Party at the Beehive!

Party at the Beehive!

beecrowd announced today, October 3rd 2023, the receival of its first external investment: a USD 1 million seed funding. The startup, which is less than 2 years old, is already the largest community of developers in LATAM and ranks among the largest in the world. Headquartered in São Paulo, Brazil, the company was founded by 3 technology executives and 2 academic researchers with the goal of promoting the adoption of alternative forms of training, tech talent recruitment, and corporate work aligned with the principles of the future of work.

beecrowd is a community-driven professional services digital platform. The company empowers tech students and professionals, connecting them with the most innovative corporations worldwide to facilitate talent deployment solutions. With nearly 900,000 users across 100 countries, the largest communities of "beecrowders" are currently located in Brazil, Bangladesh, Egypt, India, Mexico, Indonesia, Argentina, Colombia, the United States, and the Arab world.

Beecrowders, as the tech talent using the platform are known, are top-tier software developers assessed and ranked through rigorous evaluations. The company's state-of-the-art competitive programming platform offers over 2,400 analytical and programming tests in 27 different programming languages. As beecrowders train and compete, they enhance their logical and programming skills, achieve higher rankings, and accelerate their journeys to the top. The highest-ranked beecrowders are professionally disputed by the most innovative global corporations.

The startup is poised for its next growth phase in its journey to become one of the world's largest and most significant platforms for professional and technology services. According to João Lúcio de Azevedo Filho, CEO and co-founder of the company, beecrowd is well-positioned to achieve its goals not only due to its innovative strategy but also because it incorporates a strong ESG component in it: the beecrowd platform is currently used free of charge by over 220,000 students from 660 educational institutions in 47 countries, generating positive impacts on communities and contributing to building a fairer world with more opportunities.

The resources from the investment will primarily be used to strengthen the company's internal team (careers), implement new features on the beecrowd platform, enhance user experience, and introduce the new B2B area of the platform in the coming months.

João Lúcio adds: "On behalf of our founders and collaborators, I thank all the users, companies, professors, educational institutions, foundations, partners, and communities that support us and believe in beecrowd. This significant milestone gives us even more confidence and energy to keep moving forward, integrating the future of work into our clients' experiences and changing the way the world works."

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(beecrowd co-founders) From left to right and from top to bottom: João Lúcio, Celso Barboza, Neilor Tonin, Juliana Müller and Jean Bez
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Business Agility

What is Business Agility?

(6 minutes of reading)


Business agility is the ability of a company to quickly adapt to market changes. It is a measure that shows how quickly and effectively a company can respond to new opportunities or threats.

Business agility has become increasingly important in recent years as the pace of change has accelerated. The traditional business model of developing strategic plans and then executing them over years is no longer viable in many industries. Companies must now be able to quickly adapt their plans as market conditions change.

There are a few factors that contribute to business agility, including organizational structure, culture, processes and technology. Organizations that are agile can quickly adapt their plans and operations in response to changes in the marketplace. They have structures and cultures that encourage innovation and creativity, and they have processes and technologies that allow them to move quickly.


BUSINESS AGILITY: HOW DID THIS CONCEPT ARISE AND WHAT ARE ITS FUNDAMENTAL PILLARS?

The term "business agility" has been around for several decades but, has only recently gained traction as a business concept. Business agility is the ability of an organization to respond quickly to changes in the marketplace. This can be done through a variety of means, including flexible staffing, just-in-time production, and agile marketing.

The fundamental pillars of business agility are: speed, flexibility and adaptability.

SPEED: is the ability to quickly execute opportunities and ideas.

FLEXIBILITY: is the ability to turn and change course when necessary.

ADAPTABILITY: is the ability to anticipate and respond to market changes.

Business agility is essential in today's fast-paced and ever-changing business environment. Organizations that can adapt quickly to market changes will be able to compete better and succeed in the long term.


THE THREE PILLARS OF BUSINESS AGILITY

The three pillars of business agility are people, processes, and technology. To be agile, a company must be able to adapt quickly to changes. That means having the right people in the right place with the right skills and knowledge. Processes must be flexible and allow for rapid changes. And the technology must be able to support the other two pillars.

People are the most important pillar of business agility. Without the right people, a business won't be able to adapt quickly enough. The right people need to have the right skills and knowledge. They also need to be able to work together as a team.

Processes need to be flexible to allow for rapid changes. This means having processes that can be easily changed without interrupting everything else. Technology needs to support this, being able to implement changes quickly.


WHY IS BUSINESS AGILITY SO IMPORTANT?

In a rapidly changing business environment, agility is essential for success. But what is business agility? And what are the main pillars that support it?

Business agility is the ability of an organization to quickly adapt to changes. This could be changes in market conditions, technology, or customer demand. To be agile, organizations need to be able to respond quickly and efficiently to these changes.

There are two fundamental characteristics of business agility:

1) Lean and Agile Practices: These practices help organizations reduce waste and increase efficiency. They include techniques like continuous delivery, Scrum, and Kanban.

2) Organizational Culture: An agile organizational culture encourages openness, collaboration, and innovation. Values customer feedback and continuous improvement.


HOW TO ACHIEVE AGILITY IN BUSINESS

There is no single recipe for success when it comes to achieving business agility. However, there are some key concepts and pillars that can help guide organizations towards a more agile way of doing business.

One of the key concepts behind business agility is the idea of constant change and adaptation. In today's ever-changing business landscape, organizations need to be able to quickly adapt to new opportunities and challenges. This requires some flexibility and openness to change at all levels of the organization.

Another key pillar of business agility is customer focus. To be agile, companies need to have a deep understanding of their customers' needs and wants. They need to be able to respond quickly to changes in customer demand to remain relevant and competitive.

Finally, effective communication is essential for any organization seeking to achieve business agility.


CONCLUSION

In conclusion, business agility is the ability to quickly adapt to market changes. To be agile, companies need to have a clear understanding of their customers' needs and be able to quickly adapt their products and services to meet those needs. In addition, companies need to have a culture that supports and encourages innovation and creativity. Finally, companies need to have the right tools and technologies to enable them to be agile.


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ESG

Environmental, Social and Governance

(5 minutes of reading time)


ESG is an approach that evaluates the work of a corporation in favor of social and environmental objectives, that is, it evaluates if a company is only concerned with maximizing its profits or if it is also concerned with the pillars to improve society.

As we said earlier, ESG stands for: Environmental, Social and Governance. And here is a brief explanation for each of these themes:

Environmental: are the practices of a company or entity focused on the environment. This theme deals with issues such as: global warming, emission of polluting gases, air and water pollution, deforestation, waste management; energy efficiency, biodiversity etc.

Social: is related to the social responsibility of a company and deals with topics such as: human rights, labor laws, occupational safety, gender diversity, race, ethnicity, creed, customer satisfaction, data, and privacy protection, pay equity, etc.

Governance: here in governance, it means corporations need to have transparent administrative policies. The topics listed here are corporate conduct, anti-corruption practices, existence of reporting channels on cases of discrimination, harassment and corruption, internal and external audits, respect for consumer, supplier and investor rights, data transparency, executive compensation, etc.


Today, ESG is synonymous of socio-environmental responsibility, which is why large companies are so committed to following these pillars.


HOW DID ESG ARISE?

The term ESG was used for the first time in 2004, in a report made by the Global Compact, an arm of the United Nations that, together with the World Bank, are responsible for engaging companies around the world to adopt principles in the areas of human rights, labor, environment, and anti-corruption.

Gradually, the acronym replaced the term “sustainability” and became the way to refer to socially responsible, environmentally sustainable, and properly managed companies.


THE IMPORTANCE OF ESG IN BUSINESS

We can no longer ignore the damage done to the environment. Nor can we ignore social differences and inequality. So ESG companies can, little by little, contribute to making a different world. With responsibility and the right resources, they can take positive climate action, building a more sustainable and resilient future.

Not to mention that companies with good ESG practices are at less risk of facing legal, labor, fraud, and lawsuits for impacts on the environment. In addition, in a recent survey, Bloomberg estimates that the ESG theme should attract US$53 trillion in investment by 2025.


CSR (Corporate Social Responsibility): WHAT IS IT?

CSR or Corporate Social Responsibility is the voluntary commitment of corporations to the development of society and the preservation of the environment.

It is a set of actions that aim to improve the environment and the community around the company, that is, they are actions adopted by companies that bring many benefits to society.

A socially responsible business is quite different from welfarism since the company must be involved in social actions with genuine objectives of helping society and the environment.

The socially responsible company is guided by compliance with current regulations and has an integrated process with all those involved. This company must be concerned with building a better world.


BEECROWD

We at beecrowd are also a socially responsible company. We are concerned with environmental, social, and corporate governance and we work towards social objectives that go beyond the role of a company.

Our purpose goes far beyond financial results. For example, today we make our platform available free of charge to 595 educational institutions in 47 countries. There are more than 184,000 students, many from disadvantaged communities, who use beecrowd to develop themselves in the technology environment and seek new job opportunities.

We are also proud to be committed to partnerships that seek to increase the number of women and minorities in the technology area, such as Grace and Brazilians in Tech (BiT) in Brazil and Niñas PRO in Chile. In this way, we can ensure that more women can train and develop in the software programming area.

We take great pride in having gender and ethnic diversity within our own founding team. We increasingly seek to show that women and minorities must have the same opportunities in the job market, whether in IT or in any other area.

Our Social Responsibility initiatives are aligned with the principles of sustainable development of the UN, the United Nations. Currently, our activities fall within 4 of these principles:

1) Quality education;
2) Decent work and economic growth;
3) Industry, Innovation, and Infrastructure;
4) Reduced inequalities.

We believe that together we can make a better future! And you, beecrowder, are a crucial part of this process!

Read more about our Corporate Social Responsibility initiatives on our website: Social Responsibility


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Leadership and Communication

Leadership and Communication

(7 minutes of reading time)


Talking, we all can do it, we talk all the time with our friends, family, boss, attendants, but are we communicating? Did we get exactly the message we wanted?

Communicating clearly, concisely, and objectively is not an easy task, not everyone is a great communicator like Martín Luther King and Barack Obama, but there are things we can do and learn to improve our communication, because nowadays, it is essential to know how to communicate, especially if you expect to be a leader.

As James Humes, the former White House writer, who wrote speeches for former US presidents Eisenhower, Nixon, Ford, said, “the art of communication is the language of leadership.”

Come read our text today to learn how to communicate better!


COMMUNICATION AND LEADERSHIP

Good leaders are great communicators, no one doubts about that. Communication is a tool used by leaders to influence behavior. In leadership, the main purpose of communication is to build trust between leaders and employees.

With communication, managers use strategies to engage employees, and this positively impacts the organizational climate of a company.

If communication in a company fails, we may have the following problems:

- Delays in deliveries
- Problems in interpersonal relationships
- Misalignment in projects

That is, a good leader, with good communication, can avoid many problems in the team and in the company.

In any aspect of our lives, communication is only effective when the message is understood by the receiver. If there is no understanding, communication has failed.

The same happens in the corporate world, where communication has an extremely important role: exchange of information between managers and employees.


THE IMPORTANCE OF COMMUNICATION IN LEADERSHIP

Communication in leadership positions is the basis for the proper functioning of organizational activities and helps in the execution of operations, bringing positive results.

Leaders must be a good communicators and convey the information they want clearly, concisely, and respectfully. You must also convey confidence in what you say, as this engages and motivates a team.

Another important characteristic for a leader is knowing how to listen, so that he/she can understand the problems of his team.

In a corporate environment, a good communicator is an influencer, as he/she can guide, inspire and promote a healthy and pleasant environment.

A leader who cannot communicate well with his team is at risk of having the following problems:

- Misunderstandings and, consequently, unnecessary reworks;
- Lack of alignment of expectations and tasks;
- No feedback or just bad feedback.

 
CHALLENGES OF GOOD COMMUNICATION IN LEADERSHIP

Here are some challenges leaders face in maintaining good communication:

 
A) COMMUNICATION x STRATEGY

Communication has the power to unify all areas and employees of a company, but for that it is necessary a good planning of the leaders, being able to define the best communication tools to be used to reach the goals.

B) CONFIDENCE

A manager who communicates clearly and respectfully gives confidence to employees and motivates the team.

Trust is established when the leader can communicate clearly and is also able to maintain an honest dialogue with the team.
 
C) SOLVE PROBLEMS

A good leader must know how to face adversity with clarity and tranquility, in addition to being able to solve all the problems of his team.

D) MODERN COMMUNICATION

Business communication has changed a lot in recent years, today it is essential that a company has the means for its employees to give their idea and suggestions.

It is important for the company to update and modernize its internal communication systems.
 

HOW A LEADER SHOULD COMMUNICATE

As we have already said, communication is one of the most important skills to be a good leader and here are some tips on how to do this communication between leader and team:

1) ESTABLISH A COMMUNICATION ROUTINE

A good leader must be present in the daily lives of employees, must be objective in meetings, give frequent feedback and create moments to align expectations and recognize the team's achievements.

2) CLARITY

To be successful in your communication everyone must understand you, for that you must be as clear as possible. Make clear the objectives, the deadline for execution, step by step to accomplish and align the expectations.

3) COMMUNICATION CHANNELS

For the message to reach all employees, the manager must know which means of communication are most effective.

4) OBJECTIVITY

When communicating, the manager must be clear and objective. You don't have to give a lot of technical details or irrelevant information, define the focus of your speech, and engage the listeners.


HOW TO IMPROVE YOUR COMMUNICATION SKILLS

As we have already discussed, a good leader must master the art of communication. And since we know that this is not an easy task, here are some tips to help you develop this art of communicating well.

A) DISCOVER THE MOST EFFICIENT MEANS OF COMMUNICATION

It's no use communicating well if your interlocutor doesn't receive the news.

Understand in your team what is the best way to communicate, be it face-to-face, chat, email, among others.

B) PROVIDE FEEDBACKS
 
A good leader must have an open dialogue with his employees and feedback is essential for the development of people and the team, as it helps to correct flaws and improve processes, in addition to valuing the work of each member.

C) LISTEN TO YOUR TEAM

In addition to knowing how to communicate, it is also important for the manager to listen to what others have to say. Show interest when someone has something to say to you. Thus, a bond is created with the employees and when it is your turn to speak, the person will be willing to listen to you too.

D) KNOW YOUR TEAM
 
Within a company, people are different from each other, so you need to adapt to your way of speaking and your language each one of them. This way you ensure assertive communication.
 
E) KNOW THE RIGHT TIME TO SPEAK

Now is not always the right time to speak. Watch, feel and only speak when you think the time is right.

Often, a simple sentence said at the wrong time can cause great damage.


Being a good communicator is an arduous task that requires great efforts, but with experience, study, and good will, we can indeed achieve the objective.

Managers who care about having good communication create good interpersonal relationships, which helps in the organizational climate, because when communication in 
leadership has flaws, it can cause conflicts and disagreement among team members. And that can decrease employee productivity.

So, it is critical that managers are good communicators and are willing to listen to their employees.


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Reference:
https://bit.ly/39x4MTx
https://bit.ly/3HruCoi
https://bit.ly/3b2JtK2
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HR Leadership

HR Leadership

Author: Tatiana Porto

(8 minutes of reading time)


Relationship with people is enriching, as it allows us to learn through the exchange of experiences, but also quite challenging, considering that each person is an unique universe, with its own values, expectations, scars, and successes.

In the corporate world the context is not much different. Leading people is a rewarding task because, as leaders, we can impact people's lives, whether through career conversations, constant and genuine feedback, or mentoring.

In September 2021, I received the following message on WhatsApp from a professional I worked with between 2013 and 2015: “I would like to share a very important achievement of my life, and you are a big part of it. I was promoted... Today I have a beautiful team that I coordinate, and I use many lessons I learned from you... You transformed my life when you said yes”. For me, there is no greater recognition a leader can receive than spontaneous testimonials like this one!

However, managing people is not an easy task, and it can be said that the pandemic has brought additional challenges to those who choose to exercise leadership. According to the Vigitel 2021 Survey, one of the largest health surveys in Brazil, 11.3% of Brazilians reported having received a medical diagnosis of depression, with a much higher frequency in women than in men (14.7% vs. 7.3%). The depression diagnosis rates presented by the National Health Survey (PNS) carried out by the IBGE in 2019 and 2013 are 10.2% and 7.6%, respectively.

In addition, the pandemic caused an increase in professional burnout, a syndrome also known as Burnout Syndrome. According to clinical psychologist and professor Marcelo Santos, the new reality made people work more, in addition to their hours, to handle their duties. Despite the gain in reduced travel time, the rest environment has become the daily workspace, causing some confusion.

And what is the role of the leader in this context? In a recent study carried out by professionals from NTT DATA Brazil on Professionals of the Future, it was found that emotional sensitivity becomes a key factor in the sphere of interpersonal relationships. More and more professionals expect their leaders to be empathetic, being able to capture and assimilate the different feelings of those they lead and know how to deal with them.

The leader must know each professional on the team individually, both from a professional and personal point of view. In daily interactions with people, it's not enough to just make a standard greeting like "good morning, how are you?". Leadership needs to interact with each member of their team in a personalized way, knowing their history, their main motivators, their current moment in life, their professional expectations, directing the conversation to what makes sense for that employee.

Showing genuine concern for the emotional state of the team, applying active listening, and not just talking about work issues is an essential attitude for leaders today. Is this an easy task? Certainly not, and one of the great challenges for organizations will be to help leadership develop this empathy, as well as their emotional intelligence.

Another aspect pointed out by the study is that there is an expectation that the leader reinforces and sets an example about the importance of learning, being flexible to listen to criticism, adapt and communicate. The obsolescence of technical knowledge, or the so-called “hard skill”, especially in technology, is increasingly accelerated, making constant learning – the famous Lifelong Learning – essential in the corporate world. Professionals who are not open to thinking differently, to seeing new perspectives, and to unlearning and relearning, are doomed to lose employability, and it is up to the leader not only to encourage continuous learning, but to exercise it daily.

In addition, along this line, “power skills” become the big trend for 2022. Previously, the term used was soft skills, which are behavioral skills that cannot be validated via certification, and the name change is due to the inadequacy of the word “soft”, as it suggests that they are skills that are easy to achieve.

Among the trends of power skills are communication, proactivity, and self-management and, without them, it is difficult for a professional to adapt to this new reality where constant learning is necessary. One more important point for leadership, with the proper support of organizations: encouraging the development of behavioral competencies and not just technical ones.

In summary, the NTT DATA Brasil study on Professionals of the Future reveals that what is expected of the leader of the future is that he/she works together, generating more connection and inspiration, understanding the diversity of behaviors of his team to work on the human side of their collaborators.

Inclusive leadership is also increasingly in evidence. According to Suelen Schneider, a specialist in leadership, strategies and operations, an inclusive leader can recognize the other as he/she is, without judgments, filters or prejudices. It seeks equity and not equality, converses with its team members honestly and respectfully, working together on initiatives that benefit everyone. More than leading, what is noticeable is the exercise of a great partnership.

The traits of the inclusive leader are authenticity, curiosity, self-confidence, emotional resilience, and flexibility. It has clear and effective communication, integrates diverse perspectives, considering opposing points of view, navigates well in conflicting situations, optimizes the team's talent, supporting its growth, creates an adaptable mindset and approach and promotes transformations.

And what is the best way for a leader to develop all these skills mentioned throughout this text? Reading books, training, mentoring and coaching processes are tools that greatly contribute to the development of attitudinal competences, but the great driver of power skills is self-knowledge. The more a manager manages to invest in his self-knowledge, the more effective the practice of leadership will be.

Knowing how to identify your strengths, weaknesses, and biases, which reopens your scars and activates your most impulsive instincts, provides a strategic advantage to establish changes, new habits and perceive characteristics that are personal and those that should be attributed to others. It's like they say:
The better you can be a leader of yourself, the more easily you will be able to lead others.


Do you like our content? So, follow us on social media to stay on top of innovation and read our blog.


References:
Mercado de trabalho do futuro: quais as expectativas para os próximos anos? | NTT DATA
Profissionais do Futuro | NTT DATA (insightsforthefuture.com)

Author: Tatiana Barrocal Porto is Head of People at NTT DATA Brazil. With 20+ years of experience in HR, she has worked in several roles within the area besides working in companies such as Cognizant and Accenture. Tatiana was chosen in 2022 as one of the 3 most important HR executives of the year in Brazil by IT Media in the Talent category – CMO & Sales Leader(LinkedIn)

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From Programmer to IT Manager

From Programmer to IT Manager

(7 minutes of reading time)


Professionals who direct their careers to the technological sector have a market with many possibilities for growth and professional evolution. For this, it is necessary to invest in specific knowledge and be aware of the news in the sector.

The more updated the professional is and the more knowledge he/she has, the greater the chances of getting higher-level positions. In the case of programmers, for example, there is the possibility of becoming IT managers in many companies.

To grow in the career, a programmer needs to master different programming languages. The more languages you master, the more diverse your skills are and the higher the chances of success. In addition, programmers also need to be able to work on projects that are outside their comfort zone, so they can excel even more in a very competitive market. So, they are not locked into a single skill set and can learn new skills on the job.


HOW A PROGRAMMER CAN BECOME AN IT MANAGER

Programmers and IT managers have a lot in common. Both use computer programming skills to solve problems. But the skill sets for these two careers are not the same.

A programmer must have a good understanding of the technical aspects of the job. They must have a solid understanding of how to write code, debug, and plan for scalability. It is also important to have the ability to communicate with people in different roles and levels in the company.

Programmers are often promoted to management roles because they can think strategically about how to allocate resources and make decisions quickly without being tied down by emotional attachments.

Amazingly, the big difference between the two positions is not just the level of knowledge, but leadership and management skills count a lot and make total difference.

Therefore, having characteristics such as knowing how to listen, understanding how to lead a team and having a strategic vision are some of the necessary skills that will help the programmer to become a future IT manager.

This is because the manager is a leadership professional and is responsible for managing the work of a team. Therefore, his/her rich knowledge in the area is not as effective if this same professional does not know how to work with a team and how to lead other programmers.

Knowing how to maintain team spirit and knowing the differences between a boss and a leader are also some essential skills.

While a boss gives orders and makes direct demands, a leader shows the way, teaches, and guides so that the company can reap good results. 

To summarize, the main skills in topics we will highlight are the ones below:

- Good communication skills;
- Leadership skills;
- Technical knowledge;
- Analytical skills;
- Insightful thinking;
- Negotiation skill.


BEST ADVICE FOR DEVELOPERS WHO WANT TO TRANSITION TO MANAGEMENT

If you're looking to transition from a programmer to a management role, the best advice is to start by understanding the basics of the business. This includes understanding accounting and finance, understanding how people make decisions, and understanding the fundamentals of management.

It is important for programmers who want to become managers to understand how people make decisions. To do this, a good tip is to read books on psychology and behavioral economics. You must also attend courses that focus on decision-making sciences and human behavior. 

So, the best advice you have is to get involved in managing a project. This will give you a better understanding of the project and you will be able to take on more responsibilities as you understand more of the internal management steps.

Therefore, try to get more involved in the projects, give tips and guidance to co-workers, help the superior and expose opinions that may come to add value to the project.


PROGRAMMING IS ON RISE IN THE JOB MARKET

The programming industry is booming in the job market and is a lucrative high-paying career option, and it will only get better in the future. This is because there is a high demand in the market, and this demand for programmer is expected to grow even more. According to data released by CNN, in 2020 the demand for technology professionals grew by about 670% with the pandemic, with programmers being the most sought after.

The demand for skilled programmers has increased and the supply has not been able to keep up. That's because, there are many jobs available in this industry that involve coding and software development as well.


THE PROGRAMMER MUST BE AWARE ABOUT THE INDUSTRY TRENDS

It is essential for the programmers to be on top of industry trends. They need to pay attention of what is happening in the industry and what new technologies are emerging. This will help them to be more productive and successful in their careers.

Also, because as a programmer, knowing how to code and design is not enough. You will need to know what kind of tools are available on the market, how they work and which ones are best suited for your needs.

As an example, you can use this knowledge when you need to decide about which platform to choose for your application development project.

Some trends in the programming industry that programmers should be aware of are:

- Most popular programming languages now, such as Python, which is now one of the most used languages among developers.

- The introduction of functional programming languages like Scala and Elm, which are also gaining more popularity.

- The rise in popularity of "agile" project management methodologies such as Scrum and Kanban, which allow programmers to have more control over their workflows.


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Tech Lead

Tech Lead

(6 minutes of reading time)

The tech lead role is very important, but it's not easy. It takes a long time to learn and perfect your skills as a tech lead. Among the main qualities that make up the perfect tech lead, we can highlight that he/she must be able to quickly understand new technologies and use them to solve problems along with his development teams.

Keep in mind that tech leads need a strong understanding of software engineering processes and the toolset (from coding, to testing, to deployment) so they can help keep projects on track.

Also, it's important to know how to get out the best of your team members and have excellent communication skills.

The role of a Tech Lead is versatile and, therefore, can assume different functions, changing “clothes” according to the scenario of each product or company.

In today's article, we'll explain a little more about the role of the tech lead in a software development project. We'll also give you some of the top tips for doing a good job.


TECH LEAD IN A SOFTWARE DEVELOPMENT PROJECT

The role of the tech lead is to provide guidance on how to design, develop and deliver quality software. They are important because they help your teams realize the company's vision when it comes to software development and design. In addition, they play a key role in providing feedback on whether products under construction are effective for users, developers, stakeholders, and partners.

The tech lead also provides guidance on what kinds of skill sets will be needed for different tasks, as well as making sure that everyone working on a project is aware of what needs to be done.

Those responsibilities can range from identifying programmers' weaknesses, understanding business processes, and much more.


4 TIPS TO BE A GOOD TECH LEAD

A good job as a tech lead is one that offers the opportunity to grow, learn and develop. A tech lead plays the most important role in the daily operations of the company and must take care of a few different tasks.

Whether you are a tech student or a tech professional looking for a new job as a tech leader, here are some tips you can follow to get the most out of your career:


1) GIVING AUTONOMY TO THE PROGRAMMERS

As a tech lead, it's important to provide autonomy to the programmers in a project. The programmer is the one who knows how long a product takes to be developed and what needs to be done to deliver it.

There are different ways that the tech lead can encourage good behavior from programmers. One way is to give them autonomy over their work.

Tech leads must provide clear guidelines and goals for their programmers but, also allow them to decide by themselves how to get there. This will motivate them to work harder during their time on the project and to learn from their own mistakes so they can better contribute next time.

Another way that tech leads can encourage good behavior from programmers is by helping them to develop confidence in themselves and in what they are doing. Therefore, the technology leader must value the developers’ opinions.


2) STAY CLOSE TO THE PROGRAMMERS TO ACHIEVE YOUR GOALS

Generally, it's a good idea to work closely with your programmers and make sure you're in the same “vibe” as them. That way you can achieve your goals as a successful tech lead.

To grow in your career, it's important that you take time out of your day to learn new programming languages and develop yourself in other technologies. This will help you become a better tech lead than someone who doesn't put as much effort into developing new skills.


3) SHARE THE GOALS AND EXPECTATIONS TO YOUR TEAM

Successful leaders can set goals that are aligned with the company's business objectives, define priorities and communicate them to the team.

They engage their team in discussions about how they are expected to achieve those goals through management techniques such as providing feedback and setting deadlines. They also track progress using metrics like bugs fixed, lines of codes written, work done per week, and more.


4) HAVE A PLAN “B” AND MAKE YOUR TEAM FEEL SAFE

To be hired as a tech lead, you need a diverse knowledge base in technology and leadership. The work of a tech lead is fast paced, but you can make it more manageable with a good organization and knowing the right fundamentals.

This job allows you to build the ability to manage and prioritize projects, manage teams, write technical documents, network with different stakeholders, present ideas to larger audiences, conduct research on emerging technologies. In this sense, having a plan “B” when necessary, can provide confidence for the team.


MAIN SKILLS OF A TECH LEAD

Technology, in general, has been developing in a rapid pace. As a result, the skills involved are also changing with the advent of new technologies and applications.

The key skills needed to become a successful technology leader include project management, product management, communication skills and leadership qualities, as well as an extensive knowledge in different programming languages.

The key skills required by technology leaders today are similar to those required by other related roles such as product managers and software engineers.

However, there is one skill that stands out: communication skills have become crucial to any career in technology, especially for those who aspire to be a tech lead or aspire to play leading roles in their fields or organizations.

What a teach lead must consider is that leading a game is completely different than playing alone as a software engineer. Now, if professionals understand and accept tradeoffs, they will have the potential to positively impact the company, the society, the people they lead and grow professionally.

Do you like our new content? The world of technology has been constantly evolving and staying on top of the news is essential. To stay on top of more news and relevant information like this one, just follow our blog and follow us on social media.


References:
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Skills of a Product Manager

Skills of a Product Manager

(4 minutes of reading time)

The market is constantly reinventing itself and looking for new ways to develop products. In this way, the Product Manager (PM) figure stands out, gaining the responsibility to drive these changes with a series of best practices in digital product management. 

The PM's role requires a range of knowledge related to the product, the user, the business and the technology. In addition, technical and behavioral skills need to walk together so that the Product Management professional can build bridges between all stakeholders. 

Without specific degree to be a PM, people from the most diverse areas of knowledge are interested in this new field and look for an overview of all the points that involve a journey of career transition to this area. 

These days it's imperative to discuss the skills required by a Product Manager (PM) so you can better prepare for career opportunities. As this product area is considered the "specialty of generalities", get ready to enter a world full of concepts and theories. 

In this text, our reference to characterize the skills of a PM is the diagram conceived by Alexandre Magno, founder of Emergee (recently incorporated by the Itaú group), with this we are able to address the qualifications of the Product Management area in a more modern way. 

Source: https://pt.slideshare.net/productcampsp/product-camp-2020-product-management-footprint-uma-forma-de-adequar-e-evoluir-os-papeis-de-produto-nas-organizaes-alexandre-magno-emergee

With this chart it is important to note that the Execution and Business axes are connected by ROI (return on investment). That's because, for the plan to be delivered and generate the best return on investment for the business, it must be executed efficiently. 

Execution is also linked to the Product through the outputs. It is the output of the sprint. Since product people can't just focus on efficiency and sprint delivery. They also must worry about the entire process and, above all, its results. 

Finally, we see the connection between Product and Business, which takes place through the outcomes. This means that the company's interests need to meet the needs of a certain audience. This indicator shows whether the result for the company is generated based on user sacrifice or if there is purpose behind what is done. 

Being a PM eventually implies leading people and managing high-performance teams. As much as leadership may seem like an inherent ability to some people, it is important that there is technical development in this area so that management can happen in a fluid way. 

A common mistake is to think that Product Managers are people who have high technical knowledge and that's it. That's part of the job, but it's not the only important feature. After all, the role is not to develop a product, but to direct its creation and manage it in front of the market. If we can define three pillars of knowledge for PM, they are: technical; UX; Business. 

Therefore, the main characteristics in the business area that the PM must have are: knowledge of finance, pricing and definition of margins, logical thinking, knowledge of the value chain, stakeholder management, M&A, operations, sales and marketing, balanced scorecard, etc.

And the techniques and skills of the Product dimension are: Product Discovery, Lean Startup, Design Thinking, UX Design, Product Vision, Roadmap and Story mapping, Backlog Organization and Prioritization, Requirements Detailing, Go to Market, Product Metrics and Analytics and Stakeholder Management. 

The performance of a PM involves different fields of knowledge and multiple functions. The exact definition of what a Product Manager does is still somewhat open, precisely because responsibilities can vary depending on the context of each project and company. Therefore, one of the main characteristics that a PM can have is curiosity, because, with the pro-activity to learn, any knowledge gaps can be filled quickly to meet the demands that arise during the performance. 

With all this information, it is important to point out that there is no single way to make products or a single ideal PM profile. Each person has less or more skills. In addition to individual characteristics, another factor that influences this aspect is the company you are working for, as they have different moments, with different teams, and may require skills according to their context. 

What the market expects from a Product professional is that he or she has a good technical and conceptual background in the area, that is, PM courses, agile certification and UX are fundamental to level the knowledge in the area. 

In addition, you must build a continuous and logical career with deliverables and achieved results for the company you work for. And lastly, have legitimate networking, as this is essential for Product people. Instead of only maintaining contacts limited to technical expertise, expand your networking further. This, of course, can be a springboard for selective processes.

Reference:
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