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Keith Rabois on the “one person, one problem" framework he learned from Peter Thiel "Peter Thiel used to insist at PayPal that every single person could only do exactly one thing. And we all rebelled. You feel like it's insulting to be asked to do just one thing. But... show more
108,875 Aufrufe • vor 1 Jahr •via X (Twitter)
10 Kommentare
Keith Rabois on building effective teams:
Keith Rabois’ formula for startup success:
@_joebaffoe Yes!!!! This is the direction we’ve started to take!
@curious_vii This is interesting. Also known as "deliberate practice". Stay with the most intimidating aspect on the pipeline.
Love the focus on A+ problems. It's uncomfortable, but breakthroughs come from the relentless pursuit of what’s hard, not what's easy. Solving one critical problem with full attention is better than juggling several mediocre ones. 💡🔨👍
This seems to work really well in practice Eg for us - growth - patient experience - revenue collection Also, in the age of AI, it makes a lot of sense to build your company so that one expert works with a web of LLMs and automations to manage an entire area -
I think it's a trade-off that you have to decide if you are willing to take.
This approach can drive deeper problem-solving and innovation, encouraging teams to tackle high-impact A+ problems rather than getting sidetracked by easier B+ ones. By dedicating all their efforts to a singular, challenging problem, teams can unleash their full potential and create truly groundbreaking solutions.
@readwise save thread
💯
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![Keith Rabois on the 3 most important lessons he learned from Peter Thiel “I’ve been working with Peter professionally for 23 years… The most important [lesson] in building a company is the importance of finding undiscovered talent… Back then we were competing with Yahoo and Microsoft for talent, but fundamentally you can’t compete on talent by going after the exact same people that companies with infinite profits will pay and overpay for. So Peter had a lesson that you basically had to hire people under 30 — and the point was not to be agist. Instead he realized that by the time you’re 30, everyone who runs a hiring algorithm should be able to roughly come to the same conclusions… It’s a little bit like sports where when you draft athletes for the NBA out of high school — there’s more alpha there than in signing a free agent who’s been playing in the league for 10 years.” The second most important lesson Keith learned from Peter was the value of time: “People systematically — in Peter’s words — undervalue their time.” You have to be extremely disciplined about where you’re allocating your time because it goes hand in hand with the third lesson, which is the value of focus: “Peter can be extreme when he has a view — he takes it all the way to the polar extreme. He had this mandate at PayPal about focus that every single person in the organization — when we had 300 people in the Bay Area — was allowed to do exactly one thing. And Peter would refuse to talk to you about any topic that was not that one thing, period… But fundamentally, the discipline of only being allowed to do one thing led to significant breakthroughs.” Keith explains: “What basically happens is there are really hard challenges at any startup and it’s easy to divert your attention to the problems you know how to solve. But those are not the breakthroughs or 10x ideas. And when Peter would say to me, ‘I need you to fix this and I literally won’t talk to you for the next month or two until you fix it,’ it would force me to bang my head against the wall every single day, and once in a while it would lead to a, ‘holy cow there’s an answer — we can do this.’ Now imagine that across an organization of 300 people — 5 or 10 ideas that probably wouldn’t have happened are a direct result of Peter’s managing philosophy.” Video source: Khosla Ventures (2023)](https://image.24vids.com/tw-1994450588667420713/amplify_video_thumb/1994440356297949184/img/gaE-1KNFLfXL_ud1.jpg)
![Keith Rabois on the 3 most important lessons he learned from Peter Thiel “I’ve been working with Peter professionally for 23 years… The most important [lesson] in building a company is the importance of finding undiscovered talent… Back then we were competing with Yahoo and Microsoft for talent, but fundamentally you can’t compete on talent by going after the exact same people that companies with infinite profits will pay and overpay for. So Peter had a lesson that you basically had to hire people under 30 — and the point was not to be agist. Instead he realized that by the time you’re 30, everyone who runs a hiring algorithm should be able to roughly come to the same conclusions… It’s a little bit like sports where when you draft athletes for the NBA out of high school — there’s more alpha there than in signing a free agent who’s been playing in the league for 10 years.” The second most important lesson Keith learned from Peter was the value of time: “People systematically — in Peter’s words — undervalue their time.” You have to be extremely disciplined about where you’re allocating your time because it goes hand in hand with the third lesson, which is the value of focus: “Peter can be extreme when he has a view — he takes it all the way to the polar extreme. He had this mandate at PayPal about focus that every single person in the organization — when we had 300 people in the Bay Area — was allowed to do exactly one thing. And Peter would refuse to talk to you about any topic that was not that one thing, period… But fundamentally, the discipline of only being allowed to do one thing led to significant breakthroughs.” Keith explains: “What basically happens is there are really hard challenges at any startup and it’s easy to divert your attention to the problems you know how to solve. But those are not the breakthroughs or 10x ideas. And when Peter would say to me, ‘I need you to fix this and I literally won’t talk to you for the next month or two until you fix it,’ it would force me to bang my head against the wall every single day, and once in a while it would lead to a, ‘holy cow there’s an answer — we can do this.’ Now imagine that across an organization of 300 people — 5 or 10 ideas that probably wouldn’t have happened are a direct result of Peter’s managing philosophy.” Source: Khosla Ventures (Jun 2023)](https://image.24vids.com/tw-2070897442682224842/amplify_video_thumb/2070852307676192768/img/uSV05h0gI7WKa8cv.jpg)
