“23% of startups fail because of team. How do you think the numbers would compare for corporate innovation initiatives?
In corporate innovation we put a huge amount of emphasis on assessing “ideas”: how much should we invest? How fast can they scale? What’s the best go to market approach?
But how are we systematically assessing, recruiting and keeping the best team incentivised? Can we find the talent we need inhouse? How do we outsource it when we can’t? Maybe most importantly, are these the questions corporate HR is really set up to answer?”
Short answer: you need completely different processes and rewards
Via How to Attract and Retain Real Entrepreneurial Talent https://www.eventbrite.com/e/how-to-attract-and-retain-real-entrepreneurial-talent-tickets-84134818507
“Survival = (speed of your understanding of the situation) x (the magnitude of the pivots/cuts/lifeboat choices you make) x (the speed of your time to make those changes)”
Via Steve Blank https://steveblank.com/2020/04/01/the-ceo-playbook-for-keeping-your-company-alive/
“I’ve got this” is more problematic. The leader acts like they know what they are doing, but they don’t. And everyone around them knows it except them. I like to provide a leader with “I’ve got this” syndrome with a lot of tough love but that is usually not enough. The answer to “I’ve got this” is usually failure of some sort, often a very significant one. The key is to be there for the failing leader in that moment and help them get through the failure and come out of it with self awareness and a desire to address the issues that have gotten in the way.
Via Fred Wilson https://avc.com/2020/05/growth-2/