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By, Bree Thomas We talk about bringing new developers "up to speed quickly." Imposter syndrome is bad enough, but often junior developers feel pressured to learn faster and produce more. Developers often focus on velocity as the critical measure of success. The need for speed actually amplifies insecurities, magnifies imposter syndrome, and hinders growth. Instead let's talk about how we can track and plan progress using meaningful goals and metrics.
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In the talk titled "Burn Rubber Does Not Mean Warp Speed," Bree Thomas addresses the challenges faced by junior developers, particularly related to the fast-paced nature of modern developer training and the ensuing pressures of imposter syndrome. She shares her journey transitioning from a marketer to a developer and reflects on her experiences with apprenticeships. Bree emphasizes that the focus on speed in learning and productivity can hinder meaningful progress. Her main points include: - **The Scariness of Developer Apprenticeships**: The fast-paced nature of many training programs creates unrealistic expectations, and the lack of quality standards contributes to anxiety among junior developers. - **Historical Context of Apprenticeships**: Bree explores the history of traditional apprenticeships, noting the extensive time and commitment required in past practices, contrasting it with the short timelines of modern developer apprenticeships. - **Misconceptions about Coding**: Learning to code is often misrepresented as a quick process, which can diminish the understanding that mastery of coding is a long-term commitment involving hard work and continuous learning. - **Assumptions in Apprentice Relationships**: Assumptions made by both employers and apprentices can lead to misunderstandings and detrimental outcomes. - **Measurement and Progress**: The talk highlights the pitfalls of a one-size-fits-all measurement approach in evaluating apprentices, advocating for more personalized tracking of progress and contributions. - **The Importance of Mentorship**: Bree stresses the need for structured mentorship and ongoing support throughout the apprenticeship journey, as well as the need to view apprentices as whole individuals beyond just their coding abilities. - **Practical Solutions**: She suggests extending apprenticeship periods to two years and treating the apprenticeship as a product, focusing on fostering an environment conducive to learning and growth. In conclusion, Bree encourages a shift from pursuing rapid learning to fostering a rich, supportive environment where all developers can thrive, emphasizing that true mastery in the field of software development transcends mere coding skills and requires a holistic understanding of the craft and business.
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