TOUT ce que tu dois faire pour tuer ta boîte (ou pas)

Summary

The video discusses common management mistakes that can kill a growing company. These include prematurely promoting top performers to management roles rather than hiring specialized managers; failing to set clear metrics for performance and culture; not properly training managers; delaying difficult conversations with poor performers; underestimating the importance of managerial courage to address issues promptly; and relying too much on natural interpersonal instincts rather than following effective management methodologies. The speaker stresses that good management requires learning and persistently applying proven techniques, even when uncomfortable, to sustainably boost team performance over time.

Takeaways

• 😀 Promoting top individual contributors to managers without proper vetting and training often backfires
• 👎 Failing to set clear performance goals and culture fit expectations leaves managers directionless
• 📚 Not investing in management training leads to years of mediocre performance
• 🔁 Recording and reviewing one-on-one meetings accelerates managers' development
• 😨 Delaying difficult conversations with employees allows problems to fester
• 🤝 Exemplifying courage and accountability yourself sets the tone for managers
• 💃 Managing requires following "unnatural" structured interactions, not improvising
• 🎯 Clearly communicating expectations avoids confusion and conflict
• 📈 Measuring employee satisfaction and performance enables management improvement
• ❤️ The best management practices also improve personal relationships

Q & A

What is the first management mistake that can kill a company?

Promoting your first employees to managers just because the company is growing. You need to openly hire for manager positions and select the best candidates based on a clear scorecard of required competencies.

What are the two key metrics to assess a manager's performance?

1. Improving team results over time. 2. Retaining team members over time.

How can you build courage in managers to have difficult conversations faster?

As a founder, work on your own courage through coaching and therapy. Establish a decision razor to constantly ask yourself what difficult discussions you should be having. And lead by example in having difficult conversations quickly.

What framework can help diagnose issues with an employee?

The '4-1s' framework: 1) Lack of competence 2) Culture mismatch 3) Unacceptable behavior 4) You are the problem.

What is the best way to help managers improve their skills?

Have your best manager train the others through simulations and practice. Record 1-on-1s and have managers review each other's tapes.

What happens if you do minor, sporadic management interventions?

Your managers will not improve over time. You need to invest time and resources into regular training.

What is management courage and why does it matter?

Taking difficult actions like feedback and termination conversations early. Otherwise problems fester and lead to worse outcomes later.

What is the key mindset shift managers need regarding relationships?

Move from implicit personal relationship habits to explicit professional management choreography. Things that work well personally often fail professionally.

What are some key management choreographies managers should learn?

Giving feedback, managing conflict through non-violent communication, clearly stating expectations, helping team members articulate their needs.

Why is it important to train managers properly?

Management skills are complex and counterintuitive. Without proper training, managers will damage teams and employee retention for years before figuring things out.