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In this article, I break down: Essential leadership skills for navigating the fast-paced SaaS landscape. Proven frameworks for optimizing team performance and driving results. Actionable insights to overcome common scaling challenges. Whether you're a seasoned leader or just starting your scaling journey, this guide has something for you. Click here to read it now: https://lnkd.in/gwxtQZCY Let me know in the comments: What are your biggest challenges when scaling a SaaS company? Let's start a conversation! #saas #scaling #leadership #growth #startup #technology #business P.S. Do you know any SaaS leaders who could benefit from this guide? Please share it with them!

OKRs (Objectives and Key Results) trace back to Andy Grove at Intel, who believed that setting clear goals and measurable milestones was the best way to drive growth. John Doerr then introduced them to Google, and suddenly everyone wanted in. Why have they stuck around? Because done well, they can align everyone in the organisation to the organisation's goals and deliver impressive outcomes. OKRs force you to pick big, ambitious Objectives and then lock in a few Key Results that show whether you’re getting closer to that ambition. It’s about creating clarity and momentum in a high-growth organisation. The aim is to have a bold objective that links back to the strategy, supported by a limited number of measurable key results. The Objectives are the "what" of the strategy: clear, actionable and inspiring. The Key Results are measurable and track the "how". They are time-bound and support targets and deadlines, but they also adapt to circumstances. They should stretch people, if everyone is at 100%, they are not ambitious enough. At Google, the intention was for individuals to achieve 60-70% of each key result. Done badly, OKRs just become another box-ticking exercise, with too many “key” results and not enough true focus. They are not a tool for managing tasks but for giving space for teams to achieve outcomes and impact. They cannot substitute for sound judgment, strong leadership, or a creative workplace culture - all these are prerequisites for success. Here is what John Doerr said about the impact of OKRs at Google: "While Larry and Sergey had few preconceptions about running a business, they knew that writing goals down would make them real...They intuitively grasped how OKRs could keep an organization on course through the gales of competition or the tumult of a hockey-stick growth curve." Eric Schmidt, who two years later became Google’s CEO, told author Steven Levy, “Google’s objective is to be the systematic innovator of scale. Innovator means new stuff. And scale means big, systematic ways of looking at things done in a way that’s reproducible.” Far from making an organisation bureaucratic, OKRs done well make it agile and ensure vertical and horizontal alignment. They drive laser focus and the pursuit of greatness. How are OKRs used in your organisation? Is it a meaningful, essential part of strategic planning or a tick-box task left until the last moment? #OKRs #KPIs #goalsetting #leadership #performance management Enjoy this? ♻️ Repost it to your network and follow me Holly Joint I write about navigating a tech-driven future: how it impacts strategy, leadership, culture and women. All views are my own. Image created using MidJourney

As a founder or leader in a SaaS startup or scale-up, you’re constantly balancing strategic planning with day-to-day operations. It can make it difficult to keep the focus on growth at times. This is especially true when building a scalable platform for customer success. This is where an experienced fractional resources can make an impact. By tapping into specialized skills and knowledge on a flexible, cost-effective basis, you can reduce the load and maintain that focus on other high-priority areas. Here’s how I can help: • Evaluate your customer success team and processes to recommend when to scale up and the right approach to take. • Identify key operational improvements in customer experience processes that drive better outcomes. • Serve as a part-time resource to ensure any changes deliver success. • If needed, step in as an interim customer success manager for client engagements or during high-stakes opportunity cycles. • Share knowledge, coach, and mentor your team, drawing from my expertise in customer experience, delivery, and operations. If this sounds like it could help your team and your  grow the business quicker then let’s connect!  DM me to arrange a time to chat. #CustomerSucesss #CustomerExperience #SaaS #Operations #FractionalResource #Leadership #Startups #Scaleups #BusinessGrowth #Mentorship #ProjectManagement #DrivingValue #CustomerOutcomes

Doer | Driver | Disruptor: Link to previous posts from this series in the Comments. In the last few posts, I spoke about the need for employees to shift from Doers to Drivers, and then to Disruptors. Merely getting the job done can no longer sustain growth in today’s winners-only business environment. Constant innovation and dedication to staying on top demand a more aggressive culture, one where every team member feels empowered to challenge norms and to drive change. How do you create such an environment as a leader? 1. Encourage Self-Reflection: Start by helping your team understand where they currently stand. How many of them are Doers, Drivers, and Disruptors? Practical tip: Organize sessions in isolation and in groups, with exercises focused on sharing backgrounds, strengths and journeys. 2. Promote Continuous Learning: Innovation thrives in a learning environment. Offer opportunities for upskilling and cross-functional training. Equip your team with the latest tools and knowledge to think above and beyond their immediate tasks. Practical tip: Align quarterly and annual goals, with a set cadence for self and group-based updates to create ownership and accountability. 3. Foster Open Communication: Create a safe space where employees feel comfortable sharing ideas and feedback. Let them question organizational business models, policies and processes without fear of retribution. Practical tip: Pencil in a quarterly session focused on feedback. Set the ground rules and expectations upfront so the sessions are not derailed. Ask for issues to be presented along with practical solutions. 4. Encourage Cross-Functional Team Collaboration: Encourage people to collaborate across departments. Diverse teams manifests unique perspectives, which can lead to groundbreaking ideas and efficiencies. Practical tip: Create groups of 6 with members from different functions and geographies. Each group will act as Personal Advisory Boards, so they support each other through a continuous journey. Groups can be given the option to work on team projects versus individual goals. Assign a coach to each group. 5. Set Clear Goals and Rewards: Define what success looks like, both for the organization and for your team. Be sure to publicly recognize those who go above and beyond. Celebrate disruptors who challenge the status quo and drive significant innovation. Practical tip: Create tiers of success, map them to badges and awards, and present them on a leaderboard. 6. Lead by Example: Show your team that you're committed to disruption. Be the first one to ask, “Why are we still doing things this way?” Demonstrate risk-taking and embrace failures as learning opportunities. Be willing to include your team when you seek ways to be innovative. Let’s commit to cultivating an environment where everyone can shift right. Together, we can achieve extraordinary results while evolving as individuals. #Disruption #Innovation #Leadership #ThoughtLeadershipWithEncora

𝗪𝗜𝗗𝗘𝗡 𝗬𝗢𝗨𝗥 𝗛𝗢𝗥𝗜𝗭𝗢𝗡𝗦 𝗪𝗘𝗗𝗡𝗘𝗦𝗗𝗔𝗬 𝙎𝙪𝙢𝙢𝙚𝙧 𝙍𝙚𝙖𝙙𝙞𝙣𝙜 𝙇𝙞𝙨𝙩 Measure What Matters: The Simple Idea that Drives 10x Growth. 𝗦𝘂𝗺𝗺𝗮𝗿𝘆 John Doerr introduces the concept of Objectives and Key Results (OKRs), a goal-setting framework used by Google, Intel, and other top companies to drive exponential growth and execution. Doerr’s book is a definitive guide to the effectiveness of Objectives and Key Results (OKRs) in generating organisational success. It is written as both a practitioner when he was working at Intel and how he has implemented OKRs as one of the most successful venture capitalists in Silicon Valley. Doerr demonstrates how setting clear, quantifiable goals can accelerate a company’s growth and build a culture of high performance. The book uses real-life examples from digital titans such as Google, Intel, and Bono’s ONE movement to show how OKRs can integrate efforts, prioritise initiatives, and track progress. Companies that focus on what is genuinely important can accomplish incredible agility and innovation. This paradigm not only increases productivity but also improves team engagement and accountability. Whether you run a startup or a multinational corporation, “Measure What Matters” gives actionable insights to improve your strategic planning and operational execution. A must-read for executives who want to maximise influence and drive. 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝗰𝗲 OKRs are essential for ensuring alignment, focus, and accountability in fast-growing companies, making it a must-read for CEOs and directors looking to scale effectively. 𝗞𝗲𝘆 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 - Understand the OKR framework and how it can transform your organisation’s performance. - Learn from case studies of successful implementations in leading companies. 𝘚𝘰𝘶𝘳𝘤𝘦𝘴: Doerr, John. “Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs.” Penguin, 2018.

Think OKRs (Objectives and Key Results) are just for large organisations? Think again. Smaller businesses do benefit just as much, if not more, from structured goal setting through an OKR framework. OKRs help you focus, align your team, and prepare for scalable growth. Whether you're trying to set clear priorities or ensure every team member is working toward the same objectives, OKRs provide the framework to get it right from the start. https://lnkd.in/eP7wti8E #OKRs #Goals #KPIs #Growth #Alignment #GrowthStrategy

🌍 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐟𝐫𝐨𝐦 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 🚀 The leaders who have successfully driven digital transformations understand that it's not just about adopting new technologies—it’s about shaping a forward-thinking culture, aligning business goals with innovative strategies, and fostering agility. Here are some key lessons from industry leaders who have led transformative changes: Foster a Growth Mindset Visionary leaders like Satya Nadella at Microsoft highlight the importance of cultivating a growth mindset across the organization. By encouraging teams to embrace change, continuous learning, and adaptability, companies can remain agile and innovative. Leaders must inspire their employees to view transformation as an ongoing journey rather than a one-time event. 📈 Prioritize the Customer Experience Successful transformation leaders, such as Jeff Bezos at Amazon, place the customer at the center of their digital strategies. By focusing on how technology can enhance the customer journey, leaders can create more personalized and valuable experiences. Utilizing data insights to understand customer needs and preferences helps businesses stay ahead and build stronger relationships. 💡👥 Embrace Collaboration Across Teams Digital transformation requires breaking down silos and encouraging cross-functional collaboration. Leaders like Ginni Rometty of IBM have demonstrated that integrating teams across departments—IT, marketing, and operations—fosters a unified strategy that aligns with overall business goals. This collaborative culture ensures that digital initiatives are more impactful and scalable. 🔗🤝 Agility in Leadership and Decision-Making Industry leaders such as Marc Benioff of Salesforce have emphasized the need for agile decision-making. In a fast-evolving environment, leaders must be ready to pivot and make swift adjustments. Agile frameworks allow businesses to iterate quickly, respond to market changes, and continuously innovate without losing momentum. 🏃♂️💨 Empower Innovation and Talent Elon Musk exemplifies how empowering teams to think outside the box and challenge traditional norms fosters an innovative culture. By providing employees with the freedom to experiment and take risks, leaders can unleash their creative potential, driving breakthroughs that can transform industries. 💼💡 Data and AI-Driven Decision Making Leaders like Sundar Pichai at Google demonstrate the power of data and AI in decision-making. Utilizing these technologies allows organizations to optimize processes, predict trends, and offer personalized experiences to customers. Data-driven strategies ensure that businesses remain competitive and innovative in the face of evolving demands. 📊🤖 By learning from these leaders, organizations can better navigate the complexities of digital transformation. These approaches emphasize the importance of agility, collaboration, and data

Digital transformation is nothing new anymore -- 89% of large companies have undergone one, according to Forbes. What we need to work on now is efficiency and efficacy in these transformations, particularly with AI becoming so prominent across industries. We often approach digital transformations with the technology itself in mind, but we must also think about the people -- if our teams are to be upskilled or reskilled, keeping their feelings and concerns as a top priority, and what programs we can deploy to achieve company-wide comprehension and preparedness. What is just as vital as the technology you utilize, is the leadership that you provide during this time. #DigitalTransformation #Leadership #WorkplaceCulture #Upskilling

Setting SMART Goals is a Game-Changer for Startup Leaders As a business lead in the fast-paced startup, Media Marketing and tech industry, setting effective goals is crucial for success. SMART goals help you clarify priorities, motivate teams, and drive results. What are SMART Goals? Specific Measurable Achievable Relevant Time-bound Why SMART Goals Matter: 1. Clear direction and focus 2. Enhanced team collaboration 3. Data-driven decision-making 4. Increased productivity 5. Better work-life balance Tips for Setting SMART Goals: 1. Align goals with company vision 2. Make goals challenging yet achievable 3. Establish key performance indicators (KPIs) 4. Break down large goals into smaller tasks 5. Regularly review and adjust Let me site an example on how to set SMART GOAL as a team lead. Within the next 3 months (Time-bound), increase monthly revenue by 10% (Measurable) by launching 2 new features (Specific) that improve customer engagement (Relevant), as measured by user retention rates (Measurable). Let me help you with a simple CTA (Call to Action) Take 30 minutes today to review and refine your goals. I’ll appreciate if you share your SMART goal-setting experiences and tips in the comments! #SMARTGoals #StartupLeadership #TechManagement #ProductivityHacks #GoalSetting #BusinessGrowth

VA SEARCH ALERT: VA SEARCH ALERT: Seasoned, Process-Driven EVA for Leadership Firm Are you a seasoned EVA with experience serving C-suite executives who fall into both old-school and new technology categories? Are you process-driven, knowing how to create, implement, and drive organizational structural change that doesn’t burden the firm partners? Is your follow-through and follow-up impeccable? Does creating procedures, processes, workflows, and efficient systems so no one is reinventing the wheel excite you? Are you able to support four (4) female executives? If you feel like I just described you please keep reading. The client is a leadership firm with four (4) female partners. Partners coach leaders in the world’s leading companies and non-profit organizations to envision, learn, and put into practice more effective ways of working. Their approach is a four-phase process that guides individuals, teams, and groups of leaders through the journey of expanding their capabilities, improving their effectiveness, and helping them see new possibilities for themselves and their organizations. The Partners design leadership development programs, as well as offer executive coaching. All to chart a course that helps leaders and organizations execute strategies more effectively, engage people more deeply, and increase the fulfillment of work. The firm is now looking for the right EVA who can systemize and scale their internal operations just as they do for their clients. Having been established for over 20 years, the firm’s reputation is solid. They do great work, love the people they are working with, and enjoy great lives. The firm has not focused on scalability in the past. This has resulted in knowledge living within the silo of each Partner at the firm. They are at a place where they want to grow in their maturity and price points so they can pass off more work, and even increase their fee structure. This is where the right VA comes in. A successful candidate will be a driving force. Providing high-level process support to the Partners for day-to-day operational management. You are responsive, responsible, and organized. You know how to drive tasks and projects through to completion. Possessing impeccable follow-through and follow-up, clients never waste their time chasing you. As a seasoned EVA who has worked with C-suite executives, your communication skills are excellent and you know how to switch from one communication style to the next seamlessly. Of course, you also have the ability to anticipate the needs of your client. U.S. - based candidates For the complete job description and instructions on how to be considered, please click on the link below. https://lnkd.in/e2Yi-qxV