Scaling People

1. Build self-awareness to foster mutual understanding

Self-awareness is the key to great management.

Know thyself. Understanding your own values, work style preferences, skills, and capabilities is crucial for effective management. This self-knowledge allows you to:

• Recognize your strengths and weaknesses
• Communicate more effectively with your team
• Make better decisions about delegation and team structure

Foster mutual awareness. Encourage your team members to develop their own self-awareness through:

• Work style assessments
• Career conversations
• Regular feedback sessions

By creating an environment of mutual understanding, you can build stronger, more cohesive teams that leverage individual strengths and compensate for weaknesses.

2. Say the unsayable to build trust and resolve issues

Fine-tuning your filters and pushing yourself to name your observation in a constructive way means you'll be able to have a more honest conversation about what's going on.

Embrace difficult conversations. Managers often hesitate to address challenging topics, fearing conflict or discomfort. However, addressing issues head-on is crucial for:

• Building trust within the team
• Resolving problems before they escalate
• Fostering a culture of open communication

Techniques for constructive communication:

• Share your feelings to provide context
• Be measured in your approach
• Separate the person from the idea or task

By mastering the art of saying the unsayable, you create an environment where team members feel safe to express concerns and collaborate more effectively.

3. Distinguish between management and leadership for effective scaling

Leadership is disappointing people at a rate they can absorb.

Management vs. Leadership. Understanding the distinction between these roles is crucial for scaling a company:

• Management: Focuses on execution, process, and day-to-day operations
• Leadership: Involves setting vision, inspiring others, and driving change

Balancing both roles. As companies grow, managers must develop leadership skills to:

• Set long-term strategic direction
• Inspire and motivate teams
• Navigate uncertainty and change

Recognizing when to switch between management and leadership modes allows you to guide your team effectively through different stages of growth and challenges.

4. Develop a robust operating system for sustainable growth

Your operating system creates a foundation of consistent practices that we can all rely on, even when everything else is changing.

Key components of an operating system:

• Founding documents (mission, long-term goals, principles)
• Strategic and financial planning
• Resource allocation
• Goal-setting and metrics
• Accountability mechanisms
• Internal communications
• Operating cadence

Benefits of a strong operating system:

• Provides stability amidst rapid change
• Aligns teams around common objectives
• Facilitates decision-making and execution

Regularly review and refine your operating system to ensure it evolves with your company's needs and supports sustainable growth.

5. Implement a comprehensive hiring approach to build great teams

A company's talent is its destiny, and when you're growing quickly, early talent will become future leaders.

Key elements of an effective hiring process:

• Clear job descriptions and assessment criteria
• Diverse interview panels
• Structured interview questions
• Thorough reference checks
• Thoughtful decision-making process

Focus on both skills and cultural fit. Look for candidates who:

• Demonstrate the required technical abilities
• Align with your company's values and culture
• Show potential for growth and adaptability

Invest time in refining your hiring process, as the quality of your early hires will significantly impact your company's future success and culture.

6. Create intentional team structures and dynamics for high performance

It's truly a milestone when the people you manage come together as a team and work as an integrated entity rather than as a set of individuals operating alone.

Key elements of effective team building:

• Clear team mission and charter
• Defined roles and responsibilities
• Regular team meetings and offsites
• Established communication norms
• Diverse and inclusive team composition

Foster psychological safety. Create an environment where team members feel comfortable:

• Taking interpersonal risks
• Sharing ideas and concerns
• Challenging the status quo

Regularly assess team dynamics and make adjustments to ensure your team continues to perform at a high level as your company grows and evolves.

7. Establish feedback mechanisms and performance systems for continuous improvement

To do that, you need to offer service in the form of observations about what they do well and how they can improve.

Implement a comprehensive feedback system:

• Regular 1:1 meetings
• Informal, on-the-spot feedback
• Formal performance reviews
• 360-degree feedback

Practice hypothesis-based coaching:

1. Gather data on employee performance
2. Form hypotheses about strengths and areas for improvement
3. Test hypotheses through open dialogue with employees

Create a culture of continuous improvement by:

• Encouraging self-reflection
• Providing specific, actionable feedback
• Celebrating successes and learning from failures

By establishing robust feedback and performance systems, you can help your team members grow professionally while driving overall company performance.

Last updated: August 14, 2024