Good advices. Keep some slack, have an idea of your energy level, that's what impacts your capacity. Time is a given you can't do much with it.

Good starting point before really exploring this field deeper. Especially important here is the last section on how to use them properly. Be cautious, keep people well-being in mind at all time.

Very good review of the McKinsey paper about developer productivity. It not only highlights all the problems with it, it also makes suggestions to make a better paper next time.

Definitely this, I too often see people trying to just power through. Being responsible of something doesn't mean you do it all alone, on the contrary. If you're struggling with it look for help, it can take many forms including coaching.

Interestingly (or maybe unsurprisingly) most of the factors this research found impactful are not technical. So mind the social constructs of your organization.

Lots of food for thought in here. I really appreciate how Kent Beck's thinking keeps evolving. This Explore, Expand, Extract curve is indeed a good way to frame things. It is a good base to know what to put in place or not.

This is indeed an interesting scale to keep in mind. Teams shouldn't get too big, or too small.

Ever wondered what the job of CTO encompasses? This article does a good job at it. It's especially nice that it's split based on company size. Indeed, the role can change dramatically depending on how big an organization is.

This is a sound advice. In other words, don't commit too early, only when you got enough information. Of course monitor to make sure you don't miss said information.

Indeed, these confusions are widespread. Even worse, they generally lead you away from actual productivity.

A good reminder that you better measure the right thing... otherwise you might consider someone as unproductive while he has in fact a large impact.

I'd take the more stack related side of this article with a pinch of salt. It seems a bit too specific to the company behind the story. The rest of the article rings true and spot on though.

And now the part two, with more warnings about what you measure. Also proposes a few ideas toward the end.

Excellent piece. Be careful what you measure. If you measure the wrong things people will game the system.

An old one but since I'm aware of companies still doing their performance reviews this way... Don't fall for it, use a more humane process whenever you can.

Lots of good advices for dealing with a conflict. Choosing the right words and the right time matter. Not easy to apply but worth trying.

Clearly very much inspired by the science peer review system. Having experienced it, indeed I wish more business decisions would be made that way.

Those who listen (not mandate) to their employees and hire whatever the location will come out on top. It'll require planning real estate ahead of course but the writing is probably on the wall.

Kind of overlooking the cost of producing videos in my opinion. That being said, if you keep videos out of the picture this little article is spot on. Remote work is about more asynchronous and longer form communication first.

Interesting to look at several career progression models and compare them indeed. This is likely necessary when making your own model for your context.