Winston Weinberg

Because what you do is you take the stuff that isn't really a huge problem and you just put that somewhere else, right?

And so all you're paying attention to are the problems.

And if you do that over time, you're way less stressed.

Because you might be stressed about one thing, but it's, again, not as thrashy.

You aren't poking as much because you're trying to fix the same thing.

And you don't feel like there's a thousand things that are going wrong.

You feel like there's one thing that is terminal, right?

But you can just focus on how do you incrementally improve that terminal issue.

Yeah.

The best way to do this is hiring.

There's no other way to do it.

It is hiring and culture.

And so what you need to do is hire a very good team that all feels the same way you do.

And what your job then is, is how do you instill a sense of urgency into the rest of that team?

And then those leaders will instill it into their team.

And then those leaders will instill it into their team, right?

So it's more how do you create a culture and a hiring process that hires and promotes people that have a sense of urgency and can instill that into the rest of folks because that will scale.

If it's just you poking, you're just going to cause so much thrash that the company is not going to move in a good direction.

Right now, when I'm hiring executives, the thing I look for the most is they have to believe the same thing that I believe, which is the next year or two years are basically going to define the companies that are successful for the next decade probably, right, if not more.

you have to be able to think about kind of all of your decisions is that way, right?