Scaling People: Tactics for Management and Company Building

There is a world of information and knowledge around you that you need to be receptive to. If you’re not a good listener, then it’s hard to imagine how you can be a good leader.

When you’re ready to communicate the change, consider crafting a message to each individual who will be affected. Take care to highlight the benefits of the new structure for those who might experience no longer reporting to you as a loss. Explain why the new structure best supports the team’s strategy and how the person fits into the new structure

Founding documents detail the plans for the entire enterprise, including the company’s long-term goals and principles and your company philosophy: why and how you exist and operate.

Jeffrey Garten, say, “The greatest lesson you will learn here is that your biggest strength is also your biggest weakness.”

Second, at Stripe we believe longform writing leads to higher-quality thought.

You might have encountered a company or team with a bad operating system. In these environments, there’s often a lot of confusion about who is doing what, and about which goals a team is accountable for and which stakeholders they’re accountable to.

“Where do I want to go?”

“Every day, you all choose where to put your time. My goal is to give you the information to make the best decision.”

As an example, each Sunday night ahead of our standing Monday meeting, the Stripe leadership team shares snippets of key information from the past week, priorities for the upcoming week, and progress on action items. Much of the Monday meeting agenda is derived from those snippets.