two keys: trust and (efficient) communication. these may or may not be sufficient for a given org, but they’re certainly necessary ingredients. they lead to hig

two keys: trust and (efficient) communication. these may or may not be sufficient for a given org, but they’re certainly necessary ingredients. they lead to highly effective teams via autonomy and intrinsic motivation (teams that achieve desirable outcomes efficiently without oversight). these two factors are extraordinarily hard to cultivate consistently, especially during high growth. this is incidentally why management is so hard, and so often “bad”, because managers are often encouraged to focus on metrics, like financials, rather than cultivating trust and fostering effective communication. kanban (in japanese manufacturing) is a quintessential example of a management system designed to foster trust (no-fault problem-solving orientation) and communication (simple, immediate, and well-known signaling). edit: should also have mentioned kaizen as a companion to kanban in this context.