“If you were only allowed to work 45 hours this week, what would you do with those 45 hours? Would you really spend five of them nitpicking a junior developer’s code? Would you pore over the details of some project that is going smoothly, searching for any minor error? Or would you direct your attention to bigger problems? Would you take some of those hours to focus on the future instead of the details of the current moment? Your time is too valuable to waste, and your team deserves a manager who is willing to trust them to do things on their own.”

如何合理的安排自己有限的工作时间，不能就把原来做engineer，tl的习惯搬过来。比如应该更关注人，关注大的技术方向（而不是小的代码提交，应该让新tl去管）。

“Continuous feedback is, more than anything, a commitment to regularly sharing both positive and corrective feedback. Instead of saving these kinds of comments for the review cycle, managers and peers are encouraged to note when things are going well and raise issues as they happen. Some companies have started to adopt software that makes it easy for teams to provide continuous feedback and track that feedback over time, but the most important thing is that the team has adopted a culture of providing feedback frequently. For you, as a new manager, getting into the habit of continuous feedback is training you to pay attention to individuals, which in turn makes it easier to recognize and foster talent. ”

如何培养及时的反馈文化是很重要的，要从自己做起，并且主动让团队也给你提供建议（并进行改进，让团队看到这是有效的）。

“Observe your people. You can’t give feedback if you aren’t paying attention. If anything, I think the best outcome of attempting a continuous feedback cycle is not necessarily the actual feedback generated, but rather that the effort forces you to start paying attention to the individuals on your team. Starting this habit early in your management career, while you still may have only a few people to manage, helps you build up those observational muscles. Practice looking for talents and achievements on your team, first and foremost. Good managers have a knack for identifying talents and helping people draw more out of their strengths. Yes, you’ll also want to look for weaknesses and areas for improvement, but if you spend most of your time trying to get people to correct weaknesses, you’ll end up with a style that feels more like continuous criticism.

锻炼自己的观察能力。多看到团队做的好的地方。