In 7 Principles of Startup Happiness we wrote:
We’re seeing a new type of entrepreneur starting companies lately; they are approaching their company culture with almost as much passion as the business idea itself, with the goal of creating the type of organization that they will be most happy being a part of.
We’d been working to create a canonical set of values that successful startup founders shared. As we began pitching these values to different startup teams, we found that each team had their own unique set of values. Startup founders start their own companies so that they can live according to their own values, not someone else’s! That led us to create the Startup Happiness Values Deck – a tool that startups can use to discover and discuss their own unique cultural DNA as well as to understand each other and work as a tighter team.
Here’s a picture of the cards:
After testing out the Startup Happiness Values Deck on over 100 individuals and founding teams, in person and at events such as Summit at Sea, LUXr, Quantified Self, and Startup Lessons Learned, as well as with our coaching clients (both in person and over the phone).
We’re finding that it’s a terrific shortcut to creating meaningful conversations about company values and culture. Sometimes it also surfaces, clarifies and suggests solutions to current important issues the team faces.
We’ve been working with our friends at Delivering Happiness to create a version oriented toward the broader corporate and work world. (If you’re in San Francisco, join us Thurs evening (6/23) for the San Francisco Delivering Happiness Town Hall where you can try out the first version of this new deck with your team! The first 40 participants will get to take one home to play with.)
Different versions of the deck have between 20 and 30 cards (we’re using an iterative process to introduce new cards and eliminate unpopular ones). We ask each person on a team to stack rank the values, according to what makes them the happiest at work, and we’ve been impressed with how unique and individual the results are.
Even more interesting are the conversations we have with teams after each individual has completed the exercise. The foundation and cultural DNA of the company is laid bare, along with launching points into understanding individual needs and differences, and turning shared values into habits.
Because the values cards are external, moveable, and tactile, people seem to be able to discuss difficult challenges with more ease, and reach solutions more quickly.
As coaches, we’ve found this to be an invaluable tool to help us create constructive conversations amongst team members very quickly. For teams who are experiencing challenges reaching agreement or making decisions, it often helps to explain why that might be happening, and allows us to facilitate solution-oriented conversations.
We are available for 2-hr or half-day workshops for startups, teams, or incubator programs; we will customize the material to meet the needs of your unique situation. We enjoy helping teams to learn, grow, and succeed!
One of the most challenging hurdles for early entrepreneurs is raising money. To get funded, you need to do a lot of prep work: you need a great vision, savvy initial product development, thorough market understanding, thoughtful execution, a kick-ass team, and luck.
A critical part of fundraising is connecting with people; both the people who will help you along the road, and the people who will actually write a check.
I was reading the TechCrunch article about the Twitter founder Evan Williams who stepped down as CEO this week, moving former COO Dick Costolo into the role of CEO. Evan Williams, a member of the founding team, played the role of CEO from 20 employees to 300, and 1.25 million Tweets per day to 90 million per day. Both of those are approximately 10x multiples. Evan has been CEO for two years, since Oct 2008.
Growing a company from 20 people to 300 means you’ve grown through the milestone of 100-120 employees. As a founder, this is right around the time that you you start to see people in the halls, and wonder if they work there, or are just visiting. Before that point, you likely recognize pretty much everyone. It also means that if you averaged out the hiring, a new person has been joining the Twitter team every other workday throughout those two years. That’s fast! Continue reading “Applause for Twitter CEO Transition to Co-Founder”