So you’re starting a company? You’re now officially a founder. What should you do first? In episode 48, we will share our views on culture and why it “eats strategy for breakfast”, our thoughts on structure and legal framework for your new baby/start-up and on what 2nd+ time founders do differently.Navigation:Intro (01:34 )“Culture eats Strategy for Breakfast” (01:54 )Structure / Legal (16:27 )2nd time founders, what do they do differently? (29:37 )Conclusion (35:35 ) Our co-hosts:Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmittNuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedroOur show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news
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Nuno Goncalves PedroWelcome to Episode 48, the second and last episode on day zero as a founder. What should I do? In this episode, we'll discuss how culture eats strategy for breakfast, how you should think through the structure of your entity and the legality of your entity. And finally, we'll land on second-time founders. What do they do differently? Nuno Goncalves PedroLet us start with culture eats strategy for breakfast. This is actually a quote that has to be attributed to one of my professors at Stanford, Robert Pilgarman, one of the great professors of strategy in academia. He always used to say it. I'm probably paraphrasing him wrong but, "Culture eats strategy for breakfast." And his point was you can define the best strategy ever, but your company culture, if it's going in a very different direction that doesn't allow you to align the execution with a strategy you have set forth, that culture will win and the strategy will never work. Bertrand SchmittI totally agree. I don't see it either way. You have to build your strategy in the constraints of what your team can achieve. Obviously, you can always arrange things a bit. You can hire more people, you can bring different types of people on board. But culture is typically very hard to change, and hopefully you have the right culture. If it's way beyond what your culture is able to achieve, that will be a problem. Let's take some examples. If you have a culture of being very careful about your spend, think about Amazon in the early days. Nuno Goncalves PedroStill today? Bertrand SchmittStill today. I remember earlier, I don't think they still do it today, but they would use, I think, some doors that they buy on the cheap and that they use as a desk, as a surface for your desk. That's a very distinct type of culture where you try to optimize cost everywhere. Bertrand SchmittThere are other ways to optimize cost, by the way. If you look at how they pay employees, stock options the first two years, for instance, they won't invest much. It will be on year three, year four. That's not typical, to be clear. But the analysis was most people stay two years or less. We better don't give too much in term of stock because it's valuable. We will only give stock to people who are staying for the long run with us. Bertrand SchmittMy point here is if you have that culture, you won't be going, for instance, in the luxury business. Good luck trying to go to sell luxury products with a culture of optimizing cost to the bones. My point is you have to align the two together. You have to understand what type of products we're willing to deliver, and you have to have a culture that match it. Hopefully, early on, you need to have a good instinct about your type of product, your type of market, and therefore, the type of culture that's necessary and hire the people who would be a good match with this culture. Step by step, be more clear,