| Bottom line is this... At some point EARLY on, you're going to want to put some thought into casting a wider net for talent and wrapping your heads around the fact that people from different (age, gender, racial, ability, socioeconomic) backgrounds can be a strategic asset to developing a world class orgs. Throw away the notion of cultural fit where you assume people have to like what you like and think how you think to "fit in". That's bullshit and extremely limiting. Build an environment where everyone feels whole and contributes. You WILL sacrifice some of the benefits of that frat boys club environment a lot of early stage startups have. You will gain the type of insight that will allow you to navigate an increasingly divese workforce and (US and global) consumer base. Be willing to make mistakes. It's a clumsy process. Uber is going to have a hell of a hard time retrofitting a less toxic culture and the numerous leaks we're seeing points to an employee base that's begging for change. Successful high growth orgs of tomorrow are gonna be the ones stumbling towards getting this shit right today. |