Every startup CEO wants to build a high-performing company.
But leadership isn’t just about revenue growth or product innovation — it’s about people.
If you’re leading a startup, your biggest challenge isn’t just getting funding or scaling operations; it’s creating a culture where people want to stay, grow, and contribute at their highest level.
I learned this firsthand when I worked at a forestry company that was thriving — until it wasn’t.
Our financials were solid, investors were pouring in money, and employee engagement was high.
But beneath the surface, a major issue was brewing: pay disparities and lack of career growth opportunities were pushing our best employees away.
I saw it happening in real time, and I knew if something didn’t change, we’d lose everything we had built.
One day, I gathered my courage and walked into our CEO’s office.
I laid it all out: morale was plummeting, top talent was leaving, and the gap between leadership and frontline workers was growing too wide.
I told him the hard truth — if he wanted to keep the company successful, he had to step up as a leader.
I didn’t just bring a problem; I brought a solution.
And inspired by leaders like JPMorgan CEO Jamie Dimon, I shared five key leadership lessons that made all the difference.
Jamie Dimon has made it clear: great CEOs prioritize culture.
Strategy will get you funded, but culture will determine whether you survive long-term.
At my company, leadership was focused on business growth, but employees felt disconnected.
I told our CEO: Culture isn’t HR’s job alone — it starts with you.
I urged him to take the lead in creating a culture where employees felt valued.
That meant more than just words; it meant action.
Leaders set the tone, and when employees see their CEO genuinely invested in their well-being, engagement skyrockets.
CEOs love dashboards, KPIs, and reports.
But numbers don’t always tell the full story.
Dimon is known for his hands-on leadership style — he doesn’t just read reports; he talks to employees at all levels to understand what’s really happening.
I pushed our CEO to start bi-weekly meetings with department heads, not just for updates but to listen — really listen.
The results were immediate.
He started hearing about small but critical issues before they became major problems.
Employees felt heard, and trust between leadership and teams improved dramatically.
Many startup CEOs fall into the trap of trying to do everything themselves.
But as Dimon wisely points out, the best leaders surround themselves with talented individuals and empower them to lead.
I shared this insight with our CEO: You’ve hired smart people — let them do their jobs.
Instead of micromanaging, he needed to trust HR, invest in leadership development, and equip managers with the tools to build strong teams.
Once he took a step back from the day-to-day operations and shifted his focus to big-picture leadership, the company’s momentum accelerated.
This concept of empowering leadership ties into a broader strategy for success, something I touched on in my recent post about core skills for product marketing at Dropbox, where strong team leadership was central to their growth and innovation.
One of the biggest gaps in our company was the lack of meaningful professional development.
Employees weren’t growing, and without growth, retention suffered.
Jamie Dimon and other top CEOs understand that skill-building isn’t optional — it’s a business necessity.
I pushed our CEO to implement robust learning programs — not just for senior staff but for every employee.
Within months, we saw a shift. Employees felt invested in, productivity improved, and retention stabilized.
When you help people grow, they help your company grow.
This was the toughest conversation.
Our company had massive pay gaps.
Leadership was well-compensated, but frontline employees — those driving daily operations — were struggling.
This wasn’t just unfair; it was bad business. When people feel undervalued, they leave.
Simple.
Dimon has emphasized that great CEOs take care of their employees.
They know that investing in people isn’t just ethical — it’s strategic.
Jamie Dimon himself has highlighted how CEOs who lack crucial soft skills often struggle, as discussed in this CNBC article.
I told our CEO: If we don’t fix this, we’ll keep losing talent.
He listened.
We restructured pay to be more equitable and improved our benefits, including better medical coverage.
The impact?
Employees felt valued, morale improved, and retention rates climbed.
Within two months of these changes, the company started seeing positive shifts.
Employees were more engaged, productivity increased, and the revolving door of talent slowed down.
The CEO’s willingness to adapt and lead by example turned things around.
If you’re a startup CEO, here’s what you need to take away:
- Culture isn’t an HR function — it’s your responsibility.
- Talking directly to employees is more valuable than another data report.
- Get out of the weeds and trust your team.
- Invest in professional development at all levels.
- Pay people fairly — because undervaluing talent is a fast track to failure.
Leadership isn’t about having all the answers.
It’s about listening, adapting, and making decisions that benefit both the company and the people driving it.
If you’re a startup founder looking to build a company that lasts, take these lessons seriously.
Now, I want to hear from you.
What leadership lessons have made the biggest impact in your company?
Drop a comment below and let’s keep the conversation going.
And if this resonated with you, share it with a startup founder who needs to hear it.
About The Author
My name is Bill and i Help CEOs, startup founders, and business leaders drive growth and create thriving workplaces for their employees. Subscribe here today for more tips and unique strategies to grow your business and employees.