It's fashionable these days to decry the command and control style of management. Although self-organizing teams are all the rage, managers are still responsible for ensuring that teams perform the work that needs to be done and deliver value to the organization. If you are or have been the big boss, you don't just wake up one morning as a different person. Esther Derby shares the servant leader way to think about management that moves from mandate and monitor to guide and support. She explains-and shows you how to avoid-the oscillating “too hands-off/too hands-on” pattern that often follows the decision to eschew command and control management in favor of a more collaborative, supporting model. Join Esther and take back new tools for forging a trust-based relationship between managers and the teams for which they are responsible.

The road to the financial ruin experienced on Wall Street during the past two years was paved with ineffective risk management strategies. While risk management theory continues to evolve, implementation of that theory often fails, especially when it comes to software. Though most executives readily acknowledge risk management is an essential practice for software projects, few can point to accomplishments and sustainability of their organization’s software risk efforts. Why is it so difficult to build and sustain effective software risk management? Do risk management’s intellectual demands exceed human capability? Are hidden forces thwarting our efforts to build and sustain good practices? Payson Hall describes the human challenges inherent in developing and sustaining an effective risk management program and why many risk management efforts become paradoxical victims of their own success.

Inspired by the success of India’s Weekend Testing movement, Michael Larsen saw a need for a group closer to home. The Weekend Testing Americas chapter invites testers from across the Western Hemisphere to join an informal, distributed group of their tester peers to learn and perfect their craft.

Having similar motivations and processes may help to establish a team, but you and your coworkers won’t be the best teammates you can be until you also have each other’s back. Here, Johanna Rothman and Gil Broza describe valuable approaches to whole-team support, including banking trust and building shared responsibility.