Monthly Archives: August 2010

Ben’s last post on minimizing corporate politics generated a bunch of interesting comments. One set of commenters essentially asked, “gee, why should an employee be motivated first by a company’s success rather than by their own success”? Frankly, this surprised both of us.

So I suggested that Ben answer this line of questioning directly, which he does in his latest post The Right Kind of Ambition. In addition to his trademark rap quote, he also quotes esteemed management philosopher Theodore Geisel—a.k.a. Dr. Seuss—speaking in the voice of Yertle the Turtle. That’s got to be the first time Drake and Dr. Seuss appear on the same page of, well, anything.

As companies grow, they often get more political—by which I mean, people start advancing their own agendas by means other than merit or contribution.

Ben explains in his latest blog post what a CEO can do to minimize corporate politics. It’s not intuitive. For example, Ben points out that CEOs need to give career guidance to junior employees in a very different way from giving advice to executives. Read the post to learn how to minimize politics—especially around the traditional flash points of performance reviews, promotions, and re-orgs.

These days, entrepreneurs spend a lot of time thinking about scaling their products. No one wants to build the next Facebook only to watch their technical infrastructure crumble when user growth takes off.

Entrepreneurs rarely think as much or as deeply or as rigorously about how to scale their companies. Best practices for scaling human organizations are harder to find, and the whole endeavor feels much more like an art than a science.

Ben leaps into this information void with his latest blog post titled Taking the Mystery out of Scaling a Company. This post will be the first of a series Ben will write on this topic because each skill CEOs must learn to scale their companies—such as designing and rolling out re-organizations, hiring functional executives for functions they’ve never done personally, optimizing incentive systems, and so on—need a post (or three) of their own.