A few weeks back I was at a reception in Indy with a few people I really respect: Mike Kelly, Karen Johnson, Dr. Kaner, and Jonathan Mischo.
At one point we started talking about personal growth. John pointed out that, as a manger, he always worked with his teams to make a personal development plan, and I strongly agreed. Moreover, he would identify the weaknesses each team member had, and ask them to develop plans for each weakness.
This is a pretty standard HR practice in theory, but many groups don't have time to get around to it, what with the busy business of production crowding in. So I was glad that John was doing something. He seemed to have the best interests of his team at heart.
Still, I took a second, paused, and said "Let's pretend I am on your team. I submit that my weaknesses are weak because I find them boring and not fun to work on. Instead of working on my weaknesses, I propose focusing on my strengths - and becoming one of the best people in the world in my specialty."
John replied that my idea was "not good enough." We debated a bit; I said that to pull it off, at least someone else on the team should be strong in my weak areas, and I should have a scheme to compensate for my weaknesses. John admitted that under those conditions, he would be willing to see less progress - but he still wants progress.
What do you think?
Schedule and Events
March 26-29, 2012, Software Test Professionals Conference, New Orleans
July, 14-15, 2012 - Test Coach Camp, San Jose, California
July, 16-18, 2012 - Conference for the Association for Software Testing (CAST 2012), San Jose, California
August 2012+ - At Liberty; available. Contact me by email: Matt.Heusser@gmail.com