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The 4 Things Founders Should Not Delegates The 4 Things Founders Should Not Delegates
There is a saying that “Protect your good image from the eyes of negative viewers, who may look at your good appearance with an... The 4 Things Founders Should Not Delegates

There is a saying that “Protect your good image from the eyes of negative viewers, who may look at your good appearance with an ugly fiendish eye, and ruin your positive qualities with their chemical infested tongues” The only way I know that you can keep your good image is by keeping to this steps.

1.      Strategic  mission, Vision and Values

Knowing why you’re doing what you’re doing (your mission), where you’re trying to go (your vision), and how you’re going to go about it (your values) are the glue that holds an organization together.  It is an essential part to building your strategic foundation and developing a strategy. You preserve these elements while your strategies and goals change and flex with the market. You may modify your mission, vision, or values over time, but the intent stays unchanged and you will have complete clarity when making critical business decisions that impact your future.

Your mission, vision and values can sound abstract, esoteric, and downright fluffy to a lot of people, especially those who are burning to move forward with a real-world project. These people don’t want to hang back conceptualizing about people’s wishes and dreams. Don’t let being pragmatic get in the way of this important stage of building a strong foundation of consensus for your organization. If you don’t take the time to articulate mission, values, and vision on the front end as you develop a strategy, you’ll pay for it later when writing goals and objectives without a crystal clear strategic direction.

2.      Brand Positioning

Put simply, brand positioning is the process of positioning your brand in the mind of your customers. Brand positioning is also referred to as a positioning strategy, brand strategy, or a brand positioning statement.

To position your brand in your customer’s mind, you must start from within your business. Every member of your organization that touches the customer has to be the perfect expression of your position. And, since everyone touches the customer in some way, everyone should be the best expression of your position.

The unfortunate reality is that no marketer has the power to position anything in the customer’s mind, which is the core promise of positioning. The notion that positions are created by marketers has to die. Each customer has their own idea of what you are.

Positioning is not something you do, but rather, is the result of your customer’s perception of what you do. Positioning is not something we can create in a vacuum—the act of positioning is a co-authored experience with the customers.

Behind your positioning statement or tagline is your intention—how you desire your business to be represented to customers. Once the real role of positioning is understood, having a tagline or a positioning statement can be useful by clarifying your brand’s essence within your organization.

By examining the essence of what you are and comparing it with what your customers want, the doors open to building a business with a strong positioning in the mind of the customer. Why? Great brands merge their passion with their positioning into one statement that captures the essence of both.

3.      Hiring

The hiring process is the process of reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks.

Having a process in place (that you stick to!) helps with organization because you will know where each of your candidates stands in regards to hiring steps and what your action items are.  If at any point, you are disengaging a candidate, shoot them a quick rejection note and move on.  Candidates will appreciate that you kept them informed along the way.

4.      Firing

Under the law in most states, if there’s no employment contract, workers are employed on an “at-will” basis. That means employers have the right to fire employees at any time for any reason or no reason at all, and, conversely, employees have the right to leave the organization at any time.

If an employee is under contract, though, the terms of the contract apply. A written contract may specify the reasons you can terminate the employee, while an oral contract usually implies that termination can occur only for cause. That means the employer can terminate the worker only for poor performance, dereliction of duty, an act of dishonesty or insubordination, or because the company needs to eliminate the employee’s position.

Many  Entrepreneurs don’t have the clarity and conviction of following through on their words. Without certainty, you default to the status quo. Turn everything you do into an expression of your desired positioning and you can create something special. you have to stand for something. Only then are you truly on your way to owning your very own position in the mind of your customer.

Dada Chima

Am a Growth and Productivity Hacker. When am not writing, i spend most of my time motivating other people.....

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