SAMVEDANAM Consulting and Learning Solutions Private Limited’s Post

🌟 Challenges and Solutions for Employees in Startups 🌟 Working in a startup can be an exhilarating yet challenging experience, especially for those with minimal experience. As someone who has been part of a startup team, I've faced and overcome several obstacles. Here are some insights and solutions for aspiring professionals in the startup ecosystem: Challenges: Resource Constraints: Startups often have limited financial and human resources, requiring employees to take on multiple roles and responsibilities. Uncertainty and Instability: The volatile nature of startups can lead to job insecurity and frequent changes in direction and priorities. Workload and Stress: The fast-paced environment often demands long hours and high stress, which can impact work-life balance. Skill Gaps: With a small team, you might be required to perform tasks outside your expertise, leading to skill gaps and a steep learning curve. Team Dynamics: Working closely with a small team means that interpersonal relationships and team cohesion are crucial for success. Solutions: Effective Resource Utilization: Prioritize tasks that align with the startup’s core goals and make the most of available resources. Embrace multitasking and be open to learning new skills. Adaptability: Stay flexible and open-minded. Embrace change as an opportunity to grow and innovate. Being adaptable can help you thrive in a dynamic environment. Time Management: Implement time management techniques like the Pomodoro Technique or time blocking to maintain productivity while balancing personal life. Continuous Learning: Take advantage of online courses, workshops, and mentorship opportunities to bridge skill gaps and expand your knowledge base. Working in a startup with minimal experience can be challenging, but it also provides a unique opportunity to learn, grow, and make a significant impact. Embrace the journey, stay resilient, and keep pushing forward. The startup world is full of opportunities for those willing to take the leap. 🚀 #StartupLife #ProfessionalGrowth #Innovation #Leadership #Teamwork 🚀

Why do #VC firms, #TechStartups, #TechGiants, and #Consultancies, despite heavily relying on #Innovation, #DigitalTransformation, #AI, and #Data, often overlook degrees in Management of Innovation? It’s puzzling that industries thriving on disruption and cutting-edge advancements fail to recognize academic courses specifically designed to foster innovation. As we shift toward a digital-first world, companies adapt quickly—yet overlook those formally trained to lead that change. In an age where #ArtificialIntelligence and data are driving revolutions, you'd think these firms would embrace education aligned with their core missions. The Management of Innovation degree equips graduates with the skills to excel in fast-paced, disruptive environments—qualities these firms claim to value. Even more frustrating? Major recruitment platforms like Workday don't even list these degrees. Time for a rethink? 💡 Tag companies and share this message to highlight the untapped potential of Management of Innovation graduates and let’s start a conversation! Read the full article here: https://lnkd.in/eFaqFsHC #InnovationManagement #TechCareers #Recruitment #VentureCapital #Consulting #DigitalTransformation #FutureOfWork #recruitment #hiring #tech #agile

5 hot takes I've developed from coaching 50+ product and tech leaders this year: Big Tech AI sucks, Pre-IPO myths, lower your bar, join and keep looking... 1️⃣ For many, it might be a good time to hide out in public tech and big tech/FAANG • Oddly enough, VC-backed hypergrowth companies are bigger brand chasers than big tech these days. • Big tech is a bit more objective once you're in the pipeline on skill vs. pedigree. 2️⃣ Pre-IPO wealth is a pipe dream for many • Peter Walker from Carta found 19% of exercised startup equity by employees was already underwater - there is wide-spread miseducation. • I still hear product leaders hoping to "get on a rocket ship and get a big exit" but there are fewer M&A and IPO exits than ever and more unicorns than ever. • The top 50-100 big tech companies are a much surer bet path to financial freedom for many and they're not all toxic political cultures. • Startups can be great for working for passion, more growth opportunities, or just because you cannot get into big tech - but avoid public cos at your risk. 3️⃣ Being in big tech AI orgs really sucks for most • Expert 80+ hour weeks regularly • I've seen 5+ AI leaders churn within 8-12 months • Pressure is high, certainty is low, and the "bar is raised" so you can't get promoted fast • Hot AI teams attract the worst egos and political movers, creating toxicity for all 4️⃣ Your job search expectations are too high in this market • 10x the volume, quality, and passion is needed to crack jobs in this market • Leaders are so worried about taking a step back that they miss some great paying and good brand opportunities • "They're just not that into you" is something hard to hear. There IS probably a great fit role out there for you, but you cannot get caught up in getting a very specific target role where you're not one of the top 5 candidates or have a great reputation chain entrypoint. • Searches can take 6-8 months for some people who used to never have gaps between jobs 5️⃣ Taking a "for now" role and continuing to look may not be a bad idea • I have seen SO MANY great candidates take a role that is good enough "for now" and continue their search • Either to get out of a toxic environment, free up time and energy, or just get some cash runway in what is a long search. Agree or have a different take?

#ThriveInAStartupSeries - Act Like an Owner If you joined a startup in the early stages, you probably have equity in stock options (or stock because you exercised options). This makes you part owner of the business. You may not have voting shares but that shouldn’t prevent you from thinking and acting like an owner-shareholder. Thinking of yourself as an owner can have profound implications on your sense of purpose, how much value you can contribute, and how high you can rise in the organization. As a shareholder, you want to maximize the value of your stock. You’re in a unique position to affect the value of your shares and everyone else's from the inside. Looking at your work through the eyes of a shareholder can help you orient towards questions that can help you add more value such as: 1. What’s everything I could do now that I’m not currently doing to make the business more valuable? 2. How am I uniquely positioned to help the business move closer to the fulfillment of its mission and vision? 3. How could I enhance my existing skills or add new ones to better serve the needs of the business and increase the value I contribute? 4. Who am I not collaborating with that I should be to generate better outcomes? 5. Are my areas of focus and goals the right ones to maximize the value I create? These are all versions of questions I ask myself regularly and you can use them too. The size of your contributions can be impacted by the quality of the questions you ask yourself. ---- For nearly all my career, I’ve worked in small, growth businesses as an owner/founder and an employee supporting founder(s). I felt like I had something to contribute from my experience so I’m writing this series of posts. It’s about how to thrive in a high-growth startup, especially as an early team member, and I hope it benefits you. *** Previous Posts in the Series *** Continuously Upskill https://lnkd.in/e4arxjY7 Be Bold https://lnkd.in/eYDH6Rp3

I’ve worked in small, growth businesses for nearly all of my career, both as an owner/founder and as an employee supporting founder(s). I felt like I had something to contribute from my experience so I’m starting this series of posts today. It’s about how to thrive in a high-growth startup, especially as an early team member, and I hope it benefits you. --- #HowToThriveInAStartup - Continuously Upskill Startups that succeed grow fast. If you aren’t vigilant about continuously upskilling you’ll be left behind or end up in a position you don’t want to be in. As the organization grows, you have to grow with it, personally and professionally. How to do it? Here are some ideas: 1. Have a contribution mindset. Ask for feedback from the people you report to about how you can upskill to better serve the needs of the business. 2. Take full advantage of any continuing education benefit available to you. 3. Get a career or performance coach to help you define an upskilling roadmap that aligns with your career roles and goals. 4. Study broadly to get a sense of where your profession or the technology is going and direct your energies there. 5. If you can’t come up with a role-specific way to upskill, focus on improving your communication skills because it’s nearly impossible for this not to benefit you and the company you work for. What’s missing from this for you? Add it in the comments, and let me know what you think.

The Hidden Struggles of Startups: Why These Conversations Matter The startup ecosystem is often celebrated for its innovation, agility, and potential to create groundbreaking solutions. It attracts ambitious professionals eager to build something impactful, even in resource-constrained environments. However, the reality of working in a startup often reveals significant challenges that are rarely discussed openly, leaving employees to navigate them in silence. A recent example highlights this disconnect between promise and reality. A data scientist joined a startup project focused on developing tools to assist businesses in meeting Environmental, Social, and Governance (ESG) goals. Initially, the project seemed promising, with assurances of a collaborative team, realistic expectations, and flexibility. However, as the work progressed, several underlying issues began to surface. Challenges Faced - Unrealistic Expectations and Misaligned Teams The scope of the project was ambitious, yet promises of adequate resources and support fell short. Team members had different interpretations of project goals due to inconsistent communication and a lack of alignment from leadership. This resulted in silos, where teams worked independently without clear pathways to integration. - Lack of Critical Resources Key resources, such as granular data necessary for ESG modelling, were unavailable. The team was forced to pivot repeatedly, relying on incomplete or simulated datasets to move the project forward, transitioning the logic codes instead of model training. - Blurred Boundaries and Expanded Responsibilities The absence of a clear framework meant team members were often required to take on tasks far outside their original roles. - Poor Leadership Decisions Leadership decisions, such as onboarding individuals without due diligence, figuring out what the team wanted, or abruptly changing project scopes, added to the team’s frustration. Promised solutions to these challenges, including a focus on streamlining efforts, often failed to materialize, leaving employees to manage unrealistic workloads and expectations. The Toll on Employees These systemic issues, compounded by frequent meetings and shifting priorities, created an environment where professionals felt overworked and undervalued. Despite this, many team members remained committed, striving to meet deadlines and deliver results under increasingly difficult circumstances. This series aims to raise awareness and discuss startup culture, not to assign blame. Have you faced toxic challenges like this? What did you learn? Comment with your thoughts and experiences, the intention is to have a worthwhile conversation. #StartupCulture #WorkplaceChallenges #LeadershipMatters #EmployeeWellbeing #StartupsReality

Why Choose a Startup for Career Growth? While established companies offer stability and structured career paths, startups present unique opportunities for accelerated career growth and personal development. Here's why: 1. **Rapid Growth and Advancement:**  **Steep Learning Curve:** Startups often operate in fast-paced environments, demanding quick learning and adaptation. This can lead to rapid skill development. **Quick Promotions:** With fewer hierarchical layers, you may have the chance to take on more responsibilities and advance quickly. 2. **Diverse Roles and Responsibilities:** **Wearing Multiple Hats:** In a startup, you might be involved in various roles, from marketing to operations. This versatility can broaden your skill set. **Cross-Functional Collaboration:** Working closely with different teams can foster a holistic understanding of the business. 3. **Ownership and Impact:** **Direct Influence:** Your contributions can have a significant impact on the company's success. **Sense of Ownership:** Being part of a small team can give you a sense of ownership and pride in your work. 4. **Innovation and Creativity:** **Breaking Boundaries:** Startups often encourage experimentation and innovation, allowing you to think outside the box. **Agile Work Culture:** A flexible and adaptable work environment can foster creativity and problem-solving skills. 5. **Networking Opportunities:** **Building Relationships:** Working in a startup can connect you with talented individuals and industry leaders. **Expanding Your Network:** These connections can be invaluable for future career opportunities. 6. **Financial Rewards:** **Equity and Stock Options:** Startups often offer equity or stock options, providing potential for significant financial gain. **Performance-Based Incentives:** Performance-based bonuses and incentives can reward your contributions. While working at a startup can be challenging, it offers a unique opportunity to accelerate your career, gain valuable experience, and contribute to something meaningful.

Your team is what makes or breaks your company. With high dreams and uncertain path, putting together a good team is very challenging for startup companies. While funding is always a critical factor in attracting and retaining talent, getting people that buy into your vision and sustaining high energy levels in the face of challenges is very difficult. And then there is leave policy, salary hikes, workplace etiquette, and many other details that makes you wonder if the company is working for the employees or vice versa. Feature speaker  Dr. Hema Yadavalli earned her doctorate in human resource management and started her own consulting firm HYtalent Learning and Development Solutions. She specializes in conducting Leadership skills training, Behavioral skills training, POSH training, Campus to Corporate modules, drafting HR policies, HRD Audit in which comprehensive evaluation of HR practices of an organization is done and corrective measures are suggested. Along this journey, she found it immensely satisfying to bring out the best potential from the trainees she trained- be it the top management, middle level or entry level. Join us for a deep dive into HR policies and their importance to startups. Regardless of your stage, size, and revenue, you are an organization that needs processes and structures to manage your human resources. Gain insights into ways of doing that. Our two customary startup pitches followed by idea pitches and open mic will conclude the session. Join us for an exciting session of knowledge, innovation, and entrepreneurship. Consider pitching your ideas. Connect with us to get on the agenda. Location: GMR Small Hall, Science and Technology Bhavan, AU South Campus Time & Date: 4PM, 1 June 2024.  Open to all, limited seating. Aspire | Associate | Achieve #ahub #auincubation #auincubationcell #startupvizag #ahubstartup #Hackap #startupcommunity #business #idea #ecosystem #ahublife

"Only big companies invest in Learning & Development". We used to think that was true too. Lately, we've seen lots of examples of smaller companies, even startups, who are doing an amazing job of making sure their people are growing. Here's what that looks like... 1) Leadership that views mentorship as a critical part of their role 2) Employees consciously being given projects to stretch their abilities 3) A culture of idea sharing that fosters collective learning 4) Creating a safe place to take risks and fail (encourages growth) 5) Celebrating individual and team wins to build momentum 6) Identifying knowledge gaps and providing resources to build competencies You don't have to be a Fortune 500 company to create this kind of environment. You just need to be deliberate about it. And there's huge upside. Is your company doing enough to create this type of learning environment? #learning #learninganddevelopment #culture

I just got off a call with a founder from a ResTech startup gearing up for their next big growth phase (fresh off a VA Investment boost!). It prompted me to think - how can Research Tech scale-ups build a TALENT foundation that not only works for today but is built to last? Here are essential questions founders might ask as they prepare to scale up: 📈 1) ALIGNING TALENT WITH VISION ☑️ What makes your team stand out in the ResTech landscape? How can you craft a talent narrative that attracts professionals who genuinely align with your vision (think abt your EVP!)? ☑️ With your product evolving fast, which FUTURE-READY skills will be critical? Can you map out a skills roadmap to support continuous growth and adaptation? 📈 2) DRIVING INNOVATION THROUGH COLLABORATION ☑️ How can you structure cross-functional teams to enable seamless collaboration across product, research, sales, CS and tech? What’s needed to keep everyone moving in sync as you grow? 📈 3) BUILDING MARKET INSIGHTS & TALENT INTELLIGENCE ☑️ Do you know where your competitors are focusing their talent investments? ☑️ How often are you updating your talent insights to stay ahead in attracting skills like AI or data science? ☑️ How visible is your team as thought leaders in the industry? Could engaging in research publications or industry events create a “pull” effect for top talent? 📈 4) CREATING FLEXIBLE TALENT GROWTH PATHS ☑️ As the market shifts, how adaptable are your team roles? Could designing flexible roles attract ambitious talent and ensure that your team is ready for new trends and challenges? ☑️ What opportunities exist for rapid learning within your company? Could a “talent accelerator” program that rotates high performers through different functions build agility and prepare your team for fast growth? 📈 5) DATA-DRIVEN TALENT RETENTION ☑️ Are you capturing data on retention, performance, and employee feedback regularly? How might a data-informed approach help you identify potential risks and maintain a stable team? ☑️ With products and client demands evolving, how well are you forecasting FUTURE TALENT NEEDS? Could predictive modelling help ensure that your hiring aligns with upcoming growth opportunities? 📈 6) SCALING COMPANY CULTURE WITH AGILITY ☑️ How does continuous learning fit into your culture? Is there room for ideas to be shared across teams so everyone contributes to product evolution? ☑️ As new hires come on board, how will you preserve the cultural framework that drives your startup? What steps can help integrate new talent seamlessly without compromising your values? 🪄 For founders scaling in ResTech: Which talent strategies are helping you build a resilient team ready for the next big leap? #ResTechScaling #TalentStrategy #ProductInnovation