Startup 101 articles are instructional in nature. They educate on a specific topic and act as reference pieces that can be revisited repeatedly over time.
Startup 101
Startup 101 articles are instructional in nature. They educate on a specific topic and act as reference pieces that can be revisited repeatedly over time.
“Be brave enough to start a conversation that matters.” Dau Voire
Conversations at work are fuel for decisions and alignment. They are a vehicle for new information, for questions, for feedback. Conversations are how change happens.
I’m not talking about endless debate in 1-hr meetings of 10+ people — I’
Anyone involved in hiring can agree that the screening process of a resume may not be the most effective way to evaluate whether a candidate is the best fit. For example, I may not know if a candidate is a good culture fit simply based on their quota attainment provided
Career conversations are a critical ingredient of high-performing teams. Your employees are going to grow with or without you. You can either be a part of that growth or wave goodbye when employees leave for better opportunities. It’s a hard lesson I’ve learned from managing teams myself, and
Career conversations are a critical ingredient of high-performing teams. Your employees are going to grow with or without you. You can either be a part of that growth or wave goodbye when employees leave for better opportunities. It’s a hard lesson I’ve learned from managing teams myself, and
“Be brave enough to start a conversation that matters.” Dau Voire
Conversations at work are fuel for decisions and alignment. They are a vehicle for new information, for questions, for feedback. Conversations are how change happens.
I’m not talking about endless debate in 1-hr meetings of 10+ people — I’
Anyone involved in hiring can agree that the screening process of a resume may not be the most effective way to evaluate whether a candidate is the best fit. For example, I may not know if a candidate is a good culture fit simply based on their quota attainment provided
You are a people leader. Your earnest desire is to build and keep positive sentiment from your employees. You pored over the employee survey results six months ago to find where you can improve. You worked on those low-scoring items. Your new survey results just arrived and the scores did
Utah wins everytime a successful new company comes onto the scene. Our brand as a startup community grows, we get more media attention, and your home value goes up just a little bit more. But there’s a problem that arises with the launch of every new company as well.
Business generally makes sense to me - some of it comes naturally, other parts I’ve developed over time. Marketing? Easy. Public speaking? Doesn’t bother me. Management and leadership? I’ve grown into those roles.
But one of the most stressful parts of business for me?
Interviewing and Hiring.
One of the most frustrating parts of being a manager is setting expectations with employees. Often managers were promoted because of promising individual contributions. But managing people is very different from managing work.
Many managers know that they should be delegating, but have no idea how to actually delegate.
When
If you ask my kids, I don’t work. I am a stay-at-home mom. In their minds, my life pauses while they’re at school. The moment they step off the bus, I un-pause.
The funny thing about that is they know I develop and design homes. They know my
