Description
the personal characteristics required to be a successful entrepreneur? Before making the personal sacrifices required to start and build a major enterprise, would-be entrepreneurs should engage in serious soulsearching to be sure they have what it takes to thrive in the toughest jungle of the business world.
1
Article 26
Characteristics of a
Successful Entrepreneurial
Management Team
Alexander L. M. Dingee, Brian Haslett and Leonard E. Smollen
What are the personal characteristics required to be a
successful entrepreneur? Before making the personal sac-
rifices required to start and build a major enterprise,
would-be entrepreneurs should engage in serious soul-
searching to be sure they have what it takes to thrive in
the toughest jungle of the business world.
To assist in this introspection, the following guidelines
have been prepared by principals of Venture Founders
Corporation (VFC). Founded in 1970 to design and apply
new approaches to venture development and financing,
VFC serves investor clients both in the United States and
in the United Kingdom. These clients have committed
capital to funds that finance new and young ventures that
are found, evaluated and assisted by VFC.
Venture capitalists say they prefer a grade A entrepre-
neur with a grade B business idea to a grade B entrepre-
neur with a grade A idea. And it is generally a strong
management team, not a lone entrepreneur that they back.
With that in mind, there are some initial questions that
would-be entrepreneurs must consider: Do I have ade-
quate commitment, motivation and skills to start and build
a major business—to be a successful entrepreneur? Does
my management team have the necessary skills to enable
us to succeed in building a particular venture? And fi-
nally, do I have a viable idea?
If these questions can be answered affirmatively, then
it may be wise to consider developing a business plan and
beginning a search for venture capital. This, however, is
only the first step of the entrepreneurial self-examination
process.
Am I an Entrepreneur?
A good way to answer this question is by objectively com-
paring yourself to a successful entrepreneur. Begin by
studying the following characteristics that successful en-
trepreneurs, venture capitalists and behavioral scientists
say are important for success.
Drive and energy level: A successful entrepreneur must
have the ability to work long hours for sustained periods
with less than the normal amount of sleep.
Self-confidence: A belief in yourself and your ability to
achieve your goals and a sense that events in your life are
self-determined is essential.
Setting challenging but realistic goals: The ability to set
clear goals and objectives that are challenging, yet realis-
tic and attainable.
Long-term involvement: A commitment to projects that
will reach completion in five to seven years and to work
towards distant goals. This means total dedication to the
business and to attaining these goals.
Using money as a performance measure: Money, in the
form of salary, profits, or capital gains, should be viewed
more as a measure of how the company is doing rather
than as an end in itself.
Persistent problem solving: You must have an intense and
determined desire to solve problems toward the comple-
tion of tasks.
Taking moderate risks: Entrepreneurial success is gener-
ally the result of calculated risk-taking that provides a
reasonable and challenging chance of success.
Learning from failure: Understanding your role in a fail-
ure can be instrumental in avoiding similar problems in
the future. A failure may be disappointing, but should not
be discouraging.
Using criticism: You need to be able to seek and use crit-
icism of the style and substance of your performance.
Article 26. Characteristics of a Successful Entrepreneurial Management Team
2
Taking initiative and seeking personal responsibility: You
need to seize opportunities and put yourself in situations
where you are personally responsible for success or fail-
ure. You should be able to take the initiative to solve
problems or fill leadership vacuums. You should enjoy
being involved in situations where your impact on a
problem can be measured.
Making good use of resources: Can you identify and use
expertise and assistance that is relevant to the accom-
plishment of your goals? You should not be so involved
in the achievement of your goals and in independent ac-
complishment that you will not let anyone help you.
Competing against self-imposed standards: Do you tend to
establish your own standard of performance, which is
high yet realistic, and then compete with yourself?
No one individual possesses all these attributes. Weak-
nesses can be compensated for in other members of your
management team. Do remember, though, you are the
most critical risk. Rate yourself on each of these key char-
acteristics “strong,” “average,” or “weak” compared with
others you know and respect. Be as honest and accurate
as you can. If you think you are average or weak on most
of them, then do yourself, your family, and your would-
be business associates a favor—do not start a business.
If you rate yourself high on most traits, this may be
unrealistic and therefore you should review these rat-
ings with people who know you well. Spouses, teachers,
peers, and professional advisors are all likely to view
you differently, both in terms of your past accomplish-
ments and your potential. Take time with each reviewer
to explain why you rate yourself as you do. Be prepared
to alter your ratings in light of their opinions. If people
you know tell you that you are likely to fail as an entre-
preneur, they may be right. But both of you should be
aware that making such an evaluation realistically is no
quick-and-dirty task.
Once you believe you have an adequate assessment of
yourself, think back on personal experiences that de-
manded entrepreneurial strengths. Reflect on these inci-
dences and see if you acted in a manner consistent with
your rating.
If you are convinced that you have the entrepreneurial
wherewithal to start and build a business, you must now
evaluate your management skills to determine your abil-
ities and those that your management team must have. To
this end, you should systematically audit your manage-
rial experience and accomplishments in marketing and
sales; operations; research, development, and engineer-
ing; finance and accounting; general management and
administration; personnel; and the legal and tax aspects
of business. To rate yourself, we suggest the following
standards.
Strong = Know thoroughly and have proven ability
Average = Have limited knowledge and accomplishments
and will need backup perhaps part-time
Weak = Unfamiliar and need someone’s full-time skills
The different nature of each element makes it unlikely
for individuals to be equally strong in all elements of
these seven functions. For example, a powerful direct
salesperson probably will not show equal strength in
market research and evaluation.
Before giving yourself an overall rating on each of
these functions, we suggest that you break them down to
the principal elements and rate yourself on each element.
Note that the critical elements of any function may vary
with each venture: the marketing and sales function in-
cludes market research and evaluation and marketing
planning as well as sales management and merchandis-
ing, direct selling, service, and distribution. The latter will
not be critical if you market through distributors.
A listing and brief description of representative ele-
ments of all seven functions is presented at the end of this
article.
For a more objective evaluation, you may want to re-
view your management skills with former and current
supervisors, peers and subordinates, who may all see a
different side of you. After thoroughly evaluating your
entrepreneurial traits and your management skills, you
should be able to determine the personal risks you will
run if you try to create a business.
If your dream is to build a multimillion-dollar busi-
ness, it might also be wise to check your evaluation with
one or more of the professionals who are active and re-
spected in the fields of career counseling and entrepre-
neurial behavior. A man with a weak heart may only ask
his wife about taking a gentle stroll up a small grassy hill,
but he would be wise to consult a doctor before trying to
climb a mountain.
1
Does My Team Have the Necessary
Complementary Skills?
Research into successful ventures shows that teams per-
form better than one individual. Knowing this, venture
capitalists always look for a balanced team. So your next
task is to analyze the business you are contemplating and
determine what abilities and skills are critical to its suc-
cess in the first two to three years. Then set about building
a management team that includes people who are strong
where you are weak.
In a new company, you may not want or be able to af-
ford full-time staff to perform all functions. It is, however,
important to choose part-time people carefully, since you
may want some of them to come on board later. Avoid
teaming up with a school friend whom you only know in
casual situations or a colleague in the lab or office whose
skills match your own. Although these collaborations are
ANNUAL EDITIONS
3
tempting, they rarely work out, and venture capitalists
may be put off by a team that is made up of all engineers,
salespeople or relatives.
2
Do I Have a Viable Idea?
Imagine yourself a venture capitalist who has just ana-
lyzed the few hundred business proposals examined last
year. Your analysis shows that you handled the various
proposals in these ways.
1. Sixty percent were rejected after a 20-to-30 minute
scanning.
2. Another quarter were discarded after a lengthier re-
view.
3. About 15% were investigated in depth and two-
thirds of those were dismissed because of serious
flaws in the management team or the business plan
that could not be easily resolved.
4. Of the 5% that were viable investment opportuni-
ties, terms acceptable to the entrepreneur(s) and
other existing stock holders were negotiated in only
3%.
The 15% that were investigated in depth were pre-
sented by strong, well-balanced management teams who
were able to show you relevant accomplishments in mar-
keting, finance and operations and had developed (per-
haps with some prodding by you) a comprehensive
business plan.
As an entrepreneur, think what that venture capital-
ist’s analysis means to you: there is a three-in-one-hun-
dred chance of securing capital from any one source on
terms acceptable to you and the investor and only a 15%
chance of being considered seriously for investment, and
a comprehensive business plan is usually required to
qualify for such consideration.
So if you are really serious about going into business
for yourself, you should start to develop a comprehensive
business plan. If the plan is done properly and com-
pletely, it will probably take you 150 to 300 hours of in-
tense work. Even when it is done, there is no guarantee
that you will raise enough investment capital.
Is there any way to avoid going to all this effort only to
have your plan rejected after a 20-minute perusal? Try
seeing your business idea through the objective, critical
eyes of a venture capitalist.
Before developing a business plan, it is important to
answer the questions that venture capitalists may have on
their minds when they review a plan to determine if it is
worth studying and calling a meeting to discuss. The first
question: What exactly will be sold to whom? Other key
market questions are:
• Why will the customer buy your product?
• Who are the ultimate users and what influences
on their purchasing habits are beyond your con-
trol?
• Who is the competition? Are they profitable
now? Why do you think you can successfully
compete with them?
• Is the market large and growing? Does it offer a
multi-million-dollar potential for your com-
pany?
• Are you or will you be in a recognized growth
industry?
You should then answer several questions about the
other major aspects of the business you contemplate,
questions about your team, your financial needs and the
risks you are running. Such questions may include:
• What is the maximum amount of dollars and
length of time that will be needed before your
product is ready for market?
• What is the depth of your team’s knowledge
and extent of their reputations in the types of
markets, technologies and operations in which
you will be active?
• What are your team’s management skills in the
three key areas of marketing, finance and oper-
ations?
• How many unproven marketing, technical and
manufacturing approaches do you contem-
plate?
• What are the strengths, weaknesses and major
risks of your venture?
Careful thought about these areas should enable you
to take a reasonable first look at your own venture ideas
and to evaluate the potential for success as well as the ma-
jor risks. The risks in any entrepreneurial venture are you,
the entrepreneur, your team and any fundamental flaws
in your venture idea. You should then be able to put to-
gether a business plan and avoid many of the early errors
(for example, team inadequacies; underpricing; weak
cash management) that so often cripple new ventures.
You should also be able to improve your chances of secur-
ing financing and launching a successful venture.
Representative Elements of Seven
Management Functions
1. Marketing and sales
a. Market research and evaluation: Ability to design and
conduct market research studies and to analyze and
interpret study results; familiarity with question-
naire design and sampling techniques.
b. Strategic sales: Experience in developing marketing
strategies and establishing forces and then planning
Article 26. Characteristics of a Successful Entrepreneurial Management Team
4
appropriate sales, advertising and promotional pro-
grams and setting up an effective network distribu-
tor or sales representative organization.
c. Sales management and merchandising: Ability in orga-
nizing, supervising, motivating and providing mer-
chandising support to a direct sales force; analyzing
territory and sales potential; and managing a sales
force to obtain a target share of the market.
d. Direct sales: Experience in identifying, meeting and
developing new customers, demonstrated success in
closing sales.
e. Service: Experience in identifying service needs of
particular products and in determining service and
spare parts requirements, handling customer com-
plaints, and managing a service organization.
f. Distribution management: Ability to organize and
manage the flow of the product from manufacturing
through distribution channels to the ultimate cus-
tomer, including familiarity with shipping costs,
scheduling techniques, carriers, etc.
g. Overall marketing skills: Give yourself a combined rat-
ing reflecting your skill level across all of the above
marketing areas.
2. Operations
a. Manufacturing management: Knowledge of the pro-
duction processes, machines, manpower, and space
requirements to produce the product; experience in
managing production to produce products within
time, cost, and quality constraints.
b. Inventory control: Familiarity with techniques of con-
trolling in-process and finished goods inventories of
materials.
c. Quality control: Ability to set up inspection systems
and standards for effective control of quality in in-
coming, in-process and finished materials.
d. Purchasing: Ability to identify appropriate sources of
supply, the amount of material in inventory, famil-
iarity with economical order quantities and discount
advantage.
e. Overall operations skills: Give yourself a combined rat-
ing reflecting your skill level across all of the above
operations areas.
3. Research, development and engineering
a. Direction and management of applied research: Ability
to distinguish and keep a prudent balance between
long-range projects at the frontiers of your technol-
ogy, which attract the most creative individuals,
and shorter range research in support of current
product development activity.
b. Management of development: Ability to plan and direct
work of development engineers and to use time and
cost budgets so that perfectionists do not ruin you
and yet product performance, appearance, and pro-
duction engineering needs can be met; ability to dis-
tinguish between bread-board, field and pre-
production prototype programs.
c. Management of engineering: Ability to plan and direct
engineers in the final design of a new product for
manufacture and in the engineering and testing of
the production process to manufacture that new
product.
d. Technical know-how: Ability to contribute personally
to research, development, and/or engineering be-
cause of up-to-date in-depth knowledge of the tech-
nologies in which your company is involved.
e. Overall research, development, and engineering skills:
Give yourself a combined rating reflecting your skill
level across the above areas.
4. Financial management
a. Raising capital: Ability to decide how best to acquire
funds for startup and growth; ability to forecast the
need for funds and to prepare budgets; familiarity
with sources and vehicles of short- and long-term fi-
nancing.
b. Money management: Ability to design, install, main-
tain, use financial controls; familiarity with account-
ing and control systems needed to manage; ability to
set up a project cost control system, analyze over-
head/contribution/absorption, prepare profit and
loss and balance sheets, and manage a bookkeeper.
c. Specific skills: Cash flow analysis; break-even analy-
sis; contribution analysis; budgeting and profit-plan-
ning techniques; profit and loss, balance sheet, and
present value analysis of return on investment and
payback.
d. Overall financial skills: Give yourself a combined rat-
ing reflecting your skill level across all of the above fi-
nancial areas.
5. General management and administration
a. Problem solving: Ability to anticipate potential prob-
lems and plan to avoid them; ability to gather facts
about problems, analyze them for real causes, and
plan effective action to solve problems; thorough-
ness in dealing with the details of particular prob-
lems and in follow-through.
b. Communications: Ability to communicate effectively
and clearly, both in speech and in writing, to the me-
dia, the public, customers, peers, and subordinates.
c. Planning: Ability to set realistic and attainable goals,
identify obstacles to achieving the goals and develop
detailed action plans to achieve those goals; ability to
schedule own time very systematically.
d. Decision making: Ability to make decisions on your
best analysis of incomplete data.
e. Project management: Skill in organizing project teams,
setting project goals, defining project tasks, and mon-
itoring task completion in the face of problems and
cost/quality constraints.
ANNUAL EDITIONS
5
f. Negotiating: Ability to work effectively in a negotiat-
ing situation; ability to quickly balance value given
and value received.
g. Personnel administration: Ability to set up payroll, hir-
ing, compensation, and training functions.
h. Overall administrative skills: Give yourself a combined
rating reflecting your skill level across all of the above
administrative areas.
6. Personnel management
a. Leadership: Ability to understand the relationships
between tasks, the leader, and the followers; ability
to lead in situations where it is appropriate; willing-
ness to manage actively, supervise, and control ac-
tivities of others through directions, suggestions,
inspiration, and other techniques.
b. Listening: Ability to listen to and understand without
interrupting or mentally preparing your own rebut-
tal at the expense of hearing the message.
c. Helping: Ability to ask for and provide help and to de-
termine situations where assistance is warranted.
d. Criticism: Ability to provide performance and inter-
personal criticism to others that they find useful; abil-
ity to receive feedback from others without
becoming defensive or argumentative.
e. Conflict resolution: Ability to confront differences
openly and to deal with them until resolution is ob-
tained.
f. Teamwork: Ability to work well with others in pursu-
ing common goals.
g. Selecting and developing subordinates: Ability to select
and delegate responsibility to subordinates and to
coach them in the development of their managerial
capabilities.
h. Climate building: Ability to create, by the way you
manage, a climate and spirit conducive to high per-
formance; ability to press for higher performance
while rewarding work well done.
i. Overall interpersonal skills: Give yourself a combined
rating reflecting your skill level across all of the above
personnel management areas.
7. Legal and tax aspects
a. Corporate law: Familiarity with legal issues relating
to stock issues, incorporation, distribution agree-
ments, leases, etc.
b. Contract law: Familiarity with contract procedures
and requirements (government and commercial), in-
cluding default, warranty, and incentive provisions;
fee structures; overhead, general and administrative
expenses allowable, and so forth.
c. Patent law: Experience with preparation and revision
of patent applications; ability to recognize a strong
patent; familiarity with claim requirements.
d. Tax Law: Familiarity with general state and federal
reporting requirements for businesses and with spe-
cial provisions concerning Subchapter S corpora-
tions, tax shelters, fringe benefits, etc.
e. Overall legal and tax skills: Give yourself a combined
rating reflecting your skill level across all of the above
legal and tax areas.
Notes
1. For a discussion and appraisal of such evaluations, see
“Business Leadership Training: A Six-Month Evaluation,”
a paper by Jeffry A. Timmons, D.B.A., and John L. Hayes.
2. For further discussion, see “The Entrepreneurial Team:
Formation and Development” by Jeffry A. Timmons,
D.B.A., a competitive paper presented at the annual Acad-
emy of Management meeting in 1973.
Alexander L. M. Dingee is a cofounder and chairman of Venture Founders
Corporation, Lexington, Massachusetts, which manages venture capital funds
dedicated to creating and investing in seed, startup and first-stage situations.
Previously he had successfully started two companies and now he also contin-
ues to cofound new ventures, Network Inc., a terabit router company, Marl-
boro, Massachusetts, and Cortec Inc., turnkey coinjection systems, Beverly,
Massachusetts, for his own account.
Brian Haslett was a cofounder of Venture Founders Corporation and
played a lead role in establishing its U.K. subsidiary and in helping many
American and British entrepreneurs create and finance their new enterprises.
He subsequently was a contributor to Venture Capital Journal. Mr. Haslett
died in 1985.
Leonard E. Smollen was executive vice president and a cofounder of Ven-
ture Founders Corporation, a private company that manages venture capital
funds. Currently Mr. Smollen provides consulting services to new ventures
and venture capital partnerships.
From Pratt’s Guide to Venture Capital Sources, 1997, pp. 23–28. © 1997 by Securities Data Publishing. Reprinted by permission.
doc_833353352.pdf
the personal characteristics required to be a successful entrepreneur? Before making the personal sacrifices required to start and build a major enterprise, would-be entrepreneurs should engage in serious soulsearching to be sure they have what it takes to thrive in the toughest jungle of the business world.
1
Article 26
Characteristics of a
Successful Entrepreneurial
Management Team
Alexander L. M. Dingee, Brian Haslett and Leonard E. Smollen
What are the personal characteristics required to be a
successful entrepreneur? Before making the personal sac-
rifices required to start and build a major enterprise,
would-be entrepreneurs should engage in serious soul-
searching to be sure they have what it takes to thrive in
the toughest jungle of the business world.
To assist in this introspection, the following guidelines
have been prepared by principals of Venture Founders
Corporation (VFC). Founded in 1970 to design and apply
new approaches to venture development and financing,
VFC serves investor clients both in the United States and
in the United Kingdom. These clients have committed
capital to funds that finance new and young ventures that
are found, evaluated and assisted by VFC.
Venture capitalists say they prefer a grade A entrepre-
neur with a grade B business idea to a grade B entrepre-
neur with a grade A idea. And it is generally a strong
management team, not a lone entrepreneur that they back.
With that in mind, there are some initial questions that
would-be entrepreneurs must consider: Do I have ade-
quate commitment, motivation and skills to start and build
a major business—to be a successful entrepreneur? Does
my management team have the necessary skills to enable
us to succeed in building a particular venture? And fi-
nally, do I have a viable idea?
If these questions can be answered affirmatively, then
it may be wise to consider developing a business plan and
beginning a search for venture capital. This, however, is
only the first step of the entrepreneurial self-examination
process.
Am I an Entrepreneur?
A good way to answer this question is by objectively com-
paring yourself to a successful entrepreneur. Begin by
studying the following characteristics that successful en-
trepreneurs, venture capitalists and behavioral scientists
say are important for success.
Drive and energy level: A successful entrepreneur must
have the ability to work long hours for sustained periods
with less than the normal amount of sleep.
Self-confidence: A belief in yourself and your ability to
achieve your goals and a sense that events in your life are
self-determined is essential.
Setting challenging but realistic goals: The ability to set
clear goals and objectives that are challenging, yet realis-
tic and attainable.
Long-term involvement: A commitment to projects that
will reach completion in five to seven years and to work
towards distant goals. This means total dedication to the
business and to attaining these goals.
Using money as a performance measure: Money, in the
form of salary, profits, or capital gains, should be viewed
more as a measure of how the company is doing rather
than as an end in itself.
Persistent problem solving: You must have an intense and
determined desire to solve problems toward the comple-
tion of tasks.
Taking moderate risks: Entrepreneurial success is gener-
ally the result of calculated risk-taking that provides a
reasonable and challenging chance of success.
Learning from failure: Understanding your role in a fail-
ure can be instrumental in avoiding similar problems in
the future. A failure may be disappointing, but should not
be discouraging.
Using criticism: You need to be able to seek and use crit-
icism of the style and substance of your performance.
Article 26. Characteristics of a Successful Entrepreneurial Management Team
2
Taking initiative and seeking personal responsibility: You
need to seize opportunities and put yourself in situations
where you are personally responsible for success or fail-
ure. You should be able to take the initiative to solve
problems or fill leadership vacuums. You should enjoy
being involved in situations where your impact on a
problem can be measured.
Making good use of resources: Can you identify and use
expertise and assistance that is relevant to the accom-
plishment of your goals? You should not be so involved
in the achievement of your goals and in independent ac-
complishment that you will not let anyone help you.
Competing against self-imposed standards: Do you tend to
establish your own standard of performance, which is
high yet realistic, and then compete with yourself?
No one individual possesses all these attributes. Weak-
nesses can be compensated for in other members of your
management team. Do remember, though, you are the
most critical risk. Rate yourself on each of these key char-
acteristics “strong,” “average,” or “weak” compared with
others you know and respect. Be as honest and accurate
as you can. If you think you are average or weak on most
of them, then do yourself, your family, and your would-
be business associates a favor—do not start a business.
If you rate yourself high on most traits, this may be
unrealistic and therefore you should review these rat-
ings with people who know you well. Spouses, teachers,
peers, and professional advisors are all likely to view
you differently, both in terms of your past accomplish-
ments and your potential. Take time with each reviewer
to explain why you rate yourself as you do. Be prepared
to alter your ratings in light of their opinions. If people
you know tell you that you are likely to fail as an entre-
preneur, they may be right. But both of you should be
aware that making such an evaluation realistically is no
quick-and-dirty task.
Once you believe you have an adequate assessment of
yourself, think back on personal experiences that de-
manded entrepreneurial strengths. Reflect on these inci-
dences and see if you acted in a manner consistent with
your rating.
If you are convinced that you have the entrepreneurial
wherewithal to start and build a business, you must now
evaluate your management skills to determine your abil-
ities and those that your management team must have. To
this end, you should systematically audit your manage-
rial experience and accomplishments in marketing and
sales; operations; research, development, and engineer-
ing; finance and accounting; general management and
administration; personnel; and the legal and tax aspects
of business. To rate yourself, we suggest the following
standards.
Strong = Know thoroughly and have proven ability
Average = Have limited knowledge and accomplishments
and will need backup perhaps part-time
Weak = Unfamiliar and need someone’s full-time skills
The different nature of each element makes it unlikely
for individuals to be equally strong in all elements of
these seven functions. For example, a powerful direct
salesperson probably will not show equal strength in
market research and evaluation.
Before giving yourself an overall rating on each of
these functions, we suggest that you break them down to
the principal elements and rate yourself on each element.
Note that the critical elements of any function may vary
with each venture: the marketing and sales function in-
cludes market research and evaluation and marketing
planning as well as sales management and merchandis-
ing, direct selling, service, and distribution. The latter will
not be critical if you market through distributors.
A listing and brief description of representative ele-
ments of all seven functions is presented at the end of this
article.
For a more objective evaluation, you may want to re-
view your management skills with former and current
supervisors, peers and subordinates, who may all see a
different side of you. After thoroughly evaluating your
entrepreneurial traits and your management skills, you
should be able to determine the personal risks you will
run if you try to create a business.
If your dream is to build a multimillion-dollar busi-
ness, it might also be wise to check your evaluation with
one or more of the professionals who are active and re-
spected in the fields of career counseling and entrepre-
neurial behavior. A man with a weak heart may only ask
his wife about taking a gentle stroll up a small grassy hill,
but he would be wise to consult a doctor before trying to
climb a mountain.
1
Does My Team Have the Necessary
Complementary Skills?
Research into successful ventures shows that teams per-
form better than one individual. Knowing this, venture
capitalists always look for a balanced team. So your next
task is to analyze the business you are contemplating and
determine what abilities and skills are critical to its suc-
cess in the first two to three years. Then set about building
a management team that includes people who are strong
where you are weak.
In a new company, you may not want or be able to af-
ford full-time staff to perform all functions. It is, however,
important to choose part-time people carefully, since you
may want some of them to come on board later. Avoid
teaming up with a school friend whom you only know in
casual situations or a colleague in the lab or office whose
skills match your own. Although these collaborations are
ANNUAL EDITIONS
3
tempting, they rarely work out, and venture capitalists
may be put off by a team that is made up of all engineers,
salespeople or relatives.
2
Do I Have a Viable Idea?
Imagine yourself a venture capitalist who has just ana-
lyzed the few hundred business proposals examined last
year. Your analysis shows that you handled the various
proposals in these ways.
1. Sixty percent were rejected after a 20-to-30 minute
scanning.
2. Another quarter were discarded after a lengthier re-
view.
3. About 15% were investigated in depth and two-
thirds of those were dismissed because of serious
flaws in the management team or the business plan
that could not be easily resolved.
4. Of the 5% that were viable investment opportuni-
ties, terms acceptable to the entrepreneur(s) and
other existing stock holders were negotiated in only
3%.
The 15% that were investigated in depth were pre-
sented by strong, well-balanced management teams who
were able to show you relevant accomplishments in mar-
keting, finance and operations and had developed (per-
haps with some prodding by you) a comprehensive
business plan.
As an entrepreneur, think what that venture capital-
ist’s analysis means to you: there is a three-in-one-hun-
dred chance of securing capital from any one source on
terms acceptable to you and the investor and only a 15%
chance of being considered seriously for investment, and
a comprehensive business plan is usually required to
qualify for such consideration.
So if you are really serious about going into business
for yourself, you should start to develop a comprehensive
business plan. If the plan is done properly and com-
pletely, it will probably take you 150 to 300 hours of in-
tense work. Even when it is done, there is no guarantee
that you will raise enough investment capital.
Is there any way to avoid going to all this effort only to
have your plan rejected after a 20-minute perusal? Try
seeing your business idea through the objective, critical
eyes of a venture capitalist.
Before developing a business plan, it is important to
answer the questions that venture capitalists may have on
their minds when they review a plan to determine if it is
worth studying and calling a meeting to discuss. The first
question: What exactly will be sold to whom? Other key
market questions are:
• Why will the customer buy your product?
• Who are the ultimate users and what influences
on their purchasing habits are beyond your con-
trol?
• Who is the competition? Are they profitable
now? Why do you think you can successfully
compete with them?
• Is the market large and growing? Does it offer a
multi-million-dollar potential for your com-
pany?
• Are you or will you be in a recognized growth
industry?
You should then answer several questions about the
other major aspects of the business you contemplate,
questions about your team, your financial needs and the
risks you are running. Such questions may include:
• What is the maximum amount of dollars and
length of time that will be needed before your
product is ready for market?
• What is the depth of your team’s knowledge
and extent of their reputations in the types of
markets, technologies and operations in which
you will be active?
• What are your team’s management skills in the
three key areas of marketing, finance and oper-
ations?
• How many unproven marketing, technical and
manufacturing approaches do you contem-
plate?
• What are the strengths, weaknesses and major
risks of your venture?
Careful thought about these areas should enable you
to take a reasonable first look at your own venture ideas
and to evaluate the potential for success as well as the ma-
jor risks. The risks in any entrepreneurial venture are you,
the entrepreneur, your team and any fundamental flaws
in your venture idea. You should then be able to put to-
gether a business plan and avoid many of the early errors
(for example, team inadequacies; underpricing; weak
cash management) that so often cripple new ventures.
You should also be able to improve your chances of secur-
ing financing and launching a successful venture.
Representative Elements of Seven
Management Functions
1. Marketing and sales
a. Market research and evaluation: Ability to design and
conduct market research studies and to analyze and
interpret study results; familiarity with question-
naire design and sampling techniques.
b. Strategic sales: Experience in developing marketing
strategies and establishing forces and then planning
Article 26. Characteristics of a Successful Entrepreneurial Management Team
4
appropriate sales, advertising and promotional pro-
grams and setting up an effective network distribu-
tor or sales representative organization.
c. Sales management and merchandising: Ability in orga-
nizing, supervising, motivating and providing mer-
chandising support to a direct sales force; analyzing
territory and sales potential; and managing a sales
force to obtain a target share of the market.
d. Direct sales: Experience in identifying, meeting and
developing new customers, demonstrated success in
closing sales.
e. Service: Experience in identifying service needs of
particular products and in determining service and
spare parts requirements, handling customer com-
plaints, and managing a service organization.
f. Distribution management: Ability to organize and
manage the flow of the product from manufacturing
through distribution channels to the ultimate cus-
tomer, including familiarity with shipping costs,
scheduling techniques, carriers, etc.
g. Overall marketing skills: Give yourself a combined rat-
ing reflecting your skill level across all of the above
marketing areas.
2. Operations
a. Manufacturing management: Knowledge of the pro-
duction processes, machines, manpower, and space
requirements to produce the product; experience in
managing production to produce products within
time, cost, and quality constraints.
b. Inventory control: Familiarity with techniques of con-
trolling in-process and finished goods inventories of
materials.
c. Quality control: Ability to set up inspection systems
and standards for effective control of quality in in-
coming, in-process and finished materials.
d. Purchasing: Ability to identify appropriate sources of
supply, the amount of material in inventory, famil-
iarity with economical order quantities and discount
advantage.
e. Overall operations skills: Give yourself a combined rat-
ing reflecting your skill level across all of the above
operations areas.
3. Research, development and engineering
a. Direction and management of applied research: Ability
to distinguish and keep a prudent balance between
long-range projects at the frontiers of your technol-
ogy, which attract the most creative individuals,
and shorter range research in support of current
product development activity.
b. Management of development: Ability to plan and direct
work of development engineers and to use time and
cost budgets so that perfectionists do not ruin you
and yet product performance, appearance, and pro-
duction engineering needs can be met; ability to dis-
tinguish between bread-board, field and pre-
production prototype programs.
c. Management of engineering: Ability to plan and direct
engineers in the final design of a new product for
manufacture and in the engineering and testing of
the production process to manufacture that new
product.
d. Technical know-how: Ability to contribute personally
to research, development, and/or engineering be-
cause of up-to-date in-depth knowledge of the tech-
nologies in which your company is involved.
e. Overall research, development, and engineering skills:
Give yourself a combined rating reflecting your skill
level across the above areas.
4. Financial management
a. Raising capital: Ability to decide how best to acquire
funds for startup and growth; ability to forecast the
need for funds and to prepare budgets; familiarity
with sources and vehicles of short- and long-term fi-
nancing.
b. Money management: Ability to design, install, main-
tain, use financial controls; familiarity with account-
ing and control systems needed to manage; ability to
set up a project cost control system, analyze over-
head/contribution/absorption, prepare profit and
loss and balance sheets, and manage a bookkeeper.
c. Specific skills: Cash flow analysis; break-even analy-
sis; contribution analysis; budgeting and profit-plan-
ning techniques; profit and loss, balance sheet, and
present value analysis of return on investment and
payback.
d. Overall financial skills: Give yourself a combined rat-
ing reflecting your skill level across all of the above fi-
nancial areas.
5. General management and administration
a. Problem solving: Ability to anticipate potential prob-
lems and plan to avoid them; ability to gather facts
about problems, analyze them for real causes, and
plan effective action to solve problems; thorough-
ness in dealing with the details of particular prob-
lems and in follow-through.
b. Communications: Ability to communicate effectively
and clearly, both in speech and in writing, to the me-
dia, the public, customers, peers, and subordinates.
c. Planning: Ability to set realistic and attainable goals,
identify obstacles to achieving the goals and develop
detailed action plans to achieve those goals; ability to
schedule own time very systematically.
d. Decision making: Ability to make decisions on your
best analysis of incomplete data.
e. Project management: Skill in organizing project teams,
setting project goals, defining project tasks, and mon-
itoring task completion in the face of problems and
cost/quality constraints.
ANNUAL EDITIONS
5
f. Negotiating: Ability to work effectively in a negotiat-
ing situation; ability to quickly balance value given
and value received.
g. Personnel administration: Ability to set up payroll, hir-
ing, compensation, and training functions.
h. Overall administrative skills: Give yourself a combined
rating reflecting your skill level across all of the above
administrative areas.
6. Personnel management
a. Leadership: Ability to understand the relationships
between tasks, the leader, and the followers; ability
to lead in situations where it is appropriate; willing-
ness to manage actively, supervise, and control ac-
tivities of others through directions, suggestions,
inspiration, and other techniques.
b. Listening: Ability to listen to and understand without
interrupting or mentally preparing your own rebut-
tal at the expense of hearing the message.
c. Helping: Ability to ask for and provide help and to de-
termine situations where assistance is warranted.
d. Criticism: Ability to provide performance and inter-
personal criticism to others that they find useful; abil-
ity to receive feedback from others without
becoming defensive or argumentative.
e. Conflict resolution: Ability to confront differences
openly and to deal with them until resolution is ob-
tained.
f. Teamwork: Ability to work well with others in pursu-
ing common goals.
g. Selecting and developing subordinates: Ability to select
and delegate responsibility to subordinates and to
coach them in the development of their managerial
capabilities.
h. Climate building: Ability to create, by the way you
manage, a climate and spirit conducive to high per-
formance; ability to press for higher performance
while rewarding work well done.
i. Overall interpersonal skills: Give yourself a combined
rating reflecting your skill level across all of the above
personnel management areas.
7. Legal and tax aspects
a. Corporate law: Familiarity with legal issues relating
to stock issues, incorporation, distribution agree-
ments, leases, etc.
b. Contract law: Familiarity with contract procedures
and requirements (government and commercial), in-
cluding default, warranty, and incentive provisions;
fee structures; overhead, general and administrative
expenses allowable, and so forth.
c. Patent law: Experience with preparation and revision
of patent applications; ability to recognize a strong
patent; familiarity with claim requirements.
d. Tax Law: Familiarity with general state and federal
reporting requirements for businesses and with spe-
cial provisions concerning Subchapter S corpora-
tions, tax shelters, fringe benefits, etc.
e. Overall legal and tax skills: Give yourself a combined
rating reflecting your skill level across all of the above
legal and tax areas.
Notes
1. For a discussion and appraisal of such evaluations, see
“Business Leadership Training: A Six-Month Evaluation,”
a paper by Jeffry A. Timmons, D.B.A., and John L. Hayes.
2. For further discussion, see “The Entrepreneurial Team:
Formation and Development” by Jeffry A. Timmons,
D.B.A., a competitive paper presented at the annual Acad-
emy of Management meeting in 1973.
Alexander L. M. Dingee is a cofounder and chairman of Venture Founders
Corporation, Lexington, Massachusetts, which manages venture capital funds
dedicated to creating and investing in seed, startup and first-stage situations.
Previously he had successfully started two companies and now he also contin-
ues to cofound new ventures, Network Inc., a terabit router company, Marl-
boro, Massachusetts, and Cortec Inc., turnkey coinjection systems, Beverly,
Massachusetts, for his own account.
Brian Haslett was a cofounder of Venture Founders Corporation and
played a lead role in establishing its U.K. subsidiary and in helping many
American and British entrepreneurs create and finance their new enterprises.
He subsequently was a contributor to Venture Capital Journal. Mr. Haslett
died in 1985.
Leonard E. Smollen was executive vice president and a cofounder of Ven-
ture Founders Corporation, a private company that manages venture capital
funds. Currently Mr. Smollen provides consulting services to new ventures
and venture capital partnerships.
From Pratt’s Guide to Venture Capital Sources, 1997, pp. 23–28. © 1997 by Securities Data Publishing. Reprinted by permission.
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