Software engineering design patterns are like blueprints for solving common problems in software development. They represent proven, reusable solutions to specific challenges, helping developers write more maintainable, flexible, and efficient code. Similarly, patterns for engineering managers (EMs) are like management blueprints that provide a framework for handling recurring people-related challenges. Both sets of patterns offer a common language and a set of best practices to avoid reinventing the wheel.

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Software Engineering Design Patterns

Software design patterns can be categorized into three main types:

• Creational Patterns: Focus on object creation mechanisms. An example is the Singleton pattern, which ensures a class has only one instance. This is useful when you need to manage a single resource, like a database connection pool.
• Structural Patterns: Deal with how classes and objects are composed to form larger structures. The Adapter pattern is a good example; it allows incompatible interfaces to work together, much like a power adapter allows a device to plug into a different type of outlet.
• Behavioral Patterns: Concerned with communication and interaction between objects. The Observer pattern is a classic example, where an object (the subject) notifies multiple other objects (the observers) when its state changes. Think of a news publisher notifying subscribers.

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Patterns for Engineering Managers

Using the same framework, here’s how EMs can use patterns to manage people:

Creational Patterns (for team building)

These patterns focus on how to “create” or form effective teams.

The “Hiring Funnel” pattern: Similar to the Singleton pattern, this ensures a consistent, single process for bringing new talent into the team. It involves a repeatable series of steps from sourcing, screening, interviewing, and offering to ensure fairness and quality in every hire.

The same pattern can be extended to onboard the new hires with a consistent process.

Structural Patterns (for team organization)

These patterns are about how to structure and connect teams and roles.

The “Pods and Guilds” pattern: An EM equivalent of the Adapter pattern.

Pods are small, cross-functional teams focused on a specific feature (like a mini-startup), while Guilds are communities of practice for people with similar skills (e.g., all backend engineers). This structure allows for both tight, project-based collaboration (the pod) and broader knowledge sharing across the organization (the guild), helping different parts of the company “plug into” each other effectively.

Behavioral Patterns (for communication and culture)

These patterns govern how people and teams interact.

The “One-on-One Sync” pattern: A behavioral pattern where an EM regularly and predictably meets with each team member to check in, discuss progress, and address challenges. This is similar to the Observer pattern; the manager acts as the “observer” of their team member’s progress and well-being, getting notified of any issues or successes and taking action as needed. The consistent, two-way communication prevents surprises and builds trust.

In both software development and people management, these patterns provide a shortcut to success by leveraging collective wisdom and avoiding common pitfalls. They are not rigid rules but flexible frameworks that can be adapted to specific situations.