Who’s In Your Engineering Orchestra
Every team has its own sound.
Being an engineering manager (EM) is like being the conductor of an orchestra.
Both require managing a team of diverse people. And this is true in any field of management, not just software engineering.
Each member of that team plays important but distinct roles – no one is more important than another. They can work seamlessly together, or they can create discord if they’re not managed well.
So, imagine your team like the sections of an orchestra, each offering something unique. We have the:
String section: they are the backbone of the orchestra, providing the melodies and harmonies
Woodwind section: they add color, and each has a unique voice
Brass section: they are powerful and bold
Percussion section: they set the rhythm, timing, and structure
It is the variety – of skills, working styles, and personalities – that makes a strong team. By balancing these differences, you can create a team with members that complement one another – riffing off each other’s strengths and supporting each other’s weaknesses.
As managers, it’s our job to harmonize these different types into a cohesive unit.
So, let’s look at who might be featured in the lineup of our orchestra.
Rockstars
These would be your first violins in the orchestra – your star players.
They are rare and precious team members. For them, software engineering is not just a job – it’s a craft and an art. They love what they do and are motivated to achieve more.
Naturally talented, these rockstars excel in:
R&D
Architecture
Writing beautiful code
Developing best practices
And working in any break-through areas
They are always trying something new and exciting. Their position as the concertmaster means they can be subject to both admiration and jealousy from the rest of the team. They tend to avoid the mundane tasks because it doesn't ignite their creativity.
Reliable contributors
These are your steady players. They’d be the rhythm section in your orchestra, your drums and bass.
Every team needs these types. They add quality because you can rely on them to:
Meet deadlines
Deliver consistent work
Help others
And seldom complain
They may not seek the spotlight, but they provide a constant baseline. Additionally, they require little oversight and are self-motivated. You just have to make sure they don’t take on too much.
Casual contributors
Here are your flutes.
These team members are easy-going and laid back. You’ll know you have a casual contributor because they’re always happy regardless of the situation!
They may look busy, but they often rely on others to carry their workload. They put in minimum effort to get by. It doesn’t mean they are bad people – it could be a case of learned behavior, after all.
It’s most evident when someone moves from a large company to a small one. They may have operated under the radar and gone unnoticed when part of massive teams. In a smaller company, however, the individual visibility is much greater.
Erratic performers
They are your trumpets & trombones.
These people go from utter brilliance to subpar. They seem to make excellent progress, only to suddenly take two steps back. Oftentimes, there is no discernible reason for this.
When they are up, they offer creative and fresh work. When they are down, they miss deadlines or turn in work that is well below standards.
This type can be challenging to manage. They are a source of frustration because they make you question your judgment. Just when you think you are at the end of the road with them, they pull something amazing out of their hat. Unfortunately, the hope that they will do it again often leads you to hang on to them for longer than you should.
Team players
Here are your French horns. They work in harmony with other instruments and provide overall richness.
You know the type – you’ll find them in most office settings. They’re the ones who:
Organize the team away days
Arrange the staff Secret Santa
And make sure everyone’s birthday is acknowledged
They work hard to foster a positive environment and ensure everyone feels included.
They are a rare find in our field, though, and they can be a little shocking at first – especially if you work with a bunch of introverts! But they bring a breath of fresh air and an uplifting presence to all.
Their quality lies in the fact that they do more than organize events. They go the extra mile to build relationships. Their effort ultimately improves the team’s collaboration, morale, and productivity.
Perfectionists
Your harp. They require utter precision but produce beautiful results.
They tend to be averse to deadlines, preferring to focus on the details rather than the bigger picture. This attention to detail is great for high-quality results but less so from a management standpoint!
They are highly motivated and usually very committed to the task, team, and company. However, they rarely take a compliment well, thinking the praise is unwarranted and that they could have done better.
Because they strive for perfection, they also set incredibly high standards for themselves. These unreasonable expectations can lead to anxiety, overwhelm, and burnout, so it’s important to provide them with perspective.
Pragmatists
The cello. They are part of the rhythm section, keeping everything on a steady tempo.
Now, pragmatism is an interesting skill, particularly in a field that leans towards perfectionism.
The pragmatist is a person who can do “good enough” work within a given timeframe. They do all the shortcuts. Don’t get me wrong, they do the work well but are not driven by perfection.
And, if we’re being honest, as a manager, most of the time, we don’t want perfection – we want things done. So, the pragmatic approach is a real benefit to any team.
They are action-driven rather than getting caught up in theory. You rarely have to worry about them missing deadlines.
They tend to be adaptable. Knowing that processes, knowledge, and information change over time, they are willing to change with it. They make great long-term team members.
Disengaged workers
These are your out-of-tune percussionists!
They’ll create a quiet discord that only gets louder and louder.
While they do enough work to get by, they lack any enthusiasm. They have little interest in the team goals or culture. Their general lack of energy dampens every situation, and their despondency can infect the rest of the team.
Technically, they may meet expectations, but there is a dissonance with the team. Eventually, you’ll have to either actively re-engage them or consider parting ways. They may find a better fit elsewhere.
Mentors
The viola. Perhaps not as prominent as the violins, but mentors – like violas – provide support and tie the harmonies together.
Mentors’ egos don’t get in the way of their work. They genuinely care about the people they work with and want to provide guidance.
They never gatekeep knowledge. These would be your team members who learn something new or find out a new process, and their first thought is to tell you and then ask to tell the rest of the team. They’ll ask for a team meeting or maybe prepare a presentation.
Mentors are excellent team members. They make sure everyone rises and improves together. The ability to pass on knowledge is a skill that should always be encouraged.
The lone wolf
Your tuba – because there is only one in every orchestra.
Lone wolves are great at their work, but they do not want to be involved with others. They simply want to do their job and be left alone. And there isn’t any kind of chance that they’d ask for help.
They have many great qualities, though. For example, they are:
Independent
Highly focused and determined
Results-oriented
And creative
They need little guidance, and the work they produce is amazing, so you are willing to work with their isolated way of being.
A note on our players
What you’ve read above are all based on archetypes. Of course, in reality, it is not always this cut and dry. Most people are a combination of different types with overlapping traits.
So, have you considered who you have in your own lineup? Let me know if you have encountered others who may be missing from this list.
The short version: build a symphony
Whatever field you’re in, if you’re a manager, you’re going to be leading a diverse range of personalities, traits, skills, and work ethics. The key is to lean into the difference – or else you’ll end up with a cacophony!
Each orchestra includes a variety of players, including (but not limited to):
Rockstars
Reliable contributors
Casual contributors
Erratic performers
Team players
Pragmatists
Disengaged workers
Mentors
And lone wolves
Not everyone works in the same way and once you figure out which types you’re working with, you’ll be able to better support them. By tapping into the variety and drawing on the various strengths of each member, you can create a harmonized team.
Next week, I’ll explore some of the approaches I’ve found beneficial when working with diverse players.
Until then: keep your baton steady!
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