HOW TO STRUCTURE A SUPERSTAR ORGANIZATION
You should have superstars in every facet of your business. When your future is at stake, there is no room for mediocrity.
Identify the key functions you need to meet your business goals. Then, when considering people to fill each of those roles, ask yourself honestly, “Is he really great?” If he’s not, look for someone else.
Having six people reporting to you is ideal. If you have fewer than that, your business won’t be able to grow as fast as you might like. If you have more, you won’t be able to keep track of what everyone is doing.
Having a six-superstar business is a wonderful thing. It will make your business six times stronger right away. But you can double that by insisting that every one of your superstars hires at least one superstar himself. And you will increase the growth potential of your business by 3,600 percent when all six of your superstars have six superstars working for them.
Some superstars don’t need to be told to hire superstars. Some do. Don’t leave this all-important task to chance.
If top-notch talent is limited to a single level—the one directly below you—your business will never reach its potential. New projects and possibilities will either fail or be put off indefinitely because your best people won’t be able to handle them.
When Michael Bloomberg was elected mayor of New York City he insisted that all top city managers have a “replacement” for themselves in their employ. I don’t like that way of putting ...
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