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One of the most interesting (and popular) images on the Lighthouse blog is this one:
Your communication grows *geometrically* as you add more people to your team.
This is true for your 5 person startup growing to 10, and as a manager having your team grow from 4 to 8 people...
Your communication grows *geometrically* as you add more people to your team.
This is true for your 5 person startup growing to 10, and as a manager having your team grow from 4 to 8 people...
2/ This reality presents a lot of challenges, and leads to 2 key mistakes:
1) You think if you've mastered managing a few people, you can equally crush managing a large team
2) You get in a mode thinking about managing n+1 team members instead of thinking about scaling yourself
1) You think if you've mastered managing a few people, you can equally crush managing a large team
2) You get in a mode thinking about managing n+1 team members instead of thinking about scaling yourself
3/ Understanding this concept is one of the key differences between a new manager and a veteran.
The veteran leader recognizes when things they're currently doing will break in the future and plans ahead.
The inexperienced manager will slam right into the wall.
The veteran leader recognizes when things they're currently doing will break in the future and plans ahead.
The inexperienced manager will slam right into the wall.
4/ How do veteran leaders navigate this? They follow a few key rules:
1) The Rule of 7
- Teams work best when they're no larger than ~7 people.
@JeffBezos calls this the 2 pizza rule.
@rands calls it the "Rule of 7+/-3" https://randsinrepose.com/archives/seven-plus-or-minus-three/
@ttunguz says "roughly 7" as well
1) The Rule of 7
- Teams work best when they're no larger than ~7 people.
@JeffBezos calls this the 2 pizza rule.
@rands calls it the "Rule of 7+/-3" https://randsinrepose.com/archives/seven-plus-or-minus-three/
@ttunguz says "roughly 7" as well
5/ Knowing that is coming, they plan ahead for when they hit / exceed that number:
1) Ask their team who has interest in being a manager
2) Start teaching people how to be a manager, and possibly try it out with an intern
3) Make sure budget is ready for those promotions
1) Ask their team who has interest in being a manager
2) Start teaching people how to be a manager, and possibly try it out with an intern
3) Make sure budget is ready for those promotions
5b/ If no one wants to be a manager on the team, then you find out *well before* you need to have managers reporting to you.
This allows you to either:
A) Create a job rec for a manager to hire in
B) Make sure one of hires 5-9 on your team have management interest
This allows you to either:
A) Create a job rec for a manager to hire in
B) Make sure one of hires 5-9 on your team have management interest
6/ Then, like the perfect no-look pass, the veteran promotes *2 managers* at once, bc:
1) All your training can be done on 2 people at once instead of likely twice in a few months
2) Both can have fewer direct reports as they settle in
3) Both have a peer to support each other
1) All your training can be done on 2 people at once instead of likely twice in a few months
2) Both can have fewer direct reports as they settle in
3) Both have a peer to support each other
And for you, promoting two managers at once means you can move everyone to reporting to the managers at once.
This saves you in a few ways:
1) There's no politics around who still reports to you.
2) 100% of your focus can be on those 2 new managers and your new responsibilities
This saves you in a few ways:
1) There's no politics around who still reports to you.
2) 100% of your focus can be on those 2 new managers and your new responsibilities
If you're already feeling like your team is too big, or know it's coming, then you'll learn a lot more from our full, in depth post here: https://getlighthouse.com/blog/developing-leaders-team-grows-big/
And if you want these kinds of lessons right to your inbox every week, sign up here: http://bit.ly/GetLighthouseBlog
And if you want these kinds of lessons right to your inbox every week, sign up here: http://bit.ly/GetLighthouseBlog
