Que faites-vous si les dirigeants de votre startup ont besoin d’un coup de pouce ?

Align back to value statement (i.e. commercial value that needs to be derived / delivered) and clearly defined goals - then celebrate / reward when goals are reached.

I would recommend to keep close connection with the people you work with. I prefer to go one-on-one, when speaking with a person whether for good or for bad. Nonetheless the respectful tone and showing consideration are a must. Always try to understand the opposite side first, before you want it to understand you. Only then you can share your specific concerns.

> Ensure goals are clear, measurable, and aligned with the company's vision. > Regular check-ins and feedback can keep executives focused and motivated. > Offer coaching, mentorship, or targeted training programs to address specific skill gaps or leadership challenges. > Foster a culture of trust and accountability. > Delegate tasks effectively to free up executives' time for strategic thinking and high-impact initiatives.

Setting a clear goal is important to have a level of expectation, but it is crucial to realize that sometimes there will be days where a person can do double and other days where a person will go bellow the threshold. Important is to address a continuous underperforming without a proper reason and to look in the picture from different angles. An example will be, an executive who is underperforming, when it comes to measurable impact, but thanks to his existence in the team other people are overperforming. Making your goals SMART is good, but performance should be evaluated from non-measurable impact as well.

Always ask "Is there anything I can help you with to achieve your task/goal". This way: - You make others feel supported - You remove possible obstacles - You motivate your team members

I would say encouraging collaboration and offering support are quite similar. Still the easiest way to encourage collaboration in a group is to remove people who don't value it or are very individualistic from the collaborative scene. This doesn't mean stop working with them, rather than giving them individual tasks. Most importantly lead by example and the rest will follow!

To promote well-being is smart, but even smarter is to hire an executive who doesn't need it so much/ has a high stress tolerance. Of course even a person like this will need rest, but it needs to be tailored to his needs. One rests while doing sports and getting enough sleep, other rests while traveling and a third person while spending enough time with his family. That is why knowing your colleagues is crucial for promoting well-being effectively.

Honest, but unpopular opinion: If your startup executive is not performing as they should, you need to fire them. As a startup the most important resources you have are time, money and human capital. If your execs are not fully aligned with your vision and they are not performing as they should due to that, you need to find a new one. I know, hiring someone is even more tedious than trying to resolve performance issues internally, but in the long run, it will turn out for the better. The troubled executive might hit his own professional ceiling or has personal issues, either way you have no time to deal with these and will be ongoing issues within the organization.

If your startup executives need a performance boost, start by setting clear, measurable goals and providing regular feedback. Offer executive coaching or mentoring to help them develop necessary skills. Encourage professional development through workshops, courses, and conferences. Foster a supportive environment that promotes work-life balance to prevent burnout. Implement performance reviews to identify strengths and areas for improvement. Encourage open communication to address challenges and provide the resources needed to succeed. Recognize and reward achievements to motivate and inspire continued high performance.