Status: 

MM: Management Member

"OK look this is what we need to do, let's do this. I'm also here for you, so if there's anything I can do for you, just tell me."

• Execute and drive your OKRs. Make plans and strategies on how best to deliver them. Own them.

• Take part in Management meetings.

  • Bring relevant information to the table from their

• • Team/School. How are they doing? What's been achieved? What's holding you back?

  • Bring a list of purchases made, and provide short justification for all.

• Evangelise our cultural principles among

• the company. If someone doesn't buy into them, find out why. Is it something innocent or is there a fundamental underlying issue?

• Ensure that your

• Team/School members are faithfully executing their Roles.

• Keep abreast of your

• Team/School members' personal development. Are they growing fast? Is something holding them back?

• You are responsible for running experiments within your

• Team/School. See Experiment Guide

• You are responsible for making smart money spending decisions within your

• Team/School. You approve the spending. You OKRs may impose limits on your spending, keep those in mind. You need to make sure that this money spent is good use of company resources. You must justify all your spending to the Management

• Team during the Management meetings. 

• Hold a 1::1 every two weeks, with every single member of your

• Team/School. See 1::1 Protocol

• Hold performance reviews every 6 months with every member of your

• Team/School. If the person in question has another leader other than you (because they may have two different

• Team/School leaders) then you should do the performance review with the other leader together. See Performance Review Protocol

• Make a case to Management for promotions/demotions/fires for your

• Team/School. Do this before holding performance reviews, so that you can present ratified decisions to your members during the performance review. You must collaborate with the other Team/School

• lead for this (if applicable).

• Ensure that

• company happiness and emotional health of your Team/School

• member stay high.

• Identify missing skillsets in your

• Team/School, and bring this need to the attention of Management. Ask the other member of your

• Team/School to help you identify these skill gaps. What team members would they like to have next to them?

• Maintain "office hours" that you keep yourself free and available for the team for. Total window size: 2 hours/week. Slot size: 20 min. See Appointment Slots for how to create one.