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Managing Work Stress

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Managing Work Stress

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Give away your Legos

Give away your Legos

In a startup, if you want to grow as fast as your company, you have to give away your job every couple months.

At a scaling startup, giving away responsibility is the only way to move on to building bigger and better things.

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Molly Graham

A week ago, someone might have told you they hate their Legos and want to get rid of them. But as soon as you hire someone else, they suddenly want to hang on to all of them.

MOLLY GRAHAM

29

110 reads

50 to 200 Employees

50 to 200 Employees

If you want your team or company to have certain values, to care about certain things, to act in certain ways, the time to do it is in these first 200 people — or the first 100 if possible. After that, a lot of other stuff takes hold.

Hiring is a network effect. The first 100 people...

31

72 reads

High performers in startups

High performers in startups

People who are successful at fast-growing companies:

  • Are able to adapt to the chaos and uncertainty of adding new people
  • Redefine their jobs on a regular basis (every 3-6 months)
  • Accept the uncomfortable emotions that come when teams double in a short period of time

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123 reads

Molly Graham

If you want to be one of these type of people who started at Facebook at 25 people and ended up running a huge department, you have to get really good at giving away your Legos. If you hold on to answering customer support queries yourself or writing all the blog posts yourself, you’re never ...

MOLLY GRAHAM

29

93 reads

Checklist for founders eyeing rapid growth

Checklist for founders eyeing rapid growth

  1. Write down the qualities you want your company to embody.
  2. Write down your vision — what you’re doing in the world.
  3. Communicate these things again and again, all the time. You can’t overcommunicate these ideas.

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77 reads

Advice to leaders

Advice to leaders

  • Help people understand it's normal to feel anxious or scared. This is what they should expect during rapid growth.
  • Encourage them to ride their emotions out and postpone acting on their emotions when new people come aboard.
  • Set up 1:1s after a month to see how eveyone is hand...

32

86 reads

30 to 50 Employees

30 to 50 Employees

This is where everything gets hard and you go from being a family to being a company.

This stage is about developing the right principles. Write down your mission, values and philosophies. Make it clear who you are and how you do things.

Talk about those thing...

33

82 reads

200 to 750 Employees

200 to 750 Employees

Whatever your company looks like at this stage is how it will be when you're older and bigger.

After 200 employees, any shift in culture requires a lot of work from all leaders within the company. However, when you see a trend over time that you don’t like, you need to aggressively ...

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69 reads

Find a bigger Lego tower

Find a bigger Lego tower

Adding people doesn’t mean there’s less work for the people that are already there. It means that the entire company can do more.

This is an opportunity to find a new job — a bigger and better Lego tower to build. It's more about shifting t...

31

110 reads

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Building the future @Deepstash Check my alt account @ocpodariu for tech ideas

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