There are 2 surprising things in these lectures: 1. Sam always has some question to ask. Shows his dedication to the course as well as his focus in that very class. Commendable!! 2. All the presenters have watched previous lectures of the course. I've noticed presenter referencing previous lectures in nearly every single lecture. All these guys are BIGshots and they are dedicated enough to watch previous lectures to see what was covered and who told what. Commendable!!

@OmerAbashar

9 жыл бұрын

And the most important thing they doing this with love, for free to help you and me and anyone else, so they all deserve our respect and appreciation.

@ctwolf

9 жыл бұрын

Omer Abashar Thank you for bringing this to peoples attention. A lot of people hate on the big shots... When they are the most giving and hard working people, especially compared to a lot of extremists who just blindly hate :/

@saurabharora7119

8 жыл бұрын

+christiaan kruger very true guys...these guys have been of great great help

@filobrosgolf

5 жыл бұрын

100%. what a great series! amazing for even older founders like myself.

@kingarth0r

11 ай бұрын

​@@ctwolfyes they work hard but billionaires don't work 100000 times harder than the average employee

This video has the highest density of content of all of these lectures so far. Like every 1 minute interval this guy is expressing some lesson that you can tell is backed up by years of emotional anchors. Very, very good.

@sbIvanov

4 жыл бұрын

I made 7 pages of notes... when the average is 2 or 3

@divyanshsingh1347

15 күн бұрын

@@sbIvanov can you share your notes . It will be a god send material for my kind of dumbasses .

Who is here after 20VC podcast where Eric gave this vid a shoutout?

Despite the "boring" lecture title... this is pure gold. Sad that only 87k have watched this.

Amazing insight and the content is your precious. First time in a while that I truly watch a video full screen, earphones and total attention into it. Worth the time. Thanks!

This is an incredibly insightful and useful lecture. Most lectures talk about early stage challenges (which, to be fair, are the most common problems that startups have), but once you get beyond 5 people, the content in this lecture will probably more directly affect your company's success than any other lecture.

Yeah, this guy is so much better then the other speakers!

Watch this many times but I still keep it in my watch later list...Great!!!

Absolutely incredible, thanks Keith!

Outstanding lecture

This is one of the best talks in the series.

This is enormously relevant with what I'm struggling with right now. Thanks so much for the advice, Keith.

@Psych2go

8 жыл бұрын

+Elana Reinholtz May I ask what you're working on even though this is a year ago?

Still excellent today. Thanks to all, and especially to Keith for the incredible stream of insight.

Thanks Keith, Sam, Stanford and Y Combinator for this video.

Awesome lecture!

(forging a company after forging a product) -even idiots should be able to run it a manager’s output 1:50 2:30 triaging 3:20 editing clarify, simplify 4:00 excuse of complexity 4:30 6:20 allocate resources goal: minimise red ink 7:20 7:45 (4) consistent voice ~language-product fit-internal 9:05 (5) delegation task relevant maturity 10:00 conviction vs consequence 11:15 (inner squares eg) (Qs) 32:39 how to make compensation transparent? 33:00 what other details employees care about? startup? 34:15 35:15 how to get street cred for a manager? 39:19 43:35

Wow great lecture, love it, thanks Stanford for this amazing series

Those lectures are valuable. I love it. A lot of informations

Love the barrel concept !

This is pure gold.

He is a very good observer🙏

This is brilliant and a good use of time

17:47 That insight blew my mind!

That delegation framework, very much appreciated.

@slashdotdash08

6 жыл бұрын

Loved that, too. I'd maybe add a third dimension, complex vs. complicated. If complicated, get more info (whoever does the task based on the other matrix), if complex, make little small experiments.

this is so fascinating, thank you :)

nonstop information! =D

this is amazing

Can someone tell me why it's important to have a consistent voice across your content? What if you're like buzzfeed, businessinsiders?

@jacobgoodman4437

6 жыл бұрын

Psych2Go because it's how you develop brand identity. If every piece of content had a different voice, you would struggle to get your customers, and teammates to identify with what makes you uniquely you. That brand clarity can ultimately be leveraged to capture value.

@contentwithkarthik

3 жыл бұрын

Omg she was here

@raymeester7883

7 ай бұрын

@@contentwithkarthik That's crazy.

@ElfProduct

Ай бұрын

So random that Psych2go was here lmao

9:52 for shifting leader styles you can use Kolbe conative test to identify their style of doing things so you can adjust as needed.

Pure Gold

Thank You Keith, very much useful to us entrepreneurs. What was the book you mentioned in the session?!

@hcusto

9 жыл бұрын

The book is The Score Takes Care of Itself: My Philosophy of Leadership - www.amazon.com/The-Score-Takes-Care-Itself-ebook/dp/product-description/B002G54Y04

@cpennisi5

8 жыл бұрын

+Haris Custo do you know what the first book is? The one by "eddy grove"?

@dmitrysokolov6097

8 жыл бұрын

+cpennisi5 www.amazon.com/High-Output-Management-Andrew-Grove/dp/0679762884

Keith Rabois How do you feel about remote companies like ***** in terms of culture & operations?

Nice.

I have hit gold online!

good

Output focused Designer (CEO)

how does "x / y" equation work? and what does 'output' mean? Thanks.

@AswinKumar9

5 жыл бұрын

The equation as such not sure if it makes sense. At 41:35 he's talking about how the natural tendency as a manager, is to increase the number of people under you, so that you look more important. In the equation, he asking to correct this tendency by measuring the performance of the manager by dividing output by number of people under the manager. So managers would want to keep only minimum people with maximum output under them. They would increase count only very carefully. So I guess the equation should actually be: X = Output/Y where X: performance of manager Output: Metric used to measure number of things done right Y: number of people in the team

@NicolasLevi

5 жыл бұрын

@@AswinKumar9 If a manager has 8 ppl in his team, and another 6, you have to compare not their total performance (output), but their average performance per employee (you can replace employee by other ressources as adequate). To get the average you divide the performance by the number of "ressources"(here team member) by 6 or 8 respectively. The goal is to not have the people with the larger team always win, and acknowledge small business unites / teams with great performance

I checked thrice whether I am watching this video at 2x or normal speed. 😂

Convert cars to electric already! My website has that

16:14

Wish I'd heard this guy ten years ago

kzread.info/dash/bejne/aJqFqq6EYcSvctY.htmlsi=rx394b24LSg7pQHO&t=2731 Can someone expand on this part and give examples. I don't quite understand how we can get the cultural details right so the team can copy the thinking?

Chaptersssssss

Plebly non-operators. to operate you need -6094 plate carrier -Crye multicam BDUs -ar15 w/ magpul everything -ability to tzone -big scary optic -to be american -at least 5'10 -not a puss

You can build culture without an office

@learnsocial272

Жыл бұрын

Yeah it's possible Culture is not just meet and hi/ hello It's beyond of this stuff that's why you don't require office 😊

He talks so fast as if he is on coke =)