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Just throw you in to position. they spend a full six weeks having you work on different little jobs. and kind of learning the new fast and break things mind-set. it s interesting, right? because when you re small you just kind of assume everyone thinks the way you do. right. but you need to institutionalize that so as you grow new people feel the same way. and it s amazing how quickly it happens. one of the other start-ups that we followed, citrus lane which went from six to 20, mariah finley is the ceo. she described to us, we used to be in my house sitting around the kitchen table, now i got 20 people, i got to talk to them all the time about what our goals are, what our strategy is so we re all on the same page. so she might not talk to everyone as it continues to grow but you need those managers to talk. right. then you talk about eliminating bad apple behaviors. but not bad apples. you don t talk about getting rid of people but behaviors that are happening. or both. ....
To grow and you hear about the zapposes of the country, you want to make sure the new people you are hiring have access to those leaders. i think, as angela said, the lead e leaders tend to set the ethos in the can company culture. you want to create a direct line to the founders of the company. next up, i question about getting the word out about your brand internationally. aside from the market aing strategy everyone uses, twitter and facebook, what is the cheapest, most effective way to market globally? so there s the gold key program through the export assistance center through the department of commerce. there are over 100 across the united states. and this is a great one-stop shop. the program is $700 and what they do they will set up meetings for you in the country that you want to and that s for a day of meetings. if you want an extra day it s a little bit more but that s a cost effective way to take advantage of a u.s.-funded ....