What’s a Unique Challenge You’ve Faced While Leading a Technology Team?

What’s a Unique Challenge You’ve Faced While Leading a Technology Team?

We asked CEOs and Founders about the unique challenges they've encountered while leading technology teams and how they tackled them. From reorganizing to maximize value to applying Salesforce security expertise, here are ten insights from tech leaders.

• Reorganize to Maximize Value
• Reason By First Principles
• Implement a Mentorship Program
• Develop a Data-Cleansing Process
• Enhance Workplace Culture
• Utilize Collaborative Tools
• Establish Onboarding With Mentorship
• Focus on Strategic Recruitment
• Enroll Team in Workshops
• Apply Salesforce Security Expertise

Reorganize to Maximize Value

One of the challenges we've encountered has been implementing and maximizing the value of fleet-tracking tools. This was in large part because all of the different aspects of this technology crossed our existing department boundaries. Fleet tracking includes elements of software, hardware, equipment maintenance, employee behavior, and customer service, and settling on a platform that worked for all of those different areas took far more meetings with far more stakeholders than we were originally anticipating; that work continues today as we gather, analyze, and act on the data that fleet-tracking provides us. It ultimately took a full-department reorganization to make things work, but the returns have been worth it.

Reason By First Principles

One of the key challenges I’ve faced leading a tech team is managing the pressure to adopt every emerging trend. With the rapid rise of new technologies, it can be tempting to follow the momentum. However, not all trends deliver meaningful business or technical value. Many appear with great fanfare but plateau without providing lasting benefits.

The real difficulty lies in determining which trends are worth the investment. Chasing every new technology can distract from core objectives, overextend resources, and introduce unnecessary complexity. I’ve seen teams implement the latest tool or framework, only to discover later that it didn’t align with long-term goals or improve performance as expected.

To address this, we’ve embraced a strategy of reasoning by first principles rather than by analogy. Reasoning by analogy often leads to a bandwagon effect—where teams adopt technologies simply because others are doing so—without critically assessing the value. In contrast, reasoning by first principles breaks down each trend to its core. We ask: What problem does this technology solve? Is this a problem we actually face? Does the solution fit with our business goals and tech stack?

This approach filters out the noise, allowing us to focus on what truly matters. For example, when evaluating a new development framework, instead of adopting it because “everyone is using it,” we dissect its fundamental functionality to assess whether it enhances productivity, scalability, or security. If it doesn’t, we move on. This method ensures that we adopt technologies for their inherent value, not industry hype.

Moreover, this mindset fosters a culture of thoughtful decision-making. Engineers are encouraged to critically evaluate technologies and make data-driven decisions, rather than blindly following trends. This not only strengthens our ability to innovate but also keeps us focused on technologies that truly impact the business.

In summary, while the pressure to react to tech trends is constant, adopting a first-principles mindset helps us navigate the hype. By doing so, we focus on technologies that provide real business and technological benefits, ensuring we stay aligned with our core objectives.

Implement a Mentorship Program

A challenge I encountered while leading a technology team was managing the diverse skill sets and experiences among team members, particularly during a critical project with tight deadlines. Some team members were seasoned professionals familiar with agile methodologies, while others were relatively new to the tech landscape, leading to discrepancies in communication and workflow efficiency.

To address this challenge, I implemented a mentorship program within the team. I paired less-experienced members with veterans to facilitate knowledge sharing and foster collaboration. Additionally, we conducted regular check-in meetings to ensure everyone was on the same page regarding project goals and methodologies. This approach not only helped bridge the skills gap but also cultivated a sense of camaraderie and mutual support within the team. As a result, we successfully delivered the project on time, and the mentorship program became a valuable ongoing resource for professional development within the team.

Develop a Data-Cleansing Process

As the founder of Riveraxe, one challenge I encountered was migrating data from legacy systems to our EHR platform. The data was disorganized and inconsistent, making it difficult to integrate into the new system while maintaining accuracy.

To address this, we developed a multi-step data-cleansing process. We analyzed the legacy data to understand gaps and inconsistencies, then worked with clients to determine priorities. We set standards for the new system and mapped data to the appropriate fields.

We also conducted multiple rounds of testing to verify data integrity before going live. For a hospital client, we did a soft launch to work out any remaining issues on a small scale. By the time we rolled out the EHR system hospital-wide, we had ensured a smooth transition with minimal disruption.

Migrating data is complex, but with the right planning and testing, it can be executed successfully. Our process focused on understanding the current state, determining the ideal future state, and taking incremental steps to bridge the gap while maintaining data accuracy and security. This approach has served us well across all our system-modernization projects.

Enhance Workplace Culture

Early on, our team struggled with the high turnover rates common in tech industries, which disrupted ongoing projects and knowledge retention. I tackled this by enhancing our workplace culture and benefits, focusing on professional development and work-life balance, which significantly improved our retention rates.

We revamped our induction process to include comprehensive training in our tech stack and ongoing support circles, fostering a more welcoming and supportive environment for newcomers. This approach not only helped new employees acclimate but also built a sense of loyalty and community among the team.

Utilize Collaborative Tools

One unique challenge I faced while leading a technology team was managing remote collaboration across different time zones. With team members spread out globally, scheduling meetings became tricky; some felt left out or disconnected due to differing work hours, which affected overall productivity.

To address this issue effectively, we implemented flexible working hours where team members could choose times that worked best for them within certain limits—this encouraged better participation during meetings while respecting personal schedules too! We also utilized collaborative tools like Slack for ongoing communication so everyone felt included regardless of location or time zone differences.

Additionally, we scheduled regular virtual team-building activities outside of work tasks—these helped strengthen relationships among team members despite physical distance!

Establish Onboarding With Mentorship

A unique challenge I faced while leading my technology team was fostering collaboration among members with differing comfort levels in using AI tools. To tackle this, I established a structured onboarding process that included hands-on workshops and mentorship pairings, ensuring everyone felt equipped to leverage AI technologies effectively.

In one instance, I noticed a significant skill gap within the team. I paired less-experienced members with those adept at AI, allowing them to collaborate on projects. This not only boosted confidence but also built camaraderie, transforming hesitant employees into active contributors who shared innovative ideas.

To maintain this momentum, I organized regular training sessions and encouraged open discussions about AI experiences. This approach enhanced productivity and fostered a culture of continuous learning and support, where everyone felt valued.

Ultimately, our team's success on a complex project, completed ahead of schedule, highlighted the effectiveness of these strategies. By creating an inclusive environment, we harnessed diverse perspectives that led to remarkable results, reinforcing the importance of collaboration in a tech-driven world.

Focus on Strategic Recruitment

One challenge I faced was managing rapid growth alongside evolving customer demands. As my telecommunications business scaled, the output of the team needed to match the increasing complexity of customer expectations, particularly regarding response time and innovative solutions.

To address this, I implemented a dual-pronged approach. First, I focused on hiring the right talent—people who not only had technical skills but also shared the company's customer-first mindset. Second, I created a streamlined communication system within the team to ensure we could quickly adapt to changes and solve issues in real time. This combination of strategic recruitment and operational efficiency allowed us to stay ahead of client needs and continue growing successfully.

Enroll Team in Workshops

We encountered two big challenges as a team during our initiation days:

1. Keeping up with ever-evolving technology: During that time, we were struggling to keep up with evolving trends as a small business.

2. Creating a balance of expectations between clients and team members.

We solved these issues by deliberately enrolling the entire team in workshops and courses. Additionally, we had long meetings with clients and team members present to get everyone on the same page.

Apply Salesforce Security Expertise

As the founder of Tython, a unique challenge I've faced is securing sensitive data within Salesforce orgs. For example, when helping a large financial services client implement role-based access controls, over 200 distinct permission sets needed review to meet compliance standards.

To address this, I applied my 15+ years of Salesforce security experience. First, I conducted in-depth analyses of business processes, data, and risks to build a matrix of least-privilege access. Then, I created permission set groups to simplify hundreds of ACLs into manageable sets.

Weekly audits and remediation ensured policies were followed. When gaps emerged, such as new record types added, I re-engineered permission sets rapidly, while documenting changes transparently.

Delivering enterprise security demands perseverance and technical skill. After securing countless orgs, I've developed strategies for navigating complex requirements efficiently. The key is understanding that security is a journey, not a destination. If you focus on continuous monitoring and improvement, orgs can stay protected at scale.