One of the nice things about the culture that I get to experience (and build) have is that I will never have to ask any of my team to participate more in the very few meetings that we already have (not a super-fan of meetings) – it’s just not a likely request.
You see, there’s no cultural pressure to say anything if you don’t have anything to contribute… although that’s never happened either; every team member has something to contribute and offers it freely.
I had a moment to visit my sister who’s currently bartending @ Gourmands Pub in Austin, TX. There was a moment while I was in college where I though that being a bartender would have been a pretty cool gig although now I’m sure I wouldn’t have been a very good one!
It’s a fascinating activity to revisit some of the thoughts that I once had about what I wanted to do with myself professionally – there are some pretty off-the-wall ideas (as I’m sure you’ve had a few yourself).
Most of them were bad ideas while there are a handful that could have panned out quite nicely. No regrets, of course.
My LinkedIn strategy is quite simple… it’s essentially just ignoring it almost entirely.
So what I do is I calendar in a monthly (yes, monthly) moment to login and review pending connections and any random spam messages that might creep into the system (and man, there are a ton of those).
As I’ve liberally shared over the years I’m simply not a fan of this social network for a variety of reasons but I understand how many people find value in it. The thing is that it’s just not for me.
My father has run some large businesses in his lifetime and his wisdom is so invaluable to me as a much younger business owner.
I have often reached out to him for guidance on big decisions that I needed to make but I’ve realized that engaging him for medium (or even small) scale ones is just as beneficial.
I’ve never been good with creating a consistent communication channel with my parents (or anyone for that matter) but it’s worth another shot, right?
I recently shared 5 key characteristics that I look for in new hires and I thought I’d share something small on how I go about finding these people and hiring them.
It’s not a science as nothing really is in this vein as it’s much more an art so there’s still much to massage out and learn for oneself.
In any case, here’s how I do it:
It’s true: I want to be everywhere.
But wanting to be everywhere is different than wanting customers everywhere – instead, I’d rather have a much smaller group of high-impact staff and a kickass local presence that expresses itself in a global manner.
In essence, I want to stay as much of a boutique as I possibly can – I just want the world to know about it.
Above is what is considered the “Startup Curve” and the general pace of what a startup might look like in their path to (hopeful) glory.
I’ve experienced this personally with previous projects and startups and the curve is pretty darn accurate it’s scary.