This document summarizes Michael Wolfe's presentation on scaling teams. Some key points:
1. Scaling a company requires new skills, people, and ways of doing things compared to what was needed to start and achieve product-market fit.
2. Successful scaling companies excel at recruiting and developing top talent, maintaining strong customer relationships, and continually improving their product.
3. Scaling requires a relentless focus on culture, processes like recruiting and decision-making, regular communication, and celebrating wins.
The Mindset You Need for Ultimate Success in Network Marketing and Running a ...Erik Christian Johnson
The Mindset You Need for Ultimate Success in Network Marketing and Running a Home-Based Business - This presentation will help you find your way in creating wealth and happiness in your life.
DREAM DESIGNER (TIENS OPEN PLAN PRESENTATION) OPPDreamDesigner
A high quality workforce of professional talents, together with a localized and well regulated management, has contributed to the internationally strategic goals of Tiens Group. In addition Tiens Group has an unbeatable international team in terms of research, innovation and professionalism, including more than 8,000 employees; 35% of which hold master's degree or higher.
Based on a complete operational management system and well-designed regulations, Tiens Group is marching into the Fortune 500 in big strides by relying on the remarkable theories such as "New Swap and Alternative Theory", "New Supermarket Theory", "Consumption Results Wealth" and "Operational Consumption Results More Wealth".
Know how venture capitalists value your deal....understand how they are compensated...see what creates value and how investors assess your "risk factors."
A great slide show presentation that provides solid answers to many of these essential questions Check out mikeklein2010.wordpress.com
The Mindset You Need for Ultimate Success in Network Marketing and Running a ...Erik Christian Johnson
The Mindset You Need for Ultimate Success in Network Marketing and Running a Home-Based Business - This presentation will help you find your way in creating wealth and happiness in your life.
DREAM DESIGNER (TIENS OPEN PLAN PRESENTATION) OPPDreamDesigner
A high quality workforce of professional talents, together with a localized and well regulated management, has contributed to the internationally strategic goals of Tiens Group. In addition Tiens Group has an unbeatable international team in terms of research, innovation and professionalism, including more than 8,000 employees; 35% of which hold master's degree or higher.
Based on a complete operational management system and well-designed regulations, Tiens Group is marching into the Fortune 500 in big strides by relying on the remarkable theories such as "New Swap and Alternative Theory", "New Supermarket Theory", "Consumption Results Wealth" and "Operational Consumption Results More Wealth".
Know how venture capitalists value your deal....understand how they are compensated...see what creates value and how investors assess your "risk factors."
A great slide show presentation that provides solid answers to many of these essential questions Check out mikeklein2010.wordpress.com
http://www.gmmlm.com Network Marketing tools and tips from the best-selling marketing series of all time - Guerrilla Marketing. Features stories of top network marketing earners.
10 tips for getting more referrals. This presentation shares a simple approach to nurturing people who refer business to you, so you get more referrals without ever having to ask for them.
Genius Group Investor Presentation (May 2022).pptxRoger Hamilton
SINGAPORE, May 27, 2022 - Genius Group Limited (NYSE American: GNS), a world-leading entrepreneur Edtech and education group, today held their first investor call as a public company, following their IPO on NYSE American on April 12, 2022.
During the earnings call Genius Group Founder and CEO Roger James Hamilton discussed the Company’s 2021 financial results for both the Pre-IPO Group and Post-IPO Group of companies. The revenue for the Pre-IPO Group grew 67% from $7.6 million in 2021 to $12.8 million, and pro forma revenue for the Post-IPO Group including the four IPO Acquisitions in 2021 was $28.6 million.
The Pre-IPO Group saw growth in all revenue segments, with 83% growth in digital Edtech revenue, 72% growth in education revenue and 54% growth in campus revenue. The number of students on the Group’s GeniusU Edtech Platform grew by 50% to 2.7 million students.
Mr. Hamilton provided an overview of Genius Group and its mission to disrupt the current education model, insight into the Company’s plans for growth organically and through acquisitions, and guidance for 2022. Current management expectations are for 50% student growth, up to between 3.8 million and 4.0 million students, and revenue for the Post-IPO group reaching $43 million to $45 million.
The investor call took place after the market closed on May 26, 2022 and is available on the investor relations page of the Company’s website (https://ir.geniusgroup.net/).
Get your team into flow with talent dynamicsMike Lowe
Flow is a mental state researched and described by psychologist Mihaly Csikszentmihalyi and many others as being the state of optimal performance, when the whole person is fully engaged in their work without distractions or inner conflict.
Talent Dynamics is a system based on the I-Ching, designed to help get individuals and organisations more into their flow. It includes a strengths-based profiling tool. One of the conditions required for flow in the workplace is a close alignment between a person's natural skills and abilities and the role they are in. People who regularly attain flow in their work report high levels of personal satisfaction and happiness as well as extraordinary productivity. These people can be trusted to deliver because they are working from their strengths.
The modern Life style Leads to Health Hazards
Adopting Herbs in daily use leads Healthy Living
Ayurveda helps in Healthy Living
IMC Markets through DSNMS (Direct Selling Network Marketing System)
It is designed in such a way that People looking for Long Term Stable Career can definitely Consider IMC as a COmpany of Choice
Network Marketing Exposed by Raymond Medina. www.igodiamond.com/raymillermedina. GLI Team. Discussed History of Network Marketing and 5 Deadly Lies of Network Marketing from Randy Gage MLM Manifesto
Convidar é a essência de reunião de network aumentar sua visibilidade e consequentemente o número de pessoas que conhece.
Porém muitas pessoas tem dificuldades para trazer convidados, assim criamos 5 argumentos matadores para convidar!
Aproveite e comente o que achou.
Whether you're entering the workforce, returning after the children are grown, or you just want to be your own boss, becoming a TIENS® Independent Distributor offers limitless opportunities!
TIENS® offers a low-risk, low-cost opportunity that is open to everyone. Owning your own business can not only help provide supplemental income, it can also help provide flexibility and financial security. If you are interested in embarking on an exciting new business venture that has financial potential, then TIENS® may be for you.
TIENS® offers unique, innovative products, partnership with a supportive and trusted company (which has developed its business in over 210 countries), and support from a community of experienced TIENS® Independent Distributors who can help you every step of the way and support you in reaching your chosen goals
This is a presentation I did at Failcon 2012 in San Francisco, It tells the story of ccLoop, a startup I founded in 2010.
ccLoop was my fourth startup. The first three found large markets and did well, but this one did not.
I discussed a few topics including:
- Getting the right founding team.
- Solving a problem that customers care dearly about.
- Building a product the customer can't live without.
- Knowing when to pivot and when to persevere.
- Not getting wrapped up into PR and worrying about which startups have "social proof" and which don't.
http://www.gmmlm.com Network Marketing tools and tips from the best-selling marketing series of all time - Guerrilla Marketing. Features stories of top network marketing earners.
10 tips for getting more referrals. This presentation shares a simple approach to nurturing people who refer business to you, so you get more referrals without ever having to ask for them.
Genius Group Investor Presentation (May 2022).pptxRoger Hamilton
SINGAPORE, May 27, 2022 - Genius Group Limited (NYSE American: GNS), a world-leading entrepreneur Edtech and education group, today held their first investor call as a public company, following their IPO on NYSE American on April 12, 2022.
During the earnings call Genius Group Founder and CEO Roger James Hamilton discussed the Company’s 2021 financial results for both the Pre-IPO Group and Post-IPO Group of companies. The revenue for the Pre-IPO Group grew 67% from $7.6 million in 2021 to $12.8 million, and pro forma revenue for the Post-IPO Group including the four IPO Acquisitions in 2021 was $28.6 million.
The Pre-IPO Group saw growth in all revenue segments, with 83% growth in digital Edtech revenue, 72% growth in education revenue and 54% growth in campus revenue. The number of students on the Group’s GeniusU Edtech Platform grew by 50% to 2.7 million students.
Mr. Hamilton provided an overview of Genius Group and its mission to disrupt the current education model, insight into the Company’s plans for growth organically and through acquisitions, and guidance for 2022. Current management expectations are for 50% student growth, up to between 3.8 million and 4.0 million students, and revenue for the Post-IPO group reaching $43 million to $45 million.
The investor call took place after the market closed on May 26, 2022 and is available on the investor relations page of the Company’s website (https://ir.geniusgroup.net/).
Get your team into flow with talent dynamicsMike Lowe
Flow is a mental state researched and described by psychologist Mihaly Csikszentmihalyi and many others as being the state of optimal performance, when the whole person is fully engaged in their work without distractions or inner conflict.
Talent Dynamics is a system based on the I-Ching, designed to help get individuals and organisations more into their flow. It includes a strengths-based profiling tool. One of the conditions required for flow in the workplace is a close alignment between a person's natural skills and abilities and the role they are in. People who regularly attain flow in their work report high levels of personal satisfaction and happiness as well as extraordinary productivity. These people can be trusted to deliver because they are working from their strengths.
The modern Life style Leads to Health Hazards
Adopting Herbs in daily use leads Healthy Living
Ayurveda helps in Healthy Living
IMC Markets through DSNMS (Direct Selling Network Marketing System)
It is designed in such a way that People looking for Long Term Stable Career can definitely Consider IMC as a COmpany of Choice
Network Marketing Exposed by Raymond Medina. www.igodiamond.com/raymillermedina. GLI Team. Discussed History of Network Marketing and 5 Deadly Lies of Network Marketing from Randy Gage MLM Manifesto
Convidar é a essência de reunião de network aumentar sua visibilidade e consequentemente o número de pessoas que conhece.
Porém muitas pessoas tem dificuldades para trazer convidados, assim criamos 5 argumentos matadores para convidar!
Aproveite e comente o que achou.
Whether you're entering the workforce, returning after the children are grown, or you just want to be your own boss, becoming a TIENS® Independent Distributor offers limitless opportunities!
TIENS® offers a low-risk, low-cost opportunity that is open to everyone. Owning your own business can not only help provide supplemental income, it can also help provide flexibility and financial security. If you are interested in embarking on an exciting new business venture that has financial potential, then TIENS® may be for you.
TIENS® offers unique, innovative products, partnership with a supportive and trusted company (which has developed its business in over 210 countries), and support from a community of experienced TIENS® Independent Distributors who can help you every step of the way and support you in reaching your chosen goals
This is a presentation I did at Failcon 2012 in San Francisco, It tells the story of ccLoop, a startup I founded in 2010.
ccLoop was my fourth startup. The first three found large markets and did well, but this one did not.
I discussed a few topics including:
- Getting the right founding team.
- Solving a problem that customers care dearly about.
- Building a product the customer can't live without.
- Knowing when to pivot and when to persevere.
- Not getting wrapped up into PR and worrying about which startups have "social proof" and which don't.
Basics on starting, funding and scaling startups at ESADE business schoolMichael Wolfe
This is a presentation given to a group of ESADE business school alumni in Barcelona in March, 2014. It covers the basics of why startups exist and what it takes to found, fund, and grow one.
30 things: Part 7/7: PEOPLE : 30 things I learned from my startup experienceSuhas Dutta
This is part 7/7 of my series 30 things I learned from my startup experiences. In this final part, I will be talking about creating the first team, running the teams (sales and tech), overall tips and then there is a section on choosing your co-founder. There are slides on what happens when things do go wrong, or if there is a fall out and what are the ways out. And finally some tips on learning and networking as well.
This presentation is for new managers or existing managers who want to have a refresher. The perspective is from how management needs to change to deal with today\'s economy.
Final cycles overview jan 2019 with toolkitBryan Cassady
Scaling up is hard and deadly if done wrong. We would like to help you get it right.
This presentation introduces the ABCs method of innovation and provides toolkits you could use to grow fast while reducing riks
Details
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
Larsen Globalization is a staffing company dedicated to the localization industry since 2000. Founded in London UK and expanded through the Americas Region in 2006.
Currently we have active offices in Europe and US with experience placing hundreds of language professionals all over the world. We work for clients in Asia, South America, North America and throughout the European Union.
Our clients are both buyer-side companies across various industries
and LSPs.
We mainly focus on retained executive search or contingent full-time permanent placement. Occasionally we do contract staffing as well.
This presentation was part of the American Translators Association (ATA) conference in Scottsdale, AZ and outlines tips and tricks to help Language Service Providers (LSP) hire top talent and maximize their workforce.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
3. Notes:
Most of the companies here have achieved
some level of product/market fit and are now
starting to scale. Everyone is to be
congratulated – very few people ever manage
to get a company started, much less get
customers and raise money.
This is why I hate to ever see a company that
got this far not get to the next level – it is such a
squandered opportunity and is often avoidable.
9. First web analytics company, Saas-based
1995-1997, employee #2, grew to 150 people
1999 acquisition, ~$200M
10. Also
2x Entrepreneur in Residence
Computer science, teaching, mentor
at StartX
Several advisory boards and boards
of directors
Quora, blogging
Currently on sabbatical in Barcelona
11. Notes:
I’ve been through the scale phase of a company
three times, plus have been involved in many
more. I also had one company that did not
succeed.
I’ve seen lots of things that have gone wrong,
but I’ll talk about some things I think almost
always work. Most stories and photos are from
Vontu.
(thanks Joseph Ansanelli for the photos and for
helping build a great culture there)
12. T he bad news
What got you here
won’t get you there
• New skills
• New people
• New ways of doing
things
13. T he good news
• It is under your control
• The solutions are well
known and apply
across companies
• Boards have a strong
bias against replacing
founders
14. Notes:
One of the first things that trips up companies
is that what they had to do to get started will
not necessarily help them scale. In fact, it often
works against scale.
The good news is that when companies start to
scale, lessons learned at other companies apply
pretty well – people are people.
And, your board, employees, customers, are all
rooting for you to succeed.
16. You must kick ass in three areas:
Product
Understand your customers
and design and deliver the
product they want
Customers
Help customers find you, try
you, buy from you, and say
good things about you
People
Get the best people, keep
them engaged and aligned
around a few key priorities
17. People
Customers
The right
founding team
can get you
started
Product
Start
P/M F it
Scale
18. Notes:
A good founding team and a few great
employees can get you pretty far – for the
companies at this conference, it has gotten you
to product/market fit.
Since you are one happy family sitting in the
same room together, the “scale” issues aren’t a
factor.
19. The companies that
scale excel at all
things people
People
Which lets them
keep getting better
at everything else,
without founders/
CEO as the sole
drivers
Customers
Product
Start
P/M F it
Scale
20. Notes:
The companies that successfully scale tend to
be relentlessly focused on getting the best
people and keeping them engaged and working
on the right things.
Which should let you keep kicking ass at
product and customer, even with rapid growth.
In other words: not only will you be hiring a ton
of new people to do new things, most things
you are doing today will be done by someone
else soon!
22. Notes:
A good way to envision what you are trying to
build is to imagine what you’d like people to say
about your company.
It doesn’t matter what you *want* to happen
and *think* is happening in your culture if the
people in your company don’t feel it.
23. “When I interviewed, the people I met were
totally charged up, in sync, and I was never
asked the same question twice”
24. Notes:
Many companies focus a lot on their engineering
processes and customer acquisitions processes, which
is good.
But too few really focus on the recruiting process,
which is actually more important.
You should write it down, debate it, and constantly
improve it.
Make sure that anyone who interacts with your
company walks away with a positive experience – even
if you don’t hire them, they will tell their friends!
25. “I had to answer some tough technical
questions, do a presentation, and they
checked tons of references, including ones I
didn’t give them!”
26. Notes:
Interviews are quite unreliable for figuring out who will
fit in at a company and be a top performer.
Create a recruiting process that is tough to get through
– hard technical questions, role playing, lots of
references, and probe deeply on backdoor references.
At Vontu, each candidate gave a presentation to the
company as a final step – it really solidified the culture.
See
http://michaelrwolfe.com/2013/10/19/should-i-trustmy-gut-with-hiring-decisions/
27. “The founders took the time to sell me on
the company, told me the history, and
answered my questions”
28. Notes:
The best candidates already have jobs and
need a reason to join your company.
The founders needs to be very involved with
recruiting almost every new team member,
which means taking time to sell on the vision
and ask questions.
Everyone in the company will spend a day a
week or more recruiting – more than 50% of
your time if you are a founder or manager.
29. “On my first day, my computer was set up, I
had a checklist on how to get up and going,
and I had several orientation sessions already
on my calendar”
30. Notes:
Most of the money and effort in your company
goes towards getting the best people in.
So why not kick ass at what happens next –
when someone joins they should have a
computer, a checklist of things to do to get set
up, and have some orientation sessions
planned.
You would not believe how far this goes in
solidifying the candidate’s decision to join the
company in those fragile early days.
31. “When someone isn’t working out, we take
care of it quickly and professionally.”
32. Notes:
I’ve never known a great company that wasn’t
good at handling bad hires. And, no matter how
good your recruiting processes are, at least 20%
of your hires will be mistakes.
You never want to fire someone who thought
he was doing a good job, so start the feedback/
coaching process for new employees early so
you can start to build a strong groundwork.
But don’t let that process be an excuse for
procrastination – once you know for sure it is
the right thing, do it.
33. “We have a flat organization, but I sit down
with my manager regularly and get and give
feedback and coaching”
34. Notes:
Flat organizations tend to work the best for a long list of
reason. Beware creating management positions just to
accommodate people who think they should be
managers.
Anyone who is a manager should be primarily focused
on recruiting, training, and managing their team, even if
they still have individual contributor responsibilities.
“Player/coaches” are common in the early phases, but
they tend to flame out as you grow.
See
http://michaelrwolfe.com/2013/10/19/do-i-really-needto-do-1-1s-with-my-team-members/
36. Notes:
In terms of bang-for-buck, training is one of the
most effective things a company can do.
“Training” can be as simple as a short PPT and
an hour meeting. But the effects can be magic.
It forces you to write stuff down – pretty soon a
primer for your company emerges.
It also performs a social function – getting
people across departments working together,
especially if you do regular offsite events (we
did quarterly)
37. “It is clear who is responsible for every
decision and how others participate in that
decision”
38. Notes:
One of the most powerful things a company
can do is be explicit about who makes what
decisions in the company.
Often, when employees complain about
“process” and “bureaucracy”, what they are
really complaining about is slow and obscure
decision making
See:
http://michaelrwolfe.com/2013/10/25/how-canwe-make-faster-and-better-decisions-at-mystartup/
39. “Everyone knows the strategy, goals, and
the numbers. We replan often and review
the board meeting notes each month
40. Notes:
The strategy of the company and the major
priorities and objectives should always be
known by everyone in the org.
Replan often – at least quarterly.
Walking the company through the board
meeting notes after each meeting is a good
discipline.
41. “We hire and reward people according to
the culture. When someone violates their
co-workers’ trust, they are out.”
42. Notes:
Culture is “what is happening” at your company,
not “what you want to happen”
The dials you have to turn to impact culture are
1-who you hire, 2-how you reward people, 3how you behave
Get rid of good performers who are poor
cultural fits, especially if they are disloyal to
their teammates.
43. “We celebrate our victories every week,
and people hang out across departments”
45. Notes:
Once you become known as a well-run
company with tough hiring standards, a buzz
develops around you.
People want to join your company – even
people who were rejected by your recruiting
process tell their friends that they should join
you.
It is hard to detect or measure this, but the
“word on the street” about your company is
perhaps the largest determiner of successful
recruiting
46. "OK, sure, all good.
Why doesn’t every
company do
these?”
47. “A man may conquer a million men in
battle, but one who conquers himself is,
indeed, the greatest of conquerors.”
- The Buddha
“Some of the greatest battles will be
fought within the silent chambers of
your own souls”
- Ezra Taft Benson
48. Notes:
Few people would disagree that these are all
good things to do in theory. But I walk into very
few companies that do them.
Let’s take some time to ask why they don’t
happen.
50. “We don’t have
time to:”
Interview a lot of
candidates for a role
Onboard and train new
people
Have meetings
“We do have
time to:”
Spend hundreds of hours
dealing with a bad hire
Make mistakes, miss
deadlines, lose deals
Waste time working on
the wrong stuff
51. Everyone
You
Leader
Optimize for
the whole
company over
the long term
Individual
Contributor
Just come in
and do your
own work
Today
P/M F it
Future
52. Notes:
Practically every company has said “we don’t have time”
when debating investments that have longer-term
payoffs.
This often represents a difficulty transitioning from
“individual contributor mode” in the early days to
operating through your team.
It can represent inexperience – if you haven’t yet seen
these things in action you might not completely
understand their power.
Your job as a leader is to prioritize these investments
and drop your focus on your own day-to-day
productivity – it will take some time to pay off, but it is
powerful when it does
54. Hire people better at it than you, train
them, and turn them loose
Give people a chance and let them fail
a few times
55. Notes:
Really important decisions about product and
customers seem very hard to delegate.
First, you need to get the right people in place.
Once you do, train them – you should never have a
piece of information that drives your decisions that
the people working for you don’t also have.
You need to trust them and let them make some
mistakes. It is an investment.
And you need to be clear about where you want to
give input – your “founder magic” needs to be
represented, especially with product decisions, but
insert that magic at a few well-defined points, not
arbitrarily
57. Don’t worry – everyone does (unless
they are psychopaths)
It gets easier with practice
Read this book
58. Notes:
Any startup founder regularly wakes up at
night, dreading a set of hard discussions she
needs to have – firing people, making a hard
decision, cancelling a product, giving someone
critical feedback.
You need to develop habits to “seek out” this
pain and hit it head-on. No, it doesn’t get easy,
but you will feel a (perverse?) satisfaction that
comes from doing something that was hard.
“Crucial Conversations” is an amazing tool to
give you a framework for these talks.
60. This is probably what they meant:
Clear direction and focus
Empowered people
Transparent communication
Rapid decision making
61. Notes:
Lots of companies resist meeting and process –
they don’t want to lose the magic of being a small
company.
Effective scaling is precisely the ability to get larger
without losing that magic. Letting the culture evolve
without guiding it is where red tape is born.
That means evaluate these techniques and others
on their ability to make faster decisions, remove
roadblocks, provide transparency, and make
people closer.
Also note that you *want* to become a larger
company – if you do have employees who don’t
want the company to grow, you may have a
mismatch.
62. Above all
The goal is not perfection – just
make progress every day
It is a marathon, not a sprint
63. CREDIT S
• Joseph Ansanelli – Vontu CEO/co-founder, chief photographer
• Margie Mader-Clark – Vontu VP HR
RECOMMENDED READING
•
•
•
•
•
•
•
•
Jerry Colonna – www.themonsterinyourhead.com
Jason Lemkin -www.saastr
Joel York - www.chaotic-flow.com
Hubspot blog and culture preso
Ben Horowitz - www.bhorowitz.com
Joseph Ansanelli - www.ansanelli.com
“Crucial Conversations” – Kerry Patterson
My Blog – www.michaelrwolfe.com
– See posts on decision-making, 1-1’s, hiring, others