Your SlideShare is downloading. ×
0
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Hiring and firing  11 29-2011 chicago
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Hiring and firing 11 29-2011 chicago

291

Published on

Topic covered for Founder Institute. Chicago 2011

Topic covered for Founder Institute. Chicago 2011

Published in: Education, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
291
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
7
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Hiring and Firing Founders Institute November 2011 [email_address] 312-953-2208
  • 2. Successful leaders are not necessarily the ones with the greatest vision, or the most winning personality. They are ones who actually do what they say they are going to do and execute on their goals. This is why people trust good leaders and follow them willingly. “ Management is doing things right; leadership is doing the right things.” Who? Peter Drucker Leadership
  • 3. Do you want to be a leader?
  • 4. What makes a good leader? <ul><li>Read books- Learn- </li></ul><ul><ul><li>Study Successes and failures! </li></ul></ul><ul><ul><li>Why make the same mistake someone else has already made? </li></ul></ul><ul><ul><li>Have a vision, goal, and ability to articulate it </li></ul></ul>
  • 5. What is your Vision? <ul><li>How well can you articulate where you are going? </li></ul><ul><li>What are your goals? </li></ul><ul><li>Are they big enough for others to follow? </li></ul><ul><li>What are your Strengths? </li></ul><ul><li>What are your weaknesses? </li></ul><ul><li>What do you need to be successful? </li></ul>
  • 6. &nbsp;
  • 7. Is Focus Important?
  • 8. &nbsp;
  • 9. Is Planning Important?
  • 10. Your greatest ___Strength___, Is your greatest ___Weakness___
  • 11. &nbsp;
  • 12. A Ceo’s job is to ___Raise Money__ And ___Hire People______
  • 13. When you recruit or hire someone, you hire ___UP ___
  • 14. Business Architect- One who has the vision to create and idea, know what it should look like in the end, and can then create the team to see the vision to reality. Similar to building a building, (plumbers, electricians, roofers, foundation) the execution is best accomplished by the experts that are smarter than you are- in their given field of expertise- Recruit up! Vision/ Direction Strategy Team Recruiting Technology Operations Finance Business Development Marketing Sales Vision/Direction: You must create the finished product in your mind. Have a picture or clear goal of what you want it to look like at the end. Similar to an architect- have the vision- then find the people Technology : These are the builders, programmers, and infrastructure people. Strategy/Execution : Are you a Skyscraper or Warehouse? Would you build a building without good blue prints? How good is your business plan? What are your goals and strategies. Why WON’T your idea work? Find people who have done it before. Finance : If you are weak in the numbers, be strong in the books. Marketing: Define your message, have consistent terminology, think “WIFU”-what’s in it for you- the customer Business Development : Finding new customers, creating relationships, staying abreast of competition. Not always a sales person or closer, but one to generate activity. Sales: Find a CLOSER! Sales is about closing your deals, getting customers, producing revenue, and shooting at the elephant until it’s yours! Operations : The gears of the company, don’t discount the importance of someone who can coordinate the team, make sure things are getting done, and direct projects. Team Recruiting : Know your strengths and weaknesses. Realize the important areas for your company. Build a diverse “advisory” board of people who are strong in all of these areas. For Management- sell a big enough vision for others to be a part of. Find people based on skill- not because they are like you and RECRUIT UP!
  • 15. How do you quickly gauge someone? Pace Palette test
  • 16. &nbsp;
  • 17.   Values-Joys-Strengths   Reds : Persistence, exciting, variety, honesty in values, directness, decisiveness, recognition motivated , dreamers   Yellows : Moral, family values, spiritual, structure, punctual, leadership, sharing, self esteem, determination  Blues : Friendly, family fun, animals, harmony, talkative, chameleon like   Greens : Independent, knowledge, new, exploring concepts    Aggravations- Irritations- Stressors   Reds : Nit pickers, rules, negativity, lack of consideration, tardiness in others, noziness, gossip, bad listeners, waiting Yellows : Unfairness, lack of compassion, unreliability, disorder, non performance, lack of time, rudeness, unprofessionalism, violence  Blues : Lies, unfaithful, opinionated, bossy, grudges, irresponsibility, lack of courtesy,  Greens : Incompetence, stupidity, poor workmanship, small talk, talking before thinking     Office Environment   Reds: Trophies, plaques, pictures (important people-Adventure things), leadership books, adventure books, desk messy  Yellows : Organized, neat, books (leadership, policies, procedures), pictures-portraits, diplomas, certificates, phone-“is it legal”  Blues : Self help books, office messy, pictures-family, pets, offer you food/drink, friendly, phone-like to talk  Greens : Computer, electric gizmos, digital watch, computer books, phone-ask a lot of questions Tasks: Climb a Mountain Reds : Let’s go! Yellow s: planning, what to bring, how long, how many Blues: Great! Who’s going?? Greens: Scientists,, study in advance Characteristics of 4 Temperaments
  • 18. Which Type of Employees? HERD CRASH DESTRUCTION MURDER
  • 19. Convocation! A group of People brought together for a Special Purpose.
  • 20. Don’t get enamored by Big Titles . That usually means Big Infrastructure .
  • 21. Four Quadrants of Time   Urgent Non Urgent Important Quadrant 1 Crisis Pressing Problems Deadlines Quadrant II Prevention Relationship Building Recognizing Opportunities Planning, Recreation Not Important Quadrant III Interruptions, telephone mail, reports meetings popular activities Quadrant IV trivia, busy work mail, email, internet time wasters pleasant activities
  • 22. Interest No Interest Time No Time Meade’s Quadrant Has the time Has the background Has the credibility Not interested Has the time Has the interest Has the background Has credibility
  • 23. Ask good questions <ul><li>What is your greatest strength? </li></ul><ul><li>Why do you think you would be a good fit here? </li></ul><ul><li>What are their goals and dreams </li></ul><ul><li>Find the REASONS!!! </li></ul><ul><li>My Favorites </li></ul><ul><li>What did you like most about your last job? </li></ul><ul><li>What did you like least? </li></ul><ul><li>What would you alter or change if you could? </li></ul><ul><li>Ask the TOUGH! Questions </li></ul>
  • 24. Hire…. Slowly, And Fire… Quickly
  • 25. Negotiate…. or people think they have more… Beware of title creep Value Early and Often
  • 26. People make decisions… Emotionally , And defend them … Logically It’s not always about the.. Money!! Don’t get…….. Winklevoss’ed !!!!!!
  • 27. People make decisions… Emotionally , And defend them … Logically It’s not always about the.. Money!! Get your paperwork Right 1- NDA’s (confidentiality) 2- IP Confidentiality and Ownership 3- IP Assignment 4- Don’t ever negotiate over email! (why write, when you can speak, why speak when you can simply nod)
  • 28. Term Sheet for _______:   Equity compensation as an Advisor and Interim President:   As a current participant, Advisor will be granted stock in the following designations and for the following activities.   1% immediate grant for services as advisor and potential migration to President 1% performance bonus for participation and successful closing of a sales opportunity within the next 60 days 1% performance bonus for successful closing of angel, seed or investment funding in an amount greater than $100,000 and secured within the next 45 days. 2% if amount exceed $250,000 within 60 days. 3% if equal to or exceeding $500,000 in 90 days.     Responsibilities:   If Advisor is available to move FULLTIME to the Company, Advisor shall assume the role and title of “President’, unless otherwise mutually agreed……   Responsibilities shall include but not be limited to;   Salary and Equity compensation if executed move to President:   $_____ per year. To be determined or discussed (contingent upon proper funding)   Cash bonus to be determined   Equity Compensation:   An equity compensation in the amount of 30% of the current membership units of the xyz, and under the control of the Founder Stephen Meade, will be made available. The current capitalization is 5MM shares, of which 4,400,000 are with the Founder. Thus equity commitment for Advisor equals = 1,320,000 membership units   Vesting and accelerator clause   Upon full time employment, the stock compensation shall be vested quarterly over a 24 month period. A full employment agreement, stock option plan and documentation shall be provided. Employment agreement shall include full acceleration clauses.
  • 29. Tornado Technique The basis for everything Realize most people don’t care about what you do, or don’t understand it. 1- What is the emotional value of what you do? (what are your benefits, how do you help) 2- What is the industry, genre, or type of customer? 3- Names of companies you are trying to meet- Be Specific! 4- Ask for the person who are you trying to get to- be specific in terms of title, or name. Research and find the name of EXACTLY who you want to meet. <ul><ul><li>Be Specific and don’t be shy! </li></ul></ul>
  • 30. “ For Hiring” <ul><li>Company is My WetRock </li></ul><ul><ul><li>We’ve created an environmental product called “the drop box” that can save water , plastic, and power. </li></ul></ul><ul><ul><li>The goal is to save 10 Billion Gallons of water a month. We’ve created an employee engagement program where big companies buy the product from us and give it away to employees as a way to promote their environmental initiatives. </li></ul></ul><ul><ul><li>We’re dealing with companies from all industries like automotive, retail, hotels, etc. </li></ul></ul><ul><ul><li>Some companies were in discussion with are Starbucks, McDonalds, Shell, UPS, Dell, CGI (Clinton Global Initiative) and others. </li></ul></ul><ul><ul><li>Within those organizations, we deal with the Sustainability Director CSR (corporate social responsibility) or other Senior Executives. </li></ul></ul><ul><ul><li>Directly I’d like to meet Mike Duke, Venod Koshla, Alan Salzman, Doug Band, James Wolsey- people like that. </li></ul></ul>
  • 31. Is Isolation Important? <ul><li>Picked SPECIFIC qualities in people </li></ul><ul><li>Took only the best </li></ul><ul><li>When is 300 better than 5000? </li></ul><ul><li>http://www.youtube.com/watch?v=BrBiatGrKc0 </li></ul>
  • 32. Don’t Give Up! He went into debt when he was twenty-three, to become a partner in a small store. 3 years later his partner died, and left him in debt that took years for him to repay. He dated a girl 4 years and, at the age of 28, asked her to marry him. She turned him down. At 37 he was elected to Congress... on his THIRD try. He then failed to be re-elected. This man&apos;s son died when he was only 4 years old. At age 45 he ran for the Senate...and failed to be elected. He persisted at politics and ran for the vice-presidency at 47 and again lost. Finally, at the age of 51, this man was _____________ His name is_______________
  • 33. Build your own story-Find a Hero <ul><li>Started as an Employee </li></ul><ul><li>Had a great idea- no one believed </li></ul><ul><li>Bought existing company </li></ul><ul><li>Was $2 million in debt </li></ul><ul><li>Started and grew locally </li></ul><ul><li>Created a National Chain </li></ul><ul><li>Is a Globally recognized brand </li></ul><ul><li>When times are tough- ask yourself, “what would _________do?” </li></ul>
  • 34. What do you tell Others? <ul><li>What is your belief? </li></ul><ul><li>What are your goals? </li></ul><ul><li>What is your conviction? </li></ul><ul><li>What do you say when questioned on your choices of being an entrepreneur? </li></ul><ul><ul><li>I am following my dream, have a chance to change my family tree, retire my parents, send my nephew to school, and give back to society. </li></ul></ul><ul><ul><li>Yes, I may fail, but if I do, I can always go get a job…..and I’ll be just like _______! </li></ul></ul>
  • 35. Bonus Slide A few of my great truths 1- S-Your greatest strength, is your greatest weakness 2- P- People do more to avoid pain than to gain pleasure 3- E-People make decisions emotionally and defend them logically 4- D-If you say it- they doubt it. If they say it- it&apos;s true 5- Q-Questions are the key to the Universe 6- B-Begin with the end in mind 7- 99% of the things we worry about never happen, so why worry 8- Remember the Three R’s- Recognition, Referrals, Revenue 9- He who speaks first loses 10- Ask not &amp;quot;why”, ask &amp;quot;why not&amp;quot; SPEDQBN9
  • 36. 1- During an event, go to the Host and ask WHO you should meet. Use the tornado technique to explain what you NEED. The earlier the better. 2- Stand by the speakers AFTER the event. Listen to all of the questions asked and how they’re answered. 3- Do your homework in advance to see who will be at the event, who are speakers, who is in the paper or news, who is getting awards, who you need to know, etc. 4- Look for the most popular person at the event and meet them.
  • 37. Hiring and Firing Founders Institute November 2011 [email_address] 312-953-2208

×