From Code to Culture: A Conversation About Leadership

In a recent episode of the Engineering Culture Podcast, Lead Editor for Culture & Methods Shane Hastie sits down with seasoned executive coach Frankie Berkoben. They dive deep into how technical leaders can pivot from hands‑on excellence to empowering teams, and why the first step is often a reflective look at one’s own strengths and blind spots.

Key Takeaways

• Executive coaching is less about fixing skill gaps and more about expanding a leader’s perspective.
• Iterative personal growth mirrors Agile: small experiments, rapid feedback, continuous improvement.
• Neurodivergent team members thrive when environments honor diverse processing styles.
• Authentic self‑awareness fosters trust, which in turn accelerates team performance.

Iterative Growth for Leaders

Frankie likens leadership development to a sprint. Instead of a single, all‑encompassing coaching program, she recommends a series of micro‑coaching sessions focused on a single behavioral goal—say, active listening or conflict de‑escalation. After each session, leaders reflect, receive feedback, and set a tiny, measurable action for the next sprint. This mirrors the “test‑learn‑iterate” loop that underpins modern software delivery.

“The power of iteration is that you never have to commit to a huge, long‑term plan that might never fit your reality,” Frankie says. “You can keep adjusting, which keeps the coaching relevant and sustainable.”

Supporting Neurodivergent Talent

One of the most impactful segments of the conversation centers on inclusion. Frankie explains that neurodivergent engineers often bring unique problem‑solving perspectives, but they can feel sidelined if workplace norms assume a singular cognitive style. She suggests concrete practices: offering flexible communication channels, allowing asynchronous collaboration, and normalizing “quiet” meetings where thoughtful reflection is valued.

“When you create a culture that respects different rhythms, you not only retain diverse talent, you unlock creativity that would otherwise stay hidden,” Frankie notes.

Practical Steps for Your Team

1. Schedule a 30‑minute reflection slot at the end of each sprint for leaders to jot down lessons learned.
2. Pair a senior engineer with a neurodivergent colleague on a small, high‑visibility project to foster mentorship.
3. Host a quarterly “culture audit” where team members anonymously share what communication practices help or hinder them.
4. Invite an executive coach for a workshop that aligns with the team’s current challenge, then debrief on what worked.

Closing Thoughts

Shane wraps up the episode by emphasizing that technical mastery is only the first rung on the leadership ladder. To ascend, leaders must first understand themselves and then cultivate an environment where every voice can contribute. The podcast is a compelling reminder that the best engineers are not just those who write clean code, but those who lead with empathy, curiosity, and a willingness to iterate on themselves.