CLOSING THE SKILL GAPS:
ENGINEERING MANAGEMENT TAPAS
A 1:1 coaching & training program
for new software engineering managers, team leads and tech leads
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Insightful. Hands-on. Individual. Crisp & easily digestible.
Hello, I'm Raphaela!
I am a certified engineering leadership coach with a background of more than 15 years in software engineering and engineering management at companies like Babbel, Travis CI and Contentful.
I help new software engineering managers in their 1st and 2nd year to grow authentically, confidently and effectively into their new leadership role, so that they can have a smooth start.
Stemming from my own experience as a manager and executive coach, I believe:
New software engineering managers need a mix of training, 1:1 coaching and mentoring.
This is why I have developed a custom-made program that I needed myself when I became engineering manager in 2017.
What’s in for your company?
Faster onboarding of your new EMs
More time for you because soon more tasks can be delegated to your new managers
Fewer beginner's mistakes and thus more satisfied employees
Less fluctuation and therefore less cost- and time-intensive hiring and onboarding
Your developers stay longer, so know-how and quality stay with you
Good team leads and high performing teams that get more work done
Your managers don't want to go back to the IC role, because they make the transition successfully.
What is the program’s structure and how will it be delivered?
Below you can see 2 figures of the program’s timeline and its 4-week structure.
There are 6 modules and every module …
starts with a series of very short training videos (<= 12 min each) aka Engineering Management Tapas (in the first week),
proceeds with homework and hands-on exercises (second + third week) and
finishes with an individual 1:1 coaching session (fourth week).
Read more about why my leadership development program enables true behavior change of your new engineering leads by reading my blog post “Paving the way for new software engineering managers: Key principles for the design of my leadership development program“.
Interested or still having any questions?
What will participants learn?
The 6 training modules:
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1. Understanding the EM role
Role expectations. Typical challenges when becoming a manager. Letting go your Legos. The nature of management work. Becoming aware of your leadership motive, style and vision.
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2. Employee engagement & performance
The science behind motivation. The importance of autonomy, mastery and purpose. Predictors of high engagement and performance. Motivating your people. Creating an environment where people can thrive
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3. Effective 1-to-1 meetings
Why 1:1s are critical. Making your 1:1s more productive. Desired outcomes: Making people feel connected, engaged, valued, aligned and supported. Fostering a coaching habit.
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4. People & career development
Giving feedback. Setting expectations. People development based on strengths & values. Career laddering. Running performance reviews that bring value.
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5. Creating safe & inclusive environments
The power of psychological safety for learning, innovation and growth. Building trust. Positive error cultures. Situational humility. Diverse teams and being inclusive as a leader
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6. Improving software delivery performance
The “Accelerate” State of the DevOps research. The 24 key drivers of software delivery performance. Burnout & making work sustainable. DORA metrics. Limitations of quantitative metrics. The SPACE framework. Measuring developer experience (DX)
Interested or still having any questions?
Want to get the taste?
Watch a tasty tapa!
See an example homework!
My clients work for for companies like …
You are a manager of new engineering managers?
You are a manager of new EMs / Team leads / Tech leads?
Then you are most likely either a Head of, Director, VP of Engineering, CTO or similar.
In any case, you still remember quite well how it was for you when you were promoted to Engineering Manager, Team Lead or Tech Lead with people management responsibilities. One could also say that you were thrown in at the deep end. No training and individual support, appropriate in scope, was available to you back then. You were more or less on your own.
However, you certainly want it to go better for your own new managers.
That's where I come in with my custom-made 1:1 coaching and training program "Closing the skill gaps: Engineering management tapas for new engineering managers" where I take your new engineering managers by the hand and help them grow effectively and confidently into their new role.
What's in it for you?
✔ Faster onboarding of your new EMs
✔ More time for yourself, because you can soon delegate many things to your new EMs
✔ Fewer beginner's mistakes and thus more satisfied employees
✔ Less fluctuation and therefore less cost- and time-intensive hiring and onboarding
✔ Your developers stay longer, so know-how and quality stay with you
✔ Good team leads and high performing teams that get more work done
✔ Your managers don't want to go back to the IC role, because they make the transition successfully
What does it cost?
Please visit my Prices page to check what packages are available and how much those currently cost.
Want to know more?
You are a new engineering manager?
You are a new EM / Tech lead / Team lead?
And you are in your first or second year?
If so, most likely you were previously a software developer and chances are high that you were a pretty successful one. Congratulations!
Now you recently got promoted and are trying out management.
But if you are honest, so far you feel quite insecure in your new role:
You have read a couple of management books that were recommended to you but you find it difficult to apply these best practices to your everyday leadership.
Furthermore, at the end of your day you find it hard to see and measure the value of your work as a manager which often makes you feel unproductive and unhappy.
You're afraid that your software developers won't respect you the way they used to when they realize you're not into the technical details anymore like before.
And you wonder how you can still stay influential on your team and be creative as a leader.
Please don’t panic!
I feel you. I and many others have been there, too. I can help you find your groove as an engineering manager. For people like you, I have developed an easily digestible 1:1 coaching & training program called “Closing the skill gaps: Engineering management tapas for new engineering managers” in which take you by the hand as your own personal sparring partner.
Do you know what my clients are really happy about after our collaboration?
About the clarity they've gained.
✅ My clients start their new career path self-confidently because they understand what exactly is expected of them in their new role and how they can see and measure the value of their work.
Topics that will typically be covered during our collaboration:
✔ Understanding role expectations and how the leadership role fits you personally
✔ How to lead former peers as a new manager
✔ Trusting your developers and letting go of the technical details
✔ Leading as a woman in tech
✔ Conducting effective 1:1 conversations and team meetings
✔ The science behind employee motivation and high performance
✔ Mastering performance reviews, feedback and career development
✔ Making your team more productive and measuring engineering delivery performance
✔ Leading technical decision making and documenting technical decisions
✔ Developing a tech strategy and vision together with your tech leads
✔ Designing safe and inclusive work environments and communicating as a leader
✔ Leading in a remote or hybrid setting
What does it cost?
Please visit my Prices page to check what packages are available and how much those currently cost.