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Business, Politics & Society

Hire a Values-Based Team

Howard Schultz

Lesson time 11:30 min

Your primary job as CEO will be to hire a team that shares your values. Howard shares his approach to accomplishing this.

Howard Schultz
Business Leadership
Former Starbucks CEO shares lessons from nearly 40 years of leading one of the world’s top brands.
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Build a Business That Lasts

Former Starbucks CEO Howard Schultz rose from a childhood in public housing to leading a company that revolutionized the way the world drinks coffee. With no formal business education, he relied on his values while growing a 13-store chain into a global brand with more than 250,000 employees. In his 90-minute video series, Howard shares what he’s learned about business leadership and being an entrepreneur.


Students give MasterClass an average rating of 4.7 out of 5 stars.

As a budding CEO it was great to hear insight from a leader that built a company from the ground up. I can move forward knowing that there is no straight line but with the right team and the right leadership approach I will be able to make it through.

Really great wisdom about business leadership, team building and culture.

It was great knowing that even large companies as starbucks has faced many challenges and to learn how they overcome them, very inspirational on the subject of leadership

Great information but a bit slower pace to follow. It was still worth the listen.


johnny J.

so you talking about balance cash with how exactly that stars bucks do it with this balance cash with equity things?...any example?

Cédric J.

Leçon 9 : Hire a Values-Based Team. Howard Schultz. Parle moi de ton équipe. Tu emboches pour 2 RAISONS : Expertise du domaine et une base de compétences et tu recrutes pour les valeurs. Les mêmes valeurs que les tiennent. Tu veux quelqu'un d'affamé pour le long terme de l'entreprise. Pour l'entretien, faites décontracter la personne et posez lui comme question : qu'elle est le dernier livre que vous avez lu ? Du coup ça nous donnes des indices sur sa personnalité, puis on pose les questions sur ses qualifications. Établir de l'amour et de la compassion dans sa compagnie, pour qu'une personne ne soit pas négatif et impact le reste de l'équipe.


I love the interview technique of asking people what they're reading. I always ask for reading recommendations when I interview candidates for a job. Even if they just recommend articles they read for a class (I mostly hire university students), it shows me that they can express passion for a subject, the material they recommend and their reasons for recommending it can sometimes raise confidence or red flags for how their personality will fit with the job, and it shows me how they will react to strange and unexpected questions. This question has helped me catch bad hires that would have seemed fine otherwise, and has elevated other candidates that couldn't show all the skills (which could be taught) but could show the passion and intelligence (much harder to teach).

A fellow student

I really like Howard’s point about ‘Ask questions about ‘person’ at beginning of an interview, eg. Last book you read or ask about family, it cool down the intension or stressfulness of interviewee, it is just like ‘ice break’ can make the conversation more smoothly; Also, people-oriented question reveals more about the interviewee’s interpersonal capability, which becomes a more dominant factor in someone’s success in working environment, rather than purely technically competence. My personal opinion here about family question, be more specific, it could be like ‘When/Where was your last family trip?’ It is similar to ‘the last book’, requesting a real example which might provide quite a lot of details, how the person get along with family, personal value, etc. or another path, zooming into trips, also can tell how much curiosity someone holds.

A fellow student

A discussion about how much equity stake is appropriate would be helpful. Also if you hire someone and give them an equity stake then realise early on that you hired the wrong person, what happens then? Do they keep the equity stake (especially if it's large) and contribute nothing else in return?

A fellow student

I'm enjoying this class thus far. I have a small business, but I relate most of these discussions to the management of my life. "I not a business man, I'm a business, man." I think all of Howard's words can be applied to the business of running my life/household. So, what is the culture of my household.

Lena T. can you please run for the presidency!!!

Lena T.

I loved the story about the families in China. You have created such a humane company. We need a humane president next. Please apply.

Ekin Ö.

What Howard explained here about the match between the values of the company and the employee is what I'd strive for when hiring. Ray Dalio, Bridgewater's founder, tells a very similar story. Quoting his excellent book "Principles: Life and Work": "Helping people acquire skills is easy—it’s typically a matter of providing them with appropriate training. Improvements in abilities are more difficult but essential to expanding what a person can be responsible for over time. And changing someone’s values is something you should never count on. In every relationship, there comes a point when you must decide whether you are meant for each other—that’s common in private life and at any organization that holds high standards. At Bridgewater, we know that we cannot compromise on the fundamentals of our culture, so if a person can’t get to the bar in an acceptable time frame, he or she must leave."

Axpic P.

Love the insights on developing culture and hiring value-based team. How do we deliberately grow a culture that we want? Or is it organically evolve with every member that join us?