Lawrence Krimker: Managing Small vs. Large Teams: Key Strategies and Differences

Leading a team requires a balance of vision, adaptability, and strategic thinking, but the nuances shift depending on the team size. Entrepreneur Lawrence Krimker has led teams of all sizes, from small start-ups to companies he founded that grew to hundreds of employees. Whether it’s a small, close-knit team or a large organization, Krimker highlights practical and thoughtful ways to engage and lead teams at any scale. Drawing from decades of experience, he outlines the unique challenges each environment presents. 

Managing Small Teams: Fostering Connection and Direct Mentorship

Small teams offer a unique advantage: the ability for leaders to have direct, personal involvement in day-to-day activities. Krimker finds that small teams benefit from closer mentorship, allowing leaders to influence morale directly and step in as needed to help solve problems. When he began his career, he was managing a small team of university students in his window-cleaning business, where he learned the value of hands-on leadership.

Lawrence Krimker explains that in smaller settings, leaders should be visible and involved. When you’re leading a small team, your actions and even your mood can influence the group, he says. Leaders in this environment should aim to be an example for their team, fostering open communication, respect, and collaboration. This can help small teams develop a strong sense of loyalty, which can be more challenging to achieve in larger organizations.

Direct mentorship and hands-on guidance also allows leaders to address each team member’s strengths  and their areas for improvement. Regular check-ins, one-on-ones, and an openness to feedback create an atmosphere where employees feel supported and recognized.

Managing Large Teams: Creating Systems and Relying on Delegation

Large teams, on the other hand, require a more structured approach to management. Leaders can no longer oversee every detail or directly mentor every individual. Instead, they must focus on the bigger picture and develop systems that ensure consistency and productivity across departments. When Krimker was leading his former company, which employed 600 employees, he recognized that a leader’s primary role in such a setting is to provide structure and direction — and to empower middle managers to lead in the same way.

The secret to leading large teams, Krimker says, is hiring the right people and trusting them to do their jobs. Establishing a strong management team enables leaders to maintain control while ensuring that their vision is executed across the organization. In large companies, middle management plays a critical role, as they serve as the link between the top leadership and the workforce. Leaders must rely on these managers to maintain cohesion and uphold company culture.

And clear communication channels are essential. Leaders should establish straightforward processes for feedback and information sharing to prevent misunderstandings and promote alignment. By creating systems that allow employees to feel heard and valued, even in a large organization, leaders can build a cohesive, motivated team that shares a common purpose.

Fostering Innovation: Small Teams vs. Large Teams

Innovation is another area where team size can make a significant difference. In small teams, Krimker finds that innovation often comes naturally through close collaboration. With fewer people, ideas can be shared and executed quickly, allowing the team to adapt and pivot as needed. Small teams can be incredibly agile and innovative because everyone feels they have a stake in the outcome, he says.

In larger teams, fostering innovation requires a different approach. Leaders must create channels for new ideas to be heard and implemented without disrupting established workflows. Encouraging innovation in a large organization takes intentional effort. You need to create a culture where people feel safe to share ideas and know that their contributions are valued, Krimker says.

The Importance of Trust in Both Settings

No matter the team size, Krimker underscores the importance of trust. In small teams, leaders can build trust through daily interactions, showing empathy, and taking the time to understand each team member’s perspective. Leaders need to establish a relationship of mutual respect and be there to support their team members through challenges.

In large teams, trust is cultivated by demonstrating reliability and consistency. In a larger organization, it’s essential that employees trust the leadership, even if they don’t interact with them directly, Krimker says. By trusting managers to make decisions, and encouraging those managers to trust their teams, leaders can encourage a culture of accountability.

Conclusion: Leadership Flexibility

In the end, Krimker believes effective leadership is about being flexible adapting to the needs of the team as well as the gols of the company. You can’t lead a team of 500 the same way you’d lead a team of five, he says. However, the goals are the same: build trust, empower people, and create a shared sense of purpose. Whether working side-by-side with a small group or guiding a large organization, Krimker’s approach to leadership offers valuable insights into building strong, cohesive, and motivated teams.