请选择 进入手机版 | 继续访问电脑版

技术控

    今日:6| 主题:61543
收藏本版 (1)
最新软件应用技术尽在掌握

[其他] Debugging Titles: Part I

[复制链接]
香樟 发表于 2016-10-12 07:37:19
316 8
What makes a Senior Engineer a Senior Engineer? When you ask that question, you’ll get a lot of different answers. Some think it’s writing excellent code. Some think it involves leadership. Others believe it requires the ability to mentor others or be product-minded. As we’ll discuss later in the article, everyone is probably right. But if everyone is right, the path to Senior Engineer is murky and unclear, not to mention really hard. How do I become an amazing programmer, and an amazing leader, and an amazing mentor, and more? Can one person really optimize their development in all those areas at once? This creates frustration for people highly invested in developing themselves. It makes figuring out how to grow your scope and your impact difficult.
  Several years ago, we noticed a theme among Riot engineers. People wanted a clearer definition of how to advance to the next level. Being gamers, and highly driven individuals, we naturally want to know how to “level-up.” We had a problem though: at Riot, we dislike hierarchy that stifles ideas and creates positional authority.
   Let me illustrate with an example. Consider a team developing a new in-game feature dealing with competitive, ranked play. This hypothetical team is comprised of two Senior Engineers and an Associate Engineer. The Associate Engineer is a die-hard, competitive, Platinum player. The rest of the team, while avid players, just aren’t as into the competitive components of League . As the team begins designing the feature, they debate a technical choice that could affect the player experience. One of the Senior Engineers feels strongly about one path, but the Associate, knowing how this will feel to highly competitive players, doesn’t agree. At Riot, we expect that Associate to have the courage to speak her mind. Even though she’s “junior” by many common definitions of the term, she has way more context and expertise about competitive play. We also expect the Senior Engineers to value the input from the more “junior” engineer.
   Good ideas can come from anywhere , and we want the best ideas to surface, regardless of the person’s perceived “authority.” Even someone with little experience can be a highly capable problem-solver and critical thinker. They may also bring a unique perspective that increases the diversity of thought on the team. Discounting their skills or perspective based on their experience robs the team of solutions not previously considered. So how does this relate to becoming a Senior Engineer? We needed a way to think about career growth that emphasized value delivered and player impact over authority and title. It also had to clearly articulate a path from good to great. Titles weren’t the right system to capture all the nuance and complexity of our thinking.
  So What’s Wrong With Titles?

  In a nutshell, titles are too one-dimensional. I’m going to use another gaming analogy here. Let’s say you’re forming a raiding party and you decide to interview your friends to find the perfect hero for the raid. One of your friends tells you, “I’m a Level 40 Ranger, so I should definitely be on your team.” Do you want that person in your raiding party? Most people would agree there’s not enough information. How much damage do they do? How much health do they have? What kind of a raid is this? Where is it? What kind of strengths does the team need to face potential threats? Lastly, you don’t know what the makeup of the rest of the team is. What if I already have four other ranged champions? This one-dimensional title of “Senior Ranger” fails to describe all of the components needed to have an effective team.
   You can apply this same analogy to League team composition. You need some intentional mix of crowd-control, frontline tankiness, burst damage, and siege ability if you want a well-rounded team. We wanted a system that would capture that same spirit. We wanted to determine the attributes we’d put on our individual character sheets that would define great engineering at Riot. If we did that effectively, we would have a way to construct balanced teams and give people concrete areas they could focus their development on… all independent of their title. Eighteen months ago, we decided to develop that system.
  Flavors of Great

   First, we had to decide what our attributes were going to be. While damage, health, dexterity and intelligence are great for your favorite RPG character, they don’t apply so well to being an awesome engineer at Riot (well, maybe intelligence?). I won’t go into the details of how we decided on the attributes we landed on, because it was mostly hours and hours of conversation and discussion with engineers, managers, product owners, and nearly anyone who would listen to our crazy idea for 10 minutes. Whatever we came up with, we knew we wanted the attributes to be comprehensive, meaning they could effectively describe every role within Engineering. We started with these:
  
       
  • Craft
       
  • People Leadership
       
  • Craft Leadership
       
  • Product Focus
       
  • Development Process
      
   Craft was the easiest one, or so we thought, as it represented how good you were at core engineering skills. We’ll come back to that one in a second. People Leadership is the ability to manage people, build and lead teams and organizations, and coach and develop those around you. Craft Leadership is the ability to mentor people in their craft and drive alignment on technical vision across the organization. Product Focus represented how much you contributed to the overall product design and vision. Development Process covered the fundamentals of engineering processes, like Continuous Delivery, Agile, and others.
   We then took these five attributes and decided to socialize them with all of engineering using our  RFC process  . We quickly learned that Craft was too ambiguous and didn’t really define what we valued as engineers. We have several different flavors of engineering at Riot that represent different focuses or areas of concentration, all of which are essential - examples are software, infrastructure, and security. As we socialized the attributes to people with those specialties, Craft didn’t capture what great looked like for everyone. After much debate, we aligned on splitting craft into Programming and Subject Matter Expertise . Perhaps in a future article, I can dive into this more, but we felt that Programming was the definition of what it meant to be an engineer at Riot - we want all engineers to develop proficiency there, regardless of their other focus areas. We also changed some verbiage on Product and Process to more accurately convey their meaning, so we ended up with:
  
       
  • Programming
       
  • Subject Matter Expertise
       
  • People Leadership
       
  • Craft Leadership
       
  • Product Sense
       
  • Delivery Methods
      
  With these six attributes, we could effectively describe, in plain terms, what kinds of engineers we had at Riot filling all of our roles. Here are a few examples of some archetypes that are possible:
   

Debugging Titles: Part I

Debugging Titles: Part I-1-技术控-themselves,definition,leadership,different,difficult

  The Guru
   

Debugging Titles: Part I

Debugging Titles: Part I-2-技术控-themselves,definition,leadership,different,difficult

  The Product Owner
   

Debugging Titles: Part I

Debugging Titles: Part I-3-技术控-themselves,definition,leadership,different,difficult

  The Agile Coach
   Here’s the best part: all of these definitions of great are completely void of title. We can (and in many places we do) have Senior Engineers, Associate Engineers, and a diverse list of other titles that easily fill any of these archetypes. We now had a way to think about composing teams, defining roles, and showing our engineers what the bar was in each category.  Other archetypes  certainly exist as well.
  Only the Beginning

  Defining the attributes was a hugely valuable way for us to start thinking about career development within Engineering. But, we still had to define “the path.” Essentially, what does it look like to be a Level 1 Craft Leader or a Level 5 People Leader? We discovered that even the term “level” had severe implications. We’ll talk about how we approached that problem in our next article.
1017231 发表于 2016-10-12 10:58:18
香樟摊上大事儿
回复 支持 反对

使用道具 举报

那是一群狼 发表于 2016-10-12 19:15:45
楼主,大姨妈喊你回家吃饭!
回复 支持 反对

使用道具 举报

半芹 发表于 2016-10-12 20:30:06
如果恐龙是人,那半芹是什么?  
回复 支持 反对

使用道具 举报

访波 发表于 2016-10-14 02:07:47
小时候我以为自己长大后可以拯救整个世界,等长大后才发现整个世界都拯救不了我……
回复 支持 反对

使用道具 举报

万水千山走遍 发表于 2016-10-16 03:07:39
一天最高可刷99点经验的。把如下语句复制,粘帖即可。以前不懂看贴总是不回,一直没提升等级和增加经验现在我明白了反正回贴可以升级也可以赚经验而升级又需要经验我就把这句话复制下来
回复 支持 反对

使用道具 举报

483765754 发表于 2016-10-17 13:59:06
节操碎一地!
回复 支持 反对

使用道具 举报

豆子哦 发表于 2016-11-14 10:25:13
脑洞大开
回复 支持 反对

使用道具 举报

冯粒 发表于 2016-11-18 13:03:45
速度,火钳刘明!
回复 支持 反对

使用道具 举报

我要投稿

推荐阅读


回页顶回复上一篇下一篇回列表
手机版/c.CoLaBug.com ( 粤ICP备05003221号 | 文网文[2010]257号 | 粤公网安备 44010402000842号 )

© 2001-2017 Comsenz Inc.

返回顶部 返回列表