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Collin Wallace's avatar

Thanks! And wow, your seasoned hire observation really resonates. I have definitely run into that problem in the past. Sometimes those hires look great on paper, but rarely work in practice. I've seen so many early teams get bogged down building the 'right' processes to accomplish the wrong objectives. I have not finished 'Be the Go-To' yet, but the first quarter of the book has been solid - seems like we're thinking about similar challenges from complementary angles. Thanks again for the note. 😎

Theresa Lina's avatar

This is a fantastic article, Collin. So true. I echo this sentiment in my book, Be the Go-To, with the sequencing of phases in the Apollo Method for Market Dominance -- operational efficiency doesn't become a focus until the Navigate phase after there is market traction. (I enjoyed the rocket analogy for obvious reasons. :)

In my experience, startups staffed by "seasoned people" from big-name companies are more prone to optimize-itis unless the advisors around them keep their innate efficiency-seeking impulses in check. They have come from environments in which there is infrastructure and a slower pace (HR processes, approval processes, mainstream tools, expectations of perfectionism, etc). The sloppy, seat-of-the-pants nature of startups in Orientation mode, as you put it, makes them uneasy, because they know there is a "better way to do it."

Hope to see this article get lots of attention!

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