Leadership and Management Mistakes

Mistake #18: Founder Burnout

The Mistake: Working unsustainable hours and expecting the same from teams, leading to burnout and turnover.

Warning Signs: - 70+ hour weeks normalized - No vacation in 12+ months - Health issues emerging - Relationship strain - Decision fatigue

Real Example: A founder worked 80-hour weeks for 2 years, had a health crisis, company nearly folded during 3-month recovery.

How to Avoid: - Set sustainable pace - Take regular breaks - Delegate effectively - Build strong team - Maintain perspective

Sustainable Leadership: 1. Maximum 50-55 hour weeks 2. Minimum 3 weeks vacation 3. Regular exercise schedule 4. Clear work boundaries 5. Leadership coaching

Mistake #19: Poor Co-Founder Agreements

The Mistake: Starting with handshake agreements or poorly structured founder equity.

Common Issues: - No vesting schedules - Unclear role definition - No departure clauses - Equal splits regardless of contribution - No decision-making framework

Real Example: Three co-founders split equity equally with no vesting. One left after 6 months but kept 33%. Company couldn't raise funding with dead equity.

How to Avoid: - Written agreements from day one - 4-year vesting with 1-year cliff - Clear role definitions - Decision-making process - Departure scenarios

Founder Agreement Essentials: - Equity split and vesting - Role responsibilities - Time commitment - Decision rights - Exit scenarios - IP assignment - Non-compete clauses

Mistake #20: Scaling Culture Accidentally

The Mistake: Letting culture evolve randomly as you grow rather than intentionally building it.

What Happens: - Values dilution - Silo formation - Politics emergence - Productivity decline - Talent exodus

How to Avoid: - Define values early - Hire for culture fit - Regular reinforcement - Lead by example - Measure and adjust

Culture Building Framework: 1. Define 3-5 core values 2. Build into hiring process 3. Regular culture surveys 4. Values-based recognition 5. Continuous evolution