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Ivan Shishkin
Executive coach for founders and C-suite. I help you grow, manage your energy, and lead your business further.
Ivan Shishkin is a professional based in the United Kingdom who served as the Chief Executive Officer of Tutgood from December 2022 to November 2023.1 During his tenure of approximately one year, Ivan achieved significant results for the company:
- Led Tutgood to a 180% year-over-year revenue growth
- Increased the company's gross margin from 3% to 12%
- Hired 9 new employees to support the company's growth1
In addition to his leadership role, Ivan demonstrated innovation in team management. He created a visual tool for assessing team strengths and weaknesses across an organization. This tool allows users to identify specific competencies needed, such as research skills, within their teams.2
Ivan's LinkedIn username is shishkinii, as mentioned in the query.1
Highlights
🚀 Key Insights from 30+ Founder Conversations: Part 2
🧭 #4 Business Strategy as Personal Extension A founder's personal vision can propel or stall a business. Without clear personal goals, a business might become an end in itself rather than a means to achieve greater aspirations. Founders often envision freedom and fulfillment but struggle to align these with their business roles. Whether it's leading fundraising efforts, spearheading new projects, or coaching teams, the most successful founders integrate their deepest values into their business strategies.
👤 #5 The Loneliness of Leadership Leadership can be isolating. Many founders crave a sounding board for reflection and gaining new perspectives. The conversations I've had revealed a deep-seated need for connection—often fulfilled through executive coaching, where founders find someone who truly cares about their journey.
🔄 #6 Paralysis by Advice The digital world bombards founders with contradictory advice, leading to analysis paralysis. Successful founders cut through the noise by trusting their instincts and taking decisive actions, even when it means embracing the risk of failure.
📣 Let’s Discuss! How do you align your personal values with your business strategy? Have you ever felt isolated in your decision-making process? How did you overcome this? What’s one contradictory advice you’ve encountered, and how did you handle it? #BusinessStrategy #LeadershipDevelopment #FounderJourney #StartupChallenges
🔍 About Collecting Candidate References
👎 Here's a checklist of poor reference collection practices if you're a hiring manager: 0. Don't collect at all :)
- Let the recruiter collect the references, not you
- Collect references in writing, not verbally
- Collect references in 5 minutes
- Ask different questions to all respondents
- Ask closed-ended questions
- Ask vague questions
- Collect only interpretations and evaluations, not facts
- Look for confirmation of your choice's correctness, not potential risks
- Choose similar respondents
- Collect only 1-2 references
👍 How to Do It Better I approach collecting references like a user interview. Meaning: a) I formulate questions in advance that I want answers to for myself and turn these into questions for the respondents [comment if you understand the difference :)]
b) I choose different respondents: supervisors, colleagues, and subordinates from the current and previous places of work. I usually choose 5-6 people.
c) I ask specific questions. For example: — What tasks did they perform best at? — What was their most successful project, and what exactly did Candidatesname do? — What was the biggest mistake they made that you know of? — What results were they responsible for? How did they achieve them? — On a scale of 1-10, how satisfied are you with your collaboration with Candidatesname?
Often, respondents say that the candidate made no mistakes, has no weaknesses, and is downright perfect. This, of course, is bullshit. In such cases, I ask them to recall several skills/projects and identify the strongest/most successful, then the less strong/successful, etc., until I uncover a weakness or mistake.
It's normal for people to have weaknesses and make mistakes. It's just important that these are reflected upon and recognized.
d) I view references not as "checking if the candidate is strong" but as "making sure there are no hidden unpleasant surprises." If a candidate has reached the reference collection stage, then their skills (hard, soft, managerial) have already been vetted, and I'm one step away from making an offer.
e) I collect references via phone, usually lasting 20-25 minutes. Surprisingly, but true — in all this time, not one person has refused to share references; instead, people are accommodating and make time for it. Sometimes, respondents are willing to give answers in writing and call to clarify details. In rare cases, a respondent might send a voice message instead of making a call, but this has only happened once or twice.
📊 In Conclusion Admins are divided into those who already make backups and those who don't yet. Similarly, hiring managers are divided into those who don't collect references and those who already do. Hit 👍 if you already do Hit ❤️ if you still don't
#HiringBestPractices #RecruitmentStrategy #ExecutiveCoaching #TalentManagement
