Mon, 08/10/2009 - 09:42
In a start up, things are moving fast. Products have to be perfected, money has to be secured, an organization must be built and people must be hired. Often, people are engaged in the work before there is much to offer as incentive or reward. A leader is asking people to work for the hope of a reward. And we, as human beings, especially in the younger generations, are not used to delayed gratification.
Add to that the fast pace, and Leaders must deliberately and consciously attend to the people in their organization. As Peter Drucker says in his book Managing the Non-Profit Organization, (and this applies to for-profit as well) “People decisions are the ultimate – perhaps the only – control of an organization. People determine the performance capacity of an organization. No organization can do better than the people it has.” Without incentives like compensation, bonuses and stock options, people must be inspired to continue to work by the vision, mission and values of the organization. And they need them to be real, not just a PR move.
The Leader must also make a conscious decision to focus time and energy on the team even in the midst of start up chaos. Even though the humna resource needs of the organization are still being identified, find and use the strengths of every individual. Start by making assignments that plays to their strengths and, if it works, build that into a role. Next, pay attention and nurture long term goals of team members. The start up phase will be over at some point and, hopefully, there is a thriving organization within which to work. People want to have a career, not just a job. Lastly, (well not really, but just for this log) take a bird’s eye view frequently to look at the team as a whole. Are they relating and working well with each other and to you, the Leader? Are roles understood so that things are getting done? What opportunities exist for nurturing the team?
You have heard it often – relationships are everything. So, how are you taking care of your people?
