1: Helio brings transparency to private markets- initially consumer. Helio captures long tail of innovation, identifying products before they're on the shelves of Whole Foods or Target or Sephora- so we don't have selection bias in only knowing about brands that have "made it."
Step 2 is proactively identifying underrepresented founders. An example: we track attributes. We're able to find all the brands in a given category that self-identify with certain attributes- which could include minority-owned.
So we can use Helio to objectively identify and evaluate companies with that attribute. It isn't perfect, but it's a start.
Also- I agree with you that data can be self-fulfilling and we are working to understand biases in our data.
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1/ Like ~X00m other people, I’m playing around ChatGPT a lot lately and just blown away. I gave it some ideas for the future of plugins and ChatGPT6 and asked it to write a tweetstorm. The quality of the ideas wasn’t my interest, it was more the process of writing with ChatGPT4
2/ I found it to be helpful in starting a conversation. Just to start writing.
To get a first, working draft, I had to give less direction than I would a human. You can see my first prompt here:
1/ In my year off between @CircleUp and joining @DuneAnalytics , I talked to ~100 founders. Exploring joining the company, co-founding something, advising, investing, and sitting on boards.
I was surprised by how many didn’t have a mission articulated. Particularly in crypto.
2/ First some definitions:
-Mission is a company’s “why”.
-Vision– Vision describes what the future will look like if we achieve it. Sometimes a vision statement is implied by the mission and thus redundant.
-Strategy– how we get there.
-Values– who we are along the way.
3/ Without a crisp and consistent understanding of “why” a company will be lost. I’ve only ever seen that articulated and embraced effectively by writing it out and referring to it often.
1/ Leveling (defining roles, responsibilities needed in each position) is key for attracting and retaining talent.
Yet it brings up some strong thoughts and emotions including fear, frustration, anger. What leveling is, how/when to implement and even real life examples. 🧵🌩️
2/ WHAT is leveling: Define the role, responsibilities, skills needed and what excellence looks like for each title in the organization today and often that is likely to exist in the next 12-18 months.
3/ I like to tie a leveling grid with compensation benchmarking surveys (review at least 1x per yr to ensure you’re paying market comp). The description of each level should also be tied to employee reviews and job descriptions for new hires.
1/ Strategy. What it is, why, and how to lay out your strategic plan. It’s taking the plans you think are in your head and exposing it to your team, the world, to refine and pressure test it. 🧵
2/ WHAT: A strategy provides clarity and a roadmap for how you want to achieve your goals over the next 2-3 years. It is built with the company’s goals in mind (either after or in conjunction with developing projected KPIs and financial model).
3/ Critically it must be consistent with the company’s mission, vision and values.
1/ I believe in the power of thinking in public. I’ve made the pitch to countless others to lay out their thoughts publicly- blog posts, Twitter, Substack, etc. I’m drawn to others that think in public. Specifically, those that write. Here is why I love to write publicly.
2/ Clarify my thinking. Writing slows down my brain. It forces me to lay out logical arguments and helps me to identify when there are holes in my arguments. Writing improves my thinking and decision-making.
3/ Sometimes I’m experimenting with new ideas. These ideas might get pushback. They might get others sending me related ideas. But the process of writing and the feedback makes these ideas better.