One of the hardest parts of making the jump to being a manager, leader, or starting a company/org is learning to frame your work.
This is a brutal truth: most people don’t know how to frame the work they are doing.
It shows up all the time…
Two people schedule a meeting and spend the first 20 minutes telling a third person about a conversation they already had.
Someone with writing as a core part of their job delivers two projects. One is amazing and on-point, the other is ok but written for the wrong audience.
A partnership opportunity appears out of thin air but the company/org can’t move fast enough to leverage it.
Here is a thing not many people will say out loud: investing in your team is hard.
Often, it is an expected part of a founder, executive, or leader's job but not valued in the same way that revenue, customers, product use etc. are even though investing in your team is what helps you hit those goals.
Coaching / leading a team is also the defining factor in whether or not you are creating sustainable and responsible growth with purpose, with equity...or just floating some line about diversity or meritocracy.
How you design your internal choices (or not) and enable your team to keep iterating, changing, updating, seeing opportunity individually + together, that's the whole battle.
You'll never hear this at a board meeting or on a quarterly earnings call, but it matters. Read More
Things can go sideways in any company or organization, regardless of size or industry.
You don’t have to be evil or stupid for this to happen. Markets change constantly, and timing and luck have a lot to do with whether your product is successful over time.
Often, there are opportunities to course correct before the problem(s) become major. But seeing those opportunities (and acting on them) depends heavily on building good culture.
At a team level, if you are a manager, director, or executive cutting headcount or delivering a performance improvement plan (corporate lingo for “you’re not doing well and need to get it together”), it’s already too late. Read More