Adapting to Change in Fast-Paced Environments

Speed doesn’t kill startups. Lack of structure does. At Super.com, we scaled to $150M+ in revenue and 200+ team members without losing our edge. How? We built what we call Mission-Aligned Teams (MATs): a system inspired by Amazon’s single-threaded owners (STOs). STOs looked great for Amazon's scale but felt impossible for growing companies like ours. These 2 critical barriers made it impractical for most businesses and scale-ups: 1. Engineering Squad Requirements: True STO demands complete engineering teams (including managers) reporting to a single owner. At our size, we couldn't justify full engineering squads for each business unit. To make it work, we would have to quadruple our engineering headcount. 2. P&L Owner Complexity: STO leaders need unicorn-level skills: deep business acumen and P&L management experience. Not only are these leaders rare and expensive, but requiring all these skills in one person would have limited our talent pool and slowed our ability to launch new initiatives. What we needed was a model that captured STO's focus and accountability but worked for our size and growth needs. That's when we created Mission-Aligned Teams (MATs), a hybrid model that changed our execution (for good) Key principles: • Each team owns a specific mission (e.g., improving customer service, optimizing payment flow) • Teams are cross-functional and self-sufficient • Leaders can be anyone (engineer, PM, marketer) who's good at execution • People still report functionally for career development • Leaders focus on execution, not people management The results exceeded our highest expectations: New MAT leads launched new products, each generating $5-10M in revenue within a year with under 10 person teams. Planning became streamlined. Ownership became clear. Today, I’m giving away our Mission Aligned Teams Guide and Template and offering select high-impact 1:1 advisory calls on Intro, alongside the founders of Zillow, Reddit, Inc., and veteran VCs and experts like Andrew Chen If your team can’t answer “What matters most this week?” in under 5 seconds, it’s not a team. It’s a traffic jam. If you're scaling and structure is slowing you down, I can help. ✔️ Team design for execution ✔️ Scaling from founder-led to systems-led ✔️ Growth loops and organizational clarity ✔️ OKRs that actually drive results ------------------- 🚨 Want the exact Mission Aligned Teams Guide and Template we used to go from $0 to $150M+ revenue/year for FREE? • Like and share this post • Comment "MATs" I'll send you our entire MATs Guide — including the real team structures, internal templates, and step by step implementation guide that fueled our growth and built Super.com These are the same docs behind a Harvard case study and our $85M raise. No fluff — just what actually worked. This won’t be public for long, and due to time constraints, I'll be giving priority access for folks who shared this post. (photo credits to Manu Cornet)

Stop leading like it's 1995. Modern vs. outdated leadership: Most managers want to "lead modern teams." But no one describes what that actually looks like. It's not a motivational speech or a new app - It's the small choices you make about: ↳How work gets done ↳How people grow ↳How decisions get made. Here are 11 shifts that separate outdated from modern leadership: 1. Performance Reviews ↳Old Style: Sitting down once a year for a formal review ↳New Style: Having short weekly check-ins to ask "What's working? What's stuck?" 2. Healthy Work Pace ↳Old Style: Sending late-night emails and expecting quick replies ↳New Style: Blocking off recharge time and encouraging people to log off 3. Productive Meetings ↳Old Style: Weekly status meetings for every project ↳New Style: Meeting only to decide or unblock 4. Tools and Automation ↳Old Style: Blocking new tools to keep control ↳New Style: Approving safe tools and automating repetitive work 5. Sharing Information ↳Old Style: Keeping updates in private meetings or email chains ↳New Style: Posting decisions and notes in a shared document or channel 6. Developing People ↳Old Style: Giving quick answers when someone brings a problem ↳New Style: Asking "What do you think we should try first?" 7. Everyday Recognition ↳Old Style: Saving praise for annual awards or big launches ↳New Style: Giving frequent, specific recognition in the moment 8. Scaling Leadership ↳Old Style: Requiring every small decision to come through the leader ↳New Style: Creating checklists or playbooks so others can decide without waiting 9. Planning and Strategy ↳Old Style: Writing a detailed annual plan and sticking to it relentlessly ↳New Style: Testing a small pilot, then expanding if it works 10. Hiring Talent ↳Old Style: Choosing candidates from well-known schools or companies ↳New Style: Choosing candidates who show they can learn quickly and adapt 11. Career Growth Paths ↳Old Style: Expecting employees to climb a single ladder ↳New Style: Supporting lateral moves, new skills, and trial roles None of these changes require a new budget or a new title. They just require managers willing to trade control for clarity - And old habits for better systems. Which one of these shifts feels most relevant to you right now? --- ♻️ Share this to help inspire more modern leaders. And follow me George Stern for more leadership content.

75% of cross-functional teams are dysfunctional. That’s not just a statistic, it’s a warning sign. Misalignment, unclear roles, delayed decisions, and missed deadlines are not signs of poor talent. They’re signs of poor clarity. And no amount of hard work can compensate for a lack of it. In high-performing teams, clarity isn’t a luxury, it’s a system. Two proven frameworks I’ve seen transform team effectiveness are: 1. DACI: A Decision-Making Framework DACI creates structure around who decides what, a common source of friction in cross-functional settings. Here’s how the roles break down: 1) Driver – Leads the decision-making process. 2) Approver – The final decision-maker. 3) Contributors – Provide insights and recommendations. 4) Informed – Kept in the loop on the outcome. When to use DACI: - Strategic decisions with multiple stakeholders - Product development or vendor evaluations - Situations where decisions are delayed or disputed 2. RACI: A Responsibility Assignment Framework RACI brings clarity to who is responsible for what, especially during execution. 1) Responsible – Does the work. 2) Accountable – Owns the result. Only one per task. 3) Consulted – Offers advice or feedback. 4) Informed – Needs updates, not involvement. When to use RACI: - Project rollouts - Process handoffs - Cross-functional initiatives with shared ownership Key Difference: - DACI is for decisions. - RACI is for execution. Together, they reduce friction, eliminate ambiguity, and ensure the right people are involved at the right time. What’s Changing in 2025? 1) Teams are blending DACI + RACI in agile environments, one for planning, the other for execution. 2) Tools like Asana and ClickUp are embedding these frameworks into workflows. 3) AI is helping auto-suggest roles based on project patterns. 4) Clarity is being embedded into culture, not just project charters. If your team is stuck, slow, or stressed… chances are, clarity is missing, not commitment. So here’s a question worth reflecting on: - Is your team clear on who decides, who delivers, and who is just being kept in the loop? Because without that clarity, dysfunction is inevitable, no matter how talented your people are. #Leadership #DecisionMaking #Collaboration #TeamPerformance #DACI #RACI #CrossFunctionalTeams #Execution #Leadership #3prm #tprm #thirdpartyrisk #businessrisk

Saturday ➝ Appreciation Monday ➝ Layoff… The corporate landscape can be unpredictable, and the topic of layoffs, while uncomfortable, is something we can't ignore. Instead of feeling powerless, let's focus on being prepared. Every employee should keep "ready" to navigate potential layoffs! 1} Resume = Living Document ➥Not just your resume. This is a living document of your impact. ~Quantifiable achievements, positive feedback, project successes, and even "lessons learned" moments. ~Update it monthly. Include screenshots, links, and testimonials. Think "show, don't just tell." 2} Network Nurturing ➥Networking isn't just for job hunting. It's about building genuine connections before you need them. ~Aim to reconnect with 2-3 contacts weekly. ~Offer help, share valuable insights, or simply check in. 3} Side Hustle ➥Exploring potential income streams outside your 9-to-5 provides options and boosts confidence. ~Dedicate a few hours weekly to a passion project or freelance work. ~Even small earnings build momentum. 4} Skill-Up Sprint ➥Staying relevant is crucial. ~Identify 1-2 skills in demand in your industry to actively develop. ~Utilize free online courses, webinars, or volunteer for projects that stretch your abilities. 5} Financial First-Aid ➥Beyond a basic emergency fund, understand your essential monthly expenses and have a clear budget. ~Calculate your "runway" – how many months you can cover your necessities without income. ~Aim for at least 3-6 months. 6} Well-being Buffer ➥Stress is inevitable during uncertain times. ~Proactively build healthy habits to protect your mental and physical health. ~Schedule regular exercise, mindfulness practices, or time for hobbies. A resilient mind is your best asset. 7} Intellectual Property ➥Be clear on what belongs to the company and what innovative ideas or personal projects you've developed independently. ~Keep personal project files separate and document any independent creations. ~Projects = Offering to the next Company. 8} Professional Storytelling ➥Being able to articulate your value proposition concisely and compellingly is key in any situation. ~Practice your "elevator pitch" focusing on your key skills and achievements. ~Tailor it for different companies. 9} Gratitude & Growth Mindset ➥Even in tough times, focusing on what you've learned and expressing gratitude can maintain positivity and open new doors. ~Keep a gratitude journal and actively look for learning opportunities in every experience. ~Skills are everywhere but positive attitude is very rare. Layoffs are inevitable in Corporate so always having a Backup Plan is Crucial. What are your tips to survive the uncertainty of Corporate? Follow Pranav Gupta For More ✅️

More often than not, people who change jobs later admit they did it too early. They moved not because they had clarity, but because they were uncomfortable with not knowing. That discomfort is costing people their best career moves. If you feel restless at work but cannot yet articulate what you want instead, that is not a weakness. It may be the most strategically useful phase of your career. Here’s how to use it well: 1. Treat uncertainty as an expansion, not a gap When you stop forcing yourself to name the next role, you give your thinking room to widen. Instead of asking what job you want, ask where you have done your best work before and under what conditions. Patterns emerge when pressure lifts. 2. Learn to separate signals from fear Ambiguity makes everything louder, especially anxiety. Fear pushes you toward familiar roles that look good on paper. Curiosity shows up quietly in the work you lose track of time doing. One leads to safety. The other leads to direction. 3. Build your future around skills, not titles Titles lock you into narrow paths. Skills travel. Inventory what you are genuinely good at and where those capabilities could matter in different contexts. Then identify one or two skills worth deepening before you decide anything else. 4. Replace purpose statements with purposeful days Purpose rarely appears as a single sentence. It shows up in how you allocate your time, who you help consistently, and what you choose not to pursue. Alignment comes from daily decisions, not grand declarations. Career clarity is often iterative and occasionally messy. Rushing to resolve uncertainty usually trades short-term relief for long-term regret. If you are between chapters, resist the urge to force an answer. The uncertainty is not something to escape. It’s information worth listening to.

I've tried 100s of time management techniques.  This is by far my favourite: I used to work 80 hrs/week and call it "productive." When really I was: - Attending pointless meetings - Fighting countless small fires - Being involved in every decision Now I work less than 70% the time and get 4x as much done. The Eisenhower Matrix helped me get there.  It teaches you to categorise tasks by importance and urgency. Here's how it works: 1. Do It Now (Urgent + Important) Examples: - Finalise pitch deck before investor meeting tomorrow. - Fix website crash during peak customer traffic. - Respond to press interview request before deadline. Best Practices: - Attack these tasks first each morning with full focus. - Set a strict deadline so urgency fuels execution. 2. Schedule It (Important + Not Urgent) Examples: - Plan quarterly strategy session with leadership team. - Map long-term hiring plan for next 18 months. - Build a personal brand content system for LinkedIn. Best Practices: - Protect time blocks in advance. Never leave them floating. - Tie them to measurable outcomes, not vague intentions. 3. Delegate It (Urgent + Not Important) Examples: - Handle inbound customer service queries this week. - Organise travel logistics for upcoming conference. - Update CRM with latest sales call notes. Best Practices: - Build playbooks so your team executes without confusion. - Delegate with deadlines to avoid wasting time. 4. Eliminate It (Not Urgent + Not Important) Examples: - Tweak logo colour palette again for fun. - Attend generic networking events with no ICP fit. - Review endless “best productivity tools” articles. Best Practices: - Audit weekly. Cut anything that doesn’t compound long-term. - Replace low-value busywork with rest, thinking, or selling. If you are always reacting to what feels urgent,   You'll never focus on what matters. Attend to the tasks in quadrant 1 efficiently,  Then spend 60-70% of your time in quadrant 2.    That's work that actually builds your business. Which quadrant are you spending too much time in right now?  Drop your thoughts in the comments. My newsletter, Step By Step, breaks down more frameworks like this. It's designed to help you build smarter without burning out. 200k+ builders use it to develop better systems. Join them here:  https://lnkd.in/eUTCQTWb ♻️ Repost this to help other founders manage their time.  And follow Chris Donnelly for more on building and running businesses. 

Remote work is amazing. Until your living room starts feeling like a boardroom and your workday never really ends. Sound familiar? While remote work offers flexibility, it also comes with unique challenges like blurred boundaries, screen fatigue, and the struggle to truly disconnect. The key? Intentionality. I dive into the 7 biggest challenges of remote work and share strategies to overcome them: 1️⃣ Blurred Boundaries 👉 Challenge: When your home becomes your office, the lines between work and personal life often vanish. 💡 Solution: Set clear working hours and communicate them to your team. Create a dedicated workspace to mentally “leave work” at the end of the day. 2️⃣ Feeling Always ‘On’ 👉 Challenge: The convenience of technology means work can follow you everywhere—into meals, weekends, and even vacations. 💡 Solution: Use “Do Not Disturb” settings on your devices and schedule intentional breaks. Protect evenings and weekends by turning off work notifications outside your set hours. 3️⃣ Isolation 👉 Challenge: Without the energy of a shared office space, many remote workers experience loneliness or disconnection from their teams, affecting morale and mental health. 💡 Solution: Schedule regular virtual coffee chats with colleagues to nurture relationships. Consider joining local co-working spaces or community groups for social interaction. 4️⃣ Overlapping Roles 👉 Challenge: Balancing work responsibilities with household duties—like childcare, cooking, or chores—can create stress and distract from focused work. 💡 Solution: Communicate with family or roommates about your work schedule and boundaries. Use tools like time-blocking to separate work and home duties effectively. 5️⃣ Technology Overload 👉 Challenge: Spending hours on video calls, emails, and digital tools can lead to screen fatigue and overwhelm. 💡 Solution: Build screen-free breaks into your schedule and evaluate which meetings can be replaced with emails or asynchronous updates. 6️⃣ Lack of Routine 👉 Challenge: Without the structure of a commute or office rituals, days can feel unanchored. 💡 Solution: Establish a consistent morning routine that signals the start of the workday. Incorporate rituals like exercise, journaling, or a designated start time to set the tone. 7️⃣ Difficulty Unwinding 👉 Challenge: When your workspace is just a few steps away, it can be tempting to keep working—or hard to stop thinking about unfinished tasks. 💡 Solution: Create an end-of-day ritual to signal the workday is over. This could be going for a walk, tidying your workspace, or planning the next day’s tasks. Balance isn’t about perfection. It’s about making space for what truly matters. How have you tackled these challenges in your remote work journey? Share your thoughts or tips below! 👇

I used to think working from home automatically means more productivity and more free time. No commute. No office distractions. Sounds perfect, right? But after working from home for the last 5 years, I’ve learned something important: Remote work is not easy. It demands a different level of discipline and consistency. When your home becomes your office, the lines blur fast. - Work time becomes personal time. - Breaks become endless scrolling. - And “I’ll do it later” becomes a daily habit. Remote work isn’t just a setup. It’s a skill you must master. Here are some practical things that actually help: 1. Create a non-negotiable routine Not a fancy one. A realistic one. Wake up, get ready, and start work at a fixed time. Your brain needs signals to switch into “work mode.” 2. Designate a work zone Even if it’s just a corner of your room. Sit there only for work. When you change spaces, your focus changes too. 3. Set clear boundaries (with others and yourself) Just because you’re home doesn’t mean you’re available. Communicate your work hours clearly. And stop replying to messages outside those hours. 4. Plan your day before it starts Don’t start your day reacting to notifications. Write down 3 important tasks for the day. Finish them first everything else is extra. 5. Track time, not just tasks You might be “busy” all day but still get nothing done. Time tracking shows where your energy actually goes. 6. Take intentional breaks Not random breaks. Step away, stretch, drink water, or take a short walk. Rest helps focus. Guilt-free rest is powerful. Remote work gives freedom but freedom without discipline creates chaos. Once you learn to manage your time, space, and energy, remote work becomes a real advantage. It’s not simple. But it’s absolutely worth mastering. 🔁 Repost if you found this helpful. Follow Swati Mathur for more.

Meetings cut in half. Escalations down 75%. No new tools required. A cross-functional marketing team at a major global retailer was drowning: only 22% thought their meetings were a good use of time, and just 39% understood the metrics they were being evaluated against. No calendar audit fixed it. What did? Getting their team working norms aligned, starting with cross-functional goals. With help from Sacha Connor at Virtual Work Insider, the team worked through five intensive 90-minute sessions over two months. Three focus areas made the difference: 🔹 Align goals before anything else. They mapped KPIs side by side and found one function's top priority barely registered for the other. They worked to get aligned, and shared understanding of team metrics went from 39% to 83%. 🔹 Clarify decision rights first. Designated points of contact absorbed a brutal 15:1 staffing ratio, without adding headcount. It also cut down on meetings ("where are we on X") and reduced escalations by 75%! 🔹 Create norms for communication. One rule on Teams: drop an eyeball emoji to acknowledge you've seen a message. Information-flow effectiveness jumped from 41% to 83%. As Sacha put it about Team Working Agreements: most companies put a toolkit on the intranet, maybe a couple teams download it, work through the logistics and call it done. It's not. Three-quarters of teams have never established formal norms. If you're about to layer AI on top of that foundation, you're building on sand. 👉 Full case study in today's newsletter, linked in comments What's actually standing in the way of your team doing this work? #Meetings #Management #AI

Enhancing cross-functional collaboration is one of the biggest benefits Product Ops offers. Acting as a bridge between product, engineering, design, and sales, it keeps everyone aligned on priorities and goals. This alignment helps teams make decisions faster and frees up product managers to focus on delivering value. By removing roadblocks and creating clear processes, it also reduces the friction that can slow teams down. It makes collaboration smoother and ensures everyone is on the same page. Here are five steps to improve collaboration across teams: 1. Create Clear Roles and Responsibilities: Ensure all teams understand their role in the product lifecycle to reduce confusion and improve efficiency. 2. Standardize Cross-Functional Processes: Implement consistent processes for roadmaps, strategy documents, and release planning to ensure teams are always aligned. 3. Regular Cross-Functional Reviews: Hold monthly or quarterly reviews to keep everyone on the same page about goals, progress, and roadblocks. 4. Promote Visibility and Transparency: Use tools to enhance visibility, allowing all teams to track progress, understand priorities, and collaborate seamlessly. 5. Create Communication Forums: Establish regular meetings such as roadmap reviews and quarterly business reviews to maintain constant feedback loops across teams. For any product team looking to streamline workflows, Product Ops isn’t just a nice to have—it’s essential. How are you using Product Ops to align your teams? Drop your thoughts below. #productops #crossfunctionalcollaboration #productmanagement #productstrategy #productmanager