It's terrible to have a manager who is really a frustrated top-level coder, put there by other managers to reward his or her success.
It's true that you need good people skills to advance beyond a certain level of being a coder monkey. Try to find a place that respects technical leadership as a separate entity from people leadership.
(For what it's worth, "architects" who don't code are some of the most useless tech people I know of, and I've generally been less than impressed -- in one case, absolutely horrified -- at the result of not keeping ones fingers in the code).
It's terrible to have a manager who is really a frustrated top-level coder, put there by other managers to reward his or her success.
It's true that you need good people skills to advance beyond a certain level of being a coder monkey. Try to find a place that respects technical leadership as a separate entity from people leadership.
(For what it's worth, "architects" who don't code are some of the most useless tech people I know of, and I've generally been less than impressed -- in one case, absolutely horrified -- at the result of not keeping ones fingers in the code).