Post summary (feel free to suggest edits!):The author’s observations from talking to / offering advice to several EA orgs:
Many orgs skew heavily junior, and most managers and managers-of-managers are in that role for the first time.
Many leaders are isolated (no peers to check in with) and / or reluctant (would prefer not to do people management).
They suggest solutions of:
Creating an EA manager’s slack (let them know if you’re interested!)
Non-EA management/leadership coaches—they haven’t found most questions they get in their coaching are EA-specific.
More orgs hire a COO to take over people management from whoever does the vision / strategy / fundraising.
More orgs consider splitting management roles into separate people management and technical leadership roles.
(If you’d like to see more summaries of top EA and LW forum posts, check out the Weekly Summaries series.)
Post summary (feel free to suggest edits!):
The author’s observations from talking to / offering advice to several EA orgs:
Many orgs skew heavily junior, and most managers and managers-of-managers are in that role for the first time.
Many leaders are isolated (no peers to check in with) and / or reluctant (would prefer not to do people management).
They suggest solutions of:
Creating an EA manager’s slack (let them know if you’re interested!)
Non-EA management/leadership coaches—they haven’t found most questions they get in their coaching are EA-specific.
More orgs hire a COO to take over people management from whoever does the vision / strategy / fundraising.
More orgs consider splitting management roles into separate people management and technical leadership roles.
(If you’d like to see more summaries of top EA and LW forum posts, check out the Weekly Summaries series.)