Seth Rudin | Business Broker | Dealmaker
Oct 22, 2026 · 36 min · 11 segments
Welcome back to another episode of Entrepreneurship Unlocked. In this episode, business broker Seth Rudin sits down with Lavaanya Lalethaa to explore the art of people management and what it truly…
He always said that you take the type A manager and you promote that person and then you hope that they can manage people versus finding like who are the best people managers because it's not a black, there's no black box of secrets.
What are your, you know, I'm sure you probably see this in where you work today in your past employers.
I've seen environments where we reward our leadership or the culture in the company.
actually rewards people managers, right? So they're not only measured from a numbers perspective on KPIs, but they're also measured on their people retention percentages, how satisfied are their employees.
So employee satisfaction is a key and any consideration of promotions or adding on to their portfolio as people managers would involve a 360 feedback.
And in my current company at present, there's no formal 360 feedback strategy that's implied.
But I actually have been using it in my organization for the past four years.
Because number one, it provides clarity as to why we're doing something for somebody is justifiable.
And the third is it provides transparency and clarity to that person as well as everybody else as to what's coming.
So if I were to promote you, Seth, I wouldn't be doing it just because I think you're good.
And I would also get feedback from people who may have been working with you or for you.
So that would be a good overall view of how the organization perceives you to be.
And of course, you're filtering out what might be abnormalities and that feedback.
He always said that you take the type A manager and you promote that person and then you hope that they can manage people versus finding like who are the best people managers because it's not a black, there's no black box of secrets.
What are your, you know, I'm sure you probably see this in where you work today in your past employers.
I've seen environments where we reward our leadership or the culture in the company.
actually rewards people managers, right? So they're not only measured from a numbers perspective on KPIs, but they're also measured on their people retention percentages, how satisfied are their employees.
So employee satisfaction is a key and any consideration of promotions or adding on to their portfolio as people managers would involve a 360 feedback.
And in my current company at present, there's no formal 360 feedback strategy that's implied.
But I actually have been using it in my organization for the past four years.
Because number one, it provides clarity as to why we're doing something for somebody is justifiable.
And the third is it provides transparency and clarity to that person as well as everybody else as to what's coming.
So if I were to promote you, Seth, I wouldn't be doing it just because I think you're good.
And I would also get feedback from people who may have been working with you or for you.
So that would be a good overall view of how the organization perceives you to be.
And of course, you're filtering out what might be abnormalities and that feedback.
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