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Harness The Power of a Start-up… Even if You Aren’t in Start-up Mode

Written by Mark Miller on . Posted in Creative Thinking, Culture, Development. No Comments on Harness The Power of a Start-up… Even if You Aren’t in Start-up Mode

Have you ever been part of a start-up? Do you know people who have? What can we learn from the pioneers who are willing to start something new? Here are a few observations I believe are transferable – even if you are not in start-up mode.

  1. The vision is white-hot. In the early phases of a company, the founder or senior leader has already seen the preferred future he or she is trying to create. It seems as though they invest disproportionate time and energy helping others see it, too. These leaders know vision leaks and they constantly replenish it in word and deed.
  2. Collaboration is not a slogan. When the work really matters, and survival is not guaranteed, people WANT to work together.
  3. Buzz is contagious. Where’s the buzz? Is there any excitement in your work environment? Can outsiders feel it? If you don’t understand the question, you are not experiencing it. The good news: You can create it. When you do, it will stimulate more energy and excitement. Start-ups shouldn’t be the only ones who enjoy this benefit.
  4. “New” brings energy. I’m convinced part of the energy, excitement, passion, and engagement of a start-up comes from doing something new. Even better if it is something no one has ever done before. How does this apply to you and your team? Why not challenge your team to do something new and different? What new strategy or tactic have you always wanted to try? Do it!
  5. Leadership is hands-on. There may be successful start-ups in which senior leadership is disengaged, but I doubt it. In my limited experience, the leaders in these organizations are involved on a daily basis. They don’t get their data from a spreadsheet; they get it from talking to customers and working with the teams closet to the work. Start-up or not, I want to be an engaged leader.
  6. The work ethic is palpable. Now, I want work-life balance as much as the next guy; but I also want a team so sold on the work, they are willing to do what it takes to get the job done. If you find yourself needing an all-nighter every week, you’re not doing it right. If your people aren’t willing to pull one from time to time, you’re not doing it right either.
  7. There is focus. One of the big issues many teams and organizations suffer from is scope creep, or product line creep, or service offerings creep. Start-ups are not immune, but the best ones fight it – and win. Focus may be the defining characteristic of successful organizations, young and old. Yes, there are always outliers who can do many things well. However, my money is on focused teams and organizations.

I can learn a lot from those who are leading successful start-ups. How about you?

What can you do to breathe some of the energy of a start-up into your team/organization?

 

The back view of a man with a bag slung over his shoulder, standing in an open paved lot at the end of an arrow painted on the ground

Purpose Matters

Written by Mark Miller on . Posted in Culture, Organization, Vision. No Comments on Purpose Matters

From time to time, I have the opportunity to help a team, business, or non-profit agency answer the question: Why do we exist? I’m always delighted to help, but the irony is that I never know the answer to the question. All I can do is poke, prod, and ask a few questions along the way.

I also find it interesting the number of organizations I’ve encountered over the years who have no purpose – or at least they’ve not stated one. I’ve even met leaders who’ve said, “We don’t need a purpose.” When I hear this, I try to convince them that purpose matters. Here are a few of the reasons I give them…

  1. Clarity – If your purpose is to “save the whales,” that provides real clarity. You may hate the challenges the spotted owl is facing, but you and your organization can be clear – it’s about the whales. A clear purpose enables you to focus time, energy, and effort on the target.
  2. Energy – This is hard to explain unless you’ve experienced it. There is an organizational and personal energy that comes from being clear on why you’re doing what you’re doing. It is energizing.
  3. Alignment – This is one of the most pragmatic reasons to establish a clear purpose. Alignment is the unsung hero of high performance organizations. Without alignment, energy is wasted, efforts are fragmented, and results are diminished. A clear purpose gets everyone pulling on the rope in the same direction.
  4. Unity – Like energy, unity is another benefit that’s hard to quantify. However, when the work gets hard, there’s comfort in knowing you’re not alone. When you’re chasing the same goal and you agree on why it matters, you can build community faster, and that’s the element that turbocharges teams and organizations.
  5. Fulfillment – This benefit is not automatic, nor is it a byproduct of working for an organization that has a purpose. If you want fulfillment, you’ve got to align yourself with an organization whose purpose resonates with you. As an example, if your organization says, “Our Purpose is to maximize shareholder value,” and you really want to save the whales, it’s unlikely you’ll have a deep sense of fulfillment. However, if you can join an organization whose purpose resonates with you, you’ll go home at the end of the day with a real sense that your work matters.

Purpose is not the “silver bullet” that solves all of an organization’s problems. It is a great place to start. It’s a common cornerstone in organizations that excel. If your organization hasn’t done the hard work to figure this out, it is worth the effort.

Here’s one more thought for you to consider: What’s YOUR purpose? Why you do what you do matters, too. If you don’t have a clear sense of personal purpose, you may want to give that some thought. Clarity on this issue will generate personal benefits similar to the ones listed above.