Silicon Valley Best Quotes

In the years that followed, the goal went from taking huge risks to create new industries and grand new ideas, to chasing easier money by entertaining consumers and pumping out simple apps and advertisements. “The best minds of my generation are thinking about how to make people click ads,” Jeff Hammerbacher, an early Facebook engineer, told me. “That sucks.” Silicon Valley began to look an awful lot like Hollywood.

Even in engineering-driven Silicon Valley, the buzzwords of the moment call for building a “lean startup” that can “adapt” and “evolve” to an ever-changing environment. Would-be entrepreneurs are told that nothing can be known in advance: we’re supposed to listen to what customers say they want, make nothing more than a “minimum viable product,” and iterate our way to success. But leanness is a methodology, not a goal. Making small changes to things that already exist might lead you to a local maximum, but it won’t help you find the global maximum. You could build the best version of an app that lets people order toilet paper from their iPhone. But iteration without a bold plan won’t take you from 0 to 1. A company is the strangest place of all for an indefinite optimist: why should you expect your own business to succeed without a plan to make it happen? Darwinism may be a fine theory in other contexts, but in startups, intelligent design works best.

Good ideas are hard to find. And even the best ideas face an uncertain path to real-world success. That’s true whether you’re running a startup, teaching a class, or working inside a large organization. Execution

He believed in striving for the best idea, not consensus (“I hate consensus!” he would growl), intuitively understanding what numerous academic studies have shown: that the goal of consensus leads to “groupthink” and inferior decisions.

Maybe that is the best definition of a work of genius: something that renders silly and futile any thought of an upgrade.

Winning depends on having the best team, and the best teams include more women.

The best defense against legal criticism and excessive regulatory scrutiny is an enormous bank account. As Uber showed, politicians can be used to minimize any consequences for past misconduct.

Holmes, too, continued to embrace an exalted image of herself. In her acceptance speech at Glamour magazine’s Women of the Year Awards at Carnegie Hall, she held herself up as a role model for young women. “Do everything you can to be the best in science and math and engineering,” she urged them. “It’s that that our little girls will see when they start to think about who do they want to be when they grow up.

Bill believed that good leaders grow over time, that leadership accrues to them from their teams. He thought people who were curious and wanted to learn new things were best suited for this. There was no room in this formula for smart alecks and their hubris.

What is writing? It’s me, the author, taking the state inside my mind and, via the gift of language, grafting it onto yours. But man invented language in order to better deceive, not inform. That state I’m transmitting is often a false one, but you judge it not by the depth of its emotion in my mind, but by the beauty and pungency of the thought in yours. Thus the best deceivers are called articulate, as they make listeners and readers fall in love with the thoughts projected into their heads. It’s the essential step in getting men to write you large checks, women to take off their clothes, and the crowd to read and repeat what you’ve thought. All with mere words: memes of meaning strung together according to grammar and good taste. Astonishing when you think about it.

Part of my response is to urge policymakers to broaden their thinking about the role of technology in economic development. Too often they focus on trying to attract Silicon Valley companies in hopes they will open offices locally. They want Silicon Valley satellites. Instead, they should be working on plans to make the best technologies available to local entrepreneurs so that they can organically grow more jobs at home—not just in high-tech industries but in every economic sector.

the larger the dollar value of your product or service, the longer the sales cycle, particularly for business-to-consumer sales.

We’ve seen entire companies purchased for millions of dollars solely for their database of leads and customers.

WORDS ON A WHITEBOARD HAVE A STRUCTURE FOR 1:1S, AND TAKE THE TIME TO PREPARE FOR THEM, AS THEY ARE THE BEST WAY TO HELP PEOPLE BE MORE EFFECTIVE AND TO GROW.

A framework for identifying high-ROI Attraction opportunities is called advertising arbitrage: seek advertising opportunities where advertising inventory supply outpaces advertiser demand.

engineering desire, is the approach of Silicon Valley, authoritarian governments, and the Cult of Experts. The first two use intelligence and data to centrally plan a system in which people want things that other people want them to want -- things that benefit a certain group of people. This approach poses a serious threat to human agency. It also lacks respect for the capability of people to freely desire what is best for themselves and for the people they love.

There is another issue with the largely cognitive approach to management, which we had big-time at Google. Smart, analytical people, especially ones steeped in computer science and mathematics as we were, will tend to assume that data and other empirical evidence can solve all problems. Quants or techies with this worldview tend to see the inherently messy, emotional tension that’s always present in teams of humans as inconvenient and irrational—an irritant that will surely be resolved in the course of a data-driven decision process. Of course, humans don’t always work that way. Things come up, tensions arise, and they don’t naturally go away. People do their best to avoid talking about these situations, because they’re awkward. Which makes it worse.

More fundamentally, meritocracy is impossible to achieve, because, as Young says, a meritocracy is always based on an imperfect definition of merit and often narrowly defined to favor training, connections, and education primarily available to the wealthy. Take Stanford. Because Stanford is filled with students with top high-school GPAs and SAT scores, administrators can pat themselves on the back and say, “We only admit the best students. We’re a meritocracy.” The students are encouraged to think similarly. But is it just a coincidence that the median annual family income of a Stanford student is $167,500 while the national median is roughly one-third that? Did those high-achieving students naturally get high SAT scores, or did they benefit from their parents’ paying for tutors and sending them to private schools? Privilege accumulates as you advance in life. If the college you attend is the basis of your future employment networks, then it is impossible to say that your employment success is solely based on merit.

That’s because at the Flow Genome Project10 we study the relationship between altered states and peak performance, focused primarily on the experience known as flow. Defined as an “optimal state of consciousness where we feel our best and perform our best,” flow refers to those “in the zone” moments where focus gets so intense that everything else disappears. Action and awareness start to merge. Our sense of self vanishes. Our sense of time as well. And all aspects of performance, both mental and physical, go through the roof.

It is best to be the CEO; it is satisfactory to be an early employee, maybe the fifth or sixth or perhaps the tenth. Alternately, one may become an engineer devising precious algorithms in the cloisters of Google and its like. Otherwise, one becomes a mere employee. A coder of websites at Facebook is no one in particular. A manager at Microsoft is no one. A person (think woman) working in customer relations is a particular type of no one, banished to the bottom, as always, for having spoken directly to a non-technical human being. All these and others are ways for strivers to fall by the wayside — as the startup culture sees it — while their betters race ahead of them. Those left behind may see themselves as ordinary, even failures.

Through the years, many people have asked me why I set up Khan Academy as a nonprofit. After all, my previous career was very for-profit, and I live in the middle of Silicon Valley, where scalable tech-enabled solutions can be worth a lot of money. Many have been skeptical whether a nonprofit could even compete with for-profit companies. There were two notions I couldn’t get out of my head, however. First, I tend to believe in market forces, but there are a few sectors—namely, education and health care—where the outcomes of market forces don’t always align with our values. Education and health care are two areas where our shared values tell us that, ideally, family resources shouldn’t be a limiting factor in accessing the best possible opportunities. Most of us believe that every mind and life deserves to reach its full potential.

What’s an IPO, exactly? A company decides it wants to “float” part of its equity on the public markets, allowing employees and founders to sell private shares to pay them off for years of service, as well as sell shares out of the corporate treasury to have some money in the bank. Large investment banks (such as my former employer Goldman Sachs) form what’s called a “syndicate” (“mafia” might be a better term) wherein they offer to effectively buy those shares from Facebook, and then sell them into the capital markets, usually by pushing it via their sales force onto wealthy clients or institutional investors. That syndicate either guarantees a price (“firm commitment”) or promises to get the best price it can (“best effort”). In the former case, the bank is taking real execution risk, and stands to lose money if it doesn’t engineer a “pop” in the stock on opening day. To mitigate the risk, the bank convinces the offering company to expect a lower price, while simultaneously jacking up what real price the market will bear with a zealous sales pitch to the market’s deepest pockets. Thus, it is absolutely jejune to think that a stock’s rise on opening day is due to clamoring and unexpected interest. Similar to Captain Renault in Casablanca, Wall Street bankers are shocked—shocked!—that there should be such a large and positive price dislocation in the market they just rigged.

Even though the Internet provided a tool for virtual and distant collaborations, another lesson of digital-age innovation is that, now as in the past, physical proximity is beneficial. There is something special, as evidenced at Bell Labs, about meetings in the flesh, which cannot be replicated digitally. The founders of Intel created a sprawling, team-oriented open workspace where employees from Noyce on down all rubbed against one another. It was a model that became common in Silicon Valley. Predictions that digital tools would allow workers to telecommute were never fully realized. One of Marissa Mayer’s first acts as CEO of Yahoo! was to discourage the practice of working from home, rightly pointing out that “people are more collaborative and innovative when they’re together.” When Steve Jobs designed a new headquarters for Pixar, he obsessed over ways to structure the atrium, and even where to locate the bathrooms, so that serendipitous personal encounters would occur. Among his last creations was the plan for Apple’s new signature headquarters, a circle with rings of open workspaces surrounding a central courtyard. Throughout history the best leadership has come from teams that combined people with complementary styles. That was the case with the founding of the United States. The leaders included an icon of rectitude, George Washington; brilliant thinkers such as Thomas Jefferson and James Madison; men of vision and passion, including Samuel and John Adams; and a sage conciliator, Benjamin Franklin. Likewise, the founders of the ARPANET included visionaries such as Licklider, crisp decision-making engineers such as Larry Roberts, politically adroit people handlers such as Bob Taylor, and collaborative oarsmen such as Steve Crocker and Vint Cerf. Another key to fielding a great team is pairing visionaries, who can generate ideas, with operating managers, who can execute them. Visions without execution are hallucinations.31 Robert Noyce and Gordon Moore were both visionaries, which is why it was important that their first hire at Intel was Andy Grove, who knew how to impose crisp management procedures, force people to focus, and get things done. Visionaries who lack such teams around them often go down in history as merely footnotes.

GOOGLE VERSUS THE REST But if the next deep learning is destined to be discovered in the corporate world, Google has the best shot at it. Among the Seven AI Giants, Google—more precisely, its parent company, Alphabet, which owns DeepMind and its self-driving subsidiary Waymo—stands head and shoulders above the rest.

This shift forms a dramatic visual illustration of what China’s alternate internet universe does best: solving practical problems by blurring the lines between the online and offline worlds.

Chinese and American companies have already kick-started this process, leaping out to massive leads over the rest of the world. Canada, the United Kingdom, France, and a few other countries play host to top-notch talent and research labs, but they often lack the other ingredients needed to become true AI superpowers: a large base of users and a vibrant entrepreneurial and venture-capital ecosystem. Other than London’s DeepMind, we have yet to see groundbreaking AI companies emerge from these countries. All of the seven AI giants and an overwhelming portion of the best AI engineers are already concentrated in the United States and China. They are building huge stores of data that are feeding into a variety of different product verticals, such as self-driving cars, language translation, autonomous drones, facial recognition, natural-language processing, and much more. The more data these companies accumulate, the harder it will be for companies in any other countries to ever compete.

In May 2017, the company replaced Fields as CEO with Jim Hackett, who had been responsible for Ford’s autonomous driving efforts. To realize its forward-looking vision and become a leader in automotive technology, Ford would need the services of the world’s best software developers, which would mean competing not only against other automakers but also against Silicon Valley’s hottest companies. In the new era of automotive, software is king. With that shift comes an opening for software-focused companies like Tesla. “In many cases, large car companies or truck companies are not focused on software, they’re not focused on sensors or batteries,” Straubel said in 2016. “And this gives an opportunity for innovation for new companies and new entrants to play on a bit more of a level playing field than there ever was in the past.

If you have no time or money, then you need to focus on “life hacking” before you start growth hacking.

Here’s something you may not know: every time you go to Facebook or ESPN.com or wherever, you’re unleashing a mad scramble of money, data, and pixels that involves undersea fiber-optic cables, the world’s best database technologies, and everything that is known about you by greedy strangers. Every. Single. Time. The magic of how this happens is called “real-time bidding” (RTB) exchanges, and we’ll get into the technical details before long. For now, imagine that every time you go to CNN.com, it’s as though a new sell order for one share in your brain is transmitted to a stock exchange. Picture it: individual quanta of human attention sold, bit by bit, like so many million shares of General Motors stock, billions of times a day. Remember Spear, Leeds & Kellogg, Goldman Sachs’s old-school brokerage acquisition, and its disappearing (or disappeared) traders? The company went from hundreds of traders and two programmers to twenty programmers and two traders in a few years. That same process was just starting in the media world circa 2009, and is right now, in 2016, kicking into high gear. As part of that shift, one of the final paroxysms of wasted effort at Adchemy was taking place precisely in the RTB space. An engineer named Matthew McEachen, one of Adchemy’s best, and I built an RTB bidding engine that talked to Google’s huge ad exchange, the figurative New York Stock Exchange of media, and submitted bids and ads at speeds of upwards of one hundred thousand requests per second. We had been ordered to do so only to feed some bullshit line Murthy was laying on potential partners that we were a real-time ads-buying company. Like so much at Adchemy, that technology would be a throwaway, but the knowledge I gained there, from poring over Google’s RTB technical documentation and passing Google’s merciless integration tests with our code, would set me light-years ahead of the clueless product team at Facebook years later.

Commercial credit is the creation of modern times, and belongs, in its highest perfection, only to the most enlightened and best governed nations. It has raised armies, equipped navies, and, triumphing over the gross power of mere numbers, it has established national superiority on the foundation of intelligence, wealth, and well-directed industry. —Daniel Webster, US Senate speech, March 18, 1834*

Andy Hertzfeld: The most important thing really is the motivation. Why are you doing what you’re doing? That seeps into the product at every level, even though you think it might not. Your basic values are essentially the architecture of the project. Why does it exist? And in Silicon Valley there are two really common sets of values. There are what I call financial values, where the main thing is to make a bunch of money. That’s not a really good spiritual reason to be working on a project, although it’s completely valid. Then there are technical values that dominate lots of places where people care about using the best technique—doing things right. Sometimes that translates to ability or to performance, but it’s really a technical way of looking at things. But then there is a third set of values that are much less common: and they are the values essentially of the art world or the artist. And artistic values are when you want to create something new under the sun. If you want to contribute to art, your technique isn’t what matters. What matters is originality. It’s an emotional value.

Howard Rheingold: And it was all just words on a screen! R. U. Sirius: These were just text-based bulletin boards, but in many ways they were superior to social media today. You had really great conversations with extraordinary people. Larry Brilliant: Because it was Stewart, he attracted people who had these incredibly eclectic minds, and they were phenomenal writers, people who think in paragraphs. And the writing was fantastic! Kevin Kelly: That made for a very literate salon-like environment where people who could write were writing—and writing well and writing very directly. So some of the best writing I think of that decade was happening on The Well. Larry Brilliant: So just the opposite of Twitter. Lee Felsenstein: The Well, for its first five years at least, was the San Francisco bohemian scene online, where you could join the roundtable of whatever-it-was. There was a whole bunch of roundtables. And in there were the people who were the ones you had read about and so forth. Or had firsthand connections with the people you read about. San Francisco had had such a scene since the nineteenth century. And here it came direct to your home at your fingertips.

5 WORDS ON A WHITEBOARD HAVE A STRUCTURE FOR 1:1s, AND TAKE THE TIME TO PREPARE FOR THEM, AS THEY ARE THE BEST WAY TO HELP PEOPLE BE MORE EFFECTIVE AND TO GROW. BILL’S FRAMEWORK FOR 1:1s AND REVIEWS PERFORMANCE ON JOB REQUIREMENTS Could be sales figures Could be product delivery or product milestones Could be customer feedback or product quality Could be budget numbers RELATIONSHIP WITH PEER GROUPS (This is critical for company integration and cohesiveness) Product and Engineering Marketing and Product Sales and Engineering MANAGEMENT/LEADERSHIP Are you guiding/coaching your people? Are you weeding out the bad ones? Are you working hard at hiring? Are you able to get your people to do heroic things? INNOVATION (BEST PRACTICES) Are you constantly moving ahead . . . thinking about how to continually get better? Are you constantly evaluating new technologies, new products, new practices? Do you measure yourself against the best in the industry/world?

What differentiates the fastest-growing companies from their peers is that they’re not afraid to invest a massive amount of resources on growth.

Dropbox, the cloud storage company mentioned previously that Sean Ellis was from, cleverly implemented a double-sided incentivized referral program. When you referred a friend, not only did you get more free storage, but your friend got free storage as well (this is called an “in-kind” referral program). Dropbox prominently displayed their novel referral program on their site and made it easy for people to share Dropbox with their friends by integrating with all the popular social media platforms. The program immediately increased the sign-up rate by an incredible 60 percent and, given how cheap storage servers are, cost the company a fraction of what they were paying to acquire clients through channels such as Google ads. One key takeaway is, when practicable, offer in-kind referrals that benefit both parties. Although Sean Ellis coined the term “growth hacking,” the Dropbox growth hack noted above was actually conceived by Drew Houston, Dropbox’s founder and CEO, who was inspired by PayPal’s referral program that he recalled from when he was in high school. PayPal gave you ten dollars for every friend you referred, and your friend received ten dollars for signing up as well. It was literally free money. PayPal’s viral marketing campaign was conceived by none other than Elon Musk (now billionaire, founder of SpaceX, and cofounder of Tesla Motors). PayPal’s growth hack enabled the company to double their user base every ten days and to become a success story that the media raved about. One key takeaway is that a creative and compelling referral program can not only fuel growth but also generate press.

We analyzed the ten tech companies worth over a billion dollars that went public in 2014 and 2015, and the average company spent a jaw-dropping $0.72 on sales and marketing for every $1.00 of sales during the three-year hypergrowth period before going public. As a matter of fact, one of the companies, Box, spent $1.59 for every $1.00 in sales! You’re probably wondering, how does a company like Box justify spending more money on sales and marketing than they generate in sales? The answer is “customer lifetime value.” Once Box mathematically proved that they could acquire a customer for less than the lifetime value (LTV) of that customer, they raised a war chest of investment capital and didn’t care if they spent more on sales and marketing than they generated in annual sales, because they knew that they would generate a big return in the long run. You probably don’t have access to a massive war chest of investment capital, but that doesn’t mean you are unable to invest more resources on growth. Instead of benchmarking your growth investment against customer lifetime value, benchmark against your bottom-line profits. Here is a list of financial scenarios and corresponding actions: If you desire growth and have a profitable business, operate at a break-even point and reinvest the profit, or a portion of the profit, back into growth. If you are running a break-even or unprofitable business, spend some time going through your expenditures looking for redundancies or unnecessary expenses. If you cannot find any opportunities to save money, prepare yourself to take a temporary pay cut (you can time this around your tax refund or right after your busy period if your business has seasonality). If you are unable to take a temporary pay cut, prepare yourself to work some extra hours (start by batching activities so you can spend a day per week working from home, and use the time you save when not having a work commute to invest in growth). If you are unable to take a temporary pay cut AND unable to work any extra hours, then read the paragraph below.

The perfect salesperson will naturally attract prospects, set a polished first impression, keep prospects engaged as well as educate them, follow up with them at just the right time and handle any objections with expert salesmanship, skillfully close the sale while simultaneously looking for upsell opportunities, and get referrals while retaining them as customers for life. Whether your top salesperson is you or someone on your team, that person will inevitably have a bad day, take vacations, and need benefits. The ASP™ takes the perfect version of your sales process and permanently stamps it into a technology system that works for you 24/7/365, never having a bad day, never needing a vacation, and never requiring benefits. The ASP™ is the growth-hacking framework we implement for our clients that range from traditional brick-and-mortar businesses to venture-backed technology start-ups. It’s a framework that can be applied to any type of business, and in the next several chapters, we’ll dive into ASP™ and its six individual components and show you how best to implement them for your business.

Growth Hacktic A clever way to determine specifically where your avatar spends time is to use a tool called SimilarWeb. Enter your competitor’s URLs into the tool, and scroll down to see exactly where their website traffic is coming from. This is a great way to discover places to “steal” clients away from your competition.

friendship and your spirit . . .” the ad continued. “You taught us how to stand on our own. You built us to last. And even though you’re no longer coaching our team, we’re going to do our best to keep making you proud.” Claris continued as an Apple subsidiary until 1998.

Gise had deep experience in the way the government worked and was privy to some of the most advanced and secretive technology of his day. During those summers on the ranch, Bezos says that his grandfather would tell him stories about the missile defense systems he worked on during the Cold War with the Soviet Union. That made a deep impression on the young Bezos. Today, among the Silicon Valley titans, he is one of the most pro-government CEOs. Amazon’s cloud computing business has won multibillion-dollar contracts from the Pentagon and the CIA. The significance of that business to Amazon is one reason why, in 2018, Bezos put his new second headquarters in northern Virginia, near Washington, D.C., and why he paid $23 million for an old textile museum in D.C.’s swish Kalorama area—his neighbors are the Obamas and Jared Kushner and Ivanka Trump

Whether it was “consciousness expansion” or “intelligence amplification,” something was afoot in Northern California at the beginning of the 1960s that would be instrumental in both the creation of the sixties counterculture and, in the 1970s, the formation of Silicon Valley. The spectrum extended from the spiritual, mystical, and chemical—“instant mystic”—paths to mind expansion, to the pragmatic access-to-tools philosophy that Brand pioneered in the Whole Earth Catalog and that would be best expressed by Steve Jobs in the 1980s when he described the personal computer as a “bicycle for the mind.” Brand’s Big Sur weekend would point him in a radical new direction, a path that ultimately contributed not only to the emergence of the counterculture in Northern California but also to the birth of a new environmental movement.

Finally, it’s not clear that government and the tech industry are competing for exactly the same people. The biggest bidding wars among the tech giants and startups is for technologists who work with advanced technologies like AI and machine learning. Outside of national security and defense (where such skills are very much in demand), government is rarely competing for this talent pool. The skills most needed in government are good product management and service design. The work is hard not because the tech is complicated but because the environment is. Arrogance can be an asset in startups; in government, humility is not only necessary but soon acquired if one doesn’t start out with it. While emotional intelligence matters in all jobs more than the Silicon Valley caricature allows for, it is critical in public-sector work, which is more about change and human responses to change than about technology. The same goes for ethics: a sense of responsibility to the common good and a willingness to think deeply about what harm might come from your actions are assets in any field, but if you’re not already considering these factors, working in government will bring them front and center. When entrepreneurs say that government will never do tech well because lower pay means it won’t get the best people, it’s worth asking what they mean by “best.

5 WORDS ON A WHITEBOARD HAVE A STRUCTURE FOR 1:1s, AND TAKE THE TIME TO PREPARE FOR THEM, AS THEY ARE THE BEST WAY TO HELP PEOPLE BE MORE EFFECTIVE AND TO GROW.

rule of two.” He would get the two people most closely involved in the decision to gather more information and work together on the best solution, and usually they would come back a week or two later having decided together on the best course of action.

MANY YEARS AGO, I had joined the local news desk of a prominent newspaper in Bengaluru, the sleepy south Indian town that became the country’s Silicon Valley. After trying my hand at crime reporting and general business journalism, I developed an interest in tracking technology. Among other things in the mid noughties, I had half a page in the paper to feature new gadgets every week. Nokia, Blackberry, Samsung and a few other companies were regulars on the page. While I was enjoying my work, my salary needed a boost. (The media industry’s decline was just about beginning, and salaries were as poor then as they are today.) Getting out of the rather difficult circumstances that I found myself in, I moved on to the Economic Times to report on technology. The business daily was India’s largest pink paper by circulation, and I worked with some of the best journalists of the time. My job was mainly to write about technology services companies. Soon I got bored with tracking quarterly results and rehearsed statements. This was around 2012, and India’s start-up ecosystem was in its infancy. I quit the paper to join a start-up blog. I didn’t ask for a raise. I was just happy to be able to write about start-ups and their founders. It was something new, and their excitement was infectious. In those days, ‘start-up’ was not a mainstream beat in India. Only niche blogs wrote about them. On the personal front, there were months when I was flat broke. One evening I sold my old Nokia 5800 for ₹300 at a second-hand electronics shop to buy a packet of biryani. That is still the best biryani I’ve ever had. The two years at the start-up blog were also my best two years ever. As start-ups became the buzzword, I went back to the pink paper to write about them. I was able to upgrade my life a little. I moved into a middle-class apartment with my family. I got some furniture and so on. After selling the Nokia phone, I used a feature phone for a few days. But now I had to upgrade my phone. After much research, I zeroed in on a Micromax handset. Micromax, a Gurgaon-based company that began making handsets in 2008, had some smartphones that were affordable on a young journalist’s salary. It was also a leading brand and had some interesting features such as dual SIM and a great touchscreen display. Going from a phone that ran on Symbian (Nokia’s proprietary operating system that failed) to an Android-based phone was like suddenly being

The way to get the best idea, he believed, was to get all of the opinions and ideas out in the open, on the table for the group to discuss. Air the problem honestly, and make sure people have the opportunity to provide their authentic opinions, especially if they are dissenting. If the problem or decision at hand is more functional in nature (for example, primarily a marketing or finance decision), then the discussion should be led by the person with that functional expertise. When it is a broader decision cutting across multiple functional areas, then the team leader owns the discussion. Regardless, it should involve everyone’s point of view.

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But surprisingly, people were significantly more likely to benefit from weak ties. Almost 28 percent heard about the job from a weak tie. Strong ties provide bonds, but weak ties serve as bridges: they provide more efficient access to new information. Our strong ties tend to travel in the same social circles and know about the same opportunities as we do. Weak ties are more likely to open up access to a different network, facilitating the discovery of original leads. Here’s the wrinkle: it’s tough to ask weak ties for help. Although they’re the faster route to new leads, we don’t always feel comfortable reaching out to them. The lack of mutual trust between acquaintances creates a psychological barrier. But givers like Adam Rifkin have discovered a loophole. It’s possible to get the best of both worlds: the trust of strong ties coupled with the novel information of weak ties. The key is reconnecting, and it’s a major reason why givers succeed in the long run. After Rifkin created the punk rock links on the Green Day site for Spencer in 1994, Excite took off, and Rifkin went back to graduate school. They lost touch for five years. When Rifkin was moving to Silicon Valley, he dug up the old e-mail chain and drafted a note to Spencer. “You may not remember me from five years ago; I’m the guy who made the change to the Green Day website,” Rifkin wrote. “I’m starting a company and moving to Silicon Valley, and I don’t know a lot of people. Would you be willing to meet with me and offer advice?” Rifkin wasn’t being a matcher. When he originally helped Spencer, he did it with no strings attached, never intending to call in a favor. But five years later, when he needed help, he reached out with a genuine request. Spencer was glad to help, and they met up for coffee. “I still pictured him as this huge guy with a Mohawk,” Rifkin says. “When I met him in person, he hardly said any words at all. He was even more introverted than I am.” By the second meeting, Spencer was introducing Rifkin to a venture capitalist. “A completely random set of events that happened in 1994 led to reengaging with him over e-mail in 1999, which led to my company getting founded in 2000,” Rifkin recalls. “Givers get lucky.

Although Steve’s skill with computers had been his ticket out of Leeds to Silicon Valley, he regarded the machine as, at best, an unsteady ally: it was always laying traps for the programmer.

Zuckerberg’s document laid out similar goals: “Restructure pay scale to increase base salaries for new hires . . . Abolish seniority as a factor in all personnel decisions and incentivize the removal of poor performers.” He also wrote that he wanted the best teachers to receive bonuses of up to fifty percent of their salary, the kind of incentives paid to top workers in Silicon Valley.

And the hot new things that were just starting out—Facebook and Twitter—certainly did not look like their predecessors—Hewlett-Packard, Intel, Sun Microsystems—that made physical products and employed tens of thousands of people in the process. In the years that followed, the goal went from taking huge risks to create new industries and grand new ideas, to chasing easier money by entertaining consumers and pumping out simple apps and advertisements. “The best minds of my generation are thinking about how to make people click ads,” Jeff Hammerbacher, an early Facebook engineer, told me. “That sucks.” Silicon Valley began to look an awful lot like Hollywood. Meanwhile, the consumers it served had turned inward, obsessed with their virtual lives.

LinkedIn CEO Jeff Weiner sees “fewer things done better” as the most powerful mechanism for leadership. When he took the reins of the company he could easily have adopted the standard operating procedure of most Silicon Valley start-ups and tried to pursue everything. Instead, he said no to really good opportunities in order to pursue only the very best ones. He uses the acronym FCS (a.k.a. FOCUS) to teach his philosophy to his employees. The letters stand for “Fewer things done better,” “Communicating the right information to the right people at the right time,” and “Speed and quality of decision making.” Indeed, this is what it means to lead essentially.

They said that product management in Silicon Valley was like “flying an F-16 at Mach 2 over a boulder-strewn landscape, two meters off the ground. Plus, if you crash it’s just like a video game at the arcade, and we have lots of quarters.” Cool! The best industries are the ones where you’re flying the F-16, your pocket full of quarters, trying not to crash.

One of the things that I was taught in Business School is that the best jobs are never posted.

The best computer science students at Stanford were some of the best computer science students anywhere. Under Clark they gathered together into a new, potent force. ‘The difference was phenomenal, for me. I don’t know how many people around me noticed. But my God I noticed. The first manifestation was when all of these people started coming up and wanting to be part of my project.’ That

Someone once said that the best technology is indistinguishable from magic. Clark now had the best magic act in Silicon Valley. The best magic act attracted many of the best engineers. In the Valley it often did. The Valley had given engineers a place where they could make their living outside the enormous gray corporations that expected them to conform. It

the day-to-day, the lifeblood of a VC wasn’t money, it was deal flow. Getting a first look at a potential Uber or Airbnb is what distinguished a first-class VC from an also-ran. Given Y Combinator’s immense success in drawing the best entrepreneurs, it had a quasi-stranglehold on the best early-stage deal flow in the Valley.

The cofounder relationship goes way beyond the typical professional collegiality one finds in blah corporate life. One can stretch these military analogies too far—nobody is taking incoming artillery fire here, who are we kidding?—but the startup experience does have a certain comrade-in-arms, foxhole quality to it. Nobody believes in what you’re doing except this other poor fool sitting next to you, who’s just as fucked as you are if you don’t succeed. Nothing is keeping the entity going except your shared delusion. And there you sit, working, raging, doing both the best, and also the most poorly thought out, work of your life.

The point is, the "best" technology or idea doesn't always prevail. Sometimes chance and the law of unintended consequences win out.

Consistency of message helps build customer loyalty. Clear messaging can also have a huge impact on the bottom line. “If there’s one thing that I take away today, and I still use time and time again, it’s that the best messaging is clear, concise, and repeated,” reflected Borchers, who became a venture capitalist with the Silicon Valley firm Opus Capital after leaving Apple.

They are deliberately cultivating these states to solve critical challenges and outperform their competition. It isn’t just grit, or better habits, or longer hours that are separating the best from the rest. To hear these trail-blazers tell it, the insights they receive in those states are what make all the difference.

If this book has shown anything, it is that becoming a force in technological innovation or disruption far beyond Silicon Valley has never been easier than it is today—but unimpeded access to the internet is essential. New entrepreneurs worldwide are creating ways to collaborate and solve local, regional, and even global problems. And governments should note that while these innovators are passionate about their homes and culture, they have also never been more mobile. If pushed, they can seek out other countries that embrace their talent. In addition to losing their best and brightest, emerging nations will have trouble competing if their legal environments squelch innovation.

One technique I learned, actually from Brian Chesky at Airbnb, is to go find the five best people in Silicon Valley that do that role, and just have coffee with them. And just chat. In that dialogue, I think you form an ability to benchmark the differences between an A+ and a B+, so that when you meet new candidates, actual candidates, you can triangulate against the people you’ve met that are clearly stellar.

People perceive the best listeners to be those who periodically ask questions that promote discovery and insight.

Could any city import the resources needed to create a startup hub? [Paul] Graham took up the question in 2006 and pondered what would make, say, Buffalo, New York, into a Silicon Valley. To Graham, it was strictly a matter of enticing ten thousand people—“the right ten thousand people.” Perhaps five hundred would be enough, or even thirty, if Graham were to be permitted to pick them. Three years later, he suggested that a municipality offer to invest a million dollars each in one thousand startups. The capital required for such a scheme should not seem daunting: “For the price of a football stadium, any town that was decent to live in could make itself one of the biggest startup hubs in the world,” he said. Any place that wants to become a startup hub needs to understand, however, that it requires welcoming hackers and their unruliness. Unruliness is also “the essence of Americanness,” Graham maintains. “It is no accident that Silicon Valley is in America, and not France, or Germany, or England, or Japan. In those countries, people color inside the lines.” In America, too, failure in business is accommodated. Graham has consistently argued that few people are well suited for starting a startup but that the only effective way of determining who does excel is by having lots of people try: “As long as you’re at a point in your life when you can bear the risk of failure, the best way to find out if you’re suited to running a startup is to try it.

The ideal, of course, is to hire an executive with past experience at a blitzscaling start-up that has already dealt with the challenges your company currently faces. This is why investors have more confidence in serial entrepreneurs. One of the major advantages that companies in Silicon Valley enjoy is generations of rapidly scaling companies that have produced a rich supply of executives with blitzscaling experience. Yet even if you can’t land an ideal candidate, second best is to hire a manager who has previously worked with successful executives in a very rapidly growing company, or an executive who earned her executive experience at a larger or more traditional business but who also worked at a blitzscaling start-up at another time in her career.

One key takeaway is that a creative and compelling referral program can not only fuel growth but also generate press.

Lack of innovation becomes a growing liability. In the technology hotbed of Silicon Valley, the accrued liability caused by delaying innovation has its own term: “technical debt.” As all businesses are becoming more and more technology dependent, managing and mitigating accrued technical debt is now a necessary practice that businesses outside Silicon Valley completely overlook.

Testimonial Formula [Specific End Result or Benefit the Customer Received] + [Specific Period of Time] + [Accompanied Customer Emotion] + [Customer Name with Relevant Stats] Example: I was craving a Hawaiian style pizza at one in the morning and was stoked when it arrived just twenty minutes after I called! ~Chad R., Pasadena, CA

Testimonial Questions What were you looking for when you found [COMPANY]? What compelled you to choose [COMPANY] over others? What results did you get from working with [COMPANY]? When [COMPANY] [COMPLETED SOLUTION], what did you like most about the experience? Who else would you recommend [COMPANY] to?

It’s good to have an end to journey toward, but it’s the journey that matters in the end.” ​— ​Ursula K. Le Guin

The 4 E’s of Copywriting Engaging: Is the content compelling and of interest to the reader? Educational: Is the content teaching the reader something relevant to your product or service? Entertaining: Would the reader enjoy reading your content? Emotional: Would your content stir up emotions inside your reader?

Follow-Up Framework Opt-In: Offer a desirable bribe (also called a “hook” or “lead magnet”) in exchange for an email address (at a minimum). Hook Delivery: Deliver what was promised for the prospect opting in. Digital delivery can range from digital reports to emails to audio or video content. The benefit of digital delivery is that you can provide immediate gratification to your prospect and it’s free to send. Sellucation: Sellucation is selling through education. Each Follow-Up installment is an opportunity to address common questions, handle objections, and amplify the problem while presenting your solution. It’s education with the implicit intent of driving sales. Social Proof: Reiterating the social proof you presented in the Engage & Educate phase with testimonials, reviews, awards, partner logos, and case studies will enhance your credibility and build trust. Promotions: Offering free consultations, discounts, and other incentives can motivate your prospect to take action. Communicating an expiration associated with the promotion can create a sense of urgency that further persuades prospects to move forward.

Community First Community is a fundamental societal unit. From Sol’s r/Fitness subreddit to yoga classes to family to the group of friends we game with in the middle of the night, communities are a place where we can connect, learn, and have fun. For minimalist entrepreneurs, communities are the starting point of any successful enterprise. That doesn’t mean you should run out and find a community to join just for the purpose of starting a business. It means that most businesses fail because they aren’t built with a particular group of people in mind. Often, the ones that succeed do so because they’re focused on a community that a founder knows well. That process can’t be rushed because it comes from authentic relationships and a willingness to serve, both of which take time to uncover and develop. You may even have to learn a new language—or at least some insider lingo. Communities used to be limited by geography, but it’s never been easier to connect to people with whom you share something in common, whether it be an interest, a favorite artist, or a belief system. But a community isn’t a group of people who all think, act, look, or behave the same. That’s a cult. A community is the opposite. That’s what I discovered when I moved from San Francisco to Provo and got out of the Silicon Valley bubble. For one of the first times in my life, I saw that the best communities are made up of individuals who might be otherwise dissimilar but who have shared interests, values, and abilities. It’s a group of people who would likely never hang out with each other in any other situational context, and it often encompasses virtually every identity, including, yes, politics.

...by the late 2000s, it seemed like a sucker's bet to try to make a living as an inventor in the classic sense, by creating useful and original things... the country's most famous inventors were inventing things of dubious merit, generating enormous wealth for a few by hawking gadgets to the many. In the San Francisco Bay Area, as America's coal-fired power plants continued to soak the atmosphere with gunk, as dysfunction snarled Congress and the roads and bridges chipped and cracked, as twelve million searched in vain for jobs and the economies of entire towns ran on food stamps, the best and brightest trilled about the awesomeness of their smartphone apps. Twitter, Facebook, Instagram, Angry Birds, Summly, Wavii: software to entertain, encapsulate, package, distract. Silicon Valley: a place that has made many useful things and created enormous wealth and transformed the way we live and where many are now working to build a virtual social layer atop the real corroding world.

I get to attend a lot of meetings, dinners, and working groups in which people are trying to bridge the divide between Washington and Silicon Valley, the defense and technology worlds, and I have come to believe that we are radically overthinking this problem. Much of the answer hinges on basic supply and demand. Again, it is a question of incentives. On any given day, billions of dollars of private capital sit on the sidelines in America, looking for promising new ventures that could yield big returns. More of that money does not flow into the defense sector because most venture capitalists have come to believe that defense is a lousy investment, and plenty of empirical evidence supports that assumption. For decades, too many defense technologies have failed to transition from promising research and development efforts to successful military programs fielded at scale. Too many small companies doing defense work have become casualties in the “valley of death” rather than billion-dollar “unicorns.” The reason there are not more success stories is not a mystery: the US government did not create the necessary incentives. It did not buy what worked best in large quantities.

SimilarWeb.

During the best of times, Silicon Valley brimmed with opportunity. It seemed that every kid with a laptop and a hoodie could slap the dotcom suffix on the end of almost anything—stamps.com, shoes.com, drugstore.com, webvan.com, eToys.com, garden.com—and become a millionaire overnight. Venture capitalists poured money into these companies, and their valuations soared. But there’s no piece of music in which the crescendo doesn’t eventually crash. Most people can’t recognize when they’re in a bubble—or they don’t want to recognize it. Markets and industries are cyclical by nature. During periods of significant innovation, bubbles form because expectations grow faster than reality, and hope gets too far out in front of a future that doesn’t currently exist. The problem was that the structures, timing, and valuations of these startups were all dependent upon assumed growth and the execution of ambitious business plans, and those assumptions and executions often weren’t reasonable or achievable.

your first step to fracture the fear of investing more resources on growth is to track your finances on a monthly or quarterly basis. Your second step is to benchmark your growth against the right metric.

Instead of benchmarking your growth investment against customer lifetime value, benchmark against your bottom-line profits.

Double diffusion made possible, for the first time, the mass production of precise, high-performance transistors. The technique promised to be highly profitable for any organization that could master its technical intricacies. Shockley therefore quit Bell Labs and, with financial backing from Arnold Beckman, president of a prestigious maker of scientific instruments, started a company to produce double-diffusion transistors. The inventor recruited the best young minds he could find, including Noyce; Gordon Moore, a physical chemist from Johns Hopkins; and Jean Hoerni, a Swiss-born physicist whose strength was in theory. Already thinking about human intelligence, Shockley made each of his recruits take a battery of psychological tests. The results described Noyce as an introvert, a conclusion so ludicrous that it should have told Shockley something about the value of such tests. Early in 1956, Shockley Semiconductor Laboratories opened for business in the sunny valley south of Palo Alto. It was the first electronics firm in what was to become Silicon Valley.

In Robert Noyce’s office there hung a black-and-white photo that showed a jovial crew of young scientists offering a champagne toast to the smiling William Shockley. The picture was taken on November 1, 1956, a few hours after the news of Shockley’s Nobel Prize had reached Palo Alto. By the time that happy picture was taken, however, Shockley Semiconductor Laboratories was a chaotic and thoroughly unhappy place. For all his technical expertise, Shockley had proven to be an inexpert manager. He was continually shifting his researchers from one job to another; he couldn’t seem to make up his mind what, if anything, the company was trying to produce. “There was a group that worked for Shockley that was pretty unhappy,” Noyce recalled many years later. “And that group went to Beckman and said, hey, this isn’t working. . . . About that time, Shockley got his Nobel Prize. And Beckman was sort of between the devil and the deep blue sea. He couldn’t fire Shockley, who had just gotten this great international honor, but he had to change the management or else everyone else would leave.” In the end, Beckman stuck with Shockley—and paid a huge price. Confused and frustrated, eight of the young scientists, including Noyce, Moore, and Hoerni, decided to look for another place to work. That first group—Shockley called them “the traitorous eight”—turned out to be pioneers, for they established a pattern that has been followed time and again in Silicon Valley ever since. They decided to offer themselves as a team to whichever employer made the best offer. Word of this unusual proposal reached an investment banker in New York, who offered a counterproposal: Instead of working for somebody else, the eight scientists should start their own firm. The banker knew of an investor who would provide the backing—the Fairchild Camera and Instrument Corporation, which had been looking hard for an entrée to the transistor business. A deal was struck. Each of the eight young scientists put up $500 in earnest money, the corporate angel put up all the rest, and early in 1957 the Fairchild Semiconductor Corporation opened for business, a mile or so down the road from Shockley’s operation.

Instant-Clarity Headline Formulas [What You Do] + [What Makes You Unique] + [Geographic Reach] Residential & Commercial Roofing Since 1929 Serving Los Angeles and Surrounding Area [End Result the Customer Wants] + [Specific Period of Time] + [Address the Objections] Example: Hot Fresh Pizza Delivered to Your Door in Thirty Minutes or It’s Free

It’s worth pausing for a moment to meditate on what Tesla had accomplished. Musk had set out to make an electric car that did not suffer from any compromises. He did that. Then, using a form of entrepreneurial judo, he upended the decades of criticisms against electric cars. The Model S was not just the best electric car; it was best car, period, and the car people desired. America had not seen a successful car company since Chrysler emerged in 1925. Silicon Valley had done little of note in the automotive industry. Musk had never run a car factory before and was considered arrogant and amateurish by Detroit. Yet, one year after the Model S went on sale, Tesla had posted a profit, hit $562 million in quarterly revenue, raised its sales forecast, and become as valuable as Mazda Motor. Elon Musk had built the automotive equivalent of the iPhone. And car executives in Detroit, Japan, and Germany had only their crappy ads to watch as they pondered how such a thing had occurred.

rule of two.” He would get the two people most closely involved in the decision to gather more information and work together on the best solution, and usually they would come back a week or two later having decided together on the best course of action. The team almost always agreed with their recommendation, because it was usually quite obvious that it was the best idea. The rule of two not only generates the best solution in most cases, it also promotes collegiality. It empowers the two people who are working on the issue to figure out ways to solve the problem, a fundamental principle of successful mediation.13 And it forms a habit of working together to resolve conflict that pays off with better camaraderie and decision making for years afterward.*14

Jeff often said in those days, “We want missionaries, not mercenaries.” We have all encountered mercenaries in our career. They are in it to make a fast buck for themselves, they don’t have the organization’s best interests at heart, and they don’t have the resolve to stick with your company through challenging times. Missionaries, as Jeff defined the term, would not only believe in Amazon’s mission but also embody its Leadership Principles. They would also stick around: we wanted people who would thrive and work at Amazon for five-plus years, not the 18–24 months typical of Silicon Valley.

In deep learning, there’s no data like more data. The more examples of a given phenomenon a network is exposed to, the more accurately it can pick out patterns and identify things in the real world. Given much more data, an algorithm designed by a handful of mid-level AI engineers usually outperforms one designed by a world-class deep-learning researcher. Having a monopoly on the best and the brightest just isn’t what it used to be. Elite AI researchers still have the potential to push the field to the next level, but those advances have occurred once every several decades. While we wait for the next breakthrough, the burgeoning availability of data will be the driving force behind deep learning’s disruption of countless industries around the world.

In sum, the physical design of the drone that attacked you surely incorporates scores of insights gleaned from dozens of the industry’s best minds. There’s just no way he managed all that without assembling a team that’s second to none.” Jo could feel the insight coming, but she hadn’t quite grasped it yet. “So he had to recruit people.” “Right—” “The best people.” “Right again.” Jo’s mind was on a roll. “To do that, he’d have to compile a compelling offer.” “Such as?” “This really isn’t an area where I have any expertise. You’re the man from Silicon Valley.” “Give it a shot.” “People like that would want more than money. They’d want ‘the whole package,’ whatever that means to engineers. Stock, I assume. Bonuses.” “Keep going.” Jo drew a blank and gave Achilles a give-it-to-me look.  “You can’t steal Boeing’s best aeronautical engineer without offering something more solid than a monthly paycheck and an unsubstantiated promise. The risk/reward ratio wouldn’t work. Not for the guy everyone acknowledges to be the best.” “You’re talking about reputation,” Jo blurted. “Prestige.”  Achilles didn’t contradict her. She considered her conclusion for a second. “Ivan has a reputation, a huge reputation. He’s the world’s most notorious criminal mastermind

Further concentrating those profits is the fact that AI naturally trends toward winner-take-all economics within an industry. Deep learning’s relationship with data fosters a virtuous circle for strengthening the best products and companies: more data leads to better products, which in turn attract more users, who generate more data that further improves the product. That combination of data and cash also attracts the top AI talent to the top companies, widening the gap between industry leaders and laggards.

Part of my response is to urge policymakers to broaden their thinking about the role of technology in economic development. Too often they focus on trying to attract Silicon Valley companies in hopes they will open offices locally. They want Silicon Valley satellites. Instead, they should be working on plans to make the best technologies available to local entrepreneurs so that they can organically grow more jobs at home—not just in high-tech industries but in every economic sector. They need to develop economic strategies that can enhance the natural advantages their regions enjoy in particular industries by fully and quickly embracing supportive leading-edge technologies.

People perceive the best listeners to be those who periodically ask questions that promote discovery and insight.”8

As the saying goes, "It's not who you know, but who knows you." How does that relate to getting a job? Lets look at 2 cases where "who knows you" resulted in landing the best job. Keep in mind: The great thing is that you can start right where you are right now! Case 1 In my first teaching job in Mexico in the early 1980's, we were half way through the semester, when the director called me into his office to tell me he had taken a job in Silicon Valley, California. What he said next floored me. "I'd like you to apply for my job." How could I apply to be the director of an English school when it was my first teaching job, all the teachers had more teaching experience than I did, and many of them had doctorate degrees. I only had a bachelors degree. "Don't worry," he said. "People like you, and I think you have what it takes to be a good director." The director knew me, or at least got to know me from teachers' meetings, seeing me teach, and noticing how I interacted with people. Case 2 Fast forward 3 years. After Mexico, I moved to Reno, Nevada, to work on my Master's degree in Teaching English as a Second Language. I applied for a teaching job at the community college, and half-way into the semester, a teacher had to leave and I got the job. I impressed the director enough that she asked me to be the Testing and Placement Coordinator the next year. At the end of that year, I wrote a final report about the testing and placement program. It so impressed the college administration that when a sister university was looking for a graduate student to head up a new language assessment program for new foreign graduate teaching assistants and International faculty, I got recommended. What Does This Mean? From these two examples, you can see that when people see what you can do, you have a greater chance of being seen and being known. When people see what you are capable of doing, there is less risk in hiring you. Why? Because they've seen you be successful before. Chances are you'll be successful with them, too. But, if people don't know you and haven't seen what you can do, there is much greater risk in hiring you. In fact, you may not even be on their radar screen. Get On Their Radar Screens To get on the radar screens for the best jobs, do the best job you can where you work right now. Don't wait for the job announcement to appear in the newspaper. Don't wait for something else to happen. Right now, invest all of you and your unique talents into what you're doing. Impress people with what you can do! Do that, and see the jobs you'll get!

In an age of extreme automation and globalization, how can the 90 percent for whom income is stagnant or falling respond? For the Tea Party, the answer is to circle the wagons around family and church, and to get on bended knee to multinational companies to lure them to you from wherever they are. This is the strategy Southern governors have used to lure textile firms from New England or car manufacturers from New Jersey and California, offering lower wages, anti-union legislation, low corporate taxes, and big financial incentives. For the liberal left, the best approach is to nurture new business through a world-class public infrastructure and excellent schools. An example is what many describe as the epicenter of a new industrial age: Silicon Valley—with Google, Twitter, Apple, and Facebook—and its environs, as well as the electric car and solar industries. The reds might be the Louisiana model, and to some degree, the blues are the California one.

In deep learning, there’s no data like more data. The more examples of a given phenomenon a network is exposed to, the more accurately it can pick out patterns and identify things in the real world. Given much more data, an algorithm designed by a handful of mid-level AI engineers usually outperforms one designed by a world-class deep-learning researcher. Having a monopoly on the best and the brightest just isn’t what it used to be.

The common notions that the best teams are made up of people with complementary skill sets or similar personalities were disproven; the best teams are the ones with the most psychological safety. And that starts with trust.

Because the best person to be the team’s coach is the team’s manager. Being a good coach is essential to being a good manager and leader. Coaching is no longer a specialty; you cannot be a good manager without being a good coach. The path to success in a fast-moving, highly competitive, technology-driven business world is to form high-performing teams and give them the resources and freedom to do great things. And an essential component of high-performing teams is a leader who is both a savvy manager and a caring coach.

Even in engineering-driven Silicon Valley, the buzzwords of the moment call for building a “lean startup” that can “adapt” and “evolve” to an ever-changing environment. Would-be entrepreneurs are told that nothing can be known in advance: we’re supposed to listen to what customers say they want, make nothing more than a “minimum viable product,” and iterate our way to success. But leanness is a methodology, not a goal. Making small changes to things that already exist might lead you to a local maximum, but it won’t help you find the global maximum. You could build the best version of an app that lets people order toilet paper from their iPhone. But iteration without a bold plan won’t take you from 0 to 1. A company is the strangest place of all for an indefinite optimist: why should you expect your own business to succeed without a plan to make it happen? Darwinism may be a fine theory in other contexts, but in startups, intelligent design works best.

5 WORDS ON A WHITEBOARD HAVE A STRUCTURE FOR 1:1s, AND TAKE THE TIME TO PREPARE FOR THEM, AS THEY ARE THE BEST WAY TO HELP PEOPLE BE MORE EFFECTIVE AND TO GROW. BILL’S FRAMEWORK FOR 1:1s AND REVIEWS PERFORMANCE ON JOB REQUIREMENTS Could be sales figures Could be product delivery or product milestones Could be customer feedback or product quality Could be budget numbers RELATIONSHIP WITH PEER GROUPS (This is critical for company integration and cohesiveness) Product and Engineering Marketing and Product Sales and Engineering MANAGEMENT/LEADERSHIP Are you guiding/coaching your people? Are you weeding out the bad ones? Are you working hard at hiring? Are you able to get your people to do heroic things? INNOVATION (BEST PRACTICES) Are you constantly moving ahead . . . thinking about how to continually get better? Are you constantly evaluating new technologies, new products, new practices? Do you measure yourself against the best in the industry/world?

Task conflict is healthy and is important to get to the best decisions, but it is highly correlated with relationship conflict, which leads to poorer decisions and morale. What to do? Build trust first, the study concludes. Teams that trust each other will still have disagreements, but when they do, they will be accompanied by less emotional rancor.

if tech wants to be seen as special—and therefore able to operate outside the rules—then it helps to position the people working inside tech companies as special too. And the best way to ensure that happens is to build a monoculture, where insiders bond over a shared belief in their own brilliance. That’s also why you see so many ridiculous job titles floating around Silicon Valley and places like it: “rock-star” designers, “ninja” JavaScript developers, user-experience “unicorns” (yes, these are all real). Fantastical labels like these reinforce the idea that tech and design are magical: