Category: Productivity & Execution

Tips and techniques for improving productivity, managing timelines, prioritizing tasks, and ensuring successful delivery of engineering projects.

  • AT THE MOUNTAINS OF UNCERTAINTY

    AT THE MOUNTAINS OF UNCERTAINTY

    If you are distressed by anything external, the pain is not due to the thing itself, but to your estimate of it; and this you have the power to revoke at any moment.

    Marcus Aurelius

    Your eyes are locked on the screen. You know this isn’t real, but to your body it may as well be… Thankfully, the film is about to end. Now, if only your amygdala knew this.

    When you can’t see what’s hiding in the dark, your mind imagines the worst. Fleeting glimpses of something horrible. But this hidden terror, could be just a cat rustling through the bushes.

    Any monster, once revealed, loses some of its power. Film directors use this to play with the senses. They don’t show the threat. The keep us guessing, building the tension continuously.
    This works because fear of the unknown is hardwired in all of us. A long time ago, staying alive often meant not finding out what that sound was.

    No plan survives first contact with the enemy.

    Helmuth von Moltke the Elder

    In unknown situations, our survival instincts kick in. We try to gain control to feel safe. But that’s the flaw in our plans: we can’t control everything.

    Old models, like Waterfall, assume everything is known from the start. That we can see the whole path from the top of the hill to the bottom. Real life, especially if in complex domains, rarely works that way.

    This is why “Responding to change over following a plan” is so powerful. It spins the old assumption on its head. We need to accept that we can’t know everything, and move forward anyway.

    Courage is not the absence of fear. It’s the ability to act despite it.

    Being brave doesn’t mean we should jump head first without checking. We need to be smart, removing the risks by not leaving dark places that “monsters” can hide in. And short iterations are great at doing that. We either deliver, or find out why we didn’t. The quicker we reach one of these outcomes, the better we can prepare for the next one.

    After all, we’re here to solve a problem, not to just put some pixels on a screen.

    Ask:

    • How important is this problem to solve?
    • What happens if we don’t?
    • How much time are we willing to spend on this? A week? A year?

    Parkinson’s law says:

    “Work expands to fill the time available for its completion.”

    Which can also be used to our benefit. If we only have 2 days to build a shelter, we should think be thinking of huts, not castles.

    Yes, a castle would be amazing. But what’s the point of how many fireplaces it’s going to have, if we can’t deliver it in the first place? (and this assumes that we actually know how to build a castle already)

    So start with something small. Test the foundation. Fix problems. Iterate.

    And that backlog? Clear it. Those 237 “must-have” features from 2019? We won’t be building them. The team has changed. The market has shifted. Our understanding has evolved.

    So we’ll have some unknowns, so be it. We’ll figure this out.

    references

    Photo by Neil Rosenstech on Unsplash

  • Building Fearless Engineering Teams with Psychological Safety

    Building Fearless Engineering Teams with Psychological Safety

    Introduction

    Engineering teams shine when individuals feel safe to speak up, take risks, and share ideas without fear of embarrassment or retaliation. This concept, known as psychological safety, is a cornerstone of high-performing teams. Google’s Project Aristotle found that psychological safety was the most critical factor in determining team success, even more important than individual talent or work structure (Google Re:Work).

    As Dr. Amy Edmondson explains:

    Psychological safety isn’t about being nice. It’s about giving candid feedback, openly admitting mistakes, and learning from each other

    Despite its importance, psychological safety is often misunderstood or overlooked in fast-paced engineering environments. How can leaders cultivate it while maintaining accountability and high standards?

    What is Psychological Safety?

    Psychological safety refers to the belief that one won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.

    In engineering teams, this translates to:

    • Feeling comfortable admitting mistakes and learning from them.
    • Asking for help without fear of being seen as incompetent.
    • Sharing ideas and concerns without worrying about negative consequences.
    • Engaging in healthy debate without conflict turning personal.

    Why Psychological Safety Matters in Engineering Teams

    Psychological safety has been directly linked to higher innovation, stronger collaboration, and better engagement (Google Re:Work). Here’s why it’s crucial:

    • Encourages Innovation – Engineers are more likely to experiment and take creative risks when they don’t fear failure (Edmondson, 2018).
    • Reduces Costly Mistakes – A culture of transparency helps surface problems before they escalate.
    • Increases Engagement & Retention – Employees who feel psychologically safe are more committed and less likely to leave.
    • Strengthens Collaboration – Open discussions lead to better problem-solving and team cohesion.

    As Satya Nadella, CEO of Microsoft, emphasizes:

    Empathy makes you a better innovator. If you can understand what others are feeling, you can build products that truly resonate

    A psychologically safe environment fosters this kind of empathy, allowing engineers to build better solutions together.

    How to Build Psychological Safety in Engineering Teams

    1. Model Vulnerability as a Leader

    Leaders set the tone. Admitting when you don’t know something or acknowledging your own mistakes signals that it’s safe for others to do the same (Edmondson, 2018).

    2. Encourage Open Dialogue

    Foster an environment where engineers feel comfortable speaking up by actively seeking their opinions and making space for differing perspectives.

    3. Normalize Giving & Receiving Feedback

    Constructive feedback should be a habit, not a stressful event. Studies show that psychologically safe teams engage in more frequent and honest feedback, leading to better learning outcomes (Google Re:Work).

    4. Reward Learning, Not Just Success

    Encourage experimentation by recognizing effort, not just outcomes. Leaders who promote a growth mindset within their teams help engineers see failures as learning opportunities (Edmondson, 2018).

    5. Create a No-Blame Postmortem Culture

    When something goes wrong, focus on learning rather than assigning blame. A blameless culture ensures that mistakes become opportunities for improvement rather than sources of fear.

    Conclusion

    Psychological safety isn’t about making work comfortable—it’s about making it safe to take smart risks, share ideas, and learn from failures (Edmondson, 2018).

    Research confirms that teams with strong psychological safety experience higher collaboration, better innovation, and lower turnover (Google Re:Work). Leaders who prioritize this will see stronger problem-solving, better retention, and a culture of continuous learning.

    As Satya Nadella puts it:

    The learn-it-all does better than the know-it-all

    This is a great parting remark that emphasises the potential of continuous growth for both individuals and teams.

    references

    • Edmondson, Amy C. The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley, 2018.
    • Google Re:Work. Project Aristotle: Understanding Team Effectiveness. https://rework.withgoogle.com/
    • Nadella, Satya. Hit Refresh: The Quest to Rediscover Microsoft’s Soul and Imagine a Better Future for Everyone. Harper Business, 2017.

  • “How long will this take?”

    “How long will this take?”

    The dreaded question. The one that no team wants to answer.

    People think this question is about time. It’s not.

    The currency of estimates are confidence & trust. And this is how your answer is measured.

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