(original post)
Ah, be careful with the stereotypes and labels. Developers that don't care will never be software engineers. This is true. Shift workers don't always fit into that category. Personally, I don't often learn much at conferences. As you've said. It is available online. Corporate environments often squelch the engineer out of developers. Concepts such as, "if it ain't broke, don't fix it" and "if we don't have a client paying for that improvement, we aren't working on it" are hard to fight. Getting creative and working the item to improve into a client's bill feels dirty for most, but "the ends justifies the means", right?
If you've ever watched any of the Gordon Ramsey cooking shows, most individuals are accused of having given up at some point. Development in a corporate environment often causes this, but doesn't highlight the issue. I often try to gauge where a developer stands by offering a suggestion and seeing if they follow it. Giving them the choice between paths will show where their interest and mettle lie. I'd once read that you don't want to hire 'b' players. You've described the 'b' player quite well. A 'b' is strong enough where they don't feel they need to grow, but not motivated enough to push themselves past that point.
A true leader, not just an engineer, is able to take this complacent individual and push them. Most middle management is management, not leadership. In development environments with strong leadership - the apathy levels are low. In development environments with strong middle management, the apathy levels are much higher. As for anyone seeking their next position, keep an eye out for weak leadership. It will either be an opportunity, or a demise.
