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I founded a company that helped many other 90-00's founders along with some legacy industries in crisis. I am a reader so I read many business books. But I miss

I founded a company that helped many other 90-00's founders along with some legacy industries in crisis. I am a reader so I read many business books. But I missed two specific dynamics I wish I had known earlier. First, executives will routinely attempt to take the founders' roles. Industries vary widely, but they are roughly "showy spenders" and not savers. Many have no experience in new ventures. They have ridden high and will panic against adversity. If they cannot flee in an overall industry downturn, they will feed on the founders. Be very careful to make "executive" expectations brutally clear and consequences for any and all hubris terminal. Second, many founders want to be 1-hit wonders. Unlike our industry ecosystem building heroes, they are neither in the ecosystem nor interested in developing the ecosystem. They want in to get out ASAP. Their short termism sadly translates into teaching bad examples to employees. Nevertheless, the information rich life of the "small rooms" where plans are crafted and industry roads remapped on whiteboards are truly the most wonderful teachers anyone can expect to access.

shostack 9y ago
> "Be very careful to make "executive" expectations brutally clear and consequences for any and all hubris terminal." Any examples of how to "do it right?"
- Chiba-City 9y ago
  I wish I had a clear answer. We have to be nice enough to people, but we have a world of needy charlatans transacting for themselves with little concerns for outcomes, responsibilities and reputations. Here are some ideas. IBM's head of federal sales said make hires show their past tax forms. Her point was to remove any "cleverness" over negotiating salaries and outcome responsibilities. Negotiate serious matters "naked." Watch details like commute times, time consuming rituals or debt levels. Reading and writing are paramount requisites of organizing. I would recommend seeking at minimum faithful business press readers who are not day traders. Seek executives who show up for smart dialog at the office. Teams have to share the world and not just their own company. Smart people are team players who seek correction or validation. Seek executives who apply methods they can describe. Beware the latest buzzword fads. Places like SV, NYC Or BO have deep benches of worldly smarties. That worldly wiseness is important in a startup seeking relevance to very real supply chains in constant motion. Many job seekers at all levels are very narrow specialists who have "rounded themselves" adapting to roles deep inside very incestuous companies or industries. Those folks are motivated by popular delusions of "riches" or "wonders" hiding elsewhere. Attrition is normal. But recruiting is costly and executive attrition is super costly for the teams and companies left behind. Industries are all different. But enduring purpose, role and focus are good character attributes to seek in startup hires. That's not highly prized in our fast-transacting careless world.

shostack 9y ago

> "Be very careful to make "executive" expectations brutally clear and consequences for any and all hubris terminal." Any examples of how to "do it right?"

Chiba-City 9y ago
I wish I had a clear answer. We have to be nice enough to people, but we have a world of needy charlatans transacting for themselves with little concerns for outcomes, responsibilities and reputations. Here are some ideas. IBM's head of federal sales said make hires show their past tax forms. Her point was to remove any "cleverness" over negotiating salaries and outcome responsibilities. Negotiate serious matters "naked." Watch details like commute times, time consuming rituals or debt levels. Reading and writing are paramount requisites of organizing. I would recommend seeking at minimum faithful business press readers who are not day traders. Seek executives who show up for smart dialog at the office. Teams have to share the world and not just their own company. Smart people are team players who seek correction or validation. Seek executives who apply methods they can describe. Beware the latest buzzword fads. Places like SV, NYC Or BO have deep benches of worldly smarties. That worldly wiseness is important in a startup seeking relevance to very real supply chains in constant motion. Many job seekers at all levels are very narrow specialists who have "rounded themselves" adapting to roles deep inside very incestuous companies or industries. Those folks are motivated by popular delusions of "riches" or "wonders" hiding elsewhere. Attrition is normal. But recruiting is costly and executive attrition is super costly for the teams and companies left behind. Industries are all different. But enduring purpose, role and focus are good character attributes to seek in startup hires. That's not highly prized in our fast-transacting careless world.