Atchaba team

Team description

Globally, this team shares a common and/or complementary way of decision making: values and harmony. Which means they have better chances to agree since they decide in a similar manner.

They may also understand each other easily since they perceive the world in a complementary way, giving them the ability to complement each other.

Whatever they do together, they’ll need to see their impact on people and society has a whole. This point is crucial in their partnership.

Key points to check

  • Values. Generally, the team decides according to their values and/or impact on others. It’s important to verify if they’re aligned with the same values. Which impact does the company have on people according to each of them? Are they all aligned with it?
  • Vision. Which common vision does the team share? Does everyone believe in it and understand it in their day to day tasks?
  • Decision making. Many profiles in the team are decision makers. Having too many of them can drive more fights between founders. See with them how they take decisions within the team.

Position distribution
Is the good talents at their right place?

Are they different enough to complement each others?

Perception of the world
Are they perceiving the world in a way they can understand each other?

Decision making understanding
Are they deciding in a way they can agree?


Good balance between organisation and flexibility

The team share a good balance between organisation, planification and flexibility. This way, you’re less likely to miss opportunities since flexibility is more of an open minded spirit while organisation try to move fast.

Great ability for sales

Many profiles in the team can be great sales persons as much as sales team managers.

Great communicators

Many of the profiles understand people’s emotions and can be great at pitching the product.

Good ability to focus

Since many profiles are organised in the team, you will be able to focus on one thing at a time instead of jumping from one idea to another all the time.

Handle every details

Some profiles in the team are great to understand the importance of details, which is great to build B2C products, for example. They will naturally see details and push the team to polish them.

Good balance between taking decision fast and slowly

Some profiles prefer taking decisions fast while others prefer taking more time to think about it. This difference is great to challenge team members in their decisions. It’s also a good way to think more about the impact, long-term vision and results in a more strategic execution

Learn by testing and evicting previous mistakes

The team is more concrete one than a theoretical one which means you’re learning by doing and testing, which is great to build a product

Growth opportunities

May add many features before testing

Many profiles are Designer types. Which means they’re great to build B2C products and polish details but also that they want to always add new features, polish the aesthetic and lose sight of what matter for the business.

Their motivation is communicative

You share motivation together, it’s great to motivate everyone and better when balanced. If someone lose a little bit of motivation, it can be communicative as well.

Relying on others

Some team members make decisions according to the impact on others. This is great and even better when balanced with the business aspect as well.

Multiple decision makers

Many profiles in the team are decision makers. Decision makers love to have their space for decision so it’s important to separate tasks in order to keep each decision maker at a decision maker position.

Can focus too much on day to day operations

Most of your team are Executor types. These are great to scale since they focus a lot on day-to-day operations and finding the path towards a goal. Sometimes they may focus too much on actual tasks and forget the goal and vision they’re working for. It’s important to keep it clear and think about where you’re going.

Need some energy

Long term planning/vision

Only one profile in the team think a lot about your vision and where you’re going. It’s important to listen to his vision and work around it. You may also recruit profiles that have more vision to elaborate yours.

May find hard to get new creative ideas

Your team may lack of new ideas since not many of you have developed a strong capacity for creativity. You may be more observing than creating which can be great for some businesses.

Difficulties to pivot

Some profile in your team loves establishing processes and rules to follow in order to stay efficient. For them, changing all the processes they’ve built is a cost, it may be more difficult to change everything for them. This behaviour can be useful at some stage of the company (Series B, C…) and for some kind of businesses.

Lack of ambition

Most of the team are great executors and only one of them has a long term vision. If the vision isn’t shared enought, the team may lack of long term clarity and pursue it’s mission with less ambition.

The four types of entrepreneurs

How talents are distributed within the team

All profile has a primary type (names in black) and some have a secondary one (names in gray)

Executing designer team

Your team is mostly balanced between executors and designers. These teams are great at building B2C products since they understand well people’s emotions.
Designers are great at building meaningful products and executors are great at scaling them.

The hustler type is the one finding a vision to work towards.


These teams may have difficulties finding a long term vision since their efforts are focused on day to day tasks. Hustler types can show them how.

What is essential in your relationship

The impact of your differences on your relationship

What makes it work

  • Mutual understanding: You perceive the word in a complementary manner which helps you understand each other. You have more chances to agree and understand different points of view, while being mutually challenging.
  • Values: Your team usually makes choices according to their values and in order to create harmony. If you share common values, it will be easier to get a common goal to work towards. It’s the essence of your motivation together.
  • Decision making: You decide according to your values and to create harmony. This way you’ll have more chances to agree, since you’re seeking the same objectives.

Why it can fail

  • Not aligned on values and impact: If your team can’t find common values or don’t dedicate time to find them, it will be harder to stay motivated and work towards a common goal. This may end up in fights since you may disagree on your why. Ask yourself and the team what your values are, find them together.
  • Wrong positions according to talents: You have a complementary team which means you have a good behavioural diversity: some are leaders, others are supporters etc. It’s important to give tasks and positions to people according to their natural talents, otherwise they may suffer from it and drop out.

Team improvements

How to run smoothly your team relationships

  • Hugo should remember that Fred require more structure and predictability in life, so be true to your word and help them maintain a sense of order by fulfilling responsibilities reliably.
  • Hugo should remember that Fred are sensitive to feelings of conflict or rejection, so make your feelings and intentions clear to them whenever possible and do more to put them at ease by consulting with them when decision making.
  • Hugo should remember that Fred tend to be idealistic and want to continuously improve relationships, so do not always take their complaints personally but be more open to feedback and suggestions for growth.
  • Fred should remember that Hugo require freedom to live life in their own way at their own pace, so do not put undue restrictions upon them or judge them as unreliable, and be more accepting of their personal needs and desires.
  • Fred should remember that Hugo is driven to stay true to themselves, so try to understand their point of view through communication instead of prematurely judging them as insensitive or uncaring.
  • Fred should remember that Hugo value effectiveness and are sensitive to feelings of incompetence, so do not nitpick their behaviours or be needlessly critical of them.


 In terms of conflict, these profiles are sensitive to criticism so it would be important to learn how to express dissatisfaction or negative emotion in a constructive way. Do not avoid problems or bottle up emotions because then they will only be harder to deal with later on. Try to approach problems more objectively and analytically. Listen to each other and try to work out good compromises with a spirit of cooperation.

Expressing personal feelings isn’t natural for all of us. That’s why it’s important to keep an eye on it and ask people how they feel.