Krishna Kiran’s Post

Kate Winslet, in this interaction role models how to be a leader. Watch her magic as she paused an interview to encourage a shy/nervous reporter doing her first interview. I am sharing this because, 1. I wish more leaders would do this. 2. A great way to become excellent is to breakdown/reverse engineer excellence in action. What all do you notice when you reverse engineer this interaction? I will reply with my breakdown of this tomorrow. The quality of your thinking = the quality of the ideas you consume. I keep sharing no-fluff career and startup growth ideas everyday. Follow along.

As a founder & CEO, one of your main concerns should be establishing a team that can scale. So once you’ve achieved PMF and are ready to scale, what do you look out for when recruiting talent? 🙋Culture Fit  ⚒️ Skills ⚙️ Adaptability  🚀 Leadership Why is ‘culture fit’ first in that list? According to the Startup Handbook - founding team friction is one of the leading causes of startup failure. So don’t let interpersonal relationships get in the way of executing on a great idea. Make sure that your hires, regardless of skill or education or any other thing, mesh well with you team. It will only make you stronger in the end. 💪🌱 #leadership #growth #founder #recruiting #talent

Losing a team member is never easy, especially when you're just starting to build your team. Yet every departure is an opportunity to improve, learn, and fine-tune your operations. The most effective way to do so is to conduct exit interviews that goes beyond surface-level feedback. Strategic questions can help you understand the “why” behind an employee’s decision to leave—and prevent future churn. To help you get the most out of these critical conversations, I’ve designed an Exit Interview Cheat Sheet. This guide will help you improve retention, refine leadership, and nurture a culture that keeps top talent engaged. #startup #founders #peopleops #scaleup #culture #peoplefirst #peoplestrategy #exitinterview

As an advisor to many startups, I've seen founders laser-focused on sales often neglect building organizational culture - a huge mistake, as culture is the invisible glue holding your company together. 💡 As Stanford's Joel Peterson explains in this excellent reel on my Instagram page @businesstherapy1, culture shapes EVERY outward-facing element of your business, from hiring and marketing 📢 to motivation and growth. 📈 You must be intentional about cultivating it from day one. 🌱 With my background propelling startups in various sectors, I cannot emphasize enough how pivotal it is to nail your culture early on. 🎯 Follow @businesstherapy1 for more bite-sized insights from top business professors 👨🏫 and founders on leadership, culture and management for sustainable growth. 🌟 Where have you seen culture make or break a company? 🤔 What questions do you have on building it from scratch? 💭 Look forward to exchanging ideas! 🤝 https://lnkd.in/eAWHDurn

No one prepares you for how it feels when the people you trust the most leave…🥲 One of the hardest moments in my journey as a Founder came when a key team member, someone I deeply trusted, decided to leave Marketing Muse ☹️ It felt personal. Like I had failed as a leader. But I’ve come to understand that people will come and go—it’s a natural part of business. The real challenge is maintaining your vision and keeping momentum, even when you lose key people!💯 It taught me resilience, to trust the process, and to always prepare for change so I can quickly adapt when such a situation arises.😤 Have you ever had a team member’s departure hit hard? I just shared how I coped with it. Share your story too, let’s inspire other Founders who are going through these tough transitions to stay strong and move forward!

🚀 How do I maintain my company culture as I grow? 🌱 You started your business with a small team, knowing each person individually. There were great vibes and great people. Your actions, decisions, and behaviour set the tone for the company's culture. But as the team grew and different managers were brought in, it became harder to maintain that personal touch with the degree of separation. Different teams experienced things differently depending on who their manager was - feedback, direction, motivation, communication, pay decisions, being set challenging work... 🤔 One question I often get is how founders can maintain their company culture as they grow. My advice? "Bottle your culture." 🧴 Identify what's great about it and establish these as your core values. Get input from everyone, communicate these values clearly, and ensure they are embodied in everyday practices. Make sure you and your management team are aligned. During interviews, ask prospective employees about these values to ensure you’re bringing the right people on board, but also give feedback to employees on how they measure up to your values - what they're doing well at and what they need to work on. You need to make your values live. My values are: 🤝 Fairness 🔍 Integrity 🤝 Loyalty 🔒 Trust 🎯 Results-focused What are yours? Share below! 👇 #CompanyCulture #CoreValues #Leadership #StartUp #HRConsulting

Hiring the right talent is one of the most critical decisions you make as a founder. 🚀 The first few hires can make or break your startup. These early members don’t just fill roles—they shape your culture and drive growth. But it’s not just about finding skilled individuals. You need people who: — Take ownership — Are driven by the mission — Can evolve into future leaders At Yugen.ai, we relied on our network for our first hires—people we trust, who are experts in their field. But as the team grows, sourcing talent for roles beyond your own expertise becomes a challenge. That’s where external help comes in. Tools like LinkedIn and agencies help us tap into a broader talent pool. 💡 But remember, the right person isn’t just about skills—they must align with your startup’s vision and culture. How do you ensure your early hires are the right fit? #StartupHiring #TeamBuilding #Leadership #FoundersJourney

After hiring 200+ people and scaling 6 companies as a founder in the past 15 years… Here's the biggest reason why high performers quit: → Poor company culture. A-players are hard to attract and even harder to keep. So here are 7 one-liner strategies to build a culture where people thrive and love working: 1) Don't hire assholes. 2) Step back so your team can step up. 3) Be mentally present when the ride gets rough. 4) Trust your team more than they trust themselves. 5) Challenge your people so they stretch but don’t break. 6) Give responsibility before expecting your team to take it. 7) Celebrate wins and losses, and analyze what you can learn from both. Remember: When you hire people to do a job, you get workers who work for your money. But when you hire people to do a job, build trust, and give them the space to experiment, you get leaders who work to ignite success. P.S.- Want to supercharge your growth as a CEO? I'm opening 1 spot for my 1:1 coaching program next week. DM me "TOAST", and we'll chat more.

Pitching to VCs isn't just about your idea. It's about YOU. In those crucial 18 minutes, you need to convey: 1. Integrity (most important) 2. Passion 3. Experience 4. Vision 5. Leadership 6. Knowledge 7. Realism 8. Coachability 9. Determination 10. Charisma But here's the kicker: Integrity and passion trump everything else. Why? Because VCs invest in people, not just ideas. A passionate, honest founder with an okay idea? Better than a shady genius any day. Remember: If you're not excited about your company, why should they be? Integrity + Passion = VC interest Founders also check this out 👇 ~~~~~ Follow All Chance Hub to learn from more innovative insights

The One Question That Can Make or Break Your Hiring Process I once worked with a founder who struggled to find the right team members. She hired fast but soon realized the skills were there, yet the passion and ownership were missing. Then she changed one thing: Instead of asking about their qualifications, she asked one powerful question: “Outline the vision for your role and the impact you wish to make.” It was a game-changer. Here’s why: 👉 Clarity of vision = alignment with company goals. 👉 Impact-driven mindset = ownership & motivation. 👉 Purpose = the key to long-term success. A well-prepared team member is a productive one from day one. Pro tip: Hire for vision, not just skills. Don't forget to like this post if this resonates, and follow for more strategies! #Leadership #HiringTips #TeamBuilding #Entrepreneurship #Productivity #Success