In this episode we talked with author and venture capitalist David Kronfeld and discussed the top 6 most important things that a leader needs to do to create a high-performance culture that doesn’t burn people out.
David has been a management consultant with Booz Allen, a corporate executive, and the founder and chairman of JK&B Capital, a leading venture capital firm.
His extensive top management experience and roles serving on boards of directors means he’s been actively involved with the highest-priority challenges facing dozens of companies.
David has over 35 years of experience investing in the telecommunications and software industry, and brings unique insights and advice as to how to create a high performance culture that doesn’t burn people out.
David is also author of the Wallstreet Journal bestselling book Remarkable.
Join us as we discuss with David how to create a high-performance culture that doesn’t burn people out. Learn why David believes that the first step to creating a high performance culture is finding the right employees who fit with your organization. Hear David’s insights as to why training is one of the most critical aspects of creating high performing employees in your organization.
Here is a link to David’s website:
Here is a link to David’s book:
David’s Top 7
1. Teach employees to become the best, and thus they’ll love their work the most.
So much of it is about our mindset. So with that first truth, the self-awareness and acceptance of being solid with Therefore, I would recommend that teaching and training employees to become top-performers should be of a very high priority. Unfortunately, my experience has been that most only pay lip service to it, with very poor follow-up. My advice is to make it a high priority and give it top attention.
2. Be True To Yourself. Focus Your Thoughts, Beliefs And Actions According To Your Truth. (Integrity)
Integrity is what action you are taking. But before we can really start to look at our actions, it’s our thoughts and beliIn my experience the greatest source of frustration with employees is the feeling that they work so hard for “no good reason”. Indeed, from my experience much of the work managers ask their subordinates to perform and deadlines imposed are for “political”, or “bureaucratic” reasons. All believe that the more and the quicker they produce, the better it reflects on them. I believe it to be a misconception.
3. Respect Yourself First. Implementing #1 & #2 Shows Respect For Yourself. (Respect)
“People tend to buy in and be more emotionally invested in something they understand. If they understand the reasons, if they understand why they are working hard, if they understand why the deadlines have been put in place, then they are much more likely to be emotionally invested.” – David Kronfeld
4. Respect Others – Emotional Intelligence (Respect)
“When you are on the team, everybody gets to feel as if they are the boss, everybody gets to contribute. There shouldn’t be ranks when it comes to contributing to the conversation.” – David Kronfeld
5. Have A Servant Leadership Mentality (Generosity)
“Give credit to everybody, you can be as modest as you want about your own credit. I guarantee you, no matter how modest you are and how little credit you take, your superiors will know who the credit belongs to. We tend to underestimate how insightful people are. One would think that if they don’t own the credit that they will not receive it, but people know who the credit belongs to.” – David Kronfeld
6. Give And Receive. Keep The Flow Going. (Generosity)
“To me, you make someone feel like they belong in the organization by making it feel like a place they belong. It’s like their best friends are there, their home is there. Then the mindset isn’t going to work, it becomes a place to go see friends and enjoy what they do.” – David Kronfeld
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