Blippar's co-founder realized her skills were perfect for the startup-to-scale-up phase but that she became a bottleneck at scale. Her inability to delegate meant others were better suited to lead the scaled team. This self-awareness is crucial for founders to prevent stalling growth and empower their organization.

Resist hiring quickly after finding traction. Instead, 'hire painfully slowly' and assemble an initial 'MVP Crew' — a small, self-sufficient team with all skills needed to build, market, and sell the product end-to-end. This establishes a core DNA of speed and execution before scaling.

Conventional scaling crushes founders by making them hold everything. Instead, invert the model: create a supportive architecture where your frameworks hold your work, which in turn holds you. This 'nesting bowl' approach enables scaling without feeling responsible for holding everything yourself.

To scale his company Exit Five, the founder (the "Visionary") promoted his COO to CEO (the "Integrator"). This structure, from the book *Traction*, allows the creator to focus on ideas and content while the operator runs the business, manages the team, and implements processes.

Many entrepreneurs love their core business but lose motivation as their role expands to include responsibilities they dislike (e.g., finance, operations). The solution is to reinvest early profits into hiring employees to handle these tasks, freeing the founder to focus on their strengths and passions.