Let’s talk about your team for a moment
You work tirelessly to bring your solutions to the world. You stay updated with technological advancements and seize every funding and investment opportunity. You build your community and customer base. You keep an eye on the competition and always stay one step ahead. And when the time is finally right, you pour all your energy into scaling up.
So, let's talk about the people making all this possible: Your team.
Many start-up founders excel in their technical fields. But after years of working with and meeting them, I'm confident in saying: Most founders are inexperienced and lack the skills to build and maintain a high-performing team—particularly in the early stages of their company, where the foundation for future success is laid. Or not.
And this isn't meant to be harsh: I can't code, for example, and I lack many other skills too. Everyone has their strengths and areas of expertise, and everyone has gaps.
But let's be real: Establishing a high-performing team and a healthy hashtag team culture isn't just key to your hashtag startup's success and scaling; it's also hard work and a craft of its own.
So, what can you do about it?
Start prioritising team development: Some things work out on their own, yes. But if you let everything run its course, chances are your team will implode one day, and the best talents will simply leave.
You have free coffee, a fruit basket, and a ping-pong table in your office? Great. Now focus on what really counts: Meet your team at eye level and let them participate meaningfully. Clarify roles and responsibilities. Delegate and be clear and consistent about it. Take your team's workload seriously and prioritise. Establish internal structures and procedures that make sense for those using them.
Don't see your team as a family—because it isn't. While most employees seek purpose, belonging, and a friendly work atmosphere, they also want a life outside of your company, with their real families. And that's very healthy in the long run.
Hire talent that doesn't look and think exactly like you: Bring in people with different backgrounds and experiences. If you want your company to survive and reach the next level, you need people with diverse perspectives who will challenge your ideas, making them more robust.
And—you could see this coming—hire an expert. This isn't so much an advertisement for myself as it is for "my species." There are many colleagues out there doing a fantastic job. We call ourselves "organisational consultants," "facilitators," "team coaches," etc. We have the mindset, methods, and tools to unlock your team's full potential and support you in your leadership role.
What's your take?
Do you find these thoughts convincing or helpful? Or do your experiences point in a very different direction?
If you want more info about me or what consultants like me do, simply book a free discovery call or leave a comment.
Take good care of your team and see you around!