22 korrents from this recording
Every claim below is a statement made in this recording, quoted word for word and linked to the second it was said, so you can hear it rather than take our word for it. The wording comes from the transcript published alongside the recording; the sentence above each quote is our reading of the claim, not their wording.
0:09:22 · watch on youtube.com↗
Their wordsmanagement is just about in my mind having an outcome. So you want to get something done. That's the thing. You have a northstar. You have a vision and you're just trying to figure out how to use the resources that you have to get that thing done.
0:10:14 · watch on youtube.com↗
Their wordsAnd you have to understand the strengths of of you know used to be people but now it's basically models and different models have different strengths. So it's like they have different personalities
0:13:49 · watch on youtube.com↗
Their wordsif you're really unclear about what success looks like the prompt, you're probably not going to get the most amazing work. Um I think that's true for managing teams and it's very much true for managing AIs.
0:15:20 · watch on youtube.com↗
Their wordsbut if I was, you know, at the zero or 10th percentile, it can certainly get me even today very quickly up to like the 60th 70th in terms of um what the state of the art is.
0:15:36 · watch on youtube.com↗
Their wordsAnd so the main thing that I felt so excited about and this is something I tell my team all the time is we need to dissolve the boundaries of these traditional roles.
0:17:17 · watch on youtube.com↗
Their wordsI find that sometimes when you have like a designer or product manager and let's say I'm an engineer, then when I have a problem like, oh, I need to figure out the product definition, my default will be, well, I've got these people and that's kind of their job description, so I'm just going to delegate that to them.
0:24:06 · watch on youtube.com↗
Their wordsSo yes, the tools are great. We can use cursor. It helps us. It autocompletes. It writes a bunch of things. But the acceleration of learning I think is another maybe underutilized tool in all of our arsenals
0:27:40 · watch on youtube.com↗
Their wordsSo the funny thing, my funny answer to this is I don't actually think a lot of the fast growing companies are using data well at this point. And the main reason why is because traditionally things just didn't grow that fast.
0:29:32 · watch on youtube.com↗
Their wordsIt's easier to even predict whether growth will slow down at a certain point. it's easier to catch these trends earlier. If you don't have good observability over how your business runs and what the company's um key levers are, then you will be scrambling.
0:30:36 · watch on youtube.com↗
Their wordsused to be let's say in the Google world right I knew you were interested in shopping if you click the shopping tab I know you're interested in maps if you click the maps tab, we can measure clicks. Today, it's just all conversation. And so, it's actually harder for us to tease apart what is the user intent.
0:32:56 · watch on youtube.com↗
Their wordswhat you really want is you want to diagnose with data and treat with design. So data is not a tool that's going to tell you what you should build or what the solution is or how we're going to, you know, cure the fact that you don't have really great retention. It's just not.
0:35:14 · watch on youtube.com↗
Their wordsBecause it's like okay we got these numbers and the numbers go up. It's like no, the fact that you still have to choose which things you look at is an art, not a science. And your interpretation of if the number went up 5%, is that good? Is that not good? Is also an interpretation and is an is an art, not a science.
0:36:01 · watch on youtube.com↗
Their wordsSo the other thing I would say that I really support is like you just actually can't make a really great product by thinking you can AB test your way into it.
0:37:34 · watch on youtube.com↗
Their wordsI think that managing change, it's always been manager's job to manage change and there's always the chaos of what's going on. I just think the rate of change is accelerating and we've seen that over the last couple of decades.
0:39:59 · watch on youtube.com↗
Their wordsand that's in some ways what allows it to be very sturdy so I Think today management is really about this idea of like be sturdy while being flexible and that is a very hard thing to pull off
0:43:10 · watch on youtube.com↗
Their wordsAnd I am a very big believer that every strength is its own weakness and every weakness is a strength. There's no such thing as you're going to somehow, you know, get every dimension to be 100%.
0:53:53 · watch on youtube.com↗
Their wordsI go back to usually when people are unhappy it's because these things are a little bit out of sync. Like they want this big thing, but they don't actually they're not actually excited about what it takes to do that thing and therefore it's just going to be a mismatch.
0:54:29 · watch on youtube.com↗
Their wordswe often also have this mental model of like oh our managers are a judge and they're going to judge me on whether or not I got it I did well I should get a promotion I should be fired so there's this sometimes fear that people have but I think in the very best relationships the manager is like a guide
0:58:21 · watch on youtube.com↗
Their wordsBut feedback really in my mind ideally should be like a daily practice because the thing that matters for us in the long run as a team is how quickly are we getting better. So a team that just gets 1% better every week compared to a team that gets 1% better a month is even if they start off at a much lower baseline is going to outperform in a very short amount of time the team that doesn't get better.
1:12:00 · watch on youtube.com↗
Their wordsI can tell you right now, every single manager I've ever managed where they're like, I don't really think this is a good idea. The there's no case where I can think of where the project somehow turned out to be like wildly successful.
1:21:45 · watch on youtube.com↗
Their wordsAnd so it's not really about the environment or the wall. It's really about how we see it and whether we can find the thing that is deep and rich and infinite in that direction.
1:32:29 · watch on youtube.com↗
Their wordsYou can shortcut like hard feelings because now you can just watch TikTok instead of actually dealing with the very difficult emotion or tension that you had with a colleague or with your partner or with your children.