The key in any organization is for people to be transparent about what their Zone of Genius is, and then map all activities to the right people through an areas of responsibility list (see chapter 21).

The scorecard is a document created by the hiring manager that describes exactly what they want a person to accomplish in a specific role. The scorecard includes a mission, outcomes, and competencies that define the job.

Commercial banks will hold your money and then lend it out to others.

Paul Graham of Y Combinator points out that makers (engineers) need long stretches of uninterrupted time to be productive, whereas managers are most effective when meeting. The compromise is to schedule days when no meetings are allowed. The schedule that works best for a five-day workweek is as follows: One day of internal meetings One day of exte

The good news is that the same system that allows your company to operate well with twenty-five people will also allow it to work well with twenty-five thousand. Neither the system nor the amount of overhead will change. It is a one-time hit.

the best person for this role has high EQ, medium technical understanding, and a fantastic work ethic.

“Once you see this system working for yourself, start encouraging others in your company to do likewise.

If you can’t definitively say, “This is an A player,” then hit the gong.

You need dedicated support agents who will hand-hold your customers through the onboarding process, answer questions along the way, and be on hand for any technical issues that crop up.