Revolutionise Your Software Development: Ditch the Foxes and Embrace a Collaborative Approach
The issue of putting managers in charge of software development is a thorny one that has long been agonised over in the tech industry. The metaphor of “foxes in charge of the henhouse” is often used to describe this situation, as it implies that managers, who may not have the same level of technical expertise as developers, may not be able to fully understand or appreciate the needs and challenges of the development team. And indeed may “eat” the chickens. This can lead to a number of problems, including poor communication, lack of trust, fear, productivity-lowering stress, and ultimately, a lack of success in development efforts.
It can also cause frustration and resentment among developers, who may feel that their managers do not value or even understand their expertise and contributions.
The solution to this issue is to adopt a more collaborative approach, where managers and developers work together as a team to achieve common goals. This approach can help to build trust and understanding between managers and developers, and can lead to more effective working.
Another alternative is a servant leadership style, with developers leading the development efforts, and managers providing support and guidance as needed. This can help to ensure that the development process is driven by the needs and expertise of the developers, rather than by managers who may not fully understand the technical and interpersonal challenges.
A third alternative, and the preferred one, is to eschew managers entirely, in favour of developers and etc. self-organising and self-managing themselves.
In summary, putting managers in charge of software development can lead to a number of problems, including poor communication, lack of trust, distress, and ultimately, a lack of success in the development process. Alternatives such as a more collaborative approach, where managers and developers work together as a team, or having developers in charge of the development work themselves, can help to mitigate these problems and lead to more effective development efforts. It all boils down to: what development culture can you accept? And how important is it to the organisation to have the development efforts firing on all cylinders?
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