Harvard i-lab | Startup Secrets: Vision, Mission, Culture Workshop featuring 3 case studies

Name: Harvard i-lab | Startup Secrets: Vision, Mission, Culture Workshop featuring 3 case studies
Uploaded: 2015-01-12T02:45:06.000Z
Duration: 3 h 19 s

Creating a Foundation for Growth and Endurance

Importance of a Strong Foundation in Startups

The discussion begins with the significance of establishing a foundation for growth and endurance in startups, contrasting it with the common focus on agility and nimbleness.

The speaker emphasizes the term "foundation," which has been used previously to highlight its importance despite cultural interpretations.

A clear value proposition is identified as essential for engaging potential audiences, serving as a starting point for any startup's journey.

On average, it takes about 7.8 years to build a company to exit; thus, consistency during this period is crucial amidst inevitable changes in ideas and market conditions.

The session aims to explore how to create cultural consistency that serves as a basis for building the company.

Workshop Overview and Resources

The speaker clarifies that tonight's class will not cover vision, mission, or culture workshops but directs attendees to resources available at startupsecrets.com.

Various workshops and case studies are mentioned, including insights from Noam Wasserman and examples from companies like Acquia and Salcify that illustrate effective frameworks for startups.

Engaging the Audience on Vision, Mission, and Culture

An interactive segment invites audience participation regarding the importance of vision, mission, and culture within an organization.

Direction is highlighted as critical; without knowing where you're going, any path may lead you astray.

The alignment of people within the company concerning its vision is deemed vital for fostering an effective work environment.

Key Concepts: Alignment and Focus

Alignment emerges as a key theme; having a strong vision helps focus efforts while lack thereof leads to disorganization among team members.

Startups often operate with limited resources; therefore, maintaining focus through alignment is essential for maximizing efficiency.

Empowerment Through Culture

A well-defined mission guides vision execution while culture empowers teams to achieve organizational goals effectively.

Introduction of guests who will share their experiences related to these concepts begins with Paul English’s background in supporting consumer startups through strategic guidance.

Introduction to the Speakers

Overview of Guests

Paul, founder of Kayak, is introduced as a notable figure in the tech industry.

Mike Duffy, known for building successful teams in enterprise software and founder of Silent, shares insights from his experience with Open Pages, acquired by IBM.

Adam Malonis discusses Chew Labs and its innovative approach to revolutionizing the food industry.

Engaging with the Audience

The host encourages audience participation through Twitter questions during the discussion.

Understanding Twitter's Mission

Discussion on Vision

The speakers are asked about their understanding of Twitter's mission; responses indicate uncertainty about its clarity.

A key insight reveals that Twitter’s actual mission is to empower users to create and share ideas instantly without barriers.

Challenges Faced by Twitter

The lack of a clear vision at Twitter's inception led to internal challenges regarding direction and purpose.

Despite initial confusion, opportunities arose from failures that shaped how people communicate via platforms like Twitter.

Market Evolution Insights

Importance of Market Awareness

The speaker emphasizes the necessity for startups to have a vision for market evolution amidst constant change.

Guest Perspectives on Their Markets

Adam Malonis - Food Industry

Adam highlights rapid changes in the food sector influenced by legal actions against major companies, indicating an urgent need for innovation.

Mike Duffy - Security Sector

Mike discusses cybersecurity challenges faced by companies due to hackers exploiting vulnerabilities in endpoint devices like laptops and tablets.

He notes that current security solutions primarily cater to large corporations while smaller businesses remain exposed.

Innovative Solutions in Security

Future Directions in Cybersecurity

Mike outlines plans for introducing advanced yet user-friendly security solutions aimed at all companies, emphasizing affordability and simplicity.

Understanding Market Dynamics and Vision in Business

The Importance of Storytelling in Business

Mike begins by illustrating the marketplace, emphasizing the evolution of viruses and how traditional solutions have become inadequate. He highlights a gap for smaller entities amidst big company dominance.

The discussion transitions to storytelling as a vital component of articulating vision and mission, with an invitation for Paul to share broader insights related to travel.

Insights from Kayak's Founding

Paul reflects on his experience in software development, noting that aging software tends to slow down due to unnecessary complexity created by programmers focusing on technical capabilities rather than user needs.

He critiques major players like Expedia and Travelocity for their bloated software, which complicates user experience and fails to provide desired content effectively.

Paul identifies a significant market opportunity in 2004, aiming to create a simpler, faster platform that directly addresses user needs without hidden agendas or distractions.

Disruption in the Travel Industry

He points out that existing platforms often restrict access to information by not allowing users direct links or contact details for hotels, creating frustration among consumers seeking transparency.

Acknowledging audience familiarity with Kayak, he prompts them to consider what they believe its vision statement might be based on their experiences.

Crafting Vision Statements

Audience members suggest various ideas about Kayak’s vision statement, focusing on accessibility of information and simplicity in travel planning.

Discussions highlight the importance of reducing bias when comparing options across different vendors as part of Kayak's mission.

Differentiation Through Mission Statements

The speaker emphasizes the distinction between vision and mission statements while cautioning against generic templates that lack genuine intent or differentiation.

He stresses the need for mission statements that inspire employees and set companies apart from competitors through unique values and goals.

The significance of involving all team members in crafting these statements is underscored as it fosters unity around shared objectives.

Engaging Teams in Vision Development

An example is provided where an executive team engages collectively in updating their company's vision and mission statements, reinforcing commitment towards common goals.

Mission Statements and Founder's Values

Importance of Authentic Mission Statements

Yearly evolution of mission statements is common; however, authenticity is crucial. Spend time crafting a mission statement that resonates personally to avoid wasting effort.

Harvard's Framework for Mission Statements

Harvard emphasizes four key attributes for effective mission statements: memorable, manageable, measurable, and motivational. This framework aids in creating impactful statements.

Founders' Values Over Vision

Paul shares that his focus was on establishing values rather than an explicit vision statement. Founders should clarify their values before market considerations to build a strong foundation.

Transparency in Values

Entrepreneurs are advised to express genuine values instead of what investors want to hear. Clear communication of these values fosters understanding within the company regarding decision-making processes.

Founder Identity and Market Vision

Before defining a market vision, founders must establish their identity and intentions for the company. This includes insights into market strengths and weaknesses.

Kayak's Mission Statement

Simple Yet Effective Mission

Kayak’s mission is straightforward: it aims to be the travel site users want to utilize. The aspiration is that no fare found elsewhere should be missing from Kayak.

Customer Experience as Validation

The compelling nature of Kayak’s service resonates with users who appreciate its simplicity in finding travel options, demonstrating how well-executed vision translates into customer experience.

Audience Engagement and Feedback

Audience Interpretation of Vision

Audience suggestions reflect an understanding of Kayak’s identity, indicating successful translation of vision through execution without needing explicit communication about the vision statement.

Measuring Success Through Customer Experience

A great vision is validated when customers experience what was intended by the founders. The alignment between intent and customer perception serves as a measure for success.

Listening to Customers

Customer-Centric Approach

Engaging with customers regularly helps founders understand how their company is perceived versus their intended message. This feedback loop informs adjustments in vision and mission statements.

Honesty in Self-Evaluation

Founders must remain honest about their company's representation; listening to customer feedback can reveal discrepancies between intention and perception.

Caution Against Overreaching Visions

Avoiding Hallucination in Vision Statements

John Herschtick warns against creating overly ambitious visions that lack relatability or actionable steps for engagement. A clear call-to-action enhances connection with potential stakeholders.

What Makes a Compelling Vision?

The Importance of Actionable Vision

A compelling vision should prompt customers to express interest and desire to purchase the product, distinguishing effective visions from mere hallucinations.

Startups that gain traction clearly communicate their value proposition, making it evident why customers need their offerings.

Value Proposition and Mission Alignment

A strong value proposition must be closely related to the company's vision and mission, ensuring coherence in messaging.

Paula from Ecologic emphasizes that culture is crucial for success, ranking it highly alongside product and market strategies.

The Role of Culture in Business Success

Customer-Centric Culture

A customer-driven culture is essential; team members should be willing to assist customers at any time, reflecting commitment beyond just the product.

The speaker advocates for a positive work environment free from drama, suggesting that individuals who don't fit this culture should find a more suitable workplace.

Defining and Codifying Culture

Consistency is highlighted as a key descriptor of culture; it's vital for creating an actionable framework within an organization.

Culture can be likened to an operating system; if it changes too frequently or lacks consistency, it can lead to dysfunction within teams.

Building Effective Teams Through Culture

Team Dynamics vs. Individual Talent

Hiring top talent alone does not guarantee success; without cohesive teamwork (the "glue"), individual brilliance may not translate into effective collaboration.

The speaker shares personal experiences where hiring great people without fostering a strong culture led to failures in previous companies.

Living the Culture Daily

It's emphasized that culture requires daily effort and cannot simply be discussed superficially; actions must align with cultural values.

True organizational culture manifests through lived experiences rather than being merely displayed on walls or documents.

Understanding the Importance of Culture in Startups

The Role of Culture from the Beginning

Jonathan emphasizes that a lack of cohesive culture can lead to disorganization, making it crucial for startups to establish a strong culture early on.

The speaker argues that cultural standards should be set even when the team is small, as neglecting this can lead to issues later.

Real-Life Examples of Cultural Impact

A startup founder shares their vision for a go-getter culture but faced challenges with a new hire who lacked team spirit and initiative.

Despite having sales skills, the employee's failure to understand the product led to her dismissal within three weeks, highlighting the importance of cultural fit over mere qualifications.

Defining Values and Mission

The discussion shifts towards defining company values; it's essential to articulate desired attributes from day one to attract suitable candidates.

Jay expresses that teamwork is vital for achieving his company's mission of saving lives through their product, contrasting with an ex-cofounder's profit-driven focus.

Crafting Meaningful Mission Statements

Jay describes his product—a low-cost respirator aimed at polluted environments—emphasizing its purpose beyond profit.

The group discusses how meaningful mission statements can guide hiring decisions and align team members with core values.

Long-Term Value of Defined Culture

By establishing clear values early on, startups can avoid costly hiring mistakes and ensure alignment with their mission.

Mike shares his experience at OpenPage where defining values early provided guidelines for decision-making and empowered employees.

Hiring for Cultural Fit and Energy Amplification

The Importance of Values in Hiring

Companies must express their values clearly to effectively hire candidates who align with them. Without this clarity, it becomes challenging to assess how potential hires will behave within the organization.

A strong connection exists between a company's values and its hiring process. If values are not communicated, candidates cannot be expected to understand what is sought after in terms of behavior and fit.

Key Attributes Sought in Candidates

When hiring, two primary attributes are essential: a proven track record of success and the ability to amplify team energy. Candidates should demonstrate efficiency and effectiveness in their previous roles.

The concept of "hallway tests" is introduced as a method to gauge whether an employee is an energy amplifier or neutral. Observing interactions can reveal if they engage positively with others or detract from team morale.

Energy Amplifiers vs. Neutral Employees

An employee's reaction during casual encounters (like eye contact with passing colleagues) can indicate their impact on team dynamics—whether they are energy amplifiers or negative influences.

In open office environments, every team member's engagement level affects overall productivity. Non-engaging individuals can diminish the collective energy and effectiveness of those around them.

Building a Culture Around Engagement

Organizations should prioritize hiring individuals who actively engage with others, fostering a culture where everyone contributes positively to team strength and morale.

Establishing clear expectations about engagement helps attract like-minded individuals while deterring those who do not fit this cultural mold.

The Role of Culture in Business Success

Authenticity in sharing company culture is crucial; leaders must communicate genuine experiences that reflect their values and practices within the organization.

A strong company culture significantly impacts business outcomes, especially regarding hiring challenges faced by startups. Focusing on values can differentiate companies in competitive markets.

Defining Company Culture

Company culture encompasses both operational methods and interpersonal dynamics; it's vital for entrepreneurs to articulate this essence as part of their identity.

Understanding that culture often operates at a subconscious level emphasizes the need for consistent reinforcement through actions rather than just words; living out these values is essential for authenticity.

Understanding Shared Values in Company Culture

The Importance of Shared Values

Discussion begins on the concept of shared values, which include beliefs and guiding principles that shape company culture.

Paul shares insights from his experiences at Kayak and Blade, emphasizing the differences in values between the two companies.

Key Values at Kayak

At Kayak, Paul prioritized three main focuses: team first, customer second, and business results third.

He highlights a significant metric: revenue per employee. At IPO, it was higher than competitors like Google and Facebook, indicating efficiency within their culture.

Team First Philosophy

Paul made a commitment to ensure that employees would look back on their time at Kayak as the most enjoyable work experience they ever had.

He actively worked to identify and address cultural defects by engaging with team members about interactions that felt off.

Customer Focus After Team Empowerment

Emphasizing the importance of recruiting a strong team first allows for better focus on customer needs once the right people are in place.

Engaging Class Discussion

A question is posed to the class regarding Paul's choice of prioritizing team over customers; students discuss potential reasons behind this approach.

Paul reflects on his desire for work to be fun and how this personal belief influences his leadership style.

The Authenticity of Cultural Values

Individual Perspectives on Culture

The discussion transitions to emphasize that there is no universally correct culture; it must align with individual beliefs.

Passion as a Driving Force

An important interview question mentioned: "What are you passionate about?" This helps gauge candidates' engagement levels with their work.

Measuring Culture's Impact

Paul notes that culture can be quantified through metrics like revenue per employee, demonstrating its tangible impact on business performance.

Building a Strong Company Culture

Defining Daily Interactions and Values

The founders emphasize the importance of orienting new employees towards the desired company culture, which includes having fun, achieving results, being kind and honest, and maintaining efficiency in all forms of communication.

Measuring Success in Team Dynamics

Blade's approach involves co-founding companies with tech founders, providing them with core team members for support, hiring assistance, and eventually helping them raise Series A funding.

Long-term success is measured by the quality of founding teams handed over to venture capitalists; the goal is to be recognized for producing exceptional teams rather than just financial returns.

Timing in Cultural Development

Founders are encouraged to declare their personal values before defining company culture as it establishes transparency and integrity within leadership.

Effective cultural turnarounds require selective hiring and terminations; removing negative influences can significantly uplift team morale and culture.

The Role of Leadership in Shaping Culture

Leaders must define their values clearly since the people within an organization embody its culture. Hiring practices should align with these defined values to foster a cohesive identity.

Early-stage companies should not delay defining their values; doing so helps clarify team dynamics without external pressures from market performance or customer expectations.

Consistency in Cultural Values

Establishing consistent cultural values is crucial; discrepancies in hiring based on varying value sets can lead to confusion among team members about what the organization stands for.

Hiring for Culture vs. Profit: What Should You Prioritize?

Defining Company Values

The importance of hiring individuals who are customer-oriented rather than solely monetarily driven is emphasized, highlighting the need for consistency in defining company values from the outset.

Personal values should be declared to set the culture; if someone does not fit within this culture, they should not be allowed to remain as it can negatively impact others.

Accountability and Cultural Engagement

Leaders must model accountability to cultural values, which fosters a healthy environment where team members feel empowered to address inconsistencies among peers.

Engaged teams will proactively correct behaviors that do not align with company values, promoting a supportive atmosphere for new hires adjusting to the culture.

Managing Cultural Fit

Acknowledging that some individuals may come from different cultural backgrounds, it's crucial to guide them towards understanding the company's standards without harshness.

Creating a respectful culture involves giving employees time to assimilate while also being clear about expectations; if they cannot adapt, decisive action may be necessary.

Hiring and Firing Practices

The adage "hire slowly, fire fast" is reiterated as essential; initial interviews may not reveal true character, making thorough vetting critical before making hiring decisions.

Delaying the removal of underperforming or toxic employees can harm overall morale and productivity within an organization.

Impact of Investors on Company Culture

The discussion shifts towards how investor choices can influence company culture; selecting investors aligned with company values is vital for maintaining integrity.

Investors should be chosen based on their ability to contribute positively rather than just financial gain; misalignment can lead to cultural inconsistencies.

Prioritizing cultural clarity during fundraising efforts ensures that new investors share similar values and do not disrupt established norms.

By structuring these notes around key themes and insights from the transcript while providing timestamps for easy reference, readers can navigate through important discussions regarding hiring practices and organizational culture effectively.

Understanding Stakeholder Alignment and Company Culture

Importance of Cultural Alignment

Emphasizes the necessity for alignment between a company's mission, vision, and the interests of its stakeholders, including customers, employees, partners, and shareholders.

Highlights that all four stakeholder groups should be integrated into the company culture to ensure cohesive operations.

Stakeholder Dynamics

Discusses potential misalignments among partners who may prioritize different business metrics than those of the company.

Uses Jeff Bezos as an example to illustrate how clear cultural messaging can shape public perception and operational focus at Amazon.

Physical Manifestation of Culture

Questions whether company culture can have a physical representation; mentions Bezos's unconventional desk setup as a statement about Amazon's values.

Introduces Paul’s examples to explore how physical spaces can reflect corporate culture.

Unique Workplace Environments

Describes Blade's innovative office design where desks are mobile to facilitate events, transforming the workspace into a social hub for entrepreneurs.

Customer-Centric Practices

Shares personal anecdotes from Kayak about prioritizing customer service by having programmers handle support directly to enhance product understanding.

Details an initiative where a loud phone on his desk served as a reminder for programmers to engage with customer feedback actively.

Engagement Through Representation

Explains how using an audible phone created direct communication lines between developers and customers, fostering better product development through real-time feedback.

Mentions using a clicker in meetings as a symbolic representation of team engagement and accountability during discussions.

Culture and Decision-Making in Organizations

Importance of Team Size and Efficiency

The speaker emphasizes the need for a larger team to enhance decision-making efficiency, indicating that three people may not be sufficient for effective outcomes.

A focus on pushing down decision-making is highlighted as a key cultural aspect, demonstrating care for the team's involvement.

Transparency as a Cultural Value

Transparency is presented as essential for operational efficiency, allowing team members to work with accurate data rather than assumptions or fears.

The metaphor of "the elephant in the room" is introduced, suggesting that open discussions about difficult topics are crucial for maintaining clarity and truth within the organization.

Linking Culture to Execution

The speaker connects organizational culture directly to execution effectiveness, stressing that thoughtful practices can bring values to life without significant cost or complexity.

A story about Enterprise Rent-A-Car during 9/11 illustrates how a strong customer service culture led employees to make decisions aligned with company values despite lacking formal guidance.

Empowerment Through Culture

The narrative highlights how empowering employees through cultural principles enables them to act in customers' best interests even when standard procedures are unclear.

The discussion prompts reflection on how organizational culture can serve as a guiding principle during ambiguous situations, encouraging teams to prioritize customer satisfaction.

Real-Life Examples of Cultural Alignment

An invitation for input from participants leads into personal anecdotes about aligning company actions with stated missions; one example critiques unhealthy food choices at health-focused companies.

Emphasizing authenticity, the speaker notes that merely discussing values isn't enough; organizations must embody their mission through everyday practices.

Defining Company Values

As new companies form, defining core values becomes critical. One participant shares insights from early discussions with engineers about creating loyalty and ease of business interactions.

The importance of adapting values based on team feedback is noted, showcasing an evolving understanding of what resonates with both employees and customers.

Leadership and Culture in Organizations

Importance of Internal Guidance

Emphasizes the significance of words that guide team focus, suggesting that priorities may shift based on circumstances.

Highlights the commitment to each other and customers, stressing the importance of communication when commitments cannot be met.

Leadership Principles and Company Values

Introduces a system designed for team success, built on leadership principles and company values as foundational elements.

Defines four key components of effective leadership: articulate vision, show care, have substance, ensuring consistency among leaders.

Execution and Decision-Making Framework

Discusses how principles guide leadership while values influence actions and decision-making within the team.

Stresses that adherence to these principles by top management is crucial; inconsistency can undermine the entire framework.

Reward Systems as Cultural Reinforcement

Describes reward systems at Open Pages that recognize employees for embodying company values, including equity awards for outstanding contributions.

Mentions an "On the Spot Award" program where peers nominate colleagues for recognition, enhancing visibility of good behavior aligned with company values.

Communication and Culture Building

Notes communication as a vital aspect of business operations; clear intent from leaders fosters understanding among employees.

Highlights rewards as essential to culture-building; peer recognition reinforces positive behaviors aligned with organizational values.

Integrating Culture into Daily Operations

Indicates the need to weave cultural principles into daily execution processes within organizations.

Introduces Adam's perspective on kitchen culture versus corporate culture, hinting at unique challenges in maintaining a cohesive environment.

The Transition from Dictatorship to Democracy in Business

The Nature of Kitchen Management

Running a successful kitchen is likened to a dictatorship, where decisions must be made swiftly without democratic input during high-pressure service times.

Transitioning from a dictatorship to a democratic business model can be challenging, as it involves allowing free speech and opinions within the company.

This transition requires personal growth and continuous effort, as the chef mentality can revert back under stress.

Social Mission in For-Profit Companies

A for-profit company with a social mission demands different leadership styles; being dictatorial contradicts the goal of positive change.

To effectively change the world, leaders must maintain an approachable demeanor rather than resorting to anger or intimidation.

The success of Unreal demonstrated that engaging with influential figures was easier when promoting a socially responsible mission tied to tangible products.

Reimagining Snack Food: Chew's Mission

Emotional Connection through Food

Chew’s mission statement aims to emotionally resonate with consumers by changing perceptions about snacking and junk food.

People are often resistant to change their beloved snacks; thus, addressing this attachment is crucial for innovation in snack foods.

Understanding Addictiveness in Food

The concept of "bliss point" highlights how sugar, salt, and fat are manipulated in food production to create addictive qualities that drive consumption patterns.

Consumers often reach for unhealthy snacks during energy crashes caused by these addictive properties, reinforcing poor eating habits.

Changing Mindsets Around Healthy Eating

Challenging Conventional Beliefs

Many believe healthy eating requires sacrifices; however, Chew seeks to demonstrate that indulgence can coexist with healthiness.

By retraining consumer mindsets about snack choices, Chew aims to show that one can enjoy satisfying options without guilt.

Innovative Product Development

Efforts include creating dairy-free yogurt alternatives packed with nutrients like chia seeds while maintaining taste satisfaction.

Cultural Fusion in Food Concepts

Blending Familiarity with Novelty

When introducing foreign cuisines (e.g., Swedish food), pairing them with familiar local dishes (like Spanish tapas) helps ease acceptance among consumers.

Collaboration for Improvement

Chew collaborates with major food companies aiming to enhance product quality—making them tastier and healthier while considering environmental impacts.

What Makes a Successful Food Innovation Process?

The Importance of Rapid Failure in Innovation

Adam discusses how he is often challenged by others regarding his unique capabilities compared to thousands of food scientists, emphasizing that rapid failure is a key strength.

He shares an example where his team has iterated on a product 133 times within four weeks, highlighting the importance of learning from each failure to improve future tests.

Adam explains that larger companies may still be speculating while his team has already made significant progress through numerous iterations and failures.

He notes that the cost of achieving success (the 2%) is justified by the extensive learning derived from failures (the 98%).

Adam warns that quick successes might indicate insufficient effort or low standards, advocating for a culture focused on identifying negatives to drive improvement.

Continuous Improvement and Iteration Culture

The company fosters a culture where projects are never considered finished; they continuously seek opportunities for enhancement even after market release.

This approach contrasts traditional marketing models, as they prioritize ongoing iteration over static products.

Diverse Perspectives on Business Principles

The discussion highlights three different viewpoints: a chef building a food company, an enterprise CEO serving large corporations, and a founder scaling consumer products.

Despite their differences, they share common principles regarding self-assessment based on results versus effort and problem-solving approaches.

Establishing Company Values and Culture

Key questions are posed about decision-making processes, management styles, customer prioritization, and how these elements reflect company values.

A checklist for execution includes leadership communication, accountability establishment, recognition of success, and authenticity in cultural representation.

Handling Performance Issues and Cultural Integrity

Recognition rewards play an essential role in reinforcing company culture; challenges arise when individuals do not meet performance expectations.

Early intervention in addressing performance issues is emphasized as crucial for maintaining cultural integrity within the organization.

Leadership's Role in Shaping Company Culture

Founders have the responsibility to establish company culture early on; it cannot be delegated or ignored as it fundamentally shapes organizational dynamics.

A successful culture can differentiate a company significantly; referencing Southwest Airlines' co-founder Herb Kelleher’s insight about replicating operational practices but not the underlying culture.

Conclusion: Building an Enduring Company Foundation

The session concludes with encouragement to view foundational cultural work as essential for creating enduring companies amidst industry challenges.

Thank You and Future Engagements

Acknowledgments and Encouragement

The speaker expresses gratitude for the audience's time and attention, specifically thanking Paul, Mike, and Adam for their valuable insights shared during the session.

An invitation is extended to the audience to engage further with Paul, Mike, and Adam, highlighting their expertise as a resource for attendees.

The speaker mentions a workshop related to the current discussion that is available on the website for those who missed it.

There is a promise of future discussions in the next semester focusing on how these insights relate to hiring practices.