Structure your organization with employees at the top and managers at the bottom. This re-frames a leader's primary role as one of support—listening and removing obstacles to help their teams execute more effectively. It shifts the leader's focus from directing to enabling.
Use this strategic principle at a micro-level for every meeting and campaign, not just long-term planning. By starting with a clear definition of the purpose, objectives, and success metrics, you ensure the entire team is aligned and operating with maximum efficiency from the start.
One founder (the Visionary) drives creative vision and product DNA, while the other (the Integrator) translates it into scalable systems and operations. This separation of duties, inspired by the book 'Traction', prevents conflict and enables focused execution, especially in family-run businesses.
In cities with limited specialized talent pools like Charleston, prioritize hiring for core values and emotional intelligence over specific experience. This creates a loyal team that can be trained for skills, allowing you to promote from within and build a strong, homegrown leadership bench.
A common scaling mistake is continuing to hire for broad, 'multi-hyphen' roles (e.g., 'sales and retail manager'). As the business grows, these generalist positions dilute focus. Instead, create tighter, more specialized job descriptions to bring clarity and attract hyper-focused candidates.
To enter physical retail, first test markets with low-cost local events. Next, 'walk' by running trunk shows and pop-ups with wholesale partners. Finally, 'run' by using short-term leases in retail incubators to validate a location before committing to expensive 10-year leases.