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The World’s 200+ Unicorns, in One Giant Map

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Unicorns are privately held startups valued at over $1B. Map is plotted based on country of origin, not exact geographic location.
The World's 200+ Unicorns, in One Giant Map

The World’s 200+ Unicorns, in One Giant Map

Today’s infographic comes to us from cost information site HowMuch.net, and it shows the hundreds of unicorns around the world. The special “unicorn” moniker, of course, is reserved for privately-held startups that reach valuations of a billion dollars or more.

In this map, the startups are plotted plotted based on their country of origin, and not their physical geographic location (such as a specific city or state). Further, companies are organized also based on color, which represents the spectrum of sectors that these startups span across.

The Most Valuable Startups

Today, there are 214 unicorns worth a collective $744 billion – but that dollar value is distributed very unequally.

According to research firm CB Insights, the top 10 unicorns alone are worth $303.3 billion (41%), while the “bottom” 204 make up the remaining $440.7 billion (59%) of the pool.

RankUnicornCountryValuation ($B)% of Unicorn Total
#1UberUSA$689.1%
#2Didi ChuxingChina$506.7%
#3XiaomiChina$466.2%
#4AirbnbUSA$29.33.9%
#5SpaceXUSA$21.22.8%
#6Palantir TechnologiesUSA$202.7%
#7WeWorkUSA$202.7%
#8Lu.comChina$18.52.5%
#9China Internet Plus HoldingChina$182.4%
#10PinterestUSA$12.31.7%
Top 10 Total$303.340.8%
All Other 204 Unicorns$440.7059.2%

Known Unknowns

You’re probably very familiar with companies like Uber and Airbnb, but almost half of the companies on the Top 10 list are from China.

What do these companies do that make them more valuable than big names like Dropbox, Stripe, or Spotify?

Didi Chuxing – $50 billion
Didi Chuxing is China’s most popular ride-sharing service, providing transportation to 400 million users across over 400 cities in China. In 2016, they even acquired Uber’s China division, winning an epic “battle” between these two transportation startup giants.

Xiaomi – $46 billion
Xiaomi designs and sells consumer electronics products, and is currently the world’s fifth-largest smartphone maker. (We talked about how Xiaomi and other companies in China are shaking up global the smartphone market here.)

Lu.com – $18.5 billion
Lufax is the second-largest P2P lender in China, and is partially owned by Ping An Insurance Group. The company plans to aggressively target other areas of fintech, including wealth, credit, payments, insurance, and regulatory tech.

China Internet Plus Holding – $18 billion
Formed by a merger in 2015, and now doing business as Meituan-Dianping, this company has the world’s largest online and on-demand delivery platform, recently reaching up to 10 million daily orders and deliveries. Think of it as a combination Groupon and Yelp.

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Entrepreneurship

Navigating Uncertainty: Leadership Accountability in Times of Crisis

This infographic explores five key behaviors that CEOs and executives should adopt in order to demonstrate leadership accountability in times of crisis.

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In the face of adversity, leaders may struggle to manage their teams effectively.

Before the COVID-19 outbreak, over half of all professionals globally worked remotely at least 2.5 days a week. This has since increased dramatically, with 88% of organizations now insisting their employees work from home and implement social distancing.

Leaders must adapt to a more flexible workplace and create a culture of accountability so that their organization can successfully weather the COVID-19 storm.

Leadership Accountability in Uncertain Times

Today’s infographic, from bestselling author Vince Molinaro, reveals the five behaviors that leaders can adopt in order to provide thoughtful navigation through uncertainty.

leadership accountability in times of crisis

>> Join Vince Molinaro’s Community of Accountable Leaders

The Impact of Leadership Accountability

As the workforce pivots to remote working arrangements, the benefits of flexible working policies are coming into sharper focus.

Research shows that these policies can lower overhead costs, reduce commuting times and increase employee satisfaction—in addition to attracting top talent. Moreover, the shift to working remotely could boost the U.S. economy by $4.5 trillion annually by 2030.

But achieving these benefits requires accountability from everyone in an organization, and in an increasingly virtual world, that can become difficult to manage.

Challenges Facing Leaders Today

Leaders are already subject to an array of challenges that they must overcome, such as:

  • The pressure to differentiate: Leaders feel an unrelenting pressure to innovate and help their organizations stand out in a sea of ruthless competitors.
  • Executing the strategy: Leaders must align the organization to ensure employees are clear about what needs to get done to execute priorities seamlessly.
  • Leading transformational change: With so many moving parts, constant change across several aspects of a business can be difficult for leaders to manage.
  • Creating enduring value: Customers, boards, and shareholders have high expectations for leaders in exchange for their loyalty.
  • Building future talent: Leaders must build and nurture the next generation of leaders in addition to managing the day-to-day.

These mounting pressures can have a detrimental impact on a business leader’s performance, so it is crucial that they get the support they need now, more than ever.

The Characteristics of Accountable Leaders

Truly accountable leadership is the only way an organization can weather uncertainty in a world that has been upended. Research reveals that among the strongest performing companies, accountable leaders consistently demonstrate five behaviors that set them apart from others.

  1. Hold others accountable for high standards of performance
    Good leaders make mutual expectations clear by consistently reinforcing what is important, and what employees should prioritize in their roles.
  2. Tackle tough issues and make difficult decisions
    Technology is hugely beneficial, but it should never replace the human element. Picking up the phone or having a Skype call is more immediate and personal, especially when it comes to problem solving and making tough decisions.
  3. Communicate the strategy across the organization
    Leaders must ensure that employees have complete clarity in terms of the company’s vision to do their jobs effectively. Creating a set of well-defined goals can help people stay engaged and decrease their stress levels.
  4. Express optimism about the company and its future
    Many employees can feel isolated and disconnected in the virtual world, so leaders must provide support, positive energy, and a sense of hope for the future.
  5. Display clarity about external trends in the business environment
    Finally, it is critical to help employees make sense of the current situation right now. Leaders must provide honest and transparent communication in a way that manages fear, stress, and anxiety. This encourages employees’s determination to help the organization succeed.

Leading The Future

As we embrace the unknown, it is clear that leadership accountability will become more important than ever.

In fact, it has become a crucial element for future-proofing organizations in times of crisis or drastic change. Perhaps more importantly, it is necessary for encouraging teams to emerge more connected and resilient than ever before.

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Entrepreneurship

How Leadership Accountability Drives Company Performance

What impact does leadership accountability have on the performance of an organization? As it turns out, a lot.

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Leadership accountability

Leadership plays a big role in determining the success of an organization.

Effective and accountable leadership can help propel a company forward. On the flip side, a failure to live up to the expectations of leadership can have cascading and lingering effects across an entire organization.

Bridging the Leadership Accountability Gap

Today’s infographic, from bestselling author Vince Molinaro, is a revealing look at the impact that leadership accountability can have on an organization.

Leadership Accountability

Pre-order Vince Molinaro’s new book, Accountable Leaders

The Value of Leadership Accountability

The majority of people within organizations understand the value of leadership accountability – yet, in practice, many leaders fail to deliver on that promise.

A global survey of over 2,000 HR leaders and senior executives revealed that a mere 27% believed they had a strong leadership culture. Two-thirds of those surveyed believed that leadership accountability is a critical issue within their organization, while only one-third are satisfied with the degree of leadership accountability demonstrated at in their workplace.

What impact does this leadership accountability gap have on the performance of a company? As it turns out, a lot.

The Critical Link Between Accountability and Performance

Once survey responses were organized into three distinct categories – low performers, average performers, and industry leaders – interesting trends began to emerge.

Companies in the “industry leaders” category were far more likely to have a culture of leadership accountability. In fact, industry leaders were twice as likely to have clearly established expectations for their leadership team than respondents in the average or lower performing categories. These high performing companies were also far more likely to:

  • Have formal succession programs to help identify high-potential leaders
  • Have practices in place to foster more diverse leadership teams
  • Implement development programs to effectively build the capacity of leaders

Industry leading companies had leadership teams that ranked higher in a number of key areas. Leaders at high performing companies were far more likely to:

  • Understand customer needs and desires
  • Understand external trends affecting the business
  • Demonstrate a high level of emotional maturity
  • Demonstrate passion for executing on the company’s vision

In many of these areas, the gap between industry leaders and the other categories is significant, which presents a compelling case for embracing leadership accountability as a core value.

Building a Strong Leadership Culture: Questions to Ask

The first step to building a culture of leadership accountability is self reflection. Here are questions leaders can ask to help assess how their organization is doing:

  1. Is leadership accountability a critical priority in your organization?
  2. Has your organization set clear leadership expectations for leaders?
  3. Do you believe your leaders at all levels, are fully committed to their leadership roles?
  4. Have you built a strong and aligned leadership culture across your organization?
  5. Does your organization have the courage to identify and address mediocre leadership at an individual and team level?

Answering “no” to any of the questions above means there’s an opportunity to develop a more accountable and effective leadership team.

Only three things happen naturally in organizations. Friction, confusion and underperformance. Everything else requires leadership.

– Peter Drucker

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