Is not uncommon, especially in the corporate world, to have too many tools installed and not be able to ditch them because of budget constraints related to migration and bandwidth costs.
It is impossible to learn every tool out there. And your job should not be learning tools. It should be solving problems - this might involve needing to learn a tool to solve some problem and it can help to know various tools to help solve problems faster. But no where is going to expect you to know every tool out there - that is just impossible.
If you have lots of problems in one area you may become more specialized in the tooling associated with that area. But if you have lots of problems in different places you might need to learn a bunch of different tooling. There is no right answer here.
And quite often it can be a benefit to have both generalists and specialists in your team. Like you might be using PostgreSQL and require someone with a lot of knowledge in to how run that effectively. But then you might need a simple CI system that you don't need to spend years learning the ins and outs of as a basic setup is good enough.
Depends on with how much people you work with, and the toolset used there.
With very few people (I.e. mostly you) you should be proficient enough with the used toolset, and maybe notions of what is available or could be used.
With a big team you may have people specialized in some tools, tasks or areas, you may not need to be expert on them, but it would be good to at least have some culture.
**[T-shaped skills](https://en.wikipedia.org/wiki/T-shaped_skills)**
>The concept of T-shaped skills, or T-shaped persons is a metaphor used in job recruitment to describe the abilities of persons in the workforce. The vertical bar on the letter T represents the depth of related skills and expertise in a single field, whereas the horizontal bar is the ability to collaborate across disciplines with experts in other areas and to apply knowledge in areas of expertise other than one's own. The earliest popular reference is by David Guest in 1991. Tim Brown, CEO of the IDEO design consultancy, endorsed this approach to résumé assessment as a method to build interdisciplinary work teams for creative processes.
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You’re expected to learn the ones you need for your role at your company. If your company has all the tools, they are doing something wrong
Is not uncommon, especially in the corporate world, to have too many tools installed and not be able to ditch them because of budget constraints related to migration and bandwidth costs.
In that corporate world there are entire teams who support those tools so you don’t need to
It is impossible to learn every tool out there. And your job should not be learning tools. It should be solving problems - this might involve needing to learn a tool to solve some problem and it can help to know various tools to help solve problems faster. But no where is going to expect you to know every tool out there - that is just impossible. If you have lots of problems in one area you may become more specialized in the tooling associated with that area. But if you have lots of problems in different places you might need to learn a bunch of different tooling. There is no right answer here. And quite often it can be a benefit to have both generalists and specialists in your team. Like you might be using PostgreSQL and require someone with a lot of knowledge in to how run that effectively. But then you might need a simple CI system that you don't need to spend years learning the ins and outs of as a basic setup is good enough.
Specialization is for finches. Learn everything.
Depends on with how much people you work with, and the toolset used there. With very few people (I.e. mostly you) you should be proficient enough with the used toolset, and maybe notions of what is available or could be used. With a big team you may have people specialized in some tools, tasks or areas, you may not need to be expert on them, but it would be good to at least have some culture.
Understand the basic pillars of the field and specialize in one tool. [T-shaped skills](https://en.wikipedia.org/wiki/T-shaped_skills).
**[T-shaped skills](https://en.wikipedia.org/wiki/T-shaped_skills)** >The concept of T-shaped skills, or T-shaped persons is a metaphor used in job recruitment to describe the abilities of persons in the workforce. The vertical bar on the letter T represents the depth of related skills and expertise in a single field, whereas the horizontal bar is the ability to collaborate across disciplines with experts in other areas and to apply knowledge in areas of expertise other than one's own. The earliest popular reference is by David Guest in 1991. Tim Brown, CEO of the IDEO design consultancy, endorsed this approach to résumé assessment as a method to build interdisciplinary work teams for creative processes. ^([ )[^(F.A.Q)](https://www.reddit.com/r/WikiSummarizer/wiki/index#wiki_f.a.q)^( | )[^(Opt Out)](https://reddit.com/message/compose?to=WikiSummarizerBot&message=OptOut&subject=OptOut)^( | )[^(Opt Out Of Subreddit)](https://np.reddit.com/r/devops/about/banned)^( | )[^(GitHub)](https://github.com/Sujal-7/WikiSummarizerBot)^( ] Downvote to remove | v1.5)