Great companies start because the founders want to change the world, not make a fast buck.
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🚀 𝗪𝗵𝗮𝘁 𝘁𝗿𝘂𝗹𝘆 𝘀𝗲𝗽𝗮𝗿𝗮𝘁𝗲𝘀 𝘁𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀? It's more than just having a brilliant strategy on paper. Success stems from how that strategy is supported by the right structure and ingrained into the very fabric of your organization's culture. At PvL Partners (➔ https://pvlpartners.com/), we're deeply passionate about unlocking the full potential of your strategy. By collaboratively shaping the appropriate structure and fostering a culture of innovation within your team, we ensure every aspect of your organization aligns seamlessly for success. Let's connect and transform your business together. 📈💡 #strategy #structure #culture #future
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Having conversed with many founders, I know the struggle of scaling a business. Sometimes, especially when things are taking off, it can be tempting to just focus on adding more people to the team. I've spoken with many founders who feel the pressure to add more resources, forgetting the potential of their existing team for growth. How can you make the most out of our current hires? ✅ Focus on systematising processes, leveraging technology, and empowering your team for maximum productivity. ✅ Identifying any skill gaps and offering training to bridge those differences. Delegation is great, but so is fostering a culture of ownership. When your team feels invested and trusted, they'll be more likely to embrace new challenges and take initiative. ✅ Help your team shift their focus beyond just daily tasks and revenue numbers. Encourage them to embrace a growth mindset, be open to problem-solving, and adapt as your company expands. Remember, when you invest in your current talent, you're investing in your company's future. #ScalingBusiness #SkillDevelopment #InvestingInTalent
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Companies don't have vision, leaders do. It's astonishing how day-and-night a brand is when the original founders are running it vs a private equity firm. Founders do what they do for themselves, they're their first customer, they have an obsession over the product. In contrast, hotshot board appointed CEOs worry about the investment. Don't get me wrong, profit-focused executives are integral to the health of any corporation... but no customer will ever be impressed by your magins. It's imperative that the product holds authority. Disney, Apple, Ford, Intel, AT&T, Wells Fargo, Redbull... As founders pass, the reality is we - as consumers - will never have the pleasure of doing business with them, regardless of who's claiming to own what. The company is just... a derivative.
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CEO’s often try to do as many tasks as humanly possible, assuming they need to be able to do it all. BUT this is your biggest mistake. ASK WHO NOT HOW. Let me explain... 🤔 When we need something done, we’ve been trained to ask ourselves: ‘How can I do this?’ The better question, which the world’s greatest founders default to asking, is ‘Who is the best person that can do this for me?’ 💭 In business especially if you have dreams of creating a really big business it’s not about learning how to do something, it’s about knowing who can do it for you. 🗣️ Every CEO and founder will be judged simply on their ability to hire the best individuals, and secondly bind them with a culture that gets the best out of them. Had I hired a 16-year-old Richard Branson and created a culture that got the best out of him, I would have had a $20 billion company on my hands. 👀 Founders, especially inexperienced founders, have a tendency to horrifically overstate their own importance – they fall into the trap of believing their outcomes will be decided by their own brilliance, ideas and skills. The truth is, your destination will be defined by the sum total of the ingenuity, ideas and execution of the group of people that you assemble. Every great idea, everything you create, your marketing, your products, your strategy - all of it will come from the minds of the people you hire. You are a recruitment company that’s your priority, and founders that realise this, build world-changing companies. Do you agree? What's your thinking here? Share your opinion below. #mode #projectmanagement #quantitysurveying #constructiinindustry #thinksmart #buildintelligent #buildrespect
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Do not underestimate #time and #experience when it comes to #globalexpansion! Considering we've been helping businesses expand to the corners of the globe for over 30 years, it's still surprising to hear how many companies struggle to go global because of two critical things: ⏲ a stretched and overloaded #seniorleadership team that's being tasked with expansion for the first time ✋ the wheels falling off during expansion due to legal and financial difficulties If that sounds like your scenario, you're in good company! This is where stepping back from global expansion, rather than scrapping it, is vital. And where our fractional team can play a critical part in your #strategy. If you're feeling overwhelmed with expansion, for whatever reason, there's always a way forward (and we're happy to help you find that). #internationalexpansion #globalbusiness #expansionstrategy
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Strategic Leadership | Business Transformation | Market Expansion | Operational Excellence | Innovation Management | Corporate Strategy | Business Development | IPO | Sales & Marketing | Tech & Startup
Is your company facing 'Words and Actions' issue ? In today's fast-paced world, companies are always trying to stay ahead of the game. They talk a lot about big plans like being green, teaming up with other companies, listening to their customers, and creating a great place to work. But sometimes, what they say and what they actually do don't match up. For instance, lots of companies say they care about the environment and being sustainable. But if you take a closer look, you might find that the team in charge of making the company more eco-friendly is small and doesn't have much power. This shows that, despite their big talk, going green isn't really at the top of their list. Then there's the talk about partnerships and mergers. Companies often announce they're looking for partners to get stronger and do better. But many times, they just look at the profits of potential partners and don't think about whether they really fit well together or how they could work together to do even better things. This short-sighted approach can lead to problems down the road. Another area where there's often a big gap between words and actions is in how companies deal with their customers and new technologies. They might say they're all about innovation and listening to what customers want. But then, they stick with old ways of doing things and don't really pay attention to customer feedback, missing out on chances to improve and stay current. And when it comes to creating a great workplace, many companies say they have an amazing culture and support their employees. Yet, the reality can be quite different, with stressful workloads, not much diversity, and little support for balancing work and life. So, while it's great to hear companies talk about these important values, what really matters is what they actually do. It's about making sure that their actions line up with their words, showing that they truly stand by what they say. This is what makes a company stand out and earn the trust of its customers, employees, and the community. #businessintegrity #businessstrategy #authenticleadership #strategicinnovation #strategicgrowth #competitiveadvantage #management
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Fostering Growth by Asking the Right Question | CEO Coach | 5x Inc. 5000 Honoree | Lancaster Chamber Entrepreneur of the Year | Vistage Chair
Reflecting on my journey and many #founders, transitioning from a small startup to a company with over 25 employees was a long journey. Initially, trivial matters like "who cleans the coffee pot?" never posed a challenge. However, as the team expanded, such simple tasks started to reveal the complexities of scaling a business. The crucial element in managing this growth is not hiring employees who can intuitively understand every expectation but establishing robust systems and processes. These act as the framework for operational clarity, guiding each team member in understanding their roles and reducing uncertainties about responsibilities. I'd like to hear about your experiences with business expansion and scaling. How have you managed the growth and accountability expectations with each person? #BusinessGrowth #LeadershipChallenges #OperationalExcellence
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Culture AND Strategy go hand in hand. I was reflecting on “the genius of the AND” by Jim Collins and this short article highlights how culture AND strategy are interlinked as we scale mid-market companies (link in comments)
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A recent article by Felicis explores the success stories of industry giants like Stripe and Google, highlighting the pivotal role of company culture in their achievements. Early investment in a mission-driven workplace is crucial for talent efficiency. As organizations scale past 100 employees, challenges emerge, emphasizing the delicate balance between innovation and scale. The article underscores the criticality of building culture early, prompting early-stage founders to view their talent strategy as a crucial lever for scalability. Read more at the link in the comments below 👇 #CompanyCulture #BusinessSuccess #ScalingStrategy
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Interesting thought... my personal approach is to look at this question as "what problems attract a leader?" rather than, "what is their interpersonal moral makeup?" As an example, I can think of 2 people with whom I spoke with in the past week, both considered "highly empathetic" by others, but they are actually very different personalities. 1: loves problems that are related to the soul, most enjoys solutions that include intimate 1:1 connection situations 2: loves human experience problems, most enjoys solutions that are practical, focused, and scalable $100B is a value level that requires a major, non-personal industry reimagining. Person 2 is much more likely to build big things like that of their own accord. Person 1 will likely not care for the distance required from intimate solutions unless they work with a person who does. If people mean "empathy" as character 1, I would be shocked to see a single person at that level of change. But empathy-at-a-distance and with partners can certainly be practiced by $100B builders. In fact, I would bet some of the names listed may be hyper-empathetic, walling that side of themselves off from that expression because that haven't learned to integrate it. I think Elon Musk may be an example of this. (P.S. both are of the same gender, but quite different backgrounds if anyone is wondering)
There are many examples of great founders that lack inter-personal empathy professionally, even if they have it at the macro level (Gates, Musk, Jobs). Are there any examples of great founders (of $100B+ companies) that led with high inter-personal empathy?
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