Advice for big companies to quit entrepreneurs: changing mindset and working methods

Starting a business from a big company, consider a final question first. 　　This question refers to the deep thinking on the strategic level of the entrepreneurial project. Entrepreneurs with large corporate executives who have previously been in a mature company workis generally broader in strategic vision (e.g. TencentStrategic department, a dedicated team of dozens of people responsible for the scanning analysis of new opportunities, for management to do strategic and operational aspects of the carding and planning, the team members are mostly from the top consulting companies, with a shiny MBA degree, there will be more systematic thinking, but it is worth noting that static strategic thinking is only the analysis of existing problems 　　, which solves the problem of 1 to 10 phases. and entrepreneurial choice is a road from 0 to 1, so dynamic strategic thinking is particularly valuable, not only to achieve "low hand", willing to cut from the small opportunities, but also to maintain the "eye height", always think about the next 10 years what the company will do, whether it can become 3 billion or 5 billion dollars of the company. 　　I myself think that Sogou's three-level rocket strategy is a very worthwhile consideration and reference to a case. Speaking of beginner's mind, compared to most grassroots entrepreneurs, large companies in high-level background entrepreneurs are generally more free of wealth, so the thirst for wealth is relatively low, the point of entrepreneurship is more personal development in large companies in the bottleneck, the hope that through entrepreneurship to achieve the cause of the second spring, and entrepreneurship as a minority behavior, 　　It takes a strong ambition (and a friend to call it) to support it, which determines whether it will be a leader in the industry or just a mediocre company. We like ambitious entrepreneurs, either don't do it or do it big, and it's big enough. Here are some suggestions on how to work. 　　 from research to launchThe practice of large companies is the early stage of small-cap reconnaissance and the latter three-dimensional combat, the early dispatch of small teams through the industry and product research split try, once the model is verified, the company will use a variety of resources and team to invest, so once the big companies look at the field, are scorched earth, For example, nearly two years of taxi software and application distribution field, and the path of the start-up company is very different, due to resource constraints, the most important thing for a startup company is to do the strategic struggle, choose a big company temporarily do not see the field cut into, rapid iterative trial and error, the formation of differentiated advantages and capabilities. The determination of the TuyereOur eldest brother Richard Liu often in-house share of a point of view, entrepreneurship and investment, the most important to achieve the position of the people and, and the choice of tuyere there are two ways, one is to wait, deep thinking pre-layout, the other is to actively build, their own creation of Tuyere. For large companies, the latter is undoubtedly more appropriate, and startups are more often pre-judged and waiting, occasion, so deep thinking and enduring viability is the key to determining whether startups can fly. team formation and managementIn large companies because of the human and evaluation system is relatively sound, many employees will frequently change departments and projects, the loyalty of the team boss is relatively low, more short-term incentives, such as where the leadership is relatively nice, the year-end award of higher factors play a very big role, and start-up companies need to maintain the high stability of the core team, Therefore, the team's sense of identity with management is particularly important, which includes both the recognition of the entrepreneurial goals, as well as the recognition of the team, the simple saying that team members are willing to join the pay cut, is a good indicator of the evaluation of recognition.