Dr Louise Schaper’s Post

The Perfect Partnership: When Founders and CEOs Align for Success. In the dynamic world of startups, the relationship between founders and CEOs can make or break a company. While founders are visionaries, full of big ideas, the role of a CEO requires a different set of skills. No be every founder go fit be CEO, and no be every CEO must don the founder cap. Understanding this difference fit help create better leadership and sustainable growth. Not every founder is suited to be a CEO, and not every CEO needs to be a founder. Plenty founders get plenty vision and innovation, but dem dey struggle with management wahala. Dem dey carry big ideas and creativity, but operational tasks fit confuse dem. Effective management need correct skills like delegation, process optimization, and strong team leadership. These skills dey essential for guiding a company through daily operations and creating a productive work environment. Sometimes, bringing in a seasoned CEO go make sense. E go allow founders focus on their strengths, like strategic planning and product development, while the CEO dey handle the day-to-day operations. This kind arrangement fit create a balanced leadership vibe, promoting growth and efficiency. The right fit depend on where the company dey and wetin e need. Recognizing the strengths and weaknesses of both founders and CEOs na the key to pushing the organization forward. Make we sabi wetin we dey do!

🔊 Should All Mavericks (Nonconformists) Leave Corporate, or Only Exist in Startups? Or Can We Make a Difference Together? Reading this insightful Fast Company Middle East article on hierarchy reminded me of a common misconception many leaders hold: that hierarchy is synonymous with bureaucracy. As an executive coach and a maverick leader, I’ve often wrestled with this myself. Many dream of leaving corporate to escape hierarchy, but that’s not the real issue. It’s the misuse of hierarchy. In my experience, a healthy hierarchy can foster team alignment, resolve conflict, and enhance progress. It’s not about dismantling structure—it’s about optimizing it and communicating respectfully. Unlike many who coach conformity to bureaucracy disguised as leadership (or use the excuse, "that's how it works in corporate"), I believe in nurturing maverick leadership within corporations. We don’t need to flee corporate life to innovate (or simply be ourselves). Instead, we can build a startup mindset at scale, supported by connected, authentic leadership. This summer, I became an accredited Executive Coach because I feel a true calling to support leaders ready to embrace the right balance of authority, hierarchy, and freedom—both in established organizations and startups. It’s not about eliminating structure but empowering the right kind of leadership to drive positive cultural change. As a Communication leader, I believe we must have systems, structures, and identity, while also unleashing creativity and fostering unfiltered dialogue. As an executive coach, I hope to make a small difference in this space! Let’s connect or share your thoughts. 💫 #Leadership #ExecutiveCoach #MaverickLeadership #Innovation #CorporateCulture #StartupMindset #OrganizationalChange #AuthenticLeadership #CreativityAtWork #CareerDevelopment

💡 Hire Leaders, Not Managers This is something I’ve long believed: we need to hire leaders, not just managers. But how often do we really understand what this means beyond the title? It’s not about control or hierarchy—it's about shared accountability and empowering everyone to contribute. As mentioned in a great read recently: "Everyone does the work." The entire team should be invested in the details, from sharing reports to giving product/service feedback. This mindset encourages collaboration, where everyone is equally accountable for the outcome, regardless of job title or rank. Yes, job specialisation exists, but the organisational chart isn’t a power structure—it’s a map of responsibilities. Leadership is about ensuring that the whole team feels empowered to speak up, solve problems, and work together. It’s about creating an environment where anyone can have a voice because they understand the product or service and the mission. In my experience, true leaders inspire this shared sense of ownership and contribution. They break down barriers and ensure that everyone, from the CEO to the newest hire, is working towards a common goal. It’s a culture shift we all need to embrace. Do you agree? Have you worked in environments that foster this kind of leadership? I’d love to hear your thoughts. 💬 https://lnkd.in/edmVAETH

“Founder mode” or “Manager mode”? Just letting you know there’s another option. Paul Graham's recently published blog post (link in comments) discussed the struggles start-up founders face as they grow their companies. He wrote about how founders are frequently advised to “hire good people and give them room to do their jobs.” They are asked to switch from “founder mode” to “manager mode,” Well-intentioned people give advice in an attempt to help the founder realize that other people are needed to grow the company. So, the founder creates layers: the founder tells the direct team what to do, and that team goes out and figures out what to do. But, those same founders who use that advice quickly find that information in the company gets lost, and progress slows down. This set-it-and-forget-it mentality is a fallacy. Founders care for the company in a way few can: they built the company from scratch and take pride in the creativity of the work. Managers, on the other hand, care for compliance and order; they focus on structure, systems, and efficiency. But, neither mode fully captures what modern companies need. As companies grow, founders often feel pressure to step into “manager mode” by handling logistics, people management, and everything else in between. On the flip side, staying in “founder mode” without adopting certain managerial skills can create chaos and breakdowns in communication and execution. Instead of choosing one or the other, founders need to know there’s a third option: leader mode. A leader blends the innovation of a founder and the clarity of a manager. A leader mixes their strategic vision with disciplined execution. A leader focuses on the people, without losing sight of driving performance. It may sound like an unattainable balance, but know that it’s a realistic option. Whether you’re a start-up founder, an executive in a large organization, or trying to find your next role, Paul Graham’s post reminds us, What’s needed most as start-ups grow are leaders. When you find that balance as a leader, you avoid the trap of micromanagement while still staying in touch with the realities of the company. 🤔 Share your thoughts and perspective below in the comments.

My colleague, Michael Sattler, has worked in many early stage companies and understands how the leader influences everything. Their "vision sets the strategy, behavior sets the culture and decisions affect lives." Very rarely is the leader the person best suited to DO everything. Per Michael, "wherever you can, hire people smarter than you and let them do their jobs." If you are a founder or work with early stage companies, this article is worthwhile. Visit ExperienceHack for this article and to share your stories. You will find valuable content for early stage company leaders and investors that are considering fractional leaders. Michelle Waite, Amy Bonsall, Jen L. Cohen, Bruce Ericson, Rachel Taylor

🚀 Entrepreneurs, Leaders, and Managers: Finding the Perfect Balance in Business 🚀 In the ecosystem of a successful company, entrepreneurs, leaders, and managers play distinct yet interdependent roles. Each contributes uniquely to the organization’s vitality and growth, but striking the right balance is key. Here’s how they fit together and the risks of overemphasizing management at the expense of entrepreneurial spirit. Entrepreneurs: Visionaries like Richard Branson or Elon Musk embody the entrepreneurial spirit, constantly pushing boundaries and envisioning new possibilities. They are the seed planters, the dreamers who dare to think differently and set the wheels of innovation in motion. In startups, this role is paramount, but in established companies, keeping this spirit alive can fuel continuous growth and adaptation. Leaders: Effective leaders such as Indra Nooyi (former CEO of PepsiCo) or Satya Nadella (CEO of Microsoft) inspire and guide. They’re not just in it to manage tasks but to empower and elevate their teams, embodying the company’s values and steering the ship through both calm and stormy waters. Leadership is about setting direction and inspiring others to follow. Managers: Managers are the backbone of operational excellence. They organize, plan, and ensure the smooth execution of day-to-day activities. Their ability to manage resources efficiently and keep teams aligned is crucial. However, companies like Kodak or Blockbuster remind us that when management focuses too narrowly on maintaining the status quo, companies can miss out on innovation, leading to stagnation or decline. The Balance: The magic happens when entrepreneurial vision, leadership inspiration, and managerial efficiency coalesce. Google, under the leadership of Sundar Pichai, exemplifies this synergy. By fostering an environment where innovative ideas are encouraged (entrepreneurial spirit), where employees feel valued and motivated (leadership), and where projects are executed efficiently (management), Google continues to stay at the forefront of technology. The Risk of Overemphasis on Management: A management-heavy focus can stifle creativity and innovation, leading to a rigid, risk-averse culture that struggles to adapt to change. This can result in lost opportunities and could eventually render a company obsolete in the face of more agile competitors. In conclusion, while managers keep the engine running, leaders plot the course, and entrepreneurs ensure it’s a journey worth taking. Companies that cultivate all three aspects within their culture not only thrive but lead the way in innovation and impact. #Entrepreneurship #Leadership #Management #BusinessGrowth #Innovation

7 Types Of Leadership Every Startup Founder Should Know https://buff.ly/4fOc6aI

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Why Hands-On Leadership Drives Startup Success: In the fast-paced world of startups, where adaptability and innovation are crucial, leadership style becomes a critical factor. While a hands-off approach might seem appealing in a world of independent thinkers, actively involved leadership can be the secret sauce for propelling a startup forward. Here's why: 1. From Vision to Action: Bridging the Gap A compelling vision is essential for any startup, but it's only the first step. Actively involved leaders bridge the gap between vision and action. They translate the big picture into clear, actionable goals and strategies for each team member. This fosters a sense of purpose and direction, ensuring everyone is aligned and working towards the same objective. 2. Unlocking Potential: Creating a Growth Mindset Great leaders are talent magnets. They actively seek out skilled individuals, but their role doesn't stop there. By being involved, they can assess individual strengths and weaknesses, providing opportunities for growth and development. This fosters a culture of learning and experimentation, empowering employees to push their boundaries and reach their full potential. 3. The Power of Recognition: Boosting Morale and Engagement Employee morale directly impacts a startup's success. Actively involved leaders understand the power of recognition. They don't wait for grand achievements to acknowledge an employee's contribution. Celebrating small wins and offering regular feedback keeps employees feeling valued and engaged. This positive reinforcement fuels motivation and creates a happier, more productive team. 4. Walking the Walk: Setting the Tone for Culture Leaders set the tone for a company's culture. By being actively involved, leaders model the behaviors and work ethic they expect from their team. They become living examples of the company's values, fostering trust and transparency. This sense of shared purpose and collaboration creates a positive work environment where employees feel comfortable taking risks and innovating. 5. Navigating the Unknown: Providing Support and Guidance The startup journey is full of challenges. Actively involved leaders don't shy away from these hurdles. They are present to offer guidance, support, and problem-solving skills during tough times. This hands-on approach builds trust and resilience within the team, creating a sense of "we're all in this together" that strengthens morale and fosters a "can-do" attitude. Remember, strong leadership is about more than just giving orders. It's about actively supporting, inspiring, and working alongside your team to navigate the exciting, yet challenging, world of startups. #leadership #startup #CEO #CXO #attitude #empathy #teamwork #culture #success

As a startup founder, your ability to lead will directly impact your company's success. Seek feedback by embracing constructive criticism to grow. Delegate effectively and cultivate internal emotional intelligence to understand, honor, and manage emotions. When you lead by example your actions speak volumes. Everything is new, so set the precedent. #Startup #Leadership #Strategy