Elon Musk Change Quotes

There is a fundamental problem with regulators. If a regulator agrees to change a rule and something bad happens, they could easily lose their career. Whereas if they change a rule and something good happens, they don’t even get a reward. So, it’s very asymmetric. It’s then very easy to understand why regulators resist changing the rules. It’s because there’s a big punishment on one side and no reward on the other. How would any rational person behave in such a scenario?

The people who are crazy enough to think they can change the world are the ones who do. —Steve Jobs

Around 2010, Peter Thiel, the PayPal cofounder and early Facebook investor, began promoting the idea that the technology industry had let people down. “We wanted flying cars, instead we got 140 characters” became the tagline of his venture capital firm Founders Fund. In an essay called “What Happened to the Future,” Thiel and his cohorts described how Twitter, its 140-character messages, and similar inventions have let the public down. He argued that science fiction, which once celebrated the future, has turned dystopian because people no longer have an optimistic view of technology’s ability to change the world. I

They took one look at Zip2’s code and began rewriting the vast majority of the software. Musk bristled at some of their changes, but the computer scientists needed just a fraction of the lines of code that Musk used to get their jobs done. They had a knack for dividing software projects into chunks that could be altered and refined whereas Musk fell into the classic self-taught coder trap of writing what developers call hairballs—big, monolithic hunks of code that could go berserk for mysterious reasons.

There is a fundamental problem with regulators. If a regulator agrees to change a rule and something bad happens, they could easily lose their career. Whereas if they change a rule and something good happens, they don’t even get a reward.

Musk’s method, as it had been since the Falcon 1 rocket, was to iterate fast, take risks, be brutal, accept some flameouts, then try again. “We were changing the engines while the plane was spiraling out of control,” he says of Twitter. “It’s a miracle we survived.

Then I spoke with proven shapers I knew—Bill Gates, Elon Musk, Reed Hastings, Muhammad Yunus, Geoffrey Canada, Jack Dorsey (of Twitter), David Kelley (of IDEO), and more. They had all visualized remarkable concepts and built organizations to actualize them, and done that repeatedly and over long periods of time. I asked them to take an hour’s worth of personality assessments to discover their values, abilities, and approaches. While not perfect, these assessments have been invaluable. (In fact, I have been adapting and refining them to help us in our recruiting and management.) The answers these shapers provided to the standardized questions gave me objective and statistically measurable evidence about their similarities and differences. It turns out they have a lot in common. They are all independent thinkers who do not let anything or anyone stand in the way of achieving their audacious goals. They have very strong mental maps of how things should be done, and at the same time a willingness to test those mental maps in the world of reality and change the ways they do things to make them work better. They are extremely resilient, because their need to achieve what they envision is stronger than the pain they experience as they struggle to achieve it. Perhaps most interesting, they have a wider range of vision than most people, either because they have that vision themselves or because they know how to get it from others who can see what they can’t. All are able to see both big pictures and granular details (and levels in between) and synthesize the perspectives they gain at those different levels, whereas most people see just one or the other. They are simultaneously creative, systematic, and practical. They are assertive and open-minded at the same time. Above all, they are passionate about what they are doing, intolerant of people who work for them who aren’t excellent at what they do, and want to have a big, beneficial impact on the world.

When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant.

The people who are crazy enough to think they can change the world are the ones who do.” ~ Steve Job

It was 1995, the dawn of the Internet era. “I thought the Internet would be something that would fundamentally change the nature of humanity,” he said during a speech in 2012. “It was like humanity gaining a nervous system.” So, he told his professor he was taking a deferment to see whether he could start an Internet company, and the teacher said, “Well, I don’t think you’ll be coming back.” That was the last time they ever talked.

When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

To anyone I’ve offended, I just want to say, I reinvented electric cars and I’m sending people to Mars in a rocket ship. Did you think I was also going to be a chill, normal dude? —Elon Musk, Saturday Night Live, May 8, 2021 The people who are crazy enough to think they can change the world are the ones who do. —Steve Jobs

you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation. On the assembly line

Public company stocks, particularly if big step changes in technology are involved, go through extreme volatility, both for reasons of internal execution and for reasons that have nothing to do with anything except the economy. This causes people to be distracted by the manic-depressive nature of the stock instead of creating great products. For

He sent back a message saying he would make the fix when he got to the office on Monday. Do it right now, he was told. So using the Wi-Fi on the United flight, he got the change made that night. “We had worked on many possible new features for years, but no one ever made decisions about them,” he said later. “Suddenly, we had this guy making rapid decisions

The prospect of reusable rockets dramatically lowering the cost of launch fueled the growth, as did the revolution in small satellites. For decades, satellites had been big, as large as a garbage truck, and expensive, costing hundreds of millions of dollars. But now the technology had changed, and like an iPhone, they had shrunk in size, to the size of a shoebox, costing far less. Musk wasn’t the only entrepreneur

One evening, Eberhard was driving his Roadster around Silicon Valley when a kid in a super-pimped Audi pulled up beside him at a stoplight and revved his engine to challenge him to a drag. When the light changed, Eberhard left him in the dust. The same thing happened at the next two lights. Finally the kid rolled down his window and asked Eberhard what he was driving. “It’s electric,” Eberhard said. “There’s no way you can beat it.

[Musk] concluded that Trump as president was no different than he was as a candidate. The buffoonery was not just an act. "Trump might be one of the world’s best bullshitters ever," he says. "Like my dad. Bullshitting can sometimes baffle the brain. If you just think of Trump as sort of a con-man performance, then his behavior sort of makes sense." When the president pulled the U.S. out of the Paris Accord, an international agreement to fight climate change, Musk resigned from the presidential councils.

It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation. On the assembly line

1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation

Dontchev was born in Bulgaria and emigrated to America as a young kid when his father, a mathematician, took a job at the University of Michigan. He got an undergraduate and graduate degree in aerospace engineering, which led to what he thought was his dream opportunity: an internship at Boeing. But he quickly became disenchanted and decided to visit a friend who was working at SpaceX. “I will never forget walking the floor that day,” he says. “All the young engineers working their asses off and wearing T-shirts and sporting tattoos and being really badass about getting things done. I thought, ‘These are my people.’ It was nothing like the buttoned-up deadly vibe at Boeing.” That summer, he made a presentation to a VP at Boeing about how SpaceX was enabling the younger engineers to innovate. “If Boeing doesn’t change,” he said, “you’re going to lose out on the top talent.” The VP replied that Boeing was not looking for disrupters. “Maybe we want the people who aren’t the best, but who will stick around longer.” Dontchev quit. At a conference in Utah, he went to a party thrown by SpaceX and, after a couple of drinks, worked up the nerve to corner Gwynne Shotwell. He pulled a crumpled résumé out of his pocket and showed her a picture of the satellite hardware he had worked on. “I can make things happen,” he told her. Shotwell was amused. “Anyone who is brave enough to come up to me with a crumpled-up résumé might be a good candidate,” she said. She invited him to SpaceX for interviews. He was scheduled to see Musk, who was still interviewing every engineer hired, at 3 p.m. As usual, Musk got backed up, and Dontchev was told he would have to come back another day. Instead, Dontchev sat outside Musk’s cubicle for five hours. When he finally got in to see Musk at 8 p.m., Dontchev took the opportunity to unload about how his gung-ho approach wasn’t valued at Boeing. When hiring or promoting, Musk made a point of prioritizing attitude over résumé skills. And his definition of a good attitude was a desire to work maniacally hard. Musk hired Dontchev on the spot.

When Musk took delivery of his F1, CNN was there to cover it. “Just three years ago I was showering at the Y and sleeping on the office floor,” he told the camera sheepishly, “and now obviously, I’ve got a million-dollar car… it’s just a moment in my life.” While other McLaren F1 owners around the world—the sultan of Brunei, Wyclef Jean, and Jay Leno, among others—could comfortably afford it, Musk’s purchase had put a sizable dent in his bank account. And unlike other owners, Musk drove the car to work—and declined to insure it. As Musk drove Thiel up Sand Hill Road in the F1, the car was the subject of their chat. “It was like this Hitchcock movie,” Thiel remembered, “where we’re talking about the car for fifteen minutes. We’re supposed to be preparing for the meeting—and we’re talking about the car.” During their ride, Thiel looked at Musk and reportedly asked, “So, what can this thing do?” “Watch this,” Musk replied, flooring the accelerator and simultaneously initiating a lane change on Sand Hill Road. In retrospect, Musk admitted that he was outmatched by the F1. “I didn’t really know how to drive the car,” he recalled. “There’s no stability systems. No traction control. And the car gets so much power that you can break the wheels free at even fifty miles an hour.” Thiel recalls the car in front of them coming fast into view—then Musk swerving to avoid it. The McLaren hit an embankment, was tossed into the air—“like a discus,” Musk remembered——then slammed violently into the ground. “The people that saw it happen thought we were going to die,” he recalled. Thiel had not worn a seat belt, but astonishingly, neither he nor Musk were hurt. Musk’s “work of art” had not fared as well, having now taken a distinctly cubist turn. Post-near-death experience, Thiel dusted himself off on the side of the road and hitchhiked to the Sequoia offices, where he was joined by Musk a short while later. X.com’s CEO, Bill Harris, was also waiting at the Sequoia office, and he recalled that both Thiel and Musk were late but offered no explanation for their delay. “They never told me,” Harris said. “We just had the meeting.” Reflecting on it, Musk found humor in the experience: “I think it’s safe to say Peter wouldn’t be driving with me again.” Thiel wrung some levity out of the moment, too. “I’d achieved lift-off with Elon,” he joked, “but not in a rocket.

five commandments: 1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle.

Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics.

Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

I became a broken record on the algorithm,” Musk says. “But I think it’s helpful to say it to an annoying degree.” It had five commandments: 1. Question every requirement. Each should come with the name of the person who made it. You should never accept that a requirement came from a department, such as from “the legal department” or “the safety department.” You need to know the name of the real person who made that requirement. Then you should question it, no matter how smart that person is. Requirements from smart people are the most dangerous, because people are less likely to question them. Always do so, even if the requirement came from me. Then make the requirements less dumb. 2. Delete any part or process you can. You may have to add them back later. In fact, if you do not end up adding back at least 10% of them, then you didn’t delete enough. 3. Simplify and optimize. This should come after step two. A common mistake is to simplify and optimize a part or a process that should not exist. 4. Accelerate cycle time. Every process can be speeded up. But only do this after you have followed the first three steps. In the Tesla factory, I mistakenly spent a lot of time accelerating processes that I later realized should have been deleted. 5. Automate. That comes last. The big mistake in Nevada and at Fremont was that I began by trying to automate every step. We should have waited until all the requirements had been questioned, parts and processes deleted, and the bugs were shaken out. The algorithm was sometimes accompanied by a few corollaries, among them: All technical managers must have hands-on experience. For example, managers of software teams must spend at least 20% of their time coding. Solar roof managers must spend time on the roofs doing installations. Otherwise, they are like a cavalry leader who can’t ride a horse or a general who can’t use a sword. Comradery is dangerous. It makes it hard for people to challenge each other’s work. There is a tendency to not want to throw a colleague under the bus. That needs to be avoided. It’s OK to be wrong. Just don’t be confident and wrong. Never ask your troops to do something you’re not willing to do. Whenever there are problems to solve, don’t just meet with your managers. Do a skip level, where you meet with the level right below your managers. When hiring, look for people with the right attitude. Skills can be taught. Attitude changes require a brain transplant. A maniacal sense of urgency is our operating principle. The only rules are the ones dictated by the laws of physics. Everything else is a recommendation.

But the rules for success in the twenty-first century are emerging, and they are radically different from the rules in the nineteenth and twentieth centuries. You can make art, you can create, and you can sell those creations—or at least make them well enough that you or your loved ones would be thrilled to own the things you have made, be they chairs, desks, plates, cups, clothing, lamps, computer accessories, or whatever. If you are willing to climb the knowledge ladder needed, maybe you, too, could become the next Elon Musk, Jack Dorsey, Jim McKelvey, or even Jazz Tigan. Here is the thing: You must learn to learn. We must learn to learn. We must develop our skills at creating, developing, and nurturing things and services that others value. The age of being a cog in a big machine and marching one’s way to a defined benefit plan retirement is over. In its place is a global talent pool with access to the same tools, knowledge, and equipment as everyone else and with competition coming from every angle inside and outside of the industry. Nokia and Motorola owned the cell phone industry top to bottom, and then BlackBerry came in to mess it up. But BlackBerry was just a harbinger of the change coming. Apple, at the time just a computer company, assaulted the cell phone cartel and won. It won big. And then Google—how crazy that is in retrospect—jumped in and changed it all up again. Now Samsung is making a good run at both of them.

The Model S also offered a way to fix issues in a manner that people had never before encountered with a mass-produced car. Some of the early owners complained about glitches like the door handles not popping out quite right or their windshield wipers operating at funky speeds. These were inexcusable flaws for such a costly vehicle, but Tesla typically moved with clever efficiency to address them. While the owner slept, Tesla’s engineers tapped into the car via the Internet connection and downloaded software updates. When the customer took the car out for a spin in the morning and found it working right, he was left feeling as if magical elves had done the work. Tesla soon began showing off its software skills for jobs other than making up for mistakes. It put out a smartphone app that let people turn on their air-conditioning or heating from afar and to see where the car was parked on a map. Tesla also began installing software updates that imbued the Model S with new features. Overnight, the Model S sometimes got new traction controls for hilly and highway driving or could suddenly recharge much faster than before or possess a new range of voice controls. Tesla had transformed the car into a gadget—a device that actually got better after you bought it. As Craig Venter, one of the earliest Model S owners and the famed scientist who first decoded man’s DNA, put it, “It changes everything about transportation. It’s a computer on wheels.” The

In interviews, Musk often makes sure that people know he had some truly big ideas on his mind during this period of his life. As he tells it, he would daydream at Queen’s and Penn and usually end up with the same conclusion: he viewed the Internet, renewable energy, and space as the three areas that would undergo significant change in the years to come and as the markets where he could make a big impact. He vowed to pursue projects in all three.

In a simple description, Hyperloop is conceptualized to be the 5th mode of transportation that has the speed of a bullet train, powered by solar energy, and the overall design that seemed to have been taken from a SyFy film.  This hyper-speedy transportation also targets to transport people in just a matter of minutes.

Keeping your body sound is a statement of appreciation to the entire universe.

The most valuable blessing we can offer anybody is our consideration.

The perplexing thing was that Elon seemed to drift off into a trance at times. People spoke to him, but nothing got through when he had a certain, distant look in his eyes. This happened so often that Elon’s parents and doctors thought he might be deaf. “Sometimes, he just didn’t hear you,” said Maye. Doctors ran a series of tests on Elon, and elected to remove his adenoid glands, which can improve hearing in children. “Well, it didn’t change,” said Maye. Elon’s condition had far more to do with the wiring of his mind than how his auditory system functioned. “He goes into his brain, and then you just see he is in another world,” Maye said. “He still does that. Now I just leave him be because I know he is designing a new rocket or something.” Other children did not respond well to these dreamlike states. You could do jumping jacks right beside Musk or yell at him, and he would not even notice. He kept right on thinking, and those around him judged that he was either rude or really weird. “I do think Elon was always a little different but in a nerdy way,” Maye said. “It didn’t endear him to his peers.” For Musk, these pensive moments were wonderful. At five and six, he had found a way to block out the world and dedicate all of his concentration to a single task. Part of this ability stemmed from the very visual way in which Musk’s mind worked. He could see images in his mind’s eye with a clarity and detail that we might associate today with an engineering drawing produced by computer software. “It seems as though the part of the brain that’s usually reserved for visual processing—the part that is used to process images coming in from my eyes—gets taken over by internal thought processes,” Musk said. “I can’t do this as much now because there are so many things demanding my attention but, as a kid, it happened a lot.

get a sense of how powerful Musk’s work may end up being for the American economy, have a think about the dominant mechatronic machine of the past several years: the smartphone. Pre-iPhone, the United States was the laggard in the telecommunications industry. All of the exciting cell phones and mobile services were in Europe and Asia, while American consumers bumbled along with dated equipment. When the iPhone arrived in 2007, it changed everything. Apple’s device mimicked many of the functions of a computer and then added new abilities with its apps, sensors, and location awareness. Google charged to market with its Android software and related handsets, and the United States suddenly emerged as the driving force in the mobile industry. Smartphones were revolutionary because of the ways they allowed hardware, software, and services to work in unison. This was a mix that favored the skills of Silicon Valley. The rise of the smartphone led to a massive industrial boom in which Apple became the most valuable company in the country, and billions of its clever devices were spread all over the world.

Elon is changing the way aerospace business is done,” said NASA’s Stoker.

Some additional stats: according to Tesla, the upgraded S will be able to run the quarter mile in 10.9 seconds and reach 155 mph in 22% less time. Ludicrous Mode will also be available on the upcoming Model X crossover SUV. Musk estimates the Ludicrous Mode-equipped Model X cars to be able to hit 60 mph in 3.2 seconds.

The route is also parallel to the corridor of Interstate 5. The journey that stretches this route would be completed within just 35 minutes with a maximum speed of 760 mph.

He argued that science fiction, which once celebrated the future, has turned dystopian because people no longer have an optimistic view of technology’s ability to change the world.

Over time, Musk has ended up thinking that his brain has the equivalent of a graphics chip. It allows him to see things out in the world, replicate them in his mind, and imagine how they might change or behave when interacting with other objects. “For images and numbers, I can process their interrelationships and algorithmic relationships,” Musk said. “Acceleration, momentum, kinetic energy—how those sorts of things will be affected by objects comes through very vividly.

This is the first place I have worked that is going to change the world,” Blankenship said, taking a jab at the sometimes trivial nature of Apple’s gadgets.

SpaceX, for example, would have written down all the steps needed to replace a filter—put on gloves, wear safety goggles, remove a nut—and then want to alter this procedure or use a different type of filter. The FAA would need a week to review the new process before SpaceX could actually go about changing the filter on the rocket, a lag that both the engineers and Musk found ridiculous.

At Tesla, there was no history, no baggage. There was just a vision of products that could change the world. Who wouldn’t want to be involved with that?

Some at SpaceX who have not been through a public company experience may think that being public is desirable. This is not so. Public company stocks, particularly if big step changes in technology are involved, go through extreme volatility, both for reasons of internal execution and for reasons that have nothing to do with anything except the economy. This causes people to be distracted by the manic-depressive nature of the stock instead of creating great products. For those who are under the impression that they are so clever that they can outsmart public market investors and would sell SpaceX stock at the “right time,” let me relieve you of any such notion. If you really are better than most hedge fund managers, then there is no need to worry about the value of your SpaceX stock, as you can just invest in other public company stocks and make billions of dollars in the market. Elon

he couldn’t work around laws, he was going to change them. Texas would be his first fight.

Concurrent with all this, a massive new venture capital fund was being created by SoftBank, the Japanese tech conglomerate with stakes in Alibaba, Sprint, and others. CEO Masayoshi Son was on the verge of controlling a nearly $100 billion fund that was intended to rewrite the rules of investing in Silicon Valley and pick world-changing winners, infusing them with the kinds of cash that a generation ago would’ve seemed impossible in the private market. Goldman thought a meeting between Musk and Son might be fruitful. A matchmaker was found for the two: Larry Ellison, co-founder of Oracle. He lived near Son’s Silicon

Musk, Ellison, Son, and Al-Rumayyan: Collectively they controlled hundreds of billions of dollars (though unlike those of his fellow diners, Musk’s fortune was largely illiquid). They all shared ambitions to make larger-than-life bets that, if successful, would change the course of humanity.

Some short sellers, feeling the pressure, will begin to gang up together to attack a company—through the media, online investor forums, and, increasingly, on Twitter—all as part of an effort to change the narrative of a company, to highlight the negatives around its business or reveal a failing that normal investors may not recognize. Essentially, they’re trying to scare investors and drive a targeted stock price down.

Musk’s lawyers spent that night trying to change Musk’s mind about his refusal of the settlement, even asking celebrity investor Mark Cuban to prod him into a deal. Cuban, the billionaire owner of the Dallas Mavericks basketball team, had had his own public battle with the SEC that dragged on for five years, after he was charged with insider trading. It was like a scene out of Showtimes’ Billions, as Cuban counseled the beleaguered CEO, warning

Finding the right mentor is not always easy. But we can locate role models in a more accessible place: the stories of great originals throughout history. Human rights advocate Malala Yousafzai was moved by reading biographies of Meena, an activist for equality in Afghanistan, and of Martin Luther King, Jr. King was inspired by Gandhi as was Nelson Mandela. In some cases, fictional characters can be even better role models. Growing up, many originals find their first heroes in their most beloved novels where protagonists exercise their creativity in pursuit of unique accomplishments. When asked to name their favorite books, Elon Musk and Peter Thiel each chose “Lord of the Rings“, the epic tale of a hobbit’s adventures to destroy a dangerous ring of power. Sheryl Sandberg and Jeff Bezos both pointed to “A Wrinkle in Time“ in which a young girl learns to bend the laws of physics and travels through time. Mark Zuckerberg was partial to “Enders Game“ where it’s up to a group of kids to save the planet from an alien attack. Jack Ma named his favorite childhood book as “Ali Baba and the Forty Thieves“, about a woodcutter who takes the initiative to change his own fate. … There are studies showing that when children’s stories emphasize original achievements, the next generation innovates more.… Unlike biographies, in fictional stories characters can perform actions that have never been accomplished before, making the impossible seem possible. The inventors of the modern submarine and helicopters were transfixed by Jules Vern’s visions in “20,000 Leagues Under the Sea” and “The Clippership of the Clouds”. One of the earliest rockets was built by a scientist who drew his motivation from an H.G. Wells novel. Some of the earliest mobile phones, tablets, GPS navigators, portable digital storage desks, and multimedia players were designed by people who watched “Star Trek” characters using similar devices. As we encounter these images of originality in history and fiction, the logic of consequence fades away we no longer worry as much about what will happen if we fail… Instead of causing us to rebel because traditional avenues are closed, the protagonist in our favorite stories may inspire originality by opening our minds to unconventional paths.

Frame control creates power and power attracts. BY JOSH (JETSET) KING MADRID WHAT DO KANYE WEST AND ELON MUSK HAVE IN COMMON? When you put the two together, there may be few similarities, but I believe one trait they share is the ability to control their frame, also known as frame control. Frame control is a little-known underlying phenomenon that may be one of the reasons they are so influential and successful despite the controversy. Nonetheless, they maintain their status as some of our culture's most powerful figures. The power of how we frame our personal realities is referred to as frame control. A frame is a tool that you can use to package your power, authority, strength, information, and status. Standing firm in your beliefs can persuade and influence. I first discovered frame control in 2016 after coming across the book Pitch Anything by Oren Klaff. I was hooked instantly. I was a freshman in college at UC Irvine at the time and was earning a few thousand dollars a month in my online business. In just a few short months after applying the concept of frame control in my life and business, everything changed — I started dating the girl of my dreams, cleared my first $27,000 in one month and dropped out of college to go all in on my business. Since then, I've read every book, watched every video, and studied every expert-written blog I can find on the subject. This eventually led me to obtain NLP and neuro-marketing certifications, both of which explain the underlying psychology of how our brains frame social interactions and provide techniques for controlling these frames in oneself and others in order to become more likable, influential, and lead a better life overall. Frame control is about establishing your own authority, but it isn't just some self-help nonsense. It is about true and verified beliefs. The glass half-empty or half-full frame is a popular analogy. If you believe the glass is half-empty, that is exactly what it will be. But someone with a half-full frame can come in and convince you to change your belief, simply by backing it up with the logic of “an empty glass of water would always be empty, but having water in an empty glass makes it half-full.” Positioning your view as the one that counts does take some practice because you first have to believe in yourself. You won’t be able to convince anyone of your authority if you are not authentic or if you don’t actually believe in what you’re trying to sell. Whether they realize it or not, public figures are likely to engage in frame control. When you're in the spotlight, you have to stay focused on the type of person you want the rest of the world to see you as. Tom Cruise, for example, is an example of frame control because of his ability to maintain dominance in media situations. In a well-known BBC interview, Tom Cruise assertively puts the interviewer in his place when he steps out of line and begins probing into his personal life. Cruise doesn't do it disrespectfully, which is how he maintains his own dominance, but he does it in such a way that the interviewer is held accountable. How Frame Control Positions the User as Influential or Powerful Turning toward someone who is dominant or who seems to know what they are doing is a natural occurrence. Generally speaking, we are hard-wired to trust people who believe in themselves and when they are put on a world stage, the effects of it can be almost bewildering. We often view comedians as mere entertainers, but in fact, many of them are experts in frame control. They challenge your views by making you laugh. Whether you want to accept their frame or not, the moment you laugh, your own frame has been shaken and theirs have taken over.

Thus, contrary to the folklore, entrepreneurs don't much like risk either. They use these six mindsets to mitigate it. Or manage it. Or off‐load it onto others. “Isn't your idea risky?” they will be asked. Of course, it's risky! There's market risk: Will customers buy (They bought from the outset at Budgetplaces.com; but not so fast at Nespresso.)? There's technology risk: Will the new‐fangled product actually work (Would Elon Musk figure out how to build electric vehicles with enough range?)? There's execution risk: Will the team be able to deliver what it sets out to deliver (Simon Cohen's 2 a.m. wake‐ups stole a day on his competitors.)? And more. Working counter‐conventionally, they all put one or more of the six mindsets into action.

Surprisingly, at least to most observers, Tesla has not needed to raise any further equity since May 2019. Who needs investors—or bankers, either—when your customers are so excited about what you offer that they are willing to fund your business, with what amount to interest‐free loans, at that! As Bruce Sidlinger, already an owner of two Tesla vehicles reported, “The morning after the Roadster was announced, I put a deposit down … Elon Musk is one of our planet's great hopes. I would offer a kidney to him if he needed it.”20 Thus, here's a question for you: Can you find a way to get your customers to fund your business as generously as Musk has at Tesla? Perhaps, with the right mindset and a compelling offer, you can!

The audacity of Elon Musk to ask for $100,000 to reserve a yet‐to‐be built Roadster, or a more modest sum for a new Model 3. The courage of John Erceg to keep spending every spare euro to buy more AdWords. The personal conviction of both that they were on sound paths. The trust that Jay Gupta built with his suppliers. The self‐belief of all three that, in the end, they would do what it takes to survive and succeed, no matter the prior odds. It's your own personal attributes—your mindset—that make this kind of “ask for the cash” funding possible. These attributes—audacity, courage, trustworthiness, faith in oneself—are not part of everyone's personality, to be sure. Setting forth on an entrepreneurial path, whether from your garage or within an established business, is not for everyone, either. But if the entrepreneurial path is one you wish to pursue, in one way or another, there's no better or more hospitable way to finance your journey than by finding a need that's so compelling for your customers that they'll pay you up front, and finding suppliers that will take payment later, if only because they trust you and they believe you'll bring value to their business, too.

One employee missed an event to witness the birth of his child. Musk fired off an e-mail saying, “That is no excuse. I am extremely disappointed. You need to figure out where your priorities are. We’re changing the world and changing history, and you either commit or you don’t.

In general, always pick common sense as your guide. If following a 'company rule' is obviously ridiculous in a particular situation [...], then the rule should change.

Consider the history of the electric car. If I were to ask you the year, make, and inventor of the first electric car, what would you say? Elon Musk and the Tesla Roadster he released in 2008? How about Nissan and their electric Leaf? As it turns out, it was neither. The first production electric car was built in 1884 by Thomas Parker, a British inventor. Never heard of him? Don’t worry, no one ever has. Simply creating something revolutionary is not enough. Parker’s invention was groundbreaking and could have dramatically changed the world and the environment,

I think things like ‘cancel culture’, call-out culture and pile-ons are sometimes necessary to draw attention to things. But I don’t believe this is going to be enough for change. Social media companies aren’t built to overthrow systemic oppression; they uphold it within the very functioning of their platforms. In addition to this, billionaires are not the people who are about to hand us the tools to overthrow power structures that they benefit from. Mark Zuckerberg, Elon Musk and ByteDance are not about to liberate us. The algorithmic functioning of social media companies simply isn’t built for marginalised people because at large they are not coded by people with marginalised experiences.

You need angel investors to have some belief, and it wasn’t a purely financial transaction for him,” Tarpenning said. “He wanted to change the energy equation of the country.

This was a welcome change from Musk’s approach, which had been to set overly optimistic deadlines and then try to get engineers to work nonstop for days on end to meet the goals. “If you asked Elon how long it would take to do something, there was never anything in his mind that would take more than an hour,” Ambras said. “We came to interpret an hour as really taking a day or two and if Elon ever did say something would take a day, we allowed for a week or two weeks.

One employee missed an event to witness the birth of his child. Musk fired off an e-mail saying, “That is no excuse. I am extremely disappointed. You need to figure out where your priorities are. We’re changing the world and changing history, and you either commit or you don’t.”*

Whereas if they change a rule and something good happens, they don’t even get a reward. So, it’s very asymmetric. It’s then very easy to understand why regulators resist changing the rules. It’s because there’s a big punishment on one side and no reward on the other. How would any rational person behave in such a scenario?

they could come in, change the business model, create connected electric cars, change the sales process, and change the way cars were manufactured. “That’s also bollocks,” Palmer concluded, steadily holding my gaze. “Complete bollocks.” “Why?” I asked. “Well, you can’t ignore a hundred and twenty-five years of history. The auto industry didn’t not learn anything.” When you put together a car, most of it is mechanical, and most of it is done by people who have spent a career working out how to do a suspension system, or a door lock, or a steering wheel, Palmer said. “And you can’t ignore that. So you’ve got to buy it. And you either buy it through a consultancy, or you buy it through recruitment, or you buy it through collaboration.” This spelled trouble for the newcomers. “The majority of those start-ups will fail because they’ll be too slow to recognize that they can’t just trash the auto industry, that there’s something relevant that they need.” So why was Jia Yueting different?

Recently Elon Musk, the founder of Paypal, SpaceX, and Tesla Motors, imagined using spaceships to make traveling faster on Earth. We all know rockets were invented to carry spacecrafts into space, but Musk’s imagination was altogether on a different spectrum. He presented the idea about using a spaceship, which will start from destination A on Earth, travel into space, (where it will travel much faster since there is no gravity), and then land at destination B on Earth. If this idea works, it could cover the travel between any two locations in the world in less than one hour. You could travel from Shanghai to New York in under 40 minutes.How does that sound for a change? You can see Musk’s amazing video here at Travel Everywhere In Earth Within 30 Minutes.[12

a man shouted from the crowd: “How can we help?” Musk didn’t hesitate. “I mean, I know you guys think global warming is real,” he said, close to laughter, “but the crazy thing is, a lot of people out there don’t. It blows my mind.” He wanted his followers to spread the word. “There’s a nonstop propaganda campaign from the fossil fuel industry. They’re just defending themselves. It’s kind of what you would expect”—he shrugged—“but they just, it’s nonstop—and they have, like, a thousand times more money than we do.” The partygoers booed the absent foes. Musk urged them to fight back against the messages that muddied the science of climate change and complicated the advent of a sustainable energy future.

When industries don’t change with time, Someone like Elon Musk will push the industry towards the change. Change is an integral part of the evolution process. How can we stop the change to happen?

he was reveling in the possibilities inherent in selling a car that behaved like a fighter jet. “Yeah, it’s mad,” he continued, with a dimpled grin. And then he added, “In the option selection, you’ll be able to choose three settings: Normal, Sport, and Insane.” A ripple of laughter washed over the crowd. Then, as if to reassure himself as much as everyone else: “It will actually say ‘Insane.’” He hunched his shoulders forward and laughed. Videos posted by people who had experienced “Insane Mode” during test rides at the event appeared on YouTube the next day. Invariably, the accompanying commentary was littered with expletives and other delighted expressions of shock as the car’s spine-straightening acceleration took effect. In the weeks and months that followed, more reaction videos appeared and spread, with one especially spicy compilation coming to accrue more than ten million views. Insane Mode could be seen as more than just a product feature, more than just a marketing gimmick. It would be the mind-set required to fend off the short-sellers of Tesla’s stock, traditional automakers, political opponents, and an increasingly nervous oil industry. It represented the intensity of fervor needed to win the public over to electric cars. And it was a statement about the velocity of innovation required to transition the world to sustainable energy before the planet’s climate changes beyond repair. Even as a feature for a luxury motor vehicle, though, Insane Mode was audacious in both intent and implication.

Christina Nichol describes a conversation with a young family member who works in tech, to whom she tried to describe the unprecedentedness of the threat from climate change, unsuccessfully. “Why worry?” he replies. “Technology will take care of everything. If the Earth goes, we’ll just live in spaceships. We’ll have 3D printers to print our food. We’ll be eating lab meat. One cow will feed us all. We’ll just rearrange atoms to create water or oxygen. Elon Musk.” Elon Musk—it’s not the name of a man but a species-scale survival strategy. Nichol answers, “But I don’t want to live in a spaceship.” He looked genuinely surprised. In his line of work, he’d never met anyone who didn’t want to live in a spaceship.

famed scientist who first decoded man’s DNA, put it, “It changes everything about transportation. It’s a computer on wheels.

Musk still tended to drive the young engineers mad with his work demands and blunt criticism. “I remember being in a meeting once brainstorming about a new product—a new-car site,” said Doris Downes, the creative director at Zip2. “Someone complained about a technical change that we wanted being impossible. Elon turned and said, ‘I don’t really give a damn what you think,’ and walked out of the meeting. For Elon, the word no does not exist, and he expects that attitude from everyone around him.” Periodically, Musk let loose on the more senior executives as well. “You would see people come out of the meetings with this disgusted look on their face,” Mohr, the salesman, said. “You don’t get to where Elon is now by always being a nice guy, and he was just so driven and sure of himself.

was many of the changes that Musk wanted that started to delay the Roadster. Musk kept pushing for the car to be more comfortable, asking for alterations to the seats and the doors. He made the carbon-fiber body a priority, and he pushed for electronic sensors on the doors so that the Roadster could be unlocked with the touch of a finger instead of a tug on a handle. Eberhard groused that these features were slowing the company down, and many of the engineers agreed. “It felt at times like Elon was this unreasonably demanding overarching force,” said Berdichevsky. “The company as a whole was sympathetic to Martin because he was there all the time, and we all felt the car should ship sooner.