Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦

Director of Engineering - IT Architect & DevOps
| European & Asian | curious & passionate | with a global mindset

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

#sorrynotsorry #BlockElon

[Jon Erlichman @JonErlichman]

“On many occasions, you’ll find it is much easier to apologize than it is to get permission.”

~ Rear Admiral Grace Hopper

She programmed the first computer.

[Bilgin Ibryam @bibryam]

What is MACH architecture?
https://t.co/ZMr53Rdvmu

[MAITHINK X @maithinkx]

Wieso Mai sich in der Politik einmischt, erfahrt ihr hier: https://t.co/hb0yxGjn7T. #maithinkX

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

programmable IaC 😍 #typescript #pipelines #pipelight https://t.co/CIf3XQNCI7

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

zero downtime deploys anywhere 🤔 https://t.co/tWr7UFPmXg

[Tomasz Łakomy @tlakomy]

Microservices

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

Migrate from AWS CloudFormation to AWS CDK with one line of code! Please go for it🙏

Still waiting for Terraform CDK get more mature...

[Yan Cui @theburningmonk]

I'm not a fan of CDK, but this does look pretty cool.

https://t.co/48tJQ9zvhj

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

#mojo next AI python challenger https://t.co/CMovhyf2rv

[- @reg_nerd]

Schlagzeilen der letzten Tage

[Anime Aesthetics @anime_]

Snow Totoro

[Mario Fusco @mariofusco]

Maintainable YAML ... 👇

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

JavaObject Persistence Store 📷 (transparent in-memory store, should be much fast than a standard JPA + DB) #Java https://t.co/hTUgYhpOWQ

[Stefan Holzheu @HolzheuStefan]

Ob das große Bayern das kleine Saarland im Dezember 2023 noch überholt?

#StandortnachteilBayern

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

@msturzen @mzehetm @4iter4life exactly, the bad place
(but they have nice cookies 🍪)

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

@msturzen @mzehetm @4iter4life just dont forget, not to mention the bad word there #az***

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

@mzehetm 🥳 wish I would be there too with you guys #AWSreInvent #maibornwolffalumni

[Dr Milan Milanović @milan_milanovic]

𝗛𝗼𝘄 𝘁𝗼 𝗕𝘂𝗶𝗹𝗱 𝗚𝗿𝗲𝗮𝘁 𝗧𝗲𝗮𝗺𝘀?

One of the most critical components of your leadership is the well-being of your team. To have a great team, they must have the trust, commitment, and accountability necessary for high performance. Yet, there is no simple cure for all of these issues. And I often see that managers don't understand that some conflicts in a team are normal and healthy, especially during team formation.

Patrick Lencioni, in his book "𝗧𝗵𝗲 𝗙𝗶𝘃𝗲 𝗗𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗳 𝗮 𝗧𝗲𝗮𝗺," identified those dysfunctions:

𝟭. 𝗔𝗯𝘀𝗲𝗻𝗰𝗲 𝗼𝗳 𝗧𝗿𝘂𝘀𝘁: Members of effective teams must feel safe enough to open up, share their ideas and acknowledge mistakes without fear of ridicule or retribution.

Establishing trust among a team takes time, and it's crucial to understand that this process must start with you. This entails keeping your word, being trustworthy, and setting an example for others.

𝟮. 𝗙𝗲𝗮𝗿 𝗼𝗳 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁: Healthy conflict is essential for robust discussion, leading to creative problem-solving and consensus.

Encourage them to engage in constructive, lively debate and question one another's ideas when disagreeing. This can be challenging at first, especially for shier team members. Ask direct, open-ended questions that will get everyone's attention during meetings. It is also good to train your people in conflict-solving methods.

𝟯. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁: Without members committing to decisions, plans cannot be implemented, and objectives cannot be achieved.

By actively encouraging team members to weigh in on issues before you ask them for a commitment, you can discourage "after-meeting meetings." Note those who remain silent and attempt to get their opinions.

𝟰. 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Everyone needs to take ownership of their decisions and actions; otherwise, progress is hindered and objectives remain unrealized.

Accountability is critical for your team members, both to one another and themselves. Make sure everyone is accountable for their work and behaviors to begin with. Encourage team members to provide regular, mutual feedback on each other's performance, behavior, and accomplishments.

𝟱. 𝗜𝗻𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: All efforts must focus on achieving team results before celebrating individual accomplishments.

If you want to overcome this dysfunction, make sure that your team members concentrate on the true objectives of the team and company. Another tool that can help here is OKRs, which you can use to align people's and the team's goals.

#teams

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

nur um das richtig zu verstehen, wir hauen Milliarden in Ubahnen weil der Straßenverkehr keinen Zentimer weichen will 🤯 https://t.co/MfkiPnwNEy

[Michael Abey - 🇪🇺 🏳️‍🌈 🇺🇦 @Shadowmulder]

45Mrd in den Sand setzen und das ist "nur" auf 5 Platz in den Nachrichten 🤨
https://t.co/gjpEqsw48V

[aleha_84 @84Aleha]

Night stairs 3
#pixelart