👾 Alex Virden

In my experience, it's helped me to: *Understanding perspectives: Empathize with each team's motivations and pressures, which often reveals common ground. *Focusing on shared goals: Align efforts towards common objectives like business growth and customer satisfaction. A data-backed approach can highlight assumptions and unify perspectives. *Facilitating open communication: Promote regular, open dialogue beyond emails and Slack. Structured meetings help ensure alignment on goals and strategies. *Building strong relationships: Invest in personal relationships with founders and GTM leaders to reduce misunderstandings and foster collaboration.

Focus on the most critical tasks that will have the biggest impact. Use the "So what? What else? Now what?" questions to assess task importance and streamline your workload​​ – collaborating on this with a boss can help break down communication silos or misunderstandings. A lot of stress can be lifted by keeping your "eyes on the prize" not to let scope creep or other tasks get in the way.

Focus on the most critical tasks that will have the biggest impact. Use the "So what? What else? Now what?" questions to assess task importance and streamline your workload​​ – collaborating on this with a boss can help break down communication silos or misunderstandings. A lot of stress can be lifted by keeping your "eyes on the prize" not to let scope creep or other tasks get in the way.

When navigating disagreements between GTM leaders, I focus on: *Understanding perspectives: Empathize with each team's motivations and pressures, which often reveals common ground. *Focusing on shared goals: Align efforts towards common objectives like business growth and customer satisfaction. A data-backed approach can highlight assumptions and unify perspectives. *Facilitating open communication: Promote regular, open dialogue beyond emails and Slack. Structured meetings help ensure alignment on goals and strategies. *Building strong relationships: Invest in personal relationships with founders and GTM leaders to reduce misunderstandings and foster collaboration.

Failing fast is still failing. You're still exerting time, effort, resources, and budget. To make the right bets, ask your team: > What's the cost of doing nothing, building an MVP, or going all-in? > How does this align with the organization's goals? Then, plan accordingly. There is failing fast right and failing fast wrong. Asking yourself these two questions reduces the risk of failing at all.

In my experience, it’s how you frame up and address tension BEFORE it escalates. 

 What’s helped me:

 Structured Feedback Systems: Maintain open communication with consistent feedback and ongoing conversations to address issues promptly. Frameworks for Difficult Conversations: Provide clear guidelines and training for handling tough conversations respectfully and constructively. Peer Learning: Encourage peer-led training sessions and discussion groups to offer new perspectives and collaborative solutions. Regular Engagement: Conduct check-ins to understand team dynamics and identify conflicts early. Clear Objectives: Establish and communicate clear competencies and expectations to align team efforts.