Kim Scott

Don’t let decisions get pushed up. A lot of times you see decisions get kicked up to the more senior level, and so they get made by people who happen to be sitting around a certain table, not the people who know the facts. Don’t let this happen.

Kim Scott

Somehow people’s egos get invested in making decisions. If they get left out, they feel almost a loss of personhood. So you get ego-based decisions instead of fact-based decisions. The more you push yourself and your managers out of the process, the better your decisions will be.

My Management Lessons from Three Failed Startups, Google, Apple, Dropbox, and Twitter

During the last 20 years, Kim Scott has held leadership roles at some of the biggest and most influential tech companies in the world. Most recently, she advised Dropbox and Twitter. At First Round’s recent CEO Summit, she shared what she believes to be the most important management lessons she’s learned.

Warning: This Is Not Your Grandfather’s Talent Planning

Kim Scott, co-founder of Candor, Inc., has built her career around creating bullshit-free zones where people love their work and working together. Inspired by her talk at First Round’s CEO Summit, Scott shares her epiphany about management — and the mindset and framework it takes to really build a kick-ass team, starting with deciphering the distinct attributes and incentives of high-performers.

Kim Scott

Having three different career conversations — life story, dreams, and career action plan — is a much better course of action. It’ll help you decode who’s in superstar mode, rock star mode and — most critically — who is changing modes. Taken together, these three conversations, with each person who reports directly to you, will help you balance growth and stability so your team can … [ Read more ]

Kim Scott

Take note of the lifetime of superstars. Make sure you identify a successor because you often can’t retain your superstars. They’re going to leave you better than they found you. Make the most of them while you get them, but don’t assume they are going to stick around forever because they often don’t. Whatever you do, don’t confuse management and growth. Don’t automatically manager-track the … [ Read more ]

Kim Scott

Performance is a key factor — it’s important to distinguish excellent performance from low performance. That’s fine. But often when we think about so called ‘talent planning’ — we use the word ‘potential.’ ‘Potential’ is exactly the wrong word. The problem with “potential” is that when you mark someone as low-potential, you devalue your rock stars off the bat. Instead, use the word growth trajectory. … [ Read more ]

Kim Scott

People in superstar mode want a world they can change. Those in rock star mode seek a world they can stabilize. You’ll need both.