Peter Deng, a venture capitalist and former tech executive, highlights the importance of hiring self-starters who can operate independently within six months. In a recent podcast, Deng stated that if he still needs to guide a new hire after this period, he's not hiring the right person. He believes this approach maintains high standards during recruitment while offering benchmarks for success. By focusing on this metric, both the employee and Deng elevate their performance, transforming the traditional goal-setting into collaborative calibration of objectives.
I really optimize for everyone that I support and everyone I hire, which is in six months, if I'm telling you what to do, I've hired the wrong person.
It helps me and the person operate on a different level, where the goal is not 'Did you hit this OKR?' The meta goal becomes 'Are we calibrating enough?'
Holding myself to this bar for excellence has benefited me in three ways: it reminds me to keep my bar super high, it creates a benchmark for success, and it elevates both my performance and the new hire's performance.
Deng emphasizes the importance of hiring self-starters, stating that it creates a safe space for both hires and himself to focus on long-term goals.
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