I hope everyone is having a great summer. I have been traveling a fair amount spending time with family during this summer season. I have been slow the last couple of weeks on the blog updates but have still been very busy working on offline blog actions and upcoming content.
We had our first Sustainable Startup Boot Camp on the afternoon of Thursday July 21st. It was Awesome! 10 of us were there and the energy was super cool! The first thing we did was establish the purpose and values of the boot camp and then the actions that will allow us to measure if each of us are managing and participating in Boot Camp based on the "Boot Camp Values" we established. I would so like to write more about this but I think I will leave that to the people that attended. If you attended I encourage you to share your experience, questions and insight in the comment section at the end of this post.
Secondly, I wanted to let everyone know that Blogger has a bug that is affecting the Members listing section of 1000's of blogs that are hosted on the Blogger platform. I apologize for this bug and thank you for letting me know about the problem. You can still sign up as a member of the blog by clicking on the FOLLOW BLOG button at the top of the blog in the thin blue header, (third button from the left). All the bug is currently doing is somehow not letting the Members list be visible on the side bar of the Blog. I am not sure how long it will be before it is fixed. If you are trying to sign up and having problems or have any concerns in general please email Erika, erika@cameronchell.com so that as soon as the problem is fixed or we know of the solution we can inform you.
Thanks for follwoing Sustainable Startup Blog and another thanks to those who were able to attent the 1.st. Sustainable Startup Boot Camp. The Next Boot Camp will be held on Friday August 21st. 12pm (lunch will be served) to 3pm. Please let Erika, erika@cameronchell.com know if you can attend. Boot Camp will be held at Tarco Engineering, (thanks again Tarco - you guys are AMAZING!) 3004, Odgen Rd. S.E., Calgary, Alberta, Canada.
I will sign off tonight letting you know you can expect to see a new blog post as it relates to the next step "A Working Plan" next week.
Thursday, July 23, 2009
Sunday, July 5, 2009
1st. Sustainable Startup Boot Camp
Welcome to our two new members Amit and Adam, hope you enjoy the blog.
This is a quick post to announce the start of Sustainable Startup Boot Camp. The first session is going to be held the afternoon of July 21st. Bootcamp will be once a month and is designed to follow the posts of the blog starting with Step 1, (Clarity Qestions), through to Step 5, (PLWYMPYF). Bootcamp is an offering to the Sustainable Startup members in support of feedback for the blog's eventual book. No fee is associated with the Bootcamp but feedback and referrals to the blog are always welcome if warranted. In addition to the Step Work we will also be using and demonstrating different techniques useful for PlanHQ the on-line businessm plan software that Sustainable Startup Blog uses. We plan on videoing the sessions and posting the exercises and highlights.
The first session will be from 1pm - 4pm at 3004, Odgen Rd. S.E. Calgary, Alberta, Canada.
Email Erika@cameronchell.com if you would like to register.
Finally, I want to say thank you to Jessee and his partner Adam, (our new member) as this bootcamp was a result of the two of them talking up what they have been able to apply in the first couple of steps of Sustainable Startup.
In the next post we will start Step Three a measurable Working Plan.
This is a quick post to announce the start of Sustainable Startup Boot Camp. The first session is going to be held the afternoon of July 21st. Bootcamp will be once a month and is designed to follow the posts of the blog starting with Step 1, (Clarity Qestions), through to Step 5, (PLWYMPYF). Bootcamp is an offering to the Sustainable Startup members in support of feedback for the blog's eventual book. No fee is associated with the Bootcamp but feedback and referrals to the blog are always welcome if warranted. In addition to the Step Work we will also be using and demonstrating different techniques useful for PlanHQ the on-line businessm plan software that Sustainable Startup Blog uses. We plan on videoing the sessions and posting the exercises and highlights.
The first session will be from 1pm - 4pm at 3004, Odgen Rd. S.E. Calgary, Alberta, Canada.
Email Erika@cameronchell.com if you would like to register.
Finally, I want to say thank you to Jessee and his partner Adam, (our new member) as this bootcamp was a result of the two of them talking up what they have been able to apply in the first couple of steps of Sustainable Startup.
In the next post we will start Step Three a measurable Working Plan.
Thursday, June 18, 2009
Mapping Individuals Actions to Corporate Goals in 15 minutes!
Great comments on the last post. Thank you Scott and aa for these comments, great insights! I hope this post will add to the conversation. Look for additional posts that will address your comments in the coming weeks. Also, aa if you want to send me your email address we can continue some of the discussion one on one, thanks again for yours thoughts I thought they were very well articulated. Scott I already talk to you to much, ;-) that being said next time we grab lunch lets be sure to discuss further.
I have found that people in general follow a consistent pattern in being part of a team. first they will tend to do and move toward doing what they are good at. Second they will tend to do or move toward doing what they feel contributes most to their success on the team. HR departments in general are really good, as are profiling systems in helping facilitate the first part; getting people contributing in ways that they enjoy and are good at. However, the second part of the equation is all about the clarity of the project and if someone is feeling they contribute or have value. I cannot emphasise enough the enormous importance of this second part and how due to its subtleties it is generally overlooked to the dire consequences of the team member and the successful desired outcome of the project. Not being able to manage where people can best feel they contribute is in my opinion one of the most prevalent reasons projects, startups and companies in general fail. The first part of solving this is step one, the Clarity Questions, (as outlined in previous posts). The second part is a mapping technique I have modified from the Verbalised Summary Objective, (VSO) technique. As you may recall the The VSO technique is also the foundation on which I displayed how I liked to build a "10" word elevator pitch. I was originally introduced to the VSO technique by Paul, one of Sustainable Startup's followers. He directed me to the following 3 1/2 min video http://www.bnet.com/2422-13731_23-265800.html. The video is of Howard Muzio, CEO of Group Harmonics explaining the VSO technique. Howard is using the technique for a slightly different purpose but I have found that with a bit of a twist it has been a great tool for aligning peoples talents to the company's objectives. I encourage you to view the video now and then come back and finish reading this post.
A explained in the video the formula goes like this, I use "x" (my resources) with "y" (people) for "z" (result). I have modified it for our purpose to, I use "x" (my resources) with "y1" (people) and/or "y2" (to do) for "z" (result).
I will use Erika who works on this blog with me as an example. In doing this exercise I ask two key questions. First I ask; With respect to the Sustainable Startup Blog how do you currently spend your time and with whom doing what? When Erika and I did this originally the answers were:
1/3 time on the web researching.
1/3 time administrating
1/3 time marketing
The second key question I ask is: What do you want to be doing and what do you feel you should be doing to hit the goals we have outlined in the Clarity questions.?
(You will notice that this question address both the want and the contribution, "feel you should be doing" that make up the two areas that people most gravitate toward in doing a job or working on a team) The answers I get are also more thought out and more specific but the first question is still very important as it provides a base to build on. Also, I follow the formula closely when working through the second question, in particular by paying attention to the "z" for what result. You will notice in the example below each area of the work described now has a purpose that inevitably relates back to the clarity questions.
I spend 20% of my time researching other blogs and how they are building content.
I spend 20% of my time researching other blogs and how they are attracting followers.
I spend 20% of my time with Cameron reviewing my findings, discussing ideas, understanding where we are going with his writing.
I spend 10% of my time on administrative tasks so that people have a professional experience with the blog.
I spend 10% of my time updating PlanHQ so people can see how PlanHQ works and interacts with the blog.
I spend 10% of my time marketing the blog online in a manner that we can hit follower targets.
This process takes some work in terms of having to examine what someone is doing. At first, (assuming your clarity questions are done) this make take a hour. As you become more familiar and practiced at it you can complete it in 15 min. As a company or project matures and more people are added or as goals change you can spend 15min with team members redefining their roles as they best match the clarity questions. I have found few tools as powerful as this.
One question you may have is; What do I do if this is a new hire or potential hire? I share the clarity questions with the person and then start with question #2. It is a great technique to use in an interview to see if someone really "gets it" and will be a contributor to your team. If you hire the person I suggest that you go through this process the first day they start then again at the beginning of their second week, then again at the beginning of their second month, then again at the beginning of their second quarter and then on an as needed basis but generally no less than two times per year.
I have found that people in general follow a consistent pattern in being part of a team. first they will tend to do and move toward doing what they are good at. Second they will tend to do or move toward doing what they feel contributes most to their success on the team. HR departments in general are really good, as are profiling systems in helping facilitate the first part; getting people contributing in ways that they enjoy and are good at. However, the second part of the equation is all about the clarity of the project and if someone is feeling they contribute or have value. I cannot emphasise enough the enormous importance of this second part and how due to its subtleties it is generally overlooked to the dire consequences of the team member and the successful desired outcome of the project. Not being able to manage where people can best feel they contribute is in my opinion one of the most prevalent reasons projects, startups and companies in general fail. The first part of solving this is step one, the Clarity Questions, (as outlined in previous posts). The second part is a mapping technique I have modified from the Verbalised Summary Objective, (VSO) technique. As you may recall the The VSO technique is also the foundation on which I displayed how I liked to build a "10" word elevator pitch. I was originally introduced to the VSO technique by Paul, one of Sustainable Startup's followers. He directed me to the following 3 1/2 min video http://www.bnet.com/2422-13731_23-265800.html. The video is of Howard Muzio, CEO of Group Harmonics explaining the VSO technique. Howard is using the technique for a slightly different purpose but I have found that with a bit of a twist it has been a great tool for aligning peoples talents to the company's objectives. I encourage you to view the video now and then come back and finish reading this post.
A explained in the video the formula goes like this, I use "x" (my resources) with "y" (people) for "z" (result). I have modified it for our purpose to, I use "x" (my resources) with "y1" (people) and/or "y2" (to do) for "z" (result).
I will use Erika who works on this blog with me as an example. In doing this exercise I ask two key questions. First I ask; With respect to the Sustainable Startup Blog how do you currently spend your time and with whom doing what? When Erika and I did this originally the answers were:
1/3 time on the web researching.
1/3 time administrating
1/3 time marketing
The second key question I ask is: What do you want to be doing and what do you feel you should be doing to hit the goals we have outlined in the Clarity questions.?
(You will notice that this question address both the want and the contribution, "feel you should be doing" that make up the two areas that people most gravitate toward in doing a job or working on a team) The answers I get are also more thought out and more specific but the first question is still very important as it provides a base to build on. Also, I follow the formula closely when working through the second question, in particular by paying attention to the "z" for what result. You will notice in the example below each area of the work described now has a purpose that inevitably relates back to the clarity questions.
I spend 20% of my time researching other blogs and how they are building content.
I spend 20% of my time researching other blogs and how they are attracting followers.
I spend 20% of my time with Cameron reviewing my findings, discussing ideas, understanding where we are going with his writing.
I spend 10% of my time on administrative tasks so that people have a professional experience with the blog.
I spend 10% of my time updating PlanHQ so people can see how PlanHQ works and interacts with the blog.
I spend 10% of my time marketing the blog online in a manner that we can hit follower targets.
This process takes some work in terms of having to examine what someone is doing. At first, (assuming your clarity questions are done) this make take a hour. As you become more familiar and practiced at it you can complete it in 15 min. As a company or project matures and more people are added or as goals change you can spend 15min with team members redefining their roles as they best match the clarity questions. I have found few tools as powerful as this.
One question you may have is; What do I do if this is a new hire or potential hire? I share the clarity questions with the person and then start with question #2. It is a great technique to use in an interview to see if someone really "gets it" and will be a contributor to your team. If you hire the person I suggest that you go through this process the first day they start then again at the beginning of their second week, then again at the beginning of their second month, then again at the beginning of their second quarter and then on an as needed basis but generally no less than two times per year.
This post was not easy to write and this is one of those techniques best explained by doing or demonstrating. If anyone would like to spend an hour on the phone or in person going through this for them self or their team members I would be happy to do so. If you take me up on this offer I would ask that if you think the process is usefull that you refer a friend or collegue to participate in the Sustainable Startup blog. Please feel free to email myself, cameron@cameronchell.com or Erika, erika@cameronchell.com if you would like to take us up on this offer.
Hope you have a great week,
Cameron
Wednesday, June 10, 2009
passion x SIMPLE = practical
The newest member of Sustainable Startup is Pierre. Pierre describes himself as a "true believer" in spiritual ethic. Awesome, Pierre I am glad to have you as part of this community, Welcome.
This post is all about the second part of the Sustainable Startup People Formula, "Simple".
If your startup is doing less than $25mm per year and/or not doubling in size annually I would be very skeptical of its success potential if it has an “HR department”. That’s correct, “if it has an HR department”. I am not against HR departments or their function; in fact I think their intended function is the most important aspect of the business. So much do I think of the function of HR that in a startup I believe the function must be handled by the senior or founding executive of the startup. I am not talking about processing payroll or the administrative tasks of HR, I am talking about areas like employee strength analysis, job descriptions, compensation, performance reviews. Also, in a startup I am not for over analysis and/or overuse of “profiling” systems. These systems have their place in a statup and are very important as an organization matures but initially I think they are relatively ineffective.
I have not seen strict personality profiling systems be overly effect in startups. These systems tend to be very accurate and insightful but not overly practical in mapping to what is getting done in the startup and what needs to get done with the resources you have. As we all know the art of the startup is in succeeding with limited resources. Rarely do we have “unlimited” resources to call upon to hire the “perfect profile” for each job task, description or title we need in order to get to market. Using the process that I will describe and demonstrate next week we can map goals to the tasks currently being done by the people currently doing them. In doing this you will see your holes and more importantly who needs to attend to your corporate strengths. You can determine who best can currently fill in what is lagging and who needs to absolutely stay focused on what is most important, (What is most important to focus on is your strengths. Your strengths are your key differentiators, Clarity Question #4)
What have we covered in the SIMPLE part of the formula? 1.) You don't need an HR department for a start up, but that HR is the most important aspect of a startup to be handled by the senior executive. 2.) Profiling systems are good but generally assume you have the money to resource the perfect person for the specific positions you have to fill. Next weeks post will describe the practical process to map your existing resources to what most importantly needs to get done in your start up.
This post is all about the second part of the Sustainable Startup People Formula, "Simple".
If your startup is doing less than $25mm per year and/or not doubling in size annually I would be very skeptical of its success potential if it has an “HR department”. That’s correct, “if it has an HR department”. I am not against HR departments or their function; in fact I think their intended function is the most important aspect of the business. So much do I think of the function of HR that in a startup I believe the function must be handled by the senior or founding executive of the startup. I am not talking about processing payroll or the administrative tasks of HR, I am talking about areas like employee strength analysis, job descriptions, compensation, performance reviews. Also, in a startup I am not for over analysis and/or overuse of “profiling” systems. These systems have their place in a statup and are very important as an organization matures but initially I think they are relatively ineffective.
I have not seen strict personality profiling systems be overly effect in startups. These systems tend to be very accurate and insightful but not overly practical in mapping to what is getting done in the startup and what needs to get done with the resources you have. As we all know the art of the startup is in succeeding with limited resources. Rarely do we have “unlimited” resources to call upon to hire the “perfect profile” for each job task, description or title we need in order to get to market. Using the process that I will describe and demonstrate next week we can map goals to the tasks currently being done by the people currently doing them. In doing this you will see your holes and more importantly who needs to attend to your corporate strengths. You can determine who best can currently fill in what is lagging and who needs to absolutely stay focused on what is most important, (What is most important to focus on is your strengths. Your strengths are your key differentiators, Clarity Question #4)
What have we covered in the SIMPLE part of the formula? 1.) You don't need an HR department for a start up, but that HR is the most important aspect of a startup to be handled by the senior executive. 2.) Profiling systems are good but generally assume you have the money to resource the perfect person for the specific positions you have to fill. Next weeks post will describe the practical process to map your existing resources to what most importantly needs to get done in your start up.
Thursday, May 28, 2009
The People Formula, PxS=P
Welcome to our latest follower CGnovels. CGnovels is a guild of artists who use technology and the traditional methods of art. http://www.cgnovels.com/.
Sustainable Startup blog is best experienced when used in conjunction with PlanHQ, an on-line business planning tool. If you want free access to planHQ for the Sustainable Startup blog email erika@cameronchell.com and she will send you a login name and password.
You will always here it said that people are your most valuable asset. I have learned that people are also by far your most expensive and complex asset. Based on this notion and a lot of hard lessons, I have developed a formula that I keep front and center whenever I am dealing with HR or the “people asset”. Over the next couple of weeks we will run through this formula as well as an accompanying method I use to implement it. The formula is PxS=P. Passion x Simple = Practical.
Passion. Much ado is made about passion and without it a startup stands little chance for any level of success. Most startups love attracting people to their cause and attracting passionate people to a cause is generally not that hard. In saying that, one of the most prominent reasons for failure in startups is that startups attract passionate people to a cause. Lets me stress this again so you don’t think I made a mistake in what I wrote; "One of the most prominent reasons startups fail is that they attract passionate people to a cause". A cause is something that brings about an effect or a result. A causes on it's own is a problem. A causes is a "big idea" and big idea’s have a lot of interpretations of what the big idea is, how it gets accomplished, why it needs to be accomplished, who should accomplish it, and the most contentious, who’s cause or idea is it? Passion is a double edge sword. While a passionate team can bring enthusiasm, drive, fortitude, adherence, focus, dedication, and more, it can also bring politics, ego, obstinance, burnout, and disappointment amongst other challenges. In order for passion to be effective it needs to have a purpose. A purpose channels and causes passion. While a cause can bring about a change a purpose gives reason and direction for that change. A purpose has context, a context that is created from clarity (There is that word again "clarity". Everything starts with step 1 (clarity) as previously outlined. Clarity, Clarity, Clarity).
With clarity you can create purpose. With purpose you are less likely to attract the “wrong” passionate people which is just as important as attracting the “right” passionate people. By really working the clarity questions from Step 1 with your team you are putting in the first, most important, least expensive, and most effective layer of HR screening possible. In doing this you will automatically implement the most important aspect of the formula: Attract people to a purpose not a cause.
Sustainable Startup blog is best experienced when used in conjunction with PlanHQ, an on-line business planning tool. If you want free access to planHQ for the Sustainable Startup blog email erika@cameronchell.com and she will send you a login name and password.
You will always here it said that people are your most valuable asset. I have learned that people are also by far your most expensive and complex asset. Based on this notion and a lot of hard lessons, I have developed a formula that I keep front and center whenever I am dealing with HR or the “people asset”. Over the next couple of weeks we will run through this formula as well as an accompanying method I use to implement it. The formula is PxS=P. Passion x Simple = Practical.
Passion. Much ado is made about passion and without it a startup stands little chance for any level of success. Most startups love attracting people to their cause and attracting passionate people to a cause is generally not that hard. In saying that, one of the most prominent reasons for failure in startups is that startups attract passionate people to a cause. Lets me stress this again so you don’t think I made a mistake in what I wrote; "One of the most prominent reasons startups fail is that they attract passionate people to a cause". A cause is something that brings about an effect or a result. A causes on it's own is a problem. A causes is a "big idea" and big idea’s have a lot of interpretations of what the big idea is, how it gets accomplished, why it needs to be accomplished, who should accomplish it, and the most contentious, who’s cause or idea is it? Passion is a double edge sword. While a passionate team can bring enthusiasm, drive, fortitude, adherence, focus, dedication, and more, it can also bring politics, ego, obstinance, burnout, and disappointment amongst other challenges. In order for passion to be effective it needs to have a purpose. A purpose channels and causes passion. While a cause can bring about a change a purpose gives reason and direction for that change. A purpose has context, a context that is created from clarity (There is that word again "clarity". Everything starts with step 1 (clarity) as previously outlined. Clarity, Clarity, Clarity).
With clarity you can create purpose. With purpose you are less likely to attract the “wrong” passionate people which is just as important as attracting the “right” passionate people. By really working the clarity questions from Step 1 with your team you are putting in the first, most important, least expensive, and most effective layer of HR screening possible. In doing this you will automatically implement the most important aspect of the formula: Attract people to a purpose not a cause.
Tuesday, May 26, 2009
The People
I want to welcome the new followers of the Sustainable Startup blog. Tracey De Leeuw, Marty Park and Jaison Thomas. I hope you are able to gain from this blog in terms of managing your own Startup investments and that by participating in this blog you experience all this startup has to offer without the risk.
The last few years there has been a deeper focus in the business world around having a living business plan. A plan that is used for more than just raising capital or communicating to shareholders. This is a great concept but I have seen little that actually explains how this is done or what real expectations a company should have around it. PlanHQ is a great online tool to help us accomplish a living business plan. What we are doing here is applying a methodology and subsequent process to accomplish a "living business plan". The process that I use with my clients and ventures has has five Steps. I have outlined them in earlier posts but here they are for review:
1.) Clarity - Accomplishing what we want as opposed to what we think we want, (Huh??)
2.) People - We must be able to identify who we need and not what we need.
3.) Working Plan - Measurable.
4.) Cash - Fuel to establish and grow.
5.) Balance - PLWYMPYF (Personally Live Within Your Means, Pay Yourself First).
We have now worked through Step 1. You will notice that I did not say we have completed it. As this is a process it is something that we will always be improving and never really "completing". Note: Step 1 is the key to the quality and success of the other steps as EVERYTHING in this process is built on Clarity.
In the next Blog post, (late this week/early next week) we will start Step 2. The People.
I hope you enjoy the content and experience of Sustainable Startup. Please feel free to comment and invite others.
Have a great week!
The last few years there has been a deeper focus in the business world around having a living business plan. A plan that is used for more than just raising capital or communicating to shareholders. This is a great concept but I have seen little that actually explains how this is done or what real expectations a company should have around it. PlanHQ is a great online tool to help us accomplish a living business plan. What we are doing here is applying a methodology and subsequent process to accomplish a "living business plan". The process that I use with my clients and ventures has has five Steps. I have outlined them in earlier posts but here they are for review:
1.) Clarity - Accomplishing what we want as opposed to what we think we want, (Huh??)
2.) People - We must be able to identify who we need and not what we need.
3.) Working Plan - Measurable.
4.) Cash - Fuel to establish and grow.
5.) Balance - PLWYMPYF (Personally Live Within Your Means, Pay Yourself First).
We have now worked through Step 1. You will notice that I did not say we have completed it. As this is a process it is something that we will always be improving and never really "completing". Note: Step 1 is the key to the quality and success of the other steps as EVERYTHING in this process is built on Clarity.
In the next Blog post, (late this week/early next week) we will start Step 2. The People.
I hope you enjoy the content and experience of Sustainable Startup. Please feel free to comment and invite others.
Have a great week!
Tuesday, May 19, 2009
Through the use of it's Reality Blog Sustainable Startup followers can experience a startup without the risk.
Above is the Sustainable Startup Elevator Pitch. The elevator Pitch formula that I use is something I modified from an HR method that is designed to determine what you do in an organization and who you should be spending time with or resources on. The method is called the Verbalized Summary Objective. A great white board video, (3:30 minutes) of how this technique works is done by Edward Muzio, CEO of Group Harmonics, a management consulting firm. Follow this link, https://www.iterasi.net/Viewer.aspx?RootAssetID=2501555 and click on the video that is titled "Saying No Without Saying No". Watching this video will give you a basis on how the technique works as it relates to HR but will also give you insight as it relates to an elevator pitch. Also, the Group Harmonics site is a great resource for all kinds of management techniques.
(h) x (w) = (r). (h)What strategically different or exceptionally strong resource you use to deliver your product or service, (w) Whom your consumer or user of the resource is, and (r) is for what Result.
By having answered the clarity questions the formula becomes plug and play, however it still takes discipline. What is the resources you use to deliver your product or service. The answer to this question is the same answer as to question four of the Clarity questions, "How does our approach differ from that of our competition?" In the case of Sustainable Startup blog it is that we are a reality blog building a startup (The Sustinable Startup blog) in real time via PlanHQ. Whom in the Case of Sustainable Startup are the followers of the Blog and the Result is the experience the followers get from the reality blog.
The net result of this elevator pitch is: The Sustainable Startup blog...uses it's (h)Reality blog to give the (w)followers the experience of a (r)startup without the risk.
It takes some work to widdle down what you want to get across only to what is most important.
In using the formula keep the following in mind:
1.) Avoid cognitive dissonance, introduce only one concept and benefit in your elevator pitch.
2.) Let your audience think through the model and "get it". You will know this will happening if they ask you questions that are singular and you find them easy to answer. Remember, keep your follow up answers in the same format - singular and 12secs.
(h) x (w) = (r). (h)What strategically different or exceptionally strong resource you use to deliver your product or service, (w) Whom your consumer or user of the resource is, and (r) is for what Result.
By having answered the clarity questions the formula becomes plug and play, however it still takes discipline. What is the resources you use to deliver your product or service. The answer to this question is the same answer as to question four of the Clarity questions, "How does our approach differ from that of our competition?" In the case of Sustainable Startup blog it is that we are a reality blog building a startup (The Sustinable Startup blog) in real time via PlanHQ. Whom in the Case of Sustainable Startup are the followers of the Blog and the Result is the experience the followers get from the reality blog.
The net result of this elevator pitch is: The Sustainable Startup blog...uses it's (h)Reality blog to give the (w)followers the experience of a (r)startup without the risk.
It takes some work to widdle down what you want to get across only to what is most important.
In using the formula keep the following in mind:
1.) Avoid cognitive dissonance, introduce only one concept and benefit in your elevator pitch.
2.) Let your audience think through the model and "get it". You will know this will happening if they ask you questions that are singular and you find them easy to answer. Remember, keep your follow up answers in the same format - singular and 12secs.
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