alt Hacker News>It's almost impossible to turn someone from the latter group into the former.
Only if you're constrained by the same short-term thinking as US businesses. The way to do that is more of an apprenticeship model when someone observes/works closely with someone from the first group over years.
Even then, the businesses don't want to pay for that, and why should the workers give that away for free? They want people to churn out code because they've chosen to hire micromanagers that need constant updates and babysitting through communication.
My experience is that that plainly does not work. I work with developers of both types, and the junior ones who are part of the first group are limited in their ability by experience, but they have an inquisitive mind and don't give up quickly when they encounter something they don't understand.
Much more experienced developers of the second type just throw their hands up and give up (or now: turn to AI). I've worked closely with them to try and reform them. Maybe I'm doing it all wrong, but it has never succeeded.
With the ones from the first group it can work that way: you can show them how you approach problems and they will ask questions and pick up patterns and you'll see them improve.
> Even then, the businesses don't want to pay for that, and why should the workers give that away for free?
Businesses would need a high likelihood that they can reap the rewards of upskilling employees. Why invest a lot of money and high-talent attention into someone who might quit? At the same time, I'll happily pay three times as much for a truly skilled senior developer. I think the employee's incentives are much more aligned: it will increase their market value, it's an investment into their wealth, not the business'.