Thank you for visiting my profile! I am an IT professional working > 15 years in various roles in the consulting and tech industry. I started my career as an individual contributor and moved to a leadership role back in 2020 after being a trainer, thought leader, and subject matter expert (SME) for several topics at my former organizations. I am totally inspired by the servant and situational leadership styles and always foster to excel the performance and satisfaction of my team members.
My Mentoring Topics
- Career & Growth
- Leadership & Management
- Team Organization
- People Development
- Self-Organization
- Tech Recruiting
- General Sparring Partner
T.
15.January 2024Straight and humble conversations - both ways - liked our sessions!
A.
3.November 2023Andrej Maya Sir gave me some beautiful insights on Cloud Computing, Programming langauge, frameworks and Work-life balance. I enjoyed the session very much and he was very much humble and friendly.
M.
18.October 2023I had a friendly conversation with Andrej. He has shared plenty of things with me about career goals, behavioral questions, effective job search strategy, etc. He gave some tips to improve my interview skills as well. Also he has shared about work culture in Germany. I'm really really glad to be connected with him.
J.
13.October 2023It was my second session with Andrej and it was super helpful! We had a deep dive analysis what potentially could be improved in my application strategy and path to become a consultant. It resulted in behavioural recommendation as well as practical suggestions on content to use for preparing. Thank you!
J.
5.October 2023My session Andrej was super helpful and would absolutely recommend. He offered highly valueable advice on what is important in consulting and insights based on his experience. Thank you!
A.
29.September 2023I approached Andrej because I wanted to find a sparring partner regarding pricing models in the IT-Consulting world. Andrej gave me 30 minutes of condensed information and critical feedback, which I'm super happy about. His expertise and experience was obvious and I'm glad I got his advice. If you have the chance to talk to him about anything related to IT-Consulting or Software Engineering, go for it - I can recommend it!
The Five Dysfunctions of a Team - A Leadership Fable
Patrick M. Lencioni
Key Facts and Insights: The fundamental premise of the book is that teams often fail due to five common dysfunctions, which are: Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. The book uses a business fable approach to convey the message, following a fictional company and its new CEO who identifies and resolves these five dysfunctions. The first dysfunction, Absence of Trust, is rooted in the team members’ unwillingness to be vulnerable and open with each other. This leads to a lack of trust and a fear of making mistakes. The second dysfunction, Fear of Conflict, arises from the team's inability to engage in unfiltered, passionate debate about things that matter, leading to inferior decision-making. Lack of Commitment is the third dysfunction, where team members, due to lack of clarity or buy-in, fail to fully commit to decisions, causing ambiguity about direction and priorities. Next is the Avoidance of Accountability, where team members hesitate to call out peers on their actions and behaviors that can potentially harm the team. The final dysfunction is Inattention to Results, where team members put their individual needs (such as ego, career development, or recognition) above the collective goals of the team. Through the fable, Lencioni provides practical advice for overcoming these dysfunctions. He suggests building trust through vulnerability, encouraging constructive conflict, gaining commitment through clarity and buy-in, holding team members accountable, and focusing on collective results. The book is not just about identifying the dysfunctions but also provides a model and actionable steps to overcome these dysfunctions and build a cohesive and effective team. At the heart of the book lies the idea that success in any team is dependent on overcoming these dysfunctions and working together towards a common goal. An In-Depth Summary and Analysis: "The Five Dysfunctions of a Team - A Leadership Fable" by Patrick M. Lencioni is an insightful book that unveils the reasons why teams often fail and offers practical advice on how to overcome these issues. Lencioni uses a business fable, a unique approach that combines storytelling with business principles, to illustrate his points and make the book relatable and engaging. The first dysfunction, Absence of Trust, is linked to the unwillingness of team members to be vulnerable and open with each other. This lack of transparency creates a culture of fear, where team members are afraid to make mistakes or take risks. As a long-standing academic in this field, I've seen how this lack of trust can paralyze a team, stifling creativity and innovation. Overcoming this dysfunction requires creating a safe environment where individuals feel comfortable expressing their thoughts, ideas, and potential misgivings. The second dysfunction, Fear of Conflict, stems from the team's inability to engage in meaningful, passionate debate about things that matter. This fear of conflict often leads to artificial harmony, where team members pretend to agree even when they have differing opinions. This avoidance of conflict can result in poor decision-making, as not all perspectives are considered. I believe that constructive conflict is a crucial component of a high-performing team. Encouraging open, honest debate ensures that all viewpoints are heard and considered, leading to better, more informed decisions. Lack of Commitment is the third dysfunction, where team members don't fully commit to decisions due to lack of clarity or buy-in. This lack of commitment can lead to ambiguity about the team's direction and priorities. In my experience, clear communication and the inclusion of all team members in the decision-making process can help overcome this dysfunction. The fourth dysfunction, Avoidance of Accountability, occurs when team members hesitate to call out peers on their actions and behaviors that could potentially harm the team. This avoidance often stems from a desire to maintain personal relationships and avoid conflict. However, holding each other accountable is crucial for maintaining high standards and achieving the team's collective goals. The final dysfunction, Inattention to Results, happens when team members prioritize their individual needs above the collective goals of the team. This can lead to a lack of focus on the desired results and a failure to achieve the team's objectives. Focusing on collective results and rewarding team success rather than individual achievements can help overcome this dysfunction. In conclusion, "The Five Dysfunctions of a Team - A Leadership Fable" is an insightful book that provides practical advice on overcoming common team dysfunctions. It highlights the importance of trust, constructive conflict, commitment, accountability, and a focus on results in creating a successful team. As a professor with years of experience in this field, I can attest to the effectiveness of Lencioni's methodology in transforming dysfunctional teams into high-performing ones. This book is an essential read for anyone looking to build or improve their team.
ViewAsk Your Developer - How to Harness the Power of Software Developers and Win in the 21st Century
Jeff Lawson
Key Insights from "Ask Your Developer" Software developers are not just coders, but creative problem solvers who can drive innovation in any company. Business leaders should understand the basics of software development to better utilize their developer teams. Effective communication between non-technical and technical teams is crucial for successful collaboration. Customer-focused approach is vital in software development. The best products and services are often those that are designed with the user's needs in mind. Continual learning and experimentation are key aspects of a developer's work, and should be encouraged in the workplace. Developers need a suitable environment that fosters creativity and innovation. The future of business relies on harnessing the power of software development and incorporating it into the strategic decision-making process. Building internal developer platforms can drastically increase the productivity and efficiency of developers. Adopting a developer-first mindset can lead to the creation of more innovative, effective, and customer-centric products. As technology continues to advance, the role of developers will become more significant in shaping the business landscape. An In-Depth Analysis of "Ask Your Developer" "Ask Your Developer" is not just a book about software development. It is an insightful guide that highlights the indispensable role of developers in the 21st-century business landscape. It advocates for a new business mindset, one that recognizes developers as creative problem solvers and crucial drivers of innovation. Author Jeff Lawson, a software developer himself and CEO of Twilio, brings a unique perspective to the table. He argues that software developers are not mere coders tucked away in a corner, but they are the ones shaping the future of businesses in this digital age. This view challenges the traditional perception of developers, positioning them as a strategic asset rather than a cost center. The book further emphasizes the importance of business leaders understanding the basics of software development. This comprehension is not about learning to code, but about appreciating the process and the possibilities it offers. It's about fostering effective communication between non-technical and technical teams, which is a crucial aspect of successful collaboration. One of the most compelling arguments made in the book is the need for a customer-focused approach in software development. Lawson posits that the best products and services are those designed with the user's needs in mind. This approach requires a deep understanding of the customer and the ability to translate that understanding into a product or service that solves their problem. A noteworthy point in the book is the emphasis on continual learning and experimentation. Lawson underscores that these are key aspects of a developer's work. A supportive environment that encourages these behaviors not only enhances developers' skills but also drives innovation in the workplace. Lawson also discusses the idea of building internal developer platforms, which can drastically increase the productivity and efficiency of developer teams. This notion aligns with the DevOps movement, promoting collaboration between development and operations teams to improve software quality and speed up delivery times. The book concludes with a call to action for businesses to adopt a developer-first mindset. This approach involves integrating developers into the strategic decision-making process to create more innovative, effective, and customer-centric products. "Ask Your Developer" is, in essence, a wake-up call for businesses. As technology continues to advance, the role of developers in shaping the business landscape will only grow. Thus, the companies that will win are those that can harness the power of software development and use it as a competitive advantage. In conclusion, the book offers a wealth of insights, practical advice, and examples that can help businesses better understand and leverage the power of their developer teams. It pushes for a shift in perspective, from viewing software development as a technical discipline to recognizing it as a strategic tool for business success.
ViewThe One Minute Manager Meets the Monkey
Kenneth H. Blanchard, William Oncken, Hal Burrows
Key Insights from "The One Minute Manager Meets the Monkey" Delegation is not just about assigning tasks but about transferring responsibility. Managers often take on their subordinates' problems, or "monkeys," which leads to inefficiency and overload. Effective managers must learn how to delegate "monkeys" properly, ensuring that the right person is dealing with the right problem. A "monkey" is defined as the next move in a shared task; whoever plans the next move, owns the monkey. There are four degrees of initiative that employees can show, and managers should aim to foster the highest level. Care and feeding of monkeys involves regular check-ins, not micromanagement. Managers should spend more time on their own tasks and less time handling their subordinates' tasks. The concept of "monkey management" is about empowering employees, not about shirking responsibility. Proper monkey management leads to improved productivity, better employee satisfaction, and overall better organizational health. The book presents a clear, easy-to-follow system for managing "monkeys," which, if implemented properly, can transform managerial effectiveness. An In-Depth Analysis of "The One Minute Manager Meets the Monkey" "The One Minute Manager Meets the Monkey" by Kenneth H. Blanchard, William Oncken, and Hal Burrows is a seminal work in the field of management literature. Drawing upon extensive professional experience and a profound understanding of organizational dynamics, the authors present a unique perspective on delegation, responsibility, and productivity. The book's central concept is the "monkey," defined as the next move in a shared task. The authors argue that managers often unknowingly take on their subordinates' monkeys, leading to an overload of responsibilities and a consequent decrease in efficiency. This concept is not only insightful but also offers a clear lens through which to view delegation – a critical element in management. Delegation is not just about assigning tasks but about transferring responsibility. This is a powerful revelation that fundamentally alters the traditional understanding of delegation. It insists that managers should focus on managing their tasks and allow their subordinates to handle theirs, resulting in a more efficient division of labor and a healthier working environment. The authors identify four levels of initiative that employees can show: wait until told, ask what to do, recommend an action, and act independently within predefined limits. They argue that managers should aim to foster the highest level of initiative among their employees, ensuring that the right person is dealing with the right problem. Proper "monkey management" leads to improved productivity, better employee satisfaction, and overall better organizational health. By empowering employees to handle their tasks, managers can focus on strategic decisions and planning, leading to better outcomes for the entire organization. The book also highlights the importance of regular check-ins, or the "care and feeding" of monkeys. This is not about micromanagement, but about ensuring that the monkeys are being handled appropriately and that any necessary support is provided. Implementing the system proposed in the book can transform managerial effectiveness. However, it requires a shift in mindset from managers, who must learn to let go of tasks that should be handled by their subordinates. In conclusion, "The One Minute Manager Meets the Monkey" offers a unique perspective on delegation and responsibility in management. The book's concepts and recommendations align with other established management theories, such as Hersey and Blanchard's situational leadership theory, which emphasizes the importance of adjusting leadership style based on employees' competence and commitment levels. Therefore, the book does not only present a novel approach to management but also reinforces and extends existing theories, making it a valuable addition to any manager's library. The book's insights and practical advice can equip managers with the knowledge they need to improve their effectiveness and enable their teams to reach their full potential.
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Z.
24.January 2024I recently had a mentoring session with Andrej, and it was really insightful. He gave me a fresh perspective on consulting and provided me with actionable recommendations on how to navigate my career. I genuinely appreciate his advice and experience. Highly recommended!