FAQs

An excellent idea and a good budget are no longer sufficient for start-up success. In the best case, the company grows very quickly, and new employees join the team. Many startups are overwhelmed by this rapid growth and the many structural changes. Or the founders are initially so focused on financing and developing the start-up that the company rarely has established structures at the end of the seed phase.

1. ” We are unique ”

” We provide the best product on the market ” – this statement is enough today as a unique selling point to stand out from the competition. The vision of a company has to be stable for several years and keep its substance as the trends and technological innovations keep going up and down. A clear formulation of the vision is also the basis of a good objective. It is, therefore, advisable to draw up a mission vision statement.

2. Create clear goals

The next step is to combine both the mission statement and the vision with the here and now and formulate specific goals for different periods. Without this clear objective, the start-up quickly loses focus. A clearly defined goal is one of the strongest success tools.

3. ” What I don’t know makes me hot ”

An important task initially, which is difficult for many young entrepreneurs, is to become aware of their weaknesses and limits. This is the only way that a founder can identify a need for improvement and seek external help, for example, through external service providers and other team members, and thus expand the company’s know-how. Very few founders can or know everything immediately. Getting help is not only important but also necessary.

4. ” Nobody is perfect, but a team can be ”

There is no one perfect founder or employee who is, at the same time, super organized and creative, humorous and serious, personable, but also respectable, dynamic, and patient, able to speak and listen well. No one can combine all of these skills. The right team-building measures show and strengthen the different potentials and talents of each team member. A good relationship between employees also promotes the working atmosphere.

5. Clear roles and positions in the team

The correct allocation of roles in the team is one of the most important factors for the company’s success. If there is no clear statement about who is responsible for what, inefficient discussions often arise that hinder productive work. Employees can only identify with the company if they are connected to the task. A good role allocation has a positive effect on cooperation. It is also important to develop a mutual understanding.

6. Modern leadership skills

Many managers are interested in leading and encouraging their employees well. However, they often lack essential and contemporary skills. Old management and work styles are counterproductive, especially in the start-up world. Generation Y no longer just wants to work to make money but to experience the meaning of work. Accordingly, the focus of executive coaching is generally on strengthening your communication. The keywords are active listening and clear and constructive speaking. Added to this are time management, responsible leadership, and the reflection of the inner attitude, all characteristics of a competent leader.

7. Appreciative corporate culture

Now it is time to combine all measures. Creativity, performance, and motivation cannot be bought, let alone monitor. So if you are looking for this in your team, you have to create the right framework for it. In a beneficial corporate culture, everyone works towards a common goal. Everyone has a clear task, position, or expectation of what is required of them. Problem-solving thinking is encouraged, and there is a constructive culture of criticism. Flexible, contemporary process flows consciously shape the corporate culture. It is important to stay in the flow of change and keep the structures flexible to cope with the constantly changing requirements.…

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