Post from: MAPpingCompanySuccess
A Friday series exploring Startups and the people who make them go. Read all If the Shoe Fits posts here
Last Friday I cited research from Northwestern and advice from John O’Farrell of Andreessen Horowitz on the dangers of flattery and importance of not hiring ‘yes-people’.
I received a couple of emails arguing that it was important in a startup that everyone in a startup was on board with the founder’s vision. Boat-rockers were not welcome; 100% agreement was needed to support the level of commitment required to succeed and without it the company was likely to founder if not fail outright.
Perhaps these folks will listen to Steve Blank.
“Countries that stifle dissent while attempting to encourage entrepreneurship will end up at a competitive disadvantage. (…) Because without dissent there is no creativity.”
Companies are small countries.
Whether it’s Google or the newest startup on the block, each has its own peculiar culture, mores and MAP.
Its own laws, spoken or not, and law enforcement; its own ways of keeping its citizens in line.
It’s your responsibility as founder to encourage dissent—especially when it’s dissenting from you.
Option Sanity™ celebrates creativity.
Come visit Option Sanity for an easy-to-understand, simple-to-implement stock allocation system. It’s so easy a CEO can do it.
Do not attempt to use Option Sanity™ without a strong commitment to business planning, financial controls, honesty, ethics, and “doing the right thing.”
Use only as directed.
Users of Option Sanity may experience sudden increases in team cohesion and worker satisfaction. In cases where team productivity, retention and company success is greater than typical, expect media interest and invitations as keynote speaker.
Flickr image credit: HikingArtist