Advising Team Quotes

From the onset of polio in 1921 until his death, Franklin, his family, his inner circle of advisers, and teams of physicians assiduously disguised the state of his health, promoting the fantasy of a robust leader who was always in excel- lent physical condition for a man his age. Severe heart disease was not admit- ted until twenty-five years after his death, and then only as part of a new and larger cover-up to conceal other severe medical problems. These deceptions still dominate the present-day narrative of Franklin’s health, especially so in his later years.

Race scholars use the term white supremacy to describe a sociopolitical economic system of domination based on racial categories that benefits those defined and perceived as white. This system of structural power privileges, centralizes, and elevates white people as a group. If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: - Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) - US Congress: 90 percent white - US governors: 96 percent white - Top military advisers: 100 percent white - President and vice president: 100 percent white - US House Freedom Caucus: 99 percent white - Current US presidential cabinet: 91 percent white - People who decide which TV shows we see: 93 percent white - People who decide which books we read: 90 percent white - People who decide which news is covered: 85 percent white - People who decide which music is produced: 95 percent white - People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white - Teachers: 82 percent white - Full-time college professors: 84 percent white - Owners of men’s professional football teams: 97 percent white These numbers are not describing minor organizations. Nor are these institutions special-interest groups. The groups listed above are the most powerful in the country. These numbers are not a matter of “good people” versus “bad people.” They represent power and control by a racial group that is in the position to disseminate and protect its own self-image, worldview, and interests across the entire society.

(Lincoln reflecting on) George Washington's words: “It is of infinite moment that you should properly estimate the immense value of your national union to your collective and individual happiness; that you should cherish a cordial, habitual, and immovable attachment to it; accustoming yourselves to think and speak of it as of the palladium of your political safety and prospertiy. Washington advised vigilance against “the first dawning of every attempt to alienate any portion of our country from the rest or to enfeeble the sacred ties which now link together the various parts.

For all the talk about the need to be a likable "team player," many people work in a fairly cutthroat environment that would seem to be especially challenging to those who possess the recommended traits. Cheerfulness, upbeatness, and compliance: these are the qualities of subordinates -- of servants rather than masters, women (traditionally, anyway) rather than men. After advising his readers to overcome the bitterness and negativity engendered by frequent job loss and to achieve a perpetually sunny outlook, management guru Harvey Mackay notes cryptically that "the nicest, most loyal, and most submissive employees are often the easiest people to fire." Given the turmoil in the corporate world, the prescriptions of niceness ring of lambs-to-the-slaughter.

As Barack’s adviser, I was meant to act as a social conduit more than anything. My assignment was to make sure he was happy in the job, that he had someone to come to if he needed advice, and that he felt connected to the larger team.

As a manager in the Ivy League, I discovered that the upper management team were seriously undermining my ability to manage my own staff. It was so bad that I eventually left. I now advise people not to work for the Ivy League.

few trusted advisers, the president confided that he was worried about some interconnected trends taking root in the country—and most acutely within the Republican Party. There was protectionism, a belief that global commerce and international trade deals wounded the domestic workforce. There was isolationism, a reluctance to exert American influence and strength abroad. And there was nativism, a prejudice against all things foreign: traditions, cultures, people. “These isms,” Bush told his team, “are gonna eat us alive.

Yet Trump still lacked a big-name, credible Washington attorney on his personal legal team, one with the backing of a powerhouse firm. In an all-hands-on-deck push, Trump’s advisers reached out to Ted Olson, A. B. Culvahouse Jr., Emmet Flood, Robert Giuffra, Paul Clement, and Dan Levin. All of them followed Sullivan’s lead, giving a polite no.

Each of my advisers undoubtedly had their own political opinions and views. They were human beings, after all. They also had spouses, friends, or family members who had their own points of view as well. But I didn’t know what those views were. I never heard anyone on our team—not one—take a position that seemed driven by their personal political motivations. And more than that: I never heard an argument or observation I thought came from a political bias. Never.

The answer was, we weren’t at all ready. Annual flu shots didn’t provide protection against H1N1, it turned out, and because vaccines generally weren’t a moneymaker for drug companies, the few U.S. vaccine makers that existed had a limited capacity to ramp up production of a new one. Then we faced questions of how to distribute antiviral medicines, what guidelines hospitals used in treating cases of the flu, and even how we’d handle the possibility of closing schools and imposing quarantines if things got significantly worse. Several veterans of the Ford administration’s 1976 swine flu response team warned us of the difficulties involved in getting out in front of an outbreak without overreacting or triggering a panic: Apparently President Ford, wanting to act decisively in the middle of a reelection campaign, had fast-tracked mandatory vaccinations before the severity of the pandemic had been determined, with the result that more Americans developed a neurological disorder connected to the vaccine than died from the flu. “You need to be involved, Mr. President,” one of Ford’s staffers advised, “but you need to let the experts run the process.

Instead of asking them to seek feedback, we had randomly assigned those managers to share their past experiences with receiving feedback and their future development goals. We advised them to tell their teams about a time when they benefited from constructive criticism and to identify the areas that they were working to improve now. By admitting some of their imperfections out loud, managers demonstrated that they could take it—and made a public commitment to remain open to feedback. They normalized vulnerability, making their teams more comfortable opening up about their own struggles.

REQUIREMENTS TO BE GREAT AT RUNNING HR What kind of person should you look for to comprehensively and continuously understand the quality of your management team? Here are some key requirements:   World-class process design skills Much like the head of quality assurance, the head of HR must be a masterful process designer. One key to accurately measuring critical management processes is excellent process design and control.   A true diplomat Nobody likes a tattletale and there is no way for an HR organization to be effective if the management team doesn’t implicitly trust it. Managers must believe that HR is there to help them improve rather than police them. Great HR leaders genuinely want to help the managers and couldn’t care less about getting credit for identifying problems. They will work directly with the managers to get quality up and only escalate to the CEO when necessary. If an HR leader hoards knowledge, makes power plays, or plays politics, he will be useless.   Industry knowledge Compensation, benefits, best recruiting practices, etc. are all fast-moving targets. The head of HR must be deeply networked in the industry and stay abreast of all the latest developments.   Intellectual heft to be the CEO’s trusted adviser None of the other skills matter if the CEO does not fully back the head of HR in holding the managers to a high quality standard. In order for this to happen, the CEO must trust the HR leader’s thinking and judgment.   Understanding things unspoken When management quality starts to break down in a company, nobody says anything about it, but super-perceptive people can tell that the company is slipping. You need one of those.

How’s the kid?” asked Ailes, referring to Trump’s son-in-law and paramount political adviser, thirty-six-year-old Jared Kushner. “He’s my partner,” said Bannon, his tone suggesting that if he felt otherwise, he was nevertheless determined to stay on message. “Really?” said a dubious Ailes. “He’s on the team.” “He’s had lot of lunches with Rupert.” “In fact,” said Bannon, “I could use your help here.” Bannon then spent several minutes trying to recruit Ailes to help kneecap Murdoch. Ailes, since his ouster from Fox, had become only more bitter towards Murdoch. Now Murdoch was frequently jawboning the president-elect and encouraging him toward establishment moderation—all a strange inversion in the ever-stranger currents of American conservatism. Bannon wanted Ailes to suggest to Trump, a man whose many neuroses included a horror of forgetfulness or senility, that Murdoch might be losing it.

The nudge movement spawned by Thaler and Sunstein has been spectacularly successful around the globe. A 2017 review in the Economist described how policy makers were beginning to embrace insights from behavioral science: In 2009 Barack Obama appointed Mr Sunstein as head of the White House’s Office of Information and Regulatory Affairs. The following year Mr Thaler advised Britain’s government when it established BIT, which quickly became known as the “nudge unit”. If BIT did not save the government at least ten times its running cost (£500,000 a year), it was to be shut down after two years. Not only did BIT stay open, saving about 20 times its running cost, but it marked the start of a global trend. Now many governments are turning to nudges to save money and do better. In 2014 the White House opened the Social and Behavioural Sciences Team. A report that year by Mark Whitehead of Aberystwyth University counted 51 countries in which “centrally directed policy initiatives” were influenced by behavioural sciences. Nonprofit organisations such as Ideas42, set up in 2008 at Harvard University, help run dozens of nudge-style trials and programmes around the world. In 2015 the World Bank set up a group that is now applying behavioural sciences in 52 poor countries. The UN is turning to nudging to help hit the “sustainable development goals”, a list of targets it has set for 2030.32

The phone rang. It was a familiar voice. It was Alan Greenspan. Paul O'Neill had tried to stay in touch with people who had served under Gerald Ford, and he'd been reasonably conscientious about it. Alan Greenspan was the exception. In his case, the effort was constant and purposeful. When Greenspan was the chairman of Ford's Council of Economic Advisers, and O'Neill was number two at OMB, they had become a kind of team. Never social so much. They never talked about families or outside interests. It was all about ideas: Medicare financing or block grants - a concept that O'Neill basically invented to balance federal power and local autonomy - or what was really happening in the economy. It became clear that they thought well together. President Ford used to have them talk about various issues while he listened. After a while, each knew how the other's mind worked, the way married couples do. In the past fifteen years, they'd made a point of meeting every few months. It could be in New York, or Washington, or Pittsburgh. They talked about everything, just as always. Greenspan, O'Neill told a friend, "doesn't have many people who don't want something from him, who will talk straight to him. So that's what we do together - straight talk." O'Neill felt some straight talk coming in. "Paul, I'll be blunt. We really need you down here," Greenspan said. "There is a real chance to make lasting changes. We could be a team at the key moment, to do the things we've always talked about." The jocular tone was gone. This was a serious discussion. They digressed into some things they'd "always talked about," especially reforming Medicare and Social Security. For Paul and Alan, the possibility of such bold reinventions bordered on fantasy, but fantasy made real. "We have an extraordinary opportunity," Alan said. Paul noticed that he seemed oddly anxious. "Paul, your presence will be an enormous asset in the creation of sensible policy." Sensible policy. This was akin to prayer from Greenspan. O'Neill, not expecting such conviction from his old friend, said little. After a while, he just thanked Alan. He said he always respected his counsel. He said he was thinking hard about it, and he'd call as soon as he decided what to do. The receiver returned to its cradle. He thought about Greenspan. They were young men together in the capital. Alan stayed, became the most noteworthy Federal Reserve Bank chairman in modern history and, arguably the most powerful public official of the past two decades. O'Neill left, led a corporate army, made a fortune, and learned lessons - about how to think and act, about the importance of outcomes - that you can't ever learn in a government. But, he supposed, he'd missed some things. There were always trade-offs. Talking to Alan reminded him of that. Alan and his wife, Andrea Mitchell, White House correspondent for NBC news, lived a fine life. They weren't wealthy like Paul and Nancy. But Alan led a life of highest purpose, a life guided by inquiry. Paul O'Neill picked up the telephone receiver, punched the keypad. "It's me," he said, always his opening. He started going into the details of his trip to New York from Washington, but he's not much of a phone talker - Nancy knew that - and the small talk trailed off. "I think I'm going to have to do this." She was quiet. "You know what I think," she said. She knew him too well, maybe. How bullheaded he can be, once he decides what's right. How he had loved these last few years as a sovereign, his own man. How badly he was suited to politics, as it was being played. And then there was that other problem: she'd almost always been right about what was best for him. "Whatever, Paul. I'm behind you. If you don't do this, I guess you'll always regret it." But it was clearly about what he wanted, what he needed. Paul thanked her. Though somehow a thank-you didn't seem appropriate. And then he realized she was crying.

By appealing to the moral and philosophical foundation work of the nation, Lincoln hoped to provide common ground on which good men in both the North and the South could stand. “I am not now combating the argument of necessity, arising from the fact that the blacks are already amongst us; but I am combating what is set up as moral argument for allowing them to be taken where they have never yet been.” Unlike the majority of antislavery orators, who denounced the South and castigated slaveowners as corrupt and un-Christian, Lincoln pointedly denied fundamental differences between Northerners and Southerners. He argued that “they are just what we would be in their situation. If slavery did not now exist amongst them, they would not introduce it. If it did now exist amongst us, we should not instantly give it up. . . . When it is said that the institution exists; and that it is very difficult to get rid of it, in any satisfactory way, I can understand and appreciate the saying. I surely will not blame them for not doing what I should not know how to do myself.” And, finally, “when they remind us of their constitutional rights, I acknowledge them . . . and I would give them any legislation for the reclaiming of their fugitives.” Rather than upbraid slaveowners, Lincoln sought to comprehend their position through empathy. More than a decade earlier, he had employed a similar approach when he advised temperance advocates to refrain from denouncing drinkers in “thundering tones of anathema and denunciation,” for denunciation would inevitably be met with denunciation, “crimination with crimination, and anathema with anathema.” In a passage directed at abolitionists as well as temperance reformers, he had observed that it was the nature of man, when told that he should be “shunned and despised,” and condemned as the author “of all the vice and misery and crime in the land,” to “retreat within himself, close all the avenues to his head and his heart.” Though the cause be “naked truth itself, transformed to the heaviest lance, harder than steel,” the sanctimonious reformer could no more pierce the heart of the drinker or the slaveowner than “penetrate the hard shell of a tortoise with a rye straw. Such is man, and so must he be understood by those who would lead him.” In order to “win a man to your cause,” Lincoln explained, you must first reach his heart, “the great high road to his reason.” This, he concluded, was the only road to victory—to that glorious day “when there shall be neither a slave nor a drunkard on the earth.” Building on his rhetorical advice, Lincoln tried to place

NBC News reporter David Gregory was on a tear. Lecturing the NRA president—and the rest of the world—on the need for gun restrictions, the D.C. media darling and host of NBC’s boring Sunday morning gabfest, Meet the Press, Gregory displayed a thirty-round magazine during an interview. This was a violation of District of Columbia law, which specifically makes it illegal to own, transfer, or sell “high-capacity ammunition.” Conservatives demanded the Mr. Gregory, a proponent of strict gun control laws, be arrested and charged for his clear violation of the laws he supports. Instead the District of Columbia’s attorney general, Irv Nathan, gave Gregory a pass: Having carefully reviewed all of the facts and circumstances of this matter, as it does in every case involving firearms-related offenses or any other potential violation of D.C. law within our criminal jurisdiction, OAG has determined to exercise its prosecutorial discretion to decline to bring criminal charges against Mr. Gregory, who has no criminal record, or any other NBC employee based on the events associated with the December 23, 2012 broadcast. What irked people even more was the attorney general admitted that NBC had willfully violated D.C. law. As he noted: No specific intent is required for this violation, and ignorance of the law or even confusion about it is no defense. We therefore did not rely in making our judgment on the feeble and unsatisfactory efforts that NBC made to determine whether or not it was lawful to possess, display and broadcast this large capacity magazine as a means of fostering the public policy debate. Although there appears to have been some misinformation provided initially, NBC was clearly and timely advised by an MPD employee that its plans to exhibit on the broadcast a high capacity-magazine would violate D.C. law. David Gregory gets a pass, but not Mark Witaschek. Witaschek was the subject of not one but two raids on his home by D.C. police. The second time that police raided Witaschek’s home, they did so with a SWAT team and even pulled his terrified teenage son out of the shower. They found inoperable muzzleloader bullets (replicas, not live ammunition, no primer) and an inoperable shotgun shell, a tchotchke from a hunting trip. Witaschek, in compliance with D.C. laws, kept his guns out of D.C. and at a family member’s home in Virginia. It wasn’t good enough for the courts, who tangled him up in a two-year court battle that he fought on principle but eventually lost. As punishment, the court forced him to register as a gun offender, even though he never had a firearm in the city. Witaschek is listed as a “gun offender”—not to be confused with “sex offender,” though that’s exactly the intent: to draw some sort of correlation, to make possession of a common firearm seem as perverse as sexual offenses. If only Mark Witaschek got the break that David Gregory received.

Aldus Barnes, a structural engineer by training and member of the Advanced Geometry Unit (AGU) at Arup, has formed many successful collaborations and earned a prominent place for himself in architecture by adopting the language and skills of architects. "Talk in terms of texture and density, instead of torsion and shear. That way they don't think you are just another nerd," Barnes advises the young members of his team.

checklists to make sure we haven’t left out any critical step. These lists contain questions we ask when considering an investment or advising a new-growth innovation team. You can use them for the same purposes—or as a starting point for developing your own checklist. 1. Is innovation development being spearheaded by a small, focused team of people who have relevant experience or are prepared to learn as they go? 2. Has the team spent enough time directly with prospective customers to develop a deep understanding of them? 3. In considering novel ways to serve those customers, did the team review developments in other industries and countries? 4. Can the team clearly define the first customer and a path to reaching others? 5. Is the team’s idea consistent with a strategic opportunity area in which the company has a compelling advantage? 6. Is the idea’s proposed business model described in detail? 7. Does the team have a believable hypothesis about how the offering will make money? 8. Have the team members identified all the things that have to be true for this hypothesis to work? 9. Does the team have a plan for testing all those uncertainties, which tackles the most critical ones first? Does each test have a clear objective, a hypothesis, specific predictions, and a tactical execution plan? 10. Are fixed costs low enough to facilitate course corrections? 11. Has the team demonstrated a bias toward action by rapidly prototyping the idea?

for several years starting in 2004, Bezos visited iRobot’s offices, participated in strategy sessions held at places like the Massachusetts Institute of Technology , and became a mentor to iRobot chief executive Colin Angle, who cofounded the company in 1990. “He recognized early on that robots were a very disruptive game-changer,’’ Angle says of Bezos. “His curiosity about our space led to a very cool period of time where I could count upon him for a unique perspective.’’ Bezos is no longer actively advising the company, but his impact on the local tech scene has only grown larger. In 2008, Bezos’ investment firm provided initial funding for Rethink Robotics, a Boston company that makes simple-to-program manufacturing robots. Four years later, Amazon paid $775 million for North Reading-based Kiva, which makes robots that transport merchandise in warehouses. Also in 2012, Amazon opened a research and software development outpost in Cambridge that has done work on consumer electronics products like the Echo, a Wi-Fi-connected speaker that responds to voice commands. Rodney Brooks, an iRobot cofounder who is now chief technology officer of Rethink, says he met Bezos at the annual TED Conference. Bezos was aware of work that Brooks, a professor emeritus at MIT, had done on robot navigation and control strategies. Helen Greiner, the third cofounder of iRobot, says she met Bezos at a different technology conference, in 2004. Shortly after that, she recruited him as an adviser to iRobot. Bezos also made an investment in the company, which was privately held at the time. “He gave me a number of memorable insights,’’ Angle says. “He said, ‘Just because you won a bet doesn’t mean it was a good bet.’ Roomba might have been lucky. He was challenging us to think hard about where we were going and how to leverage our success.’’ On visits to iRobot, Greiner recalls, “he’d shake everyone’s hand and learn their names. He got them engaged.’’ She says one of the key pieces of advice Bezos supplied was about the value of open APIs — the application programming interfaces that allow other software developers to write software that talks to a product like the Roomba, expanding its functionality. The advice was followed. (Amazon also offers a range of APIs that help developers build things for its products.) By spending time with iRobot, Bezos gave employees a sense they were on the right track. “We were all believers that robotics would be huge,’’ says former iRobot exec Tom Ryden. “But when someone like that comes along and pays attention, it’s a big deal.’’ Angle says that Bezos was an adviser “in a very formative, important moment in our history,’’ and while they discussed “ideas about what practical robots could do, and what they could be,’’ Angle doesn’t want to speculate about what, exactly, Bezos gleaned from the affiliation. But Greiner says she believes “there was learning on both sides. We already had a successful consumer product with Roomba, and he had not yet launched the Kindle. He was learning from us about successful consumer products and robotics.’’ (Unfortunately, Bezos and Amazon’s public relations department would not comment.) The relationship trailed off around 2007 as Bezos got busier — right around when Amazon launched the Kindle, Greiner says. Since then, Bezos and Amazon have stayed mum about most of their activity in the state. His Bezos Expeditions investment team is still an investor in Rethink, which earlier this month announced its second product, a $29,000, one-armed robot called Sawyer that can do precise tasks, such as testing circuit boards. The warehouse-focused Kiva Systems group has been on a hiring tear, and now employs more than 500 people, according to LinkedIn. In December, Amazon said that it had 15,000 of the squat orange Kiva robots moving around racks of merchandise in 10 of its 50 distribution centers. Greiner left iRo

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Once we understand Hillary as single-mindedly pursuing her own interest and financial gain, we can for the first time make sense of recent Clinton scandals. Consider the email scandal. What we know is that Hillary created and maintained an entirely private email server, insulated from her State Department requirements. This took great effort and required the collaboration of a whole team of aides as well as State Department bureaucrats. Why did Hillary do this? Her official explanation is convenience. Hillary simply wanted to get things done, and she was a little careless about how she went about doing them. She claims she got into all this trouble because she didn’t want to have to carry two phones.1 But setting up a parallel email system is actually very inconvenient. Far from being careless, Hillary was careful to do it in a manner that would allow her to carry on private communications that would not show up on an official network, rendering the Freedom of Information Act useless. By doing this, in essence she stole the people’s property. Sending classified and secret information through a private network is not merely harmful to the national security; it is also illegal. Former CIA director John Deutch, former National Security Adviser Sandy Berger, and General David Petraeus were all punished for doing it. Their offenses pale before Hillary’s. Moreover, Hillary, in the middle of a government investigation, went through her private emails, deleting thousands of them that she didn’t want the government or the public to see. Normal people who do such things end up in prison. Hillary, clearly, sees herself as politically protected by the Obama gang. She acts like she’s above the law, and so far she has been proven correct.

The 8 Project Oxygen Attributes Be a good coach. Empower the team and do not micromanage. Express interest/concern for team members’ success and personal well-being. Be very productive/results-oriented. Be a good communicator—listen and share information. Help the team with career development. Have a clear vision/strategy for the team. Have important technical skills that help advise the team.

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Auren Uris, a highly respected researcher and writer in the fields of human resources and management, supports the importance of small teams. He writes, “There is growing evidence that the most creative problemsolving or decisionmaking will occur in small, odd-numbered groups (5, 7, 9).” He advises, “If you want originality and creative contributions, . . . keep the group small. Five people is the number many researchers suggest for optimum efficiency, freedom of exchange and cooperation.”[5]

Which would seem to be a good thing—proposing a solution to a problem that people are hungry to solve—except that my view of silos might not be what some leaders expect to hear. That’s because many executives I’ve worked with who struggle with silos are inclined to look down into their organizations and wonder, “Why don’t those employees just learn to get along better with people in other departments? Don’t they know we’re all on the same team?” All too often this sets off a well-intentioned but ill-advised series of actions—training programs, memos, posters—designed to inspire people to work better together. But these initiatives only provoke cynicism among employees—who would love nothing more than to eliminate the turf wars and departmental politics that often make their work lives miserable. The problem is, they can’t do anything about it. Not without help from their leaders. And while the first step those leaders need to take is to address any behavioral problems that might be preventing executive team members from working well with one another—that was the thrust of my book The Five Dysfunctions of a Team—even behaviorally cohesive teams can struggle with silos. (Which is particularly frustrating and tragic because it leads well-intentioned and otherwise functional team members to inappropriately question one another’s trust and commitment to the team.) To tear

Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white

If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) US Congress: 90 percent white US governors: 96 percent white Top military advisers: 100 percent white President and vice president: 100 percent white US House Freedom Caucus: 99 percent white Current US presidential cabinet: 91 percent white People who decide which TV shows we see: 93 percent white People who decide which books we read: 90 percent white People who decide which news is covered: 85 percent white People who decide which music is produced: 95 percent white People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white Teachers: 82 percent white Full-time college professors: 84 percent white Owners of men’s professional football teams: 97 percent white26 These numbers are not describing minor organizations. Nor are these institutions special-interest groups. The groups listed above are the most powerful in the country.

If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white

Notice I have not used the word vulnerable to describe Olson or McRaven. The concept of vulnerability has been made popular by the talented author Brené Brown. This has become a buzzword in corporate training as of late. But telling SEALs or any military operators to be vulnerable is like advising them to expose their back to the enemy. It makes far more sense to me that leaders be authentic—open to being wrong, open to other people’s ideas and perspectives, and courageous in connecting to their heart and connecting at a heart level with their teammates.

Inside the campaign, a bonfire of the vanities raged. Each division had its own silo: Mook in charge of the budget and operations, Palmieri at the helm of a sprawling and warring communications staff, Abedin in charge of Hillary, Sullivan guiding policy, and Elan Kriegel running the powerful analytics team. There was also a holy trinity of consultants who competed with Mook for influence: chief strategist Benenson, adman Margolis, and longtime Clinton message guru Grunwald. Podesta floated outside the structure. Some of Hillary’s advisers thought she’d aligned her roster the wrong way. “She has too many people in jobs who should not be doing the jobs they’re doing,” one of them said.

for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26 These numbers are not describing minor organizations.

for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26

Race scholars use the term white supremacy to describe a sociopolitical economic system of domination based on racial categories that benefits those defined and perceived as white. This system of structural power privileges, centralizes, and elevates white people as a group. If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26

At an off-site retreat with her whole team during this period, Sheryl decided to address this company-wide anxiety about so-called “career growth”. “You need a long-term vision and an eighteen-month plan,” she advised.

If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26 These numbers are not describing minor organizations. Nor are these institutions special-interest groups. The groups listed above are the most powerful in the country. These numbers are not a matter of “good people” versus “bad people.” They represent power and control by a racial group that is in the position to disseminate and protect its own self-image, worldview, and interests across the entire society

who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26

2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26 These

I met with Chad Logan a few days after our first get-together. I told him that I would explain my point of view and then let him decide whether he wanted to work with me on strategy. I said: I think you have a lot of ambition, but you don’t have a strategy. I don’t think it would be useful, right now, to work with your managers on strategies for meeting the 20/20 goal. What I would advise is that you first work to discover the very most promising opportunities for the business. Those opportunities may be internal, fixing bottlenecks and constraints in the way people work, or external. To do this, you should probably pull together a small team of people and take a month to do a review of who your buyers are, who you compete with, and what opportunities exist. It’s normally a good idea to look very closely at what is changing in your business, where you might get a jump on the competition. You should open things up so there are as many useful bits of information on the table as possible. If you want, I can help you structure some of this process and, maybe, help you ask some of the right questions. The end result will be a strategy that is aimed at channeling energy into what seem to be one or two of the most attractive opportunities, where it looks like you can make major inroads or breakthroughs. I can’t tell you in advance how large such opportunities are, or where they may be. I can’t tell you in advance how fast revenues will grow. Perhaps you will want to add new services, or cut back on doing certain things that don’t make a profit. Perhaps you will find it more promising to focus on grabbing the graphics work that currently goes in-house, rather than to competitors. But, in the end, you should have a very short list of the most important things for the company to do. Then you will have a basis for moving forward. That is what I would do were I in your shoes. If you continue down the road you are on you will be counting on motivation to move the company forward. I cannot honestly recommend that as a way forward because business competition is not just a battle of strength and wills; it is also a competition over insights and competencies. My judgment is that motivation, by itself, will not give this company enough of an edge to achieve your goals. Chad Logan thanked me and, a week later, retained someone else to help him. The new consultant took Logan and his department managers through an exercise he called “Visioning.” The gist of it was the question “How big do you think this company can be?” In the morning they stretched their aspirations from “bigger” to “very much bigger.” Then, in the afternoon, the facilitator challenged them to an even grander vision: “Think twice as big as that,” he pressed. Logan

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RICHARD NIXON AND his team of aides had carefully studied George Wallace’s presidential campaigns. They realized that his segregationist banter made him attractive only to “the foam-at-the-mouth-segregationists.” Nixon decided to appeal to these Wallace-type segregationists while also attracting all those Americans refusing to live in “dangerous” Black neighborhoods, refusing to believe that Black schools could be equal, refusing to accept busing initiatives to integrate schools, refusing to individualize Black negativity, refusing to believe that Black welfare mothers were deserving, and refusing to champion Black Power over majority-Black counties and cities—all those racists who refused to believe they were racist in 1968. Nixon framed his campaign, as a close adviser explained, to allow a potential supporter to “avoid admitting to himself that he was attracted by [the] racist appeal.” How would he do that? Easy. Demean Black people, and praise White people, without ever saying Black people or White people.1 Historians have named this the “southern strategy.” In fact, it was—and remained over the next five decades—the national Republican strategy as the GOP tried to unite northern and southern anti-Black (and anti-Latina/o) racists, war hawks, and fiscal and social conservatives. The

once in a while, we do need a mapmaker who takes the time to survey the system, uncover hidden paths and powerful levers, and share what they learn with the team. Sometimes the mapmaker must endure solitude in search of discovery, but much of this work is social. Our systems are mostly people, which means our expertise is useless without empathy. And so we study users and interview stakeholders, just as Donella would advise. Before you disturb the system in any way, watch how it behaves. If it’s a piece of music or a whitewater rapid or a fluctuation in a commodity price, study its beat. If it’s a social system, watch it work. Learn its history. Ask people who’ve been around a long time to tell you what has happened.[17] As

When I first came to Washington in search of a career, many people advised me to “be a team player,” choose a party, and take lifelong aim squarely against the other. I think I am a team player, because in America we’re all ultimately on the same team. I

How’s the kid?” asked Ailes, referring to Trump’s son-in-law and paramount political adviser, thirty-six-year-old Jared Kushner. “He’s my partner,” said Bannon, his tone suggesting that if he felt otherwise, he was nevertheless determined to stay on message. “Really?” said a dubious Ailes. “He’s on the team.” “He’s had lot of lunches with Rupert.” “In fact,” said Bannon, “I could use your help here.” Bannon then spent several minutes trying to recruit Ailes to help kneecap Murdoch. Ailes, since his ouster from Fox, had become only more bitter towards Murdoch. Now Murdoch was frequently jawboning the president-elect and encouraging him toward establishment moderation—all a strange inversion in the ever-stranger currents of American conservatism. Bannon wanted Ailes to suggest to Trump, a man whose many neuroses included a horror of forgetfulness or senility, that Murdoch might be losing it. “I’ll call him,” said Ailes. “But Trump would jump through hoops for Rupert. Like for Putin. Sucks up and shits down. I just worry about who’s jerking whose chain.

The truth was, some on the campaign were already jumping ship. The Friday before the election, Sean Spicer, then the chief strategist for the Republican National Committee and a campaign adviser, called a meeting at RNC headquarters in which his team gave tier-one network reporters its predicted totals for the Electoral College vote. The information was strictly on background and under embargo. In that meeting, the Republican data team said that Donald Trump would get no more than 204 electoral votes, and that he had little chance of winning any of the battleground states,

Empathy is not listening to someone in order to advise, counsel, reply, refute, fix, judge, solve, change, agree, disagree, or to figure the person out. Empathy is the ability to accurately reflect what the person is feeling, experiencing, and saying.

Steve Jones, the award-winning former CEO of one of the largest banks in Australia, wanted to know what made financial advisers successful. His team studied key factors such as financial expertise and effort. But “the single most influential factor,” Jones told me, “was whether a financial adviser had the client’s best interests at heart, above the company’s and even his own.

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As Elon Musk pushed his own competing space program forward with very public fits and starts, Bezos advised his team, “Be the tortoise and not the hare.” Blue Origin’s company shield has a Latin motto, Gradatim Ferociter: “Step by Step, Ferociously.

But then, on April 9, 2018, Trump hired John Bolton as his national security adviser, and the next day, Bolton fired Tom Bossert, and demoted or fired everyone on the biological threat team. From that

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Consider, though, how the insight sessions, industry updates, and briefings for the CEO and CFO before the analyst calls will help meet the customer's business needs and will also link to the objective of building relationships with the CEO and CFO over the next six months; likewise, the coaching sessions and prep before the board meetings will cement the partner's relationship with the CFO even further. Meeting with the CEO and CFO before analyst calls to brief them on issues that they might need to discuss will give the partner the opportunity to provide essential information when they need it the most, creating a dependency on the partner and cementing his relationship as a trusted adviser to the company's leadership team. People are often focused on trying to get their customers to like them. I always advise my clients that it is nice if your customers like you, but essential that they need you. You want to include negotiable issues that position you to create this type of dependency.

But then that raises the question for you as the leader: What are you willing to do to accomplish what you set out to do? What are you willing to accept? Know that, and then you will understand and your core is hardened to the point your people need it to be to follow where you go. Not because they believe in you, but because they trust that you are going where they already wish to go, but need your help to get there. Not everyone is in this life only for themselves. They want to be part of something larger and if that means they become a programmer, marine, cook, janitor, whatever the hell it is so that the goal which is bigger than themselves is accomplished, then they are satisfied with their efforts and they have done something amazing. As a leader, you have to accept the hurt, the pain, and the deaths that your choices will cause. This is your task: Focus on the totem (the goal, if you will), lead your team with empathy, never wavering from balancing life against the short term needs, and allowing those around you to help advise, but always be steadfast, especially in times of greatest sorrow.

We also gave teams a primer on teamwork based on insights gleaned from research in group dynamics. On the one hand, we warned, groupthink is a danger. Be cooperative but not deferential. Consensus is not always good; disagreement is not always bad. If you do happen to agree, don't take the agreement—in itself—as proof that you are right. Never stop doubting. Pointed questions are as essential to a team as vitamins are to a human body. On the other hand, the opposite of groupthink—rancor and dysfunction—is also a danger. Team members must disagree without being disagreeable, we advised. Practice 'constructive confrontation' to use the phrase of Andy Grove, the former CEO of Intel. Precision questioning is one way to do that. Drawing on the work of Dennis Matthies and Monica Worline, we showed them how to tactfully dissect the vague claims people often make. Suppose someone says, 'Unfortunately, the popularity of soccer, the world's favorite pastime, is starting to decline.' You suspect [they] are wrong. ... Zero in. You might say, 'What do you mean by 'pastime?' or 'What evidence is there that soccer's popularity is declining? Over what time frame.' The answers to these precise questions won't settle the matter, but they will reveal the thinking behind the conclusion so it can be probed and tested.

Fowler, like other new Uber hires, had been advised of the company's core values.47 Several of those values were likely to have contributed to a psychologically unsafe environment. For example, “super-pumpedness,” especially central to the company, involved a can-do attitude and doing whatever it took to move the company forward. This often meant working long hours, not in itself a hallmark of a psychologically unsafe environment; Fowler seems to have relished the intellectual challenges and makes a point to say that she is “proud” of the engineering work she and her team did. But super-pumpedness, with its allusions to the sports arena and male hormones, seems to have been a harbinger of the bad times to come. Another core value was to “make bold bets,” which was interpreted as asking for forgiveness rather than permission. In other words, it was better to cross a line, be found out wrong, and ask for forgiveness than it was to ask permission to transgress in the first place. Another value, “meritocracy and toe-stepping,” meant that employees were incented to work autonomously, rather than in teams, and cause pain to others to get things done and move forward, even if it meant damaging some relationships along the way.48

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We did not explain to the public that this was the delicate balancing act – we’ve reduced the likelihood of getting an ambulance but we’ve increased the response teams to pick up bodies in people’s homes.’ The adviser added: ‘The cremations were carried out in these very fast slots, running at weekends, running late into the night. A lot of concessions were struck with both Islam and the Church of England to just rush the bodies through, get them out, get them buried.

I never took supplements atop the high altitude mountains, as the professional astronomy management teams never advised us to do so.

Farah collins is a Financial business adviser who provides information and advice to companies about doing business. she runs a comprehensive planning practice that delivers custom-tailored strategies to other business owners, investors, aspiring entrepreneurs, and the many other professionals and families that make it all possible. She works with the executive and management teams to help them identify new markets and old ones that might be tapped for future business and then facilitate a strategy plan with these teams to guide them in how to go forward.

The Basic Five are these: (1) a man who can fix things, (2) a man you can dance with, (3) a man who can pay for things, (4) a man you can talk to, and (5) a man to have great sex with. As I said, this is the rudimentary team you need to form, according to our sage adviser. Certainly other functions can be added to suit your more refined tastes, but with this starting lineup, you can at least avoid abject misery.

The professional astronomy management team advised us to take drugs and oxygen to treat our acute mountain sickness, not supplements.

The problem was a crazy problem. It wasn’t going to have a non-crazy solution. Still, she’d sort of shocked herself. She’d never had the slightest interest in business. But if she wanted to save the country, she’d need to become an entrepreneur, and create a company—though in business, she quickly learned, she couldn’t talk like that. When she said she wanted to build a tool “to save the country,” people just smiled and thought she was goofy in the head. But when she said things like “I’m going to create a data-based tool for disease prevention that companies can use to secure their supply chains,” serious business types nodded. “Five smart people have replied with confusion when I said the company was to save the world and protect our country,” said Charity, after her first attempts to explain her vague idea. “Then when I said, ‘We’re going to do private government operations, like Blackwater,’ their eyes lit up and they said, ‘Oh wow, you could take over the world.’ ” She’d entered the private sector with the bizarre ambition to use it to create an institution that might be used by the public sector. She’d already hired twenty people, among them public-health nurses and some of the team at the Chan Zuckerberg Biohub responsible for genomic sequencing, including Josh Batson and David Dynerman. Joe DeRisi had signed on as an adviser; Carter Mecher was about to. She’d raised millions of dollars in capital. Venrock, a leading health care venture capitalist, had taken a stake in the new company. As a local health officer, she hadn’t been able to get the tens of thousands of dollars she needed for some new disease-stopping machine. In the private sector, people would throw tens of millions at an idea: if she failed, it wouldn’t be because investors wouldn’t give her the money to try. The Public Health Company, she’d called it.

The observatory management team were advised not to allow an infant to stay at the high altitude observatory by their observatory director and the National Optical Astronomical Observatory (NOAO) health and safety manager. They ignored both of them and allowed the infant to stay at the industrialized research facility. The industrial facility was regarded as health and safety risk to the infant and had infestations of rodents and scorpions. It was regularly sprayed with pesticides by pest control.

if organizations want leaders to drive change, they would be well advised to hire moderate misfits rather than candidates who are a perfect fit for the current culture. A carbon copy of the rest of the team could perpetuate rather than disrupt the status quo. At the same time, hiring people who are radically different will rarely generate the desired change. More likely, these leaders would end up disrupting only themselves.

Our captain, Nick Mackie, for some reason didn’t trust that Roger and I could interview anybody, so Mackie decided that the first round of interviews with witnesses at Lake Sam would be done by a team of local mental health professionals led by Dr. John Liebert and Dr. John Berberich, since deceased. Liebert is a forensic psychiatrist, and Berberich was a clinical psychologist, who advised police departments on internal issues. Both men taught at the University of Washington. Liebert advised King County Superior Court Judges on murder defendants’ potential for violence. For 20 years or more, he had interviewed every convicted murderer in the county and prepared a post-sentence report for the court.

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The 10 behaviors of Google’s best managers: Is a good coach. Empowers team and does not micromanage. Creates an inclusive team environment, showing concern for success and well-being. Is productive and results-oriented. Is a good communicator — listens and shares information. Supports career development and discusses performance. Has a clear vision/strategy for the team. Has key technical skills to help advise the team. Collaborates across the company. Is a strong decision maker.

treat chat like a sauna—stay a while but then get out . . . it’s unhealthy to stay too long.” Alternatively, we might schedule a team meeting on group chat so that everyone is on at the same time. When used this way, it can be a great way to reduce in-person meetings. It’s telling that the CEO of a group-chat company advises limiting the use of its product. And yet, many organizations that use these services encourage employees to lurk in the group-chat sauna all day long. This is a corrosive practice that individuals can’t always change on their own. We’ll tackle dysfunctional company culture later in the book.

VC Fred Wilson estimates that a typical startup will turn over its management team three times between its inception and when it achieves significant scale. Wilson emphasizes that turning over a team is not the same as firing someone for poor performance. Still, it can be tough to create new roles for senior managers who can’t handle the evolving demands of their current positions, and terminating them can be demoralizing for colleagues who’ve worked with them since the beginning—especially if those individuals are torchbearers for the startup’s mission and values. Wilson notes that serial entrepreneurs, having seen these patterns before, are better equipped to manage executive churn. He also advises founders to be open with new hires, letting them know that “they may not make it to the finish line, but they will be handsomely compensated with equity.

As important as it is for all members of a leadership team to commit to being vulnerable, that is not going to happen if the leader of the team, whether that person is the CEO, department head, pastor, or school principal, does not go first. If the team leader is reluctant to acknowledge his or her mistakes or fails to admit to a weakness that is evident to everyone else, there is little hope that other members of the team are going to take that step themselves. In fact, it probably wouldn’t be advisable for them to do so because there is a good chance that their vulnerability would be neither encouraged nor rewarded.

Once a country is included on the “counterinsurgency” list, or any other such category, a move is made to develop a CIA echelon, usually within the structure of whatever U.S. military organization exists there at the time. Then the CIA operation begins Phase I by proposing the introduction of some rather conventional aircraft. No developing country can resist such an offer, and this serves to create a base of operations, usually in a remote and potentially hostile area. While the aircraft program is getting started the Agency will set up a high frequency radio network, using radios positioned in villages throughout the host country. The local inhabitants are told that these radios will provide a warning of guerrilla activity. Phase II of such a project calls for the introduction of medium transport type aircraft that meet anti-guerrilla warfare support requirements. The crew training program continues, and every effort is made to develop an in-house maintenance capability. As the level of this activity increases, more and more Americans are brought in, ostensibly as instructors and advisers; at this phase many of the Americans are Army Special Forces personnel who begin civic action programs. The country is sold the idea that it is the Army in most developing nations that is the usual stabilizing influence and that it is the Army that can be trusted. This is the American doctrine; promoting the same idea, but in other words, it is a near paraphrase of the words of Chairman Mao. In the final phase of this effort, light transports and liaison type aircraft are introduced to be used for border surveillance, landing in remote areas, and for resupplying small groups of anti-guerrilla warfare troops who are operating away from fixed bases. These small specialized aircraft are usually augmented by helicopters. When the plan has developed this far, efforts are made to spread the program throughout the frontier area of the country. Villagers are encouraged to clear off small runways or helicopter landing pads, and more warning network radios are brought into remote areas. While this work is continuing, the government is told that these activities will develop their own military capability and that there will be a bonus economic benefit from such development, each complementing the other. It also makes the central government able to contact areas in which it may never have been able to operate before, and it will serve as a tripwire warning system for any real guerrilla activities that may arise in the area. There is no question that this whole political economic social program sounds very nice, and most host governments have taken the bait eagerly. What they do not realize, and in many cases what most of the U.S. Government does not realize, is that this is a CIA program, and it exists to develop intelligence. If it stopped there, it might be acceptable but intelligence serves as its own propellant, and before long the agents working on this type of project see, or perhaps are a factor in creating, internal dissension.

It will be noted that the specific duties assigned to the new agency (CIA) specifically itemized most of the standard tasks of Intelligence, with the exception of “collection.” It would seem that a Congress that had debated the subject so long and so thoroughly would not have overlooked the function of collection. It is more likely that Congress fully intended what it stated—that the task of the CIA was that of “coordinating” intelligence. The duties of the CIA were set forth in the law as follows: to advise the National Security Council in matters concerning such intelligence activities of the government departments and agencies as relate to national security; to make recommendations to the NSC for the coordination of such intelligence activities. . . .; to correlate and evaluate intelligence relating to the national security, and provide for the appropriate dissemination of such intelligence within the government . . . provided that the Agency shall have no police, subpoena, law-enforcement powers, or internal security functions. . . .; to perform, for the benefit of the existing intelligence agencies, such additional services of common concern as the NSC determines can be more efficiently accomplished centrally; to perform such other functions and duties related to intelligence affecting the national security as the NSC may from time to time direct. For those familiar with that language used in legislative writing, it should be very clear that Congress knew exactly what it was doing when it set up a central authority to coordinate intelligence and when it further delineated the responsibilities into those five brief and explicit paragraphs shown above. Yet few such uncomplicated and simple lines defining the law of the land have ever been subject to so much misinterpretation, intentional and accidental, as have these.

People joke that Trump gets his talking points by watching Fox News, and that is certainly true. But individuals at Fox News are also speaking directly to his team of advisers every single day. The channel’s channels are wide-open.

Geithner went to the well-connected investment bank Warburg Pincus. Bernanke advises the Citadel hedge fund and chaired an advisory board for the giant PIMCO bond fund, owned by Allianz of Germany, which also included as its members Jean-Claude Trichet and Gordon Brown as well as Anne-Marie Slaughter of the Obama foreign policy team.34 It was like a mini reunion of 2008 crisis fighters.

Instead, within days of the bureau’s receipt of the Australian report on Papadopoulos, Comey convened a team of advisers referred to internally as “the skinny group”—because membership was so slender—and began mapping out a probe that would again pull the bureau into the minefield of presidential politics.

There was one big problem with the book Extreme Ownership: the title. While it drove home the most important leadership foundation in the book, it was also slightly misleading. Extreme Ownership is the foundation of good leadership. But leadership seldom requires extreme ideas or attitudes. In fact, quite the opposite is true: leadership requires balance. We addressed that concept in chapter 12 of Extreme Ownership, “Discipline Equals Freedom—The Dichotomy of Leadership.” But as we assessed legions of leaders in companies, teams, and organizations as they implemented the principles we taught in the book, many struggled to find that balance. This struggle represents the biggest challenge we observed as we trained and advised hundreds of companies and thousands of leaders over the past few years with our leadership consulting company, Echelon Front.

If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: • Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) • US Congress: 90 percent white • US governors: 96 percent white • Top military advisers: 100 percent white • President and vice president: 100 percent white • US House Freedom Caucus: 99 percent white • Current US presidential cabinet: 91 percent white • People who decide which TV shows we see: 93 percent white • People who decide which books we read: 90 percent white • People who decide which news is covered: 85 percent white • People who decide which music is produced: 95 percent white • People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white • Teachers: 82 percent white • Full-time college professors: 84 percent white • Owners of men’s professional football teams: 97 percent white26 These numbers are not describing minor organizations.

He was also a distinctly unmotivated student at Northwestern University. He nevertheless set out to make enough money to buy a professional sports team, so that he might make the decisions about who would be on it. “Every week he’d take a sheet of paper and write on top, ‘My Goals,’” recalls his then-girlfriend, Ellen, now his wife. “The biggest life goal was, ‘I’m going to someday own a professional sports team.’” “I went to business school,” said Morey, “because I thought that’s where you had to go if you wanted to get rich.” Upon leaving business school, in 2000, he interviewed with consulting firms until he found one that got paid in the shares of the companies it advised.

Dear team, Please be advised that Monday morning’s meeting will be held in meeting room two at 8:30am as there is a pressing issue that needs to be addressed immediately. There will be no need for anyone to take the minutes. It is essential that everyone is punctual as time is of the essence, and we don’t want to fall behind with proceedings. Enjoy the weekend and I’ll see everyone at 8.30am sharp.

Prior to the summer of 2016, while Senator Bernie Sanders was still competing for the Democratic nomination, the Clinton persuasion game was nonexistent. I have already described her campaign’s backward-persuasion tweeting and their artless campaign slogans. As far as I could tell, no one trained in persuasion was advising the Clinton team. I saw no signs of that talent whatsoever, and the signs would have been obvious to me.

In 2019, I advised a large global B2B company to ban the job title ‘salesperson’, to stop using the term ‘sales’ and replace it with a ‘partnerships’ team. More people responded to their emails, and their sales rose by 31 per cent. As I suspected, a job title with the word ‘sales’ in it, primes the people you contact to believe you’re going to pester them to buy something they don’t want – conversely, the framing of the word ‘partner’ suggests the person is on your team.