Your Next Big Thing. Matthew Mockridge

a bit colorless. Always busy trying to please everyone, but unfortunately never able to follow through on anything. The following quote from Confucius perfectly describes the dilemma of Everybody’s Darling: “If you hunt two rabbits, you won’t catch one!” Their true nature usually only manifests after a long collaboration because in the beginning their weakness—disguised as niceness—remains under the radar. Since Everybody’s Darling means well, it’s only fair to help them by making it clear that their actual opinion is needed, even if it hurts them to share it. They often say things like, “Hmm, both are correct.”

      The Pessimist

      “Everything is difficult”—that’s their motto. When things get really hard, their negativity can discourage teams from continuing or even getting started. There is always a fine line between true pragmatism and negative chatter. It’s very important to spot their negative tendency as quickly as possible and either win over the Pessimist (which would also be a good exercise for sharpening your own arguments) or completely avoid working with them. They often say things like, “No, never!”

      Chris Normal

      The Problem: there are lots like them, and they don’t mean any harm. But Chris Normal is so normal that all the key things you’re into—your visions, your dreams, your plans—are just one size too large for them. They have never gotten out of their hometown, have never thought about seven-digit amounts of money, and prefer to be occupied and bound by instructions rather than by being free-spirited and visionary. It’s an inspiring challenge for the leader to try to provide them with motivating visions that can help them grow beyond themselves. But often their attitude can’t be helped—they’re just “normal.” Not necessarily a problem for them, but they are not valuable to your team! If you can’t dream, you can’t bring a dream into realization. They often say things like, “Really? That actually exists?”

      Every Team Has a Coach

      —Find a Mentor!

      Before we get into the individual mentor types, here’s a quick tip for finding them: add value to your pitch. An email like the following never works, “Hey, I think you’re great! It would be awesome if we could go out for something to eat, and I could ask you some questions!” The key is adding relevant info. Find a person who knows everything you need to learn to get to where you want to go—for example, to where your potential mentor is right now. This is where diligence is required—it’s a good investment: Read everything there is to read about this person, study their appearance (online/offline), watch videos, understand their strategies, approaches, goals, and positioning. Identify a part of his/her operation that can be optimized, and one that you can help optimize, thus saving your desired mentor time and energy.

      Then Write An Email Like the Following:

      This kind of email is extremely effective, and it’s difficult to refuse because the offered value is so strong. Do your homework and offer real value. What kind of email would you like to receive? Think in reverse!

      The Following Types of Mentors

      Typically Like to Be in on Things At the Start

      The Veteran

      They’ve had enough. The Veteran has sold three companies, is a consultant for three more, is on the board of the Chamber of Commerce, is politically active, a great parent, is on the golf course every week, and is a real business veteran. Find this person and imitate them because they can really help you get ahead! Pay attention to their language and vocabulary, behavior, connections, experiences, mindset, values, and viewpoints. They have made countless mistakes from which you can learn, and that you can avoid making yourself. Because they started out like you, they’re happy to share their knowledge. Emotions have become more important than money to the Veteran, and so sharing their knowledge and helping others triggers some of the best emotions they can get. Find them at receptions or at meet-ups (look for the person who knows everyone and who everyone knows), seminars (including the speakers or VIP guests), the golf course (or at tennis), in St. Moritz, in the south of France, at Burning Man, or in Palm Beach, Florida. The Veteran often says things like, “Splendid!”

      The Young Elder

      The Young Elder is past his/her peak and essentially finished, but they still want to have another go at it! With a casual leather jacket and sneakers, they don’t quite speak the language of the young entrepreneur kids, but definitely want to fit in. The power of these startup kids is contagious, and should help the Young Elder into their second (business) spring. Very cool because everyone is all fired up! Monthly advisor meetings, unlimited consulting calls, pitch trainings, and contacts are exchanged in return for the mentor feeling needed and able to help and give back. It’s a win-win situation. Enjoy! They often say things like, “Good stuff! And now we’re going out for a drink, aren’t we guys?”

      Quick Tips for Recruiting Your Team

      In addition to the team member types described in detail above, the best teams tend to consist of two types of employees: leaders and managers. (More on that later.) You must have both in your team. The value systems and approaches of these two types are completely different; therefore, they must be recruited in different ways. You find these people in different places, they have different tastes and expectations, and your game plans with them are 100 percent different.

      How to Recruit Managers

      •Job postings in the usual forums and magazines. Managers read about other managers.

      •Clear task descriptions

      •Good salary

      •Clear structure and communication channels

      The job ad describes what the person will do for the company.

      How to Recruit Leaders

      •Put job postings in unusual places and keep an eye out for recommendations that consider unusual angles. Leaders read about yachts or kitesurfing, and hang out in ski huts, at startup conventions, or at custom designed festivals in lesser-known places like Tulum, Bali, or the Australian hinterland. A good place to find leaders? In the gym or at yoga class in the mornings during the week. This means they have no conventional job to report to. In other words, they lead their own life. Connect the dots!

      •Shares are always more important than salary.

      •Keep the task description open, such as “Do whatever you think is necessary, as long as we reach our goals!”

      The job ad describes what the company will do for the person.

      These differences no longer apply when it comes to motivation. Once the positions have been filled with the right candidates, one all-encompassing motivational philosophy works, as long as the team spirit and corporate culture are strong (more on that later).

      Five Unexpected Truths about Motivation

      Money Doesn’t Motivate!

      The greatest motivator is the promise of what you can become if you work hard enough, closely followed by being truly appreciated. The potential for people and companies to improve their view of themselves—along with serious praise—are the heavyweights of true intrinsic motivation.

      People Want Hierarchies!

      The common assumption that flat organizations motivate people is questionable. Hierarchical organization ensures clear communication channels. As long as employees are anchored in a functioning structure, they remain motivated. Confusion and uncertainty inhibit motivation, but hierarchies are supportive.

      Motivation