For those leading larger teams or companies, what practices have worked best when a newly promoted manager or outside hire starts reporting to you? How do you give them room to develop their own leadership style while still protecting the culture and performance that already exists? How often are you coaching them, reviewing performance, or stepping in when their decisions start affecting the team? I’d like to hear what’s actually worked for people managing at this scale.   submitted by   /u/CleanOpsGuide [link]   [comments]