Red Squirrel Reflections
Dave Hoover explores the psychology of software development

Dave Hoover
dave.hoover@gmail.com

Categories
All [Atom]
Craftsmanship [Atom]
Dynamic [Atom]
Intersection [Atom]
Learning [Atom]
Links [Atom]
Polyglot [Atom]
Projects [Atom]
XP [Atom]
Old Blog

Obtivian Blogs

Andy Maleh
Colin Harris
Fred Polgardy
Jim Breen
Kevin Taylor
Todd Webb
Turner King
Tyler Jennings

Archives

March 2009 (1)
January 2009 (1)
December 2008 (1)
October 2008 (3)
September 2008 (1)
June 2008 (4)
April 2008 (3)
March 2008 (1)
February 2008 (1)
August 2007 (1)
July 2007 (1)
June 2007 (1)
May 2007 (4)
April 2007 (3)
March 2007 (5)
February 2007 (6)
January 2007 (6)
December 2006 (10)
November 2006 (5)
October 2006 (8)
September 2006 (8)
August 2006 (5)
July 2006 (12)
June 2006 (7)
May 2006 (5)
April 2006 (5)
March 2006 (4)
February 2006 (2)
January 2006 (5)
December 2005 (5)
November 2005 (3)
October 2005 (3)
September 2005 (6)
August 2005 (4)
July 2005 (7)
June 2005 (14)
May 2005 (6)
April 2005 (8)
March 2005 (9)
February 2005 (11)
January 2005 (16)
Old Archives

 

Wed, 22 Aug 2007

A Call for Apprenticeship

At Agile2007 last week, I snuck into the last 30 minutes of Uncle Bob's talk about Craftsmanship and Professionalism. When Uncle Bob talks about Craftsmanship he is generally talking about nitty-gritty details of the craft, such as specific practices and tools, but he did have one slide on apprenticeship. He ranted a bit about how most universities do not equip graduates with sufficient skills to allow them to deliver quality software from day one. (Not to mention the significant number of people who come into software development from other fields and have never even received the inadequate computer science education that Bob was referring to.) Bob asserted that we need to apprentice these young people, these graduates and newcomers. Bob asserted that the most effective learning situation is one where a small number of apprentices work alongside an even smaller number of journeyman, who are receiving guidance from a master craftsman. It was music to my ears until Bob polled the audience for anyone who was working in that environment.

I proudly raised my hand, but my heart sank as I looked around and realized I was the only one raising my hand.

For the rest of the conference I felt a sense of pride at the revelation that Obtiva's Craftsmanship Studio is such a unique phenomenon. But I also struggled with a sense of sadness and frustration at the lack of apprenticeship opportunities our industry is providing to graduates and newcomers. My biggest point of frustration is with small companies (1-20 people) made up entirely of super-experienced, world-class developers, coaches, and trainers. I understand your compulsion to only hire people with over 5 years of professional experience who have established reputations, but I believe you're hurting the industry by implicitly refusing to take on the responsibility to apprentice a few people along the way.

Where do graduates and newcomers go when they're looking for their first gig? They go where people are hiring entry level people. This is where we lose some of our greatest potential because people who had the potential for greatness lose heart sitting at the bottom of mediocre, bloated, beaurocratic development organizations. Imagine if young Nathaniel Talbott, inexperienced and unqualified to do much of anything interesting, had found an "entry level" position, rather than becoming the first apprentice of RoleModel Software. Sure, someone else would have probably written test/unit. And Nathaniel would probably still have become a good software developer. But I am convinced that Nathaniel's apprenticeship made an impact on our industry, and we're better because of it.

Apprenticeship is more than simply hiring entry level people. Apprenticeship is coupling an apprentice to a journeyman. That doesn't mean they're pair programming all the time, but it does mean that the journeyman is overseeing the apprentice's progress and that the apprentice has an experienced developer in close physical proximity to turn to for guidance.

Furthermore, apprentices are not necessarily entry level people. Our first apprentices generally had a year or two of experience under their belt. Some are in the middle of college degrees. Some had recently graduated. One is re-booting his IT career later in life. Apprentices are people who are willing to take on a junior role that maximizes their learning opportunities as opposed to people who try to climb as quickly as they can into roles that maximize their financial opportunities. In my experience, if the apprentice has talent and the right attitude, their financial success will inevitably follow their learning success.

Please consider creating an apprenticeship at your organization. I believe apprenticeship is our industry's best hope for addressing our talent shortage.

I was lucky enough to attend a great university, where I learned much theory (there was less theory back then). What really made the experience shine, however, was an apprenticeship that I served. One of the graduate students took me under his wing. He didn't explicitly teach me, but he showed me by example how a great programmer thinks. Working next to him month after month, I absorbed more practical knowledge about design, coding, and debugging than any course could impart.

Later, I joined a start-up in London where I served a different sort of apprenticeship. My new boss showed me that software development was as about people as it was about technology. He helped me understand the business side of the equation and taught me how great development builds personal relationships from a base of technical strength.

I "graduated" from these two very different apprenticeships a far, far better developer than I started out. Based on my personal experience, I'm a believer. Working with masters is the best way to learn a craft.

Dave Thomas in Software Craftsmanship, p. xiv

[/craftsmanship] permanent link


powered by blosxom