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The number of billionaires who live in Silicon Valley 56

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Sergey Brin David Cheriton David Filo Reid Hoffman Yuri Milner Laurene Powell Jobs Larry Page Richard Peery Robert Pera Jeffrey Skoll Andreas Von Bechtolsheim Romesh Wadhwani Jerry Yang Mark Zuckerberg John Arrillaga Carl Berg Jim Breyer Scott Cook Helen Diller Sanford Diller John Doerr Larry Ellison Ken Fisher Charles Johnson Rupert Johnson II Vinod Khosla Gordon Moore John Morgridge George Roberts Eric Schmidt Charles Schwab Kavitark Ram Shiram Thomas Siebel John A. Sobrato Mark Stevens Meg Whitman Riley Bechtel Stephen Bechtel Marc Benioff James Coulter Ray Dolby Jack Dorsey Doris Fisher John Fisher Robert Fisher William Fisher Gordon Getty William Randolph Hearts III Michael Moritz Dustin Moskovitz John Pritzker Riley Bechtel Thomas Steyer Peter Thiel

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The chance of becomming a billionaire 1 in 785,166

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The cost of potentially life-changing leadership advice from these billionaires $0

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Learn how to build an incredible company culture - follow us: Twitter Blog Slideshare Before we continue...

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“There is no perfect fit when you’re looking for the next big thing to do. You have to take opportunities and make an opportunity fit for you, rather than the other way around. The ability to learn is the most important quality a leader can have.” Sheryl Sandberg - Facebook

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We are biased towards people who never give up, who never quit; and that’s something you can’t find on a resume. We look for courage, and we look for genius. There’s all this talk about how important failure is. I call it the failure fetish. ‘Failure is wonderful, it teaches you so much, it is great to fail a lot,’ they say. But we think failure sucks. Success is wonderful. Marc Andreessen – Andreessen Horowitz

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Do something that you love. We spend a lot of time at work. I’ve probably spent 150 hours over the last couple of weeks. And so you have to find something that you love and I think you need to do it with people who you really enjoy. I get tremendous satisfaction from the team – the joy of collaboration from figuring things out together. And so I think teams and the people that you work with are incredibly important. Meg Whitman – Hewlett Packard

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Companies full of people looking after themselves will, by default, make their companies better too. In this sense, leaders don’t need to lose hope; they just need to play the game better. Reid Hoffman - LinkedIn

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Andy Grove wrote a very important book in the ’80s. it’s called ‘Only the paranoid survive!.’ I think you have to be both overconfident and paranoid at the same time almost schizophrenic in your personality. Overconfident about your ability to solve a problem. Paranoid that everything will get you, so you’re constantly looking for the problems. Vinod Khosla – Khosla Ventures

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There is nothing else that kills ambitions of a person as criticism from superiors. I never criticize anyone. I believe in giving a person incentive to work. So I am anxious to praise but loath to find fault. If I like anything, I am hearty in my approbation and lavish in my praise. Charles Schwab - Charles Schwab

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I’ve been put in a position I’ve never dreamed of. I’ve got to conduct myself accordingly. There’s pressure. But we don’t walk around here saying, ‘We’re going to be rich.’ This is my idea of a good time. I visit with customers. They’re using products with my name on them. I want to be doing this when I’m 65. I want the very same job. Thomas Siebel – Siebel Systems

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When I explain our company values and the foundation to prospective employees, they realize that they have an opportunity to do much more than change the way businesses manage and share information. When you take a workforce of smart, creative, dedicated people and say “take this company time to serve your community, and bring along your coworkers, customers, and partners” great things happen. Marc Benioff – Salesforce

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It’s always a bad idea to set one’s employees too much against one another. You want to find ways to differentiate people’s roles. Frame it this way: If you were a sociopathic boss who wanted to create trouble for your employees, the formula you would follow would be to tell two people to do the exact same thing. That’s a guaranteed formula for creating conflict. If you’re not a sociopath, you want to be very careful to avoid this. Peter Thiel - Paypal

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My biggest mistake is probably weighing too much on someone’s talent and not someone’s personality. I think it matters whether someone has a good heart. Elon Musk - Tesla

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My job as a leader is to make sure everybody in the company has great opportunities, and that they feel they’re having a meaningful impact and are contributing to the good of society. As a world, we’re doing a better job of that. My goal is for Google to lead, not follow that. Larry Page - Google

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All my days are themed. Monday is management. Tuesday is product, engineering, and design. Wednesday is marketing, growth, and communications. Thursday is partnership and developers. Friday is company and culture. On the days beginning with T, I start at Twitter in the morning, then go to Square in the afternoon. Sundays are for strategy. Saturday is a day off. Jack Dorsey - Square

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In the past, as my companies have grown, I’ve hired these amazing people and I felt like I was getting less and less of them as the company got bigger. Part of that was because they were in a particular area and they had ideas, concerns or perspectives, that were relevant outside of those areas, but it wasn’t clear what to do with those. Holacracy provides a very specific way where people are actually encouraged to bring this stuff up. It’s called processing tension; it’s very efficient and you really take advantage of everybody’s perspective and ideas. Evan Williams - Twitter

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Create a culture inside your company that values feedback, transparency and continuous communication What can you do, today, to become a better leader?

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Do a better job listening to your employees early and often In other words...

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Companies who collect regular employee feedback have turnover rates 15% lower than companies using annual surveys Here’s something you may not know…

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Surveys Ideas & Feedback Insight Request an invite Start listening to your employees PeopleSpark helps you collect ideas and feedback from your employees so you create an incredible company culture.

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Learn how to build an incredible company culture - follow us: Twitter Blog Slideshare