Sublime

hindsight, I would have started with our leadership team of five.

Jocelyn Goldfein, one of the engineering directors

If I spend all my time personally selling lemonade, then I’m contributing an additive amount to my business, not a multiplicative one. My performance as a manager would be considered poor because I’m actually operating as an individual contributor.

SHIFTING FROM A traditional “talent management” mind-set to one of “growth management”

research tells us is that the number one determinant of employee satisfaction and engagement in a job is how the manager treats the employee.

To grow a business, the entrepreneur must figure out how to attract, train, and retain employees who are highly engaged in the excellent daily execution of their jobs.

Collins and Porras reported preserving many aspects of a small company soul in a large company body. Collins and Porras also found that successful growth was often accomplished by having highly engaged employees led by humble, passionate, home-grown leaders who, in many cases, were neither charismatic nor visionary.

Shishir Mehrotra comenta que Bill “andava com tecnólogos motivados, mas via o mundo de uma maneira completamente diferente... Via-o como uma rede de pessoas aprendendo a conhecer os pontos fortes e fracos de cada uma e a confiar umas nas outras como o principal mecanismo para atingir as metas”

Peter Drucker, America’s management and leadership guru for the past forty years, has said that the primary job of a leader is to manage his or her energy. When you think of all the things a