Veja como você pode evitar erros comuns ao liderar uma equipe como um novo gerente de inicialização.

In my experience (I co-founded businesses that had over 1.800 staff) my best piece of advice is to invest a disproportionate amount of time truly understanding te individual you are hiring and then shaping the role around that individual's character and attitude vs hiring "a square person for a round job" and wasting a lot of time trying to make them fit. As a practical example: you hire two people as waiters but one is ultra social with an uncanny talent for chit chat with guests, making them feel at ease and recommending dishes, while the other waiter is shy but has a hawk-eye for attention to detail. Assign and create the roles according to their strenghts rather than force them to do things they aren't naturally good at.

Finding great tech talent is one of the largest obstacles to success. Especially in technical roles, it's tempting to write a job description looking for someone doing exactly what you want to do, down to the frameworks, libraries (I've even seen specific versions). However, success is often about attitude and thinking skills. For example, you can find someone who spent 20 years writing buggy Java code, or you can find someone who can easily transfer C++ experience in a few months to write excellent Java code. This subtlety is lost on most recruiters who just filter on keywords. If you want to hire great tech talent, you need to find a talented person to review each applicant and read between the lines with an open mind.

The best way to have clear goals in business is just to focus on what customers want and how you can deliver to them in the best manner. When you plan it and execute the customer satisfaction flow in best manner, you will succeed.

One area to touch on is the person selecting the “talent” as well. Do they have your view that someone can pick up areas of the game that may translate well to success? Could the interviewer find similar problems they have solved in the past and make that link to their current work today? Is their mindset interviewing to hire or interviewing to disqualify? Hiring is very subjective. Nice words here Fern!

I can solve all of this: If you use more than 7 words, you are justifying your own job. It takes 7 words to answer any question. That’s it, or be fired.

a. Creating an environment of "Trust and Safety" is very important and that comes with Time and also by granting Trust and creating a safe space for open honest conversations. b. It should be built into the culture of the team that across designations and hierarchies we will have an honest, respectful and open conversation. c. Also, using the right tact and messaging when dealing with tough conversations is needed to ensure that Trust is established.

Open dialogue is key to avoiding common pitfalls: I focus on below pointers 🔹 Micromanaging: Trust your team by encouraging open, two-way communication. 🔹 Assumptions: Ask questions to understand perspectives instead of assuming. 🔹 Closed Feedback Loops: Regularly seek and act on team feedback. 🔹 Unclear Expectations: Clearly communicate goals and expectations to everyone. 🔹 Conflict Avoidance: Address issues directly and foster a culture of transparency. 🔹 Ignoring Input: Value and consider team ideas and suggestions. 🔹 One-Way Decisions: Involve your team in decision-making processes. Build a foundation of trust, clarity, and collaboration! #StartupLeadership #OpenDialogue #TeamSuccess

Sharing is caring. I know that statement is used often, but it is fact when it comes to business. Give time to all your staff to share what they see and how things could be better if executed in a different way. Occasionally work other roles in your building and business so you can see the challenges even secretaries might have in their position. I have taken up a broom in my own startup to see what could be easier or done differently that makes my main guy's job easier. Once you figure it out, discuss it with them and make them a part of the solution and acknowledge it with the entire staff.

The art of delegation! My suggestions: 1) as a delegator, you must be sure that the delegate has all the permission and the skills to achieve the goal of your delegation. 2) be transparent and inclusive when communicating with your team: you must say/write everything they need to know to achieve their goals. 3) give your availability to your team for help in solving some bottlenecks they can't do themselves. 4) use a list of acceptance criteria to communicate your expectations.

To delegate means to diminish your control. If you are controlling on everything related to your business, it too will diminish. You need to delegate tasks but do so in a manner that allows growth for those who accept the challenge. Give them a goal to chase, outline some ideas on achieving those goals and then move to assign or delegate those tasks. Evaluate when the job is done. Foster an environment of opportunity and knowledge and nothing can go wrong with your small business.

a. Delegation is the way to succeed and you need to be sure on the Role, Competency, Willingness and ofcourse the Importance of the activity to delegate efficiently. b. Delegation also means, setting the right expectations, offering the right support and buffer and more importantly you being on top of "things" that you have delegated wrt the progress. You do not want to be ambushed at the end. Right? c. Determine who is best for what and have that algorithm set and agreed with your teams.

Just like any other Fortune 100 company, a feedback loop is absolutely critical to success, especially when the feedback loop is intact, and the ideas are being implemented. A feedback loop allows you to keep a pulse on the company or organization, but far too often a large company, and sometimes small, will suggest feedback and then never implement. Be the culture of opportunity by allowing feedback to those who are working in the areas of your business that you don't have a full pulse on. They are the best at making sure your business is running strong and going well. It is always great to seek improvement in departments and in leadership.

Feedback culture is one of the powerful methods of knowing the employees and employees knowing on their work standards they are showing in the place. making this a consistent factor and having regular sessions on feedback gives the employees the power of understanding and making the things more dedicated and committed

When you are a startup, stress can reach high levels. The best way to manage stress, and I have done this a time or two during my process as a startup founder is to take a walk. Take healthy walks and just stop on occasion to listen to the noises of nature. If I am at the office and need a walk, I will take someone with me that may be in a position where we don't cross paths often. It will give them time to offer up ideas in other areas of business or in life for that matter that may not be present in my own. Always look for opportunities to get outside of the office and to remember, life is short, and the stress can wait.

a. Each individual has a different way of handling stress and that needs to be understood by the individual and also the leaders. b. Identify which are the stressors and your reactions or responses to it. Are there things that keep you awake at night or make you anxious - There you go. c. Talk ASAP to your mentors and see how to destress yourself. Develop your mechanisms to handle the stress better. Remember you are different from the others. d. Take breaks - Hustling is good, Health is Wealth. Your thoughts on tackling Stress? Please let me know.

When I first became a startup manager, I learned the hard way how crucial understanding team dynamics is. I noticed some team members clashing with their own ideas, some adheres and some works in their own way which hurt our productivity. By addressing issues head-on and fostering open friendly communication, I promoted mutual respect and inclusivity. These steps created a harmonious work environment where everyone felt valued and appreciated. Paying close attention to how your team interacts can prevent common mistakes and build a coherent space ready to support startup challenges as one family.

Focusing on team dynamics crucial to achieve success and can't be ignored: Below are few tips 🔹 Micromanaging: Trust your team and delegate effectively. 🔹 Poor Communication: Foster open, clear, and consistent communication channels. 🔹 Undefined Roles: Clearly define roles and responsibilities to avoid confusion. 🔹 Ignoring Feedback: Actively listen to and implement team feedback. 🔹 Lack of Recognition: Celebrate achievements and recognize hard work. 🔹 Overworking: Encourage work-life balance to maintain morale and productivity. 🔹 Neglecting Culture: Build a positive, inclusive, and collaborative team culture. Lead with clarity, trust, and a focus on team cohesion! #StartupLeadership #TeamDynamics #ManagementTips

As a startup founder, I would focus on 4CA framework which can be followed by anyone in the startup. Focus on these key areas to drive your team to success: 🔹 Clear Goals: Set specific, measurable, and attainable objectives. 🔹 Communication Clarity: Ensure all communications are transparent and easy to understand. 🔹 Culture: Foster a positive, inclusive, and supportive team environment. 🔹 Constant Feedback: Regularly seek and provide constructive feedback to encourage growth and improvement. 🔹 Adaptability: Be flexible and ready to pivot when necessary. Lead with vision, clarity, and a commitment to your team's success! #StartupLeadership #TeamSuccess #EffectiveManagement