Mbula Phil’s Post

As an advisor to many VC-backed startups, I see firsthand the critical turning point when a company makes its first external leadership hire. It's often a baptism of fire for the founders and candidate. Here are some key insights to help you navigate this critical step: 🔍 Beyond Titles: Identify the Leadership Gap — Don't get caught up in simply filling a CEO/COO/CFO position. Analyze your leadership team's strengths and weaknesses. What specific leadership expertise does your company urgently need to unlock the next stage of growth? This is often hard because you don't know what you don't know. Obessess with understanding this gap, and then fill it with someone exceptional. 💡 Culture Fit is the Secret Sauce — Technical fit and industry sector can be learned, but culture fit is the ingredient for long-term success. Seek a leader who resonates with your company's DNA. They should complement your founding team's style and embrace your core values, whilst helping you bridge the gap and not breaking the business. 📚 Onboarding is Key, Not a Courtesy — Onboarding goes far beyond the first week. Invest in a structured program that equips your new leader with the knowledge and connections they need to thrive. Think mentorship, shadowing, and introductions to key stakeholders. If they don't work out, normally its because you weren't clear on what you needed, hired poorly or didn't equip the right candidate to be successful. This is harder and more time consuming than you think. 🤝 Founders as Partners, Not Bosses — The relationship between founders and a leader is critical. Open communication and clearly defined roles are essential to avoid power struggles or just plain misunderstandings. Focus on collaboration, leveraging each other's strengths to achieve shared goals. Remember, they've likely seen this journey before, that's why you hired them. 👉 Seems like I'm stating the obvious here. Which of the four is most critical? 🗣️ Share you thoughts below.! 💬 #VCbacked #startupgrowth #leadership #hiringtips #founder

Excited to peel back the curtain on my exhilarating journey within a startup, where practicality meets empathy under the guidance of remarkable leaders and a visionary founding team. Every day is a whirlwind of excitement as we dive into multiple projects, each presenting its own set of challenges and opportunities. But what truly sets this experience apart is the role of an executive, where responsibilities and commitments soar to new heights. For someone fresh to the scene, the ideals and practices emanating from the founders' office serve as a beacon for exponential growth in skills, communication, representation, and work ethics. It's an environment where curiosity is encouraged, where every idea is valued, and where mistakes are seen as stepping stones to progress. Being an executive in this dynamic environment isn't just about a job title; it's a profound commitment to pushing boundaries, embracing challenges, and driving innovation at every turn. It's about wearing multiple hats, making tough decisions, and leading by example. Yet, amidst the chaos, there's an undeniable sense of fulfillment in knowing that every effort contributes to the growth and success of the company. It's a journey filled with ups and downs, but the learning and growth are unparalleled. Grateful for the chance to be part of this incredible team and looking forward to the adventures that lie ahead! #StartupLife #Leadership #InnovationCulture #ProfessionalGrowth #TeamworkGoals #EmpatheticLeadership #VisionaryFounders

As a founder & CEO, one of your main concerns should be establishing a team that can scale. So once you’ve achieved PMF and are ready to scale, what do you look out for when recruiting talent? 🙋Culture Fit  ⚒️ Skills ⚙️ Adaptability  🚀 Leadership Why is ‘culture fit’ first in that list? According to the Startup Handbook - founding team friction is one of the leading causes of startup failure. So don’t let interpersonal relationships get in the way of executing on a great idea. Make sure that your hires, regardless of skill or education or any other thing, mesh well with you team. It will only make you stronger in the end. 💪🌱 #leadership #growth #founder #recruiting #talent

Founder Mode — Myth or Necessity? Silicon Valley’s latest buzz is all about “Founder Mode,” a leadership style where founders stay deeply involved in every part of the business. But it’s sparking some debate. The controversy? Critics say it’s just micromanagement rebranded, where founders keep a tight grip on every detail. Supporters argue that founders must stay hands-on, especially in the early days, to keep the vision clear and strong. Here’s my take: ✔️ Yes, founders need to stay engaged across the board, understanding all aspects of their business early on. ❌ No, that doesn’t mean steamrolling everyone or insisting on being right every time. ✔️ Yes, founders must bring unstoppable vision and ambition. ❌ No, it doesn’t mean ignoring the expertise of skilled managers who help steer the ship. ✔️ Yes it means working really really hard, but it doesn’t mean working 24 hours to burn out like a badge of honor and demanding this of your team as well. The takeaway: Be involved, ask questions, and focus deeply on the areas that drive your mission forward. But just as crucially, hire the right people, inspire trust, and empower your team. As they say in improv, this can be a “Yes, and” strategy — balancing vision with trust. Check out this CNN article about Founder Mode to learn more: https://lnkd.in/gGNZRbfV #FounderMode #StartupLife #Leadership #YesAnd #GrowthMindset

One of the hardest challenges early-stage founders face is: losing high-performing team members. It still hurts when it happens, but I've learned something valuable from these experiences. Initially, it felt like a major setback. But now I become more system-dependent rather than people-dependent - which has helped in our company's growth. Let me explain: When you have exceptional employees, it's normal to rely on them completely because they handle important work so well that you stop questioning if there might be better ways to do things. Their excellence can actually hide areas where your company needs to improve. When some of our top performers left, it forced me to analyze what the problem was and find gaps and opportunities to make things better. This led to three major improvements: 📌We created clear systems that helped everyone do better work, instead of depending on just a few star employees 📌We set up ways for everyone to suggest and try new ideas 📌We built a company that runs on good processes rather than relying too heavily on specific people. The big lesson? If your company depends too much on any one person, you'll struggle to grow. When that person leaves, it can really hurt your business. Instead, build something that lasts: a workplace where anyone can succeed because the systems support them. To those who have left our team: thank you. Your departure didn't break us – it made us stronger and smarter. How have you managed losing high-performing team members? #teambuilding #entrepreneurship #leadership

Maintaining Company Culture While Scaling 🚀 In the journey of scaling a business, one of the biggest challenges is maintaining the company culture that made you successful in the first place. 🌱 As businesses grow, it’s easy for communication to become fragmented and for values to feel lost. But we believe that with intentionality, you can scale and strengthen your culture. Here are a few strategies to consider: 1. Embed Culture into Systems: Weave it into your formal process and everything you do; don’t leave it up to chance. 2. Hire for Cultural Fit: Prioritize cultural alignment in your hiring process to maintain a cohesive team. 3. Communicate Constantly: Overcommunicate your mission and values, so everyone understands the direction you’re heading in. It’s all about being proactive and intentional! Let’s work to ensure that as we scale, our culture evolves and strengthens. We’d love to hear your experiences—have you seen a company lose its culture while scaling? How did they handle it? Share your thoughts below! #CompanyCulture #Scaling #Leadership #BusinessGrowth #Entrepreneurship

Scaling a startup is as much about people as it is about growth. When I led a client's expansion from 2 to 80 employees within two years, I focused on building a highly efficient recruiting and hiring system that aligned with the company's long-term vision. But scaling isn't just about numbers—it's about culture. We implemented a monthly employee survey to track happiness scores, which consistently ranged between 95% and 100%. When your team feels valued and aligned with the company's direction, success follows. #StartupGrowth #Leadership #CultureBuilding #BPO

If you're struggling to build a high-performing team that actually enjoys coming to work, this is for you. After 2 years in leadership, I've cracked the code of creating teams that deliver exceptional results while having fun. The secret? It's what I call the "Passion-Play-Produce" approach: - Hire people who genuinely love what they do - Foster a team environment that encourages creativity and fun - Align team goals with delivering massive value to the organization It's that simple. When these three elements come together, magic happens. For startups and scale-ups, this approach is particularly powerful. It creates a magnetic culture that attracts top talent and fuels rapid growth. Passion + Play + Production = Unstoppable Teams Give it a try! When everyone's having fun AND crushing their goals, trust me, you'll wonder why you didn't do this sooner. (P.S. Yes, you can have your cake and eat it too. In fact, I encourage it – especially if it's during a team celebration!) #Leadership #TeamBuilding #HighPerformingTeams #StartupGrowth #CompanyCulture #WorkplaceMotivation #LeadershipTips #EmployeeEngagement #TeamSuccess #GrowthMindset #LeadershipDevelopment #StartupLeadership #ScaleUpSuccess #FunAtWork #PassionAndPurpose #CreativeLeadership

Having consulted 100+ startup founders, I believe in giving genuine feedback (esp. when you're paying me for it!). A leader's role is to eliminate fear, not create it. Please focus just on the results. A huge challenge I faced in the workplace on 2000s was around micromanagement. I was surprised to see the founder more worried about his employees moonlighting, rather than delivering results. This is 2024. Please shift focus and realise that nature of management styles is evolving.

 Building a solid company culture is crucial for the success of any startup. It's the foundation upon which everything else rests. This journey starts with defining your values – the core principles and mission guiding your decision. Clearly communicate these values throughout the organization, to ensure everyone is on the same page. But culture isn't just about words on a poster; it thrives on leadership by example. Leaders who embody the company's values become powerful role models, they set the tone for the entire organization. Their actions speak volumes, inspiring a culture where everyone feels appreciated and included. Accept diversity of thinking and background; it produces a wealth of ideas that drive innovation. Recognize and reward behaviors that align with your basic principles, reinforcing positive actions and cultivating a spirit of kindness and teamwork. This strategy is the glue that holds your team together, creating a cohesive unit motivated by a common goal. Building a solid company culture is a continuous journey, not a one-time destination. It's an investment that spills off by creating a motivated, coordinated, and adaptable team – a powerful force committed to achieving your startup's objectives. By prioritizing culture, you lay the groundwork for long-term success and position your company at the forefront of innovation. #CompanyCulture #StartupSuccess #Leadership