Learn from some of the top leaders.

1. LIFE-CHANGING LEADERSHIP ADVICE
FROM SILICON VALLEY BILLIONAIRES

2. The number of billionaires who
live in Silicon Valley

3. 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 PritzkerRiley Bechtel
Thomas Steyer
Peter Thiel

4. The chance of becomming a billionaire
1 in 785,166

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

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

7. “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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

19. 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

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

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

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

23. 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.

24. Learn how to build an incredible
company culture - follow us:
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