My CMU alumni journey

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A presentation to the Carnegie Mellon University Alumni Entrepreneurs group about my career path and the lessons that I learned along the way.

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@KevinGoldsmith
KNOW WHAT YOUR
PRIORITIES ARE

@KevinGoldsmith
BUILD HEALTHY HABITS
EARLY

@KevinGoldsmith
DON’T UNDERESTIMATE
HOW MUCH LUCK /
PRIVILEGE IS A PART OF
YOUR SUCCESS

@KevinGoldsmith
DON’T BE TOO RIGID ON
FOLLOWING YOUR PATH

@KevinGoldsmith
THE ANSWER IS
ALWAYS YES, THEN
FIGURE OUT HOW TO
MAKE IT WORK

@KevinGoldsmith
THINK AHEAD - WHAT IS
THE JOB THAT THIS JOB
IS SETTING YOU UP
FOR?

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KNOW WHAT YOU VALUE
/ WHAT YOU CAN’T
STAND

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FIGURE OUT WHAT TO
TAKE FROM THIS ROLE

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DON’T GET TOO
COMFORTABLE

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WHAT WILL I LEARN IN
THIS NEW ROLE?

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WHAT WILL I LEARN IF I
STAY?

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BE DELIBERATE - MAKE
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CAPITALIZE ON WHAT
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A challenge for startups as they scale is finding the right structure for the stage of their growth that will support them as they continue to grow. While there is no "one size fits all" solution for organizational structure, there are patterns for the different stages of startups that can be adapted to your culture and best practices to leverage. First presented at the 0111 CTO Conference, November 2022

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Partly distributed teams (teams with co-located and distributed members) existed before the pandemic, but are becoming the new normal as companies plan their future. We have a lot of knowledge about managing fully co-located teams from centuries of work, and modern technology companies have pioneered fully distributed teams. However, leading a partially distributed team presents unique challenges, interpersonal and technical. What makes partially distributed teams especially challenging? How can we address these challenges to make our distributed organizations more effective? In this talk, Kevin Goldsmith discusses four main challenges: Conway's Law, Amdahl's Law (as applied to organizations), Empathy, and Communication. He gives examples of these problems and solutions from his experience leading partially distributed teams over the last 25 years.

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I was privileged to be a senior leader in the product development team at Spotify from 2013 until 2016. I joined the company right after the adoption of the now well-known "Spotify Model." As a Tribe Lead and then Alliance Lead, I helped in the models' evolution as the company grew to over 800 developers across five offices on two continents. My time at Spotify was instructive in many ways, and since leaving, I have adopted the lessons I learned as a CTO in multiple companies. While the squads/chapters/tribes/guilds model as a method for scaling agile development is what people focus on, the ideas and values that inspired that model are valuable and applicable across a wide range of organizations. I share those ideas and values in this talk—their application at Spotify and how I have applied them in different organizations since.

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