One of the major struggles of startup founders is hiring and building a successful startup team. Learn key elements of hiring and managing teams. Get help to find the right talent and build an impressive team without wasting financial resources, time and compromising your company culture.

1. Startup Week: IDEATrack
June 23, 2017, 10:45-11:45 AM
Bernadette Han, Ph.D., Organizational Psychology
Organization Development Consultant, Facilitator,Trainer, Speaker & Coach

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3. It depends
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9. Right people. RightTime. Right Reasons.
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10.  Organizational life cycle
 Finance$
 Vision
 Organizational identity & core values
 Business needs
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"Evolution and Revolution as Organizations Grow“ by Larry E. Greiner, Vol. 50(4). Copyright C) 1972Bernadette Han, Ph.D. for Start upWeek June 23, 2017

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"Evolution and Revolution as Organizations Grow“ by Larry E. Greiner, Vol. 50(4). Copyright C) 1972
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"Evolution and Revolution as Organizations Grow“ by Larry E. Greiner, Vol. 50(4). Copyright C) 1972
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14. Growth through creativity:
 All hands on deck
 Do what it takes
 Make product/develop service/solve a need
 Sell
 Connect, Engage
 Market
 Sell more
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15.  Your friends and family
 People with passion for and belief in your
vision
 People who believe in you
 Financiers of some sort
 People who you’ve promised stocks or some
compensation that will be paid out in the
future if/when it succeeds (accepted risk)
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17.  RevisitVISION (i.e., what you want to become)
 Confirm MISSION (i.e., core purpose)
 Define core organizational values
 What kind of company/organization do you
wish to be?
 What differentiates your company and what
does the world miss out on if you don’t do this?
 What kind of leader do you want to be?
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18.  Job fit
 Culture fit
 Organizational life cycle fit
 Values fit
 Niche needs
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19.  Shift general management approach as
organization grows
 Assess and listen for clues
 When complaints become frequent and
common, you may be in Revolution
 If co-founders are equal at idea stage, quickly
figure out your leadership roles and
responsibilities (CEO, Creative Head,
Technical Head, Founder and President,
Founder andVice President, etc.)
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20. ABOUTTHE PEOPLE
Leadership activities include:
 Set and share vision
 Confirm understanding of
vision
 Communication (1:1, 1:all,
internal and external
vehicles and modes)
 Morale, engagement,
satisfaction, inspiration
 Build organization culture,
values
ABOUTTHETASKS
Managerial activities include:
 Budgeting, accounting,
financial analysis
 Project management end
to end
 Assigning, coordinating,
delegating
 Process management
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21. “THINGS IWISH I KNEW BEFORE I STARTED MY BUSINESS”
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22. 1. Never Lose Sight ofYour Customers
2. EquipYourselfWith the RightTools
3. Network, Network, Network
4. ConstantlyTest
5. KnowWhatYou Are Signing Up For
6. Focus onWhatYou Do Best and Let Others
Do the Rest
~Nick Andrews is the founder and CEO of ReviTrage, a digital
marketing agency that helps organizations broadcast digital
promotions and execute viral/social marketing campaigns.
Forbes Entrepreneurs Information
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23. 1. It’s hard. Really hard.
2. It’s lonely.
3. Growth is bumpy.Very bumpy.
4. Your friends & family won’t be customers.
5. Find something to fuel your drive.
6. There’s a safety net. But it sucks.
7. Reinvest in the business.
8. Pay attention to the numbers.
9. Celebrate little victories.
10. You need to know when to quit.
11. Have fun.
~JimWang, Blogger, WALLET HACKS
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24. 1. Starting a business starts with knowing
thyself.
2. You will need a great business partner.
3. Takes longer than you think it will. “The
Dip” happens to everyone.
~Josh Allan Dykstra,Young Entrepreneur
Council (invite-only non-profit)
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25. 1. The odds are against me anyway, so what
skills am I developing along the way?
2. Optimize, automate and outsource every
aspect of the business
3. You have to battle your bias
4. The most important thing is your team
5. Be friends with the media
~Jon Levy, Contributor, Business Insider
STRATEGY
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26. 1. Business should beYour First Priority
2. Focus First on Customers and then on
Money
3. Get Equipped with RightTools
4. Success takesTime
5. Build Income from Other Sources as well
~Abhishek Shahin,Wantrepreneur
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27. 1. Follow your passion and don’t let go.
2. Cash is king.
3. Hire smart.
4. Communicate with partners.
5. Protect yourself from the unexpected.
6. The buck stops with you, but…
~Leslie Barber, GuestWriter, Entrepreneur.com
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28. 1. The prima donna genius
2. The leader
3. Industry veteran
4. The sales animal
5. The superstar (marketing strategy builder
and people rallier)
6. The financial guru
~Gabrielle Karol From FOX BUSINESS
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29. 1. Recruit in the right places.
2. Know your company's core values.
3. Ask behavioral questions.
4. Make your move quickly.
~Brian de Haaff,GuestWriter Founder and CEO
Aha!, cloud-based software companies)
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30. 1. The Sooner, the Better (IfYou Can Afford It)
2. Hire for Potential, Not (Just)Track Record
3. HaveApplicants Demonstrate Skill or
Aptitude
4. Have Everyone on theTeam Interview the
Stars
5. InviteThem,Truly, to be Part of theTeam
6. Design an Onboarding Process
7. HaveYour Legal Ducks in a Row
~The Muse Lab
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31. 1. Get ClearAboutWhat PositionsYou Need to
Fill (andWhy)
2. GiveThem aTest
3. Consider Hiring RemoteWorkers
4. PayThemWhatThey’reWorth
5. Make a Commitment to Growth
6. Hire the Potential
7. Make It a Group Decision
8. Make Onboarding aTop Priority
~Jacqueline, kickofflabs
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32. MATCHTO STAGE AND STYLE
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34. STAGES OFTEAM DEVELOPMENT
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36. BRAIN DOMINANCE. PERSONALITY PREFERENCE.
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37. LOGICAL
ANALYTICAL
FACT-BASED
QUANTITATIVE
ORGANIZED
SEQUENTIAL
PLANNED
DETAILED
HOLISTIC
INTUITIVE
INTEGRATING
SYNTHESIZING
INTERPERSONAL
FEELING-BASED
KINESTHETIC
EMOTIONAL
D
UPPER
RIGHT
A
UPPER
LEFT
LOWER
LEFT
B
LOWER
RIGHT
C
The four-color, four-quadrant graphic and Whole Brain® are registered trademarks of Herrmann Global, LLC.
© Herrmann Global, LLC 2014
Cerebral Mode
Limbic Mode
Right
Mode
Left
Mode

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 INTROVERT (51%) (drained by people, solitary) or
EXTROVERT (49%) (energized by people, social)
 SENSING (73%) (prefer sensory input, concrete data) or
INTUITIVE (27%) (process internally, prefer conceptual info)
 THINKING (40%) (decide based on logic) or
FEELING (60%) (decide based on impact on self or others)
 JUDGING (54%) (closure/structure/time oriented) or
PERCEIVING (46%) (open-endedness/process-oriented)
ENFJ INFJ ESFJ ISFJ
INFPENFP ISTJESTJ
ENTJ INTJ ESFP ISFP
INTPENTP ISTPESTP

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41. MATCH APPROACHTOTASK NEEDS
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ATTITUDE ABILITY
COACH
MENTOR
TEACHER
HELPER
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 Develop Ability
 explain goals
 explain desired outcomes
 show procedures
 teach processes
 structure performance
 closely monitor work
 provide feedback
 explain importance
 expect accountability
 provide necessary resources
ATTITUDE ABILITY
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 Improve Attitude
ask questions
listen
answer questions
do reality checks
provide
encouragement
 Build on Ability
clarify goals
explain
give advice
share experience
provide feedback
ATTITUDE ABILITY
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 Improve Attitude
 ask questions
 answer questions
 listen
 do reality checks
 provide encouragement
 remove barriers to commitment
 develop self-reliant problem-solving
ATTITUDE ABILITY
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 Ability and Attitude are Not an Issue
 agree on desired outcomes
 give access to resources or information
 plan to meet to follow up
 allow high degree of discretion and decision-
making
 recognize performance
 provide regular opportunities to talk
ATTITUDE ABILITY
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47. Actively assess your organization, team and yourself; then act on it.
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• Define the vision, then the plan
• Hire the right people at the right time for the right reasons
• The organizational life cycle calls for a different leadership
approach for the business to evolve
• At an individual level, match your approach and style to the
employee’s task needs
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51. Questions/Comments?
Want to know more? Need more help?
Contact me at:
Bernadette.han@mac.com
Mobile 510 499 4784
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