The conference room fell silent as Marcus stood before his executive team. Six months into his role as CEO, the tech startup was hemorrhaging talent, missing deadlines, and watching morale plummet. The company that had once been heralded as an industry disruptor was now struggling to maintain basic operations.
“We’ve tried everything,” Marcus confessed. “Team-building exercises, restructuring, even bringing in consultants. Nothing’s working.”
It was then that Olivia, their normally quiet operations director, spoke up. Before joining the corporate world, she had completed a doctorate in ancient history with a focus on military organizations.
“Have you ever studied how the Roman legions operated?” she asked. “Because what we’re experiencing now—communication breakdowns, accountability issues, lack of clear purpose—these are problems the Romans solved over 2,000 years ago. And their solutions still work.”
The executive team exchanged skeptical glances. Ancient military tactics for a modern tech company? Yet six months later, after implementing principles directly adapted from Roman legion management, employee retention had improved by 40%, project completion rates had doubled, and the company was once again being recognized for innovation.
Why Modern Teams Are Falling Apart (And What Ancient Rome Can Teach Us)
The challenges facing today’s managers would be eerily familiar to a Roman centurion. Unclear chains of command. Inconsistent performance standards. Disengaged team members. Poor communication across departments. The Romans faced these same issues—but at scales that would make even the largest modern corporations seem small by comparison.
At its height, the Roman military managed over 450,000 soldiers across three continents with remarkable efficiency—without phones, email, or project management software. Their legions conquered the known world and maintained order for centuries, all while developing leaders, rewarding performance, and creating a culture so strong that their symbols and traditions continue to influence organizations today.
Dr. Eleanor Chambers, organizational psychologist and author of “Ancient Systems, Modern Solutions,” explains: “The Romans created arguably the most effective organizational structure in human history. Their success wasn’t due to superior technology—it was because they understood human psychology and group dynamics in ways that many modern organizations have forgotten.”
The fundamental difference between Roman legion management and many modern approaches lies in their understanding of scale, clarity, and human nature. While we chase the latest management fads, the Romans built their entire system on principles that aligned with how people naturally organize, communicate, and perform.
The Contubernium Principle: Why Eight Is the Magic Number for Team Size
When Amazon founder Jeff Bezos established his famous “two-pizza rule”—that teams should be small enough to be fed by two pizzas—he was unknowingly echoing a principle the Romans had perfected millennia earlier with the contubernium.
A contubernium was the smallest unit in a Roman legion: eight soldiers who lived together, trained together, and fought together. This wasn’t an arbitrary number—it represented the optimal size for direct accountability, clear communication, and operational effectiveness.
Modern research has validated this ancient wisdom. A study published in the Harvard Business Review found that productivity and engagement significantly decline when teams grow beyond 7-9 members. Beyond this size, social loafing increases, communication becomes more formal and less frequent, and leaders struggle to provide meaningful individual attention.
Shopify, the e-commerce platform giant, restructured their engineering organization around what they call “the pod system”—small, cross-functional teams typically consisting of 6-8 people. Since implementing this approach, they’ve reported a 32% increase in feature delivery speed and a 27% improvement in code quality.
“When we moved to smaller teams, everything changed,” says Tobi Lütke, Shopify’s CEO. “Decision-making accelerated, accountability increased, and people developed stronger bonds with their immediate teammates.”
The contubernium principle extends beyond just team size—it encompasses how these small units interact within larger structures. Roman contubernia were grouped into centuries (80-100 men), which formed cohorts (480-600 men), which constituted legions (5,000+ soldiers). Each level had clear responsibilities, communication protocols, and leadership.
From Centurion to Modern Manager: Leadership Through the Ranks
The backbone of Roman military effectiveness wasn’t its generals—it was its centurions. These middle managers led units of 80-100 men and were promoted based on performance, not social class or connections. They represented the perfect balance between strategic understanding and frontline experience.
What made centurions particularly effective was their leadership style, which modern management experts would recognize as a blend of transformational and transactional approaches. Centurions led from the front, fought alongside their men, but also maintained strict discipline and clear expectations.
Vegetius, the Roman military writer, noted that the ideal centurion was “not so much unduly eager to fight as skilled in commanding, steady in action, and resolute in mind.” They were expected to inspire through example while maintaining order through consistent enforcement of standards.
This model offers powerful lessons for today’s middle managers, who often find themselves caught between executive directives and frontline realities.
Microsoft has incorporated aspects of this approach into their management development program. Their “Player-Coach” model trains managers to maintain technical expertise while developing leadership skills—much like centurions who could both fight and command.
“When managers stop understanding the work their teams do, they lose credibility and make poor decisions,” explains Satya Nadella, Microsoft’s CEO. “Our best leaders can still code, design, or analyze when needed, but they know their primary value is in multiplying the effectiveness of others.”
The centurion model also emphasizes the importance of visible leadership. Roman centurions were easily identifiable by their transverse crests on their helmets and carried a distinctive staff called a vitis. This visibility wasn’t vanity—it was functional. In the chaos of battle, soldiers needed to quickly locate their leaders for direction and confidence.
Decimation and Accountability: The Harsh Lessons of Consequence Management
Perhaps the most notorious Roman military practice was decimation—the execution of every tenth soldier in a unit that had failed in its duty. While this extreme punishment was rare even in Roman times (and obviously not recommended for modern organizations), the principle behind it contains a valuable lesson about accountability that many modern teams ignore.
The power of decimation wasn’t in its brutality, but in its establishment of collective accountability. Every soldier knew that their individual performance affected not just themselves but their entire unit. This created powerful peer pressure and self-regulation within teams.
Modern versions of this principle can be seen in organizations that have implemented transparent performance metrics and team-based incentives. When everyone can see who’s performing and who isn’t—and when compensation or advancement depends partly on team results—behavior changes dramatically.
Bridgewater Associates, the world’s largest hedge fund, has built its entire culture around radical transparency and accountability. Employees rate each other’s performance in real-time, and all meetings are recorded and available for review. This creates an environment where poor performance or bad decisions cannot hide.
“Most people call what we do brutal or extreme,” says Ray Dalio, Bridgewater’s founder. “But meaningful work and meaningful relationships aren’t possible without radical truth and radical transparency.”
The Roman approach to accountability was balanced by an equally strong system of rewards and recognition. Soldiers who demonstrated exceptional courage or skill received coronae (crowns), torques (neck rings), and other visible symbols of achievement. These weren’t just decorative—they came with tangible benefits like additional pay and privileges.
This balance between consequence and reward created a culture where excellence was expected, mediocrity was uncomfortable, and failure had real costs—all principles that many modern organizations struggle to implement consistently.
The Aquila Standard: Creating Cultural Cohesion Through Symbols and Identity
For Roman legionaries, nothing was more sacred than the aquila—the eagle standard that represented their legion. Losing the aquila in battle was considered the ultimate disgrace. Soldiers would risk death to protect or recover these standards, not because of the objects themselves, but because of what they represented: the honor, history, and collective identity of their unit.
This powerful use of symbolism and identity offers a crucial lesson for modern organizations struggling with cultural cohesion and employee engagement.
Airbnb has masterfully applied this principle through what they call their “Core Values” and “Belong Anywhere” ethos. These aren’t just slogans—they’re integrated into everything from hiring practices to office design to performance reviews. As a result, Airbnb maintains one of the strongest corporate cultures in tech despite rapid growth and geographic distribution.
“Culture is simply a shared way of doing something with passion,” says Brian Chesky, Airbnb’s CEO. “Our culture is the foundation for our company. It’s the foundation for everything we do.”
The Roman use of standards went beyond just symbols—it created clear visual systems for communicating in chaotic environments. Different units had distinctive insignia, and these visual markers allowed for rapid recognition and coordination across vast battlefields.
This principle has been adapted by companies like Spotify, which uses a system of “tribes,” “squads,” and “chapters” to organize its engineering organization. Each group has its own identity and autonomy while maintaining alignment with the larger organization through visual management systems and clear communication structures.
Communication Chains: How Romans Transmitted Information Without Technology
Perhaps the most remarkable achievement of Roman military organization was its ability to communicate effectively across vast distances without modern technology. Their communication system combined standardization, redundancy, and clear chains of information flow.
Orders would flow down through a clear hierarchy: from generals to legates to tribunes to centurions to optios (second-in-commands) to individual soldiers. Each level had specific responsibilities for transmitting, interpreting, and implementing directives.
More importantly, information also flowed upward. Centurions would regularly report to tribunes, who would report to legates, ensuring that leadership maintained awareness of conditions on the ground.
Morning meetings called “daily orders” ensured all units understood the day’s objectives and had an opportunity to ask clarifying questions. These weren’t just one-way broadcasts—they were structured to ensure comprehension and alignment.
Salesforce has implemented a modern version of this approach with their V2MOM system (Vision, Values, Methods, Obstacles, Measures). This structured communication framework ensures everyone from executives to entry-level employees understands organizational priorities and how their work contributes to larger objectives.
“Communication is about human connection,” explains Marc Benioff, Salesforce’s CEO. “Without a structured way to ensure everyone’s on the same page, companies fragment into silos and competing agendas.”
The Roman approach to communication valued clarity over volume—a lesson many modern organizations would benefit from remembering. Their communications were standardized, concise, and focused on action rather than discussion.
Training Like Romans: Why Preparation Beats Motivation
Vegetius, the Roman military writer, famously wrote: “In time of peace, prepare for war.” The Roman military system placed enormous emphasis on continuous training—not just for new recruits, but for veteran soldiers and even officers.
Roman soldiers trained daily, regardless of whether campaigns were planned. They practiced building camps, marching in formation, and weapons handling until these actions became automatic. This meant that in the chaos and stress of battle, soldiers could rely on muscle memory and established protocols rather than having to think through every action.
This principle applies directly to modern knowledge work. Organizations that invest in continuous skill development and regular practice of key processes consistently outperform those that focus on motivation or inspiration alone.
Google’s re:Work program incorporates this Roman training philosophy by focusing on deliberate practice and scenario-based learning rather than theory. Their managers regularly rehearse difficult conversations, decision-making processes, and crisis responses—not just once during initial training, but as ongoing professional development.
“Most companies train people once and expect performance forever,” says Dr. Laszlo Bock, former SVP of People Operations at Google. “That’s like a sports team practicing once before the season and never again. Excellence requires continuous practice, feedback, and refinement.”
The Roman approach to training was notably practical rather than theoretical. Soldiers didn’t just learn about tactics—they physically performed them, repeatedly, under increasingly difficult conditions. This pragmatic approach ensured that skills were truly internalized rather than merely understood intellectually.
Implementing Roman Principles in Your Modern Organization
The transformation of Marcus’s struggling tech company mentioned at the beginning of this article didn’t happen overnight. It required systematic implementation of these Roman principles, adapted for a modern context.
Here’s how you can begin applying these battle-tested approaches in your own organization:
1. Restructure Around the Contubernium Principle
Review your current team structures. Are any groups larger than 8-9 people reporting to a single manager? Consider reorganizing into smaller, cross-functional teams where possible. Each small team should have clear objectives, defined boundaries of authority, and regular opportunities to build cohesion.
When Twilio implemented this approach, they found that decisions that previously took weeks could now be made in days or hours. By giving small teams clear ownership and limiting dependencies, they dramatically increased organizational velocity.
2. Develop Centurion-Style Leaders
Identify potential leaders who demonstrate both technical competence and people skills. Create development paths that allow them to maintain their expertise while growing their leadership capabilities. Ensure these leaders are visible and accessible to their teams, not hidden behind layers of bureaucracy.
Investment firm BlackRock credits much of its success to this approach. Their “player-coach” model ensures managers remain connected to markets and clients while also developing their teams. This balance of doing and leading has helped them navigate complex financial environments more effectively than competitors with more traditional management structures.
3. Establish Clear Accountability Systems
Create transparent performance metrics that are visible to entire teams, not just managers. Implement both individual and team-based incentives to balance personal excellence with collective success. Ensure consequences for underperformance are consistent and fair, while rewards for excellence are meaningful and visible.
When Hubspot implemented a transparent scorecard system for their sales teams, they saw a 31% increase in productivity within three months. The visibility created natural competition and peer coaching, with top performers helping struggling team members improve rather than just outshining them.
4. Develop Your Organizational “Aquila”
Identify and strengthen the symbols, stories, and shared experiences that create cultural cohesion in your organization. Move beyond generic mission statements to develop meaningful traditions and visual representations of your company’s values and identity.
Zappos has mastered this approach with their distinctive culture book, which collects unedited employee descriptions of the company culture. This physical artifact—combined with rituals like their culture-focused onboarding—creates a strong sense of shared identity that has helped the company maintain its unique approach despite acquisition by Amazon.
5. Streamline Communication Chains
Map your current information flows. How many steps does it take for frontline insights to reach decision-makers? How clearly are strategic decisions communicated to those who must implement them? Create standardized communication protocols that balance efficiency with clarity.
Toyota’s famed “Andon cord” system exemplifies this principle. Any worker can pull a cord to signal a problem, immediately triggering a standardized response process. This direct communication channel has helped Toyota maintain quality standards that competitors struggle to match.
6. Implement Roman-Style Training
Shift from theoretical to practical training. Create regular opportunities for teams to practice key processes and skills, even when there’s no immediate need. Focus on building muscle memory for critical functions rather than relying on documentation or motivation.
When McKinsey & Company implemented “practice sessions” for their consultants—where teams would rehearse client presentations and problem-solving approaches—they saw client satisfaction scores increase by 22% within a year.
The Timeless Edge: Why Ancient Wisdom Outperforms Modern Fads
What makes Roman legion principles so effective isn’t their age—it’s their foundation in unchanging aspects of human psychology and group dynamics. While technology and business contexts evolve rapidly, the fundamental challenges of organizing people toward common goals remain remarkably consistent.
The Roman military system wasn’t perfect, and certainly not all aspects should be emulated. But its core principles—clear structure, practical training, visible leadership, balanced accountability, strong identity, and efficient communication—have proven their value across millennia.
As Dr. Martin West, organizational psychologist, observes: “We keep reinventing management approaches that the Romans had already perfected. The difference is, their systems were battle-tested in the most literal sense. They had to work, or people died and empires fell.”
In a business landscape where the average lifespan of S&P 500 companies has shrunk from 60 years to less than 20, perhaps the secret to building truly enduring organizations lies not in the latest management theory, but in the time-tested principles that built one of history’s most successful organizations.
The Roman legions conquered the known world and maintained their dominance for centuries. The management principles that enabled that remarkable achievement are available to any leader willing to learn from history rather than just the latest business bestseller.
Like Marcus’s struggling company, your organization might find that the solution to thoroughly modern problems lies in ancient wisdom—principles that have already stood the test of time.
