‘You are the most important person in your company’

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“We don’t see it as a job,” she says.

“We think it’s more like a business relationship.”

“The best job is to have the best experience.”

The people she most wants to work with are her co-workers, who are her best resource in terms of learning.

“They will help me understand what it’s like to be a CEO, but also what it feels like to lead a startup,” she explains.

“The people I most want to work on the company are my co-worker.”

A good team, good products, and the ability to collaborate are the key ingredients for success in this industry.

A good employee, too, but “you can’t have a great employee if you have a good product,” says Kline.

“You can have a strong product, but you can’t be an amazing employee if your product sucks.”

That’s why Kline recommends hiring someone who can collaborate.

“If you can create an environment where the other people can actually collaborate, that’s really what separates an amazing team from a great company,” she adds.

“That is the only way to have a sustainable long-term future.”

What about the startup’s culture?

“You need to have people who are open to being part of an ecosystem,” says Lisa, who has a B.A. in international relations.

“It’s very hard to find people who really want to help build something, and that’s why you need to get a lot of people who can actually help you do that.”

Lisa believes the startup culture is the key to the success of an entire company.

“A company should have a culture that’s supportive of the team and also has an environment that encourages people to be open and collaborate,” she states.

“And if you don’t have that, it’s a really difficult problem to solve.”

That, in turn, will allow a company to have greater success in the long-run.

The key to creating a good culture for employees is to give everyone the chance to thrive.

“Being able to take a risk and make a new product or a new hire is an important part of creating a strong culture,” Lisa says.

Kline believes it is possible to create a culture in which people feel valued and valued employees are valued, but there are still challenges.

“One of the biggest challenges we face in our business is we are in a time where the value of a company is not in the employees but in the products that they make,” she stresses.

“So you have to have that balance between what is important to the company and what is good for the company.

It’s very difficult to achieve that balance.”

“I’ve learned a lot from the startup world,” says Kim, who previously worked in venture capital.

“I learned that people will change and people will work for you again.

There is always a chance to get fired or get replaced, but I learned how to create an awesome culture that really nurtures and supports that.”

A lot of the people who have worked with Lisa and Kim share similar experiences.

“When I first joined Kline, I had zero trust in my own ability to manage the team,” Kim recalls.

“There was no way to build a great culture that allowed me to trust the people around me and trust them to manage our team.”

Lisa agrees.

“At the start, I didn’t really know how to build the culture I wanted.

It was hard.

I had to figure out how to have an environment in which I could build trust and trust the culture around me.”

That trust and the confidence that comes with it are what lead to success, she says, and it is what she looks for in her new hires.

The next step is building trust with the employees who are also new to the industry.

“Everyone needs to learn from the people that they hire,” Lisa states.

She encourages her employees to do the same.

“Trust me, there’s a lot you don and a lot that you can learn from them,” she tells them.

“Be honest with them, be humble, and just be willing to learn.”

A team that can create a successful culture is something to look forward to.

“In order to really succeed in the startup community, you need people who know how you do it,” Lisa adds.

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