Creating Culture

I use this 15-minute framework to guard my time while helping people I wish to see succeed solve problems. Steal it shamelessly. 

I’d like to share the two questions I ask very early on in the hiring process.

Finding the right mentor is hard. And while they are essential to success, most mentoring models are stuck in the past. Here's an alternative.

It’s often difficult to explain what it means to be an entrepreneur. Particularly to families whose livelihoods are based on traditional vocations. Here are some thoughts on this as families start to converge over the holiday season.

This reflection process is an essential ritual that I wish I had started a decade ago. It inspires important conversation and exposes blind spots, win:win!

Like most working parents, we try to explain why we work and why we travel for work. These explanations can help, but I'm trying different tactics.

The best first days are those where new team members only feel new on day one. After that, they are part of a community that fosters learning and progress.

Here is how I think about value propositions for parents in a startup. It's not complicated but it requires deliberate focus from founders and their teams.

A founder's journey is unpredictable. But there is a way to forecast unintended consequences. To be forearmed and on the front foot. Here's how.

The switch that flicked in my mind years ago was to control the narrative in my mind instead of the need to provide controlling how I made decisions.

Identifying your team's tells is critical to gauging internal momentum. It's also the first step in understanding how to circuit-break stress. 

‘Incentives are a superpower’ is a phrase made famous by

The number one thing I look for when hiring is ‘makers angst’. It's the lived experience of trying to build a product or company.

Take the total cost of an activity and divide it by the number of lessons learned. The result of this math is the cost per lesson. It's impact is enormous.

All new hires should be given the information they need to demonstrate their worth and confidently establish their place in a team.

The OODA loop is the observe–orient–decide–act cycle. Here's how I use it most days as I build companies and help my team learn faster.

There is a choice to make this International Women’s Day. The choice is less about celebrating women and girls and more about learning. Are you good for it?

When you start hiring in a startup, there are two factors you can count on. It will be done in a bubble, and there will be a time constraint.