Hi there, My name is Cristina and I am passionate about empowering others to take meanigful steps in their career and personal lives through mentoring and coaching. I hold a BA in Psychology and in the last 11 years I have operated as a trusted IT recruitment partner and advisor to various international companies like Google, Workday, Booking and Twilio. I specialise in hiring engineering and product talent including executives. I am also an ICF member and EMCC accredited coach& mentor at practitioner level and I am incredibly passionate about learning and development. Having worked in various environments and countries before moving to Amsterdam, which is my current home, I have a deep respect for various backgrounds, cultures, ways of thinking and being. How I can help? As a career and leadership coach, I usually partner successfully with ambitious entrepreneurs or senior IT professionals who are committed to their long term career growth and are motivated to take small actionable that would enable them to grow their careers and leadership skills. I am also supporting mid career professionals that are looking to transition into new careers. Please feel free to send me a message here or on Linkedin. I can't wait to meet you!
My Mentoring Topics
- Career coaching & Career transitions
- Leadership & Communication skills
- Navigating uncertainty after layoff
- Interview preparation & salary negotiation
- Job search strategy
- Leadership & Communication skills
- Dealing with limiting beliefs : e.g self doubt, impostor syndrome
A.
2.July 2023Cristina is super kind and makes you to ask yourself great questions, some of them seem obvious but after careful review you find yourself having an "aha moment" right there! other questions goes deeper and really go above and beyond your mentoring session. Also a-compass you to think and breakdown potential and practical solutions and scenarios, I am happy to recommend Cris. Thank you so much for all your help!
M.
15.June 2023Hi, In times of struggle and worries, I found this session offering the much needed motivation and helping me on the road to finding my true self. In addition to the ideas and insights offered by Cristina, I felt inspired and motivated through the emotions displayed by her. The fight continues, with a more confident me (Thank you!) Cheers everyone!
C.
13.June 2023It was a pleasure to interact with Cristina during a mentoring session where we discussed about finding values and important aspects for career development. I perceived Cristina as very knowledgeable and expert in the domain, but able to guide my thought process mostly through questions instead of answers.
P.
22.May 2023I had a lot of thoughts on my mind as to the course of action I should take to turn my career goals into a reality. Conversation with Cristina helped me look at things from practical and different perspectives. She is an exceptional mentor who listens to you with patience and provides you with valuable insights based on her experience and expertise. Thanks a lot Cristina!
J.
9.May 2023Great mentor, I learned a lot about the HR industry and I got a lot of ideas for my startup that was my end goal. Thanks for everything Cristina
M.
2.May 2023I had the distinct pleasure of engaging in a mentorship session with Cristina, Cristina's approachable demeanor, coupled with her extensive experience, made for an inspiring and highly informative session. She carefully addressed my concerns and offered tailored advice to empower me to tackle the challenges that lie ahead in my future move. Her guidance proved to be invaluable in helping me understand the essential skills, strategies, and mindset required to succeed in my transition into a managerial position. As a result of our session, I feel more prepared, confident, and motivated to embark on this exciting new journey towards becoming an effective engineering manager. I highly recommend Cristina to other mentees seeking guidance and support in their professional growth. Her expertise and commitment to fostering success in others is truly unparalleled.
M.
20.March 2023Having interacted with Christina, I must say that she is an outstanding professional who readily shared her valuable experiences with me. She was approachable and attentive to my concerns. I found the session with Christina to be highly beneficial, as her proficient and skilled approach to my problems was motivating and enlightening.
M.
15.March 2023Having engaged in a discussion with Cristina, a highly skilled expert in her field, it was effortless and productive. Together, we successfully addressed several outstanding inquiries and Cristina generously imparted valuable insights for contemplation. I am impressed not only by her proficiency, but also by her willingness to assist. Many thanks and I look forward to staying connected.
P.
11.March 2023Cristina is thoughtful, knowledgeable, and a delight to speak with. We covered a surprising amount of ground in a short time. Thank you!
S.
10.March 2023I am really grateful for the talk with Cristina, she was available on a very short notice. I got bunch of useful advices and insights and now I feel empowered to navigate through the offer negotiations.
J.
9.March 2023Cristina helped me with questions related to building a talented IT team and creating a culture that stimulates innovation. She was very kind and determined to help me. Her advice is also very practical which allows me to directly apply what I learned.
Drive - The Surprising Truth About What Motivates Us
Daniel H. Pink
The Key Insights from "Drive: The Surprising Truth About What Motivates Us" Traditional rewards aren't always effective and can, in fact, be counterproductive to motivation. Intrinsic motivation—our internal drive to do things for their own sake—is more potent than extrinsic motivation. Autonomy, mastery and purpose are the three core elements of true motivation. Businesses and organizations often rely on outdated, mechanistic models of human motivation. Increasing autonomy leads to increased engagement, productivity and satisfaction. Mastery is a mindset: it requires effort, and it is a journey, not a destination. Purpose-driven people show more persistence, performance and satisfaction. For tasks requiring cognitive skills, monetary incentives can lead to poor performance. To foster intrinsic motivation, one must focus on promoting autonomy, mastery and sense of purpose. Carrot-and-stick motivators are outdated and ineffective in today's creative, knowledge-based economy. Transforming our businesses and schools will require moving from controlling people to inspiring them. An In-Depth Analysis of "Drive: The Surprising Truth About What Motivates Us" "Drive: The Surprising Truth About What Motivates Us," by Daniel H. Pink, provides a powerful and compelling new perspective on what truly motivates us, debunking the traditional belief that rewards and punishments are the most effective motivators. Pink's book is grounded in four decades of scientific research on human motivation, and it calls into question the conventional wisdom about motivation that has dominated the business world for too long. This book is a wakeup call for businesses and organizations, urging them to move beyond the outdated carrot-and-stick approach to motivation and embrace a more holistic, human-centered approach. Pink argues that the traditional rewards aren’t always the best motivators—they can, in fact, be counterproductive. He presents numerous studies that show how rewards can narrow focus, reduce intrinsic motivation, and even undermine performance. This is especially true for tasks that require creativity or complex problem-solving skills, where monetary incentives can lead to poor performance. Intrinsic motivation, Pink argues, is far more potent than extrinsic motivation. Intrinsic motivation is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure. This aligns with the Self-Determination Theory, a well-established psychological theory that also emphasizes the importance of intrinsic motivation. According to Pink, autonomy, mastery and purpose are the three core elements of true motivation. Autonomy refers to our desire to have control over our work and our lives. Mastery is our urge to get better at the things that matter to us. And purpose is our yearning to be part of something bigger than ourselves. Increasing autonomy leads to increased engagement, productivity and satisfaction. This aligns with the findings of various studies in organizational psychology, which have found positive correlations between job autonomy and job satisfaction, engagement, and productivity. Mastery, according to Pink, is not a destination but a journey. It requires effort and it's about the mindset of constantly striving to improve. This concept echoes the Growth Mindset theory proposed by psychologist Carol Dweck, which emphasizes the belief that abilities and intelligence can be developed through dedication and hard work. Purpose-driven people show more persistence, performance and satisfaction. Pink argues that when people understand the purpose of their work and how it contributes to something larger, they are more likely to be motivated and satisfied. This aligns with the concept of "meaningful work" in organizational psychology, which has been found to lead to higher job satisfaction and performance. In the modern economy that's increasingly relying on creative and knowledge-based work, the outdated carrot-and-stick motivators are no longer effective. Pink argues that businesses and organizations need to shift from controlling people to inspiring them, by promoting autonomy, mastery and purpose. In conclusion, "Drive: The Surprising Truth About What Motivates Us" is a thought-provoking and insightful book that challenges traditional views on motivation and highlights the need for a more human-centered approach. It is a must-read for anyone interested in understanding what truly drives us, and how we can harness this knowledge to improve our workplaces, schools, and personal lives.
ViewThe 8th Habit - From Effectiveness to Greatness
Stephen R. Covey
Key Facts and Insights from "The 8th Habit - From Effectiveness to Greatness" Identifying your voice: The book emphasizes the importance of discovering one's unique personal significance and contribution. Inspiring others to find their voice: Covey argues that the greatest leaders inspire others to find their voice and make a positive impact. The 4 roles of leadership: The book explores the four essential roles of leadership: modeling, pathfinding, aligning, and empowering. The Age of Wisdom: Covey contends that we've moved from the Industrial Age to the Information Age, and now to the Age of Wisdom or the Knowledge Worker Age. Mind, Body, Heart and Spirit: The 8th Habit emphasizes the need for balance among these four dimensions of human nature. Expressing one's voice through vision, discipline, passion and conscience: These four elements are crucial to effectively expressing one's voice, according to Covey. From effectiveness to greatness: The 8th Habit is about making the leap from effectiveness (achieving good results) to greatness (making a lasting and significant contribution). Five Cancerous Behaviors: Covey identifies criticism, complaining, comparing, competing, and contending as behaviors that hinder effectiveness and greatness. Importance of trust: The book emphasizes trust as a critical component in building strong, productive relationships. Change starts from within: Covey underlines that true change and improvement start from within the individual and then radiate outwards. Blending of personal and professional life: Covey suggests that separating personal and professional life is not effective in the long-term. Instead, blending them harmoniously leads to a more fulfilling existence. In-Depth Summary and Analysis of "The 8th Habit - From Effectiveness to Greatness" "The 8th Habit - From Effectiveness to Greatness" is Stephen Covey’s sequel to "The 7 Habits of Highly Effective People." In this book, Covey expands upon the original seven habits and introduces an eighth one: "Find your voice and inspire others to find theirs." Identifying your voice and inspiring others to find theirs Covey urges readers to identify their unique talents and passions, or their "voice," and use it to make a positive impact. This concept emphasizes the importance of self-discovery and personal development. More than that, Covey argues that the greatest leaders are those who inspire others to find their own voice, fostering an environment where everyone can contribute meaningfully. The 4 roles of leadership and the Age of Wisdom Covey outlines four roles of leadership: modeling (leading by example), pathfinding (creating a shared vision and strategy), aligning (organizing systems and structures to achieve goals), and empowering (encouraging and facilitating individual and team growth). These roles have grown in importance as we’ve transitioned from the Industrial Age to the Information Age, and now to what Covey calls the Age of Wisdom or the Knowledge Worker Age. In this new era, intellectual capital - the knowledge, experience, and skills of employees - is the most valuable asset. Mind, Body, Heart and Spirit balance Covey stresses the need for balance among the four dimensions of human nature – mind (mental), body (physical), heart (emotional), and spirit (spiritual). He argues that neglecting any one of these areas can lead to dissatisfaction and unfulfillment. Expressing one's voice through vision, discipline, passion and conscience The book provides valuable insights on how to express one's voice effectively through the combination of vision (seeing the end from the beginning), discipline (committing and applying oneself), passion (loving what one does), and conscience (an inner guiding sense of right and wrong). From effectiveness to greatness The 8th Habit is about moving beyond effectiveness (achieving good results) to greatness (making a significant, lasting impact). Covey offers practical advice on how to make this transition, emphasizing the importance of continuous learning, growth, and improvement. Five Cancerous Behaviors and the Importance of Trust Covey identifies five detrimental behaviors - criticism, complaining, comparing, competing, and contending - that can hinder effectiveness and greatness. He emphasizes the importance of trust in building strong, productive relationships. Trust, Covey suggests, is built through character and competence, and it is critical to effective leadership and collaboration. Change starts from within Covey underlines that genuine change and improvement start from within the individual and radiate outwards. This means that personal transformation is the first step towards changing one's environment or organization. Blending of personal and professional life Finally, Covey posits that the artificial separation of personal and professional life can lead to stress and imbalance. He advocates for a harmonious blending of the two, leading to a more fulfilling existence. In conclusion, "The 8th Habit - From Effectiveness to Greatness" is a comprehensive guide to personal and professional leadership in the 21st century. It offers valuable insights and practical advice for anyone seeking to make a positive and lasting impact in their personal and professional life.
ViewMan's Search For Meaning - The classic tribute to hope from the Holocaust
Viktor E Frankl
Key Insights from "Man's Search For Meaning" Life's primary drive is the search for meaning, not pleasure: Unlike Freud, who believed mankind is driven by the pursuit of pleasure, Frankl posits that the primary human drive is the pursuit of meaning. Freedom of choice: Even in the most oppressive circumstances, people have the freedom to choose their attitudes towards their experiences. Noetic dimension of human beings: Humans are not solely physical, psychological beings, but also spiritual (or noetic) beings. Their spiritual self can't be affected by physical or psychological trauma. Existential vacuum: Many people suffer from a sense of emptiness or meaninglessness, which Frankl refers to as an existential vacuum. Logotherapy: Frankl's therapeutic approach, Logotherapy, helps individuals to find personal meaning in life. Tragic Optimism: The ability to maintain hope and find meaning in life despite its inescapable pain, guilt and death. Meaning through suffering: When we can't change a situation, we are challenged to change ourselves. In such instances, we find meaning through the way we choose to suffer. Meaning through creativity or experiential values: We can find meaning in life either through creating a work or doing a deed, or by experiencing something or encountering someone (love). Meaning through attitudinal values: We can also find meaning through the attitude we take towards unavoidable suffering. Man's ultimate freedom: The ability to choose one's attitude in any given set of circumstances is the ultimate freedom that no one can take away from us. Analysis of "Man's Search For Meaning" "Man's Search For Meaning" is a powerful book that explores the human spirit's ability to endure even the most horrific of circumstances. The book is a testament to the invincibility of the human spirit, exemplified by Frankl's experiences in Nazi concentration camps during World War II. Contrary to Sigmund Freud's theory that humans are primarily driven by the pursuit of pleasure, Frankl posits that the primary human drive is the pursuit of meaning. This is a profound insight as it shifts the focus from external gratifications to internal fulfillment. It emphasizes that even in situations devoid of pleasure, such as concentration camps, humans can still find a purpose to live for. One of the most powerful insights from the book is the concept of freedom of choice. Despite being physically imprisoned and subjected to unimaginable horrors, Frankl maintains that individuals still have the freedom to choose their attitudes towards their experiences. This echoes the philosophy of existentialism, which emphasizes individual freedom and responsibility. Frankl also introduces the concept of the noetic dimension of human beings, suggesting that humans are not solely physical or psychological beings but also spiritual beings. This spiritual self, according to Frankl, cannot be affected by physical or psychological trauma. This perspective provides a new lens through which we can view suffering and trauma - not as destructive forces but as potential catalysts for personal growth and transformation. The existential vacuum, another concept introduced by Frankl, refers to a sense of emptiness or meaninglessness experienced by many people. This can be attributed to a lack of purpose or direction in life. Frankl's therapeutic approach, Logotherapy, seeks to help individuals find personal meaning in life, filling this existential vacuum, and ultimately leading to a more fulfilling existence. Frankl's concept of Tragic Optimism is a powerful testament to human resilience. It's the ability to maintain hope and find meaning in life despite facing inescapable pain, guilt, and death. This is not a naive optimism but a courageous acceptance of life as it is, with all its ups and downs. The book also highlights that meaning can be found through suffering, creativity or experiential values, and attitudinal values. When we can't change a situation, we are challenged to change ourselves. We find meaning in the way we choose to suffer. Meaning can also be found through creating a work or doing a deed, or by experiencing something or encountering someone (like love). Finally, the book emphasizes man's ultimate freedom - the ability to choose one's attitude in any given set of circumstances. This is a powerful reminder that no matter how dire or difficult our circumstances may be, we always have the freedom to choose our response. In conclusion, "Man's Search For Meaning" is a profound book that explores the depths of human endurance and the indomitable spirit of hope. It teaches us that meaning can be found in life, even in the darkest of times, and that our ability to choose our attitude in any given set of circumstances is our ultimate freedom.
ViewWorking Identity - Unconventional Strategies for Reinventing Your Career
Herminia Ibarra
Key Facts and Insights from "Working Identity - Unconventional Strategies for Reinventing Your Career" Reinventing one's career is not a linear process but rather an exploratory journey that involves testing new professional identities. Effective career change strategies often deviate from conventional wisdom and require a shift in perspective. One's 'working identity', or professional self-image, is not fixed but can evolve over time. The book presents three key strategies for career reinvention: crafting experiments, shifting connections, and making sense of the change. Career experiments, such as part-time projects or job rotations, are crucial for gaining insights about new fields and roles. Shifting connections involves creating a diverse network that can support and inform your career transition. Making sense of the change requires reflection and storytelling to reconcile past, present, and future professional identities. Self-reflection, while important, is not sufficient for career change; action and experience are equally critical. The book emphasizes the importance of resilience, adaptability, and continuous learning in the context of career reinvention. Herminia Ibarra uses real-life case studies to illustrate the strategies and principles discussed in the book. An In-depth Analysis of "Working Identity - Unconventional Strategies for Reinventing Your Career" "Working Identity - Unconventional Strategies for Reinventing Your Career" by Herminia Ibarra is a groundbreaking book that challenges traditional views on career transition and development. Contrary to the common belief that career change follows a linear path, Ibarra argues that it is a nonlinear journey of exploration and discovery. This perspective resonates with the modern career theory of "Protean Career", which emphasizes self-direction, personal fulfillment, and adaptability in one's career path. The concept of 'working identity' presented in the book is particularly insightful. According to Ibarra, our professional identity is not static but evolves over time, reflecting the changing nature of work and the multiplicity of roles we play in our lives. This notion aligns with the "Identity Work" theory, which suggests that individuals continually shape and reshape their identities in response to various personal and professional experiences. The book further introduces three key strategies for career reinvention, namely crafting experiments, shifting connections, and making sense of the change. Crafting experiments are essentially about gaining first-hand experience in new fields or roles through part-time projects, job rotations, or volunteering. This approach echoes the "Experiential Learning" theory, which posits that learning is a process of creating knowledge through the transformation of experience. Shifting connections, on the other hand, refers to the creation of a diverse network that can provide support, information, and opportunities for career transition. This strategy resonates with the "Social Capital" theory, which emphasizes the value of social relationships and networks in achieving professional success. Making sense of the change involves reflection and storytelling to reconcile past, present, and future professional identities. This process is reminiscent of "Narrative Identity" theory, which argues that individuals construct their identities by weaving together the events of their lives into a coherent narrative. Interestingly, the book asserts that self-reflection alone is not sufficient for career change. Instead, action and experience play a crucial role in shaping our professional identity and guiding our career decisions. This view aligns with the "Action Theory" in career development, which emphasizes the importance of action and behavior in career planning and decision making. Throughout the book, Ibarra uses real-life case studies to illustrate her arguments, making the content relatable and practical for readers. She also underscores the importance of resilience, adaptability, and continuous learning in the face of career reinvention, reflecting the principles of "Career Resilience" and "Lifelong Learning." In conclusion, "Working Identity - Unconventional Strategies for Reinventing Your Career" offers a fresh and compelling perspective on career change. It not only presents unconventional strategies for career reinvention but also challenges readers to rethink their professional identities and career paths. As such, it is a must-read for anyone contemplating a career change or seeking to navigate the complex and dynamic world of work.
ViewClever - Leading Your Smartest, Most Creative People
Robert Goffee, Gareth Jones
Key Facts and Insights Clever people are driven by their own interest - They are passionate about their work and their own ideas and are less likely to be influenced by organizational goals. Clever people value their independence - They do not like being managed and they thrive when given the freedom to explore their own ideas. Leadership style matters - Clever people respond best to a leadership style that is not authoritative but instead offers guidance and support. Innovation is key - Clever individuals are often the source of groundbreaking ideas and can be a significant driver of innovation within an organization. Recognition is vital - Clever people crave recognition for their work and contributions, and this recognition should be given promptly and publicly. Clever people need challenging tasks - They get bored easily and thrive on tackling complex problems and tasks. Teamwork is a delicate balance - While clever people are often independent thinkers, they also understand the value of collaboration and can work well in teams when managed effectively. Work environment can foster creativity - A stimulating and supportive work environment can help nurture the creativity of clever people. Trust is important - Clever people need to trust their leaders, and this trust is earned by providing them with the autonomy they crave. Clever people value authenticity - They are more likely to respect and follow leaders who are genuine and authentic. In-Depth Summary and Analysis "Clever - Leading Your Smartest, Most Creative People" by Robert Goffee and Gareth Jones is a comprehensive guide to managing and leading the most intelligent and creative individuals within an organization. The authors, both esteemed professors, delve into the psyche of these unique individuals and provide valuable insights on how to lead and motivate them effectively. The book begins by emphasizing the fact that clever people are driven by their own interests. This is a key insight for any leader or manager, as it underpins the need for a different approach in managing such individuals. Clever people have a deep-rooted passion for their work and their own ideas, and are less likely to be swayed by conventional organizational goals. This is reminiscent of the Self-Determination Theory proposed by Edward Deci and Richard Ryan, where intrinsic motivation is seen as a powerful driver of behavior. The authors further stress the importance of independence for clever people. They are typically less open to micro-management and thrive when given the freedom to explore their ideas. This is in line with Douglas McGregor's Theory Y, which postulates that employees are self-motivated and enjoy the responsibility of work. Leadership style is another major theme in the book. According to Goffee and Jones, clever people respond best to a leadership style that offers guidance, support, and encouragement rather than one that is authoritative. This approach fosters a sense of trust and respect between the leader and the clever individual, which is a key aspect of Transformational Leadership Theory. The book also highlights the role of clever people in driving innovation within an organization. They are often the source of groundbreaking ideas and strategies, and enabling them to channel their creativity effectively can lead to significant advancements. This echoes the Innovation Ambition Matrix, where radical innovation is often seen as the result of the creativity and brilliance of such individuals. Recognition is another vital aspect covered in the book. Clever people crave recognition for their work and contributions. The authors suggest that this recognition should be given promptly and publicly, reinforcing the principles of Reinforcement Theory, where positive reinforcement encourages desired behavior. The need for challenging tasks for clever people is also highlighted. They tend to get bored easily and thrive on tackling complex problems and tasks. This is consistent with the Flow Theory proposed by Mihaly Csikszentmihalyi, where individuals are most engaged and productive when faced with tasks that are challenging but achievable. The book also discusses the delicate balance of teamwork with clever people. While they are often independent thinkers, they also understand the value of collaboration and can work well in teams when managed effectively. This resonates with the concept of Team Role Theory proposed by Meredith Belbin, where every individual within a team has a specific role to play based on their strengths and skills. The work environment is another essential factor in fostering the creativity of clever people. A stimulating and supportive work environment can help nurture their creativity and promote innovation. This aligns with the principles of the Theory of Work Adjustment, which emphasizes the fit between the individual and their work environment. Finally, the book discusses the importance of authenticity in leadership. Clever people are more likely to respect and follow leaders who are genuine and authentic. This is a key tenet of Authentic Leadership Theory, where leaders are encouraged to be self-aware and transparent in their interactions with their team. In conclusion, "Clever - Leading Your Smartest, Most Creative People" offers valuable insights and practical strategies for leading and managing the most intelligent and creative individuals within an organization. By understanding their intrinsic motivation, providing them with the autonomy and challenges they crave, offering supportive and authentic leadership, and fostering a conducive work environment, leaders can effectively harness the potential of their clever individuals and drive innovation and success for their organizations.
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.
View
J.
10.August 2023I enjoyed the session with Cristina, she helped me figuring out which are the key skills to leverage and how to foster them in my current role. She helped a lot in allowing me to better understand which path to follow. I found it very useful, thanks again.