Why Some Startups Fail

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There are a million ways to keep your company alive, but there are billions of ways to kill it. One of them is narrowing your market to dominate just that tiny part of it and calling it a great success. Of course, it is a success, but you’re limiting yourself to the atom-sized portion of that market.
We all want to be successful. Those of us who have businesses and companies hope for victory in our ventures. And why wouldn’t we? Try to imagine someone thinking, “I think I’ll invent a new product and hope that it fails miserably”. That just seems ridiculous. However, in our excitement and hard work, we tend to do certain things that amplify the reality of our success, thus causing it to fail.
For example, have you ever found yourself with something you think is a really good idea? Let’s say you want to make really neat buttons. Bear with me here; it’s just an example. There are already tons of button manufacturing companies out there. This is made clear to you, but you think, “Oh, but my buttons won’t be like any other buttons. I’m going to make odd coloured ones with cool designs that no one will be able to find anywhere else”. Ok, great, but consider this: is there someone that would even want to buy these slightly unusual buttons? Maybe the reason why no one sees fancy buttons everywhere is because not a lot of people are interested in them. You’re trying to do something that’s already been done a thousand times over, but you think it’ll be successful because you change one thing about the idea.
You have to avoid blinding yourself to the reality of competition. Small minor differences in your ideas won’t take you far enough to make your business as successful as it could be. Differences have to be large and attractive. You have to have leverage on your competition by having something new and exciting to offer. Keep your eyes open to the possibilities, but be objective about your own ideas, too.

Written by Jonathan Mansilla  

www.HubLinked.com

If you’d like to take your team to the next level, Request a Demo Now

Creating Creativity Within a Team

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We are going to discuss the various different methods which will help your team to maximize creativity.

The first thing you’re going to need to do is maximize your team’s potential for creativity -“you must instill creativity at every level.” And the fastest way to do this is to draw on positive emotions.

The question then is how do you actually get your teams to take a more creative approach to the things they do? What kind of methods can you — the team leader — employ to help accomplish this?

There are 4 methods to apply; of we will now discuss the 1st. one.

1. First, apply positivity and tap into appropriate levels of arousal

Remember, the reason you’re doing this is to reshape people’s emotions. After all, you can’t force someone to be creative if they are unhappy. Creativity comes most easily when people feel relaxed and at ease.

“Team leaders take specific steps to help people experience the appropriate levels of arousal and the optimal level of positive emotions because they know that such a state releases the utmost creativity. They pay close attention to the emotions running through their team, and whenever necessary, they take sure steps to reshape less than optimal emotions. While they can’t force an individual or team to think creatively, they can help them open the door for creativity.”

Any step taken into this direction has to be based on the shared norms and beliefs of the Company taking into consideration the values found within a functioning group.

It is of utmost importance to make exceptional events be EXCEPTIONAL – never ever treat them as an ordinary event. When you team does something wonderful:

  • Rejoice:  Stay emotional rather than minimizing the event with logical explanations. “Wow ! We hit the one million mark !  Amazing ! “
  • Celebrate:  Commemorate the event. “This marks a milestone not just for the company but the positive efforts of our team. Lunch at the Best Steak House on me ! “
  • Exclaim:  Show your emotion, telling people how it makes you feel. “I can’t tell you how happy this makes me. I feel like the day we brought my newborn baby home from the hospital.

 

Written by Jonathan Mansilla  

www.HubLinked.com

If you’d like to take your team to the next level, Request a Demo Now

4 Ways to Overcome Inattention to Results

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A team can only become results oriented when all team members place the team’s results first. When individuals aren’t held accountable, team members naturally tend to look out for their own interests, rather than the interests of the team. Teams can overcome this dysfunction by making the team results clear and rewarding the behaviors that contribute to the team’s results.

The primary role of the leader in overcoming these dysfunctions is to lead by example and set the tone for the whole team. This includes being the first one to be vulnerable, encouraging debate and conflict, making responsibilities and deadlines clear, setting the team’s standards, and last but not least being clear on the team’s results.

     Main issues to consider:

•   Status & ego get in the way

•   Focus on individual/personal goals rather than the objectives of the team

•   In a team, the sum is greater than the constituent parts

•   Need for clear metrics

•   Often a lack of perceived clarity over what the big goal is

 

 A team inattentive to results will:

•   Stagnate and fail to grow

•   Rarely defeat its competitors

•   Loose its good staff

•   Encourage team members to focus on their own careers and individual goals

•   Be easily distracted

 

     A team attentive to results will:

•   Retain good staff

•   Willingly make sacrifices (such as budget, turf, head count) in their department or areas of expertise for the good of the team

•’  Feel the pain’ when the team fails to achieve its goals

•   Be slow to seek credit for their own contributions, but quick to point out those of others

 

Suggested strategies to help :

•’   Calling’ people on behavior traits that demonstrate inattention to results

•    Public declaration of results

•   Results based reviews

•   Leader ‘leads’ in behaviour

 

Written by Jonathan Mansilla  

www.HubLinked.com

If you’d like to take your team to the next level, Request a Demo Now