CORE ARTICLE:
Everyone cut the team and bought the tools.
Two quarters later, nothing moved.
The bow tie org was built when execution was scarce. Management layers existed to spread thin judgment across a lot of hands. AI flipped that. Execution is cheap now. Judgment is the constraint.
Cut headcount without changing who decides and you have not redesigned anything. You have automated the bow tie.
The number worth tracking is span of leverage: how far one person's judgment actually reaches. Not headcount. Not quota coverage.
The Flaw in Your AI GTM Org Design — Josh Morse & Edwin Abl
Other links and useful reads:
PERSONAL PROGRESS
↳ What Happens When the Leader Is the Constraint? — Charles Pfeffer
→ The useful bit is a question you ask yourself, not your team: "what's important to me about that?" I tried it on a reaction I had this week that was bigger than the situation deserved. The answer had nothing to do with the situation. Worth five minutes the next time you notice yourself repeating a pattern.
A bespoke framework and capability model 'DEMAND KARMA' that delivers DD services to investors, VC firms and CEOs.
Retained advisory at funded scale-ups. A simple monthly fee. Helping CEOs build a scalable marketing machine. (Booked out until December)
Book time on my calendar to work through a standalone project or to get answers to your most pressing marketing strategy and execution questions.
