Tag: change

Growing managers

Fabrizio1 Comment

There’s a fairly common practice in growing start-ups.

When the headcount ramps up and a more complicated structure is needed, the natural tendency is to promote founders or early stage employees into managerial roles. This happens only marginally because people making or vetting the decision believe those employees are the best for the job. Most of the time, the promotion is seen as a reward: after all, the person has been with the company when things were getting started, typically a difficult moment to be in.

There’s a problem with that, though. The skills needed to do your job are considerably different from the skills needed to have others do their jobs.

In this [new] capacity you have plenty of work to do yourself: setting strategy, hiring and firing, coaching and development, obtaining necessary resources, making certain decisions while delegating others, and embodying the culture you wish to foster.

Ed Batista

Most growing companies ignore this problem, and end up in a situation in which a hiatus develops between managers and employees. Managers are not willing to find the time to do what they are supposed to do, employees are left alone and in the blind. Eventually, one of two things will happen: growth will flatline, as managers factually act as bottlenecks; or value will be destroyed, as negative working culture spreads (think Uber).

Founders and early stage employees can (and should) still be rewarded, but if it is decided to promote them into managerial roles, the company should at least make sure they understand their new responsibilities and get appropriate training and mentoring to deliver on the expectations of their newly formed teams.

Feeling in charge

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I have done some of my best job under pressure and deadlines. Thing is, that pressure, those deadlines, they were not imposed from the outside. They were consequences of me feeling responsible for a project, a document, a team, a deliverable.

If you impose pressure and deadlines, particularly when you do not share clear reasoning (as in “we do this because it helps us this way”), people might still do the job. Great job, though, needs internalization.

You are building future

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Always do things with the long-term in mind.

What type of person do you want to be?
What companies do you want to build?
What community do you want to live in?

If you keep your focus on the long-term, and appreciate that choices you make every day are the building blocks of what long term will look like, it will be a whole lot easier to avoid the allure of shortcuts and of short term gains.

Bridges over gaps

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There’s a gap between you and everyone else.

A gap between what you do and what they do. A gap between what you want and what they want. A gap between how you think things should be run and how they think things should be run. A gap between what you believe is true and what they believe is true. A gap between how you see yourself in ten years and how they see themselves (and yourself) in ten years.

It is quite easy and instinctual, in front of the gap, to either impose our point of view or completely give it up. Both are ways to avoid conflict. “You better do what I say!” or “Ok, let’s do it your way..” are shortcuts for the short terms. They work for a while. Until the other, or we, realise what it’s been renounced. Then we find the gap is still there, only wider.

Another option, more difficult to practice, taking more effort, energy and empathy, is to work to build a bridge over the gap. You build a little bit on your side, the other builds a little bit on their side. Both work to make their sides more solid, and eventually, with time, the two parts will meet.

The meeting point is something completely new, as it is not your side nor it is the other’s side. It is a new perspective, a new idea, a new way of acting, a new vision for your common future. Built on common understanding.

Great thing about bridges, others can walk on them too.

The quit stage

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Content marketing cannot just be an excuse to collect an email address.

I give you my contact because I am interested in one piece of your content. You follow up to ask if I enjoyed it, and then you start sending out regular emails I have not asked for, on topics that barely touch on my initial interest, widening the range as time goes by. And the bottom line of each of these communication is the exhortation: “buy!”.

This is not how it’s supposed to work. This is not how it’s supposed to be effective.

It’s not, because you are breaking an early relationship based on trust. I have trusted you with my contact, and you have trusted me with your piece of content. And then, what? How would you treat a human being in a face-to-face interaction, after the initial exchange of trust?

Perhaps, asking them what their interests are. Sending them something similar to what made them give you trust, and carefully see if it works. Answering their questions if they have any. Politely enquiring on what can be done to improve the relationship.

And at some point, draw the line and quit.

There must be a moment, a time, when you’ve tried enough. A moment when it’s clear it was just a temporary exchange more than a real interest. A time when sending one additional email is more damaging than not sending it.

In a world in which everything is free (only in monetary terms), we are not used to design the “quit” stage. And yet, one of the most remarkable marketing email I remember is the one of a company who did.