It is such an important role, the role of media buying. You do not want all your business to rely on one or very few individuals. On the podcast Operators, Marty gives this structure recommendation. Basically, the department should be divised into two groups: – Marty, E006: Marty Wholesome Goods, De-Risking Talent, Data & Testing, Gamers, Panzerism, Prime Day & More. Continue reading How to structure Marketing Department
One of the best ways to do this is to present a real-world example of someone on your team who does this well. Walk everyone through an example week on their calendar and point out exactly how they are spending their time. Then have everyone pull out their own calendar and have them go through the same process on their own calendar. Are they batching tasks? Which of the events are high leverage activities? Are there more efficient patterns to create? You should go through this process with your entire team at least once a quarter. Lessons from Keith Rabois Continue reading Make sure your team is proactive with their time
It only takes one bit player to screw up a deal. Identify those individuals by asking the following questions: How does this affect the rest of your team? How on board are the people not on this call? What do your colleagues see as their main challenges in this area? –Never split the difference, p.171 Continue reading Make sure to identify everyone who has a say in the deal
The more you take middle or senior managers into your confidence, the more they will respect you and the harder they will work for you. Many managers disagree with this policy. They love the feeling of power that comes from knowing what others do not know. I don’t care about power. I care about getting rich. -How to get rich, p.213 Continue reading Discourage secrecy
Ownership isn’t important, it’s the ONLY thing. Risk equals reward. “An honest day’s work for an honest day’s pay” is not risk-taking. If you work in my business, I’ll pay you fairly, try to make it a great place to work in, incentivize you if it makes sense for the company to do so, contribute to your pension, perhaps contribute to your health care and the health care of your family, teach you to grow your skills and thereby improve your personal net worth, ensure you have paidvacations, ensure you are not bullied or in any way discriminated against, and … Continue reading Don’t offer shares in the business to employees.
If you don’t they will resent you and blame any future failure on you. Let them experiment and come to their conclusion themselves. -How to get rich, p.144 Continue reading Permit young managers to make their own mistakes.
There is no substitute for talent. -How to get rich, p.105 Continue reading There’s only one talent you require. The talent to identify, hire and nurture others with talent.
This is a copy of the blog post by Frank Slootman. As the former CEO of both Data Domain and ServiceNow, two successful tech companies in recent years, I am often confronted with questions: what did you guys do? What is the secret sauce? How did you do it? We never thought of ourselves as that different. We certainly didn’t think we had stumbled on a silver bullet. Did we just get incredibly lucky twice in a row? With hindsight and reflection, there are observations worth making that may benefit others. Bottom line: There is room up in organizations to … Continue reading Amp It Up!
Let’s say one of your younger employee is about to be promoted instead of more experienced employees. Take him on the side, offer him the promotion. And tell him that the others have vouched for him when you asked them their opinion. You can even say that the night prior to this, they sent you an email saying “Are you moving on this promotion?” -Shaan Puri Continue reading If you are about to promote someone
Life is [blank], people are [blank], I am [blank] On 10, how lucky are you? Looking for high numbers. -Shaan Puri Continue reading Interview Questions
Roadmap to Billions 