Turn the organization into a resilient and scalable growth machine. Establish a solid foundation of structure, focus, leadership and accountability within the organization.
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Sjekk ut disse utviklingsprogrammene: Scaling an organization
"Writing things down is a key part of scaling. You can’t run a startup off of spoken word in one-off meetings like you’re in Goodfellas." - Stay Sassy, Performance management
"When managers foster a writing culture, they create, at minimum, a consistent reality for their teams to live in. That level of transparency and durability is the kind of stuff that companies can be built off of." - Stay Sassy, Good Managers write good
There are a myriad of advantages associated with writing things down, all which have a positive impact on a scaling organization.
Writing things down:
Y Combinator partners Dalton Caldwell and Michael Seibel talk about the importance of "writing shit down" between 06:41 and 07:32 in this video:
Check out the Team leader role and the survey How effective is my manager?
Check out the skillset of proactive leadership and the survey How effective is my manager.
"There is no such thing as a good or bad culture. A culture is either strong or weak." - Brian Chesky
During the startup phase of the company, it's common for structure and coordination mechanisms to emerge organically, without a clear vision or plan for how work should be organized.
This approach, allthough agile, does not scale very well when the organization starts to grow.
When entering the scaleup phase, the same intentionality and meticulousness that has been put into designing and developing the product, needs to be put into designing and developing the organization.
Being knowledgable and intentional about organizational development ensures that the organization grows into a highly functioning and attractive workplace (and avoids the pitfalls of dysfunctionality).
Check out how to manage Roles and responsibilities.
Succession planning is the process of identifying the critical roles within your organization and developing action plans for passing on those roles to others.
As you continue to scale, you are sure to have to move roles around as the expectations of those roles grow more mature and you learn more about each person's abilities, ambitions and limitiations.
Ensuring proper succession planning mechanisms means establishing processes which regularly identify the critical roles within the organization, and document how to excel in those roles in a manner which allows for an efficient and painless transition of the role to someone else.
Organizational development Scaling up
Recruitment Scaling up Hiring
Organizational development Scaling up Organizational health
Organizational development Startup Organizational resilience Delegation
Organizational development Organizational health Management Organizational resilience Role clarity Delegation Expectation management Organizational clarity
Insight management Organizational development Organizational health Organizational resilience Delegation
Operationalization Organizational development Organizational health Scaling up Organizational resilience Delegation
Organizational development Improvement Organizational health Leadership development
Leadership Leadership style Management Organizational development Employee experience Leadership support and enablement Organizational health People development Organizational resilience Leadership support and enablement
Organizational development Organizational health Leadership support and enablement Leadership development Role clarity Delegation Organizational structure Organizational clarity
Strategy Organizational health Organizational development
Management Startup Leadership support and enablement Leadership development
Organizational development Onboarding Organizational health Leadership support and enablement Employee experience Leadership development
Organizational health Organizational clarity Organizational resilience Management
Insight management Organizational health
Employee experience
Employee experience Alignment and friction prevention Organizational health Organizational development
Employee experience Organizational clarity Organizational development Organizational health Onboarding Startup Alignment and friction prevention Leadership support and enablement Role clarity Leadership development
Employee experience Organizational development Organizational health Startup Leadership support and enablement Alignment and friction prevention Management Leadership development
Employee experience Ansattopplevelse
Employee experience Organizational health Leadership support and enablement Management Leadership development
Role autonomy Onboarding Team autonomy and enablement Organizational health Role clarity
Employee experience Onboarding
Startup Focus Employee experience
Organizational health Organizational development Onboarding Employee experience Leadership support and enablement Management Leadership development
Scalability Organizational health Proactive leadership
Lederstøtte Lederutvikling
Commitment qualification
Scaling up
Lederopplevelse Lederstøtte
Organizational resilience Operationalization Organizational health Leadership support and enablement Delegation Leadership development
Leadership support and enablement Leadership development Employee experience
Management Organizational health Organizational resilience Leadership support and enablement Leadership development Performance management
Organizational resilience Operationalization Strategy Role clarity Leadership support and enablement Leadership development
Lederstøtte
Management Focus Leadership support and enablement Leadership development Operational management
Organizational health Organizational resilience Organizational development Management Leadership support and enablement Leadership development
Organizational health Performance management
Performance management Strategy
Scaling up
Control and compliance Organizational health
Organizational development Organizational health