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anxiously watching the clock we're officially at 3 30. so
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we'll go ahead and get started don't worry there's plenty of fluff so if people filter in that's fine so welcome
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to Deep End diving getting up to speed on new code bases I am Allison Hill and
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I'm going to be sharing kind of like a little bit of an interdisciplinary focus on what are some things that you or your
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team can do to make the onboarding process easier and smoother for new hires at whatever level they may be at
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so to kick things off I'll share a little bit about my personal background so in 2019 I graduated with a BS in
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Neuroscience from Trinity University I dabbled in computer science a little bit math was a little bit scarier than
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organic chemistry so I stuck with the life sciences thing and my first full-time job outside of
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college was with the children's learning Institute at University of Texas Health Science Center in Houston I worked on a
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couple of different research projects predominantly focused in the early childhood education sphere so language
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acquisition early stem skills and so I really enjoyed it but in Spring
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of 2022 I wanted to get into something a little bit more Technical and I did the
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Flatiron School boot camp program intermixed with all this I was doing some freelance curriculum writing
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teaching music lessons really just kind of looking at everything through an educational lens and as of eight months
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ago today I started as a junior developer on the product team at workforce.com which is an international
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SAS company that does scheduling timesheets payroll Etc and we so basically I know a thing or
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two about learning and also I have been on boarded in the past year so that's super super fresh and I have some
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feelings on it so even though I feel pretty knowledgeable in this area I sent
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out an informal survey to some of my friends and colleagues who are working in the tech space just to kind of make
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sure that I'm not totally like giving advice on something that's like way far
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out there in outer space so 20 people responded and basically I
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was interested in what sorts of tools do you find most helpful when you're learning something new
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and also which ones do you find absolutely not that you really don't enjoy using at all
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um and so just for a little bit of context off to the right those percentages are the percentages of the
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total number of people who've responded so um it was a multi-select so people could
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select multiple tools and a couple of patterns stood out so first is that
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collaboration is pretty popular of the top four most popular responses two of
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them involved some form of collaboration like pair programming or just asking someone questions and clarification on
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what you're working on the other thing is that people have a love-hate relationship with documentation it was
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the most popular and also the least popular and then also people tend to use
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a lot of other miscellaneous online resources like Google YouTube videos guided help tutorials so all of those
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are wonderful helpful things um and so I also asked some more open-ended
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questions about what was helpful and then what sucked what was absolutely
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not helpful which kind of helped corroborated my own experience a lot of things were
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relatively similar to things that I had personally experienced and it helped me narrow down some themes so these kind of
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main areas that we're going to discuss some strategies in today are Stress
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Management consistent patterns and mentorship
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so the First theme Stress Management is striking a balance between stimulation and stress
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so one of the first things I want to do is make sure that we have a whole common understanding of what stress actually is
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so I feel like a lot of us tend to think of stress as like an emotion or a feeling like I'm feeling so stressed I'm
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like anxious I'm worked up but it's actually a Cascade of effects in
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response to a stressful event so it's not just in your brain it's also in your body
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and so basically what happens is there's some sort of threat it can either be physical like getting eaten by a tiger
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or it can be perceived like giving a presentation in front of a bunch of people that you don't know at a national
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conference and so then kind of what happens there's this real or perceived
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threat that activates your stress response so in your brain that looks like neurotransmitters up regulating so like
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making some parts of your brain more active and making other regions of your brain less active through neurons
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communicating with each other through neurotransmitters this also kind of
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results in a release of like different stress hormones so stress hormones are
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basically these little molecules that are going around circulating throughout the bloodstream and communicating with the other regions of your body to kind
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of get you into that fight or flight response that I'm sure we're all familiar with like increasing your blood
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pressure so that there's more blood circulating increasing the amount of blood sugar in your blood so that your
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muscles are ready to go upping your heart rate slowing down digestion and
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the main part that I want to stress with this is that it takes a while after the initial stressful event even after
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emotionally you're feeling a little bit more put together if you had to really come down and get back to like your
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homeostasis your normal Baseline and stress is not inherently bad it's
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evolutionarily advantageous it can help you kind of direct your attention especially if it's something that like
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you need to pay attention to visually or if you're listening out for particular noises or sounds but it also interrupts
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learning and particularly creativity so stress impairs your ability to
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retrieve memories and also updating memories kind of once you have them in your working memory space
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um and it also kind of stress nudges your brain towards these more rigid
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habitual learning rather than more cognitive flexible learning taking complex pieces of information and
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putting them together so I'm sure you know if there's like crazy things going
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on in an emergency situation it's a lot easier to do mechanical rote things like CPR than it is to
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do complex calculus problems or create a new programming app and part of the reason for this is that
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stress lowers activation in the prefrontal cortex so that's the part of your brain that's responsible for planning complex thinking directing
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conscious attention and what this means is you're going to be working harder to kind of direct your attention but you're
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not necessarily going to have more to show for it you're not going to have more productivity or more
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like less mistakes so the good news is we're not getting eaten by tigers so the types of
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stressors that we're facing in our workplace when we're onboarding are heavily influenced by our perception of
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the stressful event or environment like worrying about if we're going to be perceived negatively by team members or
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if we're doing a good job imposter syndrome all of these sorts of sources of stress are things that can be
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modulated by our perception of them and we can minimize some of those cognitive
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impacts of stress by tackling some of those so some sources of stress that
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we're going to do our best to mitigate our imposter syndrome communication breakdowns overwhelm all of those sorts
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of things and there are some concrete things that we can do about these
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so some critical components of imposter syndrome are having a difficulty recognizing your own achievements as
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something that's a result of your efforts and not luck or coincidence
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so in a workplace environment what some mitigation strategies that you can do are just Define what does success look
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like so one of the most helpful metrics of success that I was given by one of my
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co-workers who is my wonderful Mentor is that in a more kind of corporate
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environment and compared to Academia where my background is Success looks like delivering values for customers
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delivering things that are useful that help make their life easier through
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using our product my team is also very wonderful about public recognition so
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when people ship a new feature or are very helpful in the QA process or provide really solid feedback they're
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really wonderful about publicly shouting that out and kind of almost forcing that recognition in a positive way and then
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also giving feedback what people are doing well also managing stress comes in and just
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setting people up to succeed so what this looks like is supporting resources like documentation
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or if you have any sort of like onboarding videos mentorship just setting clear
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expectations so that people know what is expected of them what they should be delivering on so that they can kind of
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self-regulate a little bit more and feel confident that they're doing what they're supposed to and ramp up tasks so not entirely
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tossing people in the deep end but kind of having a game plan and a progression of difficulty of the sorts of tasks that
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new employees are working on um Team support is also really important because another part of imposter
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syndrome is feeling really alone and kind of siled or singled out and so if
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your team is full of diverse perspectives a lot of different people that come from a lot of different backgrounds a lot of the ways that we
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tend to think about diversity I think are kind of the demographic tick marks but also diversity of experience is also
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a facet of diversity so for example my team has a mix of people that are from
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boot camp programs and from traditional CS programs and it's really wonderful because we tend to look at things just a
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little bit differently and how that helps us make a stronger product overall also feedback and checkpoints so that
00:11:06.300
people are able to course correct a little bit earlier if they need to or just are getting the validation that
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they're right on track and they're doing exactly what they're supposed to and then also collaborations that's looks
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like things like when you're collaborating with one of your more senior team members you're
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getting to see their process for the way that they do things and being a little
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bit less stuck in your own head because you're working with someone else now
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this next part is going to be a little bit fun are you all tired of sitting and listening to talks a little bit we're at
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the like tail end of the last day so if you would like to participate you're obviously not required to but stand up
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for a moment and we're going to do a little bit of a polling activity so just
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to kind of lay out how things are going to go um I'm going to show you a pattern there's
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going to be a fill in the blank for one of the options y'all will move to this side if you vote
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for that option if you think it's the other one you can move to this side I will tell you which side don't stress
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about memorizing but thumbs up feeling good about it cool awesome so first one
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we have a Blackfish a gray fish like tealish fish do we think it is the
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purple fish or the whale so for fish this side whale this side
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I'll give you all a moment to move to move all right
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so yes as a reminder fish this side whale this side
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all right cool it's looking like fish is probably the winner
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anyone want to share why they think it's the fish you can yeah there's other fish exactly
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we're all so smart yes it's the fish the fish is what comes next in our little
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pattern amazing all right I have good news we have another one and this one's
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a little bit more challenging so it's going to be a little bit more fun so we have a penguin a platypus a
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peacock and then next up do we think it is the duck or whoop
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oh okay cool so all right so we've got a penguin a
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platypus a peacock team duck this side team polar bear this side
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all right so we've got yes so duck
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do we want to any uh feel free to play Devil's Advocate if you like um duck over here polar bear over here
00:13:55.560
oh okay all right so
00:14:00.660
yes okay so team duck oh I am so sorry okay
00:14:09.180
I am not doing a fantastic job of following following good patterns today all right so final verdict team deck
00:14:16.500
team polar bear would someone from Team duck like to share why duck
00:14:25.139
bills beaks all right solid answer solid answer team polar bear yes
00:14:36.060
very wow that's what I didn't think of that's amazing Okay so
00:14:49.440
patterns uh that I've been working with lately especially after this presentation is polar bear patterns
00:14:54.899
polar bear patterns are not inherently your enemy but they're the ones that are you know sort of ambiguous like you're
00:15:01.199
looking at it and there's multiple different ways that you could be interpreting this pattern you're sure that there's a structure and an order
00:15:07.440
somewhere but you're not quite sure exactly what it is or you give it your best guess and
00:15:13.560
then someone else on your team says actually no that's not the pattern but smart smart attempt
00:15:20.940
um so what this looks like in practice is documenting your thought process PR
00:15:28.019
bodies are a wonderful place for this kind of elaborating more on why choices are being made even if it's pretty
00:15:34.860
obvious yes please sit down I'm definitely not going to make y'all stand for the rest of the talk
00:15:40.500
um so PR bodies are a great place for this just providing more context on why
00:15:47.399
choices are being made even if it's pretty obvious what the pattern is blogs a lot of companies use blogs to
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provide a little bit more insight into particular features or new things that they're learning also in my informal
00:16:00.360
survey of my friends and colleagues bad documents were the number one complaint across the board and probably a reason
00:16:06.899
for why people have such a love-hate relationship with documentation is sometimes it's really wonderful and
00:16:12.180
helpful and sometimes it is absolutely terrible and not helpful at all also
00:16:18.839
readable patterns are really important so that's something that we really value as people who are Ruby developers is
00:16:26.220
making sure that our code is readable and even if you're not the most advanced
00:16:31.560
deaf on the planet being able to more or less follow what's going on and sometimes this looks like
00:16:37.680
conscientious use of rails magic just because conventions kind of change over
00:16:43.440
time so just making sure that we're going for something that's
00:16:49.860
readable for our future selves and not just ourselves that are working on it and present also just providing some
00:16:56.459
context for which versions of various tools you're using so my team is on the
00:17:01.860
current version of rails but react our stack there is split a little bit between some older syntax and some of
00:17:08.579
the newer syntax and so it's really helpful to be able to go back and be like oh this isn't total nonsense
00:17:13.740
they're just using an older syntax that I'm familiar with also tests tests are not just good at telling
00:17:21.900
you when you break things that's their primary purpose but it also provides if they're well written some insight into
00:17:28.740
the intended behavior of various parts of your product or your project and of
00:17:35.039
course there's the obvious of that they break when you break that intended Behavior so writing good tests writing
00:17:42.059
descriptive tests is also really important in kind of establishing those patterns
00:17:48.780
finally we are getting to one of the more fun
00:17:54.240
things is that Teamwork Makes the team work so
00:17:59.580
of everybody that I surveyed of most people that I've talked to this past week
00:18:05.280
the most helpful activity when onboarding was coding with a more experienced buddy and something I kind
00:18:11.400
of want to touch on that some of the other talks have also touched on this week is that more experienced buddy does
00:18:17.160
not inherently mean a senior Dev it can just mean someone who's more familiar with that particular part of the code
00:18:22.919
base it could mean someone who's just more familiar with that particular tool and this is something that just
00:18:30.320
overwhelmingly everybody considered the most helpful thing and also
00:18:37.740
it adds value for your team so it can help everyone grow whether
00:18:43.380
it's the person who's in more of the explaining teaching role or the person who's in The Learning role it really
00:18:50.940
kind of helps bring up everybody's understanding of whatever topic it is
00:18:56.660
and also it can be really helpful for catching those polar bear patterns so
00:19:02.100
something that I've encountered a lot is ambiguous naming usually is the biggest
00:19:07.740
culprit and sometimes I'm like hey I'm not really understanding like what the pattern is here I think I get what's
00:19:14.820
going on but I'm not quite sure why it's set up that way and you know do you want me to follow it
00:19:21.240
do you want me to kind of maybe see if I can come up with something better and the number of times that I've heard yeah
00:19:28.140
I don't know why we did it that way like that's kind of a silly way of doing it looking back retrospectively that's kind
00:19:33.600
of ambiguous it doesn't describe that well what's actually going on has happened a lot more a lot more times so
00:19:40.140
sometimes it's because you're new and you don't quite know what's going on yet and then sometimes it's just because it's a polar bear pattern and it's a
00:19:47.520
little bit silly to have it set up that way um also finally everybody has something
00:19:53.880
to offer and diverse perspectives make a stronger product so when you have more
00:19:59.220
people looking at a problem from more different angles you're able to catch more of those edge cases you're able to
00:20:05.100
consider different ways that other people might look at things and more proactively plan for the ways that
00:20:10.860
people might be using your product even if it's outside of the way that you expect or intend people to it also helps
00:20:18.179
you kind of kick imposter syndrome out the door because you're not just trying
00:20:24.059
to fit in with like one particular kind of developer or one particular kind of person you're on a part of a team and so
00:20:32.400
it's really hard to feel singled out if you have a relatively diverse team who
00:20:37.980
have different levels of experience who have different perspectives who have different backgrounds different educational backgrounds
00:20:44.640
all sorts of wonderful things and so
00:20:51.960
what this looks like in practice so when you're actually in the workplace and
00:20:57.660
you're trying to figure out how are we going to get this teamwork thing even more deeply Incorporated what are some
00:21:04.380
of the things that we might Target so one thing that I personally have found
00:21:10.140
really helpful and what I've heard some other people mention is helpful also is just having an assigned buddy or a
00:21:16.679
project point of contact so having either a list or an actual individual
00:21:22.320
name of who you're supposed to bother about this sort of thing when you run into ambiguities when you're not quite
00:21:28.559
sure exactly what the next step should be that's really helpful especially if
00:21:35.039
you're a new person and you're like me and you're kind of anxious and you don't want to you know hop around on little
00:21:43.919
side quests trying to get to the person that you're actually is going to be able to give you the information that you
00:21:50.039
need it's really helpful to know exactly who to go to preferably if it's a relatively small
00:21:56.700
number of people but that's wonderful and amazing also
00:22:02.220
semi-regular check-in meetings so occasionally we end up in the flame dog territory where we're working really
00:22:10.320
hard we're kind of worried about other people perceiving us as
00:22:16.380
not technically proficient as you know lacking in some area really
00:22:23.220
worried about feeling kind of stupid and looking stupid in front of other people who just hired us
00:22:28.919
um and so sometimes we prolong asking for help a little bit too long and it's overall less efficient for the team but
00:22:37.200
you still have those very very real feelings that are hard to work around when you have semi-regular check-in
00:22:43.500
meetings it helps kind of eliminate some of that stress because you have a built-in time to ask for help to share what's going on
00:22:50.400
to share what's going well to share what you might be struggling with and so something that one of my teammates and I
00:22:56.280
implemented there's a month of the year where my company goes entirely remote
00:23:01.620
so I didn't have as much Hands-On support as I was used to having for the first like three or four months that I
00:23:06.840
was at my job and we basically sent a morning slack message to each other and would give a
00:23:14.520
brief outline just super super short bullet points what we were planning on working that day if there was anything
00:23:20.100
that we thought might get in our way of getting done what we need to get done and then just some sort of
00:23:26.700
office water cooler Chit Chat type thing you know to keep a little bit of social elements in there too so it's not just
00:23:33.780
like we're talking of robots all day because we do enough of that just coding
00:23:45.240
of that back after we all came back in person and now my team has very very
00:23:50.400
short weekly meetings where we just say hey this is what I'm working on this week this is what I think might block me
00:23:57.240
and then we move on hold things over in like 30 minutes or less usually and it's
00:24:02.700
a fun little show and tell so you get to stay in touch with what your teammates are working on and you also kind of get
00:24:08.280
to proactively Prime people like hey I'm probably going to be asking for a code review in the next couple of days so that hopefully someone can clear up a
00:24:14.220
little bit of time on their schedule and you can keep things moving forward pair programming as ever people have a
00:24:20.760
little bit of mixed feelings on peer programming sometimes but also a lot of people that's a very helpful thing it's
00:24:28.140
really helpful even if you're not necessarily the one driving and you're
00:24:33.840
just kind of the junior Dev who's sitting there watching the more senior Dev work through their process show you
00:24:39.539
shortcuts that you didn't know existed learning about new resources and where
00:24:44.580
to find them that you also didn't know existed it is super super helpful
00:24:53.760
kind of also like a little bit of a training wheels approach is also really helpful so as I'm sure we're all aware you kind
00:25:02.340
of learn things pretty fast you start out maybe not knowing that
00:25:07.559
much or not feeling super confident and you're able to ramp up pretty quickly so
00:25:13.080
instituting an approach where you're not you're giving people opportunities to
00:25:20.400
progress to take progressively more control over the projects that they're working on giving people Progressive
00:25:27.120
more autonomy so it's not this sort of extreme totally in the deep end or like
00:25:33.000
working on minor UI bug fixes for a while until we trust that you won't
00:25:38.220
break the code base and this more sort of gradual approach as much as you can
00:25:44.760
support as a team um and also you can do asynchronous collaboration too A lot of these that
00:25:51.120
I've tended to talk about are a lot more person-to-person time focused but PRS PR comments are also a really wonderful way
00:25:59.100
to facilitate some collaboration a little bit more asynchronously so my
00:26:05.039
team is spread across three different time zones we have an office in Australia we have an office in the UK we
00:26:10.860
have an office in the U.S and so we do a lot of asynchronous collaboration with the other teams
00:26:18.080
primarily through code review especially if we're working on features that interact between multiple ones
00:26:25.020
and it's really helpful to have someone from an entire an entirely different
00:26:30.480
team in an entirely different country who has a different product focused at the moment to give you some feedback and
00:26:37.559
some code review on what you're working on because it even helps shake things up
00:26:42.720
a little bit more so overall the thing that I really would like to impress is not treating
00:26:49.679
mentorship and sort of facilitating the growth of your new team members as a cherry on top as a nice thing to do as a
00:26:56.880
thing that's you know wonderful but not necessarily as important as getting the code written
00:27:04.140
getting the code shipped making sure that we've got you know all sorts of things going out the door and it's more
00:27:11.640
of the whole ice cream cone so maybe in your next product Sprint
00:27:17.700
focusing on devoting some time to having a more senior
00:27:23.400
person on your team pair with a more Junior and that's an intentional part of their schedule broken so
00:27:29.820
schedule built in so that it's not adding more onto the senior devs plate
00:27:36.059
it's something that's baked in it's part of the process and it'll pay off long
00:27:41.460
run not only for the junior Dev or the Newbie on the team that you're mentoring
00:27:46.620
but the team overall because you'll be able to keep everybody moving
00:27:52.620
forward um cool so that just about wraps it up I
00:27:58.740
would like to give a few acknowledgments before opening it up to questions I would like to thank my friends and
00:28:03.900
colleagues at workforce.com for putting up with my survey nerdness and
00:28:10.559
actually providing me some valuable tools and feedback rails conference 2023 for allowing me to talk at my first
00:28:17.400
railsconf and freepik.com for all the wonderful public domain images and also
00:28:23.340
all of you for helping support my first time doing this and listening to me talk
00:28:29.220
and yes now I does anyone have any questions
00:28:35.039
also I have some Neuroscience articles and some fun article things Linked In the slides which I will share of course
00:28:41.600
if you have any questions on those I'm happy to talk about Neuroscience all day
00:28:46.980
um yeah any questions yes I am so excited that you asked this
00:28:52.799
question thank you so much so the question was just surrounding what about the scary thing in the corner that
00:28:58.380
nobody's really familiar with and nobody really touches especially if you're working on a bigger code base that has a whole bunch of Legacy code
00:29:05.159
um so actually I was a little bit in this boat a couple months ago I was building an integration with one of my
00:29:11.400
more Senior Team mentors who also had not worked on an integration yet so we
00:29:16.860
were kind of stumbling through the dark together and it still provided a lot of
00:29:22.580
value for her because she wasn't carrying the whole load I was able to do some things
00:29:29.100
I was also able to dig in research try to figure out what's going on look at
00:29:35.039
other examples in the code base and bring that side to the table and for me
00:29:42.960
it was really valuable to watch the way that she approached all of those same tasks and we could talk to each other
00:29:50.700
see where there might be gaps in our understanding or where we had looked at the same thing and seen something
00:29:57.419
different and overall I would say that it's still
00:30:02.700
a very valuable experience and probably moves things along a little bit more efficiently at the very least as a
00:30:09.720
junior Dev you can be a rubber duck sometimes that's also a way to contribute or just
00:30:17.340
asking clarifying questions so that you know we're clear on why we're doing
00:30:23.159
things a particular way
00:30:28.559
so the question was surrounding the differences in mentorship experiences
00:30:36.360
from my educational psychology background versus as a
00:30:43.559
coding background so with
00:30:49.320
coding it feels a lot more peer-to-peer because there's not as large of an
00:30:55.140
experience gap between me and the people who are a little bit higher than me in
00:31:00.659
the hierarchy we're doing basically the same job so that helps first of all in
00:31:08.520
educational psychology basically the hierarchy just to give a little bit of an overview is there's the person with a
00:31:14.039
PhD who's designing the studies making a lot of the decisions on the structure of
00:31:19.980
things writing the proposals writing the papers doing the presentations
00:31:25.820
then there's the project manager who's doing more of the administrative day-to-day stuff reaching out to people
00:31:31.679
participating in the study organizing the RAS making sure that everything's moving forward kind of more analogous to
00:31:39.120
a team lead developer that role and then I was the one who was actually out in
00:31:44.340
the field collecting the data prepping presentations actually
00:31:51.960
interacting with the people so that was a little bit more hierarchical and it
00:31:59.039
kind of gave me more of a preview in career potential career introductories but it wasn't as peer-to-peer as my
00:32:06.779
experience with mentorship in um developing us
00:32:14.159
thank you all right any any other questions
00:32:20.940
or anything anybody's curious about perspective on more pocketed
00:32:26.840
understandings of things versus a more holistic View
00:32:33.419
um so something that complicates that is like working on a larger code base it's
00:32:38.940
kind of inherent if you've got like a massive Ruby monolith that no one on
00:32:44.580
your team has touched every single piece of um I would say what's been helpful with
00:32:52.440
that is just talking to my team members about what they're working on or even if I'm not giving them a green light to
00:32:59.880
merge their PR into our Master Branch at least looking at them when they come through kind of noting or making
00:33:06.600
comments where I have questions about why things are this way and then overall
00:33:12.360
just being less afraid of asking other people clarifying questions I've actually
00:33:18.659
learned a lot from talking to our chief strategy officer who's not a Dev himself but has a fair understanding of the Ruby
00:33:25.559
language and it put together some pieces of PR that I had worked on a couple
00:33:30.659
weeks ago and I'm like I wish I had talked to you earlier because this makes so much more sense now
00:33:37.380
so talking to people is great and really helpful everybody ready to
00:33:44.039
wrap it up and check out the keynote speaker all right cool thank you again so much
00:33:49.440
for your time I will be sharing the slides I will be linking in all of the Articles and