Solutions for Start-ups


Start-ups are looking for customer acquisition, growth, and to keep the doors open. They are often drawn in different directions at great speed. This means goals that keep changing, not enough envisioning, very few systems, processes, and skills to facilitate growth. Inward Focus helps by bringing in structure, methodology and skills to support the velocity and stay the course.

We emphasise equally on systems, processes and people. The rate at which business demands grow is hard to deal with. The skills required to manage that growth are either unavailable or are hard to learn and apply on the job.

Our solutions for Start-ups focus on 6 areas – Focus, structure, methodology, engagement, skills and discipline.

Sometimes we feel we are mad as hatters, and then just when we are at our maddest, we find there is a method in our madness.


Inward Focus consulting practices will help build the basis of a structured, data centric approach to enhancing your go-to-market and give wings to revenue growth. We will introduce process and methodologies to support your go-to-market so you can execute your plans with excellence.


Leaders must deal with many issues in start-ups. Whether it is envisioning and planning about the business, prioritizing, creating culture, networking with the right people, managing key stakeholders, or leading teams, our coaches are equipped to ask the right questions and enhance every leader’s thinking.


To change collective behaviour of managers in your start-up, you can work with multiple managers at a time. Get the team together, and we will coach them as a group to achieve your outcome. It works well to achieve process and skill adoption, culture change, alignment behind goals and several other areas.


A large part of growing the business is about having the right people in the right place. This includes making good hiring decisions, and scientifically estimating the talent currently in your employment. Leverage our EQ and Hogan assessors for a heads up on individuals or groups you want to assess. We assess individuals and groups.


A: For start-ups, the toss up is about what to prioritize. Is this necessary? Should we do it now? Do we have the resources? Do other start-ups invest in this kind of thing? The question is, do we address that which is urgent in the short-term, or that which is important for the long-term? Common knowledge is the more you invest in what is important for tomorrow, the less urgent things you will have to deal with today. It’s a trade off between being efficient today and being effective in the long run.

Eventually, its process and people who drive results. The investments you make in them through consulting and coaching will bring long-term benefits. You have to find the balance between the short- and long-term outcomes, and how you want to deploy your resources. But if you believe prioritizing urgent day to day things will build your company, or will vanish, or be easier to deal with when you’re an established company, our opinion is quite the opposite.

A: Inward Focus consulting solutions are built in modules. When we work with start-up clients, we co-create solutions and take only those parts that we agree are important, or those that are critical to success. We also bill consulting services on a combination of expertise and time. This saves our clients considerable expense.

A: During the Covid influenced lockdowns, we redesigned all our platforms to include both in-person and virtual engagements. In addition to standard videoconferencing, we use a platform that allows self-paced work using internet based technology, while keeping track of their progress.

A: Our approach is simple. We build core components based on time-tested principles to give us good turn around times. When we engage with a customer, we work with key stakeholders and co-create specific solutions around the core components. It gives us both turnaround speed as well as the level of customization required by our clients.

A: A big reason people join start-ups is because they expect autonomy, and more independence in their thinking and working styles than they would get in more established companies. They like to know what the big picture is, and how they contribute to it. We appreciate that. While our work does have frameworks to give it shape, it encourages people to be empowered to think through the results they can produce, and how they will go about achieving those results. We ask them. They tell us, then they do what they said they would. And our model then encourages them to take accountability for what they said they would do. It works quite nicely with people who want to make a difference by contributing substantially, without being restricted by hierarchy, structure and the lack of exposure.

© 2022 All Rights Reserved.