Who is Trillion Dollar Coach ( Bill Campbell.jr)
William Vincent Campbell Jr. (August 31, 1940 – April 18, 2016) was an American businessman and chairman of the board of trustees of Columbia University and chairman of the board of Intuit. He was VP of Marketing and board director for Apple Inc. and CEO for Claris, Intuit, and GO Corporation.Campbell coached, among others, Larry Page, Sergey Brin, Eric Schmidt, and Sundar Pichai at Google, Steve Jobs at Apple, Jeff Bezos at Amazon, Jack Dorsey and Dick Costolo at Twitter, and Sheryl Sandberg at Facebook.
About authors:
Eric Schimdit servers as Google CEO and chairman from 2001 until 2011, Google executive chairman from 2011 to 2015, Alphabet executive chairman from to 2015 to 2018
Jonathan Roseberg was a senior vice president at Google and is an advisor to the Alphabet management team. He ran the Google product team from 2002 to 2011.
Alan Eagle is an author and executive communications consultant, helping leaders and companies shape and tell their stories. He spent 16 years at Google, partnering with executives to communicate the company’s story to clients, partners, employees and the public. He is the co-author of the books; How Google works and Trillion Dollar coach, and the author of , all by himself of seven letters-into- the editor pun=blished in sports illustrated. He never won the new yorker captain.
About this Book
Bill Campbell helped to build some of Silicon Valley’s greatest companies -- including Google, Apple, and Intuit -- and to create over a trillion dollars in market value. A former college football player and coach, Bill mentored visionaries such as Steve Jobs, Larry Page, and Eric Schmidt and coached dozens of leaders on both coasts. When he passed away in 2016, “the Coach” left behind a legacy of growing companies and successful people, and an abundance of respect, friendship, and love.
From their vantage points at Google, Eric Schmidt, Jonathan Rosenberg, and Alan Eagle experienced firsthand how Bill developed trusting relationships, fostered personal growth, infused courage, emphasized operational excellence, and identified simmering tensions that inevitably arise in fast-moving environments. To honor their mentor and inspire and teach future generations, they have codified his wisdom in this essential guide.
Based on interviews with more than eighty people who knew and loved Bill Campbell, Trillion Dollar Coach explains the Coach’s principles and illustrates them with stories from the great companies and people with whom he worked and played. The result is a blueprint for forward-thinking business leaders and managers that will help them create higher-performing and faster-moving teams and companies.
https://www.trilliondollarcoach.com/
Notes taken:
To be a great manager you have to be a great coach.
The higher you climb the more your success depends on making other people successful.
Best coach is the one who brings out the best in others for being simultaneously supportive and challenging and for giving more than lip service to the notion of putting people first.
The cadillac and the CEO
There is nothing more important to you in later life than good grades loafing in school may prevent one’s chances of success.
Football coaches depend on dispassion but in business there is growing evidence that compassion is a key factor to success.
The coach never stopped coaching.
Treats everyone the same way.
Most of us have a circle of friends and acquaintances in our lives that come and go through the years. And then we have a much smaller subset of our close friends and our family.
Best friends are the ones who you can talk about anything with and you don’t have to worry. You know they will always be there.
The smart creative is someone who combines technical depth with business savvy and creative flair.
Critical factor for success in companies; teams that act as communities, integrating interests and putting aside differences to be individually and collectively obsessed with what’s good for the company.
Research shows that when people feel like they are part of a supportive community at work, they are more engaged with their jobs and more productive. Conversely , a lack of community is a leading factor in job burnout.
Selfish individuals can beat altruistic ones.
Every sports team needs a coach and the best coaches make good teams great. The same goes in business. Any company that wants to succeed in a time where technology has suffused every industry and most aspects of consumer life where spend and innovation are paramount, must have team coaching as part of its culture.
Coaching is the best way to mold effective people into powerful teams.
Being a good coach is essential to being a good manager and leader.
Coaching is no longer a specialty; you cannot be a good manager without being a coach.
Many other skills of management can be delegated but not coaching.
An essential component of high-performing teams is a leader who is both a savvy manager and a caring coach.
Your title makes you Manager your People make you a Leader
There’s always tension between creativity and operational efficiency.
Bill felt that leadership was something that evolved as a result of management excellence.
How do you bring people around and help them flourish in your environment? It's nor by being a dictator. It’s making sure that they feel valued by being in the room with you. Listen and pay attention; this is what great managers do.
New managers soon learn to emerge only as the manager establishes credibility with subordinates, peers and superiors.
People don’t just chase against an authoritarian management style, but are also more likely to have the team altogether.
If you’ve a great manager, your people will make you a leader.
People are the foundation of any company’s success.
The primary job of each manager is to help people be more effective in their job and grow and develop.
Support means giving people the tools, information, training, and coaching they need to succeed.
Great managers help people excel and grow.
Respect means understanding people’s unique career goals and being sensitive to their life choices.
Trust means freeing people to do their jobs and to make decisions. It means knowing people want to do well and believing that they will.
Great coaches lie awake at night thinking about how to make you better. They relish creating an environment where you get more out of yourself.
Coaches are like great artists getting the stroke exactly right on a painting. They are painting relationships.
Most people don’t spend a lot of time thinking about how they are going to make someone else better.
The top priority of any manager is the well-being and success of his/her people.
Knowing what to share and communicate and with whom is an important part of a manager’s job.
Use meetings to get everyone on the same page, get to the right debate, and make decisions.
To build rapport and better relationships among team members, start team meetings with top reports, or other types of more personal, non-business topics.
The most important thing a manager does is to help people be more effective and to grow and develop.
Having these sorts of substantive conservations as opposed to truly small talk, makes people happier.
A place where the pep manager makes all decisions leads to just the opposite, because people will spend their time trying to convince the manager that their idea is the best. In that scenario, it’s not about the best idea carrying the day, it’s about who does the best job of lobbying the top dog. In other words, politics.
When a leader can get people past being passive- aggressive, then heated but honest arguments can happen.
If your team is working well and thinking about the company first rather than me-first, then after the fire works subside the best idea will likely emerge.
When the best ideas don't emerge in discussion, it’s time for the manager to force the decision or make it himself/herself.
A manager's job is to break ties and make their people better.
Failure to make a decision can be as damaging as a wrong decision.
There’s indecision in business all the time, because there’s no perfect answer. Do something, even if it’s wrong.
Having a well-run process to get to a decision is just as important as the decision itself because it gives the team confidence and keeps everyone moving.
Make the best decision you can, then move on.
Making decisions with integrity which means following a good process and always prioritizing what is the right thing for the business rather than any individual.
The manager’s job is to run a decision making process that ensures all perspectives get heard and considered, if necessary, to break ties and make the decision.
More genius, less aberrant.
Never put up with people who cross ethical lines; lying, lapses of integrity or ethics, harassing or mistreating colleagues.
Seeking attention is one trait of narcissism.
Aberrant geniuses-high performing but difficult team members- should be tolerated and even protected. As long as their behavior isn’t unethical or abusive and their value outweighs the toll their behavior takes on management colleagues and teams.
Money isn’t always about money.
For a great many people, money is about money.
Compensation isn’t just about the economic value of money; it’s about the emotional value.
Compensation it’s a signaling device for recognition, respect, and status, and it ties people strongly to the goals of the company.
Compensating people well demonstrates love and respect and ties them strongly to the goals of the company.
Innovation is where the crazy people have structure.
The purpose of a company is to take the vision you have of the product and bring it to life. Then you put all the other components around it: finance, sales, marketing to get the product out the door and make sure it’s successful.
Products teams are the heart of the company. They are the ones who create new products.
The ultimate objective of product teams is to create great product market fit. If you have the right product for the right market at the right time, then go full steam ahead.
If you have the right product for the right market at the right time, go as fast as you can.
The degree of independence of creative thinking of being not so conformist is a strength. You need to embrace that non-conformist streak.
The purpose of a company is to bring a product vision to life all the other components are in service to the product.
Treating the departing people well is important for the morale and well-being of the remaining team.
If you have to let people go, be generous, treat them well, and celebrate their accomplishment.
A good effective board can be a tremendous asset to a company, while a weak one just sucks up time.
A virtuous cycle of respect, trust, and condor is one thing that makes great boards great.
Bad board member looks; “ someone who just walks in and wants to be the smartest guy in the room and talks too much”.
It’s the CEO’s job to manage boards, not the other way around.
Build an envelope of trust
Perhaps the most important currency in a relationship, friendship, romantic, familial or professional is trust.
The trust is the willingness to accept vulnerability based upon positive expectations about another’s behavior.
Trust means loyalty to each other, to your family and friends, and to your team and company.
Trust means integrity and it means you actually had talent, skills, power and diligence to accomplish what you promised.
Trust means discretion; discretion is very valuable to a coach, who always needs to know what’s going on, but also needs to be seen by his coaches as someone who honors their privacy.
Built a great relationship around trust, whether we agreed or disagreed.
Trust doesn’t mean you always agree; in fact, it makes it easier to disagree with someone.
Teams that trust each other will still have disagreements, but when they do, they will be accompanied by less emotional rancor.
Smart alecks are not coachable.
Leadership is not about you, it’s about service to something bigger: the company, the team.
A coach is someone who tells you what you don’t want to hear, who has you see what you don’t want to see, so you can be who you have always known you could be.
People who want to get the best out of a coaching relationship need to be coachable.
The traits of a coachability are honesty and humility, the willingness to persevere and work hard, and a constant openness to learning.
People who generate a lot of bullshitters aren’t coachable.
We’d all be a lot wiser if we listened more, not just hearing the words, but listening and not thinking about what we’re going to say.
People perceive the best listeners to be those who periodically ask questions that promote discovery and insight.
When you listen to people, they feel valued.
Listen to people with your full and undivided attention, don't think ahead to what you’re going to say next and ask questions to get to the real issue.
You can keep someone’s respect and loyalty while delivering tough news about their performance.
Being a great boss means saying what you really think in a way that still lets people know you care.
Lots of people won’t actually state their mind.
No gap between statements and facts.
Be relentlessly honest and candid, couple negative feedback with caring, give feedback as soon as possible , and if the feedback is negative, deliver it privately.
Don’t tell people what to do, tell them stories about why they are doing it.
Disagreeable givers are gruff and tough on the surface, but underneath they have others’ best interest at heart. They give the critical feedback no one wants to hear but everyone needs to hear.
Don’t tell people what to do; offer stories and help guide them to the best decisions for them.
Be the evangelist for courage.
Courage is hard. People are naturally afraid of taking rises for fear of failure.
Be the person who gives energy, not one who takes it away.
When things are bad people come into work everyday getting beat up. Everyone feeds awful.
As a leader you can’t fix them when morale is down. So you need to build the confidence of the team.
Believe in people more than they believe in themselves, and push them to be more courageous.
Bring your whole.
People prefer leaders who are different because it makes leadership seem more attainable.
People are most effective when they can be completely themselves and bring their full identity to work.
Team first
You can’t get anything done without a team.
You can only really succeed and accomplish things through the collective, the common purpose.
A tribe including many members who, from possessing in a high degree the spirit of patriotism, fidelity, obedience, courage and sympathy, were alway ready to aid one another, and to sacrifice themselves for the common good, would be victorious over most other tribes; and this would be natural selection.
Work the team; then problem.
When faced with a problem or opportunity, the first step is to ensure the right team is in place and working on it.
Pick the right players.
If you’re running a company, you have to surround yourself with really, really good people.
Everybody that is managing a function on behalf of the CEO ought to be better at that function than the CEO.
Characteristics of smart people according to Bill Campbell
1)The person has to be smart, not necessarily accordingly but more from the standpoint of being able to get up to speed quickly in different areas and then make connections.
2)The person has to work hard.
3)The person has to have high integrity
4)The person should have that hard-to-define characteristic grit.
5)The ability to get knocked down and have the passion and perseverance to get up and go at it again.
You need to find people who understand that their success depends on working well together, that there’s give and take people who put the company first.
Combination of smarts and hearts creates better managers, positive leadership makes it easier to solve problems.
Air all the negative issues, but don’t dwell on them and move on as first as possible.
You can’t talk about coaching or leading a company without talking about winning. That’s what the good coaches do. That’s what great leaders do.
Leaders led.
You can’t afford to doubt. You need to commit. You can make mistakes, but you can’t have one foot in and one foot out, because if you aren’t fully committed then the people around you won’t be either. If you’ve in, be in.
Failure is a good teacher.
Loyalty, commitment and integrity are even more important. When things are going badly, teams need even more of those characteristics from their leaders.
The humanity of winning: winning as a team and winning ethically; it’s amazing what can be accomplished if you don’t care who gets the credit.
Strive to win but always win right with commitment, teamwork and integrity.
When things are going badly, teams need even more loyalty, commitment, and integrity from their leaders.
When you’re losing, recommit to the cause, lead.
The top characteristics to look for are smarts and hearts; the ability to learn fast, a willingness to work hard, integrity,gritty, empathy, and a team-first attitude.
Why are some teams ‘smarter” than the sum of their individual IQ? The answer is threefold; on the most effective teams everyone contributes rather than one or two people dominating discussions, people on those teams are better at reading complex emotional status and the teams have more women.
You can always find a woman for a job, it may just take a little longer.
Winning depends on having the best team, and the best team has more women.
Another word of tension is politics.
When you hear people saying that things are getting political, that often means that problems have arisen because the data or process hasn’t led to the best decision.
Beat the politics out of the situation by bringing up the problem clearly, then forcing everyone to focus on it.
Solve the biggest problem; identify the biggest problem, the elephant in the room, bring it in front and center, and fade it first.
“Learning forward” - not what happened and who’s to blame, but what are we going to do about it?
Listen, observe, and fill the communication and understanding gaps between people.
Fill the gaps between people.
Permission to be empathetic
Leading teams becomes a lot more joyful and the teams more effective, when you know and care about the people.
The Power of Love
People tend to assume that people who are warm are incompetent and those who are cold, competent.
You can’t be one without the other.
Love is a word you don’t hear a lot in business settings.
The concept of male love is something people aren’t used to talking about. When he is yelling at you, it’s because he loves you and cares and wants you to succeed.
That people in your team are people, that the whole team becomes stronger when you break down the walls between the professional and human persones and embrace the whole person with love.
To care about people you have to care about people.
You have to take the time to smell the roses, and the roses are your people.
Compassion isn’t just good, it’s good for business.
To care about people you have to care about people. Ask about their lives outside of work, understand their families, and when things get rough, show up.
Cheer demonstrably for people and their successes.
No one came to the old pro to network or to talk about deals.
Once you have your team or your community, what matters most are the bonds between the people on the team, which are forged by caring for each other and the common good.
Community building doesn’t have to be expensive.
Always build communities.
Build communities inside and outside of work, a place is much stronger when people are connected.
Help people.
Reb Rebele” being an effective giver isn’t about dropping everything, everytime for every person. It’s about making sure that the benefits of helping others outweigh the costs to you.
Be generous with your time, connections, and other resources.
Love the founders, and ensure they stay engaged in a meaningful way regardless of their operating role.
Love the founders: hold a special reverence for - and protect - the people with the most vision and passion for the company.
Loving colleagues in the workplace may be challenging, so practice it until it becomes more natural.
Love is part of what makes a great team great.
Great coaches look beyond.
The Yard Stick
If you’ve been blessed, be a blessing.
References
My 11 Notes from “Trillion Dollar Coach: The Leadership Playbook of Silicon Valley’s Bill Campbell”
TRILLION DOLLAR COACH The Leadership Playbook of Silicon Valley’s Bill Campbell
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