Soumya Murthy

And you need that.

And analysis paralysis and getting too critical.

Now, this was also a talent we found in-house.

Really empathic and seek acceptance.

We needed that.

When customers, big customers come in, man, they want to be heard.

So listening, encouraging.

But when those guys are trying to solve a problem that requires some other genius, they push too hard in their genius area,

They try to solve everything on their own, avoid conflict.

All of a sudden, you start going in directions you don't want to go.

The talent pool we didn't really have in-house a whole lot, but we had enough of it in the leadership team, was around connector, or often known as agreeableness, which is seeking recognition, influencership, persuasion, improvising.

You push that pedal too hard and you don't have other genius areas.

Lack of detail, follow through, impulsive.

Here's a good footprint.

Why this becomes important is as I give other case study and talent profiles, I'm going to walk you through how the founder and the leadership team would use this language continuously to say, let's stop over indexing just on numbers, but let's watch our humans.

Let's watch our humans, right?

So one example around what we did was beginner mindset, right?

So when we wanted to do that market launch in the beginning, up against $300 million companies, we wanted to create our own brand.

and look big, right?

But marketing talent besides me.