The Cookbook for Startup Team Building
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This document provides a recipe for building a startup team, advocating for personal innovation, risk taking, agility, genuineness, and followership. The author believes their 10 years of experience building 6 companies and selling 2 provides expertise in team building. They also value the skills and contacts gained from IDF service, along with experience exerting responsibility in a creative, intelligent environment.
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Client testimonials
Meg Osborne and Associates helped a new business get off to a successful start through marketing, event planning, and PR efforts that significantly contributed to rapid growth in their first year. Meg also planned a successful sponsorship event for Kroger and enjoys a great working relationship with Lawrence North High School through several promotions. Community organizations praise Meg for her creativity, energy, and ability to get jobs done with incredible marketing ideas and commitment to success. Clients appreciate Meg's enthusiasm, passion for causes, and success in planning impactful events.
PRSA International Conference - More Than Just a Workstream: Changing the Per...
This document discusses changing perceptions of public relations (PR) and the need for PR professionals to think more strategically and creatively. It notes that the qualities that define great brand marketing today, such as being original, creative, authentic and story-driven, should also define good PR work. However, many PR professionals still see themselves as separate from marketing and rely too heavily on best practices rather than original ideas. It encourages PR to get inspired, learn marketing language, think critically, own big ideas, and sell ideas inspiringly in order to become more integrated with other communications workstreams.
[startups]Team Building
The document discusses tips for building an effective startup team. It recommends that the ideal team size is 3 members initially, then expanding to 2-5 as needed. The key steps outlined are:
1) Start by dating potential co-founders to assess fit and complementary skills rather than just sharing ideas. Don't rush into equity splits.
2) Build a prototype together before deciding on the co-founder agreement and equity split.
3) Expand the initial team by identifying key positions for programming, design, sales, marketing and other functions needed.
Building startup culture
Like it or not, a culture will form, so why not build a culture that we all love? Full article here: http://www.techinasia.com/5-tips-building-startup-culture/
Startup Team Building
This document discusses building an entrepreneurial team. It addresses finding team members, deciding what roles are needed, choosing team members, and equitably splitting equity shares. The key points covered are that the team is the most important asset, team members should share the same vision and goals, and equity should be split based on factors like experience, skills, commitment, and whether their strengths are in theory or execution. Examples are provided for scoring team members on different criteria to determine their equity share.
Building startup team and culture
This document discusses how founders can build a strong startup team and culture. It emphasizes that culture is a shared way of doing things with passion, and does not happen automatically, especially for startups. The founders play a key role in facilitating culture but cannot control it directly. It also stresses the importance of hiring the right people who are a cultural fit, doing so slowly, and clearly defining who should join the team. Developing people and company values together is also discussed.
Company culture and values (Startup Tribe)
The document discusses the importance of company values. It notes that values help companies make better decisions, keep entrepreneurship alive, create unique branding, and help hire the right people. It provides examples from Zappos, emphasizing the importance of personal values matching corporate values. The document recommends that companies define no more than five concise yet impactful values that are embedded throughout the organization. It offers tips for defining values, such as considering the founder's most important personal values and avoiding those who lack key values.
'Startup Culture' Submission Brief
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Client testimonials
Meg Osborne and Associates helped a new business get off to a successful start through marketing, event planning, and PR efforts that significantly contributed to rapid growth in their first year. Meg also planned a successful sponsorship event for Kroger and enjoys a great working relationship with Lawrence North High School through several promotions. Community organizations praise Meg for her creativity, energy, and ability to get jobs done with incredible marketing ideas and commitment to success. Clients appreciate Meg's enthusiasm, passion for causes, and success in planning impactful events.
PRSA International Conference - More Than Just a Workstream: Changing the Per...
This document discusses changing perceptions of public relations (PR) and the need for PR professionals to think more strategically and creatively. It notes that the qualities that define great brand marketing today, such as being original, creative, authentic and story-driven, should also define good PR work. However, many PR professionals still see themselves as separate from marketing and rely too heavily on best practices rather than original ideas. It encourages PR to get inspired, learn marketing language, think critically, own big ideas, and sell ideas inspiringly in order to become more integrated with other communications workstreams.
[startups]Team Building
The document discusses tips for building an effective startup team. It recommends that the ideal team size is 3 members initially, then expanding to 2-5 as needed. The key steps outlined are:
1) Start by dating potential co-founders to assess fit and complementary skills rather than just sharing ideas. Don't rush into equity splits.
2) Build a prototype together before deciding on the co-founder agreement and equity split.
3) Expand the initial team by identifying key positions for programming, design, sales, marketing and other functions needed.
Building startup culture
Like it or not, a culture will form, so why not build a culture that we all love? Full article here: http://www.techinasia.com/5-tips-building-startup-culture/
Startup Team Building
This document discusses building an entrepreneurial team. It addresses finding team members, deciding what roles are needed, choosing team members, and equitably splitting equity shares. The key points covered are that the team is the most important asset, team members should share the same vision and goals, and equity should be split based on factors like experience, skills, commitment, and whether their strengths are in theory or execution. Examples are provided for scoring team members on different criteria to determine their equity share.
Building startup team and culture
This document discusses how founders can build a strong startup team and culture. It emphasizes that culture is a shared way of doing things with passion, and does not happen automatically, especially for startups. The founders play a key role in facilitating culture but cannot control it directly. It also stresses the importance of hiring the right people who are a cultural fit, doing so slowly, and clearly defining who should join the team. Developing people and company values together is also discussed.
Company culture and values (Startup Tribe)
The document discusses the importance of company values. It notes that values help companies make better decisions, keep entrepreneurship alive, create unique branding, and help hire the right people. It provides examples from Zappos, emphasizing the importance of personal values matching corporate values. The document recommends that companies define no more than five concise yet impactful values that are embedded throughout the organization. It offers tips for defining values, such as considering the founder's most important personal values and avoiding those who lack key values.
'Startup Culture' Submission Brief
A short brief for startups looking to pitch at the 'Startup Culture' event on The Streets of Barangaroo on 25 May 2016.
How to Build an Epic Startup Culture
My talk at Ignite Shanghai, May 2010 — "How to Build an Epic Startup Culture", featuring some of the lessons we've learned in Baltimore: The Startup Capital of the World!
Standard bank Genesis team talk
1. The document discusses how culture is defined by people, artifacts, rituals, technology, and stories within an organization.
2. Key aspects that define culture include the people you surround yourself with, physical cues that remind people of cultural values through artifacts, and rituals that reinforce behaviors.
3. Stories are particularly important for defining culture as facts wrapped in stories are 22 times more memorable for driving cultural values.
Advertising for startups 2014
Based on a presentation given to the Catalyst Pearson Education Labs in Cape Town 2014.
Feel free to contact me at www.chrisrawlinson.com
Designing and Building Culture at a Startup: Three Key Elements to Keep in Mind
These slides were used for a talk I gave to MBA students at the Carroll School of Management at Boston College, in the "Managing People in Organizations" class. The lecture was on culture, and my task was to provide them with the perspective of creating a culture at a startup, and the unique challenges that come with that along the way. I gave them a little framework, called the "Three Ps", to help the think about the key issues in culture creation. The bottom line here is that culture matters, and at a startup its especially hard to create and maintain.
Fostering right-startup-culture
Startup culture is about sharing values and ideologies to grow together. It requires the right mix of people and team building. A great culture nurtures talent within a team, helping it grow steadily and creating the perfect working environment. To develop a strong startup culture, it is important to communicate online so no one feels left out, stay disciplined while also staying casual, interact with every team member, and encourage each other to foster a healthy work culture where work is serious but also fun.
The Building Blocks of Culture
The essential building blocks of culture.
This was based on a talk developed by myself and Dave Duarte.
I expect this to evolve but thought this is a share worthy version 1.0
How to build a strong team culture - 8 ideas from my Frank & Oak experience
How to scale a startup from 6 employees to more than 130 in less than 24 months? These 8 pillars of the startup culture will help you!
Presented at Concordia University in March 2014.
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This document summarizes a workshop on dealing with cultural differences in agile environments. The opening discussion defines culture and explains why it matters, providing several statistics about employee engagement. Common cultural challenges for agility are presented, such as different measurements of success between departments. Participants then selected a specific cultural challenge to discuss at their tables. They analyzed the current and ideal states and generated concrete strategies to transition from the current to the next target state, adding measures if time allowed. The document concludes with contact information for further information about the workshop.
The 10 rules to build a badass startup team by Alice Zagury
"Building a great team isn't enough, you need to build a cult."
There are many things that can determine the success or the failure of your startup, but no factor is more powerful and more in your control than how you build your team.
In a startup, execution is EVERYTHING.
You need the right people, and you need the right mindset.
Alice Zagury knows a little bit about this...
Alice Zagury is cofounder & CEO of TheFamily, a private investor (300+ startups, $100M+ raised for top companies). Previously, she created the first startup accelerator in France, Le Camping. She's had a lot of experience on hiring & culture, being around startups for many years and working on her own team at TheFamily.
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Very few companies have a chance to build something that people not just love, but that people respect. We believe that this is our one opportunity of a lifetime – to make a dent on the world.
Here's an inside look at how our team, culture and values feed into our mission to make the world a better place through data.
For more information on daily life at SocialCops, check out the Team section of our blog: http://blog.socialcops.com/team.
Careers information is available at https://socialcops.com/careers. For all other information and questions, check out our website at https://socialcops.com/.
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The document discusses designing teams and processes to adapt to changing needs. It recommends structuring teams so members can work within their competencies and across projects fluidly with clear roles and expectations. The design process should support the team and their work, and be flexible enough to change with team, organization, and project needs. An effective team culture builds an environment where members feel free to be themselves, voice opinions, and feel supported.
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2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
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1. The document discusses how culture is defined by people, artifacts, rituals, technology, and stories within an organization.
2. Key aspects that define culture include the people you surround yourself with, physical cues that remind people of cultural values through artifacts, and rituals that reinforce behaviors.
3. Stories are particularly important for defining culture as facts wrapped in stories are 22 times more memorable for driving cultural values.
Advertising for startups 2014
Based on a presentation given to the Catalyst Pearson Education Labs in Cape Town 2014.
Feel free to contact me at www.chrisrawlinson.com
Designing and Building Culture at a Startup: Three Key Elements to Keep in Mind
These slides were used for a talk I gave to MBA students at the Carroll School of Management at Boston College, in the "Managing People in Organizations" class. The lecture was on culture, and my task was to provide them with the perspective of creating a culture at a startup, and the unique challenges that come with that along the way. I gave them a little framework, called the "Three Ps", to help the think about the key issues in culture creation. The bottom line here is that culture matters, and at a startup its especially hard to create and maintain.
Fostering right-startup-culture
Startup culture is about sharing values and ideologies to grow together. It requires the right mix of people and team building. A great culture nurtures talent within a team, helping it grow steadily and creating the perfect working environment. To develop a strong startup culture, it is important to communicate online so no one feels left out, stay disciplined while also staying casual, interact with every team member, and encourage each other to foster a healthy work culture where work is serious but also fun.
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The essential building blocks of culture.
This was based on a talk developed by myself and Dave Duarte.
I expect this to evolve but thought this is a share worthy version 1.0
How to build a strong team culture - 8 ideas from my Frank & Oak experience
How to scale a startup from 6 employees to more than 130 in less than 24 months? These 8 pillars of the startup culture will help you!
Presented at Concordia University in March 2014.
Culture Eats Strategy for Breakfast - Dealing with Cultural Differences in Ka...
This document summarizes a workshop on dealing with cultural differences in agile environments. The opening discussion defines culture and explains why it matters, providing several statistics about employee engagement. Common cultural challenges for agility are presented, such as different measurements of success between departments. Participants then selected a specific cultural challenge to discuss at their tables. They analyzed the current and ideal states and generated concrete strategies to transition from the current to the next target state, adding measures if time allowed. The document concludes with contact information for further information about the workshop.
The 10 rules to build a badass startup team by Alice Zagury
"Building a great team isn't enough, you need to build a cult."
There are many things that can determine the success or the failure of your startup, but no factor is more powerful and more in your control than how you build your team.
In a startup, execution is EVERYTHING.
You need the right people, and you need the right mindset.
Alice Zagury knows a little bit about this...
Alice Zagury is cofounder & CEO of TheFamily, a private investor (300+ startups, $100M+ raised for top companies). Previously, she created the first startup accelerator in France, Le Camping. She's had a lot of experience on hiring & culture, being around startups for many years and working on her own team at TheFamily.
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This presentation provides an overview of approaches to developing you vision and mission, as well as the critical nuances tied to company culture. It also features an insightful case example from Salsify.
Culture Eats Strategy for Lunch
The document discusses how culture and people are more important than strategy in implementing organizational change. It notes that change is a complex, messy process that involves getting people onboard with a shared vision of the future. The presentation provides examples of changes in technology and business, such as the rise of smartphones and social media, and how this has empowered consumers and changed relationships between companies and customers. It advocates for transparent leadership and breaking down silos between departments to better connect the organization and facilitate change.
Our Culture and Values
Very few companies have a chance to build something that people not just love, but that people respect. We believe that this is our one opportunity of a lifetime – to make a dent on the world.
Here's an inside look at how our team, culture and values feed into our mission to make the world a better place through data.
For more information on daily life at SocialCops, check out the Team section of our blog: http://blog.socialcops.com/team.
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Designing Teams for Emerging Challenges
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一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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