What is *From Start-Up to Grown-Up* by Alisa Cohn about?

*From Start-Up to Grown-Up* provides actionable strategies for startup founders and CEOs to scale their leadership alongside their business. It focuses on self-management (controlling self-doubt, maximizing strengths), team dynamics (communication, delegation), and company-wide systems (core values, strategic alignment). The book includes real-world examples from companies like Etsy and Venmo, plus 14 scripts for difficult conversations.

Who should read *From Start-Up to Grown-Up*?

This book is ideal for startup founders, CEOs, and entrepreneurs navigating scaling challenges. It’s also valuable for leaders in fast-growing companies seeking frameworks to improve communication, delegation, and organizational culture. Aspiring executives in tech or innovation-driven industries will benefit from its practical leadership tools.

Is *From Start-Up to Grown-Up* worth reading?

Yes—ranked #1 by *Global Guru* for startups and winner of the 2023 International Book Awards, it blends Alisa Cohn’s 20+ years of coaching experience with actionable advice. Readers gain tools like creating a “personal operating manual” and scripts for critical conversations, making it a practical guide for leadership growth.

What is a “personal operating manual” in *From Start-Up to Grown-Up*?

A personal operating manual clarifies how a leader works best, detailing communication preferences (e.g., email vs. calls), decision-making style, and feedback expectations. Cohn recommends founders and employees create these manuals during onboarding to align workflows and reduce friction.

How does Alisa Cohn approach leadership development in the book?

Cohn prioritizes three layers: **self-management** (identifying triggers, leveraging motivators), **team leadership** (delegation, feedback), and **company strategy** (core values, board relationships). Her approach is grounded in coaching startups like DraftKings and The Wirecutter, emphasizing adaptability and practical systems.

What are the key frameworks in *From Start-Up to Grown-Up*?

- **Self-awareness audits** to manage triggers and strengths. - **Delegate-to-elevate** strategies for team trust-building. - **Core values integration** to align company culture. - **14 conversation scripts** for feedback, conflict, and pivots.

What quotes highlight the book’s themes?

> “Growth of your company begins with growth within you.” This underscores Cohn’s thesis that effective leadership starts with self-mastery before scaling teams or strategies.

How does *From Start-Up to Grown-Up* advise handling difficult conversations?

The book’s appendix provides scripts for scenarios like correcting underperformance or addressing co-founder disputes. Cohn emphasizes clarity, empathy, and forward-focused dialogue, illustrated by examples from her coaching clients.

스타트업 CEO에서 스케일업 리더로 요약

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앨리사 콘

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스타트업 CEO에서 스케일업 리더로 요약 개요

알리사 콘(Alisa Cohn)의 이 필수적인 플레이북은 실전에서 검증된 전략을 통해 창업자를 CEO로 변화시킵니다. 업계 전문가들로부터 "가장 완벽한 스타트업 리더십 도서"라는 찬사를 받은 이 책은, 수많은 기업가들이 반짝이는 아이디어에서 지속 가능한 비즈니스 제국으로 나아가는 험난한 여정을 헤쳐 나갈 수 있도록 도운 심리적 도구들을 제공합니다.

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1장

When Passion Meets Purpose: The Startup Leadership Journey

Starting a company is like climbing a mountain without a map. You begin with enthusiasm and vision, but soon face challenges you never anticipated. This is the core insight of Alisa Cohn's "From Start-Up to Grown-Up," which has become required reading in entrepreneurial circles from Silicon Valley to New York. As the coach behind unicorn successes like Venmo, Etsy, and DraftKings, Cohn has guided countless founders through the treacherous transition from scrappy startup to established enterprise. Her book has earned praise from industry titans like Seth Godin, who calls it "essential reading," and Marshall Goldsmith, who notes that reading it feels like receiving direct coaching from Cohn herself. What makes this guide particularly valuable is its recognition of a fundamental truth: the journey of growing a business is inseparable from the journey of growing as a leader.

2장

The Leadership Mirror: Understanding Your Impact

Leadership is an unnatural act. This realization hits most founders as they transition from being passionate product builders to becoming people managers. The company inevitably becomes a mirror reflecting both your strengths and weaknesses-a dynamic that works with ten employees but becomes problematic at thirty and potentially disastrous beyond one hundred. Self-awareness forms the foundation of effective leadership. Consider Ronnie, a CEO who described herself as "extremely strategic" but discovered her team actually saw her as "detailed, focused, critical." This disconnect highlights why radical self-examination is essential. Your behavior as a founder carries disproportionate weight-your suggestions become orders, your whispers become shouts, and even casual comments ripple throughout the organization. When Anna jokingly mentioned holding a party in the parking lot, her team took it as a directive and began planning logistics. The CEO role differs fundamentally from other positions because it lacks a specific function. Instead, it encompasses setting direction and culture, hiring and managing the right people, switching between detailed focus and delegation, handling conflict while celebrating success, ensuring clear communication, and maintaining financial viability. Above all, the CEO must adapt as circumstances, team, company, and self evolve. Developing an effective leadership style requires understanding your natural tendencies. How do you express yourself-through questions and collaborative exploration or direct instructions? Do you address conflict head-on or avoid it? Do you provide immediate feedback or wait? How much control do you need over processes versus outcomes? How do you respond to stress? How do you make decisions? Your words carry tremendous weight-what Scott Harrison of Charity: Water calls "the CEO megaphone effect." Even casual comments can dramatically impact team behavior and debate. Some leaders are too emotionally guarded, making them inaccessible, while others let their passion manifest as frustration or even bullying. Communication challenges range from being too terse to thinking out loud, leaving teams confused about priorities. Many struggle with delegation, either micromanaging or being too hands-off without establishing proper systems. The ideal leader balances decisive action with making people feel heard and respected. Contrary to founders' assumptions, most employees actually want clear direction rather than complete autonomy. And while founders may not require external validation, their teams need regular affirmation to thrive.

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스타트업 CEO에서 스케일업 리더로 요약의 각 단어가 오디오에 맞춰 실시간으로 강조되어 편하게 따라 읽을 수 있습니다.

3장

Managing Your Inner Demons: The Psychological Journey

The startup journey isn't just externally challenging-it's an intense psychological experience. The uncertainty of building something without a playbook creates fertile ground for imposter syndrome, anxiety, and depression. Even highly successful people like venture capitalist Chamath Palihapitiya admit to lifelong imposter syndrome that intensifies with success. When facing setbacks like difficult fundraising rounds, self-doubt can paralyze you, especially when other founders seem to be "crushing it." Combat this by creating a "highlight reel" of your successes-previous fundraising wins, deftly handling executive issues, guiding teams through product failures, or winning customer trust. Review these achievements when anxiety strikes to remind yourself of your capabilities. Founders are 30% more likely to experience depression than others. Some can't celebrate wins, constantly focusing on what's next or what's broken. Keith, despite raising $100 million, slumped deeper into his chair during our meeting, showing clear signs of depression. If you're having destructive thoughts, seek professional help immediately. Simple prescriptions can help: daily walks outside, regular exercise, daily calls with friends, and establishing clear work boundaries. As the company's most valuable asset, you must prioritize self-care. One CEO aptly noted, "It's not just lonely at the top, it's exhausting." Your physical, mental, and emotional health directly impacts your decision-making ability and leadership effectiveness. The fundamentals aren't optional: sleep, exercise, nutrition, and stress relief are essential for making sound decisions under pressure. Establish regular interruptions in your endless wheel of work through habits, routines, and rituals. Try simple routines like doing jumping jacks to re-energize during afternoon slumps or morning rituals that include gratitude practices, planning your top priorities, and reviewing personal highlights. These practices give you perspective and control even when everything seems chaotic. Building a company is incredibly difficult, which is why you need to prioritize your well-being and seek help from others. Peer support from fellow founders provides invaluable perspective on challenges you can't discuss with your team. One-on-one coaching provides another layer of support from someone who understands startup stresses and can help you adjust your leadership style while working through difficult inner issues.

4장

Creating a Culture of Trust and Excellence

People often debate the distinction between managing and leading, with "leaders" typically viewed as superior. But both roles are essential-leadership sets vision and motivates people, while management handles the systems and processes that make work function. To effectively orchestrate your team's work, you must understand what motivates them rather than assuming they share your level of commitment. Psychological safety-the concept that people should feel safe at work without fear of bullying, disrespect or humiliation-is fundamental to team effectiveness. In the high-pressure startup environment, it's easy to lose your cool, but people can't perform at their best when anxious. Your behavior as the boss gives others permission to act similarly. The most effective leaders maintain emotional self-control during pressure situations, staying calm and solution-focused rather than placing blame. Though often overlooked by founders, praise is a powerful, free motivational tool that builds the social capital needed for team loyalty. When you think something is good but don't verbalize it, your employee may waste time wondering if their work met expectations. Your team members get worn down by startup pressures, and without hearing positive feedback, they develop self-doubt that hampers creativity and energy. Track your positive interactions deliberately-even technical founders like Jae have found that regular check-ins and positive feedback transform average employees into exceptional ones. Accountability works best when expectations are crystal clear and people feel psychologically safe. When holding team members accountable, avoid the common mistake of letting frustration build until you snap. Instead, approach accountability conversations with curiosity rather than punishment in mind. As Carol, a training startup CEO, learned, making someone feel bad rarely improves performance-it only creates defensiveness and destroys confidence. Effective delegation is fundamental to scaling your business. Using Ken Blanchard's "will and skill" framework helps determine how to delegate properly. Assess both motivation (will) and capability (skill) of your employees before delegating tasks. This helps you determine how much guidance they'll need-whether they can work independently or need step-by-step direction. Good delegation also clarifies boundaries between roles and decision-making authority.

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5장

Cultivating a Purposeful Company Culture

Culture isn't just about office perks or social activities-it's the set of assumptions your people use to solve daily problems. As Ben Horowitz notes, "If you don't methodically set your culture, then two-thirds of it will end up being accidental, and the rest will be a mistake." Culture answers crucial questions like when employees should speak up about problems, work hours expectations, spending guidelines, and whether winning trumps ethics. Every company has a culture whether it's intentional or not. As Jon Stein of Betterment describes it, culture is like a house-values form the foundation, while visible elements include regular meetings, communication infrastructure, reporting processes, and office design. But ultimately, "people make the place"-the talent you hire forms the heart of your culture. Toxic cultures rarely start intentionally-they evolve when founders aren't mindful about culture-building. Common dysfunctional cultures include: the "mirror culture" where everyone emulates the founders (including their flaws); the "polite culture" where truth-telling and constructive conflict are avoided; the "conflict-avoidant culture" where maintaining harmony trumps addressing problems; the "friends culture" where an untouchable class of people exists; and the "hard-driving culture" where impossible expectations lead to burnout. To build a positive culture, focus on three foundational elements: your company story, the vision and purpose of the work, and a set of values important to you and your people. Your founding story provides employees with a north star-an embodiment of what the company is and its reason for being. This narrative builds community and camaraderie, with people fondly recalling it even when they joined years after the company's founding. When facing daunting odds, people need purpose and meaning to stay motivated. Without this connection, people become defensive, exhausted and turf-focused. Purpose reconnects people to shared problems and collaborative solutions. The best company values are relevant to your work, distinctive, opinionated, and slightly quirky-not generic terms like "integrity" that could apply to any business. Company rituals become infused with meaning beyond the activities themselves. Effective rituals are personal, purposeful, and powerful-bringing people together authentically and serving as organizational glue. Examples include "Wednesdays are Winsdays" where teams celebrate milestones, "immersive awards" with plushy toys for outstanding contributions, and cross-functional lunch pods that facilitate communication across departments.

6장

Mastering the Art of Hiring and Firing

Most companies make consistent hiring mistakes, often relying too heavily on whether they "like" candidates rather than evaluating skills systematically. Founders often hire hastily without considering two critical factors: the values and qualities they want in employees, and the specific abilities and experiences needed for particular roles. When hiring for culture, be specific about the values you seek. At BetterUp, CEO Alexi Robichaux screens for six core values including grit, courage, and empathy through targeted questions about candidates' hardest challenges and workplace conflicts. Following Workday's example, BetterUp founders interview the first 500 employees personally as "cultural cofounders," focusing not on job skills but on mindsets and motivations. Before adding headcount, explore whether existing systems or software could handle the work more efficiently. When Nelson's operations director wanted an assistant, what she really needed was proper software to replace her overwhelmed spreadsheets. When hiring becomes necessary, define specific needs beyond generic requirements like "exceptional communication skills." Visualize success stories you want this person to accomplish in six months, then collect evidence through behavioral interviews, thorough reference checks, and online research. Onboarding is the critical fifth step of the hiring system. For new hires, especially senior ones, clarify expectations for their first thirty, sixty, and ninety days. Get alignment on roles early-as with Martin and Colin, who failed to clarify the head of product role, leading to constant conflict over product direction and team accountability. This misalignment ultimately destroyed both their working relationship and friendship. Firing is difficult but necessary, especially when someone with impressive credentials isn't delivering. Kevin's experience with Sean, a seemingly perfect CTO hire from prestigious tech companies, illustrates the cost of delaying termination. Despite Sean repeatedly missing deadlines for rearchitecting their platform, Kevin avoided direct confrontation, instead creating a costly shadow engineering team to check Sean's work. Most CEOs fire people months too late, after problems have become apparent to the entire team. Warning signs emerge when executives can't scale with the company. Like Katrina, the brilliant designer who couldn't manage her growing team, handle cross-functional collaboration, or contribute to strategic discussions. When unaddressed, such situations create resentment, frustration, and stalled growth.

들리는 모든 단어를 눈으로 확인하세요

스타트업 CEO에서 스케일업 리더로 요약의 각 단어가 오디오에 맞춰 실시간으로 강조되어 편하게 따라 읽을 수 있습니다.

7장

Building an Effective Organizational Structure

While founders may be inspired by innovative management approaches like Netflix's culture deck or Zappos' holocracy, eventually every growing company needs structure and hierarchy. It's healthy to question conventional management practices, but some form of organization is essential. The purpose of an org chart isn't bureaucratic box-checking-it's primarily for employees who need clarity about their responsibilities and reporting relationships. People want to feel they belong to a "small tribe," whether you call these groups squads, pods, tiger teams, or something else. New managers need guidance about their fundamental role shift: from getting satisfaction through personal achievement to finding fulfillment through others' results. This transition is challenging-managers must stop doing the work themselves and instead create conditions for others to succeed. This shift often creates discomfort. Managers may feel guilty or insecure about not producing tangible work, leading them to micromanage or compete with employees for credit. Like CEOs, managers are constantly under surveillance. The transition from peer to boss creates an immediate shift in dynamics that requires intention and attention. New managers must understand they're no longer "one of the gang" even in social settings-they now set behavioral standards and represent the company. Communication must become intentional as your company grows. When small, you could swivel your chair to share information, but larger organizations require structured communication flows. Hold regular leadership meetings to update executives on company status, goals, and strategy changes. Together, decide on key messages for the entire company. Many CEOs underestimate communication frequency. One CEO thought a single Slack message was sufficient, but effective communication requires repetition across "small groups, large groups, in all-hands, in one-on-ones, over email, over Slack, informally, formally." Great managers are great coaches. The foundation of effective coaching is building strong relationships through casual conversation and genuine interest in employees' lives. The GROW coaching model provides a helpful structure: Goal (What do you want to happen?), Reality (What's the present state?), Options (What are some things to try?), and Will/Way Forward (What should you do?).

8장

Creating Systems That Scale

While founders may resist implementing formal systems and meetings, operational excellence becomes essential as companies scale. Systems, metrics, and processes-though seemingly bureaucratic-provide the structure needed for efficient, predictable business operations. Well-structured operations help employees understand goals, responsibilities, and information flow. When you're small, informal systems work ("Hey, Megan, where's that customer spreadsheet?"), but as you grow to 50+ employees-especially with remote work-organization becomes critical. Metrics serve as both progress measurements and guides, but they're ultimately about people, not just numbers. Every startup needs both universal and business-specific metrics to establish clear goalposts that motivate employees and focus their efforts. Many founders undervalue metrics, preferring to celebrate any progress rather than measuring against specific targets. But without proper metrics, you can't determine if you're maximizing potential. Cash management is fundamental, yet even substantial funding rounds can disappear faster than expected. After raising money, startups typically hire according to plan, but then additional "necessary" hires creep in-a data researcher here, a sales ops person there, unexpected technical staff to rearchitect systems. Before you know it, your runway has shortened dramatically. Dashboards provide essential visibility into your company's health by capturing key metrics on a single page. As your business evolves, so should your metrics. Your dashboard should use a simple color system: green (on track), yellow (off-track with viable recovery plan), or red (off-track with no recovery plan). This visual system helps teams quickly identify problems and collaborate on solutions. Clear goals motivate people and facilitate productive conversations about expectations. OKRs (Objectives and Key Results) provide structure for tracking initiatives and measuring performance. For example, a fintech company might have the objective "Launch new product by September" with key results like "product goes live" and "50,000 new users sign up first week." People genuinely want to succeed but often lack clear direction. Even when you're moving fast, accountability requires measurable goals that everyone understands. The RACI matrix is a powerful organizational tool that clarifies who is Responsible for doing work, who is Accountable for ensuring goals are met, who needs to be Consulted, and who should be Informed. This simple chart prevents confusion, builds trust, and eliminates the "pettiness and FOMO" that occur when people expect involvement but are left out.

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9장

Managing Key Relationships: Boards and Cofounders

Managing your board is inevitable and necessary when building a startup. While board relationships can strengthen through disagreements, they can also become dysfunctional. Board members come in various types, from the exceptional to the challenging. The exceptional ones build relationships with CEOs, provide strategic guidance, open doors, and seek feedback to improve. However, many founders encounter difficult personalities: alpha directors who dominate discussions; checked-out directors who are disengaged; detail-obsessed directors who derail meetings with minutiae; micromanagers who give overly prescriptive advice; generals fighting the last battle who apply irrelevant strategies from other companies; and inexperienced directors who panic at the first sign of trouble. Though it seems counterintuitive, you must guide your board even when they seem unwilling to be guided. While they may offer opinions and advice based on their experience, they aren't necessarily experts in your specific business. As CEO, you lead the entire company-including the board. Think of your board as another direct report that needs management. Building relationships with board members creates a reservoir of goodwill that becomes crucial during challenging times. Meet directors one-on-one as early as possible, preferably in person over meals or informal activities. Use these interactions to build personal rapport and understand their personalities, interests, and operating styles. The cofounder relationship resembles a marriage-it can be healthy or dysfunctional, communicative or resentful, between lifelong friends or recent acquaintances. When working well, your cofounder provides comfort during tough times, commiserates when things go wrong, and covers for you when needed. The two Jasons I worked with exemplified this-college friends who maintained their partnership through massive challenges like a devastating hack. As one Jason said, "We both put the relationship before the business. That may seem counterintuitive, but if we're good, the business will be good." Common sources of cofounder conflict include: when one isn't growing fast enough; unclear decision-making authority; misalignment on company direction; unequal recognition; and letting conflicts become personal. Just as marriages benefit from prenuptial agreements, cofounder relationships need both legal and emotional agreements. Beyond the legal operating agreements covering equity and ownership, cofounders need to discuss values, direction, and working styles. Trust forms the foundation of any cofounder relationship and must be intentionally built, maintained, and restored when broken. Beyond business discussions, create regular rituals that allow for relaxed, open-ended time together-whether it's weekly taco dinners, monthly theater outings, or staying in each other's apartments during visits.

10장

Adapting to the Remote Work Revolution

The pandemic accelerated existing trends toward remote work, creating new challenges for workplace relationships. Remote work eliminates the organic relationship-building that happens naturally in offices. Without coffee breaks, lunches, or casual desk visits, the natural processes we've relied on for workplace connection are missing. This isolation can make people uncertain, suspicious, or even paranoid. In offices, personal items humanize colleagues and create conversation starters. To replicate this remotely, create rituals like sharing mini-collages of "me in my natural habitat" during meetings. Double down on meeting chit-chat and cultural rituals. Take time to ask personal questions as you would during coffee breaks. Create virtual social activities like team trivia, guided tours, scavenger hunts, or random virtual coffee pairings. Mental health challenges intensify during remote work. Help employees establish clear boundaries between work and home life, encouraging regular exercise and outdoor time. Be vigilant for signs of isolation-induced depression or anxiety. Have heart-to-heart conversations with team members and ensure your leaders do the same. Remote work's biggest risk is communication breakdown. Without organic information flow, people become misaligned and conflicts arise from misinterpreted messages. The solution is overcommunication-sharing thoughts regularly through emails, all-hands meetings, and one-on-ones. Master "digital body language" by using pleasantries, context, and tone markers in written communication. Remote hiring requires different approaches than in-person recruitment. Plan for more conversation time and thoughtful questions to compensate for missing nonverbal cues. Consider both formal interviews and casual conversations to replicate the in-person experience of meals and informal interactions. Remote onboarding failures can doom even promising hires. To prevent failures, embrace new hires before they start by maintaining contact between hiring and start date. Send them company swag with their name on it, provide clear schedules for their first day and week, and ensure their technology is ready. Have HR walk them through company systems, and assign someone to call on their first day. When teams transition to remote work, systems that worked in-office often break down. Remote work requires more rigorous information management-everything needs a designated place that everyone knows about. Without clear systems, employees waste time on "scavenger hunts" for information. Leadership is an unnatural act, but it can be learned-especially when transitioning from entrepreneur to CEO of a growing enterprise. Many founders find comfort in knowing they're not alone in their feelings of loneliness, the mismatch between rational thought and emotions, the lack of perfect information, and the challenges of managing people and cofounders. Starting a company is incredibly difficult, but there are well-trodden paths and tools to help. The founders I've worked with have embraced the struggle, mastered these techniques, grown tremendously as leaders, built successful companies, and made positive impacts on the world. My hope is that you will too.

★★★★★

스타트업 CEO에서 스케일업 리더로 요약 완독을 축하합니다

“23일째 매일 사용하고 있어요. 이제 제 일상의 한 부분이 되었습니다.”

jayallen

스타트업 CEO에서 스케일업 리더로 요약의 핵심 주제

founder transition
executive coaching
scaling leadership
ceo megaphone effect
entrepreneurial mental health

스타트업 CEO에서 스케일업 리더로 요약의 명문장

Leadership is an unnatural act.
Your suggestions become orders, your whispers become shouts.
It's not just lonely at the top, it's exhausting.
Founders are 30% more likely to experience depression than others.
Leadership sets vision and motivates people.

스타트업 CEO에서 스케일업 리더로 요약의 등장인물

Alisa CohnAuthor and executive coach for startup founders
RonnieCEO case study who struggled with self-awareness
Scott HarrisonFounder of Charity: Water discussed as a case study
KeithCEO case study who struggled with depression

저자 소개

유명한 이그제큐티브 코치이자 수상 경력에 빛나는 저서 From Start-Up to Grown-Up의 저자인 알리사 콘(Alisa Cohn)은 리더십 개발 및 조직 확장 분야에서 세계적으로 인정받는 권위자입니다.

Venmo, Etsy, DraftKings와 같은 스타트업은 물론 Microsoft, Google, Pfizer를 포함한 포춘 500대 기업의 경영진을 코칭한 경험을 바탕으로, 그녀의 저서는 비즈니스 성장을 탐색하기 위한 실용적인 프레임워크와 실제적인 통찰력을 결합하고 있습니다.

코넬 대학교 MBA 졸업생인 콘은 코넬의 NYC 테크 인큐베이터에서 이그제큐티브 코치로 활동하고 있으며 하버드와 코넬에서 객원 강의를 하고 있습니다. 그녀의 전문 지식은 Harvard Business Review, Forbes, The New York Times에 정기적으로 게재되며, From Start-Up to Grown-Up 팟캐스트를 진행하고 있습니다.

Thinkers50/Marshall Goldsmith에 의해 세계 1위 스타트업 코치로 선정된 콘의 저작은 2022년 인디펜던트 프레스 어워드(Independent Press Award)와 2023년 아메리칸 북 페스트(American Book Fest) 기업가 정신 부문 최우수 도서상을 수상했습니다. 그녀의 무료 리소스인 5 Scripts for Delicate Conversations는 경영진들이 중요한 대화를 마스터하기 위해 널리 사용하고 있습니다.

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Entrepreneurship

This comprehensive guide is designed for aspiring founders and leaders looking to transition from initial idea to a scalable enterprise. It provides the essential roadmap for navigating the high-stakes journey of building, funding, and leading a modern business.

5 h 18 m•4 섹션

학습 계획

Turnaround Leadership and Startup Scaling

This learning plan is essential for founders and executives navigating the volatile transition from startup chaos to structured growth. It provides a strategic roadmap for leaders who need to rescue underperforming teams while simultaneously building the foundational systems required for long-term scalability.

2 h•4 섹션

학습 계획

The Founder's Personal Brand Playbook

Founders often struggle with the internal pressures of perfectionism and anxiety that hinder their public presence. This playbook is designed for entrepreneurs who need to transform their communication from reactive to authoritative through psychological mastery and structured frameworks.

1 h 36 m•4 섹션

학습 계획

Build startup from zero

This comprehensive learning plan is designed for aspiring entrepreneurs, early-stage founders, and anyone looking to transform an idea into a viable, scalable business. Whether you're launching your first startup or want to approach entrepreneurship with a systematic, proven methodology, this path takes you from initial concept through fundraising and growth, equipping you with the frameworks used by successful founders worldwide.

5 h 2 m•4 섹션

학습 계획

From Employee to Startup Founder

This learning plan is designed for corporate professionals ready to break free from traditional employment and build their own companies. It provides a structured path from initial market validation to long-term growth and strategic exit strategies, making it essential for aspiring first-time founders.

40 m•4 섹션

학습 계획

学会成为一个创始人

This comprehensive learning path equips aspiring entrepreneurs with the complete toolkit needed to launch and scale a successful startup. Whether you're transitioning from corporate life, fresh out of university with an idea, or a first-time founder looking to systematize your approach, this plan takes you from ideation through fundraising and strategic growth. Perfect for anyone ready to turn their vision into a thriving business.

4 h 8 m•4 섹션

학습 계획

The High-Growth Leadership Playbook

In fast-scaling environments, traditional management often leads to burnout and missed deadlines. This playbook is designed for high-growth leaders who need to shift from tactical oversight to strategic empowerment to sustain team performance. It provides the psychological and behavioral tools necessary to build a self-sustaining, high-energy culture.

2 h•4 섹션

학습 계획

Succeed in the startup world

This plan is essential for aspiring entrepreneurs and early-stage founders looking to bridge the gap between a raw idea and a scalable company. It provides a structured roadmap for navigating the high-stakes journey of product development, fundraising, and organizational leadership.

4 h 52 m•4 섹션

컬럼비아 대학교 동문들이 제작 샌프란시스코에서 개발

BeFreed는 호기심 넘치는 글로벌 커뮤니티를 하나로 연결합니다

4.7

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앱 평가 7.84천 개 이상

BeFreed Community

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

웹에서 BeFreed가 어떻게 논의되고 있는지 더 보기

컬럼비아 대학교 동문들이 제작 샌프란시스코에서 개발

BeFreed는 호기심 넘치는 글로벌 커뮤니티를 하나로 연결합니다

4.7

평균 평점

앱 평가 7.84천 개 이상

BeFreed Community

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

웹에서 BeFreed가 어떻게 논의되고 있는지 더 보기

지금 바로 학습 여정을 시작하세요

10장

스타트업 CEO에서 스케일업 리더로 요약

스타트업 CEO에서 스케일업 리더로 요약 개요

다양한 학습 방식으로 스타트업 CEO에서 스케일업 리더로 요약 살펴보기

When Passion Meets Purpose: The Startup Leadership Journey

The Leadership Mirror: Understanding Your Impact

들리는 모든 단어를 눈으로 확인하세요

Managing Your Inner Demons: The Psychological Journey

Creating a Culture of Trust and Excellence

스타트업 CEO에서 스케일업 리더로 요약에서 더 많은 것을 얻으세요

Cultivating a Purposeful Company Culture

Mastering the Art of Hiring and Firing

들리는 모든 단어를 눈으로 확인하세요

Building an Effective Organizational Structure

Creating Systems That Scale

스타트업 CEO에서 스케일업 리더로 요약에서 더 많은 것을 얻으세요

Managing Key Relationships: Boards and Cofounders

Adapting to the Remote Work Revolution

스타트업 CEO에서 스케일업 리더로 요약 완독을 축하합니다

스타트업 CEO에서 스케일업 리더로 요약의 핵심 주제

스타트업 CEO에서 스케일업 리더로 요약의 명문장

스타트업 CEO에서 스케일업 리더로 요약의 등장인물

저자 소개

스타트업 CEO에서 스케일업 리더로 요약 다운로드

다른 사용자들도 좋아한 책

스타트업 CEO에서 스케일업 리더로 요약에 관한 자주 묻는 질문

What is From Start-Up to Grown-Up by Alisa Cohn about?

Who should read From Start-Up to Grown-Up?

Is From Start-Up to Grown-Up worth reading?

What is a “personal operating manual” in From Start-Up to Grown-Up?

더 알아보기

BeFreed는 호기심 넘치는 글로벌 커뮤니티를 하나로 연결합니다

BeFreed는 호기심 넘치는 글로벌 커뮤니티를 하나로 연결합니다

다양한 학습 방식으로 스타트업 CEO에서 스케일업 리더로 요약 살펴보기

When Passion Meets Purpose: The Startup Leadership Journey

The Leadership Mirror: Understanding Your Impact

들리는 모든 단어를 눈으로 확인하세요

Managing Your Inner Demons: The Psychological Journey

Creating a Culture of Trust and Excellence

스타트업 CEO에서 스케일업 리더로 요약에서 더 많은 것을 얻으세요

Cultivating a Purposeful Company Culture

Mastering the Art of Hiring and Firing

들리는 모든 단어를 눈으로 확인하세요

Building an Effective Organizational Structure

Creating Systems That Scale

스타트업 CEO에서 스케일업 리더로 요약에서 더 많은 것을 얻으세요

Managing Key Relationships: Boards and Cofounders

Adapting to the Remote Work Revolution

스타트업 CEO에서 스케일업 리더로 요약 완독을 축하합니다

다른 사용자들도 좋아한 책

더 알아보기