Building Human-Centered Teams, Embracing Feedback, and Crafting Your Ideal Career Path

5 Key Takeaways:

1. Identify the Right Time for Process Implementation: Instead of viewing processes as restrictive, founders should recognize it as a tool to maintain efficiency as their company grows. Start small, with simple steps, and consider reframing processes as “guardrails” or “guidelines” to make it approachable for team members and reduce friction. 
2. Build Teams With Complementary Strengths: A balanced team combines innovators with detail-oriented operators. By bringing together those who think differently, leaders can create a robust, dynamic environment that fosters healthy conflict and innovation.
3. Incorporate Rituals to Maintain Alignment: Regular check-ins and documentation are crucial in fast-growing teams. Implementing bi-weekly or monthly meetings focused on progress and alignment, rather than problem-solving, can help everyone stay on track without overburdening the team. When you do set meetings, do so with intention and be prepared with an agenda, so that everyone’s on the same page. 
4. Seek Coaching for Emotional Resilience: Leaders, especially in high pressure environments, benefit greatly from coaching that promotes emotional intelligence and resilience. This helps leaders maintain composure and clear communication, which positively impacts the entire team.
5. Reframe Passion as Continuous Growth: Instead of searching for a single “true passion,” professionals can discover value in every experience and role they take on. Approaching each position as a stepping stone in both personal and professional growth leads to a richer, more fulfilling career journey. For example, Susy’s diverse roles in customer service, project management, and auditing—positions many might detest—equipped her with valuable skills and insights that continue to benefit her today.

Show Notes: 

[00:06:57] Discussing her global experience across 20+ countries, Susy provides advice for founders considering international expansion. 

[00:09:50] Susy addresses the common “allergy” to process in startup culture. 

[00:10:48] Founders should involve their team in process discussions, which can help ensure the process is useful and not overwhelming, and improve team alignment on workflows.

[00:12:46] Effective team-building requires diverse perspectives. Susy explains that teams should be built with a mix of roles.

[00:15:34] Gina and Susy discuss how leaders can embrace conflict as a healthy dynamic. 

[00:17:22] Susy explains how misalignment often arises from unspoken assumptions. 

[00:18:39] A useful structure for one-on-one meetings includes a check-in, execution review, and feedback. 

[00:24:09] In the era of virtual work, meetings can feel overwhelming. Susy discusses balancing the need for collaboration with minimizing “Zoom fatigue.” 

[00:27:03] When rolling out new processes or initiatives, Susy advises founders to be transparent that they’re “trying” something rather than presenting it as a permanent change. 

[00:30:26] In contrast to past eras, where leadership programs were more common, Susy notes that today’s leaders often lack formal development. 

[00:35:59] Susy and Gina discuss the distinction between constructive feedback and venting. 

[00:41:22] Susy reflects on the importance of enjoying each job and learning from every experience, from customer service to executive roles.