I led a two-hour writing workshop this past weekend. The attendees ranged from a 9-year-old who says, “I LOVE to write,” to retired adults who are involved in community projects who hate to write. We performed two writing exercises. Although the writing is useful, it’s the debrief of each writing activity that helps each writer
Shimin asks, What do you mean by “peer review”? Here are my definitions: Peer review. An author asks a peer to read, comment, and critique a work artifact. If the work artifact is code, the reviewer will read the code, and may even develop and run some unit tests to check that the code
My column on Stickyminds this week is Building Better Test Teams. (One of the people who commented realized he could use these questions to self-assess his work.) Feel free to comment on Stickyminds or here.
I’m reviewing my students’ updated plans for their projects. One team originally wanted full unit testing on the code as it was created, but added (my paraphrase) “if the project is late, some unit testing will be acceptable.” I responded that the farther behind the project was, the more review and testing is required.
Last week we held the AYE conference. Attending bloggers (in random order) were: Ron Pihlgren, Esther Derby, James Bach, Don Gray, Steve Smith, Tim Bacon, Rachel Davies, Dave Hoover, Dave Pickett, and Dave Liebreich. I hope I didn’t forget anyone. One of the highlights for me was the writing workshop. We practiced several timed writing
Kathy Melymuka wrote up a Q&A with me in Hiring Nerds: Author lays out practical strategies for staffing up IT. And Beth Nobscot has a comment in Tips for Hiring Nerds. Beth has a number of articles on her site. I particularly liked Hire Employees That Seek Opportunity Not Pay.
Whether you’re organizing a project team or hiring a whole new test group, you need to discover if the testers you’re considering can perform the job you need them to perform or not. When you think about the job, don’t just think about the testing—although that’s critically important. Consider these skills when you’re defining what
Originally published in Computerworld. Ever been in a situation where you wanted more information, but couldn’t quite figure out how to ask the question? Whether you’re eliciting requirements, interviewing vendors, interviewing candidates for a job, deciding who you want on a project team, or just asking your family about their day, you’re asking questions and
The third biggest hiring mistake I see is when hiring managers don’t consider cultural fit issues with candidates. I don’t mean small/large company, although that’s a common question hiring managers ask. Here are more cultural fit issues: The personality diversity of the team. If you have a team of introverts (not uncommon), think about that
The second biggest hiring mistake I see is to hire for the eventual future — but not to create the future from the current reality. I see this mostly when hiring managers and senior staff. Here are some examples: A CTO knows he needs a program manager to manage multiple releases and release operations, so