The Care and Feeding of T-Shaped People

.footnote[
### <a href="https://twitter.com/ryanripley">@ryanripley</a>
### <a href="https://twitter.com/schmonz">@schmonz</a>

#### <a href="https://twitter.com/hashtag/BASD2017">#BASD2017</a>

[schmonz.com/talk /2017-basd](https://schmonz.com/talk/2017-basd/)
]

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.left-column[
<a href="http://www.bigapplescrumday.org/"><img src="../basd-logo.png" width="150" height="148" alt="Big Apple Scrum Day" class="img" /></a>
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### <a href="https://twitter.com/ryanripley">@ryanripley</a>
### <a href="https://twitter.com/schmonz">@schmonz</a>

#### <a href="https://twitter.com/hashtag/BASD2017">#BASD2017</a>

[schmonz.com/talk /2017-basd](https://schmonz.com/talk/2017-basd/)
]

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# The Care and Feeding of T-Shaped People

## Amitai Schleier & Ryan Ripley

### Big Apple Scrum Day

### 2017/05/01

???

1. Press 'C' to clone and move it to projector
2. Press 'P' to show these here presenter notes

### 45 minutes

Do we value "T-shaped" people who combine breadth with one area of
depth? Then we value "paint-drip" people who grow and change. Come hear
stories of professional growth through the lens of Kent Beck's powerful
metaphor, learn ways to encourage others to broaden and deepen, and
practice on yourself.

Maybe you're a project manager who knows your tracking tool inside and
out, but doesn't totally understand what developers' work is like. Maybe
you're a developer who glides gracefully through your IDE, but doesn't
grok how the PM stays busy all day. Probably neither of these reductive
examples captures your unique self. Good! So how did you come to be in
your current role, knowing what you know so far? What might you like to
learn next?

Ryan and Amitai's experience as developers, managers, and now coaches
seems to agree with
[Kent Beck's "Paint Drip Person" metaphor](https://www.facebook.com/notes/kent-beck/paint-drip-people/1226700000696195/),
which suggests that continued professional satisfaction and growth comes
not only from seeking deeper understanding within our original
specializations, but also by deliberately broadening our skills and
following our curiosity (or heeding its absence).

We'll draw on our experiences to kick-start your thinking about which
brush you're using, which color, and where your paint is picking up
speed. You'll leave with energy and clarity for the next step in your
personal Agile journey.

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## [bigapplescrumday.org /anti-harassment-policy](http://www.bigapplescrumday.org/anti-harassment-policy)
]

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## [bigapplescrumday.org /anti-harassment-policy](http://www.bigapplescrumday.org/anti-harassment-policy)

**Not** to prevent behavior we don't like -- nothing can -- but

To remind ourselves, when we see some, how _we'll_ want to behave.
]

It's a cognitive aid:

Declaring our intentions helps us live up to them.
]

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## [bigapplescrumday.org /anti-harassment-policy](http://www.bigapplescrumday.org/anti-harassment-policy)

### Key features

1. "Harassment includes, but is not limited to..."
2. "We expect participants to..."
3. "If a participant engages in harassing behavior..."

### Homework

Build shared understanding: Find a pair and write a few Gherkin examples for this Code of Conduct.

(Extra credit: Figure out how to automate them.)
]

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.right-column[
<img src="../t-shaped.png" width="626" height="642" alt="a florid capital T" title="a florid capital T" class="img" />
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.right-column[
<img src="../paint-drip.jpg" width="1080" height="720" alt="Kent Beck's paint drip" title="Kent Beck's paint drip" class="img" />
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## <a href="../../../../../talk/2017-basd/">schmonz.com/talk /2017-basd</a>
]

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<img src="../fun-vs-learning-expected.png" width="600" height="452" alt="Fun vs. Learning (expected)" title="Fun vs. Learning (expected)" class="img" />
]

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<img src="../fun-vs-learning-actual.jpg" width="600" height="374" alt="Fun vs. Learning (actual)" title="Fun vs. Learning (actual)" class="img" />
]

---

## [agileforhumans.com](http://agileforhumans.com)

> Agile for Humans is a weekly podcast dedicated to the individuals and
> interactions that make agile work. My goal is to help you create safe
> and collaborative working environments where people are empowered to
> do their best work.

<a href="https://itunes.apple.com/us/podcast/agile-for-humans-podcast-devoted/id991671232?mt=2"><img src="../../../../../images/itunes.png" width="150" height="53" alt="Available on iTunes" title="Available on iTunes" class="img" /></a>
]

---

## <a href="https://agilein3minut.es/">agilein3minut.es</a>

> "Before Agile in 3 Minutes, I couldn't get my team to have a
> conversation about important topics. Now I have to timebox it."

<a href="https://itunes.apple.com/us/podcast/agile-in-3-minutes/id1043107219?mt=2"><img src="../../../../../images/itunes.png" width="150" height="53" alt="Available on iTunes" title="Available on iTunes" class="img" /></a>
]

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## [leanpub.com/agilein3minutes /c/basd17](https://leanpub.com/agilein3minutes/c/basd17)

The simplest _essays_ that could possibly work. $4 today!
]

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## <a href="../../../../../coach/">schmonz.com/coach</a>

Does your company deliver valuable software? Maybe Amitai can help. Consulting, coaching, training.
]

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# The Care and Feeding of T-Shaped People

## Amitai Schleier & Ryan Ripley

### [schmonz.com](https://schmonz.com) & [ryanripley.com](http://ryanripley.com)