Our human mind dislikes letting it go. A lot of it has to do with sunk cost. Our capital, emotional attachment to the cause, relationship et all.
I keep reading and motivational speakers and social media marketers championing: Don’t Quit. What they don’t tell you is the opportunity cost.
Our sunk cost takes over our opportunity cost. We get blinded by we can do it, it will work. Our rationality goes for the toss, we are only getting closer to death and trying to work on a product, relationship which has no future.
Smart folks know when to leave and let go things. The only permanence in our life is the very nature of impermanence.
I was reading Daily Rituals: How Great Minds Make Time, Find Inspiration, and Get to Work.
The common pattern and learning were:
People left their brains on autopilot.
Some went for long walks.
Some started day with a cup of coffee, tea or music.
Some had lots of cigars
Others like Jung built their own house in the jungle where they would do their work at peace.
Once you develop this habit, a daily ritual the brain stops getting distracted. You get into your world where you are super productive. Cal Newport calls it Deep Work and Mihaly Csikszentmihalyi calls it Flow.
To be productive, you have to stick to a daily routine and over some time, everything starts happening on its own.
To make use of this precious time of your life, you need to find your ritual and stick to it for a long period aka dispose of it to Type 2 brain.
During the time of reading the book, I created some rituals for myself. I am following some of it, while some will still take time to take on to autopilot. Our life is a continuously evolving journey.
I keep hearing from my founders’ friend about the star player in their team. Someone super-efficient. We become so dependent on him/her that we start defining companies process at their convenience. That is a huge mistake. This effects the overall growth of companies’ development and culture suffers.
Do not let your company or product development run in the hand of a star player. He or she can end up becoming the biggest bottleneck for the future. On top of that keep a strong code review process, that way if he/she leaves nothing remains at their mercy.
As a founder company is your baby, people will come and go. Don’t be a hostage in the hands of these star players. Treat, incentivize everyone and keep a level playing field.
People switch jobs like taxi ride finishing a trip. There is no sense of commitment. People are willing to let go of their year-long hard-earned respect and trust.
Finding people who will abide by their ethics is like searching for wise men in daylight like Diogenes.
Any kind of perk, freedom or trust is valued as peanuts when an employee finds a newer pasture. Most don’t even stick by their virtues and commitment. The willingness of ethics is for philosophers, not job-hopping employees.
My learning, if someone wants to move on: have them quit immediately. Their presence gets burdensome for the entire organization especially when you have a pizza size team.
Marc Benioff is a philanthropist, billionaire, and founder of Salesforce. The company which transformed IT consumption by innovating the SaaS model of software consumption for the enterprise. He was the real disrupter, moving users from old systems like Sibel to simple easy software with pay as you go model.
Marc bought a lot of his learning from the early days of his work at Oracle. He considers Larry Elison as his friend/mentor, apart from being his early investor. Larry made 200X return of his investment. 😀
In the book, Marc openly talks about his playbooks or we can say principles. As a founder, it is extremely important to have a set of principles. Ray Dalio in his book Principles has written in detail about the same.
The lesson he shares is similar to what every other successful founder shares in hiring, raising, competing above all keeping customers in the center.
Marc attributes a lot of Salesforce success to the community and listening to customer’s feedback. He mentions Amazon for its user interface and customer delight in the book.
Hire right, trustworthy folks who believe in the vision of your organization.