LEADERSHIP
Evolving the Team
Evolving Roles as the Startup Grows
As your startup scales, the leadership roles that worked yesterday may no longer fit today. Be proactive in role evolution to maintain momentum.
TIME COMMITMENT
Review bi-annually or at major growth points
Why This Matters
Prevents stagnation or role mismatch
Supports team morale and retention
Ensures the right person is in the right seat at the right time
Makes room for new capabilities as needs shift
Enables leaders to continue contributing without burning out
When to Focus On This
Post-Series A or other scale inflection points
Noticing friction between old roles and new demands
Bringing in more experienced operators or execs
How to Complete
Review functional needs every 6–12 months
Define role evolution paths (deepen, widen, or shift)
Use performance and growth data to assess fit
Run structured conversations with leaders
Offer lateral moves, mentorship, or scope changes
Bring in fractional or full-time support as needed
Communicate changes with clarity and care
Tools
Role evolution maps
Scope clarity worksheets
Capability matrix vs. company stage
Deliverables
Updated role descriptions or titles
Internal career progression framework
Transition plan for new ownership
How to Measure Success
Role clarity and satisfaction surveys
Reduced scope confusion or power vacuums
Successful transitions (retention + performance)
Organizational effectiveness metrics
Who Owns This
CEO + COO; People team if in place
Get It Right
Normalize change as a sign of growth
Involve leaders in shaping their next chapter
Separate ego from effectiveness
Be transparent about what's needed next
Offer support through transitions
Don't Make These Mistakes
Holding roles static too long
Avoiding hard conversations
Promoting without readiness
Letting outdated roles block progress
Making changes without clear rational