Justin Kinsey’s Post

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President at SBT | 18 years of advising leaders in the semiconductor industry and architecting teams from startups to F500 companies

In the fiercely competitive semiconductor industry, companies are in a constant battle to retain top talent because in the heart of every good engineer is a passionate problem solver, looking for their next challenge. For them, innovation is the currency of success. Yet companies like Qualcomm, Intel, and Broadcom attract tens of thousands every year by dangling lucrative compensation packages to lure them from competitors. Startup leaders don’t have those resources, so they have to work harder to attract the best talent and then fight like hell to retain them. But some of the most successful startup leaders I know take a different approach. Rather than viewing attraction and retention as a fight, they leverage the inherent qualities of their companies as their advantage. They use their nimbleness, bias toward innovation, and their collaborative cultures like superpowers to attract the right people and those usually end up being the reasons why people stay. Take Richard Fung, CEO of The Six Semiconductor, for example. I had a conversation with Richard and asked him to share his approach to motivating his team. His response was like a mini-masterclass on the topic of talent attraction and retention. Richard emphasized that a culture that encourages engineers to dive deep into the intricacies of their craft, understand the systems they’re building, and connect with the end customer is a successful culture. Richard has been using this approach and it's been paying dividends for The Six Semiconductor so in his honor, here are his six key concepts for creating this type of organization: 1. Foster a Learning Culture: Support ongoing learning and skill development beyond employees' core responsibilities. 2. Prioritize Customer Focus: Embed a customer-centric mindset, and encourage employees to enhance user experiences through their work. 3. Champion Problem-Solving: Empower employees to creatively solve challenges with a focus on customer needs. 4. Promote System-Level Understanding: Encourage employees to grasp the bigger picture of the company's offerings and their role within it. 5. Break Down Silos: Promote collaboration to ensure a comprehensive understanding of projects across teams. 6. Offer Meaningful Challenges: Provide intellectually stimulating projects that make a tangible impact on the company's success. What Richard highlighted is that success goes much deeper than getting great people to join. It's about unleashing the full potential of every individual on your team to drive innovation and help shape the company, and ensuring your team heads in the right direction together. I’m thrilled I got to learn Richard’s perspective and believe other leaders can benefit from hearing it, so I shared the video below. My "challenge question" to other startup leaders is this: what are you doing to foster this type of culture in your organization? Either share below or, feel free to DM me. #semiconductorindustry #startup #leadership

Robert Wang

Building next generation connectivity solutions for chiplets and chips

2mo

Richard speaks to the process well. Circuit architecture design require top-down approach but as well as bottom-up approach to understand all aspects of constraints. Lacking system exposure limits a circuit designers potential. A number of companies used this said approach to develop strong architects from within.

Daniel Jacobs

Changing the way recruiters view the technology that powers their business!

2mo

Shared with my network.

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