Thomas Binant is the co-founder and CEO of a startup he co-founded in May 2018. As an entrepreneur, he enjoys taking on a variety of roles from software development to sales and marketing. He has a passion for dance since age 5 which taught him teamwork, discipline, and rigor. He tries to find the same adrenaline rush in his work as an entrepreneur.
Lise Hoffmann is the co-founder and CEO of ICEboard, a startup she co-founded in 2017 with two others. ICEboard helps companies better communicate during incidents and crises by providing a clear and targeted flow of information to the right people at the right time through a web and mobile application. Hoffmann has an engineering background and was attracted to the technical aspects of starting a company to address communication challenges during emergencies. She emphasizes the importance of having a strong relationship with co-founders and not being afraid of failure in entrepreneurship.
Rupert Schiessl is the co-founder and CEO of Verteego, a predictive AI platform company. He obtained his bachelor's degree in Austria and pursued further education in France, earning degrees in economics. He co-founded Verteego in 2008 focusing on helping large companies reduce CO2 emissions, but pivoted the company in 2017 to focus on predictive AI to help clients understand strategic flows. He emphasizes the importance of finding a true solution to a real customer need.
Gil deBizemont is the founder and CEO of Bilig Mobile, a company that designs and produces electric vehicles. He has always considered himself an entrepreneur and creator, having started his first business at age 16. deBizemont studied art and architecture. He is passionate about design and invention, and aims to create useful products that solve problems. As an entrepreneur, he prefers self-funding his ventures during the early years of research and development. deBizemont believes that true innovation and simple, customer-focused concepts are key to success with startups. His goal for Bilig Mobile is for it to become a leading brand known for quality electric trikes.
This document contains an interview with Fedra Djelassi, the founder and CEO of Abacane, a startup that aims to better balance the relationship between brands and consumers in digital communication. Abacane plans to launch a platform in February 2023 where individuals can be privately connected with brands they are interested in, in exchange for their attention and purchase intentions. The platform also allows users to see the value of their data on the advertising market. The goal is for Abacane to become the reference for this new form of connection between brands and consumers in France.
Ilfynn Lagarde is the co-founder of Youzd, an online platform for buying and reselling used home goods like furniture and appliances. She has a background in business from HEC Paris and previously worked for 15 years at large companies before launching Youzd in late 2019. Youzd aims to make reselling large used items easy and fun in order to promote more sustainable consumption habits. Lagarde believes the keys to success in entrepreneurship are perseverance, optimism, and the ability to adapt amid opportunities and obstacles.
This document contains an interview with Shu Zhang, the co-founder and CEO of Pandobac, a French startup focused on reusable packaging and reducing waste. Some key points:
- Zhang has an engineering degree from Ecole Centrale Paris and pursued her passion for cooking by obtaining a culinary certificate.
- She opened her own restaurant in 2014 which gave her the idea for Pandobac after seeing the waste produced. Pandobac launched in 2018 with a team of 10 employees.
- Zhang believes identifying problems customers want solved and validating solutions with potential customers are critical success factors for startups.
- Pandobac aims to become a global leader in reusable packaging and help popularize zero
Valentin Konrad is the co-founder and COO of Flatchr, a SaaS solution for recruiters that simplifies candidate acquisition and management. He has experience in various roles within his companies from marketing to sales to operations. He believes in leading by example and aims to digitalize HR for SMEs and ETIs across Europe with Flatchr. Key success factors for entrepreneurs include strong initial hiring and focusing on a niche without diversifying too quickly.
Salim Lahlou is the founder and CEO of Baobab Lab, a startup focused on sustainable catering and connected canteens. He has always been entrepreneurial, founding a humanitarian association in 2006. In 2013, he had his first professional entrepreneur experience in fast food restaurants. In 2017, he launched Baobab Lab to revolutionize workplace meals by making healthy, homemade food accessible to all. His goals are to develop Baobab Lab's fridge network and team, while contributing to more sustainable consumption habits and local economies.
Thomas Mathieu is the co-founder of Guest Suite. He studied business at Audencia in Nantes. He is passionate about new technologies, consumer behaviors, and video. He launched Guest Suite in 2013 with his co-founder to help professionals better manage their online reputation through customer reviews. Guest Suite collects reviews from customers to provide a more accurate reflection of businesses. His goals for the company are to become a leader in Europe for review management and strengthen their presence in France.
Alexandre Hampe is the COO of Portrait, a startup created in 2018. He has over 20 years of experience as an entrepreneur in the technology sector, founding and selling several companies. Hubside, his current venture, allows individuals and professionals to easily create personalized websites at no cost. Hampe aims to continue Hubside's international expansion and develop new services like online communities and e-commerce capabilities to further its mission of making the internet more inclusive.
The document summarizes a digital health startup called Appetit that aims to increase daily activity and satisfaction through an integrated mobile service. It discusses Appetit's solution of providing personalized workout and nutrition plans, over 2000 workout sessions, and lifestyle recommendations based on user data. The document also provides details on Appetit's business model, marketing strategy, team members, achievements and financial details as it seeks funding to expand its user base and technical development.
This document provides information on various degree and diploma programs offered at Algonquin College, including Bachelor of Hospitality and Tourism Management, Bachelor of Building Science, Bachelor of Interior Design, Bachelor of Early Learning and Community Development, and Bachelor of Commerce (E-Supply Chain Management). It also profiles the career of renowned designer Bruce Mau, detailing his humble beginnings and rise to success through passion, perseverance, and innovative thinking. Finally, it discusses emerging careers in fields like health, community services, and security/law enforcement that allow graduates to make a positive impact and meet society's evolving needs.
The document discusses four ways to motivate and manage employees effectively. It recommends hiring a diverse group of people from different backgrounds to bring new perspectives. It also suggests being flexible about work-life balance and allowing employees to pursue outside interests and education. The document advises building up employees by recognizing their strengths and letting them take on more responsibilities. Finally, it proposes thinking creatively about motivation, such as through fun incentives or by appealing to a higher purpose beyond just profits.
The author learned how to effectively manage employees through starting and running their own company over 16 years. Some lessons they learned include hiring a diverse group of people from different backgrounds to bring new perspectives, being flexible about employees' lives outside work, and building up employees by empowering them and recognizing their strengths and accomplishments. Unconventional motivational tactics like dyeing their hair blue helped boost employee morale during tough times. The author advocates focusing on purpose over profits to keep employees motivated and loyal to the company.
This document provides insights from CEOs of successful SaaS companies on building an enterprise cloud business. It discusses tips for hiring the right team, maintaining a strong company culture, connecting sales and marketing, and scaling effectively. CEOs emphasize the importance of finding people who fit the company culture, treating hiring and retention as critical business processes, and ensuring sales and marketing goals are aligned. They also stress defining a clear vision and values, promoting from within when possible, and planning for scaling from the start.
This document summarizes an interview with Bastien Grandgeorge, the CEO of Decathlon for Singapore and Indonesia. Some key points:
1) Grandgeorge describes Decathlon's culture as having no hierarchy and emphasizing sincerity, generosity and vitality. Employees are encouraged to be themselves and make decisions without worrying about titles.
2) Decathlon's recruitment process involves candidates playing sports before interviews to assess personality and teamwork skills over academic qualifications. Hiring is focused on finding people with the right passion and values.
3) As Decathlon expands rapidly, a major HR challenge is recruiting and developing young talent into future leaders while supporting mistakes as part of the learning process. Digital
The document provides 7 golden rules of management for new managers and employees. The rules are: [1] Think consumer first and understand their perspective; [2] Have an opinion and be willing to share diverse thinking; [3] Collaboration is key to success so work across functions; [4] Take on more than your role requires to expand your skills and visibility; [5] Network and understand how to navigate your organization; [6] Always be in a learning mode and open to new skills; [7] Give respect to everyone you work with internally and externally. Following these rules will help shape careers and lives as managers coach and guide new recruits.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, Top Creative Leaders Innovating in Business 2019
And when it comes to your marketing, its best to hire someone out of house, and here are 3 reasons why
1. outsourcing your marketing is going to save you money, bottom line.
2. Hiring out of house marketing is more efficient.
3. An out of house marketing team is going to produce better work.
we are heavy. we are doomed. we need to re-think the way we work. there is a world outside called startups. Lean. Agile. There is a lot we can learn from them(or rather recall our past). it is now or never. once ntrepreneurs we need to go back to our roots or evaporate.
Technology can aid business but it cannot replace human touch - Kankana BauraAnil Kaushik
油
There has been a massive transition in HR in the last few decades, moving from mere paper pushers to becoming strategic partners. Technology, analytics and robotics are fast gaining importance and certainly they have made processes easier and less people dependent. However, no technology can take over the emotions associated with people.
Three common hiring mistakes highlighted in the document are:
1) Hiring candidates without relevant experience who have longer learning curves and increase workload for teammates;
2) Taking a job just because you like the hiring manager, without considering potential future manager changes and organizational culture;
3) Moving too quickly to hire without properly assessing candidates and ensuring a good cultural fit for the team.
Three common hiring mistakes highlighted in the document are:
1) Hiring candidates without relevant experience who have longer learning curves and increase workload for teammates;
2) Hiring solely based on liking the manager without considering potential future changes in management or organizational culture;
3) Moving too quickly in hiring without properly assessing candidates and ensuring a good cultural fit for the team.
Starting a new business - 3 Suggestions for a great takeoff (and growth)Vishesh Nigam
油
1. When starting a new business, the author recommends hiring slowly and keeping the initial team small, around 3 people including the founder, to maintain focus and accountability.
2. It is important to thoroughly screen candidates, with the author taking 4 months and 30 interviews to hire the first person. Subsequent hires should also be carefully vetted.
3. Look outside your industry when hiring, as people from within may have fixed mindsets. Seek candidates with diverse experiences who demonstrate passion and knowledge about other subjects.
Turnover reduction is important to save time and money. Good hiring practices are needed to find the right people who will have the biggest impact and not cost exponentially each day in the form of a bad hire. Developing strategic objectives, writing thorough job descriptions, finding quality candidates through marketing and referrals, and implementing a thorough hiring process including interviews, tests, and reference checks can help reduce turnover rates to under 10%. With the right people, companies can improve execution and results.
While these big names are continuing to set example for others, there are also some other businesswomen. Insights Success has curated a list of The 20 Most Successful Businesswoman to Watch, 2019
The document discusses the need to innovate management models to better engage employees. Traditional top-down management styles that treat people like cogs in a machine no longer work. By focusing so much on business strategies and operations, companies have forgotten to create healthy organizations that are "fit for human consumption" where people feel empowered and engaged. The author argues that management innovation is as important as product or process innovation for companies to be successful and engage their employees.
Valentin Konrad is the co-founder and COO of Flatchr, a SaaS solution for recruiters that simplifies candidate acquisition and management. He has experience in various roles within his companies from marketing to sales to operations. He believes in leading by example and aims to digitalize HR for SMEs and ETIs across Europe with Flatchr. Key success factors for entrepreneurs include strong initial hiring and focusing on a niche without diversifying too quickly.
Salim Lahlou is the founder and CEO of Baobab Lab, a startup focused on sustainable catering and connected canteens. He has always been entrepreneurial, founding a humanitarian association in 2006. In 2013, he had his first professional entrepreneur experience in fast food restaurants. In 2017, he launched Baobab Lab to revolutionize workplace meals by making healthy, homemade food accessible to all. His goals are to develop Baobab Lab's fridge network and team, while contributing to more sustainable consumption habits and local economies.
Thomas Mathieu is the co-founder of Guest Suite. He studied business at Audencia in Nantes. He is passionate about new technologies, consumer behaviors, and video. He launched Guest Suite in 2013 with his co-founder to help professionals better manage their online reputation through customer reviews. Guest Suite collects reviews from customers to provide a more accurate reflection of businesses. His goals for the company are to become a leader in Europe for review management and strengthen their presence in France.
Alexandre Hampe is the COO of Portrait, a startup created in 2018. He has over 20 years of experience as an entrepreneur in the technology sector, founding and selling several companies. Hubside, his current venture, allows individuals and professionals to easily create personalized websites at no cost. Hampe aims to continue Hubside's international expansion and develop new services like online communities and e-commerce capabilities to further its mission of making the internet more inclusive.
The document summarizes a digital health startup called Appetit that aims to increase daily activity and satisfaction through an integrated mobile service. It discusses Appetit's solution of providing personalized workout and nutrition plans, over 2000 workout sessions, and lifestyle recommendations based on user data. The document also provides details on Appetit's business model, marketing strategy, team members, achievements and financial details as it seeks funding to expand its user base and technical development.
This document provides information on various degree and diploma programs offered at Algonquin College, including Bachelor of Hospitality and Tourism Management, Bachelor of Building Science, Bachelor of Interior Design, Bachelor of Early Learning and Community Development, and Bachelor of Commerce (E-Supply Chain Management). It also profiles the career of renowned designer Bruce Mau, detailing his humble beginnings and rise to success through passion, perseverance, and innovative thinking. Finally, it discusses emerging careers in fields like health, community services, and security/law enforcement that allow graduates to make a positive impact and meet society's evolving needs.
The document discusses four ways to motivate and manage employees effectively. It recommends hiring a diverse group of people from different backgrounds to bring new perspectives. It also suggests being flexible about work-life balance and allowing employees to pursue outside interests and education. The document advises building up employees by recognizing their strengths and letting them take on more responsibilities. Finally, it proposes thinking creatively about motivation, such as through fun incentives or by appealing to a higher purpose beyond just profits.
The author learned how to effectively manage employees through starting and running their own company over 16 years. Some lessons they learned include hiring a diverse group of people from different backgrounds to bring new perspectives, being flexible about employees' lives outside work, and building up employees by empowering them and recognizing their strengths and accomplishments. Unconventional motivational tactics like dyeing their hair blue helped boost employee morale during tough times. The author advocates focusing on purpose over profits to keep employees motivated and loyal to the company.
This document provides insights from CEOs of successful SaaS companies on building an enterprise cloud business. It discusses tips for hiring the right team, maintaining a strong company culture, connecting sales and marketing, and scaling effectively. CEOs emphasize the importance of finding people who fit the company culture, treating hiring and retention as critical business processes, and ensuring sales and marketing goals are aligned. They also stress defining a clear vision and values, promoting from within when possible, and planning for scaling from the start.
This document summarizes an interview with Bastien Grandgeorge, the CEO of Decathlon for Singapore and Indonesia. Some key points:
1) Grandgeorge describes Decathlon's culture as having no hierarchy and emphasizing sincerity, generosity and vitality. Employees are encouraged to be themselves and make decisions without worrying about titles.
2) Decathlon's recruitment process involves candidates playing sports before interviews to assess personality and teamwork skills over academic qualifications. Hiring is focused on finding people with the right passion and values.
3) As Decathlon expands rapidly, a major HR challenge is recruiting and developing young talent into future leaders while supporting mistakes as part of the learning process. Digital
The document provides 7 golden rules of management for new managers and employees. The rules are: [1] Think consumer first and understand their perspective; [2] Have an opinion and be willing to share diverse thinking; [3] Collaboration is key to success so work across functions; [4] Take on more than your role requires to expand your skills and visibility; [5] Network and understand how to navigate your organization; [6] Always be in a learning mode and open to new skills; [7] Give respect to everyone you work with internally and externally. Following these rules will help shape careers and lives as managers coach and guide new recruits.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, Top Creative Leaders Innovating in Business 2019
And when it comes to your marketing, its best to hire someone out of house, and here are 3 reasons why
1. outsourcing your marketing is going to save you money, bottom line.
2. Hiring out of house marketing is more efficient.
3. An out of house marketing team is going to produce better work.
we are heavy. we are doomed. we need to re-think the way we work. there is a world outside called startups. Lean. Agile. There is a lot we can learn from them(or rather recall our past). it is now or never. once ntrepreneurs we need to go back to our roots or evaporate.
Technology can aid business but it cannot replace human touch - Kankana BauraAnil Kaushik
油
There has been a massive transition in HR in the last few decades, moving from mere paper pushers to becoming strategic partners. Technology, analytics and robotics are fast gaining importance and certainly they have made processes easier and less people dependent. However, no technology can take over the emotions associated with people.
Three common hiring mistakes highlighted in the document are:
1) Hiring candidates without relevant experience who have longer learning curves and increase workload for teammates;
2) Taking a job just because you like the hiring manager, without considering potential future manager changes and organizational culture;
3) Moving too quickly to hire without properly assessing candidates and ensuring a good cultural fit for the team.
Three common hiring mistakes highlighted in the document are:
1) Hiring candidates without relevant experience who have longer learning curves and increase workload for teammates;
2) Hiring solely based on liking the manager without considering potential future changes in management or organizational culture;
3) Moving too quickly in hiring without properly assessing candidates and ensuring a good cultural fit for the team.
Starting a new business - 3 Suggestions for a great takeoff (and growth)Vishesh Nigam
油
1. When starting a new business, the author recommends hiring slowly and keeping the initial team small, around 3 people including the founder, to maintain focus and accountability.
2. It is important to thoroughly screen candidates, with the author taking 4 months and 30 interviews to hire the first person. Subsequent hires should also be carefully vetted.
3. Look outside your industry when hiring, as people from within may have fixed mindsets. Seek candidates with diverse experiences who demonstrate passion and knowledge about other subjects.
Turnover reduction is important to save time and money. Good hiring practices are needed to find the right people who will have the biggest impact and not cost exponentially each day in the form of a bad hire. Developing strategic objectives, writing thorough job descriptions, finding quality candidates through marketing and referrals, and implementing a thorough hiring process including interviews, tests, and reference checks can help reduce turnover rates to under 10%. With the right people, companies can improve execution and results.
While these big names are continuing to set example for others, there are also some other businesswomen. Insights Success has curated a list of The 20 Most Successful Businesswoman to Watch, 2019
The document discusses the need to innovate management models to better engage employees. Traditional top-down management styles that treat people like cogs in a machine no longer work. By focusing so much on business strategies and operations, companies have forgotten to create healthy organizations that are "fit for human consumption" where people feel empowered and engaged. The author argues that management innovation is as important as product or process innovation for companies to be successful and engage their employees.
Trigger Strategies - Brand Influence and Presence - The 3 Keys to the C-Suite...Neil Thornton HBA, MA
油
A new report for the Human Resource Professionals Association, directed to the Human Resource manager. Brand, Influence and Presence are the 3 keys to success.
Top 10 businesswomen's start ups to follow in 2021Swiftnlift
油
Gathering quality emotion data is critical as it predicts key success metrics such as brand recall, sales lift, purchase intent and likelihood to share. Brands, advertisers and market researchers know that emotions influence consumer behaviour.
The document discusses the importance of networking and marketing for both individual survival and business survival. It states that networking and marketing are as essential as breathing to keep a business alive. It emphasizes establishing trust with potential customers through relationships in order to turn them into repeat customers. With new social media opportunities, it recommends creating an online presence and community to share one's passion and brand to maximize returns through networking. However, it warns that an online presence should have a clear vision and purpose in order to effectively attract and engage others.
How can TWINT be agile in an inert ecosystem?BATbern
油
The Swiss banking Ecosystem works as a trustworthy and reliable basis for personal and business-related financial transactions. A fintech in this field is dealing with large and globally active players who cant (and likely shouldnt) adapt as fast and as agile as the fintech can, and must, to secure its position in the market. In this presentation I will elaborate in which ways TWINT strives for agility and innovation in an otherwise slow-moving and slowly innovating ecosystem.
"The Timeless Romance of Rose Flowers: A Symbol of Love and PassionAlluAravind9
油
The rose was always considered the epitome of romance: deep love, passion, and strong feelings that we send to those we cherish. Such velvety petals, such an enthralling perfume, such beauty! A means of declaring affection for the last but some thousand years, the rose is a perennial symbol. The passionate love is represented by red, admiration by pink, and purity by white. Romantic gifts: bouquets, poetic mentions, permanence in keepsakesa rose is the last word in romance! It conveys warmth, devotion, and love everlasting.
Best Portfolio Management Services Provider in India | AS PMSnareshaswtraining
油
Looking for expert portfolio management Services to maximize your returns? AS Portfolio Management Services provides professional investment strategies tailored to your financial goals. Our team of experienced analysts carefully selects the best stocks, mutual funds, and other assets to optimize your portfolios performance.
With AS Portfolio Management Services, you get personalized financial planning, risk management, and regular market insights to ensure steady growth. Whether you are a beginner or an experienced investor, our services help you achieve long-term wealth creation.
Join AS Portfolio Management Services today and take control of your financial future. Get expert guidance, diversified investments, and high returns. Contact us now to start building a profitable portfolio! contact for more information: https://asportfoliomanagementservices.com/
Tim Gibson | The Financial Maestro and Wealth SpecialistsTimothy Gibson
油
Tim Gibson | The Financial Maestro.pdf: Orchestrating your financial success through expert strategies for wealth building, risk mitigation, and long-term security.
Lets discuss Standby Letter of Credit vs Bank Guarantee, which is a common confusion in the minds of many. A standby letter of credit and a bank guarantee are actually very similar products. As a matter of fact, if we go back and look at the origination of the standby letter of credit, we may be able to understand the similarity better.
Under the Glass-Steagall Act, passed by the US Congress in 1933, banks were not allowed to participate in investment banking activities. Consequently, they couldnt issue a bank guarantee as well. As this was a lucrative business, they got around this act by forming their letters of credit as bank guarantees. They called this new product the standby letter of credit. From this, we can infer that the standby letter of credit is actually a hybrid version of a bank guarantee.
When selecting a certified roofer, consider their reputation, experience, and...zacharyintegritycrr
油
In conclusion, hiring certified roofers and general contractor south east ensures quality and compliance with industry standards. It is crucial to make informed decisions based on qualifications, services offered, and reputation.
Professional website design company is an investment in growth.
Enhances UX, SEO, and mobile performance.
Establishes credibility and competitive advantage.
Timothy Gibson | Security of Financial WealthTimothy Gibson
油
Protecting and growing wealth through strategic investment, tax optimization, and risk management, Timothy Gibson ensures long-term financial security and multi-generational prosperity for entrepreneurs and investors.
2. propos
Commentvous d辿cririez-vousentantqu'entrepreneur?
Constance : je dirais 3 adjectifs - r辿aliste, s辿rieuse et humaine.
Charlotte : je suis tr竪s motiv辿e pour d辿velopper une activit辿 qui a
un r辿el impact dans la vie des personnes et rigoureuse sur la
gestion de notre entreprise et dans le choix de nos partenaires.
Quelleestvotreformationinitiale?
Constance : je suis ergoth辿rapeute depuis 16 ans, do湛 lid辿e de
cr辿er Adaptia.
Charlotte : Jai une formation en finance et une exp辿rience dans le
domaine et dans lorganisation.
Ensemble nous sommes compl辿mentaires.
Quest-cequi vous passionne ?
Constance : Aider les autres. Je souhaitais faire un m辿tier o湛 je
pouvais aider les autres, 棚tre proche des gens. En 辿tant
ergoth辿rapeute jai pu r辿pondre ce souhait pendant plusieurs
ann辿es. Aujourdhui, avec Adaptia je peux aider les personnes ayant
besoin de conseils sur tout le territoire fran巽ais, cest encore
mieux !
Charlotte : jaime laventure humaine qui est de faire vivre une
entreprise et daider les personnes dans leur quotidien.
3. #PortraitDeStartuper
Interview.
Quela 辿t辿votreparcoursdentrepreneur?
Constance : Je me suis dabord inscrite en tant quautoentrepreneur. Au bout dun an, jai propos辿 Charlotte Le Blan,
monassoci辿e,decr辿erunr辿seaunationaldergoth辿rapeutes.
Apr竪s plusieurs mois de recherches et de r辿flexion, notre structure a vu le jour en f辿vrier 2018. D辿but janvier 2021,
nousavonsdoubl辿notre辿quipeen accueillantune ergoth辿rapeuteetunecharg辿e decommunication.
Charlotte : jai travaill辿 19 ans dans une banque et jai eu envie de changer de vie professionnelle. Constance, mon
associ辿e,ma parl辿de sonprojetet quelques moisapr竪sAdaptiaest n辿.
Depuis quand棚tes-vous entrepreneur?
Constance: jaicommenc辿 entantquautoentrepreneuren2016,puisen2018jaico-fond辿Adaptia.
Charlotte: 3 ans
Quelles difficult辿s avez-vousrencontr辿dans cetteaventure?
Constance : Ladministratif et les nombreuses d辿marches On ne devient pas chef dentreprise du jour au lendemain !
Heureusement, nous sommes compl辿mentaires avec Charlotte, ce qui nous permet de nous soutenir dans les
diff辿rentes 辿tapestout enayantchacunenotreproprer担leauseindAdaptia.
4. Interview.
Dapr竪svous quels sont les facteurscl辿s desucc竪s pourr辿ussir dans l'entreprenariat?
Constance : 1er point : il faut bien choisir son associ辿e !
2竪me point : il ne faut pas h辿siter faire appel des
professionnels sp辿cialis辿s dans les domaines que lon ne
maitrise pas bien (comptabilit辿, informatique). Et enfin
3竪me point : il faut garder la t棚te sur les 辿paules !
Charlotte : pas mieux !
Quelmode definancement avez-vousretenupourlancervotresoci辿t辿?
Depuis le d辿but nous navons fait appel qu nos fonds
propres.
Sil ny en avait quun, quel serait le point dattention surveiller en priorit辿 lorsquon se lance dans
laventure startup ?
Constance : les finances, sans h辿siter !
Charlotte : la p辿rennit辿 du mod竪le 辿conomique.
Quels conseils donneriez-vous quelquun qui voudrait lancer sa propre startup ?
Constance : il faut r辿fl辿chir 2 fois avant de se lancer !
il y a une r辿elle diff辿rence entre le statut de salari辿 et
le statut dentrepreneur, tant au niveau personnel que
professionnel.
Ce changement peut 棚tre difficile g辿rer.
Charlotte : tester son projet, voir sil est p辿renne puis
savoir quon va passer beaucoup de temps travailler et
que le stress est diff辿rent.
5. #PortraitDeStartuper
Interview.
Commentd辿cririez-vousvotreentreprise?
Adaptia est un r辿seau national dergoth辿rapeutes. Nous sommes sp辿cialis辿s dans les conseils favorisant le confort
domicile des seniors et des personnes en situation de handicap. Notre r辿seau de 250 ergoth辿rapeutes, nous permet
d棚trer辿actifset dintervenirdanstoutela France.
Pourquoi cechoix de produit /service ?
Le maintien domicile est un sujet dactualit辿 qui va prendre de limportance avec le vieillissement de la population.
Adaptia permet de faire le lien entre les ergoth辿rapeutes, experts du maintien domicile, et les demandes des
personnesayantdesbesoins.
Quels sontvos ambitions, vos objectifs pourvotreentreprise?
Notre ambition est de devenir un acteur de r辿f辿rence pour aider les seniors dans leur vie quotidienne en France. Nos
objectifs court et moyen termes sont de d辿velopper notre activit辿 en embauchant des ergoth辿rapeutes et des
commerciaux.
6. Lauteur.
S辿bastien Bourguignon
Auteur | Influenceur | Speaker
Expert Digital & Blockchain
Pour une transformation digitale r辿ussie !
Directeur Conseil au sein de Sopra Steria Next et CEO de la soci辿t辿
Chain Guru, il est dans le domaine du Digital, du Management, de
lInnovation et de lAgilit辿 depuis 2000. Sa vision de demain est un
monde num辿rique dans lequel les changements profonds de comportements
des hommes, les interactions au sein des entreprises, la comp辿tition
internationale des grands groupes, le management et les organisations
seront compl竪tement remis en question. La soci辿t辿 bouge vite, tr竪s
vite, linnovation et la n辿cessit辿 de plus dagilit辿 dans les
organisations doivent 棚tre une pr辿occupation majeure, il n'y a plus de
doute l-dessus.
Passionn辿 par linnovation, le num辿rique et le management, il
sint辿resse particuli竪rement aux m辿canismes li辿s lentreprenariat et
en particulier aux startups. Cela la amen辿 r辿aliser une s辿rie de
portraits de startupers pour les partager sur son blog. Son objectif
est multiple, comprendre les parcours de ces cr辿ateurs de startups, les
difficult辿s quils ont rencontr辿es, et comment tout cela se mat辿rialise
concr竪tement, finalement un vrai feedback dentrepreneur.
Par ailleurs, il est auteur de nombreux articles sur Les Echos, La
Tribune ou encore Si竪cle Digital. Il est aussi lauteur des livres
blancs de 束 #80PortraitDeStartuper 損 et 束 100 #PortraitDeStartuper
Saison 2 損, ainsi que du livre 束 Portraits de startupers 辿dition
2017 損 aux 辿ditions Maxima. Il est enfin co-fondateur et animateur du
podcast Tech Me To The Moon.
http://sebastienbourguignon.com/ http://www.sebastien-bourguignon.fr