Businesses take time to build

After over a decade working in startups, Andrew Yang has learned many important lessons about what it takes to build a business. But according to him, what entrepreneurs really need to found a successful organization is patience and willingness to dedicate time to the idea.

In his recent article in the Huffington Post, Andrew discusses how in business, there’s no such thing as an ‘overnight success’, and how hands-on experience is the only way to understand what to expect when building a company. For more from Andrew Yang, you can check out his other Huffington Post articles here.


By Andrew Yang, CEO and Founder of Venture for America

One of my mentors once said to me, “It takes at least four or five years to see if a company is going to work. Generally more. If you’re really fast, maybe you can get a sense of where things are going by the end of Year Three.”

This surprised me at the time. But I’ve come to realize that he was right.

There have been many recent accounts of companies becoming immediate successes, particularly in the Internet space. But for most businesses, ‘overnight success’ is an outlier. Generally, a company makes progress incrementally, and the overnight success was years in the making.

Even for the rare product or software app that does become a rapid hit, it often took the programmers or product developers or designers time to build up the necessary expertise. In many cases, they might have worked on some earlier product that no one ever heard of, learned from it, and came back to build something great. Rovio was around for six years and underwent layoffs before the ‘instant’ success of Angry Birds, for example.*

Think about what goes into a company. First, the founders are on the drawing board developing the concept, testing ideas and preparing the offering. Sometimes this takes months in itself. They have to spend a considerable amount of time gathering resources (people, capital, know-how, sourcing, vendors, infrastructure). Then, the company has to land its first customers who kick the tires and make suggestions.

Sometimes these initial customers aren’t paying. The feedback the founders get at each stage can take months to incorporate. A company can set off in one direction, figures out that it’s not the right way to go, and then go in an entirely new direction. Over time, the product or service improves, and the company gets better at executing and delivering.

Eventually, the initial customers are happy enough that they tell their friends, and word of mouth slowly spreads.** Vendors begin assuming you’re going to pay them. The company may even start generating enough revenue so that it can invest in sales and business development, perhaps migrating to multiple locations or new distribution channels.

All of the above typically describes a painstaking, multi-year process. Most businesses require a complex network of relationships to function (e.g., staff, investors, suppliers, vendors, partners, customers), and these relationships take time to build. In many instances, you have to be around for a few years to receive consistent recognition. And it often takes time for staff, and founders, to become effective in their roles.

Experienced entrepreneurs have a number of advantages where pace is concerned. First, they know roughly how long it will take to get something done if they’ve done it before. Second, they can move faster because many of the necessary relationships are already in place (e.g., they can call people they’ve worked with, use the same lawyer/accountant/P.R. firm, draw on earlier investors, reach out to past customers, etc.). Third, they can proceed more decisively because of greater confidence in their judgment, both internally and externally.

Still, if you’re building a new business, you should expect it to take time, as in several years at least. If you’re not prepared to fully invest yourself in the business for 3 -5 years, you might not want to start down the road, particularly if you’re planning on having other people rely upon you. Prepare yourself for the long haul, and maybe you’ll surprise yourself if it develops faster than you think.

* There’s a story about a woman asking Picasso for a drawing. He drew a quick sketch on a napkin, and said to her, “That will be $5,000.” She exclaimed, “But that only took you one minute!” Picasso replied, “No. It has taken me my whole life to draw that sketch.” The one-minute sketch is generally years in the making.

** Despite the advent of social media, most things gain traction and spread at a deliberate pace. Even if someone likes your service, it’s generally not going to be a priority for him or her to go around telling his/her friends about it or liking your service on Facebook. Think about your own behavior – When’s the last time you went around telling everyone you know about something you liked, even if you genuinely enjoyed it? People should do this more often. Spread the word about something you like today!

Message to All VFA Applicants

Thank you for considering applying to become a Venture for America Fellow. Your interest says a fair amount about you as a person – enterprising, motivated, and looking to have an impact.

My belief in you and the potential of our country’s best and brightest is why I founded Venture for America. I know that what makes the biggest difference on the ground is having the right combination of people. A core group of smart, energized individuals has been behind every success story, in business and every other realm.

I want to acknowledge a painful truth – the number of applicants to Venture for America will far exceed the number of Fellowships. At present, we will be able to offer approximately 80 Fellowships in this second year. The precise number is indeterminate because we are continuing to identify new companies that want to hire a Venture Fellow, and the circumstances of companies change in both directions (i.e. a company that is committed in August may not have the resources the following March, while another company may successfully raise money and be newly interested).

Our expectation is that hundreds of individuals will apply for the Venture for America Fellowship in 2012 – 2013, resulting in a very low Offer Rate.  An Offer Rate this low means that we are by definition going to miss out on many exceptional candidates.

In recognition of this, if you are a Finalist for the Venture for America Fellowship and find it appealing, we will share your information with start-up companies around the country that have opportunities for recent graduates. There are many growing businesses that will want to talk to you. In this way, we hope to connect a larger number of applicants with early stage companies that could use a talented, energetic hire.

As for the awarded Fellowships, in a standard admissions process, you look for candidates who have certain qualities to the extent you can discern, and you select the individuals who perform above a certain level.

Here, the number is so small and the needs are so distinct that we’re almost looking for specific individuals. That means that applicants can do everything right and possess a phenomenal set of attributes and still not be selected.

First, we will consider three threshold questions:

1. Does this applicant satisfy a particular company’s requirements? Each Fellow will be working for a real company that has specific needs. Audiosocket in New Orleans has a strong culture where everyone is either a musician or a huge music buff. NABsys in Providence is a thriving biotech company that would like someone with a life sciences degree. These are real companies with real needs to fulfill. As we review candidates, we will have the companies’ needs in mind. Yes, if you’re an engineer or programmer you will likely have a better chance at getting a closer look, though we expect over half the positions to be non-technical in nature.

2. Does this person satisfy our program’s requirements? We are looking for individuals with high records of achievement in academic, athletic, extracurricular, personal, or business contexts. Basically, we believe that the virtues of talent, work ethic, attitude and character are transferable to the early-stage business setting, and are seeking individuals who have demonstrated the ability to be successful in whatever they’ve done to date. Venture for America is also seeking to build a diverse group of Fellows in terms of geography, major, gender, ethnicity, socioeconomic background and other considerations.

3. Would this candidate represent Venture for America’s values and mission and serve as a role model and example to others? Our mission as an organization is to rebuild American cities through entrepreneurship, enable our best and brightest to create new opportunities for themselves and others, and restore our culture of achievement to include value creation, risk and reward, and the common good. Any start-up entrepreneur will tell you that an organization’s culture is crucial to its success – we feel the same way.

Only if the answer appears to be a clear ‘Yes’ to all of the above will a candidate be considered past the initial submission. We expect that the vast majority of candidates will not make it past the first stage. The subsequent rounds will consist of phone and video interviews and work product samples that will eliminate a majority of the remaining candidates. The final stage will consist of an in-person Venture Fellow Selection Day in New York with Board members and established entrepreneurs; if you make it to Selection Day there’s still a substantial chance you will not receive an Offer.

If the above sounds forbidding or discouraging, we want to be forthright in what we’re looking for. We will be working hard to find the right candidates who will be able to make a real difference in the success and development of an early stage company and contribute to the economic and cultural revitalization of our country.

Best of luck in applying, and looking forward to meeting some of you in the coming months.

Andrew Yang

President and Founder

Venture for America

Andrew Meets President Obama

Last month, Andrew Yang was one of twelve past White House Champions of Change who were invited to meet President Obama in Washington, D.C., and the White House recently sent us pictures from the big day! Read more about Andrew’s visit and the other Champions of Change in The White House Blog.

President Obama addressing the Champions of Change.

Andrew explains to President Obama how Venture for America works.

Andrew and the other Champions of Change. Congratulations to you all!

Andrew’s Visit to the White House

Yesterday, VFA Founder Andrew Yang visited the White House to meet President Barack Obama as one of twelve “Champions of Change” alumni who were invited to celebrate the one year anniversary of the program and share the work they are doing around the country. Photos to come!

On the way home, Andrew reflected on his experience meeting President Obama and wrote the following message:

“I’m on a train home and wanted to share my visit to the White House.

I was invited to meet the President as a past Champion of Change who had made progress since the award last year. So to everyone who’s supported Venture for America this past year, “Thank You for making this visit possible!”

It was a pretty amazing experience. I was seated next to President Obama (!!!) for 45 minutes. I told him about Venture for America – our goals and mission, what we do, the cities we’re launching in this year, and our plans for expansion. He asked a number of questions (“How did people find out about the program on campus” and “Do the participants get any support or program throughout the 2 years”) At the end, he suggested that I connect with Startup America; I told him that I have a call with Steve Case next week. I’m confident that the President now knows about Venture for America and likes it.

Afterwards, I was interviewed for a video for the White House public engagement team.

Overall, it went phenomenally well. It’s quite a trip having the President sit within inches of you. A senior White House official invited us to bring our first class of Fellows to the White House at some point – we’ll have to see about that.

Because you’ve seen the President so many times, he seems very familiar. And the impression he gives is exactly like the one you get on TV. He was very warm and friendly toward the group, and made a number of jokes to loosen everyone up. You got the sense that he was working to make those around him more at ease.

I shook his hand twice: when he first arrived and at the close of the event. He’s got a big, firm handshake. I remember thinking that his large hands must help his basketball game.

It was one of the most memorable days of my life. I know that any recognition Venture for America receives is due to the hard work and support of Eileen Lee, Mike Tarullo, Bernie Sucher, Charlie Kroll, Darren MacDonald, Cameron Breitner, Sy Jacobs, and so many other people who have gone above and beyond to make our organization a reality. And most of all it’s a testament to our first class of Fellows, without whom Venture for America would remain just an idea. Thank you all for making today happen. Here’s to even brighter days to come (though this one will be tough to beat)!”

-Andrew

White House “Champion of Change” Alum Andrew Yang Meets with President Obama

THE WHITE HOUSE

Office of Communications

FOR IMMEDIATE RELEASE

April 25, 2012

White House “Champion of Change” Alum Andrew Yang Meets with President Obama

WASHINGTON, DC – Tomorrow, Thursday, April 26th, Andrew Yang will be one of twelve White House Champions of Change Alumni who will meet with President Obama in celebration of the program’s one year anniversary. The Champions of Change program was created as a part of President Obama’s Winning the Future initiative. Each week, a different sector has been highlighted and groups of Champions, ranging from educators to entrepreneurs to community leaders, have been recognized for the work they are doing to serve and strengthen their communities.

Since the program began, the White House has hosted over forty Champions of Change events honoring over 500 individuals from all 50 states for their work in their community. This event highlights the great accomplishments the alumni have achieved since initially being honored as White House Champions of Change.

“We created the Champions of Change program to honor ordinary Americans who are doing extraordinary things,” said President Obama. “By making their communities better places to live, our Champions are helping to ensure that our country’s best days lie ahead.”

To learn more about the White House Champions of Change program, visit www.whitehouse.gov/champions.

Andrew Yang, a Youth Entrepreneurs Champion, is the Founder and President of Venture for America, a non-profit fellowship program that sends top college graduates to start-ups and early stage companies in Detroit, New Orleans, Providence, and other economically challenged U.S. cities in order to generate job growth. Previously, Andrew spent over 10 years as co-founder and executive of several start-up companies, most recently as the CEO of a test prep company that was acquired by Kaplan/the Washington Post. Andrew graduated from Columbia Law School and has a B.A. in Economics from Brown University.

Invite from the White House

Monday night I received the following message from the White House:

INVITATION: Meeting with the President (4/26/2012)

Dear Andrew Yang,

April 2012 marks the one-year anniversary of the White House Champions of Change Program. To celebrate this anniversary, we are inviting a small group of our past Champions to participate in a small meeting with the President on April 26, 2012.

As one of our great Champions, we wanted to invite you back to the White House to personally tell the President about the incredible work you are doing in your community.

Although we do not have a time confirmed, this meeting will take place on April 26, 2012 at the White House in Washington, DC. Please respond to this email indicating whether or not you will be able to accept this invitation. If you are able to attend, please complete the attached security form and send it to [xxxxxxxx]@who.eop.gov by Tuesday, April 17 at 6:00 PM EST.

Thank you,

Kyle Lierman

I had been selected as a White House Champion of Change last August, and enjoyed the chance to meet up with Josh Linkner and Jen Medbery during the event. But I certainly didn’t figure on a return visit.

Upon processing what this invite meant, I responded “Yes” and then shared it with my teammates, Board members, entrepreneurs, Fellows, supporters, and others who have brought Venture for America to this point. From the beginning the world has been conspiring to help VFA succeed, and the conspiracy has taken the form of many different people. VFA would be nowhere without Eileen Lee, Mike Tarullo, Bernie Sucher, Charlie Kroll, Darren MacDonald, Brielle Beaudette, Sy Jacobs, the folks at Manhattan Prep, and so many others who have gone above and beyond to see Venture for America put in position to achieve its goals. Perhaps most importantly, our 40+ Fellows are demonstrating what our best and brightest are capable of taking on if given the proper opportunity.

I wish that everyone who’s been part of VFA’s success could come next week, but the group would be bigger than even the White House could accommodate. I’ll do my best to bring part of the experience back with me (and write it up). And hopefully we’ll all get to celebrate together for real when Tony Hsieh comes to town for our big Summer Celebration in June.

3 ways to get things done in business

One of my mentors taught me that there are 3 means to getting things done in business – people, processes, and technology.

At the time, I was VP at a health care start-up. We had come up with a new online service for hospitals that helped them manage paper-based information prior to surgery. Each hospital felt that its processes were unique and required weeks of individualized mapping and planning. My job was to make sure each client engagement worked out and grow the business, so I was generally eager to please.

I occasionally butted heads with my CEO, who would say “We’re not building a consultancy, we’re building a product business.” Over time, I realized what he was saying, and it applies to a very wide range of start-ups.

Many businesses start by having several really talented people working on something. If they’re very capable, they can build a business based on ingenuity and provide a service that someone would pay for. In our case, we had some smart types around who could drop into a hospital and improve the workflow by figuring out the bottlenecks (in conjunction with our online offering).

Eventually, if you’re smart you figure out what the consistent issues are and recognize patterns. You become able to process things in a replicable way. At this stage, it’s possible that some of the work can be done by someone who’s not quite as experienced or talented or creative, because you’ve figured out what needs to be done. In our case, we realized that one of the steps was behavior management and education of physician offices. We hired people who would go to physician offices and interact with the secretaries who were sending documents to the hospital. Generally speaking, the more process-driven a job is, the less vital the nature of the person you’re hiring for it.

If a task has been processed very carefully, it’s sometimes possible to automate it. You can have technology perform a task instead of a worker. For example, we could have an automated system notifying physician offices that they hadn’t submitted insurance information to the hospital instead of having someone call them. When you get to this point, then you’re at the product level and the business becomes predictable and scaleable. This is what we were going for, because then our offering could be more quickly rolled out to a larger number of hospitals.

This is the progression that many start-ups tackle. They begin with very talented people who are trying to solve a problem. There are often many twists and turns. Eventually, they figure out a solution to the point where they hire people for more defined roles. Last, they automate as much as they can to reach the product stage, if that’s feasible (it’s often not feasible for ‘service’ businesses or consultancies; these businesses thus retain an emphasis on hiring people that can continue to maintain the quality of the offering).

This is true in non-tech businesses too. With Five Guys Burgers, the founders spent 15 years tweaking their original handful of restaurants in Virginia, finding the right bun bakery, how many times to shake French fries before serving, how best to assemble a burger, where to source potatoes, etc. After they had figured out the processes, they eventually decided to franchise, roll it out, and bring it across the country. Here, the ‘product’ is the consistent Five Guys experience you get if you walk into a location and order a burger.

This is not to say that the progression from people to processes to technology is always preferred or necessary for growth. Many businesses have distinguished themselves by retaining their focus on people. For example, Zappos has eschewed developing processes for its call center staff, instead allowing them to exercise autonomy as to how best to resolve an issue. They can even spend hours on one call if they feel it’s warranted. This makes the staff happier and makes Zappos’ customer service one of its key competitive advantages. On the flip side, we’ve all had experiences with companies that seem so process or automation driven (e.g., call-answering software designed to keep you from talking to a human) that they’re not positive orgs to interact with or work for. But it’s difficult to resist movement toward processes and automation as operations grow, and in many cases they’re vital to achieving scale.

Knowing what I know now, I understand why my CEO was always driving us the way he was. You try to find the most talented people you can early in an organization’s development. Over time, the organization grows and you can process out more and more things as you hire. Eventually, technology can make certain aspects of the organization’s functioning easier, and the people move on to figure out different tasks and opportunities to process or automate.

Having a sense of the progression from people to processes to technology can help people find roles where they’re likely to be happiest too. If you’re a talented, motivated person who wants to build something and dislikes processes, you’d probably prefer to start or work at an early-stage organization that is still figuring things out.

What The Right People Can Do

New blog post from Venture for America Founder and President, Andrew Yang:

One of the central premises of Venture for America is that having the right people on board early in a company’s development is crucial to a business growing and achieving its potential. The more experienced an entrepreneur is, the more he or she tends to value early hires.

There are a few reasons why. First, in most organizations top employees are not just incrementally more productive than average workers. They’re MUCH more productive. Mark Zuckerberg was quoted as saying the top programmer is 100 times more productive than an average programmer. While that’s a bit dramatic, it’s true that having a handful of top-notch people on board early makes any company much more likely to establish itself and succeed. Devising a new and innovative product or offering and delivering on it are a lot more doable if you have a few of the right people around.

Second, in a start-up people’s roles often morph and grow over time. Ideally you’re hiring someone not to do a job, but to do or even invent a bigger job when the company expands. At my last company we hired a brilliant guy straight out of college to the Marketing Department. Over time, he realized that we needed to bulk up our online presence. He wound up teaching himself to code, revamped much of our site, and over the next couple of years became the Manager of a brand new Online Marketing department that was built around him. He’s now getting his Master’s Degree in Computer Science. Not coincidentally, the company’s revenue grew about 150% during this period. You’re not always sure what your needs are going to be as the company grows; the right people will help you figure them out and fill whatever needs that do arise.

Third, if you have strong early hires, it’s highly attractive to other talented and hard-working people. There’s an aphorism that A people hire B’s, B people hire C’s, and C people hire losers. The challenge is to hire A’s from the outset and keep the quality high for as long as you possibly can. It’s a million times easier to build a winning team if the first few players are talent magnets. On the flipside, it’s brutal trying to pull together the right people if you have someone around early on that doesn’t generate a high degree of confidence/enthusiasm/respect. Cultures get built from the beginning, and whoever joins a company takes cues from whoever’s already there.

When building a team, a common saying in start-up world is, “Slow to Hire, Fast to Fire.” Good organizations work very hard at recruiting and retaining the right people. To paraphrase Margaret Mead, don’t doubt what a small group of smart, committed people can accomplish – because that’s the way everything starts.

Starting a Business on the Side

I’ve met dozens of people over the years who were working on something ‘on the side.’ As in, they had a full-time job or were full-time students but were thinking about starting a company.*

In the vast majority of cases, the company never comes to pass. There are a few reasons for this. First is that getting a business off the ground is not quick or easy. In many cases, the individual in question has a demanding full-time job that goes well past 9 to 5 (e.g. a lawyer/banker/consultant). They’re often forced to simply recharge during their scarce downtime, leaving little time or energy left over for starting the next big thing.

Second, there’s a structural limit to how much you can get done for a new business while holding down a full-time job or keeping your grades up. Here’s a list of things you can reasonably do on the side as you’re working full-time:

  • 1. Research your idea (e.g. figure out the market, talk to prospective customers about what they would like, see who your competitors are, etc.)
  • 2. Legal incorporation and Trademark protection (if necessary, most companies don’t need a Trademark)
  • 3. Claim a URL and build a website or have it built
  • 4. Get a bank account and credit card (generally have to use personal credit)
  • 5. Initiate a Facebook page, a blog, and a twitter account
  • 6. Develop branding (e.g. getting a logo designed, printing business cards)
  • 7. Talk it up to your network, try to find interested parties as co-founders, staff, investors, advisors
  • 8. Build financial projections and draft a business plan if necessary
  • 9. Personal financial planning (e.g. cut back on expenses, budget for start-up costs, etc.)
  • 10. Mock-up a prototype and presentation for potential investors or customers

If all of this sounds like a lot already, you’re right; getting the above done while holding down a job or carrying a full courseload requires a significant investment of time. Most people really don’t want to spend their spare time and money on running down vendors, building projections, etc. If you do dedicate yourself to getting these things done, it’s a good sign that you’re serious (or you really don’t like your job/classes).

Even with all of the above done, much of the heavy lifting generally requires that you quit your job and devote yourself full-time to the business. The big lifts include:

  • 1. Raising money. Investors typically don’t want to invest in an idea as much as they want to invest in a team. As in, a team that is currently working. If the company founder isn’t willing to bet his or her full-time on the business, then it’s difficult for an investor to believe that the team is going to be successful.
  • 2. Developing the product. For the most part, product development is a full-time endeavor. Even if you’re hiring someone to build the product, managing them to specifications is a task in itself. Sometimes you’ll need to travel to find the right partners, suppliers, etc.
  • 3. Building a team. You can hire vendors without being at it full-time, but it’s hard to get high-quality people to join you when you’re still holding down the day job. It’s tough for a team to come together if the founder is absent most of the time.
  • 4. Getting customers. Customers want commitment too. They want to know that you’ll be there for them. They can smell it if you’re moonlighting, and it’s not something that inspires buy-in.

What I’ve seen in the vast majority of cases is that the individual in question entertains the idea for a business on the side as a way to make the days pass but, perhaps wisely, never takes the step of committing to it fully. The business remains more or less on the drawing board.

This isn’t necessarily a bad thing. Starting a business is not for everyone, and most people would be better served by staying in their current job or getting a new one. The failure rate for new businesses is very high. And people do learn a few lessons from exploring their idea (mainly that starting a business is hard).

If you quit your job or school and put your heart and soul full-time into starting a company, it may succeed or it may not.** But if you never fully commit, the business is almost certain to fall short of its goals (or not exist). Starting a company is a lot like trying to lead a charge to take a hill. If you run up the hill with everything you’ve got, it’s the best chance you’ve got to get others to follow you and reach the top.

If you find yourself working on a business on the side, occasionally ask yourself how serious you are. Are you willing to give it 100% if certain things fall into place? Would you really quit your job and go for it? Knowing how much risk you would or wouldn’t tolerate can help guide your actions moving forward.

*We’re not talking about a side business you can do in addition to your job (e.g.. tutoring, selling things on eBay, etc.) Side businesses are a great way to learn, try things out, and make a bit of money without much risk. And sometimes they lead to great opportunities.

**When a young person asks me about trying to start a company, I generally try to be encouraging. I figure that even if the company doesn’t work out, he or she will learn a ton from the process and be better equipped for the next time. Entrepreneurship is like a lot of other things where you get better at it with experience. It’s a rare founder who hits it out of the park the first time. It’s not a terrible idea to get a stumble out of the way early (while of course trying your best to remain upright).