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
- Tech Recruiting
- General Sparring Partner
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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.View
Ask Your Developer - How to Harness the Power of Software Developers and Win in the 21st Century
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.View
The One Minute Manager Meets the Monkey
Kenneth H. Blanchard, William Oncken, Hal Burrows
Overview: One simple idea can set you free: Don't take on a problem if it isn't yours! One of the most liberating books in the extraordinary One Minute Manager Library teaches managers an unforgettable lesson: how to have time to do what they want and need to do. The authors tell why managers who accept every problem given them by their staffs become hopeless bottlenecks. With a vivid, humorous, and too-familiar scenario they show a manager loaded down by all the monkeys that have jumped from their rightful owners onto his back. Then step by step they show how managers can free themselves from doing everyone else's job and ensure that every problem is handled by the proper staff person. By using Oncken's Four Rules of Monkey Management managers will learn to become effective supervisors of time, energy, and talent -- especially their own.View