Role

Scaleup founder

Turn the organization into a resilient and scalable growth machine. Establish a solid foundation of structure, focus, leadership and accountability within the organization.

Test yourself Copy to your organization

Responsibilities contained in this role:

Communication

Culture

Distill and articulate a strong organizational culture

"There is no such thing as a good or bad culture. A culture is either strong or weak." - Brian Chesky

Cyber security

Feedback

Focus

Growth

Insight management

Ensure a culture of writing things down

"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:

  • Provokes/forces thinking
  • Ensures, improves and exposes holes in one’s understanding
  • Creates tracability
  • Improves alignment
  • Improves accountability
  • Reduces misunderstandings
  • Makes insight more easily sharable
  • Makes insight more easily reusable
  • Makes insight more easily improvable

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:

Management

Onboarding

Operationalization

Organizational clarity

Organizational development

Design and develop the organization with intent

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).

Organizational resilience

Ensure proper succession planning mechanisms

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.

Privacy

Risk management

Strategy


Skillsets

Scale an organization

Organizational development Scaling up

Hiring

Recruitment Scaling up Hiring

Organizational development basics

Organizational development Scaling up Organizational health

Startup structure

Organizational development Startup Organizational resilience Delegation

Expectation design

Organizational development Organizational health Management Organizational resilience Role clarity Delegation

Insight management basics

Insight management Organizational development Organizational health Organizational resilience Delegation

Operationalization basics

Operationalization Organizational development Organizational health Scaling up Organizational resilience Delegation

Fix organizational bugs

Organizational development Improvement Organizational health Leadership development

Proactive leadership

Leadership Leadership style Management Organizational development Employee experience Leadership support Organizational health People development Organizational resilience Leadership support

Organizational anatomy

Organizational development Organizational health Leadership support Leadership development

Surveys

Management Startup Leadership support Leadership development

Organizational development Onboarding Organizational health Leadership support Employee experience Leadership development

Organizational health Organizational clarity Organizational resilience Management

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 Role clarity Leadership development

Employee experience Organizational development Organizational health Startup Leadership support Alignment and friction prevention Management Leadership development

Employee experience Organizational health Leadership support Management Leadership development

Role autonomy Onboarding Autonomy and enablement Organizational health Role clarity

Organizational health Organizational development Onboarding Employee experience Leadership support Management Leadership development

Scalability Organizational health Proactive leadership

Health checks

Organizational resilience Operationalization Organizational health Leadership support Delegation Leadership development

Engagement Leadership support Leadership development

Management Organizational health Organizational resilience Leadership support Delegation Leadership development

Organizational resilience Operationalization Strategy Strategy operationalization Role clarity Leadership support Leadership development

Operational Management Focus Leadership support Leadership development

Organizational health Organizational resilience Organizational development Management Leadership support Leadership development