Universal Standard的动态

This week, we officially launched Fit Liberty: a free exchange service that removes the expectation of size fluctuation from the shopping experience. Fit Liberty was an idea that my dear friend and co-founder Alex had since we came together to start this brand eight years ago. A simple idea, really, that was strangely revolutionary. Alex wanted to provide our customers with pieces that they could buy for the size they were at that very moment, without any worries... we would replace their purchase with a new size if theirs were to change within one year. In Alex's words, "You shouldn't make an emotional payment when you buy clothes." I think of this often and believe that clothes should GIVE you a joyous emotion—a eureka moment, a content feeling that you've made the right choice. That's what Fit Liberty does. "We believe your clothes should always fit, feel, and look good. And, women deserve to live their lives without feeling bullied by their size." - Alex Waldman I've wanted to formally launch Fit Liberty for so many reasons. For our community, of course, but also for my late friend Alex whose legacy I cherish and want to weave into every single thing we do at Universal Standard. The brand was her deepest passion. Fit Liberty is the true embodiment of our combined dedication to making the fashion industry a more inclusive place.

Wondering what a guitar would do on LinkedIn? Here's another classic on how a brand is far more than the product you see. If you are a 70s, 80s, 90s classic rock fan, this one's captivating. Check out this video that beautifully captures the essence of a brand's story and experience with its product. The product has a story and experience with it that forms the product & brand. #brandstory #ClassicRock #ProductExperience

Unfortunately, today we live in a world where perception is reality. However, we have the individual responsibility to distinguish ourselves from this falsehood. Choose the alternatives for yourself and the agency you represent and grow your brand, vision, attitude, and above all your team! #RochesterFire #GrowthChangeResillence #CulturalCompetency #DeversityEquityInclusion

If you enjoyed the financial lessons I shared from the Color Purple movie, then check out my latest video as part of the Money and Movies series for financial insights from the inspiring film ‘King Richard,’ starring Will Smith. #MoneyandMovies #financialinsights

From the perspective of Brian, this advice makes 100% sense. Most management models out there are not based on rapidly scaling startups. They are for established companies, with investors from the public market where losing value is to be avoided at all costs. If you do want to read some great books on how to run a company in founder mode, would highly recommend: 1. The Hard Thing About Hard Things (Ben Horowitz) 2. High Output Management (Andy Grove) 3. What You Do Is Who You Are (Ben Horowitz) Keep in mind the survivorship bias at play here, super successful tech founders tend to regret following big company management practices. The opposite could also be true: WeWork or FTX founders might regret not adopting more "big company" management practices. Run your company in a way that feels authentic and makes sense to you.

Founder Mode by Paul Graham: "There are as far as I know no books specifically about founder mode. Business schools don't know it exists. All we have so far are the experiments of individual founders who've been figuring it out for themselves. But now that we know what we're looking for, we can search for it. I hope in a few years founder mode will be as well understood as manager mode. We can already guess at some of the ways it will differ." #YCombinator #FounderMode #ScaleUps

Great article on the "Founder Mode" by Paul Graham at Y Combinator. While what constitutes it is a great topic of research, the end note is very foresightful: "I also have another less optimistic prediction: as soon as the concept of founder mode becomes established, people will start misusing it. Founders who are unable to delegate even things they should will use founder mode as the excuse. Or managers who aren't founders will decide they should try to act like founders. That may even work, to some extent, but the results will be messy when it doesn't; the modular approach does at least limit the damage a bad CEO can do."

Such a great point by the one & only ???????? ???????????? ?????????? ?????? ?????????????? ???????? ????. "??????????????" ????????. Couple of thoughts about this: 1. Most people whether they are founders or working in a regular companies ???????????????? ?????????????? ?????? ????????????. ???????? ?????? ?????? ?????? ???????? ??????????. When you try to just "manage" people in a leadership position, it's not effective for yourself as a leader and for your organization. 2. I think the "Founder" Mode that Paul Graham is talking about is a subset of "Leader" Mode. But the ???????????????????? ???? ???????????????? ???? ?????????????????? ???????? ?????????????? ????????????????????. That's why the generic leadership books and advices aren't really effective for startup founders. 3. This "Founder" Mode may be applicable to leaders of companies beyond startups, though, as Paul Graham noted with the example of Apple. In my early days at Apple between 2002-2007, what surprised me the most was how top execs (such as ???????? ????????????????) would email me, a mere MarCom manager sitting in Korea, to ask a specific question about Korea. Steve Jobs used to reply to emails from customers about iPhone or iPad. 4. I think some specifics ???????? "??????????????" ???????? ?????????????? are: ? Being ???????????????? between ???????????????? & ??????????????????; better yet, ?????? ?????????????? ?????? ???????? ?????????????? ???????????????? & ?????????????????? ? Willingness to ?????? ???????? ?????????? ?????????? ???????? ??????????????? ? ?????????????? ???? ?????????????????? ???????? ???????????????????? as needed ? ???????????? ?????????????????? to employees, customers, competitors, and advisors ? ???????????? ???????????? ???????? ?????????????????? to employees founders delegate ? Trying to make the "???????? ???????????????? ????????????????" based on the available data, ?????? ?? "?????????????? ????????????????"? ? ?????????????????????? ???? ???????? ?????????? and be responsible for the result, whether it's good or bad ? ???????? ???? ?????????????? including their own opinions Founders - what else do you think the Founder Mode entails?

You cannot hire "good people" and leave them to do their job as they want in a startup. This is because their "job" has many definitions and implications across different areas, solutions, and values. Also, employees might not have the same mindset with the founder as the idea-values progenitor, it is therefore on the founder to make sure that it is enforced. FOUNDERS MODE! However, this differs from MANAGER'S MODE where the company is already established with values, mission and proofed standard documented procedures that are duplicated and passed on across any generation. So here, you don't even have to tell employees what to do because they have a proofed handout, or many case studies to consult.

As your local twitter translator, this is going bonkers in Silicon Valley. The phrase founder-mode has instantly been solidified in the zeitgeist. You will hear about this for a decade, a new meta phrase like "product-market-fit."