Vitalik Bandura’s Post

In building my startup, one of the best decisions I have made is to prioritize diversity in my team. It’s not just about meeting quotas, it’s about fostering creativity, innovation, and growth. Leading a diverse team goes beyond hiring people from different backgrounds. It calls for a mindset that welcomes new ideas and a willingness to learn. Here are some key lessons I’ve gained: 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀:Encourage your team to share their unique perspectives. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝘀𝗮𝗳𝗲 𝘀𝗽𝗮𝗰𝗲:Ensure open dialogue where everyone feels heard. 𝗟𝗲𝗮𝗱 𝗯𝘆 𝗲𝘅𝗮𝗺𝗽𝗹𝗲:Model the inclusivity and openness you want to see in your team. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘀𝗵𝗮𝗿𝗲𝗱 𝗴𝗼𝗮𝗹𝘀: Align everyone around a common vision for the best results. Diversity has been a game-changer for us, driving fresh ideas and deeper connections. If you’re building or scaling your startup, remember that diversity is not just a plus—it’s vital. What’s your experience with leading diverse teams? Let’s chat in the comments! #DiversityAndInclusion #DiversityInTech #Startup #Leadership #Teamwork #Innovation #Culture #DiverseTeams #InclusiveLeadership #Equity #Belonging

Future Worlds supporter and partner Alan Furley of ISL Talent at is running an online event for Startup Founders who want to build their seed stage team on Monday 29 July. As a funded startup on a mission, the impact of getting your first few hires right, or wrong, is substantial.   This virtual event is aimed at founders at seed stage with funding on the horizon, but who know that money alone isn’t a guarantee on getting the right talent.   It’s aimed at leaders who might say: -  I know I need people but I’m not sure what the right hires at seed stage are -  I want to attract to talent but unsure about how to stand out -  I fear the consequences of a bad hire – culture is key.   In the 60-minute session Alan will help you through these challenges, so that you’re confident building a team aligned on values and that can maximise your impact.   You can register for free here: https://lnkd.in/decRBsgM   After the event, you’ll have the opportunity to book in a free 1:1 session with Alan to discuss anything related to your hiring needs.

The other day, I came across this amazing video by Ryan Deiss called "The Four Types of Founders (Which is the Best?)". I was super excited to watch it and figure out my own founder type. While we all might have a go-to founder style, the real superstars learn to wear different hats as their company grows. It's like a founder's journey through different stages. In the beginning, you're the Innovator, coming up with brilliant ideas. But as you start getting your first customers, you transform into the Driver - rolling up your sleeves and getting things done yourself. It's all about that hands-on approach! Then, as your company starts to take off, it's time for the Builder to shine. This is when you start creating solid systems, processes, and building dream teams to handle all the new challenges. The Builder is a pro at hiring people to complement their skills and empowering others to rock it. Without this crucial step, companies often hit a roadblock in their growth. Once your company is cruising along nicely, say hello to the Guide. Their job? Keeping the vision alive, nurturing the company culture, and asking the right questions to keep everything on track. The Guide trusts their awesome team while offering wisdom and mentorship. This is how you keep the innovation flowing and grow for the long haul. Now, here's the secret sauce: While many successful founders have their favorite type, the real rockstars know how to adapt. They understand that each stage of the business needs different skills, and they're totally ready to switch up their leadership style. By embracing this flexibility, founders can navigate all the twists and turns and lead their companies to lasting success. So, what do you think? Which founder type are you? As a founder, you might be trying to disrupt an industry, but can you evolve as your company grows? I think, we as founders should be ready to adapt the leadership style to meet the changing needs of our business !!!

Building Diverse Teams: A Startup's Competitive Advantage 🚀 Diversity isn't just a good idea, it's good business! 📈 Building a team that reflects the world around us leads to: 1-More ideas: Diverse perspectives spark innovation and solve problems better. 💡 2-Better decisions: Different viewpoints lead to more informed choices. 🧠 3-Happier employees: Inclusion fosters a positive and engaging work environment. 😊 Startups with diverse teams: 1-Raise more money: Investors see the value in diverse leadership. 💰 2-Generate higher returns: Different backgrounds bring unique strengths. 📈 3-Build better products: Understanding diverse customer needs is key. 🎯 Ready to build a diverse team? 1-Acknowledge any gaps: Be honest about where your team needs to grow. 2-Train for unconscious bias: Learn to recognize and overcome biases in hiring. 3-Create an inclusive culture: Make your workplace welcoming for everyone. #startup #diversity #inclusion #teambuilding #entrepreneurship #success #growth #linkedin #business #innovation #motivation #inspiration #leadership #hiring #dreamteam #startuplife #entrepreneurlife

"Companies become the organizational embodiments of their founders." Rebecca Price, a Partner at Primary Venture Partners encourages founders to keep this in mind while they build their business. Startup culture is just as critical to success as having the right product, runway, skillset, etc. To build a culture you can be proud of and one that is truly aligned, founders need to reflect on how they operate and who they are when they are the best versions of themselves. Culture is usually a reflection of how the leaders operate. So founders need to understand how they operate because employees will match those patterns. If you're hoping to foster a culture that empowers employees to boldly speak truths for instance, founders need to show transparency and be vulnerable first. The culture seeds that are planted early, for better or worse, shape organizations long after product-market fit. For more insights about startup team building from Rebecca check out our full recording with here here: https://lnkd.in/eS32c4dy

Why Ex Founders & Founding Team Are the Best Hires for Your Team’s Success. Bringing on an ex-founder or someone who was part of a startup’s core team is like adding a secret sauce to your business. They’ve faced the highs, the lows, and everything in between—and they’re ready to bring that experience to your team. Here’s why you want them on board: Natural Problem-Solvers: When every day is a new challenge, you learn to think fast. These professionals are solution-oriented by nature and can turn complex issues into simple, actionable steps. Relentless Curiosity: Founders know that growth comes from asking the right questions and challenging the status quo. They don’t accept “this is how it’s always been done” and will push your team to be better every day. Unmatched Drive & Work Ethic: Startup life teaches people to hustle, no matter the obstacles. These team members are all-in and know how to keep pushing forward, inspiring everyone around them. Broad Skill Sets: Ex-founders and early startup employees are often Jacks (and Jills) of all trades. From product development to marketing, they’ve done it all, which means they’re ready to jump in wherever your business needs them. Resilience & Grit: They know what it’s like to face setbacks and keep going. This resilience is invaluable, especially in uncertain or high-pressure environments. Culture Carriers: Startup veterans understand how crucial a positive, driven culture is for success. They bring empathy, collaboration, and the ability to build strong, lasting teams. The bottom line? Ex-founders bring a “do whatever it takes” mentality that every business can benefit from. So, next time you’re hiring, consider the founders and early team members who have been through the startup grind. They’re exactly the kind of people who will always push boundaries. #HiringExFounders #StartupMindset #Innovation #CompanyCulture #TeamBuilding #Leadership #ProblemSolvers #Resilience #HighPerformance #TalentAcquisition #EntrepreneurialSpirit #Growth

𝐅𝐨𝐮𝐧𝐝𝐞𝐫 𝐌𝐨𝐝𝐞 𝐯𝐬 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 𝐌𝐨𝐝𝐞: 𝐀𝐫𝐞 𝐖𝐞 𝐎𝐯𝐞𝐫𝐬𝐢𝐦𝐩𝐥𝐢𝐟𝐲𝐢𝐧𝐠 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐆𝐫𝐨𝐰𝐭𝐡 𝐚𝐭 𝐒𝐜𝐚𝐥𝐞? The buzz around “founder mode” coined by YC founder Paul Graham recently has sparked intense debate. Many are excited about the idea that staying in “founder mode” leads to more effective leadership and business outcomes by keeping founders involved across every aspect of the company, avoiding delegation as a means of scaling. It seems to strike a chord with a lot of founders—some resonate deeply with the concept, while others are not so convinced. But here’s the kicker: Graham himself admits he hasn’t cracked the formula. He suggests that once we figure out founder mode, we’ll realize that many founders have been close all along—often viewed as eccentric or unconventional. As someone who works with founders and founding teams by supporting them in delegating and making critical decisions around People practices in their company, I struggle with the idea that it’s as simple as founder mode vs. manager mode. Graham acknowledges that delegation is inevitable, especially when scaling from 20 to 2000 people. The boundaries of autonomy will differ for each company. So why are we so stuck on trying to figure out "founder mode" as the new way of leadership? Instead of trying to box founders into a mode, I want to continue focusing on harnessing founder energy for exponential outcomes. This energy is all about accountability and ownership. Some of the best operators I’ve worked with know how to harness this energy while scaling sustainably - so this is really not just about the founders. 𝘞𝘩𝘢𝘵 𝘥𝘰𝘦𝘴 "𝘧𝘰𝘶𝘯𝘥𝘦𝘳 𝘮𝘰𝘥𝘦" 𝘮𝘦𝘢𝘯 𝘵𝘰 𝘺𝘰𝘶? 𝘞𝘩𝘢𝘵 𝘥𝘰𝘦𝘴 𝘵𝘩𝘢𝘵 𝘭𝘰𝘰𝘬 𝘭𝘪𝘬𝘦 𝘧𝘰𝘳 𝘶𝘴 𝘰𝘱𝘦𝘳𝘢𝘵𝘪𝘯𝘨 𝘪𝘯 𝘈𝘴𝘪𝘢? Yina Han 🌿 한이나 Ollie Wood Eddy ChanKarolis Maciulskis Emil Jersling Li Zhang Epic Angels #foundersinAsia #foundermode #delegation #ownership #FounderLife #StartupEnergy #KeepGrowing Picture caption: Me and bubble tea, channeling founder energy! ☕💡 ---- I'm Susan, founder of co:grow, a HR strategy & fractional consultancy for startups and teams in transition within SEA/APAC and the US. Connect for perspectives on founder support, HR leadership development and impactful (not best practices) people practices for human at work.

Building a strong company culture is so much more than just a buzzword. It's the heartbeat of every successful startup. From day one, culture shapes the foundation for innovation, collaboration, and growth. In the early stages, this shared ethos unites a team of passionate individuals, sparking creativity and resilience. Effective communication, trust, and values aren't just nice to have; they are crucial for steering the ship through rough waters. This means rallying a diverse team, where every voice propels the startup forward. It's about alignment—when everyone's on the same page, moving in harmony towards a shared vision. Life in a startup can become very difficult if this isn't happening so make sure you start on the right footing. If difficulties do occur with culture during your journey, deal with them promptly and get back on track. At SimpleInsight, we're not just about cloud platforms and APIs; we're advocates for building diverse cultures that last. As startups scale, culture is their compass, ensuring the journey aligns with their core identity. As an underrepresented founder, your culture and diversity are a huge asset that makes your company stand out. Having a robust and diverse culture attracts not just capital, but the right kind of capital, the capital that understands you and your diverse team. For underrepresented founders, a strong culture is power. It's leverage in a world that's still catching up and will lead to the unlocking of future markets that have not been explored. We're here to guide you, ensuring your culture thrives alongside your business. Let's cultivate startup environments where diversity fuels innovation and where culture is the cornerstone of everything you achieve. Because at the end of the day, it's not just about what you're building, but who you're building it with. #Femalefounder #Blackfounder #LGBTQfounder #Underrepresentedfounder

When it comes to leading a core team as a founder, it's easy to assume that everyone shares your vision and dedication. But reality paints a different picture. Around you, in the entrepreneurial landscape, how many founders truly understand the importance of nurturing their core team? Handful for some, None for most of us. In my own startup, where we're striving to build something remarkable, I've come to realize that the strength of our core team defines our success. You see? Still, even in 2024, → Only a small % of founders truly invest in their core team's growth. → Even a smaller % prioritize communication and alignment. → Ever a smaller % foster a culture of trust and collaboration. → And a very small % consistently lead by example, inspiring their team to give their best. Just because you're leading a startup and envisioning grandeur, you think every founder is on the same page. They're not. They're at least not 'doing it' for sure! Building a core team isn't just about hiring talent; it's about cultivating a shared sense of purpose and direction. It's about empowering individuals to thrive and contribute their best work, knowing they're valued and supported. So, to my fellow founders, remember: Invest in your team's growth, Communicate relentlessly, Foster trust and collaboration, Lead by example. In doing so, you'll not only build a successful startup but also a team that's ready to tackle any challenge and achieve greatness together. #StartupLife #Founders #TeamBuilding #Leadership #Entrepreneurship

The People Behind the Pitch: Evaluating Startup Founders An exceptional team can pivot through challenges. Here’s what to assess in founding teams: 1. Domain Expertise: Founders should have a deep understanding of their industry and target market to address challenges effectively. 2. Track Record: Prior success in startups or leading major projects shows their ability to execute and deliver results. 3. Adaptability: Founders who can pivot their approach in response to market changes or obstacles are more likely to succeed. 4. Team Dynamics: Strong collaboration and complementary skills among co-founders are crucial for long-term stability and growth. Great ideas can evolve, but great leaders make evolution possible.