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Start-up Tip: Lead By Example, Not By Title<\/a><\/blockquote><\/iframe><script type=\"text\/javascript\">\n\/* <![CDATA[ *\/\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.crowdspring.com\/blog\/wp-includes\/js\/wp-embed.min.js\n\/* ]]> *\/\n<\/script>\n","thumbnail_url":"https:\/\/images.crowdspring.com\/blog\/wp-content\/uploads\/2016\/10\/10110420\/535254_10150672709298795_1440768301_n.jpg","thumbnail_width":400,"thumbnail_height":400,"description":"Discover your unique leadership style. Unlock your potential with our free quiz! Mike and I stated working on crowdSPRING in the summer of 2006. We incorporated the company in May 2007 and launched the crowdSPRING marketplace in May 2008. We\u2019ve learned many important lessons along the way. In some ways, our experience is typical of other start-ups. In other ways, it is not. I want to share some of our adventures (and mis-adventures) in the hope that it\u2019ll help others looking to start a company or those who\u2019ve already launched a start-up. So, once or twice every week for the next few months, I\u2019ll post a new tip, based on our experience with crowdSPRING\u00a0 over the past two years (and my experience advising technology start-ups over my 13 year career as an attorney). Start-up Tip 2: Lead By Example, Not By Title Several days ago, I talked with a good friend about leadership. She felt she was not doing a good job leading the people working for her. She wondered whether she was really cut out to be a leader. She wondered whether she could truly lead if it meant coercing others into doing things, manipulating her employees into working hard, and forcing people to listen to her. Coerce? Manipulate? Force? For a minute, I thought my friend had taken lessons from a Scott Adams comic strip character. Too many people are obsessed with titles, labels, and org charts. I’ve worked for such people. I’ve known and represented (as an attorney) such people – including many C-level executives at large corporations. When Mike and I founded crowdSPRING, we committed to lead by example, not by title. We committed to applying the very best qualities we had seen in great leaders and to working hard to avoid the very worst. We make plenty of mistakes, and we’ll continue to do so. But we try our best to show our team true leadership is not about coercion, manipulation, or force. Discover your leadership style.Take our free quiz and find out what kind of leader you are. Get 15 actionable insights to make you a better leader and discover five iconic leaders who share your style.Start the quiz - completely confidential and free! I recently read an outstanding book about organizational behavior and leadership – Tribal Leadership. The authors, management consultants from CultureSync, a management consulting firm specializing in cultural change, strategy, and negotiation, studied 24,000 people at several dozen companies over a ten-year period. They found that every organization is a tribe of 20 to 150 people or a network of tribes if it is large enough. They found that tribes are more powerful than teams, companies, or even CEOs. They found a common theme: “The success of a company depends on its tribes, the strength of its tribes is determined by the tribal culture, and a thriving corporate culture can be established by an effective tribal leader.” Immediately after I finished reading Tribal Leadership, I ordered multiple additional copies so that.."}