The True Cost Of A Bad Hire — It’s More Than You Think.

While the financial impact is quantifiable, top CXOs actually rank a bad hire’s morale and productivity impacts ahead of monetary losses
 
Why? A bad apple spoils the bunch, so to speak. Disengagement is contagious, which may be why employers can’t seem to defeat it.
In many ways, a bad hire’s effect on company culture echoes beyond the employee’s tenure. Poor performers lower the bar for other employees, and bad habits spread like a virus. 
 
Unfortunately, bad hires aren’t always easy to spot, while this affects the startup’s ecosystem, culture, quality leaders and much more
 
Avoid Bad Hires at any costs!

Dont blow ur mind…

Teaching/Managing someone or a group requires lots of patience. To get into their shoes and limit urself to run with their pace is one of the most difficult & intensive work.
 
It’s like you have an engine of double or triple horsepower but need to run with the lesser caliber of others.
 
But here are the considerations on why we should do it:
 
#How u will add up another person to your mission and dream unless we synchronize ourselves with them?
 
#While the other person is slow in one area and you are holding the reins. The situation can be the other way around for a subject where u r novice.
 
So hold urself while thinking of blowing ur mind in frustration. And show trust instead of rolling up ur sleeves.
 
All in good time, it will come back to you as a nice gesture to help others grow.
 
So hold it..don’t blow ur mind away…
 

Do one thing at a time. Period.

When you’re extremely busy, there’s the temptation to multitask.
 
Have you ever had that moment when two people are texting you, one is sending you WhatsApp message, and the other is trying to get you on the phone? When it happens, the initial impulse is to jump from one to the other and answer everyone as quickly as possible.
 
But try to fight that instinct and instead focus on each conversation to give it the attention it deservesFor example, if on a call, try to be 100% present. That means no texting or looking at email.
 
When you multitask, you end up with two (or more!) suboptimal results. Give all your attention to a single interaction at a time, and the outcome will be better.

Are you a busy person?

The busy person has a bias for action, the ability to ship, and a willingness to contribute more than is required. The busy person is wrong more than most people (if you get up to bat more often, you’re going to have more hits and more outs, right?).
 
Those errors are dwarfed by the impact they create.
 
Being a busy person is a choice. It might not work for you, but you could try it out for a while.
 
We need more busy people.

What’s the best use of a leader’s time?

As a leader how you spend your time will make or break the success of ur company. I think here are the top three focus areas:
 
#Recruiting + Hiring
 
The team is the most critical aspect for the success of a company. And hiring has to be topmost in the lists, a cultural fit team with the best skill set in the given budget, requires a lot of balancing act for the leader.
But its the only way to grow and reach ur vision.
 
#Considering your team’s long-term strategy, vision, and culture
 
Keep thinking and driving the long term strategy and vision for the company, this will be the beacon for everyone to follow.
 
#Communicating the direction to everybody all the time
 
Consistently communicating with everyone to guide and show them the right path. If the driver of a bus is not showing the right direction how the team will move forward. Let everyone apply there skills, their forces but u need to be the director of them.

 

But how about for you? Do you find yourself spending time in these areas as a leader… or not?
 

How to build company culture…

Culture is one of the most critical pillars that keeps standing in the ups and downs of a company. It defines the success and growth of the team and the company.
 
Also wherever there is a team, a culture (good or bad) is already set within the team. Defined by the leaders and top management etc.
 
So how to build or rebuild a culture? Here are a few pointers:
 
#Personal accountability
 
You must model the behaviors and basic underlying assumptions you want to be true. Greatest shortcoming of a leader is wanting others to do something that she doesn’t practice it herself. For instance, a leader wants to set up “ownership and trustworthy” culture but doesn’t own her own weaknesses and expects employees to be upfront and own things. See the disconnect?
Others in the team will emulate what you do, so exhibit those basic underlying actions yourself and the team will follow.
 
#Consistency
 
Whatever culture we want to set, it should be consistent over a period of days, months and years to build it. It cannot be that one day we want ownership & trust, other days we want hierarchy and formal structure.
 
Also whatever process we want to follow to inculcate the culture, All hands meetings, one on one etc should be consistent. Yes, there will be learnings but the core process has to keep hitting the cultural attributes.
 
#Use All Mediums or Communication Channels
 
In today’s environment, we have different ways of communicating with the individuals or team. It can be meetings, remote video calls, internal social media, WhatsApp groups, etc.
 
Use all these to communicate the same core attributes, for example, if All hands meetings are for openness and gathering ideas, displaying an open culture of ideas. One on Ones and any team meetings should have the same theme, openness towards any ideas. 
Now, this is no grand formula by any means for creating the culture that you want. Shaping a company’s culture and tapping into a team’s basic underlying assumptions is more art than it is science.
But consider these three elements — personal accountability, consistency, and richness — in how you’re upholding the basic underlying assumptions you want to make more real.
Pick one, commit to it, and see progress build over time. Slowly, but surely, you’ll see the difference.

 

Almost ready…

Almost ready is Not ready
 
When someone says its “almost ready” it’s more dangerous than saying its “not ready”.
 
Almost ready implies that they have no clue when it will be ready.
 
Beware of people who say “Almost ready or Almost Done” they are not committed enough to know when it will ready!