BUS 3303-01 Entrepreneurship 1-AY2025-T3

Instructor : Yogita Narang

Student: Emmanuel Sarbeng
Student: Shoib Iqbal

Group Assignment

1)​ Summary of Leadership Assessment & Team Dynamics

Team Dynamics & Key Insights

Our team’s Robbins DISC assessment revealed a well-balanced mix of dominant, influential,
steady, and conscientious leadership styles, creating a dynamic environment that fosters
creativity, adaptability, and efficient decision-making. This diversity serves as a catalyst for
innovation, allowing us to tackle challenges from multiple perspectives. However, our discussion
highlighted a critical insight: while our varied leadership styles enhance problem-solving, they
can also lead to miscommunications, particularly in high-pressure situations.

To address this, we established structured check-ins through a dedicated discussion forum,

ensuring ongoing alignment and open communication. Additionally, a shared team wiki was
introduced to maintain transparency, track progress, and document key updates. These strategies
help streamline collaboration, prevent misunderstandings, and leverage our strengths effectively.

Ultimately, our team thrives on a balance of innovation and structure, where individual strengths
are amplified through strategic communication and knowledge sharing. By proactively
addressing potential challenges, we have created a resilient, adaptable, and high-performing team
environment that optimally integrates diverse leadership styles into a cohesive unit.

2)​ Company Foundation: Eco Star Business

Business Concept

Eco Star Business is an innovative startup committed to pioneering sustainable, eco-conscious

solutions that seamlessly integrate into daily life. Our venture is driven by the imperative to
redefine modern living through environmentally responsible products that promote long-term
ecological balance without compromising functionality or aesthetics.

Mission Statement

“To ignite a global shift toward sustainability by engineering accessible, cutting-edge

eco-friendly solutions that elevate everyday environments while fostering a deep-rooted culture
of environmental responsibility.”

Core Values

At the heart of Eco Star Business lies an unwavering commitment to:

​ •​ Innovation – Continuously pushing boundaries to craft transformative, sustainable

solutions.

​ •​ Sustainability – Embedding environmental stewardship into every facet of our

operations.
​ •​ Integrity – Upholding transparency, ethical practices, and social responsibility.

​ •​ Customer-Centricity – Designing solutions tailored to meet evolving consumer

needs.

​ •​ Collaboration – Cultivating strategic partnerships and fostering a synergistic work

culture.

Key Hiring Criteria

To assemble a highly proficient and mission-driven team, Eco Star Business seeks individuals
who:

​ •​ Exhibit an unwavering passion for sustainability and environmental advocacy.

​ •​ Possess technical expertise, industry experience, or specialized knowledge in

eco-friendly product development, operations, or marketing.

​ •​ Thrive in dynamic, fast-paced startup ecosystems, demonstrating adaptability and

strategic problem-solving.

​ •​ Align with our core values, championing innovation, collaboration, and ethical
responsibility.

By integrating visionary leadership, expertise, and shared purpose, Eco Star Business is poised to
revolutionize the sustainability landscape, driving impactful change on a global scale.

3. Key Learnings from Mock Co-Founder Interviews

Our simulated co-founder selection process underscored the paramount importance of

self-awareness, strategic evaluation, and synergistic team composition in building a resilient
startup.

Self-Awareness & Leadership Dynamics

Engaging in mock interviews (Y Combinator, 2023) compelled us to introspectively assess our

leadership strengths, operational competencies, and interpersonal dynamics. We recognized that
a successful co-founder must harmonize technical expertise, visionary thinking, and cultural
adaptability—traits essential for steering a venture through the volatile startup ecosystem
(Gompers et al., 2020).

Rigorous Evaluation & Role Alignment

Our assessment framework prioritized candidates who aligned with Eco Star Business’s
sustainability mission while demonstrating a diverse skill set, strategic foresight, and unwavering
commitment to eco-conscious innovation. Research by Wasserman (2012) highlights that
founder alignment, shared goals, and complementary competencies are predictive of startup
success.

The Anatomy of a Strong Co-Founding Team

A formidable co-founding team balances technical proficiency with strategic acumen,

adaptability, and shared values (Wasserman, 2017). Our equity negotiations and hiring
simulations revealed the necessity of predefined roles, structured decision-making frameworks,
and equity distribution that incentivizes long-term commitment (Hellmann & Puri, 2002). By
fostering transparent communication and proactively addressing conflicts, we solidified our
team’s resilience and adaptability—cornerstones of a high-performance startup (Eisenmann,
2019).

4. Eco Star Business: Comprehensive Hiring Plan

Introduction

As a sustainability-driven startup, Eco Star Business recognizes that building a high-performing

team requires a strategic, competency-based hiring approach. Our hiring plan is designed to
attract skilled, mission-aligned professionals who thrive in dynamic environments and contribute
to our company’s long-term vision. Through extensive team discussions and simulated hiring
scenarios, we established a structured, equitable process that prioritizes technical expertise,
cultural alignment, and strategic fit.

Recruitment Strategy

To optimize our talent acquisition, we weighed the advantages of hiring seasoned professionals
versus high-potential emerging talent. While experienced candidates bring industry knowledge
and leadership, emerging professionals offer fresh perspectives, adaptability, and cost-effective
scalability (Baron & Hannan, 2002). Our approach incorporates a hybrid hiring model,
leveraging:
​ •​ Targeted Talent Sourcing: Identifying candidates through sustainability-focused
networks, industry conferences, and accelerator programs.

​ •​ Structured Interviews & DISC Assessments: Evaluating competencies, leadership

potential, and alignment with Eco Star Business’s core values.

​ •​ Competency-Based Hiring: Prioritizing individuals with expertise in eco-friendly

product development, strategic marketing, and operations management.

5. Key Roles & Equity Distribution

To ensure a balanced and skilled leadership team, our founding team framework follows these
key principles (Wasserman, 2017):

​ •​ Co-Founders: Must demonstrate a strong commitment to sustainability, possess

technical and business acumen, and exhibit strategic problem-solving skills.

​ •​ Equity Structure: Distributed based on role, responsibility, and contribution. For

instance, an early-stage co-founder will receive a larger share, while those joining later will
secure equity proportional to their strategic impact.

​ •​ Founder’s Agreement: A detailed document outlining ownership distribution,

decision-making frameworks, conflict resolution mechanisms, and IP rights (Gompers et al.,
2020).

Job Posting: Lead Sustainability Officer

Position: Head of Sustainability and Product Innovation

Location: Aboaso, Ghana (Hybrid)

About Eco Star Business:

Eco Star Business pioneers cutting-edge, sustainable solutions that seamlessly integrate into
everyday life. Our mission is to drive a paradigm shift towards environmental responsibility by
developing innovative, eco-conscious products that inspire sustainable choices.

Role Summary:

We are seeking a visionary Head of Sustainability & Product Innovation to lead our product
development, eco-friendly initiatives, and strategic partnerships. This role requires a dynamic
problem-solver who thrives in fast-paced, high-growth environments.
Key Responsibilities:

​ •​ Spearhead the research and development of eco-friendly consumer products.

​ •​ Collaborate with cross-functional teams to align product strategy with market

demands.

​ •​ Oversee sustainability initiatives to ensure ethical sourcing and carbon neutrality.

​ •​ Develop strategic partnerships to drive brand awareness and business expansion.

Required Qualifications:

​ •​ Proven expertise in sustainable product development or environmental science.

​ •​ Strong leadership, project management, and cross-disciplinary collaboration

skills.

​ •​ Experience in startup operations or business scaling strategies is preferred.

How to Apply:

If you are a visionary sustainability advocate eager to drive eco-conscious innovation, we invite
you to submit your application, including a CV and cover letter, to recruit.ecobussines.com ] by
6th of August 2025 .

6 Reflection on Key Hiring Insights and Team Dynamics in a Startup Environment

The Founder Simulations and hiring exercises conducted by our team provided profound insights
into effective team-building, self-awareness, and structured evaluation strategies, all of which are
critical in the entrepreneurial landscape.

Key Lessons Learned

One of the most significant takeaways from our mock co-founder interviews was the importance
of self-awareness in entrepreneurial leadership. Each team member had to critically assess their
own strengths, weaknesses, and leadership style to define their role in the company. As Goleman
(1998) asserts, self-awareness is a core component of emotional intelligence and a vital factor in
effective leadership. Entrepreneurs must possess a deep understanding of their competencies,
limitations, and leadership styles to form cohesive and high-performing teams.

The evaluation process was another key learning point. We recognized that hiring decisions must
go beyond technical qualifications and consider a candidate’s cultural alignment,
problem-solving ability, and strategic mindset (Colombelli, Li & Lyons, 2020). Our analysis of Y
Combinator’s interview framework underscored the necessity of structured, competency-based
evaluations to identify individuals with complementary skills, adaptability, and shared values.
Founders who are aligned in their long-term vision and risk tolerance are more likely to navigate
uncertainty and sustain growth successfully (Wasserman, 2017).

Furthermore, our discussions highlighted the significance of equitable equity distribution and
well-defined roles. Through our tiered equity model, we ensured that compensation reflects each
co-founder’s level of commitment, risk exposure, and contributions. Research shows that
imbalanced equity structures often lead to co-founder disputes and operational inefficiencies
(Hellmann & Wasserman, 2017). Establishing a formal Founders’ Agreement mitigates conflicts,
safeguards intellectual property, and provides clarity on roles, ownership, and future
contributions.

The Anatomy of a Strong Co-Founding Team

A successful co-founding team must balance technical acumen, strategic vision, leadership, and a
shared commitment to the company’s mission (Gompers et al., 2020). Our hiring simulations
reinforced that an effective leadership team is characterized by:

​ •​ Complementary Skill Sets – A well-rounded team should integrate technical

expertise, business strategy, and operational efficiency.

​ •​ Shared Vision & Aligned Values – Strong co-founders align on mission, ethics,
and long-term objectives, ensuring unity in decision-making (Lerner, 2019).

​ •​ Adaptability & Resilience – Startups operate in uncertain environments, making

problem-solving, strategic adaptability, and conflict resolution essential traits (Eisenmann, 2019).

Applying Insights to Real-World Entrepreneurship

These learnings have reshaped our approach to hiring at Eco Star Business. By integrating
structured candidate evaluations, cultural fit assessments, and equity negotiation frameworks, we
ensure that our hiring decisions contribute to long-term business sustainability. Our hiring
strategy reflects a holistic, long-term approach—one that not only values expertise but also
cultivates an ecosystem of collaborative leadership, ethical business practices, and
sustainability-driven innovation.
References

​ •​ Gompers, P., Gornall, W., Kaplan, S. N., & Strebulaev, I. A. (2020). How Do
Venture Capitalists Make Decisions? Journal of Financial Economics, 135(1), 1-44.

​ •​ Wasserman, N. (2017). The Founder’s Dilemmas: Anticipating and Avoiding the

Pitfalls That Can Sink a Startup. Princeton University Press.

​ •​ Y Combinator. (2023). Startup School Resources: The Co-founder’s Guide to

Building a Strong Startup.

​ •​ Lerner, J. (2019). The Boulevard of Broken Dreams: Why Public Efforts to Boost
Entrepreneurship and Venture Capital Have Failed—and What to Do About It. Princeton
University Press.

​ •​ Gompers, P., Gornall, W., Kaplan, S. N., & Strebulaev, I. A. (2020). How Do
Venture Capitalists Make Decisions? Journal of Financial Economics.

​ •​ Wasserman, N. (2017). The Founder’s Dilemmas: Anticipating and Avoiding the

Pitfalls That Can Sink a Startup. Princeton University Press.

​ •​ Colombelli, A., Krafft, J., & Vivarelli, M. (2020). Entrepreneurship and

Innovation: New Entries, Survival, and Growth. Industrial and Corporate Change, 29(3),
611-629.

​ •​ Hellmann, T., & Wasserman, N. (2017). The First Deal: The Division of Founder
Equity in New Ventures. Management Science, 66(3), 1792-1815.
​ •​ Eisenmann, T. (2019). Why Startups Fail: A New Roadmap for Entrepreneurial
Success.