Founder, Jeff Bezos, Sandy Weill discussed on Recode Decode

Recode Decode


He was a highly regarded sticks and logistics and ops expert, I can Texas and came in to do tech and odds, and he obviously was Steve successor. But it wasn't even obvious up until maybe six months before the appointment that he was going to be the one and there were questions, and that's a big open question. I won't really speculate on Tim's successor whenever that happens. But it's a really interesting exercise to think. Okay. How do you take something and go to the next level? Oftentimes, people think okay. We just need more of the same. But most great leadership transitions are quite different. And so that's a real important one. You think? What do you think he's been in that probably not appropriate for to say other than to say guys? Amazing, right. He's a values based leader. He's brilliant. You know is created the world's most valuable company up until you know, a couple of weeks ago, or whatever. And obviously they've got challenges but growing on that massive a huge fan. Do you think most founders eventually have to be replaced, or is there the one founder who's done very well Jeff Bezos, obviously despite his personal troubles right now. But he has really led that almost perfectly, but there's very few that have survived there'd be gates him jobs, but they're gone and learns or gay. I don't know what you know. They're off one's doing a hovercraft the other. You know, it just is th there's they have not been as engaged as as previously. Is there problem with having a founder, and then we'll get to Mark Zuckerberg? And the next section. I think the challenge of being founder, and I've we've done some research on this. I just think it's such a fascinating topic. Just think just in general, today's founders. Of that caliber, you know, a century or two centuries ago, they might have gone into politics or military. But now the changing the world is to found and build these big build these companies, so the kind of quality of people coming into business over the last twenty fifty years is very very very high. The big challenge is can they change as the needs of the organization change. And I know you had great VC partners on this on this show. And they're in that business of making judgments of Hutu back and all of this. It is the rare founder who can go from zero to build the team racing the funding creating the commercialization, and then you know, they were two hundred hundred to five hundred and all that and constantly scaling. I will say something kind of might be inappropriate, but years ago, one of the big searches I did and and the internet in the mid nineties was the for the head of Barnes and noble dot com. My god. That one. And I was there you were there. So we were like at the time looking at Amazon and someone on the board of arsenal. Made the comments like well, Jeff Bezos wouldn't be qualified to be to run Barnes and noble dot com. Can I sorry? That's all. In any case that the the point is that the ability to scale the ability to learn the ability to attract great people is really what what founder needs to do. And I've seen it's not just intact and Howard Schultz is one of my Monterey business heroes. One of the friends actually who I met back in nineteen Ninety-seven when I interviewed him for lessons from the Tom Ridge Fairbank, I mentioned that at Capital One one of the longest serving founders in America today. And so I think their ability to scale is a function of not being arrogant, keeping learning attracting great people around and constantly being open to what's needed to go to the next level. Not being so adult by being so ridiculously wealthy that they they start doing crazy things. Well, actually, the motivation is a really interesting question where and that's one of the topics really wanna study, which is weird people fire come from. And how does that fire chain? Change at different levels of success or failure. In one of the really interesting lessons learned over the years about hiring. Great people is looking at sandy Weill. You remember sandy Weill Bill travelers merged with city sandy and I interviewed him back in nineteen. I followed this. He had a real theory that he hired people on the rebound that people who had had a failure. If he understood it, and they learned from it. They would be that much more motivated to succeed the next time and on that basis..

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