ogon to mean find did
another good idea from Cambridge
thank you I wanna thank shy and Francis and his team for a
asking me here tonight is a great opportunity to meet you and i've
really been looking for to photonics and
talk about dream team
well 20 minutes to talk about rebuilding a dream teams not long because I want
suffered a
lecture on for three hours only
a branches brevity of income probably meet the challenge
now sadly my experience comes not from
building a an entrepreneurial company from scratch like
like Billy I come from the other end to the telescope is that my experience
comes from what happens when
they go drastically wrong so
as of: home on bismarck once said only a full learns from his own mistakes a wise
man learns from
other people's stinks on that basis I'm going to share some of my experiences
with and I hope that you find them useful
I want to stop by sorry
crap I'm wired I'm
I want to start by defining I'm the right
what what a dream team is some we'll have this image
this lean team I'm charismatic for love chemistry
a group of people who are moving things along rapidly
getting it too early revenues and any dissension
is resolved by meaningful debate
and there's no doubt that they see exist on
but they tend to be a small teams
and in my experience they tend to have a limited life that quite ephemeral
maybe a couple of years the only team
actually that i've seen that's lasted longer than that
is this one Star Trek on and so they have I'm
studying archaeology have some you don't know some an archaeologist and a trekkie
which is as bad as such as it gets I think on
but I don't believe the dream team's materialize out of this
primeval super chemistry and
charisma I think in larger companies that the result to be extremely hard
work
um some mistakes and professional management
so my idea have a dream team I'm
is more like a Premier League a Football Club a.m.
the right people for the job doing their job and succeeding at the job
I and but to get to that point I think there are not a building blocks that you
got imprint got put in place
and I can only cover what I think is the most important and I'm sure
you'll have your own ideas about that but for me
starting place in probably the most fundamental
building block is actually a commercial strategy
and by that I mean the ames how you gonna get to revenue generation
and how you gonna get there and biotechnology which has been my
field experience in particular has made a lot of famous
and expense it misstates on mostly because they fail to build
sustainable strategies for that businesses save had
companies that have underestimated the length of time it takes to get too drunk
to
fruition or they've been over optimistic about clinical trial results
but companies need to make money at some point
in the foreseeable future must stress foreseeable
investors will continue to support
and fund companies that on deliver again small stones
who haven't passed way to revenues now
kisses nothing more of pushing
for team building a situations and actually having stop stop funding
1 keep it good people anyone track attract good people and
business now I'm sorry if I'm a stating the blindingly obvious
once you've got this strategy um
you can actually put in place a very good inappropriate organization
structure
and then you can recruit and outsourcing train against that
I've seen so many of the young biotech companies
puts so much financial and emotional investment
into their technology the commercial positions become
an expense and not an investment
now I had the privilege of working for years ago with the company
could smoke holograms it was an organization forty-five people
on from the day it's got its first research grant
the points that I became involved it had 19 million pounds with
investment at that stage it was still
five years away from having any product they could market
let alone get revenues
now slow holograms is a phenomenal technology is created here at Cambridge
University
it was spun out from Cambridge enterprise and it had a lot about
plications
that work show the problem he was
was that they view their core business
as medical devices so when I arrived
I was the first commercial person through the door
they had one month's cash left and the five hundred thousand pound a month
burn that pilot plant
was in boxes in the basement with the field trial deadline
eight months away and of those forty five people thirty of them
PHD's in technology technicians
and the imbalance were at mean people
so we did some adjustment strategy there was an anti-counterfeiting cut
application technology which was big news about
I'm and counterfeiting measures all big even now
and we also look for joint venture for the medical device
aspect of it and by doing that we were then able to recruit the right people
light an Operations Director who is taking charge then
of the production and the purchasing that we needed to
to get on with it but we didn't just recruit we had a terrific team with
people already there
so we we did some basic training like how to hold a meeting
time management we gave project management training
to the scientific managers that were in there and we introduced coaching
on and what I found in that was that
us we started to achieve milestones and deadlines
we had I had a conversation early on where one other guy said to me
we've never missed a deadline and I said no because you've moved the date
every time you've gotten closed I'm
so but as we managed to achieve that confidence grew
the team became more cohesive and it was tangible the change in the culture in
the entire building
and eight months in we actually got
a investment office that values the business at forty million
we actually had to those and this is a pre revenue business
so it wasn't for it wasn't that going in a fairly short time
we'd actually turned around and I think the point here is
is that once you go to commercial strategy and you've got a framework
then on which you can hang your organization structure
now I've seen so many small companies just grow
you do we need somebody else we need to do that
and I'm one of the things i think is really important to be aware of at that
stage when you are beginning to crack
is a have a structure so you're not just spending a lot of money
willy nilly but be is to be aware
of the resetting boundaries now this the outset
everybody's multi-skilled he by the computers he raised the funding
you make the tea even in some cases clean
lose a.m. but I should become
bigger a lot of those jack of all trades can become silent a good example if this
was a
a small fight pharmaceutical company in
Germany a fight pharmaceuticals are trucks
arm that where the drug target has come from her
now this company only ten people the production manager
been there from the start and had invested a lot of time
passion in understanding how these her grew in India
what was the optimal time to harvest and how you processed that through to inject
drunk they've built to a point where the CEO them brought in an agronomist
specialist agronomist not realizing
the passion investment that the production manager put into this
and CEO around me at the point at which that had a punch up in the corridor
cell on my the last night crime that was
best to deal with it before the the smell of small dream arsonists set
the fire alarms of I'm
the other thing thought I'd like to talk about his recruitment
we are very good recruiting experienced people
but I would like to suggest that attitude and skills
are as important as past experience now I worked with venture capital company
the recruited the very best money had to offer
clinical development directors regulate read directors
the lot um they recruited them from the US from the
from Europe and they've recruited the best that
these people at the top of their game earning huge amounts of money
and can anyone here guests what happened
nothing absolutely nothing because most of them had been
so far beyond being operational on Thursday
forgotten how to roll up their sleeves and get stuck in
buddy anything that happened there was a lot of shouting
up to his experience is really critical but having the right attitude
i think is important I once worked with the guy who came in on the stroke 9 a.m.
went home on the stroke of 5 and then took a week off with stress because he
had
to work 37 now we can start to the 35-hour week
now you can't blame him they were his contracted hours
but with attitudes like that you're never gonna build
really dream team that it just isn't gonna be there
and and he's not gonna be happy either and
that was one among the states I never did manage to find out what incentivized
him
which brings me to HR practices I advocate
very early used for HR professionals if you're not big enough to recruit
somebody if your own
go and talk to to the experts that are out there on out source basis
I guarantee that they save you money ultimately
and using those processes actually help fill chill team
I will just were ok give you one through cautionary tale here about incentives
now
bonuses are a bit of a touchy subject anyway
the moment but I once worked for the company where
all the people in the company had achieved the individual targets
but all their individual targets achieved
didn't add up to the corporate goal being achieved
which meant that they couldn't pay bonuses and that caused in that state a
huge issue
and that's where HR advice one should begin to build
becomes extremely valuable
now the other for me the other key building block usual bored
and there are three elements to that the first one sure investors now
I could go on for the next fortnight that investors spot
finding a venture capital companies understands your sector is critical
on my advice would be to go for as long as possible
without more preferably not at all but if you are going to happen
I'm having one that really is experienced in that
is important because they understand management process
get the wrong one and i've seen them destroyed businesses and I think that's
very important part
I'm nothing demoralize as a teen quicker than stop stop funding
I think said you but it's worth repeating
and your porch import need to be on-site with what you're trying to do with your
team as well as all the usual stuff
I think it's worth making them aware and having their support about
where you're trying to take your team
last Luisi as an entrepreneur
I'm I think the ethos in the culture of the company
comes from your touch as a leader
and yes some of the most famous entrepreneurs
have all the team building skills Attila the Hun
you know Richard Branson Chris Evans in the biotech sector
around sugar but I love the most smart enough to have people behind them
do know how to build companies
on so if you're a scientist
business schools don't get acquired files missus
I think you need to spend some time there are very few natural sweetness and
weekly if you're a businessperson
as I'm was in science company
then actually understanding the technology an understanding whole
process
that is fairly critical is a lot across education it's gotta happen
not tell you about the best teams that I worked with the mail came from one
company coats and over San over was a
a biotechnology hero in the nineties
they successfully floated they made
acquisitions a very struck that various stages
and that was seen as a sustainable strategy having a pipeline of drugs in
development
but sadly in this is often happened in the biotech sector
the good news slowed there were no convenient breakthroughs at the
quarterly results there were no
positive clinical trial outcomes at the here and
so the share price drops money started to wonder
run out and they couldn't fund their drug development programs
added to which they had the burden of sarbanes-oxley
there a hair's breadth from administration when Celtic Pharma to
them out
and I joined that chain at that stage
so im and I will just say something here about floating too early
when I went in there is a no this budget for sustaining June listing
I and supporting the lawyers and advisers
on was more than the rest to the company's budget put together
so in a prevenir company float into early
will give you a burden that is extremely difficult to get beyond
and I think threatens your success is a business
so my objective it's an over was to salvage the best to the development
programs
to sell off the rest and to discontinue some
if we couldn't sell them inevitably they were gonna be redundant says
and we will clean the clothes large pieces at the business
and it says one of those occasions when the roast CEO actually stands for chief
execution officer
pan but we were promised we were clear
up front what had to happen with on this
and the um we also incentivize the key people to stay
for at least a year into we could actually sort all that out
now I worked with the much depleted team in Slough
and even through the most difficult times these people were
performing professional and very successful
and I actually went on to work with some min late to projects that they
maintained a
even though they were working themselves out a job
and I think we achieved as much chemistry and
fourth positive thinking then as I have with any team
on in actual fact it was a real privilege to work with them
the other part of the team was sent over by manufacturing hair in Cambridge
and they I with churchill for closure
the consultants advising Celtics said just close to
but actually we had a look at it there was a real sustainable business model in
and I'm really delighted to say that one of those team members that was that
became CEO
and under Jim Mills leadership that's really successful
by manufacturing company and it's a delight to work with any one of those
teams
and if it demonstrates nothing else I think it shows a very clear strategy
and some common goals and some shared values shines talking about
can go on awfully long way even in the most difficult circumstances
no we see dream team's being trying to be bill every day in Premiership
leak you see the buying and selling
players the investment they put into it sacking
managers and I'm not for a moment suggesting that we
buy and sell employees in certain Windows or
we spy I'm a we fund managers at the same repeat it a live
invited sometimes it does seem like that when I am suggesting
is is that like Sir Alex Ferguson
um if you provide the leadership in the framework
I'm and the right commercial goals
then dream teams can build out
so I just wanna say and by summarizing what I've said here
you know clear communicated commercial strategy
an appropriate organization structure where you can
train people who were there recruit and outsource
recruit experience and attitude and skills
I'm use the full suite of HR tools at your disposal
and probably the biggest challenge Feliz to
get investors the board and you right
so if any have you thinking about starting up a company
I hope this is being useful I wanna wish you the very best block
technology
either my names Billy Boyle
a
what I i was gonna do tonight was tell you a little bit about our company
our stuff and talk a little bit about the
the journey we've had anger on the company and
the team that we the samples and how we wanna bite than that
and if you've got any comments or questions you can
submit them here no popup at the end so or company also known as a spin-off from
Cambridge
I used to sit there what 7 years ago
as myself into other hi guys did Andrew
have fun to the company back in 2004 we make microchips gas sensors
so basically thank both electronic knows that you can reprogram to detect a very
broad range of chemicals
and you can use this and a range of applications
things like detection explosives i right through to you
even detect and disease an illness by looking at chemicals
on the breath are some stuff by that on the BBC website today's Sunbeam insane
we take our little chip we put it into
instrumentation which does some useful for customer and then we try
and sell our initial focus has been very much on
the security side of things but also a
looking at industrial process control so when im on a functional food and
beverages
looking to contamination tents Journal manufacturing process
and so today we have 43
at people's hearts they were kinda still arlene ish stage
and terms have the the company and what we want to do with it
over the years Weaver is thirteen million dollars
worth investments and we have now focused quite happily and
actually commercializing the technology I've got some good contracts from the
US government Noi
her so when should I said what the topic
I was I was trying to think back about its you know that the process that we
went through trying to build
and the team and while the context though
and price chooses but entrepreneurship now if everyone in this room at some
point
will have to build a team and whether whatever organization
better and you'll have to harm far people so it's not just about starting a
company
is how it is a critical elements and every enterprise that you can walk in
I was gonna try to think I've known I sell check listings for things and now
you can also team I then
I was reminded of a a story call the soul of a carrot
war and carrots are good for you
eat them a good for you to scientists alright let's make a pill
that has all the goodness of carrots so they extracted like 15 carotenes
put it the pills are given to the people doesn t do anything
take me useful so the reductionist approach
two things that doesn't always quite work and I think that's especially the
case when you're trying to build the tame
was not a case where you know you doing the checklist
and you get the if you don't put I'd the the back and if it's
I think there's a huge 12 subtlety and interdependencies
path dependency which makes it very difficult
because it's difficult that means you think about it a lot because it's
you know the most significant choices you'll have to make within your
organization
are usually Iran the people that will be working with
so we started
here's the event manager a pointer
David Spice guy behar
Andrew American guy i'm leon and
are at the start it's easy you know what
goes on inside your head so you know what you can do
and you've got good friends
you know what they do because you've been working with them in the research
context for a few years
so the finders you start a business with its its
kinda easy and we actually are
lab is if you go up are and on the stars
that's where the three overs were best a
after a while you can see everything yourself you need to start hiring people
and our original hiring policy was very much senator drawings
a taking people to the pub line with booze and seeing if we like them
and then are you know it was always a given that there would be
they will be technically competent there's more but that the fit
and I think about a small same as you always know
what everyone else is doing to know what projects are being worked on
I you know what stage things are at so this is our site
think this is our first anavar free services here's me
I'm thrown a better to rate so this is Russell he's or have chemistry
he's trying to catch it reads one is mine this is Matt the
and this is Alistair and they're watching to see if Russell catches the
trade so and his wife
so as you can see everyone in the organization knows what's happened at
any given time
I this is our Christmas party
you know an hour early stages it's incredibly intense because
you know we were working very long hours an end unit white
afterwards and spends her evenings talking about work still
and so it's very intents and iraq has a kinda shared
vision and ice in Aldi I Harford early days is a bit like having coconspirators
conspiring had to change things to do something a bit different
and your early team other coconspirators
so this is us a little while a later
and when you get there on 10
I would say just less than 10 people
a something definitely changes you notice it
and the the organization
comes alive and its I remember thinking it was very strange
at the time dates we know I talked about the company
as an entity which was nice individually
it was felt things were done that you didn't necessarily know about
a which is a good thing on the whole
a but is different so we need to figure out a way in which to know I managed
just organization
were you don't know the person beside the is not doing
are different ways in which you can do this you know standards things tryna
impose rules must do this at that's often not the best way in which three
and motivate people no I and the very early days
it becomes important to define the core values of your
organization this access the kinda rails
for the behaviors and the things that you want to see people doing within the
organization
we were lucky you know everyone that work with us now early days for
good people and that matters and the
CEO We Heart and Brett's a had a massive amount of integrity
and those types of things matter because once you do let me to find a nation on
the core values of the company
is locked in and you see it we work with a lot of different organizations big and
small
and you see differences in the mindset and the organization which is
basically plaster on day one so wanted things
you know we were from an academic back Ronde
because be needed to make microchips and you know actually
had to chemistry development stuff like that out we we needed those technical
skills in our two days
but with also were commercial organization that was our primary
function
and so because we're hiring a lot a PhD
we send she went through this deprogramming exercise for them
said you know the the values that were important
in an academic context are not necessarily
important in a commercial context yelling at Marshalls fares easing make a
box sale
that's it that's the extent of your job a
some things I publishing papers were not we
we emphasize their not valuable contributions
add to the company they might be in the context of you know how the market a
product
but and resolve itself it wasn't a thing that we emphasized
intellectual honesty is something that you have to have
big organizations you see a lot were people or friend to speak
at truth to power and nothing is out facts are facts
now it doesn't matter what you do to them they still exist
so with an organization has to be the ability for the person at the bottom the
say they got the top
partner the top bullshit I think that's wrong
a and you can't do that
did the seeds for long-term
growth and success are probably Akhtar
you have to have intellectual honesty
yeah I want two things that we find businesses & make almost anything's on
plausible
you could take position one get some justification Fort
that sounds reasonable said absolutely up said get some justification
and also signs reasonable trying to do things like you needed a
I use analytics to help drive inside to keep yourself
gonna so there's the openness aspect but there's also the server information
attitudes to failure so
there's an organization that's a we've worked with
and you see the project managers and you know the engineers and say
this is gonna work because up the laws of physics basically
and the project manager be you know stomping their feet send
this is an acceptable get it in on time I don't wanna hear this
a you know which which is not at all constructive
failure stuff not working is your feedback mechanism
so now an algae from your body it's been like the white blood cells
comebacks and write my legs chopped off you know
scab it up for whatever a
so you know bad news from every person within the organization
or you're white blood cells you should listen to them
say let's do something about it haha puffin aborted
will do absolutely no often except just the way the inevitable point The Witcher
lecterns gangrenous
and no get a child of
a approach to hiring soap and management both say talk about
a people be people see even you know it's cool of bed
different people Bay CA people could you want and never mouth
down from can go work for someone else for for big organization
and I wanted the things that you should strive to do
is make your job a relevant or make yourself less relevant
by trying to hire people better at your job honey
so quite early on I was Danny micro chip design
I actually was very good others so slight right we should probably get
someone
the nose order to a sumac CT cam joined us
and I unbelievably talented
now told professional kicked ass at that job
an awesome thing right what I D no
a but the the the point is
when you think about the organizational entity
it's the contribution that is made and i could get that matters
so you see people are trying to protect the room job if you like
i buy harm people here not better than them
and then you create the waves throughout an organization
where you're not use in the best people cannot actively seeking are the best
people
get people who are smarter than you and if you're incentivize at the
organizational level
things will work out well otherwise have
a call and online federal return your electronics design
so if you john ford a couple years this is us know I
12:43 people rather disappointingly the beer cans on the table are no longer
there
and you know as organization grows you have to do things differently
so the the kind of approach is that we're taking did and
things needed to change need to come
or professionals organization have more process have more structure
I organizational structure does become very important
10 points that this means but you know you can have a jack of all trades
at but you know it becomes more efficient overtime to have
specialization
so people the now awesome other job
will do that job and do well again this will
increase the health food organization the problem
with rigid hierarchy like this it's you know
your imposition what do you think should happen
out also in person here you know shipp direct these people
and CEO great stuff happens
the problem is rallying doesn't often looked like that so
watching want to happen won't necessarily happen
so when you look at organizational structures more influence actually
resides within your organization
and its it's worth keeping your eyes open for those types of things
so you know just because you give someone a job title doesn't mean
that all you know the respective the piers will be commanded
so you should look ads your
people go to for certain problems
a you know whom who do they speak to change
you know for guard organize and social events
no such things so by looking at the chronic hidden structure within your
organization
it gives you a better idea I'll call you can move cases the best
at best work for the people have internally
so you know what you want to impose more often not won't be watching it
and so I'm electronic engineer
if any view from a year with Boolean logic either
a bar and that we've been used in hiring process
and and also I like to buy two matrices
through for MBA's in a room here here's why to buy two metrics
at smart people are I
so smart and are for opinionated a a lot of the time
northerners a there's a fine line between you know having strong views in
just ban on horse
a you also have other people who you are
unbelievably productive like you know ledges they go ID
strike these problems on they just they get the job done
so we we have I bother simplistic scoring criteria
so you know if your ninja
not a norse fine that's what we want
and a few yarn arsenault an engine you're gone
and you should do it quick so this is one of the things that we learnt
you know as soon as you get an in clean things you should
act fast because you can bet other people within the organization
also think the same thing as not far and then
for you know other people for them to be
you're picking up the slack it's a bit more difficult when you look at people
are incredibly productive but a slight arse
and vice versa just need to look at it a bit more
and you know some people do you say
you know and any no any arsonists
get rid of them and under xox the
you should bring Tony Blair's book if you want to get some management
inside is very interesting
yeah been been a prime minister you gotta manage a lot of people so
it's not totally surprising but he once asked that
Alex Ferguson so he would ask difference CEOs and sportspeople
about management's an ass Alex Ferguson by you know
if you hadn't an incredibly town the player
but someone who is incredibly difficult what would you do
and he said get rid of them so there's
word on sets on high your organization gets impacted
and time to productivity in this mix I'll you hope people fed
I would think I'll surely something you should keep an eye on
but act fast is the one thing you should do
a so motivated people
you know there's different levers that you can pull for people to do stuff
had some money Socorro options a
no I I and what we find I'm we've kinda
brooded ron looked and literature bed as well that's fun see
yeah is there any easy solutions that the those conventional things
10 not to be the things that get
our people most excited yes you need to eat
and but you know one of the observations that I made
live in Cambridge so as an engineer stopped engine air
love my engine colleagues went to the city work for bikes management
consultants
they pay aids a lot more than I did
but were miserable every second I love the day
and so wasn't just onto the conventional
levers of motivation
I i think one of the things that we
we did within our company more by
chance so you know we were inexperienced
we don't know either manage people a
you know we didn't know are you set up manufacturing for instance
so what that means when you need to hire people in
is that you rhonda nah man I have a very high degree of autonomy
ands you know what we find is when people have
autonomy you're not looking over their shoulder the entire time
add that is a massive motivator so
the organization would find framework you know for what you want to do
make box sale box a
but the the actual functions are having with an organization
I we take farley hands-off approach and you know that it's hard on me
happened people been able to get really good at their jobs
they tend to be the thing States you know I actually get them
up on a bed and I think that's what gets me up on a bed in the morning as well
I don't really think about and the financial aspects
particular at so that's
the and having to take Anne comments
question
not be self-aware
so
so you know our early on and/or
company now with all rights we know how did the technical stuff
chips in a lot type thing we did have
in three access for experience intronic Marshall II's
certainly with things like yes military so we can
harder to see you know did have that experience and access
so I think it's a case a you know
it's the kinder not not want and
land grab if you like with an organization so
have enough self awareness about what you can and can't do
but then also realize and when
your desire conflict with what is right for the organization
not been ours
yes I have been
I'm usually outgoing when the venture capital companies have just from
to see strip founder another I think there are a number of things one is
is the if you wanna stay control with your business
it keep it small you know
tries to avoid institutional funding
venture capital's companies who won professional managers in there
a I think its great shame when you lose the founder
the business because he lose the original
for their inspiration that I think I D I think bill is absolutely spot on its
founders
particularly if you coming from the technique
aspect to the business which is most often the way
is to look at the role you can happen
company I mean for some people the very clear about it they have not so far
and Chris Lowe from the university here is a classic case in point he knows that
he's good at coming up with new ideas in creating
new businesses I think he's created probably more companies than any other
academic in this country but that's what he does
and that's all he does and he sits in on its economy is this
and you know you know i think is Billy might
concur being a CEO's notable checkers
you know it's not necessarily we know that
take the blame for everything and
that the kiddos when you do get things right has to go to a team
say if you are founder
be honest with yourself about what your strengths and weaknesses are
and having your own mind about where you would be in the upcoming
for
I think great
you know what you coulda i think im telling u
hand dues how you perform as a team
you can give you an indicator I don't think
is any good in terms the chemistry and engineering
the attitude to waste the get team
II didn't a mansion called
Switzerland within a day there were 11 office
10
the 10 the 11 were
shaper I do he still get it's called
bill team profiling which is that the
a alpha male type profile
so there was no the way that they can really
status into appropriate teams in another shot got done
but actually we did achieve targets so
I think limited I think
taking them down hope this is good guidance applies brakes
I i heard the saying one time
on the PC signs detail a bad team
into good product and make it feel on a good team can take a bad parts and
before crack the whip with it and
like the experience is almost a given that's what's there are on the CB
so you assume everyone is in the same
pocket on your pre filter if you like
s yeah spacey for
technical skills if you're looking for
electronic engineer should have done electronic engineer
a so I think the
attitude component does become critical
I think the hour the the pub thing does
didn't work for us very well
I wanted that he refused to wean
reward quite a long as people and things that's not necessarily
their job so on my heart rate monitor
is burnt I then one morning and handlers
taken any no polls hardcore recycling so little things
%uh attitude I was over nine at us so I said
now that's also because it's a point
thinkin what contribution to the organization
and not what can I do for myself home or can I take from this
organization so I think find and the attitude is
a harder because more invisible certainly at this stage is a
interview but that's the thing that's worth trying to
on cover through taken lights you know
let him speak to a lot of people and the company don't know such things
iPhone
clock watching is it is one
good indicator side I mean I've been into a couple larger companies
that have been in trouble when Morales anita is a traffic jam
the gay at nine o'clock as a traffic jam
jam at the gate fly and you know I
I look out the window at those times as we moving through
with some other recovery stuff just to check
I to check who's there but I think is
is justice police said
you know I liked his our last scale I liked his yeah
scale a
and the iight but I also like them
and you can tell when something is being last they're not sharing information
unit the No they're not playing that game when everybody's
Boston got to be to get things right into work that they're the ones that a
holding back there the you know they're not sharing that
looking out for number one what one would be interesting things is is
I'll I liked very much but is informal network
his organization structure like a spiders
on in risky situations I've used grapevine
and actually understanding those informal key influences are in the
business
is important and it's important if those key influences and negative
it's important to understand who their I remember one other companies and I
wouldn't say who it was
there were three easy on academics the
had been part of the founding T they were the founders for parking
and they hadn't gotten direct
ships out a bit they were still manages and as we brought in more team they were
moving in structure down the organization
and ice like
holders in one day and i sat in the room in the city realize
the impact guys having this organization
may want it to succeed but they just didn't realize that this little
negatives comments were having such demoralizing
but by getting hold of them we actually stopped her
so I think these informal networks these influential people re
import and it's important be owner
you know you get guidance people area
we
didn't find it particularly helpful
actually there's one occasion war
we got some very on us feedback to save us from making
mystic but you know it's it's
self-selected for yeah you're not gonna put on a hitch here
on as a reference a good long time she can so
the and the information
you don't expect surprises from a so
we do followed up just in case you do hear something negative contributor zone
negative learners usually something very wrong
but we tend as as a way of finding people
we tried we had some bad experiences with
recruiters where recruiters will tell you anything to get Commission
and now yes this person has a skill sets not
yeah it'd can't do that stuff and so we tried to use
partial networks as much as possible
so recommendation and it comes from previous organization
a we like because that part missing
you know the other person close contacts for a long period of time
and they've read them so take on a transitive
effective percent work for us we return neier it's one else
get something at the love back I for
limited he's I think
one of the interesting things about recruiting the United States is that
it's actually able to run reference system in the same way that you do
here in the UK but what you get from recruiters
good professional critters in the US
is they will get companies to
this stress strengths and weaknesses at that particular individual no I actually
found that was
cry useful informed
these dissident just pro tip for about
and I think having a conversation like that
with the referee as opposed to that getting to talk to
the usual trite nonsense is a lot more useful
and than the street from reference
this this is wonderful and once to ring up about
reference they said no the rubbish tent 10 rather
don't recruiting this is a reference
but in general the written months ago
I have one comment by people see things actually
yeah like that shown humility
in past achievements to you get we call on my invented fire CV
Comi my last job I sold a gazillion
and invented fire in my spare time you know the
attribution for what you achieved within an organization
is set within the context what the organization is there
so we quite like that
humility within a CV this as a way to filter
and your behaviors that we
appreciate within our own organization
I think I've never come on I've never experienced pressure to recruit on
but I think it does beg the question about cronyism
you know they want people that you're working
is will have their own personal networks their own ideas
whose great you know who they've got great chemistry
and I think we need to be quite careful about that
and that's where having good I know this is
reports on certain points to buddy good job description
understanding what it is you me about that person to succeed in that job
you know whose they go to work within the organization
just about unit was a great designing chips
but how do they interact what's this style
interaction with other people which is why the pub test
stopped green in and watching them and
that I would
I would not comply with any pressure crew
certain people with the family or chrome
yeah we've never had family but
I agree with you on the cronies so you will get people say I know I know some
will be a brilliant
non-tech whatever like the rule that we apply is
like the kind and ninja axis is be productive
so if you do something productive
then there will be in consideration a bit but if it's
if it's not if it's just now someone who knows someone or
advice whatever that yeah
so
what every organization should strive to do his
remove yourself from the successful thing
company so you'll we
where engineering gate so we like process
you know all that type of stuff so
you'll the organization would function
we wonder picture
I hope so and
I think I think it's just
it's more through action as opposed to saying stuff so we don't say
down we want to be blah blah blah you know you see the major people
why what they do so
seven-term so know what the long-term vision for the company will be
I it's just stand the course on that
sana internet and not not the vid
from
a
and bringing an HR professionals name you
you deal with the problems in the rightly
way you know most technical competence
now working across international boundaries
you're working in a lot of different jurisdictions
so being able to deal with no performance
contractual issues i think is really
really important got that age advice in
I think you've got a whole sweetest things
on in the HR toolbox unit I mean we have a
a poor image all personnel
still I think particularly in the UK but a good HR professional is gonna be
saying
you know whispering in my ear you know if it wasn't my finance director
whispering in Mystic it was my a charming whispering in this is set
say chance since it's not quite happy with this
and unit the feedback you don't get because sometimes people just don't
wanna tell you that stuff when you're
turning dismiss on can sometimes I'll
of income that route good feel
what's going on in the business so I think they're advising you on
on a number of things from incentives where it's not working
things wrong on recruiting right
people on on getting that you know I am NOT this is Peter I am
the person that reads the instructions when all else fails
so actually having somebody who is saying
unit this is how we should set up a job description this
unit this is the right kind company with his to recruit
past all of that stuff if you will with the Russell Sage
some I think they could be as a
as invaluable and inning I've made it spent
stay in front states and the ball
but over the years but but actually I found ultimately
is an HR professional
helps
for