The English language badly needs a gender neutral pronoun. The more I write, the more I feel the need for this. In my post yesterday, Does Your VP of HR Report To Your CEO? I felt this very acutely as I tried to be gender neutral to avoid the “CEO’s are male, VP of HR are female” bias. But I failed and just used “he” throughout the post.
Jason and I struggled a lot with this in our new book Venture Deals: Be Smarter Than Your Lawyer and Venture Capitalist. We finally gave up and used “he” throughout. But we felt compelled to discuss this in the Preface.
“In an early draft, we varied gender on pronouns, using “she” liberally throughout the book. However, as we edited the book, we found that the mixed gender was confusing and made the book less readable. So we decided to use male pronouns throughout as a “generic pronoun” for both genders. We are sensitive to gender issues in both computer science and entrepreneurship in general—Brad has worked for a number of years as chair of the National Center for Women and Information Technology (www.ncwit.org). We hope our female readers are okay with this approach and hope someday someone comes up with a true gender-neutral set of English pronouns.”
In general, I’ve adopted the “use the pronoun of the author” approach. I’ve tried (s)he but I don’t like it – I find it to be hard to read. I like “phe” or “per” but neither of these have had any consistent usage that I’m aware of.
For all the women out there reading this, when I say “he” I actually mean “he or she” or “she or he”. And for all the english scholars and style book writers out there, please push the use of “phe”, “per”, or some other gender neutral pronoun on the world.
A decade ago I didn’t pay much attention to the VP of HR position. Today, I view it as a key role if you are growing headcount at least 50% year over year and have more than 20 people in the company. And, title inflation notwithstanding, I prefer to call it “VP of People” since we are people after all, not “human resources” or “HRs”.
Over the past five years, I’ve had the privilege to work with a handful of amazing VPs of People. And, as several of our portfolio companies continue their incredible growth rates, I’ve been involved in recruiting a few new ones to these companies. I have three basic principles for each of them.
1. The VP of People must be part of the executive team and report to the CEO. Many companies that I’ve been involved in have viewed the VP of HR as “key recruiter and HR administrator.” This is not very useful and – in a startup that is growing quickly – dramatically under positions the VP of People as you’ll see in my next principle. If the CEO isn’t willing to have the VP of People on his executive team, I think it’s worth asking the question “why not – aren’t people the most important resource you are adding to your company?”
2. The VP of People is the go to person on the executive team for other executive team members. Every CEO I’ve ever worked with either pays too little attention or too much attention to the dynamics of the people on the executive team. This isn’t just the CEO to VP interactions – it’s the VP to VP interaction dynamics. When VP issues blow up, CEOs often lose huge chunks of time to trying to figure out how to manage through or mitigate the issues. The CEO often becomes camp counselor, parent, therapist, or bitching post. While this is a time sink, it’s also a huge emotional energy drain. The solution – the VP of People is responsible for this. The first stop of any VP – whether it is to talk about issues with another VP or the CEO – should be the VP of People. It’s the VP of People’s job to (a) help everyone work through the issues and (b) summarize what’s going on to the CEO. There will be cases where the CEO needs to get involved, but by having another executive in the mix, it focuses energy on solving the problems, rather than stacking up, or avoiding, issues.
3. The VP of People is responsible for helping everyone on the executive team, including the CEO, level up. Since I believe that life is one big video game, leveling up in your job should be the goal of everyone, especially executives in a company. This used to be called “professional development” but, like “HR”, I think it misses the broader point as I’m not just talking about professional development, but emotional, intellectual, and personal development. There is no possible way a CEO can focus on this effectively across his team. The VP of People can do this assuming he is on the executive team and is a peer with the other executives.
If you are a CEO of a fast growing company with more than 20 people, do you have a VP of People?
I’m spending some time in Europe (Paris and Tuscany) this summer and trying to figure out the best cell phone approach for me and Amy. We are both iPhone users – me on AT&T and her on Verizon. In both cases, the “use your US iPhone in Europe” seems like a total fail on pricing so we are looking for other options. I’m also a Google Voice user (that’s my main phone number) so I’ve got more flexibility than she does. In both cases, we care about voice, data, and SMS, but don’t have to have an iPhone (e.g. Apps are nice to have but not critical).
Basically, I’m looking for solutions for three different approaches:
1. US iPhone user who uses her cell phone number as her primary phone number.
2. US iPhone user who has Google voice as his primary phone number.
3. US iPhone users who doesn’t care about the primary phone number.
Suggestions?
Clint Nelson, co-founder of Startup Weekend, is bringing the European tomato-chucking phenomena stateside. Today on Brad Feld’s Amazing Deals, you can get a half price ticket to the innagural Tomato Battle – A Huge Tomato Fight. The event is at Copper Mountain on June 25th. Get there at 1pm for beer and music. Start chucking tomatoes at 3pm. Bring an extra set of clothes.
Your ticket gets you in the event and one free beer. There will be thousands of people and hundreds of thousands of pounds of tomatoes. If you are one of my Boulder readers, or plan on being in the area June 25th, go to Copper Mountain and have a blast throwing tomatoes at people you don’t know.
Absurdity, silliness, and wonderment powers my world!
I recently wrote about how well things are going at Gnip. Here we are just a few weeks later and my friends at Gnip continue to generate goodness in several different directions.
Today Gnip announced it has partnered with Twitter and the U.S. Library of Congress to manage the receipt of all historical data from Twitter and facilitate its delivery to the Library of Congress. This news builds off a release from the Library of Congress back in April where LoC announced that they will digitally archive every public tweet from Twitter’s inception and will continue to archive new tweets going forward. LoC has hinted that the archive will have an “emphasis on scholarly and research” endeavors.
Delivering a bunch of 140 character tweets might not seem like a big deal, but when you consider that Twitter is currently pumping out data at a rate of 35Mbps (and growing) with a max recorded rate of roughly 6000 tweets per second, the challenges of managing this transfer become substantial. Gnip is currently delivering over a half billion social activities per day to almost all the top social media monitoring firms. Since Gnip was Twitter’s first authorized data reseller it isn’t too surprising that they partnered with Twitter and the Library of Congress for this important endeavor. The best part of this deal is that some of the key technical bits that were required to make this project a reality will almost certainly end up in Gnip’s future business offerings so the commercial Twitter ecosphere will likely benefit from this effort at some point too.
Just yesterday, Gnip announced that Chris Moody joined the company as President & COO. I’ve been good friends with Chris for the last several years and am super excited to be working closely with him. I anticipate that Chris and Jud Valeski, Gnip’s CEO, will make a powerful duo.
On Monday, the company announced a much anticipated product improvement that allows existing customers to open multiple connections to Premium Twitter Feeds on their Gnip data collectors. The best part is that customers won’t be charged the standard Twitter licensing fee for the same tweet delivered across multiple connections. Instead, Gnip offers a small flat fee per month for each additional connection. This is a big win for ops managers who have multiple environments to manage for their various release cycles and for large enterprises with systems distributed across data centers all over the world.
For those keeping track, that’s three big announcement in three days. Chris also pointed out on Gnip’s blog yesterday that several other key individuals have joined the company in the last week including Bill Adkins, Seth McGuire, Charles Ince, and Brad Bokal.
Guys – keep on Doing More Faster!
I hate board meetings. I probably have 100 per year which means I’ve gone to well over 1,500 of the past 15 years (I’m sure the number is much higher). The vast majority are excruciatingly inefficient – three to four hours that could be handled in 45 minutes. And even then, it’s unclear that the information covered was particularly useful to the entrepreneurs and management, who are the ones the board meetings should be useful for in the first place. And they don’t merely waste three hours – they burn a day in advance “getting ready” and who knows how much time after following up on random things generated by me and my fellow board members. Toss in travel (since we invest all over the country, I lose a lot of time to traveling) and it just sucks.
Recently, Steve Blank, one of the founders of the Lean Startup concept, wrote two provocative posts about board meetings. Both are really good – go read them – I’ll wait:
Now, I’m lucky. I’ve been railing about board meetings for a while and a number of CEOs of the companies that I’m an investor in have dramatically upped their game around board meetings. I have a handful of single slide board meetings inspired by the early board meetings we had at Zynga. Almost all send out their materials in advance and spend no time in the actual meeting going through them and instead focus on the discussion. And others simply focus the meeting on a handful of specific questions.
Regardless, when I reflect on the amount of my time that I spend in board meetings that I think is generally worthless, I’ve decided I’m going to completely change how I approach this. The tempo is all wrong (I don’t need monthly board meetings for anything as I spend much more real time interacting with the entrepreneurs I’ve invested in). The focus is all wrong (I can read the financials in a few minutes – I don’t need to sit through an extended discussion of them). The discussion context is inefficient (I’m as much a problem as a victim here as I’m sure my other board members get tired of listening to me bloviate.)
It’s time to reinvent the private company board meeting. I’m going to give it a shot.
Once a quarter my partners (Seth, Ryan, Jason) and I spend 48 hours together. Unlike a typical offsite that ten zillion organizations have, we tend to spend less time on formalities and more time on wider ranging, forward looking discussions about what we are doing, both professionally and personally.
Last night, over an amazing meal, we ended up talking about what we’ve been investing in over the past four years. When we reflect on the 37 companies we’ve invested in since we raised our first Foundry Group fund in 2007, we’re delighted with the mix of companies and entrepreneurs we are working with. We have a very clear thematic strategy that we’ve discussed openly, along with a few other key principles such as being willing to invest anywhere in the US and being syndication agnostic.
At dinner we zoned in on all of the current activity in early stage tech. There’s an awesome amount of exciting stuff going on right now and a real entrepreneurial revival throughout the US. Sure, there’s all the inevitable bubble talk going on which I’ve encouraged entrepreneurs to simply ignore and play a long term game instead, and once again many VC firms are spreading themselves wide and chasing after whatever the latest interesting thing is. But entrepreneurship, especially throughout the US, is vigorous, exciting, and creating many really interesting companies, some of which will be important in the future.
When we think about what has driven the success of some of our investments, we realize that we’ve chose the macro environments to invest in really well. Our HCI, Adhesive, and Distribution themes are all great examples of this. With HCI, we are at the very beginning of a massive shift over the next 20 years around how humans and computers interact. Adhesive plays the macros of digital advertising – every year meaningful ad spend is shifting annually from offline to online and that will continue for quite some time. And with distribution we’ve benefitted from the application of the concept of social to extremely large existing online markets where innovation had stagnated.
Our conversation shifted to 2015. While we still believe there are many exciting opportunities within our existing themes, we think that given the velocity of technology innovation and the way we use technology, things will shift dramatically over the next four years. Completely new and unexpected innovations are emerging and entrepreneurs who are obsessed with transforming existing industries, creating radical new technologies, or dramatically changing the use case of existing technology are starting to work in 2011 on things that will matter immensely in 2015.
We have one new investment coming up that reflects this and, when we start talking about it, you’ll see the kind of entrepreneur and company we are searching for. We decided last night to look for a lot more of it. While our deeply held beliefs about what we invest in and how we invest are the same, we’ve decided to open up our intellectual aperture and make sure we’ve incorporated a stronger view of “what is 2015 going to be like” into our thinking.
I find it endlessly entertaining that people say things like “I don’t need to back up my data anymore because it’s in the cloud.” These people have never experienced a cloud failure, accidentally deleted a specific contact record, or authenticated an app that messed up their account. They will. And it will be painful.
I became a believer in backing up my data when I was 17 years old and had my first data calamity. I wrote about the story on my post What Should You Do When Your Web Service Blows Up. I’ve been involved in a few other data tragedies over the past 28 years which always reinforce (sometimes dramatically) the importance of backups.
We recently invested in a company called Spanning Cloud Apps. If you are a Google Apps user, this is a must use application. Go take a look at Spanning Backup for Google Apps – your first three seats are free. It currently does automatic backup of your Google contacts, calendars, and docs at an item level allowing you to selectively restore any data that accidentally gets deleted or lost. I’ve been using it for a while (well before we invested) and it works great.
I’ve known the founder and CEO, Charlie Wood, for six years or so. Charlie was an early exec at NewsGator but left to pursue his own startup. I came close to funding another company of his in the 2005 time frame but that never came together. I’m delighted to be in business with him again.
Don’t be a knucklehead. Back up your data.
In the last month I’ve had the chance to make about 50 new friends. I’ve suddenly become very popular with investment bankers and have been on the receiving end of over 50 emails that look something like the following:
“We met once a long time ago when I was with firm X. I’m now at firm Y. We are the blah blah blah best at blah blah most successful blah blah tied into blah blah working with blah blah blah connected with blah blah blah. Congrats on all the success at Company W. We are very interested in talking to them about blah blah strategic blah blah – can you introduce us to high-profile-CEO.”
At first I felt compelled to respond as part of my “answer every email and try to at least be polite / responsive to everyone” approach to life. After a few days, I started getting annoyed when I realized I was simply viewed as a conduit to an introduction. When I saw a few similar emails to my co-investors in at least one company, I realized that there was a complete lack of sincerity in many of these emails – it was no different than a random salesman emailing me asking if I wanted to buy a random widget.
Now, I have several good friends who are investment bankers and we have a handful of trusted ibanking relationships and folks who are our go-to ibankers. These are people who have developed a long standing relationship with me and my partners, have worked with us in good times and bad, and have always been reasonable and thoughtful about their fees, especially in situations that didn’t work out.
It amazes me that 50+ people could suddenly come out of the woodwork in an effort to “build a new relationship that’s not really a relationship” thinking it would give them an opportunity, or even an advantage, in the context of a set of hot companies.
When I think about the relationships I’ve developed, whether it be with investment bankers, LPs, co-investors, or anyone else, they evolve over a period of time. They don’t require boondoggles or fancy things; they require sincerity and substantive interaction over a long period of time. Then, when there are moments of opportunity, these are the people that I go to (and hopefully who come to me.)
There suddenly seem to be an abundance of “transaction relationships” out there. Entrepreneurs beware.