Nice piece! Loved one thing in particular. Meg has clearly set up a culture that preserves the core to founder success - team candor and safety to tell their boss and founder that they don’t think her ideas were good. Right or wrong, so many founders lose that critical input and build a team of compliance which can widen blind spots. And…
Nice piece! Loved one thing in particular. Meg has clearly set up a culture that preserves the core to founder success - team candor and safety to tell their boss and founder that they don’t think her ideas were good. Right or wrong, so many founders lose that critical input and build a team of compliance which can widen blind spots. And coupled with that, she also shows how critical it is to maintain a belief in something despite doubters. It’s better than the “fail fast” mentality. It’s conviction in the unconventional. 👏🏼👏🏼
Thank you so much for this kind and thoughtful note, Shaun. I trust my team and they are not afraid (at all!) to tell me when they think I’m wrong. I’m wrong a lot.
Nice piece! Loved one thing in particular. Meg has clearly set up a culture that preserves the core to founder success - team candor and safety to tell their boss and founder that they don’t think her ideas were good. Right or wrong, so many founders lose that critical input and build a team of compliance which can widen blind spots. And coupled with that, she also shows how critical it is to maintain a belief in something despite doubters. It’s better than the “fail fast” mentality. It’s conviction in the unconventional. 👏🏼👏🏼
Thank you so much for this kind and thoughtful note, Shaun. I trust my team and they are not afraid (at all!) to tell me when they think I’m wrong. I’m wrong a lot.