leadership advice from silicon valley billionaires
TRANSCRIPT
Sergey Brin
David Cheriton
David Filo
Reid Hoffman
Yuri Milner
Laurene Powell Jobs
Larry Page
Richard Peery
Robert Pera
Jeffrey Skoll
Andreas Von Bechtolsheim
Romesh Wadhwani
Jerry Yang
Mark Zuckerberg
John Arrillaga Carl Berg
Jim Breyer
Scott Cook
Helen Diller
Sanford Diller
John Doerr
Larry Ellison
Ken Fisher
Charles Johnson
Rupert Johnson II
Vinod Khosla
Gordon Moore
John Morgridge
George Roberts
Eric Schmidt
Charles Schwab
Kavitark Ram Shiram
Thomas Siebel
John A. Sobrato
Mark Stevens
Meg WhitmanRiley Bechtel
Stephen Bechtel
Marc Benioff
James Coulter
Ray Dolby Jack Dorsey
Doris Fisher
John Fisher
Robert Fisher
William Fisher
Gordon Getty
William Randolph Hearts III
Michael Moritz
Dustin Moskovitz
John PritzkerRiley Bechtel
Thomas Steyer
Peter Thiel
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Before we continue...
“There is no perfect fit when you’re looking for the next big thing to do. You have to take opportunities and make an opportunity fit for you, rather than the other way around. The ability to learn is the most
important quality a leader can have.”Sheryl Sandberg - Facebook
We are biased towards people who never give up, who never quit; and that’s something you can’t find on a resume. We look for courage, and we look for genius. There’s all this talk about how important failure is. I
call it the failure fetish. ‘Failure is wonderful, it teaches you so much, it is great to fail a lot,’ they say. But we think failure sucks. Success is
wonderful.
Marc Andreessen – Andreessen Horowitz
Do something that you love. We spend a lot of time at work. I’ve probably spent 150 hours over the last couple of weeks. And so you have to find
something that you love and I think you need to do it with people who you really enjoy. I get tremendous satisfaction from the team – the joy of
collaboration from figuring things out together. And so I think teams and the people that you work with are incredibly important.
Meg Whitman – Hewlett Packard
Companies full of people looking after themselves will, by default, make their companies better too. In this sense, leaders don’t need to lose hope;
they just need to play the game better.
Reid Hoffman - LinkedIn
Andy Grove wrote a very important book in the ’80s. it’s called ‘Only the paranoid survive!.’ I think you have to be both overconfident and paranoid at the same time almost schizophrenic in your personality. Overconfident about
your ability to solve a problem. Paranoid that everything will get you, so you’re constantly looking for the problems.
Vinod Khosla – Khosla Ventures
There is nothing else that kills ambitions of a person as criticism from superiors. I never criticize anyone. I believe in giving a person incentive
to work. So I am anxious to praise but loath to find fault. If I like anything, I am hearty in my approbation and lavish in my praise.
Charles Schwab - Charles Schwab
I’ve been put in a position I’ve never dreamed of. I’ve got to conduct myself accordingly. There’s pressure. But we don’t walk around here saying, ‘We’re going to be rich.’ This is my idea of a good time. I visit
with customers. They’re using products with my name on them. I want to be doing this when I’m 65. I want the very same job.
Thomas Siebel – Siebel Systems
When I explain our company values and the foundation to prospective employees, they realize that they have an opportunity to do much more
than change the way businesses manage and share information. When you take a workforce of smart, creative, dedicated people and say “take this company time to serve your community, and bring along your coworkers,
customers, and partners” great things happen.Marc Benioff – Salesforce
It’s always a bad idea to set one’s employees too much against one another. You want to find ways to differentiate people’s roles. Frame it this way: If you were a sociopathic boss who wanted to create trouble for your employees, the formula you would follow would be to tell two people to do the exact same thing. That’s a guaranteed formula for creating conflict. If
you’re not a sociopath, you want to be very careful to avoid this.Peter Thiel - Paypal
My biggest mistake is probably weighing too much on someone’s talent and not someone’s personality. I think it matters whether someone has a
good heart.
Elon Musk - Tesla
My job as a leader is to make sure everybody in the company has great opportunities, and that they feel they’re having a meaningful impact and
are contributing to the good of society. As a world, we’re doing a better job of that. My goal is for Google to lead, not follow that.
Larry Page - Google
All my days are themed. Monday is management. Tuesday is product, engineering, and design. Wednesday is marketing, growth, and
communications. Thursday is partnership and developers. Friday is company and culture. On the days beginning with T, I start at Twitter in the
morning, then go to Square in the afternoon. Sundays are for strategy. Saturday is a day off.
Jack Dorsey - Square
In the past, as my companies have grown, I’ve hired these amazing people and I felt like I was getting less and less of them as the company got
bigger. Part of that was because they were in a particular area and they had ideas, concerns or perspectives, that were relevant outside of those
areas, but it wasn’t clear what to do with those. Holacracy provides a very specific way where people are actually encouraged to bring this stuff up.
It’s called processing tension; it’s very efficient and you really take advantage of everybody’s perspective and ideas.
Evan Williams - Twitter
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