The secret of getting ahead is getting started. – Mark Twain

There are a lot of people out there giving advice on how you can start your business. I’m not smart enough to be giving advice though so I’ll just tell you how I went about starting a startup.

The short version is Fun Panda was founded because I couldn’t find a customizable bamboo case for my iPad. The longer version is:

The Idea
Coming up with an idea is easy; implementing an idea is difficult. In fact, frustrated with my inability to get any ideas to take off, I started a company called MilliSeed with a tag line of “A million ideas; a thousand beginnings.” Will Fun Panda be different? To be honest, I don’t know, but I have learned a lot from a half a dozen failed businesses over a dozen years.

A big difference this time is it’s not just an idea. This is a frustration turned business plan. I’ve sat around with groups of brilliant people throwing concepts up on the wall. In those cases, we were trying to find a niche or create a market. In this case, the market already exists. There are large market segments for customized iPad cases and environmentally responsible product. There just wasn’t an existing solution for customizable responsible iPad cases.

The Market
The reason most of my earlier businesses failed is people didn’t want what I was selling. Sure, there was money to be made, and others with similar businesses were able to succeed where I didn’t. Maybe the ideas were too soon (search engine optimization in the late 90s, green lawn care in the mid 2000s). Maybe they were too late (baseball card inventory management long after most people stopped collecting). There are plenty of excuses, but the bottom line is that if more people were buying what I was selling those businesses would have been successful.

This time around, I have a much firmer grasp of the market and the opportunity. My living room is littered with print outs of projections, trends, and market analysis.

The Team
I learned my lesson several years ago when I partnered with a couple of guys to create grassroots organization software for political movements. I didn’t know these guys particularly well, and two months later, one of them was 1,000 miles away, not answering his phone, and holding all the vital info to run the business.

This time around, I wanted to work with friends. I interview a lot of people in my “real” job, and I’ve learned being friends with someone, even for a short period of time, will tell you more about a person than you will ever learn in an interview.

My checklist for partnering:

• A Friend
• Smart
• Gets Stuff Done
• Could stand to hang around for hours on end

There is always the possibility of going it alone, but for me, I’ve done that. You have the weight of the world on your shoulders, and when things don’t go according to plan, there’s no one there to hold you accountable, pick you up, or not allow you to quit. This time around, going it alone wasn’t an option.

The Money
Everyone I told about the customizable bamboo cases loved the idea, and when they saw the samples, the responses were amplified. This made for an odd problem – too many people wanted to invest. I followed the partner checklist above and found a couple of people who could help off-set some of the start-up costs.

This will become a new rule of thumb for me for future business ideas. If people aren’t fighting each other to invest in your business, it’s probably not a very good idea.

The Future
While I’ve made a couple of personal loans to the business, I also know where my bread is buttered. I have a great job that I love very much. I’m not going to go into debt to grow Fun Panda, but I’m also not going to be taking money out of the company. For now, invest and reinvest in the company, work hard at night and on the weekends, and see if we can’t grow this thing into something great.

In the end, no one knows exactly why anything works. Groupon was an accident.  HP turned down the personal computer idea 5 times before Steve Wozniak partnered with Steve Jobs to found Apple. For now, it’s a really fun project with a lot of potential.

If you’re looking for an iPhone or iPad case, check us out.

Trust men and they will be true to you; treat them greatly, and they will show themselves great. – Ralph Waldo Emerson

Perhaps the most talented generation of employees, the Millennials, are entering the workforce. They are trying to figure out where your company fits in their lives. Not where they fit in your company. Engaging this generation in a way that understands that mindset while still maximizing their potential is one of the biggest competitive advantages in the market today.

Understand
Millennials grew up in a world where contributions were more important than credentials. When they upload a video to YouTube or post their latest blog no one is asking what film school they attended or where they received their journalism degree. Creating an environment of meritocracy resonates. If you truly listen, trust and loyalty follow – and from a group that grew up in a world of globalization, outsourcing, and corporate bankruptcies that’s significant.

Connect
This group has received more respect from their parent’s and teachers than any generation, and the quickest way to get them to shut down is to talk down to them. On the flip though, the best way to engage them is to really get to know them. Know their names, the projects they’re working on, and spend enough time with them on a regular basis to set them up for success. Set clear boundaries and a structure that the employee can have autonomy in. Avoid generic advice. Give something that is concrete and actionable. They need to understand we’re all on the same team, and we’re working toward a particular goal together.

Retain
There is nothing more exciting/nerve-wracking than the first day on a new job. New hires walk in on fire, and you’re either going to throw water or gasoline on the spark. Millennials want to hit the ground running. Sticking them in an office and paying them to fill out forms and wait on things is a fast way to turn a good hire bad. They will feel you are wasting their time. You also don’t want to be put in a sink or swim situation either. Day 1 should be about connecting them to your mission. Make them feel like they belong, and build the foundation for continuous learning. A good hire will respect what you bring to the table, and they want you to respect what they bring to the table. Give them work they’re fired up to do, and have someone take the time to train them.

Grow
Millennials are more than just the latest generation entering the workforce; they are the future of your company. Part of setting them up to succeed is teaching them:
• how to shine in presentations and meetings
• how to deal with big shots.
• the basics of customer service. One of our first growing employee assignments is to have them read a great book on customer service called, Customer Satisfaction is Worthless.
• show them how to set priorities and eliminate time wasters
• even how to use a checklist.

You’ll need to understand how to communicate with them, and show them how to take control of their destiny. Be that allowing them to develop their own learning plan or showing them how to rack up points in your company’s points banking system.

Millennials may be the most high maintenance workforce in history, but if managed correctly, they will also be the most high performance workforce in history. The juice is definitely worth the squeeze.

"Where ignorance is bliss, tis folly to be wise." – Thomas Gray

I’m starting to feel for Atlas. Sure, he was condemned to bear the heavens upon his shoulders, and I’m just trying to manage an IT workload. But the crushing feeling of no end in sight has to make us brothers in arms.

I’m quickly learning, there is no silver bullet in project management. Putting processes in place does not fix problems; it exposes them. If there is more work than workers, you’re going to fall behind. If you’re working on projects that are not fun to work on, there are no methodologies to fix boring.
However, leaving the lights off and ignoring the cockroaches running across the floor is not an option. Managers have to deal with the infestation. That is what we get paid to do.

Implementing Lean processes have exposed problems in our organizational structure and weaknesses in dealing with departments throughout our company. It would have been easy to blame the new system, and solve the problem by just getting rid of it. We could have just flipping the lights back off, but once you’ve seen the cockroaches, it’s tough to go back to business as usual.

It’s always hard to convince someone to implement anything that might lead to more work. Something that will make visible problems that no one even knew were problems.

There will be more stress and you’ll get some scars, but in the end, if you stick to your processes, your company will be better for it. And in times when we’re all trying to do more with less, you owe it to your team to deal with some stress if it can gain you some efficiency.