Wayne Kimmel is a sports tech venture capitalist, entrepreneur, and author of Six Degrees of Wayne Kimmel. But, what is leadership?
He is the Managing Partner of SeventySix Capital, the venture capital company he founded in 1999, and invests in startup consumer-facing tech companies in the sports tech, esports, and sports betting industries.
His portfolio companies have been acquired by companies like Aramark, Intel, IBM, Walgreens, and Yahoo!
His partners at SeventySix Capital are Jon Powell, a leading real estate executive, and Ryan Howard, MLB legend and World Series Champion.
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Wayne and his team recently launched the SeventySix Capital Athlete Venture Group, which allows professional athletes to invest, learn, and work directly with top sports tech startups and entrepreneurs. The firm aims to bridge the gap between athletes, entrepreneurs, and investors by creating opportunities for athletes to become tech investors and for entrepreneurs to access the financial and social capital that professional athletes have to offer.
Athlete Venture Group members include Ryan Howard, DeMarco Murray, Ralph Sampson, and Brian Westbrook. SeventySix Capital also has a partnership with Rubicon Talent, a sports marketing and talent agency based in New York City.
Wayne has been named a Top Innovator by Philadelphia Magazine and is on the Philadelphia Business Journal’s Power 100 list.
He is passionate about sports and working to make the world a better place.
The real question now is,
What is leadership, anyway?
In business, leadership is defined as “inspiring subordinates to perform and engage in attaining a goal”. Leadership, on the other hand, can mean different things to different individuals in different situations. Without a question, success is critical. Businesses would fail if they did not succeed, and no one would be worthy of the title of leader. However, being a leader does not always imply that you are the best at something. People can be good technicians or practitioners, but they aren’t always terrific leaders. Many times, people get promotions simply on the basis of their tenure with the company, which may not be the greatest decision for the company.
Because leadership encompasses so many distinct traits, quirks, and personalities, it’s both imprecise and incorrect to argue that unless you possess these qualities, you’re a bad leader.
As a result, defining leadership is challenging. People study it in university and go on to get PhDs in it. Even now, there is a huge industry that is passionate about it. We would have figured it out long ago if the answer was so simple.
the characteristics and attributes of those who they lead also influence the Leadership. A scientist’s team, for example, may require a leader who is more prepared to experiment and make mistakes than a law company whose whole existence rests on getting things right!
Good leaders spot opportunities
True leaders are visionaries who think in terms of the big picture. They are focused and goal-oriented, and they have the ability to look forward.
This type of leadership benefits businesses because it allows them to keep one step ahead of the competition.
Consider the companies Kodak, Nokia, and Blockbuster. All of these are massive corporations that led to failure due to their inability to keep up with innovation. Perhaps a different leadership team would have recognized the shifting market and made the necessary adjustments.
The basis of any team is trust, especially in a mobile working environment when team members may never be in the same location at the same time. When team members have faith in one another, they are more inclined to be responsible for their own job as well as hold others responsible for theirs.
When team members don’t trust one another to follow through on pledges or are selfish, collaboration is tough to achieve. Leaders can aid in the development of trust by fostering long-term relationships and bonds among team members.
Being Resourceful / Accessible
Leaders are frequently in a position to provide resources and support to help team members accomplish their jobs more efficiently. This could entail working with another department or collecting specific resources for a project, but it could also entail lobbying for changes based on employee feedback.
Good leaders figure out how to help their employees become more effective and efficient, which often entails listening to their problems or thoughts and advocating for change. On a daily basis, however, leaders are frequently able to eliminate obstructions that are stopping their teams from achieving their objectives.
Increasing Employee Participation
Keeping workers engaged in their work is one of the most underappreciated issues that executives confront. This isn’t just about ensuring sure people finish the tasks they’ve been given (though that’s crucial). It entails assisting people in maintaining their enthusiasm for their jobs.
Employees are more likely to come up with new ideas and complete jobs at a higher level. Employees tend to be less productive and are more prone to look for work elsewhere or engage in undesirable conduct.
Bottom line: leadership has an impact on the bottom line! The way a firm runs impacts the revenue.
If the firm will be well run, the employees will be happy, and productivity will be high, effective leadership that considers the six principles above will result in greater revenues.
Poor leadership, on the other hand, will have the opposite effect. People will get sad. They’re going to leave. Staff turnover will be the only thing that will be high!
It’s not a difficult task.
In today’s workplace, leaders are accountable for setting goals, creating accountability, and facilitating collaboration. The top executives also provide a good example of the organization’s culture in terms of behavior and performance. They motivate others and keep their teams focused on critical goals while also offering assistance when needed.
Given the importance of competent leaders in determining a company’s performance, finding and developing workers with significant leadership potential is critical for any company. Leaders are even more important in firms with geographically assign remote working teams because they are often the glue that ties the team together.