Recognize the cracks before they become breaking points.
Every scaling company faces these challenges. The question is: how long can you afford to ignore them?
COMMON CHALLENGES
😰 The Accidental Manager
You promote your best engineer to lead the team. Three months later, the team is underperforming and your star engineer wants to go back to coding as an IC.
No formal leadership training
According to the Chartered Management Institute, 82% of managers enter leadership roles with zero formal training. They're given the title but not the tools.
→ Result: Micromanagement, indecision, and burned-out managers
Can't adapt their leadership style
They use one approach for everyone—either hands-off with juniors who need guidance, or micromanaging seniors who need autonomy.
→ Result: Team friction, bottlenecks, and stalled productivity
Unclear when to step in vs. let go
New managers either delegate too early (causing quality issues) or hold on too long (becoming blockers).
→ Result: Projects miss deadlines or require constant manager intervention
🔄 The Retention Death Spiral
Your best people are leaving.
Poor management drives exits
People don't quit companies, they quit bad managers. According to the CMI study, 28% of employees left their jobs due to negative relationships with their managers. One ineffective manager can cause a cascade of team departures.
→ Cost: 100-150% of salary to replace each person who leaves.
High-performers leave first
Your A-players have options. When they don't feel challenged or supported, they're gone - taking institutional knowledge with them.
→ Result: Remaining team picks up slack, leading to more burnout and exits.
Replacement takes 3-6 months minimum
Between hiring, onboarding, and ramping up to productivity, you're losing months of momentum every time someone quits.
→ Result: Perpetual rebuilding instead of compound growth.
📉The Performance Visibility Gap
You're hiring fast, but performance isn't scaling. You don't have clear metrics on what's working and what's not.
No standard for "good leadership"
Every manager operates differently. There's no shared language or framework for what effective leadership looks like.
→ Result: Inconsistent team experiences, impossible to scale culture.
Can't measure leadership impact
You track revenue and product metrics religiously, but have no data on leadership effectiveness or team health.
→ Result: Leadership problems discovered too late, after damage is done.
Reactive instead of proactive
You're firefighting performance issues after they explode instead of building systems that prevent them.
→ Result: Leadership bandwidth consumed by crises, no time for strategic work.
🎯The GTM Performance Problem
Revenue targets are aggressive, but your sales and CS teams
aren't equipped to hit them consistently.
Reps can't articulate value
Sales and CS teams know features but struggle to connect them to real business outcomes that customers care about.
→ Result: Long sales cycles, heavy discounting, low win rates.
Customer education is ad hoc
No systematic approach to onboarding and enabling customers, leading to slow time-to-value and churn.
→ Result: High NRR leakage, expansion revenue left on the table.
GTM leaders lack leadership frameworks
Revenue leaders are managing teams without structured approaches to coaching and performance development.
→ Result: Inconsistent quota attainment, high rep turnover.
What broken leadership actually costs
These aren't abstract problems. They have real P&L impact.
€75K
Average cost to replace one mid-level employee (EU).
3-6 mo
Lost productivity per turnover event.
40%
Longer onboarding without leadership frameworks.
25-30%
Preventable turnover due to poor management.
There's a better way to build performance.
These challenges aren't inevitable. They're solvable with the right frameworks and systems. See how we turn chaos into systematic performance.