Let’s do a thought experiment. Imagine that you’re standing in the middle of a racquetball court surrounded by four walls. At your feet is a soccerball. First, notice how the soccerball just tends to sit there. That’s called inertia. In
Everything has a lifecycle. It is born, it grows, it ages, and it ultimately dies. It’s easy to spot a lifecycle in action everywhere you look. A person is born, grows, ages, and dies. So does a star, a tree,
Every business has mass, which is a measure of its resistance to change. The challenge in getting an organization to change direction is the fact that its mass isn’t neatly self-contained. Rather, it’s scattered throughout its people, systems, structures, and
If I were to ask you — “How are you instilling a culture of speed, accountability, and teamwork as your organization scales up?” — how would you respond? This is a critical question. On the one hand, you want to
Changing your organizational structure sucks. There. I said it. Helping companies change their structure is the work I do every day. If I didn’t know what I know now, I’d wonder, “Why would anyone want to do it?” Changing your
I saw this image circulating around social media last week and I had to roll my eyes: It’s not because I don’t believe in the values of “new management” thinking. Quite the contrary. It’s that making the shift from “old
“We believe that the future standard for all executive teams will include a head of Customer Success who’s on the same level as the head of Sales, Marketing, and Demand Generation.” – Aaron Ross If you run a software-as-a-service (SAAS)
Hint: It’s a system. Key Takeaways: You don’t build a great culture through intention alone. You build it through a culture system. You can’t dictate culture. But you can design for it. A strong culture system is designed around four
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