I've spoken a lot about giving to others and the impact that it's had on my life. Around this time last year, I encouraged people to join me in pushing back the darkness in the world by "turning on the light," giving gifts to their neighbors, friends, and even strangers without expecting anything in return. When the world seems bent on evil and destruction, you have two choices: you can get angry and add to the noise or you can fight back with love. My family and I choose the latter, and I hope that you, gentle reader, will do so as well.
I try to do find ways to give and to help others all year long, but there's something about the last six weeks of the year that calls to me to do more, give more, spread more light. This week, I thought about why that is and I came up with three reasons:
It's the Holidays
Whether or not you want to attach special meaning to the December holidays, time of year is special in America. We're bombarded with images of happy …
"My technical co-founder just quit," she says, "and he took all of the product code with him. Now I have to negotiate to get my product back." "I had to fire my CTO last week," he says, swirling the coffee in his mug and looking around the coffee shop. "The entire engineering team quit within a few days, so now I'm just hoping nothing breaks before I can hire some people to review the code and learn how it all works."
I hear stories like this all the time from the startups that I work with and from other startup mentors. Companies who are just starting to get traction are suddenly paralyzed by a loss of technical leadership and lose precious time, money, and reputation strength as they rebuild. The cause: hiring a CTO too early.
Every software company needs technical leadership, and it can seem especially critical in the early stages, but do you need a CTO right out of the gate? Tradition (and perhaps investors) would say so, but experie…
As I leave Reed Group to start a new adventure, I find myself wondering: how do you measure 7 ½ years of work and life together?
I could measure it in accomplishments, I suppose: We built 4 SaaS products and showed the absence management market how technology could be a differentiator.We grew a software business from the ground up that now serves 1500 employers, 10 MM employees, and counting. In the process, we went from the chaos of a first release by “those IT guys” to a professional technology organization with over 300 people worldwide.We grew a small family business from 225 people to the 2000-employee-strong international company that it is today
That all looks great on a resume (or a LinkedIn profile), but it’s unsatisfying to me. Here’s how I really want to measure my time since 2009: in the moments and personal milestone we shared.
There are the hundreds of people who joined our technology team over the years, and while some left (hey, it’s a hot market), I’m proudest of thos…