Startups, with their dynamic environments and rapid growth trajectories, face unique challenges. The odds of success are stacked against them, making it crucial for startups to adopt effective strategies to mitigate risks.
LEAD3R recently assembled a panel of experts for the webinar, “Clean Up Your Startup,” to shed light on how leadership, executive recruiting, and human resources (HR) play a central role within startup success. Below we share just a few of the themes that emerged during the panel discussion – to see the entire one-hour webinar, please click here.
Kristina Peterson, CEO of Mayflower Partners, shared the diversity within the startup landscape, answering the question – what IS a startup? She shared, “I was thinking about all the different types of startups that I’ve been involved with, and I think most people traditionally think of a startup as something that’s a brand-new organization, newly funded and a brand new bringing together of a large team of people.” She went on to emphasize that startups could take various forms, from a brand-new organization with new funding to brand new teams tasked with maximizing shareholder value, as well as new divisions within established companies entering different markets. Even private companies that go public can be considered a startup situation because they entered a completely different capital market structure than they were. Kristina shared that, in her experience, different skill sets and competencies are required at different times of company growth to ensure success.
Andrew Uprichard, Partner of Coaching at LEAD3R, emphasized that organizational success in startups hinges on people. He likened his experience within the military to that of a startup: “There are no guarantees; there is extreme uncertainty wrestling with technology that you didn’t know anything about the day prior; there could be a rotating workforce, which I never got to choose.” The unpredictable startup environment demands leaders and teams who are skilled at navigating those challenges to ensure they do not derail an organization’s success, further underscoring the pivotal role of people in achieving success.
Alan Mait, President of Executive Search at LEAD3R, stressed that executive recruiting involves more than just a placement. It requires understanding where the company is currently as well as the ultimate end-goal and aligning talent needs accordingly. He says, “It’s more about understanding the company, particularly in terms of the journey and understanding what inflection points the company is going through, be that funding stage, be that an exit plan, be that a transformation if it’s a new business or it’s a spinoff. Really understanding what the business dynamics are and what is the company really trying to achieve, and then thinking about that through the lens of talent.”
Jen Zeckendorf, Partner of Human Capital at LEAD3R debunked the common misconception that “HR can wait” until the company grows bigger. She shared, “As soon as you have one person in an organization, you have HR. You have processes and systems that need to work, and that person must get paid, right? You had to bring that person on board, so you’re recruiting. That’s all within the HR umbrella. So those things like recruiting, onboarding, payroll, your policies, your compliance, the list can really go on, really does have to start right from the jump. It’s universal right across the board.” She went on to explain that early-stage HR initiatives that are aligned with business objectives are vital for startup success, and that human capital consulting can provide both tactical and strategic support to help prioritize these HR efforts at any stage of development.
The panel discussion expanded to address the nuances of leadership readiness in startups and the importance of aligning both organizational and individual readiness for successful growth. Jen Zeckendorf distinguished between technical and leadership readiness, stressing the need for adaptable leaders capable of handling constant change.
It is inevitable that wrong decisions will happen in startups, as evidenced by the number that ultimately fail. One key difference between success and failure may be a CEO’s ability to respond to immediate feedback from the market. Kristina Peterson highlighted the value of executive coaching as a tool that many successful startup CEOs employ.
The panel also agreed on the tendency of startups to hire without a clear strategy. Alan Mait underscored the paramount importance of talent planning from the earliest stages and emphasized that organizations that fail to plan risk failure – a key proactive measure that will help startups avoid costly mistakes is to develop a talent strategy early. This helps guide the recruitment of key roles at specific stages of the company’s journey to drive success.
While the “secret sauce” of startup success may be multifaceted and unique to each, the consensus from the panel was clear: people and culture play a pivotal role in successfully navigating the challenges and uncertainties of the startup journey. Whether through effective leadership, strategic executive recruiting, or well-planned HR initiatives, startups can better position themselves for sustainable growth by prioritizing their most valuable asset—their people.
If you would like to know more about any of our panelists, please reach out:
