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Keith Rabois shares the decision-making framework he learned from Reid Hoffman “Reid has a very specific view of how to make decisions… Most people create pros and cons lists. But Reid was adamant that that was the worst possible way to make a decision. He trained me to never...

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Jeff Bezos explains what it means to disagree and commit “Disagree and commit is a really important principle that saves a lot of arguing.” There will be disagreements in any endeavor in life where you have teammates. “In society, and inside companies, we have a bunch of mechanisms we use to resolve disputes. And a lot of them are really bad. An example of a really bad way of coming to an agreement is compromise.” He continues: “The advantage of compromise as a resolution mechanism is that it’s low energy, but it doesn’t lead to truth… You shouldn’t allow compromise to be used when you can know the truth.” Another bad resolution mechanism is the more stubborn person winning: “You have two executives who disagree and they just have a war of attrition. And whichever one gets exhausted first, capitulates to the other one. Again you haven’t arrived at truth and it’s very demoralizing.” Jeff tells people on his team to never get to a point where you’re resolving something by who gets exhausted first: “Escalate that. I’ll help you make the decision.” When making decisions, you want to get as close to the truth as possible: “Exhausting the other person is not truth-seeking. And compromise is not truth-seeking.” But there are a lot of cases where no one knows the real truth and that’s where “disagree and commit” comes in: “Escalation is better than war of attrition. Escalate to your boss and say ‘we can’t agree on this. We like each other and respect each other, but we strongly disagree with each other and need you to make a decision so we can move forward.’ Decisiveness and moving forward on decisions as quickly as you responsibly can is how you increase velocity. Most of what slows things down is taking too long to make decisions.” Companies tend to organize hierarchically in which the more senior person ultimately makes the decision. But as Jeff explains in the clip below, that wasn’t always the case—he would often be the one to disagree and commit: “I would often say: ‘You know what, I don’t think you’re right. But I’m going to gamble with you and you’re closer to the ground truth than I am. I’ve known you for 20 years—you have great judgement. I don’t know that I’m right either—all of these decisions are complicated. Let’s do it your way.’ But at least then you’ve made a decision, and I’m agreeing to commit to that decision. I’m not going to be second guessing it. I’m not going to be sniping at it. I’m not going to be saying ‘I told you so.’ I’m going to actively try to make sure it works. That’s a really important teammate behavior.”

Startup Archive

1,036,144 Aufrufe • vor 2 Jahren

Jeff Bezos explains what it means to disagree and commit “Disagree and commit is a really important principle that saves a lot of arguing.” Jeff Bezos begins. “In society, and inside companies, we have a bunch of mechanisms we use to resolve disputes. And a lot of them are really bad. An example of a really bad way of coming to an agreement is compromise.” He continues: “The advantage of compromise as a resolution mechanism is that it’s low energy, but it doesn’t lead to truth… You shouldn’t allow compromise to be used when you can know the truth.” Another bad resolution mechanism is the more stubborn person winning: “You have two executives who disagree and they just have a war of attrition. And whichever one gets exhausted first, capitulates to the other one. Again you haven’t arrived at truth and it’s very demoralizing.” Jeff tells people on his team to never get to a point where you’re resolving something by who gets exhausted first: “Escalate that. I’ll help you make the decision.” When making decisions, you want to get as close to the truth as possible: “Exhausting the other person is not truth-seeking. And compromise is not truth-seeking.” But there are a lot of cases where no one knows the real truth and that’s where “disagree and commit” comes in: “Escalation is better than war of attrition. Escalate to your boss and say ‘we can’t agree on this. We like each other and respect each other, but we strongly disagree with each other and need you to make a decision so we can move forward.’ Decisiveness and moving forward on decisions as quickly as you responsibly can is how you increase velocity. Most of what slows things down is taking too long to make decisions.” Companies tend to organize hierarchically in which the more senior person ultimately makes the decision. But as Jeff explains, that wasn’t always the case—he would often be the one to disagree and commit: “I would often say: ‘You know what, I don’t think you’re right. But I’m going to gamble with you and you’re closer to the ground truth than I am. I’ve known you for 20 years—you have great judgement. I don’t know that I’m right either—all of these decisions are complicated. Let’s do it your way.’ But at least then you’ve made a decision, and I’m agreeing to commit to that decision. I’m not going to be second guessing it. I’m not going to be sniping at it. I’m not going to be saying ‘I told you so.’ I’m going to actively try to make sure it works. That’s a really important teammate behavior.” Video source: Lex Fridman (2023)

Startup Archive

70,743 Aufrufe • vor 10 Monaten

A mental model everyone should know: The Regret Minimization Framework. This is how Jeff Bezos used this model to decide to start Amazon: I went to my boss and told him, "I'm going to go do this crazy thing — I'm going to start this company selling books online." This is something I had already been talking to him about in a more general context, and he said, "Let's go on a walk." So we went on a 2-hour walk in Central Park in New York City. The conclusion of that was, he said, "This actually sounds like a really good idea to me, but it sounds like it would be a better idea for somebody who didn't already have a good job!" He convinced me to think about it for 48 hours before making a final decision. So I went away and was trying to find the right framework to make that kind of big decision. I had already talked to my wife about this, and she was 100 percent supportive, saying, "You can count me in – whatever you want to do." It's true, she had married this guy with a stable career and path, but she was 100 percent supportive. So it was really a decision I had to make for myself. The framework I found, which made the decision incredibly easy, was what I called — only a nerd would call — a regret minimization framework. I wanted to project myself forward to age 80 and say, "I'm looking back on my life, I want to have minimized the number of regrets I have." I knew that when I was 80, I was not going to regret having tried this. I was not going to regret participating in this thing called the Internet that I thought was going to be a really big deal. I knew that if I failed, I wouldn't regret that. But I knew the one thing I might regret is not having ever tried. And I knew that would haunt me every day. When I thought about it that way, it was an incredibly easy decision. If you can project yourself to age 80 and think, "What will I think at that time?" it gets you away from some of the daily pieces of confusion. I left this Wall Street firm in the middle of the year, and when you do that, you walk away from your annual bonus. That's the kind of thing that in the short-term can confuse you, but when you think about the long-term, you can really make good life decisions that you won't regret later. *** Summary Ask yourself: in X years, will I regret not doing this? • If Yes → DO IT! • If No → Don't bother. This can apply to any decision: • Should I switch jobs? • Should I start my dream business? • And more... *** Takeaway: Optimize for Asymmetric Upside • Record content (podcast, video) • Write content (book, blog) • Go to a cocktail party • Move to a big city • Invest in startups • Go on first dates • Build in public • Start a biz • Tweet Shoot. Your. Shot. Life is too short not to do so. *** That's a wrap and I hope you found this helpful. If you found value in this post: 1. Follow me Arjun Mahadevan (Mr. LLC 🇺🇸) for more. 2. Re-post this, if you can, to share this mental model with a friend and to remind them to: Shoot. Your. Shot. Life is too short not to do so.

Arjun Mahadevan (Mr. LLC 🇺🇸)

25,594 Aufrufe • vor 3 Jahren

Vinod Khosla on the two most important things to get right when building a company The first thing for a startup to get right is make sure they’re inventing something radically different: “If you’re extrapolating the past to predict the future, the big companies do that very well. Intel knows how to go from a 15nm process to 10 to 7 to 5… Entrepreneurs fundamentally have to invent the future they want in a very different way, and you have to have conviction.” For this reason, Khosla Ventures tends not to invest in startups that are trying to do something “slightly better” (e.g. slightly lower cost, slightly more efficient, etc.) because the risk is too high. As Vinod explains: “If you’re fundamentally reinventing something and changing the assumptions, then you have a lot more time to get it right so there’s a lot more iterations you can do.” Which brings Vinod back to the second thing every founder has to get right: build the right team. “If you get the right team — it doesn’t even matter if you get the spec right — it will iterate to the right answer, and almost all good startups do that. This is why the team is more important than the market you pick.” However, you must make sure to foster a culture of debate and disagreeing: “If there’s a single founder and you’re dictating terms, you’re not going to evolve… You have to set up a culture so that it doesn’t matter if you’re senior or junior — you speak up if you have a concern or an idea. You’ll detect problems much earlier, and as a group you can evolve your direction.” Vinod points out that this is one of the reasons Andy Grove started the casual, dress-down culture of Silicon Valley in the 70s: “He wanted an engineer — whether they were junior or senior or a VP — to speak up and not be intimidated that the executives were all wearing ties and coats.” Source: South Park Commons (Apr 2025)

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20,015 Aufrufe • vor 1 Monat

Q: What made Steve Jobs great? Tony Fadell is the co-creator of the iPod, iPhone, and Nest. In the clip below, he describes some of the things that made Steve Jobs great: “Really pushing you. Relentless on the details. Challenging you for the right reasons. It wasn’t bullying, it wasn’t demeaning. He would critique the work, not judge the person—at least not in front of them or a group. Extreme attention to detail.” But, as Tony describes, one of the most impressive things about Steve was his ability to make great opinion-based decisions, which is critical for any revolutionary product: “When you make the first version of anything—something revolutionary—there are a lot of opinion-based decisions… And when you have those opinions, and you’re trying to work with a team to implement those decisions, you have to really tell the ‘why’ of those decisions. That way everyone can feel like they’re a part of those decisions and understand the tradeoffs... A lot of times, people want a data-driven decision, but with v1s you don’t have data.” He continues: “If you look at most companies that are paralyzed and cannot make new innovations and new products, it’s because they’re trying to turn opinion-based decisions into data-driven decisions so that they don’t lose their jobs… with a v1 product, you need to be able to articulate opinion-based decisions and own them. If you don’t get them right, you own them, fix them, and move on.” This is something Steve did exceptionally well, and Tony highlights the iPhone’s virtual keyboard as an example. At the time, the Blackberry dominated the productivity phone market. It was called the “crackberry” for a reason: people loved it. Moving to a virtual keyboard that wouldn’t work as well was an opinion-based decision that was the exact opposite of what the market data said. But Steve explained to the team that the iPhone was going to be a productivity AND entertainment device. Videos, apps, and the web browser would need to be full screen. Half of the device can’t be a keyboard because you won’t need a keyboard for everything you do. Steve understood that the Blackberry was a productivity device where the primary use case was messaging and phone calls. The iPhone was going to be so much more, and he explained this ‘why’ to the team in a way that everyone could understand. Tony also shares an example of how Jobs would also reverse an opinion-based decision if the data convinced him that his underlying assumptions were wrong. This ability to make great opinion-based decisions is paramount for creating revolutionary products. And as Tony explains, Steve might’ve been the best in the world at it.

Michael McGuiness

36,084 Aufrufe • vor 2 Jahren

Naval Ravikant’s checklist for starting a company “The most important thing is there are no formulas. At the end of the day, you have to do what you love, and you have to do it even though people tell you it’ll never work. But that being said, if there was a formula [for starting a company], I would put it something like this.” Naval started seven companies before AngelList and this is the checklist he recommends running through before starting a startup: 1. Pick a great cofounder. This is most important: “You can do a company on your own, but it’s like you can raise a child on your own, but you probably shouldn’t. You need someone who’s going to be there with you.” This has it’s own checklist. Your cofounder should be: a. Very high intelligence (”hopefully they make you feel dumb, or they’re not smart enough”) b. Very high energy (”They should be extremely hardworking. A founder is someone who never has to be motivated. You should not have to be telling them to do their job.”) c. Very high integrity. (”a smart, hardworking crook who’s going to cheat you is the worst kind of person to be paired up with.”) 2. Pick a very large market. “Notice I don’t talk about the idea. I think ideas are almost irrelevant… The more important thing is that you pick a large space that you’re knowledgeable and passionate about. And then you will figure out what the right thing to do within that space is.” You want to be able to say to investors: “This is a space where there’s a huge market. I’m really knowledgeable and passionate about it. Here’s the great person that I have doing it with me. And here’s the minimum viable product that we have built. That will show that we can test in the marketplace… You iterate until you get to product/market fit… And then you go and you raise money from people you trust. And you use that money to scale.”

Startup Archive

36,050 Aufrufe • vor 1 Jahr