Don’t copy & paste

One of the biggest pitfalls in business—whether it’s consulting or hiring senior leaders—is the assumption that what worked before will work again. Too often, a consultant or executive enters a new company, dusts off their old playbook, and starts executing without deeply understanding the environment they’re now operating in. This copy-paste approach is not just lazy; it’s actively harmful.

Experience is valuable, but only when applied thoughtfully. Consultants and senior hires are often brought in because of past successes, but no two companies, markets, or teams are the same. When consultants rely solely on past solutions, they risk misdiagnosing problems, overlooking unique company dynamics, or applying outdated strategies.

The best solutions are custom-built every time. Yes, it’s time-consuming and annoying, but it’s the only way to truly fix a problem. Understanding what works requires first diagnosing what’s wrong. Once the problem is clearly defined, only then can effective recommendations be made.

By taking the time to listen, adapt, and engage with the specifics of a company, problem solvers become true experts in both the challenge and the solution. This approach ensures that changes are relevant, effective, and sustainable, rather than just another failed attempt at forcing a one-size-fits-all playbook.

Real leadership is not about applying a formula; it’s about understanding, adapting, and solving problems in a way that fits the unique context of each business. And therein lies the fun in startups—because it’s a lot of custom building and problem-solving. It’s also what makes them so hard. But each time we commit to solving a thorny and time-consuming problem, we practice getting better at it each time.

So when hiring problem solvers (consultants or senior hires) ask not what they’ve done in the past but how they can fix your specific problem. Evaluate their approach to problems, not their resume.