As a lead you have to care about retention as well. People leave jobs when they feel like they are professionally stagnating (or worse, they stay), because for a software career, stagnation is death and everyone knows it. And high turnover will wreck your ability to deliver.

So, you have to strike a balance between getting stuff done and taking care of your people in terms of professional development and growth.

It's ok, most organizations fail at it. The "90% of everything is crap" rule applies to managers as well.

In that case you are going to find that you quickly lose your best devs. I'm not saying that resume building should be even within the top 5 priorities, but you will want to at least keep it in the back of your mind. It's a balancing act.

Otherwise the solution is to crunch-time people into oblivion and and quickly replace them when they burn out. Not exactly sustainable

" Nah, your job is to lead the team in the most effective direction in order to fulfil business objectives, not build resumes. "

And when some new tech comes up then the business hires shiny new people because the people working for them haven't "kept up".

Your job is whatever you agreed to when accepting that job.

Some companies require managers to aid in the technical development of employees, some don't. Some provide a lot of latitude in how that's done, some don't.

NOPE. First and foremost, you work for yourself. Employers come and go. If you are sacrificing your resume to meet your employer's "business objectives", you could end up with a dead worthless skillset.

A balance has to be achieved. Obviously we can't sit around all day rewriting simple things in our pet language of the week...but employers need to understand that a good developer will not let their resume atrophy.

The days of the twenty-five year stint followed by a gold watch and a pension are over...you simply cannot put your employer's needs ahead of your own anymore.