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In Episode 04 of our Breakthrough Leadership video blog, Greg and Matt discuss how to lead your team as it grows.

The methods of communication that worked within a small team, won’t travel the same when managing a large, decentralized team. Your message gets diffused. The true challenge of managing organizational growth is getting everyone on the same page.

Whether your organization has 10, 100, or 10,000 employees, keeping everyone on the same page is an intricate challenge.

In this episode you will learn:

  • How to adjust your message so it translates as your team grows.
  • Why you should carefully evaluate the timing of promoting team members into leadership.
  • Why it’s important to focus on shaping company culture, not just communicating a message.

Lead Your Team and Keep Them on the Same Page

As you grow your team, the most important contribution you can make as a leader is ensuring everyone is on the page.

One way to accomplish this is by verifying everyone comprehends what your organization does. If asked, could they recite your mission? Does your team grasp your organization’s culture? Can you tell this from their words and behaviors?

There are several areas to monitor as your team grows. First, be sure everyone on your team understands their individual roles and responsibilities.

Next, make it clear how each team member contributes their expertise within your organization. Before you promote a new leader, you should both agree they are prepared for their role. Are they prepared for the challenges ahead? Do they possess the requisite competencies?

Finally, identify whether their core beliefs are aligned with your mission? Do their values agree with your mission?


#1 – Adjust Your Message

  • As your team grows bigger, make your message more simple.
  • Break complex messages into small bites.
  • Be prepared to be repetitive. There’s an inverse relationship between team size and the need for simplicity. The larger the team, the more important it is for you to use simplified messages.

#2 – Adjust Roles and Timing

  • Instead of leaving people in the dust, assess whether they’re ready to grow within the organization.
  • Just because a team member was first to arrive, doesn’t mean they’re ready to lead. The first ten team members, who were good at following your lead, won’t necessarily be the same people who are ready and interested in leading ten new team members.

#3 – Focusing On Culture Shaping

  • When it comes to communicating your culture; repeat, repeat, repeat.
  • As a leader, you must assume responsibility for shaping the culture.
  • Intentionally instill your culture at each phase of organizational growth.
  • You inject a culture automatically on a small team. Make sure it’s the culture you want.
  • You must change your tactics when you manage a larger team. Culture shaping is the #1 job of the leader; especially for large, decentralized teams.

Add your comments below. What is the most difficult challenge you’ve faced managing small teams versus large teams?

About Matthew

Matthew DeYoung is a serial entrepreneur. He is the cofounder of Breakthrough Leadership. He has been a cofounder of six other internet-based startup businesses. His past consulting clients have included Walt Disney, Universal Studios, Target, NASCAR, and the NBA. As a learner, he is always trying to demystify the leadership aspects of business. Matthew has been married for 17 years and has two daughters.

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