Instead of scheduling rigid, three-hour co-founder check-ins that often get canceled, adopt a 'counter-puncher' mindset. Keep important topics top-of-mind and seize spontaneous opportunities—like another meeting getting canceled—to have those crucial conversations. This fluid approach is more effective in a chaotic startup environment.
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To fix a failing process like cash collections, the CEO should hold a daily 8 a.m. meeting with the team. By repeatedly asking a direct question like, "Where's my money?", you force the rapid resolution of small, overlooked blockers and create an unscalable but effective communication channel.
Believing traditional weekly 1-on-1s are inefficient and repetitive, V0's leader eliminated them. He favors discussing shared topics in group settings (like a Slack huddle) and reserves direct 1-on-1 time for specific situations like onboarding, rather than a fixed weekly cadence.
After a group discovery call, don't just set one follow-up. Schedule brief, individual breakout sessions with every stakeholder. This creates multiple parallel threads, uncovers honest feedback people won't share in a group, and builds momentum across the entire buying committee, dramatically increasing deal velocity.
Don't pitch big ideas by going straight to the CEO for a mandate; this alienates the teams who must execute. Instead, introduce ideas casually to find a small group of collaborative "yes, and" thinkers. Build momentum with this core coalition before presenting the developed concept more broadly.
Communication effectiveness isn't just about clarity; it's about velocity. Using relentless follow-up and over-communication as an operating system creates an undeniable sense of momentum and importance. This system forces engagement and makes things happen, differentiating you from slower, more passive counterparts.
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The host uses a "30/30" rule for her marriage: 30 minutes of play and 30 minutes of intentional conversation. Co-founders can adapt this to build rapport and tackle strategic issues. This structured check-in prevents important, non-urgent conversations from being postponed, ensuring long-term alignment.
Don't let the cofounder dynamic run on autopilot. Proactively establish "vows"—commitments on decision-making and conflict resolution. Then, create a regular relationship rhythm for check-ins. This practice of stepping "onto the balcony" to observe the relationship is crucial for long-term health and success.
When meeting with senior leaders, shift the focus from your status updates to their priorities. Ask what's top of mind for them, what challenges they face, and how you can help. This reframes you from a direct report into a strategic ally, building trust and social capital.
To prevent resentment in high-pressure teams, implement a scheduled forum for fearless feedback, like a "Sunday SmackDown." This creates a predictable, safe container for airing grievances—personal or professional. By separating critique from daily operations, it allows team members to be open and constructive without the awkwardness or fear of disrupting morale, thereby preventing small issues from escalating.
Instead of developing a strategy alone and presenting it as a finished product (the 'cave' method), foster co-creation in a disarming, collaborative environment (the 'campfire'). This makes the resulting document a mechanism for alignment, ensuring stakeholders feel ownership and are motivated to implement the plan.
