The Evolution of My Development Process

Reflection

When I think about the evolution of my approach to the development process, I see it as a mirror of my own growth.

Early on, I craved order. After serving in the military, where precision and accountability meant survival, stepping into the software world and seeing “clock watchers” was jarring. So, I built rules: coding standards, task breakdowns, twice-weekly stand-ups, and pragmatic principles. My intent was clear, to improve developers today to deliver better products tomorrow.

Looking back, my journey falls into three stages: discipline to create clarity, culture to build trust, and environment to foster ownership and purpose.

Over time, I began asking myself: Was discipline enough? Or did people need more than rules to thrive? That shift in questioning changed everything.

Story: From Discipline to Environment

In 2002, I crafted a detailed framework for teams: no task longer than two weeks, test first, release early, invest in people. I was proud of the structure; it gave clarity and minimized chaos. It worked, but only up to a point.

Military Lessons

As an Explosive Ordnance Disposal journeyman AKA bomb squad, I learned that a process without discipline costs lives. Every detail mattered: checklists, accountability, double-checking one another. I recall a training exercise where we nearly overlooked a crucial safety step; the checklist saved us from disaster. Bringing that mindset into software development was natural. But software teams aren’t bomb squads. They needed not only discipline but also inspiration.

Open Source Communities

By the mid-2010s, contributing to open source and working at Axelerant showed me another truth: rules weren’t glue; culture was. Accountability came from trust. Progress flowed not just from sprints and stand-ups, but from shared purpose, recognition, and consistency of action. I observed that distributed communities thrive without hierarchy because they are bound together by shared meaning. By contrast, I also saw projects stall when they lacked this glue; great talent, but no culture to hold it together.

Axelerant Leadership

During my leadership at Axelerant, I moved from enforcing discipline to enabling ownership. For example, we cut annual turnover by 20% not by tightening rules, but by clarifying cultural fit and giving people space to follow passions. We measured success not only in lower attrition but also in faster placement cycles and improved engagement scores. Performance management wasn’t about control; it was about fairness, trust, and clarity.

Environment Over Discipline

Then came a deeper evolution. In 2020, I wrote Discipline down, Environment up. I finally admitted what I had long practiced: discipline fades, environments shape behavior. Instead of demanding willpower, I started designing conditions for success. Automating repetitive work. Structuring teams around ownership. Creating environments where the right choice was also the easy choice.

Practical Guidance

Here’s how I see the progression others can take in their own process evolution:

1. Start with clarity: Define roles, tasks, and standards. Structure matters when chaos is the default.
2. Shift to relationships: Move beyond process; build respect, trust, and shared ownership. Recognize people as the glue.
3. Design environments: Shape contexts where good work naturally emerges. Automate, simplify, and align vision to make discipline less necessary.
4. Embed purpose: Make every choice part of something bigger: growth of people, resilience of systems, and long-term ownership.

Encouragement

Looking back, I smile. The path from rigid discipline to fluid environments wasn’t quick; it was hard-won. I had to learn that while rules can keep people afloat, only trust and ownership let them swim freely.

If you’re building your own development process, don’t stop at mechanics. Ask: Am I just enforcing discipline, or am I creating an environment where people own their growth? That’s where true evolution happens.

This isn’t just theory, it’s my lived experience. From bomb squad checklists to open source collaborations to leading distributed teams, I’ve learned that environments, not discipline alone, create lasting success.

And remember, perfection isn’t the goal. Growth is. So take the next step, design a better environment, and let your team surprise you.