As an organization reaches certain scale, it is inevitable, at least due to the current limitation set by human interaction mechanisms (e.g. verbal communication, synchronous meetings, groups, hierarchies, physically independent) that there is a certain level of structure that needs to be put in place to manage the organization.
There is a few frameworks that can be useful when scaling the leadership. It’s local applications of the general management frameworks, so let’s explore how they can be relevant to scaling leadership.
1. Convergence <> Divergence framework
This framework demonstrates how to navigate within the horizontal layer (x-axis) of management.
As your organization scales, one thing you constantly run into is the overall increase in diversity within the organization. The proportion of diversity may increase or decrease, but the absolute number of diverse entity (in this case, employees) will simply increase as your headcount grows.
The society today upholds diversity as an absolute virtue. Diversity across educational backgrounds, race, ethnic group, gender, age is something we all pursue vigorously. It seems almost trivial to choose diversity over conformity or homogeneity in any discussion.
However, to put things into perspective, nature having evolved through millions, if not billions of years, may provide a slightly different view to this pro-diversity world. The balance and the timing of convergence and divergence play important roles in reaching the global optimum in any search space. The selection pressure from the environment acting as a converging force, offset by mutation from perturbation balancing as a diverging force are what make organisms so durable and adaptable to the ever-changing world we’re living in.
Company values are what the people within the organization believe in. Decisions, actions, hires/fires, promotions/demotions are based on the company values and they are the fundamental building blocks for a strong, great company culture.
Of course, there are many good values in the world, but company values cannot list them all. Rather, the company’s core values should embody a set of unique beliefs, and should be simple enough to be remembered and used during daily conversations and work.
So, without further ado, here are our seven core values at SendBird:
1. Endless tenacity for customers
“Only the paranoid survive” – Andy Grove, Intel
Customers existed before a company did. Facing a problem, few people dared to find a solution, and customer value was created. The organized and deliberate effort of finding a solution later evolved to become a company that we know today. We exist to satisfy the customers, then to leap beyond the status quo and create innovative solutions to problems that the customers are not even aware of yet. The journey will be challenging and frustrating, but endless tenacity is the only path to the true customer happiness.