Lee Pukkonen’s Post

If there’s 1 thing founders suck at, it’s working ON the business rather than IN it. Vagabond started with just one person: Me. Now we’re a team of 26. And recently, I’ve taken a crucial step back from the day-to-day operations to focus on the bigger picture and strategic growth of the business. This shift means more time for: - Guiding the team and nurturing future leaders. - Setting long-term goals and planning for the future. - Exploring new opportunities and staying ahead of industry trends. None of this would be possible without our world-class team. (Special shoutout to James Denney, recently promoted to Head of Operations and enabling me to fully step back from day-to-day ops.) This recent shift has proven to me the importance of hiring top-quality talent. Doing so could change everything for you and your company.

Imagine you’re at your favourite coffee shop, catching up with a former team member who used to be a star product manager under your guidance. As they describe their new role, you can’t help but feel proud—yet a part of you wonders, “Did I do enough to keep them?” Here’s the reality we face in leadership: Sometimes, our brightest stars outgrow the garden we can provide. It’s a bittersweet truth, but here’s how we can handle it with grace and foresight. A previous product manager on my team at a startup I worked at had skyrocketed in her role, mastering every challenge thrown her way. But as time went on, it became clear: She needed new mountains to climb, ones we couldn’t build fast enough and ones I couldn’t provide. So, we sat down and charted out potential paths. Some were with us, but many weren’t. By openly discussing these options, we turned a potential sudden departure into a strategic career step. She transitioned to a fantastic opportunity elsewhere, a move we both celebrated openly. This isn’t about losing a team member; it’s about being a part of their journey, wherever it leads. As leaders, our role isn’t just to direct traffic; it’s to pave roads, even if they lead team members beyond our reach. I know this challenges traditional views on team retention, but isn’t that the true essence of growth?

When you begin a new position as a leader/supervisor/Director there are steps you need to follow to make your team successful: 1. Take the time get to know each member of your team. What are their goals, what do they like doing, what are some of their interests, etc… 2. Then put together the groups like regional leaders, technology leaders, and project leaders, etc… 3. Then fill in positions from the inside if possible, then look for the right fit for each group within the team 4. Then let the teams develop their starting place, projects, and goals. Whenever you are replacing a person who has left that position, you must bring the team back together. Let them know you value them Change is good, but team growth using what your team offers to cause change organically is better.

Big shout-out to our very own rockstars in My Talent 🎉Acquisitions Operations team! 📢 We've always been a team that punches above its weight class and two of our champs: Sylwia Wójcik and Tomasz Szarek just got promotions to Senior Talent Acquisition roles. I couldn't be more stoked! 🚀 Who said hard work doesn't pay off? These two have been pulling their weight and then some, solving problems, bringing innovative ideas to the table and never, ever backing down from a challenge. I'm not just happy, I'm super proud to be their team leader 🧡 As their leader, I've seen them grow right from day one and they’ve taught me that with grit and determination, you can conquer any mountain.  Your promotions are well-deserved, and I can't wait to see where you lead us next! And to everyone else out there, remember – work hard, push yourself and don't be afraid of a challenge. Like these two, you'll start hitting your goals before you know it! ✨ #Team #Promotion #HardWork #SuccessStory #TeamLeader

You don't go to the gym once and expect to see results. You don’t wash your car once and assume it’ll stay clean forever. The same is true when it comes to building high-performing teams and achieving success. It’s about showing up, doing the work, and staying dedicated to long-term goals. At The Syverson Group, we don’t believe in quick fixes or one-time solutions. We partner with you for the long haul—focused on consistently sourcing top talent, nurturing relationships, and aligning the right people with the right opportunities to ensure sustained success. Whether you’re hiring for key leadership positions or seeking to improve your team’s performance, it’s the daily, consistent effort that makes the difference. Ready to build your dream team with us?

You’ve probably heard the expression “Keep your eye on the prize” when working towards a specific goal. Though reaching success might take a bit of time, many of us focus quite a bit on hitting the big milestones that we often forget to celebrate the small wins along the way.  But, it's the small wins that add up and bring us closer to our goals. Think about it… when was the last time you took a step back and acknowledged how far you've come? When did you last celebrate a small victory, like: - Finally completing that roller coaster project that seemed to be plagued at every turn with problems? - Mastering a new skill that actually will help you solve on-the-job issues quicker than before? - Reaching an agreement with someone who’s been less than agreeable the last few months? - Being told by a valued client that they couldn’t have gotten this far had you not been involved? - Simply showing up and trying your best, even when you’re not feeling it? We often overlook these small wins, but they are the building blocks of our success. You wouldn’t be where you are today had you not already made the effort to put in the little steps. They are the moments that make the journey worth it, and they are the reminders that we are capable of growth and progress. So, today, take a step back and be grateful for how far you've come. Celebrate the small victories, no matter how insignificant they may seem. Because, in the end, it's the small wins that add up to make a big impact.

If you've been waiting for that next product executive role to magically land in your inbox, it's time to take control. Join me for a free workshop on Wednesday -- I'm co-hosting TWO lightning lessons on Maven with top executive recruiters who will share insider tips on landing your next VP or CPO role. 1) The Product Leader's Guide to Executive Search ⏰ 3:00 PM EDT  with Somer Hackley - 20+ yrs Executive Search & Author of Search In Plain Sight 👉 RSVP here: https://lnkd.in/gH9YU3S8 2) Unlock the Hidden Product Executive Job Market ⏰ 9:00 PM EDT  with Bobby Gormsen - 20+ yrs leading in executive search firms (True Search, Riviera Partners) and internal talent teams (Etsy, Frame.io, Google) 👉 RSVP here: https://lnkd.in/dph36cBD We'll cover how 70% of leadership roles are filled through networking and recruiter relationships, and how you can tap into these unposted opportunities. Attend one or both sessions to gain practical tools and strategies. Let me know if you'll be attending! #productmanagement #salary #jobsearch

Before, building alignment across teams before shipping was most important, regardless of how much time it took. Now, having agency and building fast experiments is more important. Before, launching a big product every quarter was fine. Now, launching a big product or a step function change every month is expected. Before, you needed to start managing a team to get promoted. Now, you need to prove you can build strong 0->1 products as an IC before being promoted or moving into a leadership role. Before, your job was guaranteed if you fit the job criteria that was shared when you were hired. Now, you need to reinvent your job every 6 months.

Are high-achievers born or developed? Last week, our leadership team dedicated a full 7 hours to working on the business. We celebrated • Achieving 7 out of 7 goals. • Establishing core values that guide our hiring, firing, and rewarding processes. • Elevated our managers to new levels of leadership. • Held our first company-wide meeting in past 10+ years to share the vision and provide clarity to the team. Out team is transforming into high-achievers because we are providing 1. Clarity around Winning - Everyone knows what success looks like 2. Accountability -  Clear ownership and follow-through 3. Transparency - Open and Honest about our project status and roadblocks 4. Training Resources - Providing continuous learning opportunities for our team So, what do you think? Are high-achievers made or developed? I'd love for you to share your thoughts and experiences in the comments. ----------------------------------------- P.S I partner with CEO's to build better teams that lead to real results. P.S.S Back to school is around the corner and I will have availability to partner with an additional CEO and team. If interested, let's have a discovery call. DM to schedule.

HR Tip of the Day- Follow these "HR Party of One" videos from Bernie Portal. The most recent episode talks about having different Onboarding for Leadership vs. employees and why it is a very important factor. Onboarding checklists are a MUST! Check in with your hires at 30/60/90 days. And call me to identify what else is needed on that checklist!