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I can directly confirm, and it comes down two three simple things:

- a constance focus on finding solutions: if you don’t know something, that’s not your problem, you managers pivots that into why it wasn’t taught in Bootcamp, why it wasn’t checked; you are never stuck or blamed: it’s always about establishing a long list of things to do, many personal improvements, and having the most important on top; “How can we fix this?” is the default response and it works really well;

- no hesitation to replace managers: I did work with people who were not… great at sharing their vision, and their responsibilities changed, often and fast; there is a quarterly detailed review leveraging a very detailed poll of all employees — outcomes are shared, decisions are public and debated at every level; authority is never something you own, and nowhere else have I seen so many senior people go back to the trenches because they though that would be best; little surprise though: their ability to take and act on criticism meant they generally get promoted very fast again;

- no hesitation in promoting unconventional people for management role and allowing them to be themselves, because that role is not about being the best, but the most able to give a team a direction. No where more than there have I reacted “Your manager did WHAT?! No, that’s awesome, and brutally honest but… Wow.” Sharing graphic details of pregnancy (to ask for specific team support around length of meetings), alternative hobby (like, really — to explain an issue with one use-case). No shame, just constructive direction.




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