Play Smarter to Win the Talent Game Summary Insight: Most hiring mistakes come from skipping the basics. Use this four-part checklist to hire smarter, promote better, and avoid costly misfires. Key Takeaways: Hire for values first—everything else is downstream. Style
I saw this image circulating around social media last week and I had to roll my eyes. It shows “new management thinking” on one column compared to “old management thinking” in the other. It’s not because I don’t believe in
Can You Design the Game for Others to Play? Summary Insight: Self-managed organizations don’t emerge from chaos—they’re architected. What looks like bottom-up magic is really top-down design done right. Key Takeaways: Structure’s real purpose isn’t control—it’s delegation. Design-centric leadership shapes
In a recent New York Times interview, Tobi Lutke, CEO of Shopify, used the term “trust battery” to refer to something that we’re all familiar with but we may not always articulate well: monitoring the current level of trust between
Summary Insight: Wearing multiple hats can help scale your business—but performance incentives will kill the balance. If you want leverage, not burnout, pay flat and trust intrinsic drive. Key Takeaways: Hat-wearing is a short-term fix, not a long-term strategy. Incentives
If You Want Something to Improve In Your Org, Create a Role Accountable for It Summary Insight: If you treat Customer Success like Account Management, you’re setting fire to scale. This article shows how to structure for growth by separating
Is your Product Management Designed to Scale? Summary Insight: If you’re stuck scaling-up, the problem isn’t your product—it’s your Product Management. Redesign this function, and execution speed, margin, and scale follow. Key Takeaways: Product Management is a distinct, high-leverage function—not
Don’t Design Yourself Out of Your Own Company Summary Insight: Don’t crown a COO just to “fix” the founder. That move creates confusion, not clarity. Scale with a smart structure, not a shortcut. Key Takeaways: A President/COO role often leads
Structure Drives Behavior Summary Insight: If you’re redesigning your org from a legacy org chart, you’re doing it backwards. Structure drives behavior—get the design right, and the rest will follow. Key Takeaways: Org charts focus on people and titles; structure
