Article

How to Improve Your Team’s Decision Making

February 11, 2021

A Disciplined Approach to Better Efficiency, Judgment and Results 

A group of business people are sitting around a table in a conference room.

Letting the Facts Win

The most powerful method for improving the quality of your decisions is to follow a disciplined decision-making process. Decisions are often contaminated by biases, a tendency to jump to conclusions, emotional reactivity and by pressure to act quickly. In this blog we will review both the benefits of following a disciplined decision process as well as how to implement this this process to improve the quality of the outcomes. When making decisions with a team, the conscious or unconscious influence of the leader can sabotage the entire discussion. The principles and practical suggestions in this article will be useful for both individual and group/team decision making, and for both professional and personal decisions that you need to make. The goal is to make objective decisions and let the facts win. Accomplishing this is a challenge for every leader.

 

The surprising key to effective decision making

Just as with individuals, there are principles and dynamics that can promote wise and effective team decisions. You might be surprised to learn that an even more crucial factor than gathering reliable data is having in place a disciplined process for involving the whole team in the making of important decisions. 


Amazing and Relevant Research

Research by behavioral economists Dan Lovallo and Olivier Sibony looked at 1,048 business decisions over five years tracked both the way the decisions were made, and the outcomes in terms of revenue, profits, and market share. Their focus was to understand the impact of bias on corporate strategy and the decisions that guided it.  Most of the teams they studied had conducted rigorous analyses before making the decision, compiling financial models and assessing how investors might react to their plan. These were not decisions about what color chairs to buy for the conference room, but major decisions such as whether to launch a new product or service, change the structure of the company, enter a new country, or acquire another firm. They also looked at the results, the outcomes of these decision on revenue, profit, market share and return on investment. 


Lovallo and Sibony also asked the teams to describe their decision-making process: how they went about making the decision. For example:

  • Did the decision-makers consider multiple points of view
  • Did they recognize what they didn’t know and what was uncertain
  • Did they include participation from a range of people with differing views on the desired outcome and how to get there?
  • Did they search for evidence that contradicted their beliefs?
  • Did they include in their discussion points of view that contradicted the senior executive’s perspective? 
  • Did they elicit participation from a range of people who had different views?


What they found was that the decision-making process that the teams utilized was far more important than analysis and having the right data – astonishingly, by a factor of six! Having the right data clearly matters, but it’s not enough.  In other words, good analysis in the hands of smart people won’t always lead to good decisions. Even though detailed analysis is important, the decision-making process itself was six times more crucial to successful outcomes. When the decision-making process was improved there was a statistically significant improvement in financial results. 


Why should this be? They concluded, "An unbiased decision-making process will do a lot is ferret out poor analysis. The reverse is not true; superb analysis is useless unless the decision process gives it a fair hearing…”.  So, how can the leader ensure that a fair hearing is given to all the facts, relevant factors, and alternatives?  How can we attain that level of objectivity and fairness required to minimize biases, challenge assumptions, and as much as possible neutralize all the other ways we tend to blind ourselves, distort our perspective and sabotage?


One way to overcome bias and a tendency to jump to conclusions, is to explore multiple options to avoid focusing on conclusions that are too narrow, biased or reactive.  A single individual may have trouble doing this effectively.  Utilizing outside input from experts or using your team in a brainstorming session can usually generate numerous possible approaches. This can also help you avoid recency bias.  Recency bias occurs when a leader or team puts too much emphasis on recent events and give less weight to those that have happened in the past. It skews perception toward short-term thinking.


Another way to sidestep bias is to invite team members to challenge each other’s assumptions and ask disconfirming questions, such as:

  • What could go wrong if we do this?
  • What is the biggest potential obstacle you can see in the solution we have proposed?
  • If you follow my proposed approach, what might happen that we haven’t thought about?
  • What haven’t we considered, what are we missing by taking this approach?
  • If we follow this plan, what problems might arise?


How many leaders – especially if they have an idea of where they want to go on a specific initiative – are willing to ask themselves such questions and subject themselves to input that might cast doubt on their decisions? Yet questions like these, if taken up by the group, can yield insights that might avoid hidden danger and difficulty.  Leaders often deceive themselves by thinking that they are gathering information when they are actually fishing for support their idea and trying to be right rather than trying to uncover the facts.


If you want to get to the best answer rather than seeking confirmation of your viewpoint, invite the perspectives of people who have diverse backgrounds and experience in different domains and different companies. Don’t be afraid to spark constructive disagreement. In fact, encourage it. Ultimately you will create a more effective decision-making environment if you use your team, and this is particularly important around strategic decisions.   


The value of active participation in a disciplined group process

Not all decisions require involvement of your team. Some decisions you may need to make by yourself.  Some require you to consult with others who have a useful perspective and unique insight into the problem you are trying to solve. Some are best delegated to others who have demonstrated good judgment and capability. However, when you have the time, need alignment, buy-in and support for your decision, need to generate multiple creative alternatives, and functional or domain knowledge, involving your team may produce a better decision. Of course, this requires good team communication, effective collaboration and means you must actively facilitate a disciplined process. But the synergy of effective team problem-solving and lively discussion can bring exciting results and higher levels of acceptance of the ultimate decision. If you are going to lead the problem-solving or team decision process, here is a brief description of an effective decision process:


 Step by Step To Better Decisions

  • Clearly identify what the problem is that you’re trying to solve and what you are trying to accomplish
  • Define what success looks like and your criteria for evaluating the optimal outcome 
  • Collect the facts that are relevant to the problem or decision
  • Actively encourage the participation of all team members
  • Separate the facts from opinions and speculation about the facts 
  • Generate multiple alternatives for solving the problem
  • Evaluate alternatives against your success criteria
  • Consider the pros and cons, obstacles and potential consequences of the best alternatives
  • Select the best option or multiple options
  • Develop a plan of action and how it will be implemented (who does what, when etc.)
  • Communicate your decision to those who will be affected

This process doesn’t just happen. The leader needs to be sure a systematic, disciplined process is followed. The leader can help the facts win, or he/she can bias it, skewing the outcome. If you follow a well-defined, systematic and disciplined process, and the team gets used to following that process, the quality of decisions that are made by the team will be much higher. You may not always feel that you have the time to do this, but if the decision has important consequences, or is complex or has triggered strong conflicting points of view, it might be the best approach.   


Hagberg Consulting Group/Accenture Research on Cultures that Get Financial Results

The many benefits of including your team in decision-making were borne out by data collected by both Hagberg Consulting Group and Accenture. In a study that looked at the corporate culture of over 300 companies, we found that financial results and retention of top performers were strongly influenced by team participation. Here are some of the key findings: 


  1. The higher the level of team member participation in decision making, the more ideas were generated, and innovation and risk taking increased
  2. A higher level of participation by team members leads to greater alignment and a sense of ownership on strategic decisions 
  3. A higher level of participation by team members means that they have an opportunity to openly share their views, reducing the chances of political maneuvering behind the scenes
  4. The higher the level of participation by team members, the greater the spirit of collaboration, communication, and coordination that is created on the team
  5. The higher the level of participation by team members, the more adaptable the organization
  6. The higher the level collaboration between team members, departments, and groups, the better the financial results
  7. The more team members were willing or able to challenge outdated assumptions and ineffective practices, the better the results
  8. The higher the level of cooperation and team spirit, the easier it was to retain top talent
  9. The more the organization’s leaders demonstrated trust in team members, the more likely the organization was to retain top talent
  10. The more conflicts were addressed directly and not swept under the rug, the more likely it was to retain top talent


 When team members have active input in decision making, they take pride in the decision, and feel more engaged with the company. When they are directly involved in the creation of strategy, for example, they have a deeper understanding of what the strategy is, and are more aligned, inspired, and motivated to work toward achieving whatever the plan is. Employee loyalty increases. When the players are more aligned, the team and the organization as a whole becomes more agile, able to adapt more quickly and move more coherently. Not surprisingly, financial results improve.   

 

Team participation in making important and critical decisions stimulates useful dialogue. The input from team members with different domain knowledge can lead to exploration of creative alternatives. This will take more time than a decision handed down from above but will likely yield higher quality solutions and produce greater buy-in and support for the ultimate decision. 


This collaborative problem solving/decision making process requires the leader to facilitate effective communication and skillfully guide the team to systematically work through the problem. But the leader must also be willing to share power and give up some degree of control. 

 

The dynamics of group decision making

  1. Brainstorming: The decision-making process moves naturally through predicable phases. It begins with some version of brainstorming, in which ideas are generated and put on the table (or the whiteboard, or a digital equivalent) for consideration. In this stage, the goal is to come up with as many ideas as possible, not to censor some ideas as “unworkable” but rather, to encourage the ideas to flow. It is a process of divergent thinking, aiming at an expansion of possible options.
  2. Getting closure: Brainstorming alternative solutions inevitably leads to the need to bring all the ideas to closure. Your task as leader is to help the team hold an in-depth discussion of the alternatives, and to provide some structure for selecting the best of them. The purpose of the discussion, of course, is to reach some sort of consensus, to narrow down the options in order to go forward toward a solution and then a plan of action.
  3. Exploring differences : In the conversation, those who favor an approach or a solution have a chance to advocate for it. The job of the others is to listen respectfully and consider the idea with as little bias or prejudgment as possible. Typically, many ideas are put forward, without a clear solution emerging.
  4. Getting bogged down : At this point, the team may struggle to comprehend the wide range of ideas that have been generated and reach consensus or at least a workable conclusion. This can be difficult and often leads to arguments and stalemate. The team may become bogged down in competing viewpoints.  No way forward seems clear and obvious. Frustration mounts. There may be irritation or anger.

 

Why does the team get stuck?

  • Group members have different agendas, needs, biases and frames of reference. 
  • Often the discussion reveals that people don’t really understand one another.
  • Some members push their own agenda aggressively. 
  • Some interrupt while others go on and on repeating their point of view. 
  • Some dismiss the ideas of other members. 
  • Some members attack, while others get defensive and withdraw. 
  • Some lose patience with the whole process, which can lead to frustration, and dysfunctional conflict or the adoption of suboptimal solutions that are a compromise, false consensus, or groupthink.
  •  If the trust level of the team is low and there are conflicts and tensions between team members, it is common for members to misinterpret or misrepresent each other’s ideas.


 Overcome the conflicts or stalemate :

 In order to break through the logjam, the team leader may need to switch styles and help the team engage in convergent thinking, in order to move together toward a decision. Convergent thinking is applying logic to evaluate options and narrow down to the best answer or alternatives.  The leader needs to help the group develop a common understanding, generate alternative solutions, sustain motivation to work through the issues. and then integrating divergent into a mutually acceptable solution.   The process of working toward a solution can be greatly aided by a leader or outside facilitator who is skilled in facilitating group discussions. This is an art that requires both learning and practice. As the leader, you may choose to find and hire such a person as a consultant when difficult or crucial strategic decisions need to be made. Or you may take it upon yourself to play that role. If you do, keep in mind the following basic guidelines:

  • Don’t panic: Recognize that you or your team is stuck, and that it is a necessary stage in the transition from divergence (throwing out a multitude of ideas) to convergence (choosing the most viable solutions and formulating a plan). 
  • Encourage full participation: Get everyone involved in the dialogue. Foster an atmosphere of safety and respect. Draw people out. Ask team members to speak in order to be understood rather than to win an argument. 
  • Promote mutual understanding: This begins with listening. Encourage people to try to walk in each other’s shoes, to really understand what others are saying rather than looking for weaknesses or holes in their argument. Ask people to define their terms and explain their thinking and their conclusions. 
  • Work toward an inclusive solution: Avoid “my way or the highway” thinking and look for ways to incorporate everyone’s interests in a workable plan.


With those basic principles in mind, consider doing some of the following:

  • Confirmation and Sunflower Bias: Be aware that these biases are real problems in creating an atmosphere of open discussion of alternatives and reaching conclusions about what to do. As the team leader, be careful not to unduly influence the group or manipulate them into supporting your biases. Relinquish the desire to control the solutions and instead, allow all ideas to get a fair hearing, so that the facts can win. It’s often wise to speak last. 
  • Psychological Safety: Throughout the discussion, remember the importance of creating an environment of psychological safety for open dialogue to really be effective. People need to feel comfortable and safe enough to freely express their views. Be alert to the fact that not all team members may be putting their cards on the table. Despite your effort to encourage psychological safety, not everyone feels safe in expressing what they really think, want or fear. They may feel it is too risky, so they hold back. Try to draw out team members’ concerns in open discussion but also consider having each member anonymously write down anything they haven’t said on a slip of paper. 
  • Encouraging Participation: Try to listen to all points of view by drawing out team members, summarizing or paraphrasing their points. Each team member has a unique set of interests and concerns and needs to have the time and to feel safe to express them. Watch out for team members withdrawing or shutting down
  • Digging Deeper: Do your best to help team members develop a deeper understanding of each other’s perspectives. Encourage them to ask questions to clarify their understanding when other members’ ideas are confusing or complex. Remind team members that their goal in this phase is to understand one another, not to win arguments or points. 
  • Actively facilitate communication: This means you may need to play communication traffic cop or referee to make sure members are listening and really understanding other’s points of view. Sometimes this means providing some structure for the discussion such as setting a time limit for each team member to express their point of view, and/or encouraging other team members to ask the speaker to clarify what they mean or to give further explanation of key points. Then, ask any members who have asked questions if they now understand the speaker’s point.  Look for patterns or ways to categorize the options or ideas that are generated that can help bring coherence to the discussion
  • Clarify differences: When there is a misunderstanding – and there will be – try to clarify differences and see if there is a common ground. At this point your goal is to promote accurate understanding, not to resolve conflicts between members.
  • Surface different assumptions, motivations and definitions: Be alert to team members having different assumptions about the problem, the meaning of various terms, the risks, the importance of different issues, and so on.  Members may assume, rightly or wrongly, that other members have hidden or unexpressed motives for proposing a solution. Part of your job is to help members explain the real meaning of statements they make to one another so unspoken assumptions are really understood.
  • Call out disruptive or non-collaborative behavior: When team members interrupt or are overly aggressive, dismissive or confrontational, the leader must firmly call out these behaviors.
  • Separate facts from opinions: It is important in discussing the details of a problem or solution to separate the facts from people’s opinions, interpretations or speculations about the meaning of the facts.  Before trying to explore the viability of different solutions, it is wise to list facts and opinions separately to help the team distinguish one from the other. 
  • Don’t allow false consensus: Once the team has begun to narrow down their options, ask each member to express their concerns about each proposal. In an effort to try and get the decision made, it is easy for the leader to assume agreement with a solution.  This may result in hidden concerns masquerading for consensus.  False consensus often sabotages real alignment and creates fertile ground for later problems in implementation.  Resistance often has its roots in fears about how the implementation of a proposal may impact the individual team members or their teams. This is related to group think.
  • Apparent tangents or wild ideas can be gold mines: Be alert to the fact that some members’ ideas or proposals may initially feel like they were off topic or represent a distracting tangent, when they actually might represent a subtle or new issue that others have not seen. If you explore these topics the team might develop a deeper, more nuanced understanding or better solution.
  • Revisit original goal or decision criteria: Once you have narrowed down possible alternatives to a reasonable number, consider going back to your original problem definition and goal, and evaluating each alternative against your decision criteria. Ask the team to consider what are the most important elements of an ideal solution. It might be cost, ease or speed of implementation, fit with your strategic objectives, consistency with your core values or any other thing the team considers crucial for the proposal to be successful.

share this

Related Articles

Related Articles

When Should a Founder Bring in a COO? And why choosing the right type of COO could save or sink your
By Rich Hagberg September 28, 2025
One of the biggest dilemmas that founders face knowing when and why to bring in a Chief Operating Officer (COO) . Too early, and you risk creating bureaucracy before the business finds its footing. Too late, and the founder becomes a bottleneck, throttling growth and burning out teams. Get the wrong type of COO, and you’ll spark culture clashes or stifle innovation. I have had 4 COOs over my career. Their styles and capabilities were very different and the role I needed them to play differed dramatically based on the stage of the company. Some of them worked out beautifully and were the perfect complement to my founder tendencies and limitations. Some were a disaster. Here is what I learned. The COO is the most variable role in the C-suite. Some founders never hire one. Others go through three or four before finding the right fit. In many cases, the question isn’t if you need a COO—it’s what type of COO your company and your leadership style demand at this stage of growth. Let’s break this down. Why COOs Matter Founders are visionaries. They are idea machines, market spotters, and force-of-nature storytellers who rally talent and investors around a dream. But those same strengths often come paired with weaknesses: disorganization, impatience, lack of systems, and difficulty letting go of control. A strong COO is the counterweight. They turn vision into execution. They stabilize culture. They keep promises made to customers and investors. And, at the right time, they free the founder to do what only the founder can do—set direction, evangelize the mission, and keep the spark alive. But “COO” isn’t one job. It’s a category. And picking the wrong type is like forcing a square peg into a round hole. The Seven Archetypes of COOs 1. The Executor The backbone of day-to-day operations. They build systems, enforce discipline, and make the trains run on time. Best fit: Visionary founders who thrive on ideas but leave chaos in their wake. Stage: Early scaling, when the business needs process without killing momentum. Examples: Sheryl Sandberg at Facebook (balancing Zuckerberg’s vision), Gwynne Shotwell at SpaceX (stabilizing Musk’s whirlwind). 2. The Change Agent The fixer. Brought in when transformation is urgent—scaling fast, restructuring, or pulling out of crisis. Best fit: Founders who know the business has outgrown their own operational grip. Stage: Scaling into hypergrowth, or turnaround scenarios. Examples: Daniel Alegre at Activision Blizzard, leading cultural and operational overhaul. 3. The Mentor/Partner The grown-up in the room. A seasoned leader who steadies a first-time or young founder, often more coach than operator. Best fit: Visionary but inexperienced founders, often in the earliest stages of institutional growth. Stage: Transition from startup scrappiness to formal organization. Examples: Eric Schmidt at Google—while not COO by title, he played this role for Page and Brin. 4. The Heir Apparent The COO as CEO-in-waiting. They take on broad P&L responsibility, often shadowing the founder before succession. Best fit: Companies preparing for leadership transition. Stage: Later scaling into maturit Examples: Tim Cook at Apple before succeeding Steve Jobs. 5. The MVP Functionalist The specialist. A COO with deep expertise in one critical area—finance, product, supply chain, or sales. Best fit: Founders strong in vision but weak in a single domain essential to scaling. Stage: Startup to early scale. Examples: Prabir Adarkar at DoorDash, covering finance and operations. 6. The Complement to the CEO’s Gaps A tailor-made role. If the founder is a disorganized visionary, the COO is structured and disciplined. If the founder is technical but introverted, the COO is outward-facing and people-savvy. Best fit: Any founder aware enough to know their own blind spots. Stage: Anywhere, but especially scaling. Examples: Sandberg balancing Zuckerberg’s lack of operational rigor; Shotwell countering Musk’s volatility. 7. The Integrator/Hybrid The most complex type. They unify strategy, execution, culture, and talent at once—bridging across multiple functions. Best fit: Complex, multi-line businesses with global teams. Stage: Scaling into maturity. Examples: Angela Ahrendts at Burberry, integrating brand, culture, and operations before moving to Apple. Why Founder–COO Relationships Fail So Often If the COO role is so valuable, why do so many founder–COO relationships crash and burn? Boards are often gun-shy about hiring COOs because they’ve seen these partnerships implode. The reasons fall into several predictable buckets. 1. Lack of Role Clarity The fastest way to sabotage the relationship is leaving the COO’s job undefined. Who owns what decisions? Where does accountability lie? If the COO’s role overlaps with the founder’s, or isn’t communicated to the rest of the team, the COO quickly becomes either a glorified project manager or a powerless deputy. Both end badly. 2. Founder’s Inability to Let Go Many founders simply can’t let go. They want to approve every detail, revisit every decision, and undermine the very autonomy they hired the COO to exercise. A COO who feels second-guessed or constantly overruled either disengages or quits. 3. Misaligned Vision and Values Operational excellence isn’t enough if the COO doesn’t fully buy into the founder’s vision and cultural values. When the COO wants to optimize for stability while the founder is pushing disruption—or vice versa—the two end up pulling the company in opposite directions. 4. Trust and Emotional Reactivity Trust is fragile. If the founder is volatile under stress, or the COO isn’t skilled at navigating the founder’s personality, the relationship becomes brittle. Outbursts, defensiveness, or miscommunications erode psychological safety between them and ripple across the organization. 5. Succession Ambiguity and Power Tensions Is the COO being groomed as the future CEO—or not? Few questions create more tension. If expectations aren’t clarified up front, the COO may feel misled and the founder may feel threatened. Meanwhile, employees begin to compare the two and pick sides. Boards have seen this movie before, and it rarely ends well. 6. Unrealistic Expectations Founders and boards often expect the COO to “fix everything yesterday.” In reality, operational improvements take time—learning systems, culture, and people. When results don’t appear overnight, frustration builds. On the flip side, some COOs expect to make sweeping changes immediately, without respecting the founder’s legacy or the team’s tolerance for disruption. 7. Culture and Communication Breakdowns The founder and COO need structured ways to align—weekly check-ins, clear communication norms, and mechanisms to resolve disagreements. Without them, minor irritations accumulate into major grievances. Worse, the team sees open conflict at the top and begins to question who’s really in charge. 8. Identity and Ego Issues Let’s name the elephant in the room: many founders see hiring a COO as an admission of weakness. They sabotage the hire by bypassing the COO or contradicting them in front of the team. On the other side, ambitious COOs often chafe at being “Number Two.” If the relationship isn’t anchored in humility and respect, egos will clash. How Founders Can Prevent the Breakdown Knowing the pitfalls is only half the battle. Preventing them takes deliberate work: Define the COO’s mandate explicitly —what they own, what’s shared, and what stays with the CEO. Set up trust rituals early —regular one-on-one check-ins to surface tension before it festers. Align on vision and values —not just what you’re building, but how you’ll build it and why it matters. Clarify succession expectations —is this person a partner, a long-term No. 2, or a potential future CEO? Say it. Set realistic timelines —agree on milestones, but don’t expect magic overnight. Communicate clearly to the org —so employees understand who does what and aren’t caught in the crossfire. Hire for complementarity —choose a COO who fills your blind spots, not one who duplicates your strengths. The founder–COO relationship is like a marriage with the pressure of Wall Street, venture capital, and 200 employees watching. When it works, it’s transformative. When it doesn’t, it’s messy, public, and expensive. The Founder × Stage × COO Fit So how do you know when and which type of COO to bring in? Here’s the decision logic: Startup + Visionary Founder Needs an Executor or Mentor/Partner. Someone to turn chaos into motion without killing energy. Startup + Operator Founder May not need a COO yet. If they do, it’s usually a domain specialist (MVP Functionalist) to cover blind spots. Scaling + Visionary Founder Needs an Integrator or a Complement to gaps. Execution and people issues become bottlenecks. Scaling + Operator Founder May need a Change Agent or Heir Apparent. The role becomes about transformation or succession. Mature Company + Visionary CEO The COO role is succession-oriented (Heir Apparent) or complex integration (Hybrid). Mature Company + Operator CEO Sometimes no COO is needed; the CEO already runs operations. In other cases, the COO is simply the next CEO waiting in line. Takeaway Hiring a COO isn’t about “offloading work.” It’s about admitting what kind of company you’re really building, and what kind of leader you are. If you’re the spark but not the engine, you need an Executor. If you’re a force of change but leave wreckage behind, you need a Relationship-Builder complement. If you’re building for the long haul, sooner or later you need an Heir Apparent. The best founders aren’t the ones who try to do it all. They’re the ones who know when to step aside—just enough—to let someone else make the company stronger. Closing Thought In Founders Keepers, I often say: what got you here won’t get you there. The founder’s job is to create possibility. The COO’s job is to turn possibility into performance. The only real mistake is waiting until your company is already fraying before you decide which kind of COO you need. By then, the cost of waiting may be higher than you can afford. 
From Vision to Reality: How Founders Can Ensure Their Ideas Get Implemented
By Rich Hagberg September 21, 2025
The Founder’s Dilemma Founders are fountains of ideas. You see possibilities everywhere, you connect dots others can’t, and you can sell a vision with enough energy to light up a room. But there’s a problem: ideas don’t implement themselves. They need systems, people, and execution discipline. In my coaching of more than a hundred startup founders—and backed by data from 122 founder assessments—the same challenge comes up again and again: founders are world-class at generating ideas, but their companies stumble when those ideas aren’t translated into action. I have struggled with this tendency for my entire career. My creative ideas just keep bubbling up and my execution discipline and focus can’t keep up. I have the classic “shiny object” distraction problem shared by many founders. The irony? The very traits that made me a classic visionary evangelist—creativity, independence, impatience, and risk tolerance—are the same traits that made execution difficult. If you want your ideas to live beyond a brainstorming session, you must learn to do what feels unnatural: offload execution, delegate real authority, and empower others to carry your vision forward. Why Great Ideas Die Without Execution Most failed ideas don’t die because they weren’t brilliant. They die because: 1. The founder keeps ownership too long, trying to do everything personally instead of empowering others. 2. Delegation is fake, with tasks assigned but no real authority granted, leaving the founder still in control. 3. Priorities aren’t clear, so teams are overwhelmed by too many initiatives and unsure of what matters most. 4. Accountability is weak, with no consistent follow-up or consequences when commitments slip. 5. Founders love possibilities but resist discipline, avoiding the planning, sequencing, and focus execution requires. 6. Ideas are left open-ended, because founders generate endlessly but fail to converge on closure and completion. 7. Optimism turns unrealistic, as founders overestimate what’s possible and ignore what could go wrong. 8. Expectations aren’t communicated, leaving teams uncertain about roles, outcomes, and next steps. 9. They rush ahead without buy-in, moving too fast to bring others along and win their commitment. 10. They undervalue operators, failing to leverage managers of execution who can turn vision into systems. This is what I call the founder time bomb. Early success convinces you that your personal hustle is the engine of growth. But as the company scales, hustle becomes a bottleneck. Unless you shift, your best ideas will choke on lack of oxygen. Step 1: Translate Vision Into Tangible Priorities Your job as a founder isn’t to hand down a 37-slide vision deck and hope for the best. Your team needs clarity. That means breaking down your big idea into concrete, winnable battles. Set the “critical few” : Define 3–5 top priorities for the quarter. Outcome > activity : Don’t assign tasks, define the result (e.g., “Increase retention by 5%”). Overcommunicate : If you feel like you’re repeating yourself, you’re doing it right. One founder I coached changed his company trajectory by beginning every weekly meeting with just three priorities. The noise vanished. His team finally knew what mattered. Step 2: Practice Real Delegation, Not Fake Delegation Too many founders think delegation means assigning a task and then hovering over the person doing it. That’s not delegation—that’s micromanagement with extra steps. Real delegation means: Handing over ownership, not just chores. Giving the decision rights along with the responsibility. Accepting that “80% their way” may be better than “100% your way.” Here’s a phrase worth practicing: “You own this. You don’t need my approval.” Few sentences are harder for founders to say. Few sentences build more trust. Step 3: Build a Culture of Accountability Without Becoming a Tyrant Accountability is where many founders stumble. They either avoid conflict (hoping problems fix themselves) or they overreact when deadlines slip. Both extremes poison execution. Healthy accountability requires: Clear expectations : No hidden rules or shifting targets. Visible commitments : Public goals build peer pressure to deliver. Rhythms of review : Regular check-ins that aren’t nagging but structured. Consequences : Underperformance addressed quickly, not ignored. Accountability isn’t punishment—it’s support. It says, “I expect the best from you because I believe in you.” Step 4: Share Information Like Oxygen Execution thrives on information. Yet many founders hoard knowledge—sometimes out of habit, sometimes out of insecurity. Teams can’t execute if they don’t understand the why behind the what. Empowered teams need: Transparent dashboards : Everyone sees progress metrics. Context, not just orders : Explain reasoning, not just results. Accessible strategy docs : Kill the “founder black box.” When people understand the big picture, they stop running back to you for every decision. They start acting like owners. Step 5: Invest in Second-Line Leaders Scaling execution isn’t about having 50 great individual contributors—it’s about having 5 managers who can each lead 10 people effectively. Yet many founders neglect their managers, focusing instead on product or fundraising. Strong second-line leaders can: Translate your vision into plans. Coach their teams instead of doing the work themselves. Spot and develop talent below them. Your leverage point is not how many people you personally manage, but how many leaders you multiply. Step 6: Watch Out for Founder Autopilot Your instincts—boldness, independence, impatience—got you this far. But they can sabotage you at scale. I call this founder autopilot. It looks like: Jumping back into execution “just to speed things up.” Overloading the team with new initiatives before finishing the old ones. Cutting around your managers and making unilateral calls. The cure is self-awareness. Tools like 360 feedback and coaching help you notice when you’ve slipped back into heroic founder mode instead of scalable leader mode. Step 7: Celebrate Execution, Not Just Ideas Most founders glorify the spark of ideation but forget to recognize the grind of implementation. If you only celebrate creativity, you’ll get lots of brainstorming but little delivery. Shift the culture: Spotlight the team that launched, shipped, or solved—not just the one that dreamed. Tell stories of execution at all-hands meetings. Publicly recognize “builders,” not just “visionaries.” What you celebrate becomes what your team repeats. The Founder’s Evolution: From Genius to Builder of Builders The founder who can’t offload execution ends up as the bottleneck, exhausted and surrounded by frustrated employees. The founder who masters delegation and empowerment evolves into something much more powerful: a builder of builders. In my research, the difference between founders who scaled 10x and those who flatlined wasn’t idea quality. It was execution quality. The 10x founders learned to empower others, create accountability systems, and step back from doing everything themselves. The founder who shifts from “I’ll do it” to “I’ll ensure it gets done” makes the leap from fragile startup to durable company. Closing Thoughts Ideas ignite companies, but execution sustains them. If you want your vision to shape reality, you must resist the temptation to hold the reins too tightly. Translate vision into priorities. Delegate real authority. Build accountability and transparency. Develop leaders beneath you. And above all, celebrate execution as much as you celebrate ideation. That’s how founders ensure their ideas don’t die in the brainstorm stage but live on as products, services, and companies that change the world. 
When Loyalty Becomes a Liability: Why Founders Must Confront Team Obsolescence
By Rich Hagberg September 14, 2025
Every founder eventually faces a moment of reckoning. It doesn’t arrive with a clear announcement. It creeps in gradually, often disguised as small frustrations: projects slipping, team members complaining, or investors quietly losing confidence. And at the center of it all is a painful truth: The people who carried you through the chaos of the early days, the ones who slept on office couches, pulled all-nighters, and took pay cuts to bet on your dream—can no longer keep up. The company has grown. The stakes are higher. And the job has outgrown them. This is one of the hardest truths in entrepreneurship, and one most founders struggle to face. Instead of acting, they convince themselves: “She’ll grow into the role.” “He’s been with me since day one—I can’t let him go.” “Loyalty matters more than resumes.” But here’s the hard truth that separates founders who scale from those who stall: loyalty doesn’t scale. Competence does. The Startup Version of the Peter Principle The Peter Principle tells us that in large corporations, people rise to their level of incompetence. In startups, this principle plays out in hyper-speed. What made someone a hero in a five-person company, improvisation, raw hustle, and the willingness to do anything becomes a liability in a 50- or 500-person company. Think about the hacker who was indispensable in the garage. Brilliant at rapid problem-solving, he could patch servers at 3am and crank out features in a weekend. But leading a team of 50 engineers requires a totally different skill set: planning, delegation, recruiting, building processes. His improvisation becomes chaos. His genius turns into bottlenecks. Or the co-founder who thrived on energy and vision. In the early days, charisma and instinct were enough. But scaling requires a discipline around metrics, process, and accountability. What once looked like bold leadership now looks like reckless improvisation. Even the beloved “culture carrier”—the person who organized team offsites, boosted morale, and made the company feel like family—can become a roadblock. When decisions stack up and complexity explodes, loyalty and good vibes aren’t enough. What the company needs is a strategic operator, not just a glue person. This is what I call team obsolescence : the brutal, recurring reality that many early employees get outgrown by the job. The Head vs. Heart Conflict Why do founders struggle so much with this? It’s not because they’re blind. It’s because they’re human. The tension isn’t just intellectual—it’s emotional. Guilt and Indebtedness : Early employees bet on you before anyone else did. They turned down safer jobs, endured lower salaries, and staked their careers on your vision. Cutting them loose feels like betrayal. Psychologists call this the principle of reciprocity: the human drive to repay sacrifices. Founders feel they owe these people more than just a paycheck. Fear of Losing the Magic : Founders often worry that bringing in “outsiders” will ruin the scrappy, intimate culture that made the company special. This is a classic case of in-group bias. We trust the familiar, even when it’s no longer fit for purpose. Many founders cling to the idea that culture is fragile and must be protected from “corporate types.” Conflict Avoidance : Few people relish difficult conversations. Founders, especially those wired to inspire rather than confront, often procrastinate on hard personnel decisions. This is loss aversion at work: the immediate pain of conflict feels worse than the long-term risk of stagnation. Blind Loyalty Bias : Founders frequently overestimate an early employee’s ability to “grow into” a scaled role. This is the halo effect: past loyalty and past performance cast a glow that blinds you to current shortcomings. This is the founder’s head-versus-heart struggle. Rationally, you know the company has outgrown someone. Emotionally, you can’t let go. A Founder’s Story: When Friendship Meets Reality One founder I coached built his company with a close college friend. This friend was the first engineer, working nights and weekends to bring the product alive. He coded nonstop, patched outages at all hours, and was the reason the company survived its early chaos. By Series B, the company had 80 employees. Suddenly the role wasn’t about heroic coding; it was about systems, processes, and leading dozens of engineers. The founder knew his friend was drowning. Deadlines slipped. Senior engineers were frustrated. Investors raised eyebrows. But he kept saying, “He’s been with me since the beginning. I owe him.” Eventually, he faced reality. With coaching, he had the hard conversation: “You’re invaluable to this company, but the role has outgrown your strengths. Let’s find a place where you can thrive without being set up to fail.” The friend transitioned into a specialist role where his brilliance could shine without the weight of leadership. The company brought in a seasoned VP of Engineering. Painful as it was, the decision saved both the company and the friendship. This is the essence of true leadership: honoring loyalty without letting it sink the ship. The High Price of Avoidance The costs of avoidance aren’t abstract—they’re devastating. Execution Bottlenecks : An underqualified leader slows everything down. Projects drag, opportunities slip, and customers churn. It’s like trying to scale a skyscraper on a foundation built for a cottage. A-Players Walk : The best people won’t stay if forced to work under weak leaders. They leave, taking ambition and excellence with them. The company becomes a place where mediocrity thrives. Culture Corrodes : Protecting underperformers sends a loud signal: politics matter more than performance. Over time, resentment builds. High performers check out. Trust erodes. Investor Mistrust : Boards and investors notice quickly when execution falters. They start asking tough questions—not just about your team, but about your judgment as a founder. Founder Burnout : Perhaps the greatest cost: you, the founder, pick up the slack. Instead of scaling your vision, you spend nights fixing problems others should solve. Exhaustion sets in. Your energy, the one resource no one else can replace, gets depleted. What feels like an act of loyalty today can quietly strangle the company’s future. Another Case: The Culture Carrier I once worked with a founder whose operations manager was beloved by the team. She organized payroll, ordered office supplies, and planned offsites. She was the glue. But when the company hit 150 employees, the demands shifted. The job required scalable systems, compliance expertise, and strategic HR planning. She was still running things on spreadsheets and memory. People loved her, but they were increasingly frustrated with the chaos. The founder feared that replacing her would “destroy the culture.” Eventually, he hired a Head of People. But instead of cutting her out, he redeployed her into an employee experience role. She continued to be the cultural heartbeat of the company while freeing leadership to professionalize operations. The lesson: redeployment, when done thoughtfully, preserves loyalty without sacrificing competence. What Great Founders Do Differently The best founders I’ve studied don’t avoid this problem. They approach it with discipline and compassion. 1. They Diagnose Early They don’t wait until the crisis is obvious. They ask themselves, “If I were hiring for this role today, at this stage, would I choose this person?” If the answer is no, they don’t kick the can—they act. 2. They Separate Potential from Plateau Some people can grow. With coaching, training, and mentorship, they can rise to the next level. Others plateau quickly. Great founders don’t confuse the two. They invest in growth where it’s possible and cut losses where it’s not. 3. They Redeploy with Respect This isn’t about discarding people. The best founders move loyal employees into roles where their strengths shine—special projects, advisory positions, cultural leadership. Redeployment preserves respect and institutional knowledge while freeing the company to grow. 4. They Upgrade Before Crisis They don’t wait until the engine fails. They hire seasoned executives early, before execution falters. And they communicate clearly: every stage requires different skills. Honoring the past doesn’t mean guaranteeing the future. Leadership with Compassion The real test of a founder isn’t whether you can attract capital or inspire a team. It’s whether you can make the painful calls that protect the company’s future while respecting the people who got you started. True leadership is not about cold detachment. It’s about balancing head and heart: Gratitude means honoring contributions, celebrating sacrifices, and rewarding loyalty. Governance means making clear-eyed decisions about whether someone can perform at the next level. When founders confuse the two, they put sentiment ahead of survival. But when they balance both, they create companies that endure. One founder I know addresses this directly with his team: “Every stage requires new skills. Some of us will grow into them. Others will contribute in different ways. What matters is building a company that lasts.” That’s leadership with compassion—telling the truth while honoring the past. Why This Matters More Than Ever The startup environment today is more unforgiving than ever. Capital is tighter. Investors are quicker to act. The margin for error is smaller. In this climate, founders who delay tough calls are at greater risk than ever. Execution failures and cultural corrosion are spotted instantly by boards and competitors. The founders who scale are those who balance loyalty with realism—who act before the cracks widen into chasms. The Founder’s Real Test It’s easy to celebrate early wins and bask in loyalty. The real test is whether you can honor that loyalty without being trapped by it. Because here’s the paradox: The only way to truly honor early sacrifices is to build a company that endures. And that means making the call when loyalty becomes liability. Call to Action If you’re a founder facing this dilemma, don’t wait for the board to force your hand. Don’t wait for top talent to walk or investors to lose confidence. Confront it now. Diagnose honestly. Redeploy with respect. Upgrade before crisis. Be compassionate. Be decisive. Be clear-eyed.  Your team—and your company—will thank you later.
ALL ARTICLES