One good idea out of 1000s will give birth to startup. It is the fiduciary responsibility of any Founder to evaluate all the 1000s and chose the best.
Never start a business if you don’t have some knowledge about the new business you are starting. After choosing the right idea out of the 1000s, spending enough time in gathering sufficient knowledge and history about that concept should be the first stage before doing market research about the new idea or concept.
After spending all these and investing the first chunk of money, we will make our concept take off and start showing the growth.
Here is where we will form our core team to take the business further. Each member of the core team should not only work as an employee but should also consider themselves as the founding member of the company/team.
If we are able to get a core team of this virtue, I bet, there won’t be a stage of closing down the business.
This applies and plays a vital role not only in Founding any company but also on starting a new business unit on an ongoing company.
There will be differences of opinion among these core team members on concept wise along with work nature too. The duty of the person who balances these and run the show are called as “leaders”.
Two types of people
In spite of being a leader, there will be two types of people who will become the real bane of the core team by playing a spoiling game.
1. People who believe, responsibilities are to be given rather than taken, and
2. People who believe they should be the key member on all initiatives.
Both of them are the real bane of the core team. They not only spoil their roles but also spoil the morale and binding of the entire core team. Both of them will knowingly or unknowingly inject negative thoughts into the mind of everyone around them.
How to identify them?
It is one of the tough jobs of any leader of a team or a company to identify these people. Becuase they would have already deep rooted their thoughts into the team and if any action taken against them for any genuine reason, will be seen as they are vindicated.
1. Both of these characters would have been the outstanding performers but started showing slowdown now.
2. They would have the best knowledge of their respective roles but started playing silent spectator role in recent days
3. They would have been the most flexible during the starting days but become very rigid now
4. The first one would have started to whine out with the current responsibilities and will not show any interest in taking any new responsibilities.
5. The second one would not have completed the earlier given role but would assume he is smart enough and started expecting to be made as the key player of all new initiatives.
How to eradicate them?
Even after many personal discussion, their ego would not allow them to accept the reality and change. We will tolerate them for months just because they were the most wonderful people we had earlier.
But the need of the hour would not be allowing us to give more room to tolerate them. So rather than tolerating them, it is better to let them go so that at least we can maintain the friendship with them.
With the new company and new environment, they will automatically revert to their original capability and flexibility.
So it is good for both the company and the individuals to shake hands and “call it a day”.