The Innovation Initiative: How to get your whole company thinking and acting ...Mike Harris
As a leader, how great would it be to have an army of highly motivated, engaged, entrepreneurial-minded thought leaders helping you to solve the most challenging problems impeding your businesses' success? Even better, what if that same army could discover business opportunities that you hadn't even thought of? Michael Harris will teach you how Ecommerce Inc. did it through a program implemented within the company called “The Innovation Initiative.” In this talk he will demonstrate the practical steps the company took to empower the minds of many to think like leaders within the company, resulting in highly motivated and vested employees as well as significant financial gain.
Startup Playbook for founders & employees, written by toucan's foundersToucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
Start up to scale-up - 10 steps to recruiting for success - Julian Kulkarni -...Julian Kulkarni
Julian Kulkarni, CMO @morganmckinley, a global professional services recruitment consultancy connecting specialist talent with leading employers across multiple industries and disciplines. , who also is an entrepreneur and tutor to start-up ventures, will offer advice to companies confronting these life stages, with a particular focus on hiring the right people to help you scale-up the business
From Start-up to Scale-up - 10 steps to a recruiting for success! Like human beings, any company must transition through various life stages, and at each stage, there are “rites of passage” that need to be negotiated in order to go forward: the child, the teenager, the explorer, the mid-life crisis.
Given live at http://entanon.com/event?eventid=rtfpklyvlbnc
#FIRMday Manchester 6th March 2019 - Yodel's Ben Gledhill: Resourcing Transf...Emma Mirrington
Ben Gledhill: Resourcing Transformation; from top to bottom and inside out
Regardless of level, current and future Resourcing professionals have to have an ability to constantly review what they do in order to remain competitive. Transformation is often a misunderstood term, but if done correctly can bring fantastic results to any Resourcing process, team or function.
• Why does Transformation often go wrong?
• People > Process > Tech
• Why we haven’t nailed engaging and influencing the business
• The forgotten element; Recruiter Experience and what do they need to succeed
• Tools to use; Lean and Design thinking
Explore 4 ways to be Self Employed - The Benefits and the Challenges that appy to each one and how to assess if you are a good candidate for Self-Employment. Are you up for the Challenge?
Entrepreneurship Workshop - Co-founders and Team BuildingGrow VC Group
TECHNOLOGY ENTREPRENEURSHIP WORKSHOP: STEP ARMENIA
Enterprise Incubator Foundation (EIF) in cooperation with CRDF Global. Technology Entrepreneurship workshop conducted by invited Top serial entrepreneurs form US and Europe.
Setup Presentation for startup team building panel
Startup Team: Founder’s Role, Effective Startup Team Structure and System of Incentives, The Art of Hiring and Getting Hired
Lead Presenter: Valto Loikkanen
Panelists: Ray Johnson, Yeva Hyusyan and Manuk Hergnyan.
Team Building “Toolkit”
- Vision -> Target (10+years)
- Mission
- Attitude & Culture
- Shareholder Agreement (SHA)
- Extended team members
- Advisors & Mentors
Systematic Business Innovation for StartupsSteve Taylor
This presentation has evolved from a talk I gave at Silicon Beach 2012, via Tallinn University of Technology February 2013 to this version for the Executive Business Centre at Bournemouth University on 230413.
It is an introduction to the background and tools I use to help startups and early stage digital, creative and content companies build a robust business 'vehicle' to drive (sorry!) growth.
The Innovation Initiative: How to get your whole company thinking and acting ...Mike Harris
As a leader, how great would it be to have an army of highly motivated, engaged, entrepreneurial-minded thought leaders helping you to solve the most challenging problems impeding your businesses' success? Even better, what if that same army could discover business opportunities that you hadn't even thought of? Michael Harris will teach you how Ecommerce Inc. did it through a program implemented within the company called “The Innovation Initiative.” In this talk he will demonstrate the practical steps the company took to empower the minds of many to think like leaders within the company, resulting in highly motivated and vested employees as well as significant financial gain.
Startup Playbook for founders & employees, written by toucan's foundersToucan Toco
As a founder or startup employee do you find your 24 hours-a-day too short ?
After 5 years growing Toucan Toco we do too.
In the end there is only one solution : prioritize !
“But what should I focus on when we are 2 founders in a garage ? A 10 people team with no fundings ? A structured team of 50 ?
I heard about OKR, 360 Reviews, Squads, BSPCE, Wiki, core values… But what should I do in the next weeks among those actions, process and strategies ?”
To help you answer these questions, we’ve created an easily consumable documentation, full of ressources, to share our learnings and documentation efforts.
Looking for the right process at the right stage ? This slideshare is for you.
Start up to scale-up - 10 steps to recruiting for success - Julian Kulkarni -...Julian Kulkarni
Julian Kulkarni, CMO @morganmckinley, a global professional services recruitment consultancy connecting specialist talent with leading employers across multiple industries and disciplines. , who also is an entrepreneur and tutor to start-up ventures, will offer advice to companies confronting these life stages, with a particular focus on hiring the right people to help you scale-up the business
From Start-up to Scale-up - 10 steps to a recruiting for success! Like human beings, any company must transition through various life stages, and at each stage, there are “rites of passage” that need to be negotiated in order to go forward: the child, the teenager, the explorer, the mid-life crisis.
Given live at http://entanon.com/event?eventid=rtfpklyvlbnc
#FIRMday Manchester 6th March 2019 - Yodel's Ben Gledhill: Resourcing Transf...Emma Mirrington
Ben Gledhill: Resourcing Transformation; from top to bottom and inside out
Regardless of level, current and future Resourcing professionals have to have an ability to constantly review what they do in order to remain competitive. Transformation is often a misunderstood term, but if done correctly can bring fantastic results to any Resourcing process, team or function.
• Why does Transformation often go wrong?
• People > Process > Tech
• Why we haven’t nailed engaging and influencing the business
• The forgotten element; Recruiter Experience and what do they need to succeed
• Tools to use; Lean and Design thinking
Explore 4 ways to be Self Employed - The Benefits and the Challenges that appy to each one and how to assess if you are a good candidate for Self-Employment. Are you up for the Challenge?
Entrepreneurship Workshop - Co-founders and Team BuildingGrow VC Group
TECHNOLOGY ENTREPRENEURSHIP WORKSHOP: STEP ARMENIA
Enterprise Incubator Foundation (EIF) in cooperation with CRDF Global. Technology Entrepreneurship workshop conducted by invited Top serial entrepreneurs form US and Europe.
Setup Presentation for startup team building panel
Startup Team: Founder’s Role, Effective Startup Team Structure and System of Incentives, The Art of Hiring and Getting Hired
Lead Presenter: Valto Loikkanen
Panelists: Ray Johnson, Yeva Hyusyan and Manuk Hergnyan.
Team Building “Toolkit”
- Vision -> Target (10+years)
- Mission
- Attitude & Culture
- Shareholder Agreement (SHA)
- Extended team members
- Advisors & Mentors
Systematic Business Innovation for StartupsSteve Taylor
This presentation has evolved from a talk I gave at Silicon Beach 2012, via Tallinn University of Technology February 2013 to this version for the Executive Business Centre at Bournemouth University on 230413.
It is an introduction to the background and tools I use to help startups and early stage digital, creative and content companies build a robust business 'vehicle' to drive (sorry!) growth.
Chapter 8 from Romans' book "Masters of Corporate Venture Capital" Lists the most active CVCs globally and in the USA as well of lots of numbers and analysis on CVC broken down by sector, stage and geography.
Entrepreneurial development of rural and tribal womenPflcw Secretariat
ARMM-DILG Assistant Secretary Pearlsia Ali-Dans presented the status of entrepreneurial development of rural and tribal women during the 11th General Assembly of PFLCW in Dipolog City
Overview & analysis of the market from Pre-Seed, to Seed, Later Stage Seed / Seed Extension, Series, A, B, C, D to the private IPO phenomenon - understanding trends - which are crowded, overpriced, underpriced and key risk points
Why investing now is more attractive than ever before
What industries, sectors, company stage and geographies are best for you
Convertible notes - key points and the meaning beyond the moving parts
Priced equity rounds - key points and the meaning beyond the moving parts
Valuation concepts on pricing valuations when investing, exiting and risk tied to perceived exit multiples
Portfolio construction strategies for angels and VCs - how to allocate your capital
Best practices for sourcing deal flow and conducting due diligence
Tactics to get into oversubscribed deals
Strategies for continuing to invest in portfolio companies a 2nd, 3rd, 4th, 5th time, etc
Best practices for post investment information rights, governance, adding value and Different options to invest ranging from Angel List, to other investor platforms, angel groups, demo days, accelerators, VC funds, SPVs, tax breaks for UK, EU and Israeli taxy payers
Different options to get liquidity on the secondary market before definitive liquidity event for startup / how to sell some stock before the final exit
Chapter 8 from Romans' book "Masters of Corporate Venture Capital" Lists the most active CVCs globally and in the USA as well of lots of numbers and analysis on CVC broken down by sector, stage and geography.
Entrepreneurial development of rural and tribal womenPflcw Secretariat
ARMM-DILG Assistant Secretary Pearlsia Ali-Dans presented the status of entrepreneurial development of rural and tribal women during the 11th General Assembly of PFLCW in Dipolog City
Overview & analysis of the market from Pre-Seed, to Seed, Later Stage Seed / Seed Extension, Series, A, B, C, D to the private IPO phenomenon - understanding trends - which are crowded, overpriced, underpriced and key risk points
Why investing now is more attractive than ever before
What industries, sectors, company stage and geographies are best for you
Convertible notes - key points and the meaning beyond the moving parts
Priced equity rounds - key points and the meaning beyond the moving parts
Valuation concepts on pricing valuations when investing, exiting and risk tied to perceived exit multiples
Portfolio construction strategies for angels and VCs - how to allocate your capital
Best practices for sourcing deal flow and conducting due diligence
Tactics to get into oversubscribed deals
Strategies for continuing to invest in portfolio companies a 2nd, 3rd, 4th, 5th time, etc
Best practices for post investment information rights, governance, adding value and Different options to invest ranging from Angel List, to other investor platforms, angel groups, demo days, accelerators, VC funds, SPVs, tax breaks for UK, EU and Israeli taxy payers
Different options to get liquidity on the secondary market before definitive liquidity event for startup / how to sell some stock before the final exit
Startuplandia Unplugged - How to do a StartupNeal Dikeman
Thoughts in graphics from a 7x tech startup founder on how what makes a startup tick, what's needed to raise money, and how startups ecosystems evolve and thrive.
In this presentation we explore three transitions that a startup founder goes through as their startup grows and matures:
1) making their first hire
2) transitioning from a doer to a manager
3) transitioning from mostly managing to mostly leading
We explore common management traps and how to avoid them, and also provide practical tactics to help new managers to align, motivate and inspire people and to organize and coordinate work.
Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable.
An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.
Millennial managers and executives are confronted with an aging workforce that is well established in a performance status quo. New technologies are driving change in the workplace and many employees from the aging workforce are putting in time until they retire. What should the millennial manager/executive do to be effective and maintain and enhance productivity and efficiencies? The majority of the employees are older than the millennial managers and executives. There are always new projects that have to be completed and tasks delegated to others within the organization, and many times employees do not have a sense of urgency, or don't really listen to the project deliverables until the X or boomer director steps in and leads the project. Millennials have been placed in a precarious position since technology has thrust them into executive management roles. In the technologically driven workplace world, this is an increasing problem as younger yet experienced millennial managers come on to the scene. Millennial executives are not being disrespectful to anyone, but it's hard when they are trying to get the job done and no one will listen!
Building World Class MOPS Teams at MOPsCON by EtumosJosh Hill
Running a Marketing Operations or Automation Team? If so, you might be new to management or to the roles required to be successful. In this presentation from MOPSCON 2019, I talk about the 4 Pillars of MOPS, the roles and skills that your team will specialize in, and how to manage personal and team growth.
Turin Startup Ecosystem 2024 - Ricerca sulle Startup e il Sistema dell'Innov...Quotidiano Piemontese
Turin Startup Ecosystem 2024
Una ricerca de il Club degli Investitori, in collaborazione con ToTeM Torino Tech Map e con il supporto della ESCP Business School e di Growth Capital
US Economic Outlook - Being Decided - M Capital Group August 2021.pdfpchutichetpong
The U.S. economy is continuing its impressive recovery from the COVID-19 pandemic and not slowing down despite re-occurring bumps. The U.S. savings rate reached its highest ever recorded level at 34% in April 2020 and Americans seem ready to spend. The sectors that had been hurt the most by the pandemic specifically reduced consumer spending, like retail, leisure, hospitality, and travel, are now experiencing massive growth in revenue and job openings.
Could this growth lead to a “Roaring Twenties”? As quickly as the U.S. economy contracted, experiencing a 9.1% drop in economic output relative to the business cycle in Q2 2020, the largest in recorded history, it has rebounded beyond expectations. This surprising growth seems to be fueled by the U.S. government’s aggressive fiscal and monetary policies, and an increase in consumer spending as mobility restrictions are lifted. Unemployment rates between June 2020 and June 2021 decreased by 5.2%, while the demand for labor is increasing, coupled with increasing wages to incentivize Americans to rejoin the labor force. Schools and businesses are expected to fully reopen soon. In parallel, vaccination rates across the country and the world continue to rise, with full vaccination rates of 50% and 14.8% respectively.
However, it is not completely smooth sailing from here. According to M Capital Group, the main risks that threaten the continued growth of the U.S. economy are inflation, unsettled trade relations, and another wave of Covid-19 mutations that could shut down the world again. Have we learned from the past year of COVID-19 and adapted our economy accordingly?
“In order for the U.S. economy to continue growing, whether there is another wave or not, the U.S. needs to focus on diversifying supply chains, supporting business investment, and maintaining consumer spending,” says Grace Feeley, a research analyst at M Capital Group.
While the economic indicators are positive, the risks are coming closer to manifesting and threatening such growth. The new variants spreading throughout the world, Delta, Lambda, and Gamma, are vaccine-resistant and muddy the predictions made about the economy and health of the country. These variants bring back the feeling of uncertainty that has wreaked havoc not only on the stock market but the mindset of people around the world. MCG provides unique insight on how to mitigate these risks to possibly ensure a bright economic future.
How Does CRISIL Evaluate Lenders in India for Credit RatingsShaheen Kumar
CRISIL evaluates lenders in India by analyzing financial performance, loan portfolio quality, risk management practices, capital adequacy, market position, and adherence to regulatory requirements. This comprehensive assessment ensures a thorough evaluation of creditworthiness and financial strength. Each criterion is meticulously examined to provide credible and reliable ratings.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
2. Elemental Economics - Mineral demand.pdfNeal Brewster
After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
where can I find a legit pi merchant onlineDOT TECH
Yes. This is very easy what you need is a recommendation from someone who has successfully traded pi coins before with a merchant.
Who is a pi merchant?
A pi merchant is someone who buys pi network coins and resell them to Investors looking forward to hold thousands of pi coins before the open mainnet.
I will leave the telegram contact of my personal pi merchant to trade with
@Pi_vendor_247
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
What price will pi network be listed on exchangesDOT TECH
The rate at which pi will be listed is practically unknown. But due to speculations surrounding it the predicted rate is tends to be from 30$ — 50$.
So if you are interested in selling your pi network coins at a high rate tho. Or you can't wait till the mainnet launch in 2026. You can easily trade your pi coins with a merchant.
A merchant is someone who buys pi coins from miners and resell them to Investors looking forward to hold massive quantities till mainnet launch.
I will leave the telegram contact of my personal pi vendor to trade with.
@Pi_vendor_247
when will pi network coin be available on crypto exchange.DOT TECH
There is no set date for when Pi coins will enter the market.
However, the developers are working hard to get them released as soon as possible.
Once they are available, users will be able to exchange other cryptocurrencies for Pi coins on designated exchanges.
But for now the only way to sell your pi coins is through verified pi vendor.
Here is the telegram contact of my personal pi vendor
@Pi_vendor_247
how to sell pi coins in South Korea profitably.DOT TECH
Yes. You can sell your pi network coins in South Korea or any other country, by finding a verified pi merchant
What is a verified pi merchant?
Since pi network is not launched yet on any exchange, the only way you can sell pi coins is by selling to a verified pi merchant, and this is because pi network is not launched yet on any exchange and no pre-sale or ico offerings Is done on pi.
Since there is no pre-sale, the only way exchanges can get pi is by buying from miners. So a pi merchant facilitates these transactions by acting as a bridge for both transactions.
How can i find a pi vendor/merchant?
Well for those who haven't traded with a pi merchant or who don't already have one. I will leave the telegram id of my personal pi merchant who i trade pi with.
Tele gram: @Pi_vendor_247
#pi #sell #nigeria #pinetwork #picoins #sellpi #Nigerian #tradepi #pinetworkcoins #sellmypi
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...Vighnesh Shashtri
Under the leadership of Abhay Bhutada, Poonawalla Fincorp has achieved record-low Non-Performing Assets (NPA) and witnessed unprecedented growth. Bhutada's strategic vision and effective management have significantly enhanced the company's financial health, showcasing a robust performance in the financial sector. This achievement underscores the company's resilience and ability to thrive in a competitive market, setting a new benchmark for operational excellence in the industry.
3. Typical YC Founder
• Young, passionate, domain expert /
technically strong
• Little management experience of individuals
or teams
4. Why this class?
• After Product Market Fit, recruiting,
managing and retaining talent is the #1
barrier to scale
• Will discuss the earliest stages of growth,
from founders to 20-30
• This is what I wish someone had told me
when I started
6. Stages of a startup
Founders 2-3 founders sitting around hacking
Raise seed, hire a couple with complementary
First hires skills. Headcount: 5.
Series A. Hire people under founders. Product
First Expansion Market Fit. Headcount: 10.
Specialists Begin hiring domain experts. Headcount: 15-20.
Individual job functions begin to require >1
Teams people. Headcount: 20-30.
7. Stages of a startup
Founders 2-3 founders sitting around hacking
Raise seed, hire a couple with complementary
First hires skills. Headcount: 5.
Series A. Hire people under founders. Product
First Expansion Market Fit. Headcount: 10.
Specialists Begin hiring domain experts. Headcount: 15-20.
Individual job functions begin to require >1
Teams people. Headcount: 20-30.
9. Stages of a startup
Founders 2-3 founders sitting around hacking
Raise seed, hire a couple with complementary
First hires skills. Headcount: 5.
Series A. Hire people under founders. Product
First Expansion Market Fit. Headcount: 10.
Specialists Begin hiring domain experts. Headcount: 15-20.
Individual job functions begin to require >1
Teams people. Headcount: 20-30.
10. Stage: First Hires
• These hires are complementary skill sets
• Company is still very egalitarian, people
generally work as equals
• Individuals still contribute to many different
areas
11. Stage: First Hires
• Avoid the tyranny of the majority. Not
everyone can have input on everything.
• Often no clear direction is given. Usually
vision is non-existent.
13. Stages of a startup
Founders 2-3 founders sitting around hacking
Raise seed, hire a couple with complementary
First hires skills. Headcount: 5.
Series A. Hire people under founders. Product
First Expansion Market Fit. Headcount: 10.
Specialists Begin hiring domain experts. Headcount: 15-20.
Individual job functions begin to require >1
Teams people. Headcount: 20-30.
14. Stage: First Expansion
• Work load is taking off.
• Founders are pulled into new areas (eg,
sales and marketing)
• You start hiring people to fill in the old jobs
the founders were doing
15. Stage: First Expansion
• These employees are the most likely to get
screwed
• When in doubt, over-communicate
expectations
17. Stages of a startup
Founders 2-3 founders sitting around hacking
Raise seed, hire a couple with complementary
First hires skills. Headcount: 5.
Series A. Hire people under founders. Product
First Expansion Market Fit. Headcount: 10.
Specialists Begin hiring domain experts. Headcount: 15-20.
Individual job functions begin to require >1
Teams people. Headcount: 20-30.
18. Stage: Specialists
• Now you start hiring people who have
specific skill that the founder don’t
• Need to worry about recruiting the best.
Congrats, now your job is to be a recruiter.
20. Stage: Specialists
• Examples:
• Ad sales (bad)
• Community (bad)
• Biz Dev (bad)
• Ad ops (great)
• Network Eng (great)
21. Stages of a startup
Founders 2-3 founders sitting around hacking
Raise seed, hire a couple with complementary
First hires skills. Headcount: 5.
Series A. Hire people under founders. Product
First Expansion Market Fit. Headcount: 10.
Specialists Begin hiring domain experts. Headcount: 15-20.
Individual job functions begin to require >1
Teams people. Headcount: 20-30.
22. Stage: Teams
• Must start adding structure / hierarchy.
• Don’t make people who don’t want to
manage people manage people.
23. Stage: Teams
• Build teams around the best people.
• Make sure those people come from the
internal structure.
26. Fear of “Managing”
• Don’t create a secret cabal
• Be transparent when possible. It is ok if
certain people have authority.
27. Confusing lack of direction
with empowerment
• You are probably experts in your area
• People want direction
• People want to know how they will be
evaluated
28. Confusing taking input with
having to follow all of it
• Brainstorming sessions
• Don’t be afraid to say no.. or better yet, let
the person in charge say no
29. Not creating an explicit
hierarchy soon enough
• People want to know who to go for for X
• “Founder” is not a job
• Who is in charge of what?
30. Not setting clear
expectations
• Be explicit about success conditions
• Success conditions don’t have to be
complicated
• This will help reduce micromanaging
31. Not setting clear
expectations
• Be explicit about success conditions
• Success conditions don’t have to be
complicated
• This will help reduce micromanaging
32. Not having regular 1:1
meetings
• Set 30 minutes aside every 2 weeks for
each person you’re directly managing
• Don’t discuss the state of projects
• Do discuss productivity, blockers, your
expectations, what their goals are, how
your company can help them achieve their
goals
33. Not providing outlets
for feedback
• Create regular times when people get
feedback
• Examples: after spec, after mockups, before
release, post release
34. Not communicating
motivations
• No one is telepathic
• Don’t expect your employees to guess
your motivations
• Understanding motivations helps smart
people accomplish those goals
35. Not communicating
assertively
• 4 kinds of communication: passive,
aggressive, passive aggressive, assertive
• When someone does something wrong:
• Passive: I don’t say anything
• Aggressive: I get angry
• Passive aggressive: I pretend things are ok
36. Not communicating
assertively
• Assertive: I address the issue without
attacking the person, explaining how I feel
37. Doing things yourself
• It is tempting to jump in and do things
yourself when things break down
• If you are the manager this is not your job:
you are the leverage