For internal tools, don't rely solely on product-led growth. A hybrid approach combines a frictionless product experience with a proactive "sales" strategy of advocating for the tool's potential, constantly proving its value to leadership, and removing friction for users.

Create a public document detailing your company's operating principles—from Slack usage to coding standards. This "operating system" makes cultural norms explicit, prevents recurring debates, and allows potential hires to self-select based on alignment, saving time and reducing friction as you scale.

Having a centralized internal system where every project, goal, and update is tracked—like Shopify's GSD—sounds too simple to be a game-changer. However, it's a surprisingly effective foundation for organizational legibility and alignment at scale.

Instead of aiming for vague outcomes like "empowerment," start by defining the specific, observable behaviors you want to see. For example, what does "being data-driven" actually look like day-to-day? This focus allows you to diagnose and remove concrete barriers related to competency, accessibility, or social reinforcement.

Building a true platform requires designing components to be general-purpose, not use-case specific. For instance, creating one Kanban board for sales, support, and engineering. This thoughtful approach imposes a ~20% development 'tax' upfront but creates massive speed and leverage in the future.

Forcing innovations to "scale" via top-down mandates often fails by robbing local teams of ownership. A better approach is to let good ideas "spread." If a solution is truly valuable, other teams will naturally adopt it. This pull-based model ensures change sticks and evolves.

Instead of large, multi-year software rollouts, organizations should break down business objectives (e.g., shifting revenue to digital) into functional needs. This enables a modular, agile approach where technology solves specific problems for individual teams, delivering benefits in weeks, not years.

Instead of vague values, define culture as a concrete set of "if-then" statements that govern reinforcement (e.g., "IF you are on time, THEN you are respected"). This turns an abstract concept into an operational system that can be explicitly taught, managed, and improved across the organization.

Building proprietary internal tools is a 'dumb thing to do when you're small, but it's the smartest thing to do as you scale.' Deel's CEO advises waiting until the company is on a clear path with strong, profitable growth. At that point, investing in custom infrastructure like a proprietary ticketing system becomes a strategic advantage that unlocks significant long-term efficiency.