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Building startup teams for the win Mei_Lu

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Title: Building Your Startup Team for the Win

No matter how great an idea you have, the fate of your startup ultimately depends on the people on your team. We all know that recruiting and developing talent is not an easy task. To make things even more challenging, since every startup and its team are unique, what works for other startups may not apply to yours.

We will take a look at the entire process of building a high performing team, from recruitment, retention, to development. It will help you think through how to approach this most important aspect of your startup and know that you're assembling the right team to make your startup a success.

Takeaways:
• Have a holistic view on building a high performing startup team
• Gain clarity in your people strategy
• Understand the guiding principles of identifying the right people for your startup
• Know how to help your team do their best work
• Develop your own team building approach

Published in: Business
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Building startup teams for the win Mei_Lu

  1. 1. BUILDING YOUR STARTUPTEAM FORTHE WIN Mei Lu Jobfully.com | Geekology.biz
  2. 2. About Me Geekology •Technical talent advisory and solutions (training and consulting) for growth startups Jobfully •Job and career coaching for software engineers and developers © 2016 Jobfully LLC
  3. 3. SCOPE OFTHETALK © 2016 Jobfully LLC
  4. 4. Stages ofTech Startups •Founding • Prod team: 1-3 •Seed • Prod team: 3-10 •Growth • Prod team: 10-30 •Expansion • Prod team: 30-100ish •Pre-IPO • Prod team: a whole bunch of people © 2016 Jobfully LLC
  5. 5. BUILDING A HIGH PERFORMING TEAM © 2016 Jobfully LLC
  6. 6. Your Plan – Founding Stage www.pinterest.com/fungiexpress/illustration-comic/ © 2016 Jobfully LLC www.comicvine.com Bruce Wayne Diana Prince superfriends.wikia.com/wiki/Wonder_Woman
  7. 7. Your Plan – Seed Stage screenrant.com© 2016 Jobfully LLC
  8. 8. Your Plan – Growth Stage and Beyond http://dc.wikia.com/© 2016 Jobfully LLC
  9. 9. WhatActually Happens kittensin.blogspot.com www.desktopnexus.com sensevista.com
  10. 10. Building an average team is easy. Building a high-performing team is hard. © 2016 Jobfully LLC
  11. 11. What’s wrong with average ? © 2016 Jobfully LLC
  12. 12. Average startups die. © 2016 Jobfully LLC 90% of startups fail.
  13. 13. RECRUITING === TEAM BUILDING ? false © 2016 Jobfully LLC
  14. 14. Building aTeam… is a Process Before you start - •Identify business goals that can’t be achieved with the current team •Define the role(s) to best meet business goals © 2016 Jobfully LLC
  15. 15. Building aTeam… is a Process What it looks like •Attract •Recruit •Retain •Perform •Refer (Hint –Think “growth hacking”) © 2016 Jobfully LLC
  16. 16. A A R R R Convert © 2016 Jobfully LLC
  17. 17. Mei’s StartupTeam Metrics How do candidates find you? Do candidates have a great experience? Do people stay? Is the team creating value for the business? Do people tell others? Hire Attract Recruit Retain Perform Refer © 2016 Jobfully LLC
  18. 18. Building aTeam… Measuring Success How do candidates find you? Do candidates have a great experience? Do people stay? Is the team creating value for the business? Do people tell others? Hire Attract Recruit Retain Perform Refer © 2016 Jobfully LLC
  19. 19. Image: http://blog.goyello.com/ Build-Measure-Learn © 2016 Jobfully LLC
  20. 20. http://www.agileacademy.co/
  21. 21. Team Practices © 2016 Jobfully LLC
  22. 22. Build-Measure-Learn •Start with best practices – learn from other people’s mistakes •Measure and learn what works for you •Establish your own best practices •Don’t stop measuring and learning – continuously improve © 2016 Jobfully LLC
  23. 23. Attraction Recruitment Retention Performance Referrals Measure: • % of people advancing • Value & cost per person Learn: • What made them stay? • What didn’t they like? Measure: • % of people leaving • Value & cost per person Learn: • What made them leave? • What did they like? Mei’s Lean StartupTeam Metrics: Build-Measure-Learn © 2016 Jobfully LLC
  24. 24. THE STARTING POINT BEST PRACTICES Aim for excellence (top 10%), not average © 2016 Jobfully LLC
  25. 25. Attraction Recruitment Retention Performance Referrals Pre-Hiring Post-Hiring Coefficient Hire © 2016 Jobfully LLC
  26. 26. PRE-HIRING Are you getting the right candidates? Do the right candidates want to join you? © 2016 Jobfully LLC
  27. 27. Look for PeopleWhoThrive in Startups •T-shaped skills •Pragmatic (prioritizing business impact) •Comfortable with unknown and ambiguity •Quick and eager learner •Get things done w/ limited resources •Ownership © 2016 Jobfully LLC
  28. 28. Avoid Startup Killers at All Costs •“Not my job” •Lack of business mindset •Dogmatic •Needs lots of structure •Resists change and learning •Can’t get things done differently •Victimship – the opposite of ownership © 2016 Jobfully LLC
  29. 29. How to Hire: HenryWard, CEO of eShares Hiring Principles: • Hiring means we failed or will fail to execute and need help • Startup employee effectiveness follows a power law • False Positives are ok, False Negatives are not • Culture is defined by who we hire Hiring Heuristics: • Hire for Strength vs Lack of Weakness • Hire forTrajectory vs Experience • Hire Doers vsTellers • Hire Learners vs Experts • Hire Different vs Similar • Always pass on ego © 2016 Jobfully LLC https://medium.com/swlh/how-to-hire-34f4ded5f176
  30. 30. How to Hire: HenryWard + Mei’s Mods Hiring Principles: • Hiring means we failed or will fail to execute and need help • Startup employee effectiveness follows a power law • False Positives are ok, False Negatives are not (i.e. look for hidden gems) • Culture is defined by who we hire Hiring Heuristics: • Hire for Strength vs Lack of Weakness • Hire forTrajectory vs Experience • Hire Doers vsTellers • Hire Learners vs Experts • Hire Different vs Similar • Always pass on ego • Hire to Lead vs Delegate Hire for Future vs Past © 2016 Jobfully LLC
  31. 31. What Do CandidatesWant? •Career-defining experience – know their career aspirations •Opportunities to apply under-utilized talents – to prove themselves •Interesting and challenging work •A great candidate experience – seek validation •A leader they believe in •A vision & mission they can stand behind •Business traction Thinking long(er) term © 2016 Jobfully LLC
  32. 32. Candidate Sources •Your existing network •Your new connections – grow your network •Right job boards (AngelList, Hacker News, Reddit, GeekWire, etc.) •Personally proactively seek out “the one(s)” © 2016 Jobfully LLC Easy Hard
  33. 33. SellingYour Startup •Have a clear, concise, repeatable message •Know what you uniquely offer •Make it easy to reach you •Don’t out-source relationships © 2016 Jobfully LLC
  34. 34. POST-HIRING Do people stay? Does the team perform? © 2016 Jobfully LLC
  35. 35. Why Do People Stay? •Things they were looking for during pre-hiring – promises kept •Recognition – contribution confirmation •Harmonious relationships with co-workers – respectful and collaborative •Sense of progress – personal and company-wise •On board with leadership’s decisions - transparency © 2016 Jobfully LLC
  36. 36. Why Do People Stay? •“My opinions matter” – voice being valued and heard •Career and personal growth – learning and development •Visible impact – measurable results of effort •Performance management / reward system that makes sense •Compatible with personal life © 2016 Jobfully LLC
  37. 37. Getting theTeam to Perform. How? (now that’s the million dollar question) © 2016 Jobfully LLC
  38. 38. Getting theTeam to Perform. How? (now that’s the billion dollar question) © 2016 Jobfully LLC
  39. 39. What Does ItTake? A Good Starting Point: •Always connect business goals to daily activities •A well thought out performance management and reward system •Cultivate intrinsic motivation Autonomy Mastery Purpose Drive:The Surprising Truth AboutWhat Motivates Us by Daniel Pink © 2016 Jobfully LLC
  40. 40. EXECUTION is HARD. Why? © 2016 Jobfully LLC
  41. 41. Constant effort Blind spots © 2016 Jobfully LLC
  42. 42. On-going build-measure-learn makes it easier and smarter © 2016 Jobfully LLC
  43. 43. WHAT ABOUT CULTURE ??? Culture permeates everything © 2016 Jobfully LLC
  44. 44. Your culture manifests itself in ALL your decisions. © 2016 Jobfully LLC
  45. 45. Your culture is rooted in the belief system of the startup leader(s). © 2016 Jobfully LLC
  46. 46. Want to have an awesome culture? First, evaluate your own belief system. © 2016 Jobfully LLC
  47. 47. MULTIPLIERS Referrals Process and Infrastructure © 2016 Jobfully LLC
  48. 48. Referrals Can Come from Anywhere Referrals = Other people recruiting for you •Employee referrals •Network referrals •Candidate referrals •Job description referrals •Stranger referrals © 2016 Jobfully LLC Basic Advanced
  49. 49. Process and Infrastructure •Make build-measure-learn do-able •Enable targeted improvements to generate most business impacts possible •Increase the efficiency and speed of building a high-performing team •Low hanging fruit w/ high ROI if done right © 2016 Jobfully LLC
  50. 50. www.colourbox.com www.hometalkies.com © 2016 Jobfully LLC
  51. 51. Don’t do average. Average startups fail. © 2016 Jobfully LLC
  52. 52. To excel in building your startup team is to survive © 2016 Jobfully LLC
  53. 53. And… it starts with YOU © 2016 Jobfully LLC
  54. 54. How to find me Mei Lu - mei@jobfully.com linkedin.com/in/meiiam @meiiam www.Jobfully.com www.Geekology.biz © 2016 Jobfully LLC
  55. 55. Further Exploration • HowTo Hire Engineers: Step 0,WhatTo Look For (https://jocelyngoldfein.com/how-to-hire-engineers-step-0- what-to-look-for-85ae44bf0a1c) • Organizational Blueprints for Success in High-Tech Start-Ups: Lessons from the Stanford Project on Emerging Companies (http://cmr.berkeley.edu/documents/sample_articles/2002_44_3 _4776.pdf) • DiverseTeams Feel Less Comfortable — andThat’s WhyThey Perform Better (https://hbr.org/2016/09/diverse-teams-feel-less- comfortable-and-thats-why-they-perform-better) • Startup Genome Report Extra on Premature Scaling (https://s3.amazonaws.com/startupcompass- public/StartupGenomeReport2_Why_Startups_Fail_v2.pdf) © 2016 Jobfully LLC

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