Datadog APM, Segment: both key to building day to day products, none first party support. Community libraries exist, but their bus factor isn’t looking good.
FWIW, comparing a misbehaving react hook with the challenges of being a nurse today feels weirdly entitled. Get closer to the reality of their job and you might start to understand why 90% want to leave (90% is a conservative number IMO).
If you’d cut your pay down to 25% of what you make, work 12h a day with a single 30min lunch break (that gets interrupted regularly), including several weekends and nights every month, without guaranteed vacations for holiday season/new year’s eve, work in a team that’s 50% understaff but still needs to deliver no matter what, without any carrer path forward, you’d leave your current SWE job right away. And in comparison, you’d still not be be even to close to what they do (i.e: cleaning up body fluids).
nice! I’ve been using this app for a while, feels much smoother now. I’m using it a lot now on M1 mac as well, and pass it to all my team leads that I want to grow into Engineering Managers, super helpful to share mental models and explain how to give feedback
Bunch.ai | New York, NY & Berlin, Germany | Various roles | Full-time, Remote
Our team is on a mission to make sure everyone has a great manager. The amount of knowledge that exist in psychology research about leadership and teams is mind blowing, but surprisingly enough, almost none of it is used on a daily basis: in your sprints, stand-ups, one-on-ones or performance feedback. We want to change that.
We are actually kicking off an Android app in January, and we want to keep native app development (so far, we’ve seen that it helps us in building better UX, even if it takes more effort)
TLDR;
- it's not fixed -> but can vary over time with new jobs, new teams
- it's based on the measurement of what matters to you (your norms), not WHO you are acc. to a personality test
- it's also more recent research
16 personalities is a typical personality test, based on a trait-based approach: Myers-Briggs (originally based on Jung's theory). The Stanford model we use is based on the work of Prof. Charles O'Reilly, who was studying team and company culture and how that relates to performance and satisfaction at work.
So the model we used in the product basically measures more "what's important to you at work" and what your priorities are rather than "who you are" based on a pesonality model.
That also means that your mindset can change over the course of even just a few weeks, while personality is something more stable.
yeah there are sooo many, you are right to be sceptical, basically we partnered with this Prof. from Stanford (https://www.gsb.stanford.edu/faculty-research/faculty/charle...) and used his model that measures what's important to people at work (aka Mindset Norms) instead of using a generic personality test.
That way it is actually saying something about your priorities at work and is more directly linked to your behavior at work.
Ah good question! Myers-Briggs is measuring personality, which is kinda stable overtime, you can't change it easily, this model measures Norms/Mindset, that is actually something you can influence + there is lots of critique around the fact that Myers-Briggs is just made up and not really actually replicable (so not really reliable/scientific).
We built an iOS app for personalized 2-minute leadership tips (think Duolingo for learning how to lead or just work better in teams).
One of the challenges we've run into is the fact that there are several different working styles - there's no universal "right" way to lead. We found an interesting way to solve this problem using a model from Stanford. Here's a quick write up, that I hope you'll find interesting both from a technical perspective and for leading/building teams.
Sound like a really awful experience, if it happened to you, I’m really sorry! I’m not sure if there’s a definitive answer (in psychology) whether someone has the emotional constitution for management that is set in time; it might be a matter of timing for many people.
In any case, one of the things we try to achieve with our app is to help people in this situation: we have tips for resilience, self discovery and emotional intelligence that can help better handle this emotional rollercoaster.
It turns out that many people get pushed into leading a team a specific way (by their peers, mentors or lack thereof), instead of having the tools to find their own leadership style and learn how to grow it. That was one of the main motivations when we started working on the psychology of our app: we need to start by discovering people’s leadership style, and only then recommend content & tips that will help them on the journey
Thanks a lot for the feeback! There’s a couple other people who mentionned it today, so we’ll get to adding username/password (and definitely won’t handle the credentials ourselves ^^)
Thanks a lot for the feedback! I know it’s not always easy to share, but definitely appreciate it. Maybe we can add an opt-in for our analytics: we mostly use them to understand what we should build next (or measure when we do A/B tests in the app), as well as be able to help when people get in touch with a coach via Intercom. All of that can/should be optional though, so I’ll bring that to our board and see if we can do something there.
Also, there’s no harm at all in caring about privacy, rather the opposite, so your opinion is 100% valid!