Latest news with #founders
Forbes
12 hours ago
- Business
- Forbes
Stop Hiding Your Personality At Work. Do This Instead.
Most founders blame their exhaustion on long hours and endless decisions. They point to packed calendars, demanding clients, and the weight of responsibility. What if the real energy drain comes from something much more personal? Something you do every day without realizing it. Something you can fix without hiring more people or working fewer hours. The solution might be simpler than you think. Studies show that suppressing your true personality at work, often called "surface acting" or "emotional labor", leads to burnout, emotional exhaustion, and negative health outcomes. Surface acting is especially linked to energy depletion and emotional exhaustion. The founders with seemingly boundless energy aren't necessarily working fewer hours. They have something else in common. They don't code-switch between different versions of themselves. They show up as the same person everywhere. The tired ones are wearing different masks for different audiences. Business owners often create separate personas for different situations. Professional you for client meetings. Boss you for team interactions. Social you for networking events. Family you at home. Maybe even fitness you at the gym. Each transition requires mental energy to shift gears, remember which topics are appropriate, and monitor how you present yourself. This constant identity juggling burns cognitive resources that could be powering your business. Your brain wastes processing power on persona management rather than creative problem-solving or strategic thinking. By evening, you're exhausted from all the switching rather than from the actual work. You can't pretend. You have to be yourself. Here's how to do it. How often do you pause before speaking in meetings? Do you filter your thoughts differently with clients versus friends? Do you have to remember which version of yourself to bring to different situations? These are signs you're burning precious energy on identity management. The most successful entrepreneurs I've met have broken this pattern. They bring their complete self to every situation. No censoring. No filtering. Just pure authenticity. When you stop checking yourself at every turn, you redirect that energy toward growth. Say what you think. Take off the mask and finally feel free. Full alignment means being the same person everywhere. This doesn't mean ignoring appropriate boundaries or oversharing. It means showing up with consistent values, authentic expression, and genuine responses regardless of setting. Now you've removed the mask, remember why you're here. Keep your values in mind so that everything aligns. When you stop filtering your personality through different screens, you reclaim massive amounts of mental energy. Decisions become clearer because they stem from your core values rather than contextual masks. Everything flows. Your team senses your authenticity and responds with greater trust and commitment. Try it tomorrow and feel the difference immediately. Take an honest inventory this week. When do you feel most depleted? Look for patterns in these energy drops. Are they after certain types of interactions where you felt you couldn't fully be yourself? Are there specific people or situations that require you to wear a mask? Pay attention to the contrast. Which environments allow you to be fully authentic? Where do you feel energized rather than drained after interactions? The difference often comes down to whether you can show up as your complete self. Double down on these energizing relationships and stop making excuses for maintaining draining ones. Start small. Bring 10% more of your true self into your next team meeting. Share a relevant personal insight in your next client call. Express a genuine opinion when asked rather than calculating the "correct" response. Watch how people respond. You'll probably find they connect with you more deeply. They mirror your authenticity with their own. The psychological safety you create allows for better communication, more creative ideas, and stronger commitment across your business. Say what you think, no matter what. Watch others do it too. The science is clear: acting in line with your true self is strongly associated with higher motivation, work engagement, and well-being. The bestselling book The Courage to Be Disliked reinforces this truth, showing how freedom comes from accepting yourself rather than seeking others' approval. The most resilient business owners have stopped trying to be different people in different contexts. They bring their full selves to everything they do. Their businesses become extensions of who they are, not separate entities requiring different personas. Try mapping your energy drains. Build your authentic presence. Break free from your masks. Align your full power. The solution to your exhaustion is simpler than you thought. There is only one you. Be more of it.
TechCrunch
13 hours ago
- Business
- TechCrunch
One week left to boost your brand with a Side Event at TC All Stage
Want to connect with 1,000+ founders, investors, and tech leaders gathering in Boston for TechCrunch All Stage on July 15? Apply by June 10 to host a Side Event during 'TC All Stage Week' (July 13–19) — and put your brand front and center. Whether you're planning a workshop, cocktail hour, product demo, or panel — you're in control. Make your mark. Build buzz. Apply here before the deadline. Why host a Side Event? Side Events extend the action beyond the main event — and give your brand the spotlight. As a host, you'll receive: Visibility to the full TechCrunch audience Featured on the official agenda, Side Events page, and mobile app Highlighted in attendee emails and articles Custom discount code for you and your team Know before you apply You handle the logistics, we'll help spread the word. It's free to be listed, just make sure your event is: In-person and Boston-based Held July 13–19 (only post-5 p.m. ET events allowed on July 15) 18+ only (21+ if there's alcohol) Go beyond the main event — make a brand impact Hosting a Side Event is your chance to plug into the energy of TC All Stage and put your brand where the action is. Apply by June 10 and showcase your brand at one of the biggest founder-focused events of the year.
TechCrunch
14 hours ago
- Business
- TechCrunch
4 Days Left: Time and space are almost up to exhibit at TC All Stage
The countdown continues, and only a few tables remain if you want to exhibit at TechCrunch All Stage, happening July 15 in Boston, so now's the moment to act. Only 4 days remain to book your table and until space is almost completely gone. Why your startup should be in the room This founder-focused conference is where startups — from early-stage to IPO — get discovered, funded, and fast-tracked. The show floor at TC All Stage draws the people who matter: investors, founders, media, and ecosystem leaders all searching for what's next. Image Credits:Halo Creative Every exhibitor receives perks All exhibiting startups receive the following perks — and more. For the complete breakdown, check out the TC All Stage exhibitor page. A full-day 6' x 3' exhibit table in a prime, high-traffic location Strategic brand visibility — featured on-site, online, and in the app A ticket bundle so your team can attend sessions and network Access to thousands of attendees, including potential partners and clients Placement in TC All Stage official exhibitor guide An unmatched opportunity to generate leads and build buzz Secure your spot before the deadline slams shut in 4 days TechCrunch All Stage is where startups break through. But only a few tables remain — and they're going fast. Deadline is June 6 or until tables sell out, whichever comes first. Book your table now and be part of it.
Entrepreneur
a day ago
- Business
- Entrepreneur
Hiring Your First Team? Here's How Not to Screw Up Diversity
Diversity and inclusion are your competitive advantages. Startups that can combine these into their founding DNA are not only more resilient but also more creative and agile. Opinions expressed by Entrepreneur contributors are their own. The first 10 hires can define your startup's future more than the first 100 customers. Culture, innovation and adaptability are born at this stage. And so are the biases if you're not careful. While most founders now acknowledge the importance of diversity, many still treat it as a goal to "tackle later." That's a mistake. Diversity and inclusion aren't post-product-market-fit luxuries. They're foundational strategies that, when built into the core DNA of your team from day one, can fuel sustainable growth, broader thinking and better products. Why diversity from day one matters Diverse teams outperform: McKinsey research shows companies in the top quartile for ethnic and gender diversity outperform those in the bottom quartile by up to 36% in profitability. Bias hardens with time: Early hiring decisions often set the tone for internal culture. If inclusion isn't intentional from the beginning, it becomes harder to correct the course later. Broader market perspective: A team that reflects different backgrounds can better anticipate the needs, challenges and aspirations of a wider customer base - a crucial edge for product-market fit. Focusing on diversity and inclusion from the very beginning is a smart strategy for founders. Here are seven unique approaches to effectively build a diverse and inclusive team from day one. Related: Diversity in the Workplace: Benefits and Why You Need It 1. Write inclusive job descriptions, not aspirational brochures Before you write your first job description or talk to a recruiter, articulate the kind of culture you want to build. Avoid phrases like "rockstar," "ninja" or "fast-paced hustler" — these subtly alienate many qualified candidates. Instead, use neutral language that talks about the job in simple words like "marketer who knows…." or "developer with…" and emphasize growth opportunities. 2. Don't delegate inclusion, lead with it If you're the founder or on the leadership team, you should be the loudest voice advocating inclusion. Outsourcing DEI efforts won't cut it. Founders who talk openly about inclusive values in all-hands, interviews and external branding set a clear tone for the company and also allow people from diverse backgrounds to apply for jobs in the company. 3. Start with 'culture add,' not 'culture fit' "Culture fit" tends to favor similarity over substance. Hiring for culture fit often translates to hiring people who think and act like you. Shift the lens: look for candidates who bring new perspectives, challenge groupthink and add to your team's collective strength. These people often don't look or sound like you, and that's the point. Early-stage startups benefit most from diverse cognitive models, not carbon copies of the founders. 4. Design bias-free hiring processes Unconscious bias can seep into hiring decisions in subtle but impactful ways. Founders should set up systems that deliberately expand sourcing pools. Tactical ideas: Post job openings on diversity-focused platforms. Use structured interview formats to reduce unconscious bias. Score candidates using shared rubrics, not ad hoc opinions. Related: Ambiguity Isn't Leadership — It's Avoidance. Why Modern Teams Are Starving for Decisiveness 5. Embed diversity into business strategy Diversity shouldn't be confined to hiring. It needs to be embedded into your company's DNA. Whether it's designing inclusive products, considering diverse user needs or partnering with organizations that align with your values, make diversity an ongoing, strategic business advantage. 6. Make equity equitable If you're offering equity, be transparent about what that means. Equity compensation in startups is notoriously opaque. Break down equity offers in plain terms and ensure equal access during negotiations, and founders can change that narrative: Define equity bands for roles and communicate them clearly. Offer education on how equity works, especially for first-time tech employees. Ensure equal access to high-impact projects tied to future leadership roles. Inclusive compensation practices build trust and reduce churn. 7. Create space before there's a problem Real inclusion is not a checkbox. Make sure you regularly assess your hiring data, company culture and employee engagement to identify areas for improvement. Set up systems for feedback and conflict resolution from day one, not when the first issue arises. Anonymous suggestion boxes, regular inclusion check-ins or Slack channels for DEI (diversity, equity, inclusion) conversations signal that diverse voices are not just welcome but protected. Related: How to Successfully Implement DEI Initiatives 8. Build accessibility into your workflows Inclusive startups think beyond gender or ethnicity. They consider ability, neurodiversity, socioeconomic background and more. One easy starting point is accessibility: Use communication tools that support screen readers and captioning. Record meetings with transcripts. Design remote-friendly processes from day one. Inclusivity is not about checking boxes—it's about removing friction for participation. 9. Interview for perspective, not just pedigree To build a diverse workforce, expand your hiring reach. Leverage platforms that cater to underrepresented talent, collaborate with universities and organizations focused on diversity, and ensure job postings use inclusive language. Many startups unintentionally screen for resumes from the same set of schools or companies. Shift focus: ask questions that uncover resilience, customer empathy, cross-cultural collaboration and problem-solving from different lenses - traits that matter far more than logos. The real returns of diversity and inclusion Diversity and inclusion are your competitive advantages. Startups that can combine these into their founding DNA are not only more resilient but also more creative, agile and better aligned with the reality of the modern world. You won't get it perfect, and that's okay. No one does. But what matters is the intention to build this culture right from the beginning, because a team that starts diverse stays stronger.
Entrepreneur
a day ago
- Business
- Entrepreneur
6 Hidden Costs of Scaling Your Business Too Quickly
Rapid growth can be exciting, but it can also come with hidden costs. Here's what founders need to know. Opinions expressed by Entrepreneur contributors are their own. It is natural to scale up quickly once your business is on track. Orders have increased, investors have shown interest, and markets have opened significantly. This moment feels like validation for many founders. However, if the speed of growth is not on track, it can damage the growth of the business that has built up through hard times. This article draws from real-world insights shared by experienced entrepreneurs and highlights six key hidden costs founders need to be aware of when scaling quickly. Related: Avoid the 'Too Fast, Too Furious' Approach to Scaling a Startup Scaling is not just a bigger version of what you already do One of the most common misconceptions about business growth is that it's simply a matter of doing more: more sales, more hiring, more locations. However, increasing the scale will change the business operation structure itself. If the company size doubles, the job will not double. It often needs entirely new systems, new decision-making frameworks and a different leadership approach. Hidden cost #1: Operational overload Businesses that scale without preparing for operations lead to burned-out teams. The system is overwhelmed, communication stops, and errors increase. As a result, the founder manages the crisis instead of demonstrating strategic leadership. Case in point: According to a 2024 study by Startup Genome, 70% of startups fail due to premature scaling, which increases staff and expends large sums before achieving product-market compatibility. Hiring too quickly can hurt culture When a company grows, the need is to hire as quickly as possible to meet its demand. However, rapid recruitment often involves the introduction of human resources that do not fit the company's values and work ethics. The effects are difficult to measure at first, but eventually appear in productivity, confidence and turnover rates. Hidden cost #2: Cultural drift Culture is not a tennis table or a free snack. It is about shared understanding, accountability and clarity in how things are done. Welcoming many newcomers in a short period without onboarding or integration can reduce this clarity and cause division. Insight: According to Gallup, companies with high employee engagement exceed other companies by 21% in profitability, but when employees feel separated from leadership and mission, engagement decreases. More revenue doesn't always mean more profit Misunderstanding top-line growth as financial health is a trap that many high-growth companies fall into. Orders may increase, but the cost of new employment, software licensing, warehouse management, shipping, etc, will also increase. The rapid expansion consumes the cash at a speed that exceeds the company's revenue. Hidden cost #3: Cash burn Lack of funds is not a result of poor sales. In many cases, companies proactively spend on the assumption that profits will catch up, but in many cases, they will not keep up with the expected schedule. Real-world example: A tech startup has built three customer service teams after the rapid expansion of marketing. Within six months, the company had to lay off 30% of its employees to survive. Customer experience often suffers When growth overtakes internal capacity, the customer is usually the first to notice. No support ticket reply. Quality control is delayed. Hidden cost #4: Brand reputation When service drops, even loyal customers may lose trust. In the world of social reviews and instant feedback, bad experiences quickly spread. Restoring trust can take time, and it costs more than the initial cost to maintain service quality. Stat to consider: According to PwC, 32% of customers say they will leave a brand they love if they have a bad experience even once. Related: Don't Get Slowed Down by Growing Too Fast Founder burnout is real and underestimated Running a business is demanding, but growing one at high speed multiplies the pressure. Founders are often forced to work long hours, make serious decisions under stress and continue to move their hands in all departments. Hidden cost #5: Leadership fatigue The mental and emotional burden of expanding rapidly is not discussed enough. Decision-making fatigue, anxiety and burnout lead to improper selection, team inconsistency and in some cases, complete withdrawal from the business. Fact: According to a report by Startup Snapshot, 54% of founders are stressed about their businesses, and 72% report mental health impacts, which include anxiety, burnout and depression. Rapid expansion can amplify these challenges. Growth without strategy creates fragile structures Not all growth is strategic. Each new opportunity, such as new product lines, new markets and partnerships, comes without strategy. Hidden cost #6: Lack of focus As a result, the brand identity becomes scarce, the team with poor performance becomes thinner, the priority conflicts increase, the execution is slower, and the consistency decreases. Quote from experience: One health brand founder says, "Less than a year later, I was afflicted by returns and chargebacks, and the margin was reduced to zero by half the transaction. We are not able to do that." Indicators you're scaling too fast If your business shows more than two of these signs, it might be time to pause and re-evaluate: Team delivery delays are increasing Customer claims are increasing Staff turnover is rising Leadership is getting weaker Cash position deteriorating despite increased sales Related: Don't Ignore These 3 Principles When Your Company Is Growing Fast What successful founders recommend Smartly scaled entrepreneurs often share several repeated themes: Build systems early: Build order without waiting for confusion Track real margins: Understand each new order or customer cost honestly Grow headcount slowly: Focus on the right people rather than just increasing the number of people Know when to say no: Not all growth opportunities meet the burden of the company Keep culture visible: Enable new employees to understand company values and how to make decisions Growth is not the enemy — but unmanaged, unchecked or misaligned growth can undo years of progress. Scale expansion should not be reactive, but deliberate. It should support the core strengths of the business and not be separated. This is the true lesson from experienced entrepreneurs. Sometimes saying "no" today means preserving the chance to say "yes" tomorrow. Business should grow, but not sacrifice the soul.
