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 your 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 Your 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 regular 1::1 every two weeks1s, with every single member of your Team/School. See 1::1 Protocol
Hold regular performance reviews every 6 months with reviewswith 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.