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When you started this company, you had to do it all yourself. You called every shot. But as your startup grows, that same grip-the-wheel-tight approach will steer you wrong. Especially with your sales team.
Salespeople aren't robots awaiting your command. They're skilled problem-solvers who know your customers best. They need space to experiment, not constant top-down.
Think about it this way:
If you're always telling your reps exactly what to do, how will they ever learn to think for themselves? How will they get better? Hint: They won't.
I get it though. It's scary to let go.
You worry they'll screw up, cost you deals. But the truth is, micromanaging is costing you more. It's smothering your team's potential.
So what's the alternative?
Bottom-up leadership.
- Hire smart people, then give them the freedom to innovate.
- Let them test new pitches, get creative in negotiations.
Some stuff will flop, but some will be pure genius. Stuff you never would've thought to try.
For instance,
At Twilio, the sales team had a quota – and full autonomy to reach it. Reps experimented with different tactics and shared their breakthroughs with teammates. This drove more innovation than any top-down playbook could.
As your sales team grows, empower your seasoned reps to guide the newbies. Build a culture where everyone's swapping insights, not just reporting to you. Have your HR lead remind you to coach, not control.
And hey, this doesn't just apply to sales.
- Let your product team take smart risks.
- Trust your marketers to dive into new channels.
Bottom-up innovation can unlock incredible opportunities.
When Android launched, Google didn't dictate every feature. Engineers had freedom to prototype wild ideas, like voice typing. Some failed, but others became killer features. Bottom-up innovation made Android a smash hit.
Here are some tips you can start implementing right away…
- Start small: Gradually give your team more autonomy. Begin by letting them make smaller decisions and work up to bigger ones as they prove themselves.
- Set clear goals: Give your team clear objectives and metrics, but let them figure out how to achieve them. This provides direction without micromanagement.
- Schedule regular check-ins: Instead of constantly monitoring your team, set up weekly or bi-weekly meetings to discuss progress, challenges, and ideas. This keeps you in the loop without suffocating them.
- Celebrate successes: When your team members innovate or exceed expectations, publicly recognize their achievements. This reinforces the value of bottom-up thinking and encourages more of it.
- Lead by example: Show your team what bottom-up leadership looks like by being open to their ideas and feedback. If you want them to innovate, demonstrate creativity and risk-taking yourself.
- Use personality assessments: I’ve developed a tool Predictive Index. it can help you understand each employee's work style, motivations, and ideal responsibilities. This insight allows you to delegate and manage more effectively.
The Predictive Index is a powerful tool for understanding your employees' work preferences. By having your team take this personality assessment, you'll gain valuable insights into how to manage and motivate each individual.
For example, you might learn that one rep thrives on independence and experimentation, while another prefers more structure and guidance. With this knowledge, you can adapt your leadership style to bring out the best in everyone.
Founders, I know letting go is tough. In startups, top-down control is tempting. But it's a mistake. Put your faith in the amazing team you've built. Let them do what you hired them to do.
When you embrace bottom-up leadership, you won't just grow your company. You'll grow a team that can take on the world.
As David Ogilvy put it, "Hire people who are better than you are, then leave them to get on with it."
