The "Decision Ladder" is a framework for radical empowerment. By giving every employee permission to spend a small amount (e.g., $50) to solve any problem—with increasing authority for managers and directors—you eliminate approval delays and foster a culture of ownership.

To fix a failing process like cash collections, the CEO should hold a daily 8 a.m. meeting with the team. By repeatedly asking a direct question like, "Where's my money?", you force the rapid resolution of small, overlooked blockers and create an unscalable but effective communication channel.

To truly disconnect, empower your team with financial autonomy for problem-solving. Define a clear budget (e.g., '$400 per problem') within which they can act without your approval. This forces resourcefulness and prevents you from becoming a micromanagerial bottleneck.

Create a clear hierarchy of spending authority to eliminate decision bottlenecks. For example, any employee can spend up to $50 to solve a customer problem, managers up to $500, and directors up to $5,000, no questions asked. This empowers the team to make swift decisions without waiting for approval.

When a critical process like cash collection fails, use a tactic from Intel's Andy Grove: a daily 8 a.m. meeting where the CEO directly asks, "Where's my money?" This intense, unscalable focus rapidly uncovers and resolves the small, systemic blockers that are derailing the entire process.

To avoid emotional spending that kills runway, analyze every major decision through three financial scenarios. A 'bear' case (e.g., revenue drops 10%), 'base' case (plan holds), and 'bull' case (revenue grows 10%). This sobering framework forces you to quantify risk and compare alternatives objectively before committing capital.

Long, detailed board decks allow founders to hide problems in complexity. A single-page monthly summary forces radical clarity. By constraining the format to cash/runway, budget variance, and key risks, it demands truth and provides a clear, digestible snapshot for the board, the team, and yourself.

The 'mini CEO' title isn't about power; it’s about responsibility for a product's financial success. To be effective, leaders must understand cost-to-serve, gross margin, and other financial metrics to make sound business decisions and speak the language of the board.

To avoid becoming a bottleneck, create a decision framework with tiered spending authority (e.g., $50 for any employee, $500 for managers). This pushes problem-solving down to the people with the most context, freeing up the CEO and speeding up operations.