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“A really good manager's job is build a really good team and eventually get replaced. You owe it to every single person in your company to make sure the best person is in the right role at any given time. If we were complacent and said, "You're a VP...

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David Senra

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17,359 görüntüleme • 3 ay önce •via X (Twitter)

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The founders of Stripe and Pinterest on how to convince people to join your startup Stripe CEO Patrick Collison argues that part of the reason startups resonate so much is because the outcome is not guaranteed: "If it were guaranteed, it would be boring... Whether or not you're the best person in the world at what you do, you're probably not going to alter Google's trajectory. But if you really want to benchmark yourself and see how much of a contribution and impact you can make--which is a really compelling prospect for a lot of the best people--a startup is a much better place to test that." Pinterest founder Ben Silbermann emphasized this as well: "No smart person that you're hiring is under the illusion that you have a crystal ball into the future and that joining is a guaranteed thing. In fact, if you're telling them that and they select in, you shouldn't hire them because they didn't pass a basic intelligence test. I think it's important to tell them what's exciting and where you think the company can go. But also tell them where it will be hard and chart your best plan. And then tell them why their role can be instrumental--because it will be... What I would discourage doing is whitewashing all of that. If people are joining your company because they want all of the certainty and safety of working at Google but also the perks of working at a small startup with lots of responsibility and transparency, that's a really negative sign." Apparently in the early days of PayPal, Peter Thiel and Max Levchin would tell people after they interviewed all the reasons that the company would fail: "Visa and MasterCard want to kill us. We also might be doing something that's illegal. But if we succeed, we'll redefine payments." Don't whitewash the risks. Instead tell them how your startup will change the world if you succeed and how their role will be instrumental in affecting that change. Video source: Y Combinator (2014)
3:25

The founders of Stripe and Pinterest on how to convince people to join your startup Stripe CEO Patrick Collison argues that part of the reason startups resonate so much is because the outcome is not guaranteed: "If it were guaranteed, it would be boring... Whether or not you're the best person in the world at what you do, you're probably not going to alter Google's trajectory. But if you really want to benchmark yourself and see how much of a contribution and impact you can make--which is a really compelling prospect for a lot of the best people--a startup is a much better place to test that." Pinterest founder Ben Silbermann emphasized this as well: "No smart person that you're hiring is under the illusion that you have a crystal ball into the future and that joining is a guaranteed thing. In fact, if you're telling them that and they select in, you shouldn't hire them because they didn't pass a basic intelligence test. I think it's important to tell them what's exciting and where you think the company can go. But also tell them where it will be hard and chart your best plan. And then tell them why their role can be instrumental--because it will be... What I would discourage doing is whitewashing all of that. If people are joining your company because they want all of the certainty and safety of working at Google but also the perks of working at a small startup with lots of responsibility and transparency, that's a really negative sign." Apparently in the early days of PayPal, Peter Thiel and Max Levchin would tell people after they interviewed all the reasons that the company would fail: "Visa and MasterCard want to kill us. We also might be doing something that's illegal. But if we succeed, we'll redefine payments." Don't whitewash the risks. Instead tell them how your startup will change the world if you succeed and how their role will be instrumental in affecting that change. Video source: Y Combinator (2014)

Startup Archive

11,811 görüntüleme • 9 ay önce

Brian still spends over two hours a day on recruiting and personally hires the top 200 people at Airbnb. I loved this idea of being in the flow of talent to find the best people: "Don't do searches. Build pipelines. I try to map out all the best people in the Valley. So let's say I need to hire really good engineers. I don't do searches. I just informationally meet the best engineers in the world. Every meeting, the job is to get the next meeting, meet someone else. The mistake people make when they hire. They go, "I need to hire a blank." So they hire a search firm. They give you 50 profiles, and you pick the best one. That is the wrong way to do it. The best way to do it is pipeline recruiting. You're constantly recruiting, you're constantly meeting people. in advance of searches. And all of it is referral based. The two ways to find out if people are good – is to start with the results and work backwards to the people. Find an ad you like and figure out who made that ad. Start with the results. Work backwards to people. Don't start with the resume. The other thing to do is just keep asking people to build your Rolodex. The moment I find somebody that's really good, I ask them who all the best people they know are. And I build these little mafias and they tell you who the other good people are. I am the co-hiring manager for the top 200 people in the company. This is very radical. A lot of CEOs think it's their job to hire their executive team, and their executive team hires their team. I think that is fatal. You always want to be marrying up, hiring people of the future. It should be like we're reaching. If you can hire them without my help, we're not reaching far enough. You want to hire the very best person you can."
2:07

Brian still spends over two hours a day on recruiting and personally hires the top 200 people at Airbnb. I loved this idea of being in the flow of talent to find the best people: "Don't do searches. Build pipelines. I try to map out all the best people in the Valley. So let's say I need to hire really good engineers. I don't do searches. I just informationally meet the best engineers in the world. Every meeting, the job is to get the next meeting, meet someone else. The mistake people make when they hire. They go, "I need to hire a blank." So they hire a search firm. They give you 50 profiles, and you pick the best one. That is the wrong way to do it. The best way to do it is pipeline recruiting. You're constantly recruiting, you're constantly meeting people. in advance of searches. And all of it is referral based. The two ways to find out if people are good – is to start with the results and work backwards to the people. Find an ad you like and figure out who made that ad. Start with the results. Work backwards to people. Don't start with the resume. The other thing to do is just keep asking people to build your Rolodex. The moment I find somebody that's really good, I ask them who all the best people they know are. And I build these little mafias and they tell you who the other good people are. I am the co-hiring manager for the top 200 people in the company. This is very radical. A lot of CEOs think it's their job to hire their executive team, and their executive team hires their team. I think that is fatal. You always want to be marrying up, hiring people of the future. It should be like we're reaching. If you can hire them without my help, we're not reaching far enough. You want to hire the very best person you can."

Patrick OShaughnessy

317,217 görüntüleme • 3 ay önce

"Everybody role is really important, and you just have to play it to the best of your ability." Good players want a starring role on the team. Great players want to star in the role that the team needs.
0:44

"Everybody role is really important, and you just have to play it to the best of your ability." Good players want a starring role on the team. Great players want to star in the role that the team needs.

The Winning Difference

158,667 görüntüleme • 3 yıl önce

.Second Lady Usha Vance responds to a student's question about how to be the best Second Lady: "I think they key thing, for anyone who is in this kind of role, is to try to just continue to be yourself. You have to do the best job that you can. And there are some responsibilities that come with it...you don't always choose what you are doing...But the most important thing is to remember the kind of person that you were before it, and the kind of person you want to be. If you can do that all the way through, then you can have a lot of fun — and maybe be helpful. You don't want to just start thinking of yourself as the Second Lady, because then you're probably not that fun a person anymore."
0:37

.Second Lady Usha Vance responds to a student's question about how to be the best Second Lady: "I think they key thing, for anyone who is in this kind of role, is to try to just continue to be yourself. You have to do the best job that you can. And there are some responsibilities that come with it...you don't always choose what you are doing...But the most important thing is to remember the kind of person that you were before it, and the kind of person you want to be. If you can do that all the way through, then you can have a lot of fun — and maybe be helpful. You don't want to just start thinking of yourself as the Second Lady, because then you're probably not that fun a person anymore."

Mary Margaret Olohan

1,111,670 görüntüleme • 1 yıl önce

#F1 | Lewis Hamilton believes the team is very well equipped to take on the 2026 season: “Just to be in Fiorano, you know, to be at Ferrari, to be here, to know that this is a start of a long journey, but one that I know that it just feels right, I think the team is in the best place it’s been, I think, for the time I’ve been here. And seeing everyone so motivated and driven, I think we’re really on it.” “We’ve got a lot of work to do to really make sure we do all the diligence and we really understand this car and we really have to be quick to react, be very dynamic but I feel like all hands are on deck so I’m sure we can do that.”
0:43

#F1 | Lewis Hamilton believes the team is very well equipped to take on the 2026 season: “Just to be in Fiorano, you know, to be at Ferrari, to be here, to know that this is a start of a long journey, but one that I know that it just feels right, I think the team is in the best place it’s been, I think, for the time I’ve been here. And seeing everyone so motivated and driven, I think we’re really on it.” “We’ve got a lot of work to do to really make sure we do all the diligence and we really understand this car and we really have to be quick to react, be very dynamic but I feel like all hands are on deck so I’m sure we can do that.”

deni

23,078 görüntüleme • 7 ay önce

🗣️ Mikel Arteta on the possibility of players leaving who have been here a long time: "It's a really, really tough moment, you need to face that reality. But you need to face it with real honesty and transparency because when you are on the other side, that's exactly what you need. "You might not like what you've been told, but if it's truthful, if it's the reality, if it's honest and it's going to help you to make better decisions and have more clarity for the next steps in your career, you have to do that. "These are always very difficult conversations, but they need to be done. It's like when a player doesn't feel that he belongs or he's important, he wants to have a different chapter, I think that communication has to exist and it has to be both ways. "We all know, everything has a start and has an end. When it comes to the end, I think our duty, our responsibility is to do it in the best possible way, maintaining the respect and admiration for the player and the relationship, but understanding that at the end, we need to make football decisions."
1:21

🗣️ Mikel Arteta on the possibility of players leaving who have been here a long time: "It's a really, really tough moment, you need to face that reality. But you need to face it with real honesty and transparency because when you are on the other side, that's exactly what you need. "You might not like what you've been told, but if it's truthful, if it's the reality, if it's honest and it's going to help you to make better decisions and have more clarity for the next steps in your career, you have to do that. "These are always very difficult conversations, but they need to be done. It's like when a player doesn't feel that he belongs or he's important, he wants to have a different chapter, I think that communication has to exist and it has to be both ways. "We all know, everything has a start and has an end. When it comes to the end, I think our duty, our responsibility is to do it in the best possible way, maintaining the respect and admiration for the player and the relationship, but understanding that at the end, we need to make football decisions."

Connor Humm

143,296 görüntüleme • 8 gün önce

🎥 || Lewis Hamilton after first runs in the SF-26. “Immediately you’re trying to get a feel for anything, feeling through your body, through the G-long, through the vibrations of the seat and the suspension. You’re trying to pick up all these little bits of information in the little time that you have and then just to be in Fiorano, you know, to be at Ferrari, to be here, to know that this is a start of a long journey.” “But one that I know that it just feels right, I think the team is in the best place, it’s been, I think for the time I’ve been here. And seeing everyone so motivated and driven, I think we’re really on it.” “We’ve got a lot of work to do to really make sure we do all the diligence and we really understand this car and we really have to be quick to react, be very dynamic but I feel like all hands are on deck so I’m sure we can do that.”
1:03

🎥 || Lewis Hamilton after first runs in the SF-26. “Immediately you’re trying to get a feel for anything, feeling through your body, through the G-long, through the vibrations of the seat and the suspension. You’re trying to pick up all these little bits of information in the little time that you have and then just to be in Fiorano, you know, to be at Ferrari, to be here, to know that this is a start of a long journey.” “But one that I know that it just feels right, I think the team is in the best place, it’s been, I think for the time I’ve been here. And seeing everyone so motivated and driven, I think we’re really on it.” “We’ve got a lot of work to do to really make sure we do all the diligence and we really understand this car and we really have to be quick to react, be very dynamic but I feel like all hands are on deck so I’m sure we can do that.”

sin ⁴⁴

106,625 görüntüleme • 7 ay önce

Mark Zuckerberg on why experience isn't that important “I started Facebook when I was 19, so I can’t really believe that experience is all that important or else I would have a hard time reconciling myself and the company. At Facebook, we invest in people that we think are just really talented even if they haven’t done that thing before.” For Facebook, this applies to people who are fresh out of university all the up way to Facebook’s CFO David Ebersman who took the company public, even though he had never taken a company public before. As Mark explains, the key to hiring well is to just hire really talented people. And you can often assess raw talent from the different things they’ve done, such as side projects and other accomplishments. “I think what’s important is to not believe that someone has to have specifically done the job they’re going to do in order to do it well.” Mark also points out that when you constantly create opportunity for your employees regardless of their experience, it keeps your best people engaged and attracts the best talent to your company. Video source: Y Combinator (2016)
2:24

Mark Zuckerberg on why experience isn't that important “I started Facebook when I was 19, so I can’t really believe that experience is all that important or else I would have a hard time reconciling myself and the company. At Facebook, we invest in people that we think are just really talented even if they haven’t done that thing before.” For Facebook, this applies to people who are fresh out of university all the up way to Facebook’s CFO David Ebersman who took the company public, even though he had never taken a company public before. As Mark explains, the key to hiring well is to just hire really talented people. And you can often assess raw talent from the different things they’ve done, such as side projects and other accomplishments. “I think what’s important is to not believe that someone has to have specifically done the job they’re going to do in order to do it well.” Mark also points out that when you constantly create opportunity for your employees regardless of their experience, it keeps your best people engaged and attracts the best talent to your company. Video source: Y Combinator (2016)

Startup Archive

53,528 görüntüleme • 1 yıl önce

Jordan Peterson: "If you're competent and silent you will be ignored." "You might think well people should reward you because you're competent. And yes of course they should. But if you're competent and silent then you're just part of the background that's keeping everything functioning" On why you cannot negotiate from a position of weakness: "If you want to push your career forward you have to push it forward. You have to be competent and you have to be strategic" "To be strategic when you negotiate for a new position or a new salary you have to be able to say if you don't give me what I want then something you don't like will happen to you" "It's not a physical threat. It's that you have an option" "You have your CV in order. You're educated and competent and desirable to people outside of your immediate job. You're willing to instantly put yourself on the job market" "So that when you go talk to the person you're negotiating with you're credible" On the one thing most people completely miss about negotiation: "It's very seldom that you're talking to the person who's at the top of the pecking order. What you need to do is tell them a story that they can tell to their boss to make you not a problem" "A good story is look we really need this person because they're hyper competent and they have a better offer" "If you go in there with no power you're going to lose. Obviously" He concludes with the one thing every competent person needs to hear: "The first thing you need to know if you're going to negotiate is that you have to be able to say no. And what no means is that you're not going to do it"
2:05

Jordan Peterson: "If you're competent and silent you will be ignored." "You might think well people should reward you because you're competent. And yes of course they should. But if you're competent and silent then you're just part of the background that's keeping everything functioning" On why you cannot negotiate from a position of weakness: "If you want to push your career forward you have to push it forward. You have to be competent and you have to be strategic" "To be strategic when you negotiate for a new position or a new salary you have to be able to say if you don't give me what I want then something you don't like will happen to you" "It's not a physical threat. It's that you have an option" "You have your CV in order. You're educated and competent and desirable to people outside of your immediate job. You're willing to instantly put yourself on the job market" "So that when you go talk to the person you're negotiating with you're credible" On the one thing most people completely miss about negotiation: "It's very seldom that you're talking to the person who's at the top of the pecking order. What you need to do is tell them a story that they can tell to their boss to make you not a problem" "A good story is look we really need this person because they're hyper competent and they have a better offer" "If you go in there with no power you're going to lose. Obviously" He concludes with the one thing every competent person needs to hear: "The first thing you need to know if you're going to negotiate is that you have to be able to say no. And what no means is that you're not going to do it"

Brad

34,992 görüntüleme • 25 gün önce

TMZ's Harvey Levin: “When Spencer and Karen Bass face off in the general election, do you think that she is going to debate him? Because I think if she does, he will kick her a$$.” “Did you watch that other debate?… She is not good at this because it's really hard to say who you are going to believe: me or your lion eyes that I, whatever you see it on the streets, it's not what's really going on here. Homelessness is better than it's ever been. The city is doing well and it's like you're listening to this and everybody's got a story about LA who lives in LA right now.” “I don't see how she sells it at all.”
1:40

TMZ's Harvey Levin: “When Spencer and Karen Bass face off in the general election, do you think that she is going to debate him? Because I think if she does, he will kick her a$$.” “Did you watch that other debate?… She is not good at this because it's really hard to say who you are going to believe: me or your lion eyes that I, whatever you see it on the streets, it's not what's really going on here. Homelessness is better than it's ever been. The city is doing well and it's like you're listening to this and everybody's got a story about LA who lives in LA right now.” “I don't see how she sells it at all.”

RedWave Press

57,057 görüntüleme • 3 ay önce

I have a friend who doesn't read anything published in the past 50 years, and the more I think about it, the more I think he's onto something. The reason is that time is the best filter we have for quality. People are bad at judging quality in the moment but very good at getting rid of junk over time. — — "History is not very good at capturing all that is great in art. It is not good at that. There are many great symphonies that have been lost permanently, there are many great painters that died unknown and their paintings are gone, there's novels that have been written that no one will ever read. So history is not good at capturing all this great art. But history is very good at discarding all that is mediocre. And the amount of time that that takes, it's something like 50 years. So over the course of 50 years, what will happen is a lot of stuff that was prominent will be re-filtered and re-filtered and re-filtered, and you'll end up with a smaller group of things which have survived that test of time. So if you think about it right now, if you go back and look at the bestseller lists for 1974, 1973, there's a lot of that that would have been highly regarded at the time, which people do not read anymore for a variety of reasons, and there's some that has survived, and that's a very telling distinction. So in a world where I'm turning 60 this year, you have a limited amount of time, all four of us have active lives, we want to make sure that if we're going to sit down, we're going to read carefully, we're going to meet and we're going to discuss it in detail, we want to make sure that the work is rewarding. And the best way to ensure that is by drawing from the past." amor towles
1:31

I have a friend who doesn't read anything published in the past 50 years, and the more I think about it, the more I think he's onto something. The reason is that time is the best filter we have for quality. People are bad at judging quality in the moment but very good at getting rid of junk over time. — — "History is not very good at capturing all that is great in art. It is not good at that. There are many great symphonies that have been lost permanently, there are many great painters that died unknown and their paintings are gone, there's novels that have been written that no one will ever read. So history is not good at capturing all this great art. But history is very good at discarding all that is mediocre. And the amount of time that that takes, it's something like 50 years. So over the course of 50 years, what will happen is a lot of stuff that was prominent will be re-filtered and re-filtered and re-filtered, and you'll end up with a smaller group of things which have survived that test of time. So if you think about it right now, if you go back and look at the bestseller lists for 1974, 1973, there's a lot of that that would have been highly regarded at the time, which people do not read anymore for a variety of reasons, and there's some that has survived, and that's a very telling distinction. So in a world where I'm turning 60 this year, you have a limited amount of time, all four of us have active lives, we want to make sure that if we're going to sit down, we're going to read carefully, we're going to meet and we're going to discuss it in detail, we want to make sure that the work is rewarding. And the best way to ensure that is by drawing from the past." amor towles

David Perell

86,765 görüntüleme • 1 yıl önce

"Being a team is about trust. A team doesn't work if you don't believe that the person next to you is going to do their job. Trust is not earned; it's given. To be a leader on your team, you have to have the courage to trust. You want to be a leader? Serve somebody."
0:57

"Being a team is about trust. A team doesn't work if you don't believe that the person next to you is going to do their job. Trust is not earned; it's given. To be a leader on your team, you have to have the courage to trust. You want to be a leader? Serve somebody."

The Winning Difference

45,207 görüntüleme • 2 yıl önce

Pete Golding when asked about Lane Kiffin: "I think you want to build a program to where it's heading in the right direction, and one person, one player, is not going to derail that. "There's been too much invested in that, and it's aligned correctly that one person is not going to impact something so drastically. "If it is, it's not built right."
1:47

Pete Golding when asked about Lane Kiffin: "I think you want to build a program to where it's heading in the right direction, and one person, one player, is not going to derail that. "There's been too much invested in that, and it's aligned correctly that one person is not going to impact something so drastically. "If it is, it's not built right."

SEC Mike

531,911 görüntüleme • 7 ay önce

If we want to change the perception among so many well-intended parents that a four-year degree is the best path for the most people, we need to show kids that a skilled trade is a thing to aspire to. If you're me, that means getting animated from time to time, and bursting into song. Big thanks to #TheTuttleTwins, for launching their new season with yours truly, with a premiere episode called "The College Conundrum." Modesty aside, it's really good, really funny, and maybe even really important. Check it out, May 7th.
2:10

If we want to change the perception among so many well-intended parents that a four-year degree is the best path for the most people, we need to show kids that a skilled trade is a thing to aspire to. If you're me, that means getting animated from time to time, and bursting into song. Big thanks to #TheTuttleTwins, for launching their new season with yours truly, with a premiere episode called "The College Conundrum." Modesty aside, it's really good, really funny, and maybe even really important. Check it out, May 7th.

The Real Mike Rowe

93,504 görüntüleme • 2 yıl önce

“You're not entitled to get what you want. I love you. You're entitled to earn what you're willing to go work for. And that's true in our families, in our parenting, in our marriage, in our companies, in society. If we want it, go earn it. If that's positivity, have positivity. I think and I am a positive person. I am jacked. I am excited. Obviously, you can feel my energy through technology here, I hope. Frankly, think positive people just need to get a lot stronger. I really do. I mean, I don't want to call them weak because people hear that differently but it kind of is. Look, if you want that positivity to stick, you’ve got to get tougher. Not sacrifice your love and your care and your empathy, but you got to get tough. And then we have to figure out how to love the people who are cynical because I don't think there's a ton of bad people in the world and I don't think there's a ton of bad people on teams. But I do think there are people who've been burned out. I do think there are people who have been through things in their lives. They've been through things in their company. They're experiencing stuff somewhere else. For whatever reason, they just kind of got run down and cynical and negative, or whatever. Or they're just wired a little different than we are. And I don't to hate on those people. I want to win those people. They don't have to be like me. They don't have to have my energy. But I want those people on my team. I want to love those people. And if eventually they choose that they don't believe in the same things that I believe in, I want to make it really clear and obvious that they don't want to be on this team because we're not about that. You know what I'm saying? I want it to be very easy, obvious, that, ‘Hey I should not be on this team. Because this team is full of very positive people who have great energy and talk to people, not about them.’ And we solve problems. We don't complain. We don't get defensive. We're real. I recognize I'm imperfect and I'm vulnerable to show you that about me. I want to be on that kind of a team. And if there's somebody who doesn’t believe in that stuff, I want to make it really easy for them to say, ‘Look, I don't want to be on this team. I don't wanna live like you guys live. I don't want do what you guys do.’ And then I really hope that that person leaves us and goes and joins our competitor.”
1:58

“You're not entitled to get what you want. I love you. You're entitled to earn what you're willing to go work for. And that's true in our families, in our parenting, in our marriage, in our companies, in society. If we want it, go earn it. If that's positivity, have positivity. I think and I am a positive person. I am jacked. I am excited. Obviously, you can feel my energy through technology here, I hope. Frankly, think positive people just need to get a lot stronger. I really do. I mean, I don't want to call them weak because people hear that differently but it kind of is. Look, if you want that positivity to stick, you’ve got to get tougher. Not sacrifice your love and your care and your empathy, but you got to get tough. And then we have to figure out how to love the people who are cynical because I don't think there's a ton of bad people in the world and I don't think there's a ton of bad people on teams. But I do think there are people who've been burned out. I do think there are people who have been through things in their lives. They've been through things in their company. They're experiencing stuff somewhere else. For whatever reason, they just kind of got run down and cynical and negative, or whatever. Or they're just wired a little different than we are. And I don't to hate on those people. I want to win those people. They don't have to be like me. They don't have to have my energy. But I want those people on my team. I want to love those people. And if eventually they choose that they don't believe in the same things that I believe in, I want to make it really clear and obvious that they don't want to be on this team because we're not about that. You know what I'm saying? I want it to be very easy, obvious, that, ‘Hey I should not be on this team. Because this team is full of very positive people who have great energy and talk to people, not about them.’ And we solve problems. We don't complain. We don't get defensive. We're real. I recognize I'm imperfect and I'm vulnerable to show you that about me. I want to be on that kind of a team. And if there's somebody who doesn’t believe in that stuff, I want to make it really easy for them to say, ‘Look, I don't want to be on this team. I don't wanna live like you guys live. I don't want do what you guys do.’ And then I really hope that that person leaves us and goes and joins our competitor.”

Brian Kight

38,031 görüntüleme • 1 yıl önce

I love this idea from Jason Fried "Your only competition is your costs." Keep costs low, keep the team small, make stuff you want to use. You don't need the whole world: “A business is very simple. You got to make more than you spend. If you're making more than you spend, then your competition is your cost. That's what you're really in business against, how much it costs you to stay in business. It's not all the other alternatives that are on the market. You can't control what they're going to put out there, what they're going to price it at, all the things they're going to do. They're going to do what they're going to do. What I can control is how much it costs me to run my business, how much I sell my product for, and as long as I make more than I spend, I get to stay in business. And isn't that what this is all about, staying in business? That's what it's all about because I like this. I want to keep doing this. I can't keep doing it if I don't stay in business. I can't keep doing it if I make less than it costs me to make the things that I make. So I'm always thinking about the only competition I really have on an annual basis is to make sure that we make more as a company than it costs us to run the company. That's my real competition.”
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I love this idea from Jason Fried "Your only competition is your costs." Keep costs low, keep the team small, make stuff you want to use. You don't need the whole world: “A business is very simple. You got to make more than you spend. If you're making more than you spend, then your competition is your cost. That's what you're really in business against, how much it costs you to stay in business. It's not all the other alternatives that are on the market. You can't control what they're going to put out there, what they're going to price it at, all the things they're going to do. They're going to do what they're going to do. What I can control is how much it costs me to run my business, how much I sell my product for, and as long as I make more than I spend, I get to stay in business. And isn't that what this is all about, staying in business? That's what it's all about because I like this. I want to keep doing this. I can't keep doing it if I don't stay in business. I can't keep doing it if I make less than it costs me to make the things that I make. So I'm always thinking about the only competition I really have on an annual basis is to make sure that we make more as a company than it costs us to run the company. That's my real competition.”

David Senra

103,296 görüntüleme • 3 ay önce