Human resources
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Consulting Chronicles
Introduction The Priority Pyramid is a tool I use to stay on track with new consulting clients. It prioritizes how, who, and what I engage in at any given time. It can be overwhelming when thrust into a challenging situation, a code base in dire straits, and a frustrated team. You need a strong pillar of guidance. This article goes over what parts make up the Priority Pyramid from a high level.Shortly after we sold Opsware to Hewlett-Packard, I had a conversation with the legendary venture capitalist Doug Leone of Sequoia Capital. He wanted to hear the story of how we went from doomed in the eyes of the world to a $1.6B outcome with no recapitalization. After I took him through the details including several near bankruptcies, a stock price of $0.35/share, unlimited bad press and 3 separate layoffs where we lost a total 400 employees, he was most amazed by the layoffs. He said that during his over 20 years in the venture capital business, he’d never seen a company recover from consecutive layoffs and achieve a billion dollar plus outcome. He said that he’d bet against that every time and wanted to know how I did it.
The Right Way to Lay People Off
By Craig Driscoll, contributor As the recruiting partner at venture capital firm Highland Capital Partners, I have the privilege of working with some truly remarkable young entrepreneurs. My expertise is in helping them build exceptional teams. While I don't have all the answers, I've seen enough to know what works and what doesn't.
Build great teams
Managing Employees in Their Twenties
I've been lucky to work with some awesome employees in their twenties. While that formative decade is long and dynamic for each person; in a companion post I've offered some observations on the differences between Generation Z and Generation After-Lehman ; there are some consistencies in how best to manage and motivate excellent twenty-somethings. Younger people are especially hungry both to learn and to receive affirmation that they are doing a good job. I've found the best ones are generally much more motivated by incremental education and acknowledgement than they are by a modest bump in salary.