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RubyConf 2016 - Grow Your Team In 90 Days by Cheryl Gore Schaefer So you want to work with an awesome ruby developer? Great! But finding one is hard. It’s much easier to hire that apprentice or bootcamp grad, but that person is not an awesome developer. How do you help them get there? You will learn how to build a learning plan and become the best mentor to a budding software developer. You have the opportunity to mold your apprentice’s skill set into exactly what you need, while benefiting from their diverse skills and experiences. We will build an example learning plan of a developer learning Ruby, showing clear and specific choices and likely outcomes.
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In the RubyConf 2016 talk titled 'Grow Your Team In 90 Days', Cheryl Gore Schaefer discusses effective strategies to mentor new software developers, specifically those from non-traditional backgrounds such as bootcamp graduates or apprenticeship programs. The main focus is to cultivate an effective learning plan that centers on the apprentice, in this example named 'Sam'. Key points covered include: - **Building a Learning Plan**: Emphasizing that mentorship should be about 'Sam's choices', encouraging responsibility and confidence. The mentor should adapt to Sam's learning style and have them self-assess their progress. - **Effective Questioning**: Instead of binary questions, mentors should seek to provoke deeper thought by asking open-ended questions about Sam's understanding to empower learning. - **Goal Setting**: Discusses the importance of defining clear goals together with Sam, helping them map out paths like becoming proficient in Ruby and identifying adjacent skills. - **Organizing Learning**: Mentors should categorize tasks by importance and relevance, ensuring learning remains focused on essential topics while allowing room for exploration. - **Regular Check-ins**: Establishing a routine to assess progress, recalibrating goals, and celebrating milestones ensures continuous motivation and adapts the plan as needed. - **Positive Reinforcement**: Emphasizes the impact of praising good practices and progress as a means of enhancement in motivation. - **Constructive Feedback**: Mentors are encouraged to provide tangible examples of good vs. bad code to guide their apprentice’s development effectively. - **Ownership of Learning**: Allowing apprentices to seek out and contribute additional resources fosters ownership of their learning journey. - **Long-term Connection**: The end of the 90 days should not mark the end of mentorship; ongoing support and encouragement for apprentices to mentor others should be promoted. The process and structure of mentorship are depicted as more crucial than the specific content taught. The session wraps up with an invitation for questions, emphasizing adaptability in mentoring approaches. This highlights that by establishing a clear framework within mentorship, one can foster continuous and sustainable growth within software development teams.
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