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Living Dialogues - Thought-Leaders "Duncan you are a real national treasure, you make me smile, and I love that you ask me to be on your program...I just love how you come up with ways to tie these insights we discover together. I don't know how you do it. It's inspired..." – Coleman Barks I described Part 1 (See Program 3 on this site below) of this three-part dialogue with Coleman as follows: This three-part dialogue on The Soul of Rumi is a great embodiment of the experience and value of dialogue, showcasing Rumi's life and poetry as a perspective of timeless wisdom and inspiration. This then is a link to the co-creation of a "dialogue consciousness worldview" that Living Dialogues is promoting and holding space for. Part 2 was described in these words: Rumi’s poetry inspires in these dark times when we are trying to create a civilization without elders – that is to say, we are in the process of becoming elders ourselves in times of uncertainty, encountering unprecedented global conflicts and climate change. more.
Ten Rules for Web Startups #1: Be NarrowFocus on the smallest possible problem you could solve that would potentially be useful. Most companies start out trying to do too many things, which makes life difficult and turns you into a me-too. Focusing on a small niche has so many advantages: With much less work, you can be the best at what you do. #2: Be DifferentIdeas are in the air. #3: Be CasualWe're moving into what I call the era of the "Casual Web" (and casual content creation). #4: Be PickyAnother perennial business rule, and it applies to everything you do: features, employees, investors, partners, press opportunities. #5: Be User-CentricUser experience is everything. #6: Be Self-CenteredGreat products almost always come from someone scratching their own itch. #7: Be GreedyIt's always good to have options. #9: Be AgileYou know that old saw about a plane flying from California to Hawaii being off course 99% of the time—but constantly correcting? #11 (bonus!)
- This is going to be BIG! - Startup Recruiting Hacks Yesterday, First Round had its annual CEO Summit. One of the cool things about being a fund that works with so many early stage companies is that bringing the whole portfolio together in one place results in a lot of collaborative learning opportunities. One of the topics that was discussed in a breakout session was recruiting. From what I've seen, most companies simply don't get enough people in the top of the funnel. Finding the right person is hard, but it also starts with being a volume game. The more candidates you reach and evaluate, the better the idea you have of who you are looking for and the more you get the word on the street that you are hiring. Actually, startups tend to drop the ball on recruiting the same way they mess up in PR. Events Events are the single easiest way to get a bunch of hiring leads in and to inform them about what you're up to. Social Media Content from your Employees Want to find a whole bunch of Ruby devs in a hurry? The Meetup Ground War Contests
Some thoughts on recruitment – instinct over CV | The Equity Kic Having the right team is crucial for a startup and keeping the team right as a company develops is a critical discipline. I think this is one of the areas where a good investor director can add the most value: by leveraging experience across many startups to advise entrepreneurs on the likely impact on team requirements of growth and the other twists and turns of startup life by leveraging their network to find good candidates and recommend good headhunters (and leverage their reputation to make sure the headhunters deliver to the best of their ability) by leveraging their experience of working with many different types of manager and entrepreneur in many different situations to advise on the strength of individual candidates In other words helping our portfolio with recruitment is an important part of the VC job description. I am a big believer in the power of instinct in recruitment, and I have made many more mistakes ignoring gut feel than I have going with it.
Whom Should You Hire at a Startup? (Attitude Over Aptitude) This post originally ran on TechCrunch. Startups.We know the mantra: Team matters. Is this philosophy exaggerated? Overrated? Cliché? Whatever you’re working on now, the half-life of innovation is so rapid now that your product will soon be out-of-date. The nature of the Internet and global knowledge is such that even if you’ve stumbled on to a super interesting area of innovation there will be many teams tackling the same problem at exactly the same time. The company with the best team on the field will win. So how exactly do you assemble such a team? 1. Is this a universal truism? So if you’re trying to scale your team be focused on quality. Aim high. 2. It means that many management teams I know feel the need to hire people who have “done it before” and frankly many VCs encourage this. Importantly, you also find people who are too quick to undermine the authority of the founders. So what do it mean to “punch above one’s weight class?” You said, “Eff experience. 3. Really? Remember. 4.
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