75 Books in 12 Months

Today is Election Day in the US, and after the “shoot-self-in-the-other-foot” results came out this time last year, I decided the news – which for me was mostly podcasts – didn’t deserve my attention anymore.

I’ve always been a news junkie – from being an early user of Pointcast to listening to podcasts before they were even called that (I downloaded MP3s to a clunky Windows CE phone).

For well over a decade, my habit was a daily soundtrack of quality podcasts, and along with mostly getting through the The Economist audio edition each week. I was super plugged in – probably too plugged in. 

However, somewhere I’d heard that the average book contains something like 100x more effort per word or per hour than a blog post or podcast episode. It made sense – the writing and re-writing of a manuscript, the editors, the fact-checking, the publishing, printing, marketing – there’s just a lot more work there. While the output isn’t guaranteed to be high quality, it’s clear that writing a book requires a lot more effort to create, and involves risk to their reputation by publishing it, than a podcast or a blog post.

So I decided to change the inputs. I stopped listening to pundits and started listening to authors – same hours, but with a very different signal-to-noise ratio. Over the next twelve months, those hours added up to seventy-five books – with the added benefit of a lot more insight and a lot less outrage.


Of course, “reading” is being a bit generous. With my Audible subscription, I listened, with all of those hours of a day when your hands and eyes are occupied but your brain is empty. With a busy house, that meant listening to books while cooking, doing laundry, working out or driving to the mountains. I know it’s not the same as quiet, contemplative reading – but perfect is the enemy of done, and this experience turned out to be surprisingly great.

This meant I turned my idle time into learning time. Some books I finished in a couple of days; others were a lot longer (hello, Steve Jobs at over 25h). So while it wasn’t ideal – and there’s a couple of interactive books on this list I haven’t finished – being a slightly distracted reader is a lot better than an aspiring reader full of (reasonable) excuses.


A few friends I’ve talked to about this lately have asked for recommendations and a list. I’ll share those below, and in the future I’ll have more details to share about why I loved the books I gave 5 stars to. But overall, I’d had a few reflections beyond the obvious that this has been 1000x better than listening to podcasts.

  1. History is underrated. Every generation thinks it’s the apex of progress – and as a creature of the tech industry, I’m probably more susceptible than most to that hubris. Reading history has been educational and grounding; biographies show how our ancestors wrestled with the same greed, courage, and confusion we do – just with worse lighting.
  2. Psychology is endlessly fascinating. We all see the world through the eyes we have, filtered by the experiences we’ve had and moderated by our feelings. Given this is unavoidable, one of the most powerful things we can do is understand ourselves better – more honestly, more clearly. This isn’t about self-help or self-change or self-healing – this is about trying to get to the truth, knowing that all of us are biological filters.
  3. Successful people are all weird – thankfully. This is great news for all of us who don’t try and “fit in” with a crowd. Sure, they’re often talented and they’re always hard working, but they’re also independent thinkers who are comfortable enough in themselves to never stop being curious and learning. Since you’re almost certain to be as weird to be reading my post as I am for writing this, I think that is pretty awesome.
  4. Making time for reflection is the next challenge. While my pace will probably slow now that TeamScore is rocking and rolling, I’m going to keep this “books over podcasts” habit going. However, the challenge I’m still a long way from solving is making the time to reflect, internalize and truly learn from the lessons on these pages (or through these earbuds).

Anyway, onto the list!

American Kingpin: The Epic Hunt for the Criminal Mastermind Behind the Silk Road
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By Nick Bilton (2017). The story of the hunt for Ross Ulbricht, the creator of the “Silk Road” dark web marketplace for illegal drugs and services.

Review: A truly remarkable piece of journalism into a wild story, the journey of Russ Ulbricht from brilliant and frustrated libertarian to digital gangster is incredible. The fact this guy was recently pardoned for his crimes while “the good guys” at the FBI and the grieving parents in Perth continue to suffer is a travesty. An incredible tale by Bilton – he must be as mad as any honest person for how things have played out.

Billion Dollar Whale
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By Bradley Hope, Tom Wright (2018). Exposes the story of Jho Low and the 1MDB scandal, a massive international fraud scheme that siphoned billions from a Malaysian state fund.

Review: Incredible story of absurd extravagance and brazen criminality filled with a lot of color. Seeing a country slightly smaller than my own (Australia), and where I got to do a bit of business school (Penang), be systematically looted by the PM, his family and of course the criminal protagonist of this tale is enough to make your blood boil because the perpetrators appear to have gotten away with it all.

Crossing the Chasm
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By Geoffrey A Moore (1991, 2012). Moore’s classic maps the perilous gap between early adopters and the mainstream market that kills most tech startups. He explains why enthusiasm from innovators doesn’t automatically translate to scale, and how positioning, messaging, and product focus must evolve to cross into the mass market. Still the definitive playbook for moving from promising idea to profitable company..

Review: An oldie but a goodie, the amazing thing about this book isn’t just its staying power – it is how it feels like it more relevant than at any point in the last 20 years. While many of the books here have shaped how I think about building Ascendius and growing the user-base of TeamScore, this book feels like it applies to a world where the audience is fragmented, unreachable and you have to earn the engagement from your ICP.

Flow: The Psychology of Optimal Experience
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By Mihaly Csikszentmihalyi (1990). Introduces the concept of “flow,” a state of optimal experience where a person is fully immersed, focused, and energized by an activity..

Review: The closest book on this list to a religious experience, Mihaly’s book is dense, intense and it reads like the culmination of an incredible mind’s life’s work. I think I’m going to have to read it at least two more times – but I got so much out of the first read (I can still remember where I was standing and what I was looking at when I was listening to certain parts of it), I still recommend it without reservation.

If Anyone Builds It, Everyone Dies: Why Superhuman AI Would Kill Us All
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By Eliezer Yudkowsky, Nate Soares (2024). Presents the argument that the development of superhuman artificial intelligence (AGI) poses an existential risk to humanity and is likely uncontrollable.

Review: A wild and super cerebral story which would be easy to put into the category of scaremongering hyperbole if it wasn’t for the credibility and pedigree of the authors. While understandably heavy on thought experiments – which are actually easy to read and understand, but way too elaborate to re-tell when you want to promote the book – this is a great read if you’re not already taking prescription meds for anxiety.

Invention: A Life of Learning Through Failure
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By James Dyson (2021). James Dyson’s memoir about his life as an inventor and entrepreneur, emphasizing the critical importance of failure and persistence in the design process.

Review: An incredible story from one of the most determined and successful inventors of the last 30 years, Dyson’s autobiography contains both great insights and a lot of spicy opinions about the country he loves (and drives him mad). We had one of those knock-off Amway vacuums growing – reading how rotten they were made me wish we hadn’t. The UK is very lucky to have Dyson – definitely a diamond in the rough.

Man’s Search for Meaning
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By Viktor E. Frankl (1946). A psychiatrist’s memoir of his time in Nazi concentration camps, where he developed “logotherapy,” a belief that the primary human drive is to find meaning.

Review: Understandably regarded as one of the most impactful books of the 20th century, I was surprised by the level of detail and the unvarnished nature of his insights on being in Nazi concentration camps. The psychology insights and lessons weren’t as extensive as I had anticipated given how impactful those insights have been over the years through other work, but this book is essential reading for any thinking person, especially with the echoes of the 1930s today.

Mindset
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By Carol Dweck (2006, updated 2021). Introduces the concepts of the “fixed mindset” (believing abilities are static) and the “growth mindset” (believing abilities can be developed).

Review: A simple concept very well communicated, Dweck provides a great framework for use in business, education and especially as a parent. The examples – and self reflection – about why talented people with fixed mindsets get it wrong are exceptionally valuable.

Outlive: The Science and Art of Longevity
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By Peter Attia MD, Bill Gifford (2023). A guide to longevity that focuses on proactive “Medicine 3.0,” aiming to extend healthspan by preventing chronic diseases rather than just treating them.

Review: Probably the most impactful book on my own personal health journey over the last year and a half, Attia’s clear, thoughtful and vulnerable book about increasing healthspan is mercifully short on preaching and unrealistic dictates, and instead focuses on the why of healthspan with very accessible and sensible tips on what you can do now.

Peak Human: What We Can Learn from History’s Greatest Civilizations
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By Johan Norberg (2025). Argues that historical civilizations achieved greatness by embracing specific values like trust, openness to trade, and innovation.

Review: One of the best books I’ve read all year, Peak Human is witty, well researched and possibly the most nutrient-rich history of humanity that I’ve ever read. You could spend a few semesters studying history in University and only come out with half the insights and lessons from this incredibly written and frankly enjoyable book. The fact he points out that peak civilizations fall when they follow the current playbook of Western leaders is troubling but not at all surprising.

Problem Hunting: The Tech Startup Textbook
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By Brian Long (2023). A textbook for tech founders on how to identify, validate, and solve meaningful problems before building a product.

Review: One of the most recommended books to my Startmate mentees, Brian outlines an excellent playbook for finding, validating and then going to market as an entrepreneur. This is also one of the few books I’ve re-read – it is that good.

Source Code: My Beginnings
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By Bill Gates (2024). Bill Gates’s memoir detailing his early life, his formative experiences with computers, his intellectual development, and the founding of Microsoft.

Review: When the book is this long and it is just the first volume, you’d be right to worry it is going to be a slog. Fortunately, Bill’s style and content is anything but boring, and learning from someone who was right in the middle of the emergence of my industry in his own words is a really special treat.

Steve Jobs
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By Walter Isaacson (2011). The definitive biography of the Apple co-founder, based on over 40 interviews with Jobs and 100+ with friends, family, and colleagues.

Review: Isaacson’s biography of one of the most important players in the technology industry is a tour de force, and it is amazing that at over 650 pages there is hardly a wasted word or unnecessary story. I didn’t take as many lessons away as an entrepreneur from Job’s story as I had expected, but the twists and turns of his journey and especially his later career triumph with NeXT, Pixar and the iPhone make for an incredible and highly entertaining story. And yes, I cried at the end, too.

The Basic Laws of Human Stupidity
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By Carlo M. Cipolla, foreword by Nassim Nicholas Taleb (1976, this edition 2021). A satirical essay outlining five laws of stupidity, arguing that stupid people are a powerful and underestimated force in human affairs.

Review: Ironically not intended to be turned into a book, this impressive satirical essay is closer to the truth than I’d like to admit. The best book for understanding the current American political climate – for the first time (ever?), a coalition of the stupid, led by bandits, has managed to steal the future of the richest country on earth. A must read (which you’ll get through in 2-3 hours).

The Code Breaker: Jennifer Doudna, Gene Editing, and the Future of the Human Race
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By Walter Isaacson (2021). Details the life and work of Nobel laureate Jennifer Doudna and the scientific and ethical revolution of CRISPR gene-editing technology.

Review: A simple concept very well communicated, Dweck provides a great framework for use in business, education and especially as a parent. The examples – and self reflection – about why talented people with fixed mindsets get it wrong are exceptionally valuable.

The Fish That Ate the Whale: The Life and Times of America’s Banana King
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By Rich Cohen (2012). Tells the story of Sam “the Banana Man” Zemurray, a complex and ruthless entrepreneur who built the United Fruit Company and influenced history.

Review: In this incredible story of a truly self-made man and an industry I’d never really thought about, Cohen does an incredible job illuminating the role of the fruit-barons in central to north American trade and the damage that they did to countries which in no small part remain impoverished and weak states to this day.

The Gambler: How Penniless Dropout Kirk Kerkorian Became the Greatest Deal Maker in Capitalist History
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By William C. Rempel (2018). Chronicles the life of Kirk Kerkorian, a secretive and high-stakes deal-maker who built empires in aviation, casinos, and film.

Review: Recommended by one of my YPO Forum mates, Rempel’s biography of Kerkorian was an entertaining and enlightening tale about one of the most impressive entrepreneurs I’d never heard of. Finding myself in Vegas a month or so later and looking around at the town Kerkoiran more than anyone else “built” was also really special. If only his character in his professional life was maintained into his personal life, he could have done even so much more.

The Innovators: How a Group of Hackers, Geniuses, and Geeks Created the Digital Revolution
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By Walter Isaacson (2014). Chronicles the history of the digital revolution, focusing on the collaborative teams and individuals who created computers and the internet.

Review: Issacson’s next book after the runway success of his Jobs biography, this deeply researched historical piece should be essential reading for any tech entrepreneur. The people, their stories and the history of our industry that they created is entertaining and very very well written.

The Money Trap: Lost Illusions Inside the Tech Bubble
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By Alok Sama (2024). A memoir from a tech investor about the excesses, hubris, and illusions of multiple tech investment bubbles and the lessons learned from being in the room.

Review: A fantastic story which weaved memoir and incredible first person stories from a wild time in capitalism with a great life lesson about doing what matters. What a debut book! I also hope to buy him a glass of satisfactory red wine on my next trip to NYC.

The Psychology of Money: Timeless Lessons on Wealth, Greed, and Happiness
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By Morgan Housel (2020). Explores the strange ways people think about money, arguing that financial success is less about knowledge and more about behavior.

Review: This fairly short and easy read is probably the best book in its category that I’ve read. Examples like the story from being a valet in his younger years and noticing that everyone looking at a fancy car was never caring about the driver, and how people conflate acquiring things with earning respect and acceptance were a great antitode to the consumerist world we live in.

The SaaS Playbook: Build a Multimillion-Dollar Startup Without Venture Capital
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By Rob Walling (2023). A guide for entrepreneurs on how to build a successful Software as a Service (SaaS) business through bootstrapping, without relying on venture capital.

Review: While Walling’s historical focus has been on the incrementalism of bootstrapping (his prior book is called “Start Small, Stay Small“), this compendium of tips on building a SaaS company was really on point regardless of whether you’re on the VC track or not. There’s almost nothing about this book I would change if I were writing it myself, which means now I’m not tempted to 😉

Thinking, Fast and Slow
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By Daniel Kahneman (2011). This Nobel-prize winning psychologist summarizes his research on the two systems of thought: “System 1” (fast, intuitive) and “System 2” (slow, deliberate), and the cognitive biases that affect them.

Review: An incredible book from an incredible mind, Kahneman’s “Thinking, Fast and Slow” should be required reading in almost all professional and leadership domains. Unlike other authors on this list who made their case with anecdotes to support their thesis, Kahneman’s memoir or sorts is chock full of specific experiments and analytical data – so much so that it is one of the only books on this list I couldn’t get through in Audiobook form.

Trillion Dollar Coach: The Leadership Playbook of Silicon Valley’s Bill Campbell
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By Eric Schmidt, Jonathan Rosenberg, Alan Eagle (2019). Shares the leadership principles of Bill Campbell, the legendary Silicon Valley executive coach who mentored Steve Jobs, Eric Schmidt, and others.

Review: Rosenberg, Schmidt and Eagle do a great job sharing the insights and experiences of the most influential Silicon Valley leader you’ve never heard of. The willingness to tell stories of Campbell’s career which don’t show him to be a saint, but instead a very real and deep leader, make it all the richer.

1929: Inside the Greatest Crash in Wall Street History – and How It Shattered a Nation
⭐⭐⭐⭐

By Andrew Ross Sorkin (2025). An immersive narrative of the 1929 Wall Street collapse, threading high-flying finance, politics and human folly into the story of a financial empire’s unraveling.

Review: An excellent story expertly told, Sorkin provides a richness and depth to one of the most infamous years in American history – and critically, the many players involved. My only criticism was the lack of the wider lens into the ongoing causes of the Depression. Many are self-evident from the telling, but my only reason for not giving it 5 stars is it felt like it could have been a slam dunk with that extra color.

Bad Company: Private Equity and the Death of the American Dream
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By Megan Greenwell (2024). An investigation into the private equity industry, arguing that its practices of leveraged buyouts are detrimental to workers and the economy.

Review: While it is clear from the title that this is going to be a negative piece about Private Equity in America, Greenwell takes a surprisingly balanced and hyperbole-free look at the industry, leaving the reader to form their own opinions. It reinforces my belief in how messed up it when the takers (using other people’s money no less) are making out like bandits at the expense of the builders, makers and creators who actually make the world a better place.

Building a StoryBrand
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By Donald Miller (2017, reviewed and unavailable, now updated to Building a StoryBrand 2.0 in 2025). Presents the “SB7 Framework,” a 7-part storytelling method to help businesses clarify their message and connect with customers.

Review: Similar to April Dunford’s “Obviously Awesome” (below) but with a more structured 7-step framework for the way to use human’s natural way of learning – story telling – in how you connect with an audience.

Buy Then Build: How Acquisition Entrepreneurs Outsmart the Startup Game
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By Walker Deibel (2019). A guide for “acquisition entrepreneurs,” advocating for the strategy of buying an existing, profitable business rather than starting from scratch.

Review: Walker’s book and insights were spot on, and while it is a bit unfortunate that so many smart people I know are now GP’ing “search funds” to make sure they get paid fees (rather than being true entrepreneurs), the playbook makes a lot of sense and I hope more true entrepreneurs follow his advice.

Drive: The Surprising Truth About What Motivates Us
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By Daniel Pink (2009). Argues that true motivation comes from three internal factors: autonomy (self-direction), mastery (getting better), and purpose (serving something larger).

Review: Pink’s most prominent work does a great job of exploring how success in fields of non-routine work – which is almost all knowledge work today – comes down to having autonomy, mastery and purpose. His focus on managing by outcomes is also laudable, if often impractical since most non-routine work isn’t objectively measurable (in part because it isn’t routine).

Elon Musk
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By Walter Isaacson (2023). A comprehensive biography detailing Musk’s life, risk-taking leadership style, and the inner workings of his companies (SpaceX, Tesla, etc.).

Review: Another great biography from Isaacson, his access to Musk and insights into the 21st century’s greatest entrepreneur before he went completely off the rails in 2024 lets the reader understand the path of a very influential which is incredibly valuable to have before the ultra-right Nazi-salute transition. Makes me want to go and read a biography of Howard Hughes now.

Find Your Why: A Practical Guide for Discovering Purpose for You and Your Team
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By Simon Sinek, David Mead, Peter Docker (2017). A practical follow-up to “Start With Why,” offering step-by-step exercises for individuals and teams to discover their core purpose.

Review: A good practical playbook and follow up to Simon’s incredible “Start with Why” which I still vividly remember reading over a decade ago. I loved hearing how Simon, David and Peter have built a practice around Simon’s ideas. If you’ve read Start with Why, then you probably don’t need to read this, though, unless you’re trying to roll it out through a company.

Going Infinite: The Rise and Fall of a New Tycoon
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By Michael Lewis (2023). Documents the meteoric rise and catastrophic collapse of Sam Bankman-Fried and his cryptocurrency exchange, FTX.

Review: Lewis has seen a lot, and you get the sense reading Going Infinite that he is just as confused and off-balance as the rest of us as the FTX story unfolds. The good fortune of his “fly on the wall” timing to be there through the apex of the FTX story was incredible, and the fact the book was written when the story wasn’t fully done made it even more interesting. SBF is a sympathetic is completely all over the shop character, and given FTX shareholders will make a profit (even after the scam of bankruptcy fees), as well as the fact he didn’t pay hitmen like Ulbricht, means I can see why the crypto-loving felon-in-chief will pardon him – unless CZ’s bribe for his recent pardon required keeping SBF in prison.

Good to Great: Why Some Companies Make the Leap…And Others Don’t
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By Jim Collins (2001, 2005, 2010). Drawing on rigorous research, Collins identifies what separates merely good companies from truly great ones that sustain superior performance. With concepts like Level 5 Leadership, the Hedgehog Concept, and the Flywheel, he distills timeless truths about discipline, focus, and humility at scale. It’s less about charisma, more about consistency.

Review: Described by another author on this list as possibly the most in-depth and high quality studies of company performance ever undertaken, Collins’ classic has stood the test of time even if some of the great companies (Circuit City, Walgreens, Wells Fargo) subsequently lost their way.

Grit: The Power of Passion and Perseverance
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By Angela Duckworth (2016). Argues that a special blend of passion and perseverance (“grit”) is a more significant predictor of success than innate talent.

Review: Duckworth’s work, paired with the Growth Mindset approach of Carol Dweck, are essential reading for people who want to fulfil their potential and for the parents who want to help their kids do the same. I think Dweck’s view of being growth minded is more important than the sheer perseverance of grit, but if you’re growth minded but weak then you’re not going win, either.

Hooked: How to Build Habit-Forming Products
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By Nir Eyal, Ryan Hoover (2014). This book presents the “Hook Model” — a four-step loop of Trigger → Action → Variable Reward → Investment — that explains how successful digital products become habits for users. It then applies this framework to show how product designers and marketers can increase user engagement, reduce reliance on expensive acquisition tactics, and build products that users return to almost automatically.

Review: A great book which brings together otherwise well explored psychology into a playbook that is essential reading for any entrepreneur or product leader. Unfortunately, most of our industry stopped reading before they got to the later chapter about “doing the right thing”, which seems to have prompted Eyal to write an antidote book to help sooth his conscience – but probably too late.

How to Make a Few Billion Dollars
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By Brad Jacobs (2024). The memoir of serial entrepreneur Brad Jacobs, detailing his methods for building eight billion-dollar companies in different industries.

Review: Brad’s openness to sharing how we found valuable opportunities in what would be a private-equity roll-up playbook except that he actually ran these companies (instead of hiring a CEO and flipping them) was a great read with a lot of insights and unfortunately too many copy-cats trying to take short-cuts now.

In Praise of the Office: The Limits to Hybrid and Remote Work
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By Peter Cappelli, Ranya Nehmeh (2025). Argues against the long-term viability of fully remote or hybrid work, highlighting the benefits of in-person office collaboration.

Review: Cappelli and Nehmeh do a great job of getting beyond the “preference” lens of remote vs office work (which for a lot of folks becomes a psuedo-religious attempt at justifying beliefs) and use data to help make the case for companies either getting back to their pre 2020 “normal” or investing the time and energy into making remote actually work..

Mindstuck: Mastering the Art of Changing Minds
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By Michael McQueen (2023). Explores why people get “stuck” in their beliefs and provides strategies for effectively changing minds (including your own).

Review: Michael’s examples and stories help to frame a playbook for helping to change minds through constructive engagement and understanding. The old adage of “A mind changed against its will will be of the same opinion still” is as true as ever, and in our increasingly tribal and cultural conflicts, his book provides a great and care-led approach to helping to unstuck the minds of others – but most of all, your own. Also loved hearing my brother’s voice for 11 hours of self-narration!

Never Enough: From Barista to Billionaire
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By Andrew Wilkinson (2024). The memoir of Andrew Wilkinson, detailing his journey from a small web design agency to building a $600 million company, and the personal cost of that ambition.

Review: A great and vulnerable story about the challenges of building a great business and then the insights into the benefits of investing in them instead. One of the few books on this list that I recommended to my wife – and that she then read and enjoyed!

Never Split the Difference
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By Chris Voss (2016). Former FBI hostage negotiator Chris Voss brings field-tested psychological tactics to business and everyday life. His “tactical empathy” approach flips conventional wisdom, showing that great negotiators don’t compromise – they connect, listen, and influence through calibrated questions and emotional intelligence

Review: In instant fan favorite – who doesn’t love a book that starts like a lower-competency scene from Heat – Voss’ ability to bring real world experience to the concepts of really taking the time to get yourself into the shoes of the other person (Habit 5 from Covey) and then combining it with the insight that you make your counterparty come up with how you can give them what they want is brilliant. I just wish more salespeople didn’t just read it as a tactic for manipulation as opposed to a call for understanding and empathy to get deals done.

Obviously Awesome: How to Nail Product Positioning so Customers Get It, Buy It, Love It
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By April Dunford (2019). A practical guide to product positioning, teaching companies how to articulate their product’s value so that customers instantly understand it.

Review: Approachable and self-deprecating in a way only Canadian’s can be, April’s positioning book is tight and packed with really useful insights. A great and tighter compliment to Allyson’s Standout Startup.

Sales Pitch: How to Craft a Story to Stand Out and Win
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By April Dunford (2023). A guide on how to craft a compelling sales pitch by using storytelling techniques to stand out and connect with customers..

Review: A great and practical guide to selling with a focus on narrative as the driver to making a great connection with prospects. Builds and extends on her marketing book form 5 years earlier – I just hope her retention and client success book arrives before 2029!

Scarcity Brain: Fix Your Craving Mindset and Rewire Your Habits to Thrive with Enough
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By Michael Easter (2023). Examines how modern scarcity cues hijack our brains and provides methods to rewire habits for contentment.

Review: Easter’s deep dive into the impact of our deep mental patterns of scarcity that drive caving is an entertaining read and the exposes of Vegas Slot/Poker machines from the perch of someone at the University of Nevada, Las Vegas, is compelling. Unfortunately, you get the sense that he wanted the other anecdotes – especially the Iraqi minister and the tribe in the Amazonian jungle – to be more impressive than compelling, leading this book to slip into the Gladwell category (which is no doubt good for sales and being a keynote speaker).

Spam Nation
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By Brian Krebs (2014). An investigative journalist’s deep dive into the shadow economy of organized cybercrime, focusing on the networks that produce spam and malware.

Review: One of the best bloggers on the security beat, Brian went all the way with this story and helped me understand more than anyone else the way the organized digital criminals can cause so much havoc. And that was before crypto made it possible to do real damage with ransomware and pig butchering! Amazing to think that this period in the late 2000s was an innocent age.

Standout Startup: The Founder’s Guide to Irresistible Marketing That Fuels Growth
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By Allyson Letteri (2024). A marketing guide for early-stage founders on how to build a brand and marketing strategy that attracts customers and fuels growth.

Review: Allyson’s book provided a great framework with more span than many other books in the genre for having a great positioning, personality and ICP framework. Her website templates were also super helpful in doing my GTM planning work for TeamScore.

The Algebra of Wealth: A Simple Formula for Financial Security
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By Scott Galloway (2024). Provides a formula for achieving financial security by focusing on stoicism, time management, and strategic (non-traditional) diversification.

Review: Having been a fan of Galloway from the first time I read his posts taking apart WeWork, and then more recently listening to him for a couple of hours a week on his numerous podcasts, I found this more measured and considered advice in book format to be an even better form of Prof G.

The Big Leap
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By Gay Hendricks (2009). Introduces the concept of the “Upper Limit Problem,” an internal barrier that subconsciously sabotages people when they achieve success.

Review: Hendrick’s impactful and well regarded book takes a more scientific approach to making the psychological case to why we naturally have unnecessary mental limits because of our experiences. While it is considered part of the self-help category, I felt it was more a great piece to improve performance psychology vs help yourself out of a rut.

The Cold Start Problem: How to Start and Scale Network Effects
⭐⭐⭐⭐

By Andrew Chen (2021). Analyzes how new networks and marketplaces successfully launch and scale by overcoming the initial challenge of needing users to attract more users.

Review: I was lucky enough to meet Andrew in one of his and Brian’s first Reforge classes in SF, and he continues to get the balance between thoughtful advice and practical experience right. While there’s always the temptation to take a victory lap, he made sure this book was practical and humble.

The Founders: The Story of Paypal and the Entrepreneurs Who Shaped Silicon Valley
⭐⭐⭐⭐

By Jimmy Soni (2022). The detailed story of the “PayPal Mafia” (Elon Musk, Peter Thiel, etc.) and how their collaboration at PayPal shaped Silicon Valley.

Review: As a tech entrepreneur, I’ve known of the “PayPal Mafia” and their outsized impact on our industry for some time, but I’ve frankly never really been impressed with the PayPal product (I remember trying to build an integration with it 15 years ago and thinking it was a steaming pile of high fee garbage – and grateful that Stripe came along instead). Reading this story didn’t change my opinion of the product today, but I did learn a lot about the amazing things the founders did in what I now appreciate a lot more as a pioneering technology.

The Fred Factor: How Passion in Your Work and Life Can Turn the Ordinary into the Extraordinary
⭐⭐⭐⭐

By Mark Sanborn (2004). Uses the story of a postal carrier named Fred to illustrate how passion and service can turn any job into an extraordinary opportunity.

Review: I was lucky to meet Mark a few weeks ago in Colorado, and bought his book on a whim after seeing him MC. I can see how this book and the story has been able to help Mark build an incredible speaking career, and the broad applicability of this simple but impactful story makes this light and easy read also easy to recommend.

The Outsiders: Eight Unconventional CEOs and Their Radically Rational Blueprint for Success
⭐⭐⭐⭐

By William N. Thorndike (2012). Profiles eight unconventional CEOs who achieved extraordinary long-term returns by mastering capital allocation and adopting a rational mindset.

Review: As a thesis, this isn’t the strongest book, but as what amounts to 8 mini biographies of incredibly successful CEOs, it is fantastic. So many lessons to learn, and Thorndike does a great job weaving them together in a way that provides both contrast and mutual reinforcement of the role of CEOs to focus not just on strategy but the need to wisely allocate the capital to make their strategy a success.

The Scout Mindset: Why Some People See Things Clearly and Others Don’t
⭐⭐⭐⭐

By Julia Galef (2021). Contrasts the “soldier mindset” (defending beliefs) with the “scout mindset” (seeking truth) and argues for the superiority of the latter.

Review: A similar albeit subtly different message than Dweck’s 2006 Mindset, Galef makes a good case for keeping an open mind and remaining curious. Similiarly well timed to McQueen’s Mindstuck, this book could provide a good framework for folks stuck defending their worldview to learn from – although I fear the folks who most need to change their mentality are the least likely to do so.

What You Do Is Who You Are: How to Create Your Business Culture
⭐⭐⭐⭐

By Ben Horowitz (2019). Argues that a company’s culture is defined by its actions and virtues, not its stated values, drawing leadership lessons from history.

Review: A good, authentic book from Ben, although The Hard Thing about Hard Things was a hard act to follow!

Who
⭐⭐⭐⭐

By Geoff Smart, Randy Street (2008). Smart’s Who reframes hiring as a repeatable business process rather than a gamble. With a focus on defining clear scorecards, structured interviews, and disciplined selection, it offers a practical playbook for consistently finding “A Players.” The core insight: the biggest mistake companies make isn’t what they do – it’s who they hire.

Review: I’ve been fortunate enough to get to know Geoff at a few events over the years, and he’s the real deal – obviously very smart (pardon the pun) but also genuine and interested in people and making a difference. Given my own track record of making disastrous hires and knowing first hand the millions it cost me, I loved Smart’s way of building the network of talent before you need them. Hiring is a massive gamble – he just helps you put the odds a little more in your favor, especially with his interview process.

Boomerang: Travels in the New Third World
⭐⭐⭐

By Michael Lewis (2011). A global tour of the post-2000s credit-boom hangover in Iceland, Greece, Ireland, Germany and the U.S., exploring how cheap money spilled across borders.

Review: The most caustic and opinionated of Lewis’ books, Boomerang tells many of the great stories behind the different folks who lost out from the 2008 financial crisis beyond the regular stories of American homeowners ending up underwater. He’s probably not welcome in a lot of countries as a result of this one – perhaps that’s why the book isn’t on Audible anymore?

Build: An Unorthodox Guide to Making Things Worth Making
⭐⭐⭐

By Tony Fadell (2022). Combines memoir and tactical playbook from the designer of the iPod and co-founder of the smart-home company Nest, showing how to build products, teams and businesses that matter.

Review: Tony’s book helps to unpack a process he followed to build some truly iconic products. The focus on the true goal/outcome as opposed to being insecure about how to look like you’re making progress was great.

Designing Your Life: How to Build a Well-Lived, Joyful Life⭐⭐⭐

By Bill Burnett, Dave Evans (2016). The original book that teaches how to use design thinking to create a more meaningful and fulfilling life, regardless of age or career stage.

Review: You can see why Bill and Dave run such a popular program at Stanford, with their practical advice on how to apply design thinking beyond your career lens.

Designing Your Work Life: How to Thrive and Change and Find Happiness at Work⭐⭐⭐

By Bill Burnett, Dave Evans (2020). Applies design thinking principles to help people find more meaning and happiness in their current jobs, without necessarily having to quit.

Review: A structured and thoughtful approach to reflecting on what you love to do, what you’re good at, and how to then apply design thinking to these insights to come up with a path that you can both enjoy and succeed at.

Gap Selling⭐⭐⭐

By Keenan (2018). A sales methodology focused on identifying the “gap” between the customer’s current state and their desired future state.

Review: It feels like there’s a million sales books out there, and the flaw with almost all of them is they could have made their case just as well in 2000 words, not 250+ pages. This book makes a great case – that sales isn’t about the seller, but all about the buyer – but it goes on longer than it needed to.

High Growth Handbook⭐⭐⭐

By Elad Gil (2018). A modern operator’s manual for founders who’ve found product-market fit and now face the chaos of hypergrowth. Drawing from conversations with top tech leaders, Gil breaks down scaling people, culture, operations, and strategy in a pragmatic, no-fluff format. It’s the book you wish you had once growth stops being theoretical.

Review: Elad’s compilation of so many great blog posts, this compendium of advice is rich in rounded insights for entrepreneurs. My main criticism is that, while an angel investor in so many of the companies that went on to become big, a lot of the advice comes from experiences as companies that were already pretty huge when he got there, making this less applicable for early stage operators.

How to F–k Up Your Startup⭐⭐⭐

By Kim Hvidkjaer (2021). Analyzes the common pitfalls and mistakes that lead to startup failure, offering practical advice on what not to do.

Review: A solid and fast moving book that is as filtered as the title, Hvidkjer does a good job pointing out the many landmines in the startup game. That said, I wouldn’t encourage my mentees to read it – they’re better off focusing on the prize, not ruminating on the failures.

Lives of the Stoics: The Art of Living from Zeno to Marcus Aurelius⭐⭐⭐

By Ryan Holiday, Stephen Hanselman (2020). A collection of mini-biographies of the major figures of Stoic philosophy, showing how they applied their principles in their lives.

Review: A great chronological journey through the world of the early stoic philosophers, the narrative was interesting and educational. The applicability is up to the reader – I found it mostly a story without happy endings.

Meditations⭐⭐⭐

By Marcus Aurelius, George Long, Duncan Steen (c 180 AD). The private journal of Roman Emperor Marcus Aurelius, outlining his personal reflections on Stoic philosophy, duty, and resilience.

Review: It is easy to see how this philosopher emperor casts such a long shadow as the last of the Five Good Emperors of the Roman Empire. As a book, it is pretty hard going and definitely not designed to be read cover to cover. It is also easy – and appreciated – to see how Ryan Holiday and others have made this great work much more applicable and digestible. If you want the good stuff, read The Obstacle Is The Way.

Range: Why Generalists Triumph in a Specialized World⭐⭐⭐

By David Epstein (2019). Makes the case that generalists, not specialists, are better primed for success in complex and unpredictable fields.

Review: This was a very enjoyable read and appealed to my own bias to having a wide range of interests and knowledge. However, in the same way that a lot of Gladwell books are interesting, entertaining to read and “make sense”, this story leans a little too much on anecdotes to make its case, which makes it hard to steel-man.

Religion for Atheists: A Non-Believer’s Guide to the Uses of Religion⭐⭐⭐

By Alain de Botton (2012). Suggests that secular society can learn from and adapt the useful aspects of religion (like community, ritual, and moral guidance) without adopting its beliefs.

Review: A cerebral and respectful exploration of the drivers of religion and why an atheist should not throw the baby out with the bathwater. Unfortunately a bit too pompous in style to make it something I can heartily recommend.

Reset: How to Change What’s Not Working⭐⭐⭐

By Dan Heath (2025). Offers strategies to identify when something isn’t working in your life or career and provides a practical guide for making a significant change.

Review: An enjoyable read with lots of practical examples, this book is a useful update to his breakthrough book Switch from 15 years earlier.

The Art of Impossible: A Peak Performance Primer⭐⭐⭐

By Steven Kotler (2021). A high-performance primer that breaks down the neurobiology of “flow” and peak performance to help individuals achieve seemingly impossible goals.

Review: One of the first books I read in late 2024, this was a helpful gateway into a range of fields of performance psychology and excellence. Entertainingly written, Kotler provides a more anecdote driven exposition of the concepts championed by the “Father of Flow”, Csikszentmihalyi. My main criticism is that Kotler assumes the reader is already familiar with the sports-based feats he describes – while they sound impressive enough, if you don’t already know what he’s talking about, it is hard to really get on board with his anecdote-driven thesis.

The Phoenix Economy: Work, Life, and Money in the New Not Normal⭐⭐⭐

By Felix Salmon (2023). Analyzes the post-pandemic economic landscape, arguing that a “new normal” is emerging defined by inflation, labor dynamics, and new market forces.

Review: A prolific blogger and financial industry commentator, Salmon’s first book is well rewritten and dared to be insightful and predictive at a time when things were still very much in flux post pandemic. While not all insights have aged well – “new not normal” turned out not to be done of course – reading it 18 months after it was published was still interesting.

Hidden Potential: The Science of Achieving Greater Things⭐⭐

By Adam Grant (2023). Argues that success is less about innate talent and more about developing the “character skills” and systems to grow and achieve.

Review: Adam’s work is always a great read, but this one felt like a brand extension that didn’t need to be written.

Revenge of the Tipping Point: Overstories, Superspreaders, and the Rise of Social Engineering⭐⭐

By Malcolm Gladwell (2024). A revisit and re-examination of his original “Tipping Point” theory in the context of the modern social media and information age.

Review: As with all Gladwell books, this update to the breakout “The Tipping Point” is a fun read, written in an entertaining and accessible style with anecdotes that stick with you. Also like all of his work that I’ve read, the anecdotes help make a case but the case never really feels strong – emotionally compelling in the moment, but not as strong as many other pieces on this list.

The 38 Letters from J.D. Rockefeller to His Son: Perspectives, Ideology, and Wisdom⭐⭐

By J. D. Rockefeller (2006). A collection of personal letters from J.D. Rockefeller to his son, offering timeless advice on life, work, character, and generosity.

Review: Having previously read Ron Chernow’s Titan, the canonical biography of Rockefeller at almost 800 pages (over 35 hours), I didn’t get as much out of this book of letters as others may. The advice from an aging patriarch to his son trying to fill impossible shoes though are a precious gift and an opportunity to get advice first hand from one of the world’s most successful entrepreneurs.

University of Berkshire Hathaway⭐⭐

By Daniel Pecaut, Corey Wrenn (2017). Compiles 30 years of wisdom from Buffett and Munger’s insightful responses at the Berkshire Hathaway annual shareholders meetings.

Review: As the greatest investor of the last 100 years, Buffet (and Monger) are rightly people to learn from in business. Given their penchant for using their annual reports and their annual meetings as their main (in some years only) ways of making public statements, this summary of those annual meetings and the insights shared within was a good read, if not as nutritionally dense as some other Buffet content I’ve read.

Empire of Al

By Karen Hao (2025). An investigative look into the power struggles, ethical dilemmas, and internal dynamics at OpenAI under Sam Altman’s leadership.

Review: A deeply reported piece in a fast changing and emerging industry from a writer closer to a lot of the players, but unfortunately it loses its punch/impact because the write goes all social justice warrior on how bad it is to pay folks in Africa to tag datasets (perhaps unemployment and hunger are more desirable?). Making this a story about colonialism loses the writer the credibility we need her to have at this time in history unfortunately.

Good Energy

By Casey Means MD, Calley Means (2024). Argues that metabolic dysfunction is the root cause of many chronic diseases and offers a guide to improving metabolic health.

Review: Casey’s book is a strong and passionate exposition of a theory that the root of many health conditions is metabolic health. If she hadn’t then gone down the environmental zealot route with the unsubstantiated claims of everything organic being better for you, she’d have had a bigger impact. Unfortunately, the strong hippie-vibes means it will likely be mostly successful as preaching to the choir.

The Road to Character

By David Brooks (2015). Contrasts “resume virtues” (skills for external success) with “eulogy virtues” (qualities of inner character) and argues for the importance of the latter.

Review: While by no means a regular reader of Brooks’ columns, I’ve often enjoyed his take through the NYT or PBS Newshour when I’ve read/watched them. Unfortunately, this book felt like more of a passion project than something that really needed to be written – if this is a domain you’re interested in, read the 7 Habits by Covey.

Your Next Five Moves: Master the Art of Business Strategy

By Patrick Bet-David (2020). A guide to strategic thinking that teaches how to plan and anticipate outcomes five steps ahead in business and life.

Review: This was one of only two books on this list I couldn’t get through (along with Good Energy above). Perhaps it was style, or perhaps it was because the author is a “creator” who’s best known for creating the “Valuetainment” YouTube channel, but the 50 minutes I gave this title was time I’ll never get back.

The Corrosive Spiral of Poor Performance

This is a true story. The names have been changed.

Any leader knows that having poor performers on the team is never good. But in a remote or hybrid team, it becomes downright corrosive.

When you’re remote, you lose most of your non-verbal cues – the nods, the tone-shifts, the energy in the room. You lose your peripheral vision. It becomes harder to see who’s working hard, who’s struggling and who’s quietly opting out. As I learned the hard way, a small minority of disengaged people can spread damage far beyond their individual lack of performance. The problem isn’t what these people fail to achieve in their roles – it’s the massive cultural decay that their behavior triggers.

Because modern teams are wired together by Slack, Teams, or chat tools, the corrosion spreads faster than ever. In an office, a bad attitude might infect a pod. Remotely, it can travel the entire company in an afternoon. Anyone can direct message anyone. There are no walls, no insulation, nothing holding back the damage.

This is the lesson I learned the hard way – and I want to share two stories in the hopes it helps other managers and leaders.


Oscar: The Human Barnacle

Oscar wasn’t a bad person. He was just the wrong person, in the wrong role, at the wrong time.

He joined the team early in his career, full of enthusiasm. Yet as the energy from his interview and the novelty of the role wore off, he slipped back into his natural state. Instead of asking, like many early-career professionals do, “How do I do great work and succeed?”, he started asking himself “How little can I do before anyone notices?”

The answer, in a remote world, was “quite a lot.”

His manager led a mostly green team and was learning how to lead remotely for the first time, too. It was a tough brief even for a seasoned operator. And Oscar took advantage of that, not quietly, but brazenly.

He’d brag to his peers about sleeping in until 11. He’d message them mid-week to say he was heading to the mountains – not on leave, just not planning to work. He wasn’t sheepish or sneaky about it; he was proud of getting away with it.

When someone acts without integrity in a culture built on it, it’s like throwing sand in the gears. The performance loss isn’t just in their role – it’s the damage it does to the culture. I heard later that he’d show up to mid-afternoon team meetings with bloodshot eyes and dilated pupils, clearly stoned, surrounded by people who were working hard in challenging times to make the company successful and their effort and equity pay off.

The peers he bragged to were stuck in a miserable bind. They couldn’t unsee what they saw, but they also couldn’t report it without feeling like a narc or a rat. And even the most committed team member would start to wonder: then why am I working so hard?

Oscar became a human barnacle – not just dead weight, but something dragging the team backwards. His behavior was holding others back.

Leadership wasn’t completely blind to the problem – we could sense something was off with the wider team performance – but without evidence, it was hard to act without offending a sense of natural justice. If you fire people because you feel like they’re not working hard, then your best people irrationally think they’re next and start looking for a new role. We were left in the worst place for any manager to be: suspecting a problem we couldn’t really prove.

All the while, trust was breaking down. The moral contract – the belief that if you lie, cheat or steal there will be consequences – had been violated. And because that breach was invisible to leadership but painfully obvious to peers, it began to eat away at everything good in the culture.

That’s the corrosive spiral: when people see others skating by without consequence, they stop believing effort matters. Once that belief dies, a performance culture follows.


Sally: The Reset

Sally’s story is similar, but with a happier ending: proof that with visibility, the spiral can be reversed.

Sally was one of those dream hires. Smart, self-starting, a natural operator who understood the product, the customer and the team. The kind of person who makes the rest of the company look good just by doing her job. Initially, she crushed it.

But then something shifted. The pandemic was behind us, the office was open, and she still chose to work from her small home studio less than a mile away.

Unfortunately, the cultural corrosion from Oscar and others like him set in. Deadlines slipped. Work quality degraded. The same person who once raised everyone’s game was now bringing it down.

Her manager, a first-time leader, tried to course-correct. Her exec, newer to the company, tried to help turn things around. Their coaching had been met with defiance. Before letting her go, they wanted to see if I had any ideas, given I’d worked with her longer and because they knew firing her would turn her life upside down.

Sally didn’t use to be an Oscar – and while she wasn’t performing, she was still smart and capable. At that point, we didn’t need another pep talk. We needed truth.

So I went to the data – the boring stuff every company already has but rarely looks at. The digital black box stored in log files of email, calendar and collaboration tools. Not to play detective, but to bring something objective to what had become a subjective mess of feelings, trust, and denial.

The story the data told was simple. Sally was failing and putting her job at risk because she wasn’t making an effort. The issue wasn’t about talent or potential – it was how she’d let a lack of visibility and accountability change her own expectations of normal.

Her manager and executive shared that data with her. The conversation wasn’t punitive. It was honest. Her leaders said, “We know how good you can be. But only you can choose to make an effort. Your job is at risk because of your performance because you haven’t been doing it, but we hope you want to change. This is why you’re being put on a PIP – to give you a chance to make that choice.”

We gave her a 30-day plan, grounded in data, not vibes. And she turned it around.

The same visibility that had once exposed Oscar’s rot gave Sally the mirror she needed to reset. She started showing up again, both literally and figuratively. The effort returned, and with it, the performance and pride we’d once admired.


The Lesson

Remote and hybrid work have made leading teams both easier and harder. Easier because talent can be anywhere. Harder because visibility mostly disappears.

When you remove visibility, you don’t just risk losing productivity – you risk losing trust. And when trust erodes, the spiral begins:

  • One person slacks off. Their peers notice.
  • Good people stop believing effort matters – or there will be consequences for being lazy.
  • Performance drops. Managers lose confidence. Clients get annoyed.
  • It is a corrosive cycle that won’t stop itself.

The Oscar problem is obvious if you can spot it. The Sally problem is trickier – it hides behind good intentions and old reputations. But both stem from the same root cause: lack of visibility.

That’s what makes poor performance so dangerous in remote teams. It’s not the output gap – it’s the information gap.

The good news? You can stop the spiral. Most people want to do the right thing. They just need to know their effort still counts, that it’s visible, and that everyone else is pulling their weight too.


Why This Stuck With Me

These two stories – Oscar’s corrosion and Sally’s redemption – taught me the same thing: performance comes from culture and without visibility, you risk both.

Visibility into effort and performance isn’t about surveillance. It’s about fairness. It’s about giving teams confidence that their effort matters, that integrity is rewarded, and that leadership isn’t blind to what’s really happening.

That’s a lesson I wish I’d learned earlier – but one that stuck deeply enough to shape what I’m building now.

Because no leader should have to find out their culture is broken because of a lack of visibility.

Fifteen Years of Paying It Forward

Every few months, I’m reminded just how special Startmate is – and Demo Day for the Winter 2025 cohort today is another one of those moments.

It’s a celebration not just of another set of ambitious founders, but of the community that has quietly shaped the startup landscape in Australia and New Zealand for the past decade and a half.

When Niki Scevak called and offered me the chance to invest in and mentor Australia’s first proper accelerator back in 2010, the local ecosystem was still young. There was talent everywhere – you could feel the energy at Silicon Beach meetups in Sydney – but we didn’t yet have the networks, mentors, and early-stage capital that make industries thrive.

From our cohort in 2011, it didn’t take long to see that Startmate was going to change that. It built the connective tissue our ecosystem needed: a program built on paying it forward, where experienced founders helped the next generation avoid the mistakes we’d already made. That simple idea and a lot of effort became a flywheel that’s still spinning – over 350 investments, companies now worth more than $4.5 billion, and a ripple effect that gave birth to Blackbird and a much bigger belief in what’s possible.

I’ve had the privilege of seeing that evolution up close – from the early, scrappy cohorts iterating, where each cohort made the pilgrimage to San Francisco and onto the well-oiled StartMate machine Batko leads today. Watching people like Casey from BugCrowd, Mike and Alan at UpGuard, Rory at Propeller, Michael at Morse Micro, and Alexandra and Nic at Workyard turn ideas into global companies has been a joy to see.

Since exiting Accelo last year, I’ve had the privilege to work very closely with the last three cohorts, leading the B2B stream and making it to my first Sydney Demo Day ever earlier this year! And being close to it again with more experience has reminded me that Startmate’s real achievement isn’t the portfolio value; it’s the culture. A community of founders and mentors who see helping others win as part of their own personal mission and higher purpose.

So to the Winter 2025 founders: enjoy Demo Day. You’re stepping into a lineage that’s shaped a generation of Aussie and Kiwi startups. Stay curious, stay close to your customers, and keep paying it forward – it’s what makes this ecosystem so special.

Chapter 4: Building Ascendius in Public with AI

After two decades building and running technology companies, I wanted to approach Chapter 4 differently – not by forgetting what I’ve learned, but by questioning everything I thought I knew, because I believe with AI, the rules have changed.

That’s what Ascendius is about – and this post is the first in a series about building it. My goal is simple: build a technology company that generates more than $10 million in annual recurring revenue with fewer than ten full-time employees. This isn’t unheard of, but it won’t be easy, and I’m excited to give it a shot!


The Hypothesis

The hypothesis behind Ascendius – the parent company of TeamScore and what I hope will become a family of sibling products – comes down to three ideas.

1. AI can make talented individuals 5x more productive.
While I’m not sure whether it will be 2x or 5x or 10x, I’ve already seen this firsthand through building TeamScore. AI tools make it possible to plan, write, code, and market faster than ever before – with quality that’s not “good enough,” but genuinely impressive. If that compounding advantage continues, we’ll be able to ship world-class products faster and cheaper than previously possible.

2. Post-AI companies have an unfair advantage.
Starting fresh matters. Established companies have to wrestle with technical debt, organizational inertia, and the politics of change. When you start clean, you can design every workflow, system, and even incentive around AI from the beginning. That’s not just an efficiency gain – it’s structural leverage.

3. Solving the CAC crisis is critical.
Even as it’s become cheaper to build software, it’s become harder to get it in front of the users who need it. Inboxes are scorched earth where we hover over the “report spam” button. No one answers a call from a number they don’t already know. The ad duopoly of Google and Meta extracts every last dollar of marginal spend, while Apple’s 30% outrageous “tax” continues to impair innovation.

So despite the cost of creation dropping, the cost of acquisition keeps climbing. That’s a crisis. 

I don’t know how to solve it yet, but I think the answer lies in combining audience-first thinking, cross-selling across a product portfolio, and AI-driven marketing that’s genuinely helpful rather than spammy. It’s one of the puzzles I’m thinking the most about.


The Productivity Promise

There’s no doubt we’re in the upswing of the AI hype curve. Anyone who’s used AI to do their job knows that feeling of awe when they completed a task way faster than before. However, a recent MIT report also found that 95% of corporate AI pilots are failing. But just like when the internet first emerged 30 years ago, it is clear to anyone who’s used it that this technology is powerful and transformative. 

One of the reasons I think big companies are struggling is because they’re trying to eliminate all of a lower-level role before applying the technology further up the expertise stack. This made sense in the industrial era, where robots did rote, repetitive tasks, but in the post-industrial knowledge economy, AI doesn’t completely eliminate one type of job at a time. Instead, it reshapes every job it touches and often has a bigger impact at the non-routine, non-rote work higher up the experience stack. In my experience, it doubles the productivity of almost every knowledge-based role – including up to the CEO and Board.

That’s the unlock. You can use AI for the things you used to hire an analyst, a marketing agency, or even a strategy consultant to do. For a few dollars a month, and instantly. 

AI is an exoskeleton for talented, creative people – not a replacement for them.

The companies seeing results are the ones where people seek the unlock instead of fearing it. Where AI isn’t a threat, but a multiplier.

At Ascendius, I use AI as an active partner for multiple hours every single day. I use it to brainstorm strategy, design architecture, refactor code, and, of course write 3 or more blog posts a week. The productivity gain isn’t about speed alone – it’s about the quality and breadth of what one person can now achieve.

But what I also know first hand is that “vibing” doesn’t work. I’ve been as excited as anyone to see a prototype come to life before my eyes, and the first version of TeamScore was an MVP alpha built super fast. But whether your coding or writing a legal brief or a consulting report, vibing doesn’t work. As a technology product, vibed code is unmaintainable and often insecure. As a marketing and sales tool, set-and-forget AI tools do more harm to brands and products than they save in time. 

However, if you use AI as a multiplier instead of a replacement, it is transformative.

For example, with TeamScore I was able to build a powerful, multi-region product with two dozen connectors in a programming language I didn’t know on a back end I’d never used in <6 months. It is how I was able to create a 30 page go-to-market plan that should take over 3 months in under 3 weeks. It is how I’ve been able to do detailed analysis of data in a couple of days that would have taken a couple of weeks, and of course how I’ve been able to write this and all of my other blog posts over the last two weeks while doing everything else.

That’s the productivity promise – and it’s already real.


The Advantage of a Clean Start

Most established companies are trying to retrofit AI into organizational structures, processes, and policies built for a pre-AI world.

Those structures weren’t designed to resist change – they were designed to manage risk and maximize the consistency of people. But now, every role, policy, and workflow is a piece of friction resisting change whether actively or accidentally. When people evaluate AI through the lens of how to do their job rather than asking whether their job should exist, progress slows to a crawl.

As Upton Sinclair wrote back in 1934,

“It is difficult to get a man to understand something, when his salary depends upon his not understanding it.”

It’s not malice. It’s human nature. It hasn’t changed in the 90+ years since Sinclair wrote it, and it isn’t going to change any time soon. 

For technology companies, the problem runs even deeper than processes, bureaucracy and politics. It’s not just the people – it’s the code.

Joel Spolsky, the doyen of software engineering and founder of StackOverflow and Trello, wrote the canonical warning more than 25 years ago in Things You Should Never Do, Part I . Rule number one being never rewrite your software from scratch. It was true then, and mostly still is.

But now established technology companies face a paradox. To take full advantage of AI, they need to modernize their infrastructure, data models, and workflows. Yet for any company more than a few years old, doing so requires breaking Joel’s first rule.

While you can bolt AI onto an old codebase, you’re not going to see many benefits – at least not compared to AI-native tech companies.

All of this gets even harder when the company is owned by private equity – where the plan to flip a company in 3-5 years isn’t compatible with the timeline or investment required to take advantage of AI. The founders are gone, the MBAs are in charge, and while they’re good at doing acquisitions and pricing strategy, product and engineering innovation isn’t usually their sport.

That’s why starting fresh is such a competitive advantage. In addition to being able to harness powerful tech like Cursor or Claude Code because your code isn’t legacy spaghetti, there’s also no team defending the old system, no hierarchy to preserve, no compliance department standing in the way of experimentation.

And it’s why this era feels so exciting.

Many of my friends who’ve exited their companies are back at it again – not because they need to, but because it’s rare to get both the experience of having built before and the freedom of a blank slate.

In a world of massive change, that’s the sweetest combination there is.


Solving the CAC Crisis

While AI promises to accelerate the product engine of a tech company, customer acquisition cost (CAC) remains a massive choke pointw

For years, the cost to build a new software product has fallen. But the cost to find customers has continued to increase.

Google and Meta’s action-based advertising duopoly soaks up every incremental dollar of acquisition budget, while Apple’s evil 30% tax and self-preferencing stifles innovation. Old sales playbooks continue to see diminishing returns: the inbox is scorched earth with cold emails quickly getting the “report spam” click, no one answers calls from phone numbers they don’t already know anymore because of scammers.

At the same time, AI will make it even cheaper to build new products. The result is a flood of competition fighting for the same attention, in the same channels, with the same tools.

That’s the CAC crisis.

If this era is going to produce a new generation of durable software businesses, we’ll need new distribution models to match, and being 5x as efficient in your biggest cost – payroll – provides the ability to invest in a better product at a better price along with new go-to-market tactics. These could include audience-driven portfolios, value-based bundling, or deeply automated go-to-market loops that are personalized instead of pushy. There’s also promise in new players providing new paths to discovery – as long as we can keep the AI-slop at bay.

I don’t have the full answer yet. But it’s one of the most interesting challenges in modern entrepreneurship – and I’m thinking about it every day.


Let’s Go!

We’re living through the biggest change in technology since the internet went mainstream 30 years ago – and it might prove even more consequential than that.

For builders, it’s a once-in-a-generation opportunity to rethink everything – not just products, but companies themselves.

So that’s what I’m doing. And if you’re building too, I hope you’ll come along for the ride.

The Analytics Trap

Data’s Siren Song

More data and better analytics always sound like a good thing. They call to tech founders tempted to build analytics tools, and to ambitious leaders who want to be data-driven. Data promises clarity, control, and confidence – right?

Unfortunately, while they’re exciting to build and attractive to buy, almost no one really uses analytics tools unless analyst is literally in their job title.

I’ve seen it over and over again – and it’s how smart people get caught in the Analytics Trap. I was recently mentoring an awesome startup, and gave them this advice:

I think analytics as a category is one of the worst for any tech company (prob second only to devtools). It is because us nerds love to build cool stuff with numbers, databases and reports. And the market says “we need this, it will make us better if we’re data driven”. And then no one uses it. This is because people are already overloaded with information and trust their intuition more than data. Also, if data shows they’ve spent their career being lucky, not skilled/smart, that is a big blow to your sense of self. So, the space gets massive effort by smart people, selling the products is a big uphill push, and then the NPS and ROI suck. Avoid analytics.

Why We Keep Falling for It

For founders, analytics feels like the purest kind of product. It’s logical. Quantitative. Defensible. You can point to a dashboard and say, “Look – truth!”

For buyers, it feels like leadership. “We’re data-driven” is one of those phrases that looks great in board decks and job descriptions.

The problem is that everyone’s buying the same illusion: the belief that more data automatically leads to better decisions. It can, but it often doesn’t – not when finding the answers in the data requires more work and slower decisions.

Most people have learned to trust their intuition and experience because, most of the time, they’re making familiar decisions. They only turn to data when they’re facing a brand-new question – and that doesn’t happen nearly as often as we like to imagine.

The Confidence Illusion

Most people say they want data. But what they actually want is confidence.

They want to feel sure they’re doing the right thing, and while a dashboard can help, it isn’t going to take the fall if it is the wrong decision.

Unfortunately, while analytics can boost confidence around a decision, but it always gives you homework.

To be data-driven, you have to go looking for the insight, make time to interpret it, and then convince others to act on it. It’s valuable work – but it’s still work. And when the day fills up with meetings, Slack pings, and fires to put out, the homework always loses.

The Toothbrush Lesson

I first saw this twenty years ago, working with Google not long after they acquired Urchin, which became Google Analytics.

At trade shows, Google gave away bright orange toothbrushes printed with:
“Google Analytics: Use Twice a Day.”

Even Google knew analytics was homework.

If the world’s most data-driven company had to remind people to use its analytics product, it wasn’t a design flaw – it was human nature. Reflection is optional, and optional work never wins against urgent work.

Why Founders and Buyers Both Get Caught

Founders and buyers fall into the trap from opposite sides.

Founders overestimate rational behavior: “If we show people the data, they’ll act.”
Buyers overestimate their own discipline: “This time, we’ll actually use it.”

Both underestimate the cost of context-switching – of stopping to analyze, interpret, and decide. It’s not that people don’t value data; they just don’t prioritize it once the real world starts screaming for attention.

So the dashboards sit idle, and the engagement graphs slide down.

When Analytics Becomes Homework

A few power users go deep. After the implementation and training phase, users rarely log in. Beautiful emailed reports sit unopened, ignored or unsubscribed.

The product team notice and understandably focus on building what the handful of active users want. This 5% of power users want more filters, more charts, more advanced reports. The product gets smarter, but also harder to use, which means but the audience gets smaller.

You end up with a heads up display for highly-trained pilots instead of a useful tool for managers.

And that’s the fatal flaw: if the output of your product is a report, you’re in trouble. Reports make people stop to think; great products make people take action.

Escaping the Trap: Analytics in the Workflow

While most analytics tools fail, some succeed – usually because they’re part of an actual workflow.

Mixpanel works because you analyze to act. You build audiences, trigger messages, measure results. The analysis isn’t the end or something you do “when you have time”; it’s the source of the activity. The same is true for many fraud and security tools – they proactively tell you what’s happening and what you need to do.

PostHog solved it differently. They accepted that most users wouldn’t engage daily, so they built an open-source model where 95% can use it free and the 5% who care most fund the business. They didn’t fix behavior; they fixed the economics.

I loved using Heap at my last company, but PostHog is the clear winner.

The lesson? Analytics only works when it’s directly connected to action – or when the business model doesn’t depend on everyone logging in.

Intelligence, Not Analytics

A friend told me recently he’d been using ActivTrak for months – or rather, he had it installed for six months but hadn’t really used it.

After hearing about TeamScore, he decided to dig back into the tool he already had, spending hours exploring the reports. He found real value – insights he wished he’d seen sooner. But it also demonstrated the trap: value that only appears after you do the extra work.

We were talking about that experience, and he said ActivTrak had so much data – but what he really wanted was something to tell him what to look at.

I showed him a beta of our daily AI summary in Slack, and he both laughed and winced:
“That’s exactly what I needed all this time.”

That’s the difference between analytics and intelligence. One demands your attention to get any value. The other does some of the thinking for you.

The Hard Truth

Analytics promises clarity, but most people just want confidence.

The gap between what we say and what we do isn’t irrational – it’s human. Being data-driven sounds great until you realize it means assigning yourself more homework.

It is still early for the startup I was helping, but a week and a bit later they came back with this:

Hopefully this perspective helps other operators, too!

Fixing the Machine: The False Trade-Off Between Health and Success

Running a Company on Empty

Tomorrow marks 21 years since my dad passed away suddenly, and it feels like the right time to share what I’ve learned from finally doing things differently with my health over the last year and a half. 

For most of my career, I told myself I’d focus on my health “later.” Like a lot of entrepreneurs, I thought I was making a rational trade-off: push hard on business now, fix myself later when I’d exited or “had time”.

I’ve since realized it wasn’t a trade-off at all – it was a false choice that made business success less likely and a major health event more likely. Talk about a lose-lose

A few years ago, deep in the post-pandemic grind, I looked at the routine summary you get after a doctor’s office visit, and read at the top alongside my name and date of birth “non-morbidly obese male”. Obese was a rough word to see – and the ‘non’ was doing a lot of work.

So, while I did what I promised and focused on health after selling Accelo, I hope what I learned doing it is useful for other entrepreneurs grinding away every day – in short, don’t wait.


The Basics That Actually Work

The good news is, if you want to improve your health, the fundamentals work even if you’ve ignored them for years. Anyone who’s gotten in shape after a long period of being anything but will tell you it isn’t that hard – but it does take time and commitment. While there’s lots of nuance and advice if you’re an athlete, if you’re a “normal person”, it really comes down to three things:

  1. Eat less – and better – food. This one’s mathematical: if you consume less calories than you burn, you’ll lose weight. This is also where cutting alcohol consumption comes in – booze is super calorie dense. The main change I made was getting 150g of protein a day.
  2. Exercise regularly, especially resistance training. This isn’t actually about burning calories as much as having a strong structure for health, and because muscle burns a lot more calories just to operate, it helps with getting the calorie deficit. But you can’t train your way to weight loss.
  3. Prioritize sleep. There’s no bragging rights for pulling all-nighters the day before a deadline. Building a company isn’t like cramming for exams. You need sleep for good judgment and sound decisions.

Aside from promising myself I’d get in shape post-exit, I had another motivation to get healthy – my three girls. I knew if I didn’t do something about my health, I might not be able to walk them down the aisle one day.

And there was a lot to do. When I started this journey in April last year, I weighed in at almost 102kg (224lbs). I was unfit, sleeping poorly and eating too much (especially snacking).


The New Operating System

While I set a big goal – to get down to 83kg (183lbs) for a healthy BMI for the first time in my adult life – I started small. This was about a sustained change of lifestyle and outlook, not a quick and temporary win:

  • April 2024 – Began on a GLP-1 medication (Ozempic), ramping up over a few months to 1mg/week. I hated needles, but loved the appetite control. It made calorie restriction easier, and that made exercise not just possible but actually enjoyable. There’s ways to do this that don’t break the bank, too.
  • August 2024 – Joined a gym and started strength training with a trainer, Avishai. I knew almost nothing (and still have plenty to learn), and after he moved away in October, I used ChatGPT to take pictures of the equipment in my new gym and then create a workout plan, which I then loaded into Hevy. This syncs with Strava and Fitbit, and helps me track performance.
  • December 2024 – By the end of the year I was down 12kg (26lbs). For the first time in forever, I didn’t create an empty New Year’s resolution around “getting healthy”, but instead just had to stay the course. 
  • September 2025 – In less than a year and a half, I hit my goal! And while I haven’t set a new target yet, I’m now committed to working out at least 5 days a week and continuing to get stronger to be a better father, husband and leader.

While it feels great to have lost 18.7kg (41lbs) so far, the bigger benefit is how much more energy, mental sharpness, and focus I’ve gained. There’s no way those five extra hours I used to spend grinding on the business instead of exercising were worth more than the performance I’ve gained every other waking hour by making health a priority.


What I Learned (and What I’d Tell Other Founders)

Here are a few lessons that stood out along the way – and that I wish I’d understood earlier.

1. Your performance is the company’s performance.
You probably already know this, but when you’re the founder or leader, you are the company’s pace setter. If you’re tired, foggy, and sluggish, your team and decisions are too. You can’t lead on empty.

2. It’s never been easier.
Modern medicine, wearables and AI training tools have changed the game. GLP-1s make calorie restriction sustainable, and an Apple Watch, Fitbit, or smart scale gives more feedback than a doctor’s visit used to. ChatGPT can also help you put together a workout plan. You still have to do the work, but the friction is lower than ever.

3. Most advice is noise.
Like startups, 80% of the results come from doing the most important 20% of things consistently. If you read one thing, make it Peter Attia’s Outlive. Then:

  • Do a resistance workout 2-3 days a week. Lift weights or use machines: whatever works for you. The key is building strength for the long term, especially avoiding injury.
  • Do a cardio workout 2 days a week. 30 mins in Zone 2 (about 120bpm) seems to be the best advice.
  • Stay in a mild calorie deficit. This isn’t dieting or starvation stuff. Only fast if you can’t help yourself around food.
  • Sleep more than you think you can afford. With three young kids and a puppy, I’m still failing at this. But don’t stay up late grinding.

That’s it. The compounding is real.

4. Don’t wait.
I used to think I’d “get healthy once things calm down.” They never do. There’s always a product launch, a funding round, a fire to put out. You wouldn’t go on a road trip with empty tires – don’t try to build a company without also building your strength and physical resilience.


Where I Am Now

My VO₂ max has improved, my blood pressure’s down, and I can lift more than I could at 25. But I’ve still got a long way to go. My sleep is terrible (I’m lucky to average six hours each night), and wine on school nights is still a habit I haven’t fully kicked. But I’m operating at a higher level – physically, mentally, emotionally – than I have in a decade.

I’ve learned that getting healthy isn’t a side project or something for later. It is the main project – because without your health, you can’t build or lead anything that lasts.

Kicking off Chapter 4

Image

When I sold Accelo a year and a half ago, I promised myself something I’d never really given before: a break.

Truth is, I wasn’t great at it. My family will tell you I failed miserably at “learning how to sit still.”

But spending more time with them made me realize something important: if I was going to be the father I want to be, I needed to get into shape.

My own dad died young, and I couldn’t keep being unfit and overweight if I wanted to be around to walk my three girls down the aisle one day. So I did something about it. I dropped over 18kg (45 pounds), got fit, and rediscovered what it feels like to have a body that can keep up with my ambitions.

Back to Building

By the end of last year, I felt the itch again. I wanted to get back into technology. I wanted to build. And I wanted to really get my hands dirty with AI – to figure out what’s real vs hype, and harness it to do things differently for my next startup.

Rather than following tutorials or vibe coding yet another photo app, I decided to actually build a product that I wish I’d always had when running Accelo. At the beginning of this year, I began building TeamScore.

The Problem That Wouldn’t Let Go

Running Accelo, one of the toughest challenges my managers and I faced was managing a remote team – especially one that wasn’t hired to be remote.

When you’re in the office, you have peripheral vision. You see who’s busy, who’s stuck, and where things are slipping. Remote took that away.

I saw that managers were left with three bad options:

  1. Turn into a micromanaging tyrant, staring at the color of lights on Slack, scheduling 5pm Friday meetings and pestering for constant updates. That didn’t fly with us.
  2. Hope for the best, flying blind until problems blew up. And since hope isn’t a plan, surprise surprise, blew up they did.
  3. Install invasive monitoring software on employee devices which that monitors mouse movements, takes screenshots, records browser history and more. While it provided data, spyware is kryptonite for the superheroes on your team. Killing their passion just to get a clearer lens on performance never felt like a trade worth making, and treats your best people like suspects.

That pain stuck with me. I could see remote wasn’t going away, but the more I talked to other entrepreneurs, the more it was clear that remote wasn’t really working, either.

So I decided to build TeamScore.

What I’m Building

TeamScore is a zero-footprint, instant-setup platform that transforms the cloud security logs companies already have into AI-powered insights for managers.

No spyware or agents on employee devices. Just clear, actionable visibility into what your team is actually working on – so you can make remote work.

It’s the tool I wish I’d had, and the one I believe many managers and entrepreneurs need today. And today it is being launched into public beta – join the waitlist at app.teamscore.io/sign-up.

I was determined to make Chapter 4 different – drawing on the lessons of helping more than 5,000 businesses succeed in my prior startups, but not just running the same playbook again.

AI has changed the game. Its rapid progress makes it possible to build technology faster, leaner, and more affordably than ever before.

That’s why the goal for TeamScore is ambitious but focused: to build a $10M ARR startup serving over 100,000 businesses while keeping headcount to under ten full-time employees. Not by cutting corners, but by building smart, automating what can be automated, and keeping the team razor-focused on what matters.

And TeamScore is just the start. My vision is to launch a family of products designed to help entrepreneurs and their businesses thrive—ideally one new venture each year. TeamScore is the first step, and it won’t be the last.

It’s been an incredible journey so far, and I’ll have plenty more to share in the months ahead. But today I’m excited to say: TeamScore is ready for public beta.

Read the TeamScore launch post here.

Closing Thoughts

Time off reminded me I’m bad at sitting still. Getting healthy reminded me that discipline pays off. And starting again reminded me that the best problems to solve are the ones you’ve lived yourself.

So here we go. Round 4. Let’s gooooo!

The End of Chapter 3: Expert Mode

Earlier this month we sold Accelo, a company I co-founded 15 years ago, and last Friday was my last day at the company. With this transition, I wanted to share a few reflections on a massive journey, appreciation for the work of our amazing team and thanks for support of our many thousands of clients.

Accelo was my third startup, following on from Internetrix (an award winning digital agency), and briefly Omnidrive.

From the beginning, my co-founders Chris, Eamonn, Glenn and I knew we were doing something really hard, but also really important.

The first hard thing about our mission was the fact that we had a ridiculously ambitious product vision without a lot of capital. I was in Silicon Valley on and off in the late 2000’s when Eric Ries popularized the idea of the Minimum Viable Product (MVP), but we knew that to deliver what we now call client work management, we needed a lot more than a narrow product. We needed a Minimum Viable Platform.

The second hard thing about our mission was that target market was small and medium businesses (SMBs) in professional services. Not only was it hard to reach people because it is a fragmented market, but it was extra hard because we needed to build awareness and educate the market about the problem before we could sell our solution. And even when we were able to reach someone, getting them on-board was hard because SMBs don’t have much time or money, so their costs of adoption made it hard to win new business. In summary, the market was both hard and expensive.

There’s also been a bunch of bad luck that has made things even harder than they needed to be. Mistakes in hiring, especially with some key executives, set us back significantly. There was also the challenge of the pandemic, and finally over the last year and a half we’ve seen a challenging economic environment for our customers. 

If you think of it like game play, there’s no such thing as “easy mode” in a startup. But the difficulty of our product ambition, the challenges of selling to our target market and then the setbacks inside and outside the company meant it has been more like starting out on expert mode!

When it comes to the really important bit, we have always cared that the failure rate of professional service businesses is so high – half of them don’t see their fifth birthday. Because professional service businesses are the largest employers in the western world, the costs of these failures are huge to society, costing jobs, health, marriages, homes and more as these otherwise promising businesses fail at a massive cost to society. The reasons they fail are numerous, but the two most common are a lack of information to make good business decisions and because of cash flow issues.

We were crazy enough to think we could create technology that could give these hard working business owners and managers super powers. Technology that could automate workflows and resources, technology that could provide real time reports and data to make better decisions, technology to make invoicing easier so they could get paid faster, and at its core, technology to help them run a much more prosperous and successful business.

And that’s why I’m so proud of what we achieved. Only 4% of SaaS companies get to $1M in ARR. Only one in 250 get to $10M in ARR. Last financial year we did much more than this… profitably. Everyone on the Accelo team should be so very very proud of what we achieved.

While playing on expert mode, we were able to create the world’s best platform for managing client work, with high scores on G2, CSAT scores routinely over 95% and our clients doing billions of dollars a year in revenue. I’ve lost count of the number of times our clients have told us that our platform was what allowed them to double their profit margins, that gave them insights they never had before into their business, and generally reduced the chaos and confusion that held them back every day.

Without doubt, we were able to achieve something special: we created a major product with limited capital that made a massive difference to the lives of thousands of people every single day.

For now, I don’t have any immediate plans other than to spend some overdue time with my wonderful wife and three little girls and decompress after what has been a particularly challenging last 5 years of this third chapter.

Then I’ll be back to write Chapter 4, and beyond.

The SaaS Fundraising Death Zone

TL;DR: the ecosystem of early-stage investors (angels, seed and VC) has a structure and set of incentives that creates ideal (or even necessary) points in a SaaS startups life for raising capital. Unfortunately, changes in the ecosystem have created what I call a “Death Zone” between Seed and VC tiers of investors which can seriously affect the ability of a SaaS startup to raise the capital they need to grow, and in some cases, survive. For most SaaS startups, the death zone occurs where they are doing between $50K and $200K in MRR: the startup is too big to raise from Seed funds, but too small to raise from VCs, and because it is counter-intuitive, it is a major risk to SaaS entrepreneurs running successful, growing startups.

saas-fundraising-death-zone

Building a SaaS company is hard but rewarding. After bootstrapping AffinityLive for its first few years (very very difficult), I decided that the time was right for us to engage with investors and raise capital to accelerate our growth further. Fundraising is always hard work, but I didn’t realize until I was well into the process that I’d made the mistake of trying to fundraise at a time in the business’ life that I’ve since come to call the SaaS Fundraising Death Zone.

This post is an attempt to help other SaaS founders out there not repeat my mistakes, because while our outcome has actually been really awesome, the probabilities of success were much lower and the effort required to get a great outcome was a lot higher than it would have been if I’d known this information a couple of years ago. I hope this post is helpful, and feel free to share it with other founders you think could benefit from it (Twitter, Facebook, mailing lists, etc).

Early Stage Investor Types

Before explaining the Death Zone, it makes sense to summarize the different types of early stage investor active in the ecosystem. This is just my experience and perception, but since these observations underpin my lessons learned, it makes sense to spell them out here.

Angels
Angel investors are those early stage folks who mostly write $25K-$150K checks out of their personal funds to back a company early. They’re usually people who’ve had a good exit from the industry or have risen in it enough to qualify as an Accredited Investor – they’ve got their own nose for picking winners and often their main payoff is the emotional satisfaction from investing (paying it forward, giving back, being able to share the excitement of the early stage journey from a front row seat) – early stage companies are so risky most Angels would get better financial returns from playing table games in Vegas. As a very small time angel investor myself (through Startmate) I treat every check I write as a donation in the balance-sheet of my mind.

Seed Funds
Seed Funds are those early stage investors who mostly write $750K-$1MM checks for companies that have shown some promise and have achieved more traction or have a more compelling team/vision/opportunity that allows them to bypass (or combine) angel investors. They tend to raise smaller funds (anywhere from $10MM around $100MM, but they’re raising more too) to invest in startups, and most of the time they’re backing companies based on their belief of their ability to get to a Series A.

Most of the time these Seed Funds are newer and as they prove out their track record they raise larger and larger funds which let them write bigger checks and graduate into “VC Funds” land – you could argue that some of the names below are already there.

Prominent examples of these types of funds are SoftTech VC (2015 fund was $85MM), XSeed (2012 fund was $60MM), 500 Startups ($100MM in 2013), Illuminate Ventures and Costanoa Ventures ($135MM in 2015).

VC Funds
VC Funds are the folks with the big firepower – they raise many hundreds of millions, sometimes into the billions from their investors to then put to work investing in startups. Names like Kleiner Perkins ($525MM fund in 2015), Sequoia ($700MM in 2010), Andreessen Horowitz ($1.5B in 2014), Accel ($475M just for early stage in 2014), Greylock ($1B in 2014) and Benchmark ($425MM in 2013) are prominent in this category.

These funds invest in companies they think can be IPOs and billion dollar exits, and while some of them do seed investing (often writing $500K checks alongside others) they really get into the game and place their bets at the Series A stage (all the partners I’ve spoken to at these firms who do seed investing just to get the inside run on the Series A) and then follow on (or join in someone else’s party) in Series B and later stages.

OK, now we’ve gotten that out of the way, let’s look more closely at SaaS companies, and more specifically, the rule of thumb around how they’re valued.

SaaS Valuations

Valuations are a funny thing – the true answer is that a company is worth what someone will pay for it. In early stage SaaS, however, when there’s a lot of uncertainty but there’s some proof points, a good rule of thumb is to consider the valuation of the business as being 10x annual recurring revenue (ARR). Applying this rule of thumb, if you’re doing $50K in monthly recurring revenues, your current rule of thumb valuation $6MM.

Now, if your SaaS business is growing fast (more than tripling or doing 200% a year in revenue growth), you can expect to see this multiple move up to 15x-20x. If you’ve tapped into something super lucrative and frictionless (Zenefits, Slack) you’ll see these multiples go a lot higher because investors are happy to overpay now if they’re very confident you’ll be worth that higher price very soon. While we all like to obsess about outliers (and aspire to be one), it makes sense to look at the more general case of a successful SaaS business that has solved a real problem and is doubling revenues year on year.

The reason for bringing up valuations is that the process of raising equity funding involves “selling” some of the company to new investors (although mostly by issuing new stock, so the company gets the money, not existing shareholders). You might think that raising $2MM for a company that is valued at $6MM is much the same as raising $2MM for a company valued at $40MM – you’re just selling a smaller percentage of equity – but you’d be wrong because investors have different needs.

Incentives for Early Stage Investors

For everyone in the early stage except the Angels (and sometimes also them), there’s a very strong incentive for an investor to buy 15%-20% of startup when they invest in a funding round. In fact, from talking to dozens of investors and many more entrepreneurs about it, the percentage is actually the fixed aspect in the investing formula – increasing the check size just increases the valuation, but the percentage is the piece that is fixed in place.

The reason for this is that investors know many of their investments are going to be duds and return nothing at all, some will return nicely, and occasionally they’ll get a massive home run which makes almost of the money in the fund. It is known as a power-law, and Peter Thiel and Marc Andreessen do a great job explaining it. The consequence of this arrangement is that investors want to make sure they have a meaningful piece of each company they invest in (they believe each one will be the home run when they invest, otherwise they’d pass) so the returns are great if they’re right. They’re also conscious of their own time in selecting and then working with/helping a startup they invest in – if they only have 5% of a company, they’ll be a lot less excited to work alongside those founders than they would be for a company they own 25% of.

So, if the percentage is the thing that investors doggedly stick to and the valuation rises and falls with the check size (amount they invest in that round), why is there a death zone? Well, it turns out that check size is in many ways defined by the size of the fund and funds aren’t nearly as flexible as we’d like.

Fund Size and Check Size

The early stage business model for a fund (Seed or VC) is pretty similar – the fund raises money from Limited Partners (LPs) who are looking for a return on their investment – usually they’re wealthy family offices, college endowments, pension funds, etc. When the LP invests in a fund, they’re handing over their money for a period of 10 years (roughly). The fund then invests that money in startups, front-loaded often into the first 3 years, and then “follows on” with the successful businesses to keep their percentage as high as possible through future rounds of investment.

Seed Fund Check Sizes

To use a specific example, let’s look at a Seed Fund which has raised $60MM (to keep the math easy). With a $60MM fund, the investor is basically saying they’re going to invest $20MM a year for the first 3 years (leaving the back 7 for the companies to “exit” and return the cash through an IPO or sale). In reality, though, they’re not spending $20MM each year – when they invest they keep funds in reserve for each investment so they can “follow on” in future rounds and maintain their stake. While the ratio of first money to follow on reserve for each fund varies a bit, from the early stage funds I’ve spoken with the ratio tends to be around 1:2, or one third up front, two thirds for follow on.

This means of the $20MM per year they’re trying to commit for the first three years of the fund, they’re actually writing $7MM in new money checks, and keeping $13MM to follow-on with the future rounds of funding for the successful companies.

Dividing this $7MM through, if they’re doing 8 deals a year (two a quarter is a good rule of thumb), they’re writing an average $875K check, meaning they’re probably tapped out writing checks much past $1MM for their first money in.

VC Fund Check Sizes

Now let’s look at a VC fund like Greylock Partners. They have the same fund lifespan (10 years), but they’re working with $1B (which is up from the $500MM fund they raised in 2005). This comes out to $333MM a year in the first three years of the fund’s life. These bigger funds aren’t putting all of their fire-power in at the early stage, but given the big multiple returns happen there it is probably fair to assume they’re putting half of their fund into early stage investments ($166MM a year), and using the 1:2 ratio between first round and follow on reserve, this means they’re needing to put to work $55.5MM a year in early stage deals. Assuming the fund is doing 8 of these Series A deals a year, they’re having to write a check of $6.93MM for each of those deals for the numbers to fall out. Looking at actual data, the average Series A round was $6.9MM in 2014, so this isn’t a bad general guess (and anecdotally prestigious firms like Greylock don’t fit into the average so the thought of them writing $7MM+ checks as part of above-average Series A deals makes a lot of sense).

You might be thinking, “well, these guys have a lot more money to play with – so why wouldn’t they do a deal where they buy 20% of my awesome startup for $3MM, spending half the money they do on average? That makes us a bargain!” In practice, this doesn’t happen much because the VCs know they have limited bandwidth and they really need to shovel this money from their LPs into startups to make it all work. If they were to invest an average of $3MM in a deal, they’d have to work twice as hard for their management fees – and they didn’t buy that place in Jackson Hole to leave it empty for months at a time.

They could of course write the same big check with your startup at a lower valuation, but then they’d be taking 40% of the company – crowding out the other shareholders, especially the ones who need to work their butts off for the next 5-7 years to get the company to an exit, which is why only predatory investors do this in the early stage.

Now, while it isn’t necessary for a Seed or a VC firm to be a slave to these averages (they might keep less in reserve to follow on because they’re on a tear and know they’ll be able to follow on with the next fund they’re out spruiking now), and there are certainly many exceptions that prove the rule, the size of the fund certainly does define the parameters of the partners when they’re writing checks – Jeff at SoftTech isn’t likely to write a $10MM check to a startup he really likes because that means sinking almost 12% of the current fund in one bet.

Looking at the fund size, check size, incentives and SaaS valuations together exposes the SaaS Fundraising Death Zone.

The Death Zone

When a SaaS startup is very early (little product, no revenue, showing promise), Angels will often invest on a convertible note, essentially an IOU which the company converts into investor shares at a future financing round. Commonly these rounds are in the neighborhood of $500K from 10-20 individual investors on a note often capped at $4MM (which gives an implied valuation of $4MM for the startup and means the angels collectively will have 12.5% of the company when they do a priced round).

Once the company has some traction and proof points, they’ll want to go beyond the prototype engineering team and invest money into acquiring customers. To do this, they’ll often raise a round from a Seed fund with more firepower than Angels can provide. Given Seed funds will want to write around a $1MM check, and because they want to target the 15%-20% ownership stake, the pre-money valuation at the Seed stage will likely be not much more than $6MM – which using the 10x ARR principle means the startup will be doing $50K in MRR if they’re doing well, or a lower amount of recurring revenue is their growth rate is awesome.

The company then puts the funds from their Seed round to work and builds the revenues up to $200K in MRR. Using our 10x rule of thumb, this gives them a pre-money valuation of $24MM, and a check of $6MM will give the investor at the Series-A a 20% stake of the business (post money). They then keep on building, raising money on the way as they need, and then either get acquired, go public, or completely screw it up and die.

The problem is the gap between $50K in MRR (where Seed funds top out) and $200K in MRR (where the VCs start to do their Series-A deals) – and it is a gap I’m calling the Fundraising Death Zone.

saas-fundraising-death-zone

Entrepreneurs who try and raise between these two points are at a significant disadvantage – they’ve basically got four difficult options.

  1. You can accept the rules of the game and raise $1MM from a Seed fund at a lower valuation than they’re worth (the $6MM cap which still gives the Seed fund the % ownership they want). A lower value means more dilution (you can only sell equity once), but the Seed fund really can’t write a bigger check and if you need capital, you might have to take what you can get.
  2. You can convince the Seed fund investor to lower their percentage requirements. This isn’t easy at all and involves great salesmanship by the entrepreneur to convince the Seed fund investor that having a smaller percentage of a massive winner for a check size they can write is better than having 0% and missing out on the winner entirely because of their fixation on maintaining a certain percentage.
  3. You can convince the VC investor to give you a valuation your business don’t deserve (now) and raise a big round, which is the more common scenario if you’ve got something great going for you (reputation, team, media buzz, VCs or their portfolio companies use the product themselves, etc). This can however be a poison pill in the medium term because you need to earn the valuation you’ve been prematurely given, and then earn a future higher valuation to ensure you don’t end up with a down-round.
  4. You can convince the VC to write a smaller check, increasing their relative workload. This also requires a lot of salesmanship and the only way to really make this happen is to make it clear you’re coming back for a bigger check in the near future at terms that will be favorable to them (the balance of a check size they want at a not-crazy valuation).

Now, this doesn’t mean fundraising in the Death Zone is impossible – it just gets a lot harder. Professional investors are spoiled for choice in the early stage with lots of companies crossing their path, and when something doesn’t fit their pattern of valuation, stage and check size, it is a lot easier for them to pass and harder for you to build competition in the deal.

The real problem with the Death Zone is that it seems counter-intuitive – surely a company that is doing $120K in MRR can raise money a lot more easily than a company doing $50K in MRR? It is more than twice as successful revenue-wise, has been de-risked more and it is a lot harder to fake $120K in MRR than it is to get to $50K with some clever but unsustainable growth hacking. Investors must be a lot more into a company doing $120K than one doing $50K!?!? While it doesn’t make sense for entrepreneurs, the needs of early stage investors and the limits on the check sizes they will write means often this isn’t the case at all.

This counter-intuitive nature is the big risk for SaaS entrepreneurs. It makes logical sense to think “hey, we’ll hold off from fundraising now until our numbers are better, we’ll get a better valuation from better investors”. But the reality is, if you blow past $50K in MRR, you’re going to want to make sure you’ve got the internal resources to more than 4x the size of the company or else you’re going to face a shitty or much more difficult path to successful fundraising – especially if you need to raise capital in the Death Zone.

I hope this has been helpful – if you’ve had different experiences or have a different perspective, please share them in the comments below!

UOW Occasional Address – It's what you do with it that counts

Introduction

Today is one of the days you’ll remember for the rest of your life.

It might be because you feel proud – it is the culmination of thousands of hours work and study.

It might be because you feel relieved – no more cramming for exams and assignments at the last minute.

It might be because you feel dominant – after countless hours of swearing and rage you’ve managed to beat the compiler and debugger enough to graduate!

It might be because you feel appreciative – for the amount of support you’ve received from teachers, parents and friends over many years, efforts that you might not have appreciated at the time when you were stressed about an exam or an assignment.

It is probably all of these reasons, and more – this is a special day for you all (and sometimes more so for the parents and friends up the back).

Given this is such a special day, when you get a call from the VC and you’re asked to give the Occasional Address, you naturally want to make it to be good.

You think back to the great addresses given at occasions like this by people like Steve Jobs, Theodore Roosevelt and Nelson Mandela.

You naturally think, “Hey, I should try and impart some wisdom and amazing advice,” and then you realize there’s a little problem.

I’m less than 10 years older than the average age of the graduands here. I don’t have enough grey hair yet to have any wisdom to impart.

It gets worse though. I’m an Informatics drop out. I’m never got to sit in your seat as an Informatics graduate.

What legitimacy do I have to fill you full of advice about what to do now you’ve graduated?

Damn, so we’ve got a bit of a problem.

So, rather than vainly try and fill you with wisdom I don’t have, coming from a drop-out without legitimacy, I thought instead it might be more valuable for you to share a few stories and lessons learned, and then I want to do something a little unorthodox – I want to throw thrown down a challenge to each and every one of you.

That’s right. A challenge.

If you only take away one thing from my talk today, I want you to remember this: it isn’t where you’ve been, what you’d done or what you’ve got: it’s what you do with it that counts.

What I want to do today is challenge you in what you do with what you’ve got. I’ve got three stories to share with you today – one that might help see how to work with what you’ve got, one about the perspective you should have, and one that is about why you should do it, rather than talk about it.

Find something you want to work hard, be passionate and get better at

As I mentioned before, I’m a drop out. It was early 2000, and the whole world was crazy. The internet was changing everything, or so they said. I’d been dabbling as a freelance web developer to make some extra money to spend on beer, back in the days when that meant writing code first, and making things pretty and usable second. The minority of Australian households with internet connections all used modems, and frankly, the quality of web design sucked.

So, in early 2000, I dropped out of uni, quit my job at the Novotel, and moved out of home, all in the course of a couple of months. I registered my company, Internetrix on the 10th of April 2000, and within a week, the Nasdaq crashed.

The dot com bubble burst, and I’d just staked my ability to survive on an industry that was just taken around the back of the shed and shot.

As you can imagine, this situation presented a few challenges. So how was I able to grow from Internetrix from a one-man-band into an award winning company, recognised as a partner by companies like Google, with clients in the US, Japan, China and of course here in Australia?

In short, there were three things – work hard, be passionate and never stand still.

Selling thousands of dollars of IT services to businesses when you’re a 20 year old with no track record is bloody hard. When they’re small businesses, it is harder. When they’re small businesses in Wollongong, it is almost impossible.

If keeping a fledgling business going wasn’t hard enough, the government introduced the GST when I was only 3 months in; I had to learn accounting and tax, and quickly, since I couldn’t afford an accountant.

And being young meant I was easy prey for bad actors – between being ripped off and having people threaten to sue me I had to learn quickly how to survive in the jungle.

It was frigging hard work, but thankfully I didn’t have the temptation of a cushy graduate position as an alternative of making it work.

This could have been because I wasn’t a graduate – I’d dropped out. But it wasn’t.

This could have been because the whole industry had just exploded and no one was hiring IT people, especially drop-outs with very little experience.

But it wasn’t.

I pushed through without the temptation to do anything else because I’d been bitten by the startup bug – the freedom and excitement of creating something out of nothing was just too intoxicating for any mere job to ever be enough after that.

I didn’t start Internetrix to get rich. I started Internetrix because I had a believed that the internet was indeed transformative.

I also believed that your average business they had been doing it wrong – they spent money on a website without knowing why, and how the investment was going to pay off.

From the beginning, had a passion for building a startup that helped clients get a positive return on their online investment – this passion put my business on a good footing, and I was able to develop long term relationships with clients that allowed my business to grow.

But this energy for hard work and passion to throw yourself at something isn’t enough – in our industry, you have to have a hunger to keep learning. Things change so incredibly fast. You need to be constantly reading, experimenting, learning, hacking and tinkering.

It is only by being at the top of your game that you can combine your willingness to work hard, with your passion for the field, and know when you stand in front of a client, a colleague and a new hire that you have what it takes. IT is a meritocracy, without the baggage of other professions, so you’ve always got to be willing and able to bring the best to any occasion. Cramming won’t do it. You need to be continually training, and if you’re working in a field that you don’t care about, that you’re not passionate enough to read about in your spare time, do something else.

So, what’s the lessons here? Since what matters from here is what you do with what you’ve got, make sure you’re prepared to work hard, be passionate and stop improving at what you’re doing. If you’re not, you should do something else.

Play on a World Stage

In mid January 2006 I found myself in the Hard Rock Casino in Las Vegas  as a guest of the owners of MySpace, which at the time being was the world’s 4th most trafficked web property. Later that week I was pitching to the world’s most respected venture capital firms, the people who’d make the initial investments in Google, Yahoo, EA, Facebook and many other household names.

I spent three months living at the home of Mike Arrington, the founder and editor of Techcrunch.

This all happened because I co-founded a company, Omnidrive, with a fellow uni dropout, Nik Cubrilovic in mid 2005. If you’ve used Dropbox, you’ve got a good idea of what we were building – cloud based storage with clever sync technology between multiple devices. And while our business failed (and Dropbox just raised a round of capital on a $1B valuation), the crazy roller-coaster experience was one of the most valuable things I’ve ever done.

Thrust into the limelight of Silicon Valley and playing the startup game at the time Facebook was just getting going was an amazing experience, not for what I learned about business, fundraising or the industry, but because of what I learned about myself.

Driving down Highway 101 through the heart of Silicon Valley, you see the headquarters of companies like Oracle, Yahoo and Google. Seeing these buildings, and realizing they were real places, with real people working there, people just like you and I, was paradigm shifting.

When it comes to technology, Silicon Valley is unquestionably the top level the world stage. It is where the best in the world compete and define technology worldwide. One night I was lucky enough to have dinner with Marc Andreessen, the founder of Netscape, because a friend of a friend made an introduction and he was free and keen to find out about what we were doing. It is just that kind of place.

While initially feeling very inadequate and out of my depth, it didn’t take too many meetings with VCs, too many conversations with entrepreneurs at dinners and beers with senior engineers from places like Yahoo and Google at parties to start to realize that I had what it took to go toe to toe at this top tier game.

And it wasn’t anything special about me. I was an average student. To this day, my staff would ban me from all hacking and meddling if they could. And yet, as time went by, I got the sense I wasn’t out of my depth.

I thought about the dozens, if not hundreds of tech people I’d work closely with in Australia over the years, and realized that they could also hold themselves in this, the beating heart of technology globally, and could honestly regard themselves as being world class. The distance between Wollongong and San Francisco might be great, but the difference in calibre of technologist wasn’t nearly as great as I’d imagined.

The University of Wollongong has one of the best IT programs in Australia, and so what I’m saying is that you have what it takes to go toe to toe with the best in the world too.

Two UOW alumni who aren’t that far ahead of you – and one of whom was sitting unemployed on North Wollongong beach in January – have built a startup in the last 6  months. After going to Silicon Valley a couple of months ago, they are now in acquisition discussions with some of the biggest names in technology fighting over them.

These guys are just like you, and if they can do it, so can you. Why shouldn’t you be the next Steve Jobs, Bill Gates or Mark Zuckerberg? Seriously.

So, what’s the lesson here? When it comes to thinking about what you’re doing to do with what you’ve got, make sure you’re mindset is to be world class and play on the world stage.

Be the man in the arena

This last story is not my own, so it is probably the most important of three stories I’m going to tell today.

Theodore Roosevelt was the 26th President of the United States, and when he became President in 1901 at age 42, he was the youngest man ever to do so. Widely regarded as one of the best Presidents in US history, Teddy was invited to give a speech at an occasion like this at Sorbone University in Paris, one of the world’s oldest Universities, established in the 12th Century.

In his speech, he reflected on the temptation among the learned and privileged scholars and academics before him to become commentators, critics and cynics. He cautioned against this, and delivered some of the most stirring words I’ve ever read:

It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.

There is little use for the being whose tepid soul knows nothing of great and generous emotion, of the high pride, the stern belief, the lofty enthusiasm, of the men who quell the storm and ride the thunder. Well for these men if they succeed; well also, though not so well, if they fail, given only that they have nobly ventured, and have put forth all their heart and strength.

When it comes to rising to the challenge of what we’re all going to do with our education, our skills, our lives, I believe this message is the most important. As President Roosevelt says elsewhere in this same speech, “To you and your kind much has been given, and from you much should be expected”.

As Informatics graduates, you have more power, more opportunity to change the world, than any other group in the history of mankind. I mean that. Think through history, and think about the forces that are going to drive, enable and facilitate the future of our world more than any others. Technology is common to all of them, for good or for evil.

Just take a moment and reflect – today, there are now more than a billion people online, and if you throw in mobile phones there are billions more.

We’ve seen how technology has changed the world in Egypt, Tunisia and other parts of the middle east in the last few months.

Closer to home, the opportunities to change healthcare, education, how we live, how we work, and more are vast. We’re only three or four decades into the information revolution – even if we accept the pace of change now is much faster, compared to previous revolutions – industrial, bronze, etc – we’re surely now in little more than the first early rays of a new dawn.

I believe we all have the power, the opportunity and the responsibility. But, to make a change, to make a difference, you have to be in the arena.

So, how can you get into the arena?

Of course, I have a natural bias towards seeing the arena as being a part of a startup. You put it all on the line, and even if you fail you still learn so much more than you would working for a bank or the government in a graduate role. There has never been a better time to do a technology startup – thanks to cloud services the costs of getting going are lower than they’ve ever been, and with a mature web audience of over a billion people, and app stores and the like making distribution and payments easier than ever before, I’d encourage all of you to keep the idea of doing a startup in the back of your mind.

But, being the man in the arena doesn’t just mean doing a startup. It can mean passionately advocating for change and improvement in a workplace. Or using your technology skills to help a cause you’re passionate about. Whatever you choose, the key is to both avoid the temptation to just throw rocks or criticism and cynicism from the stands, and show the courage to get down into the arena.

So, when answering the challenge of what are you going to do with what you’ve got, make sure whatever your doing, you’re doing it in the arena, for that’s the only place that matters.

Conclusion

From here, you’ll follow many different paths, across careers, across the world.

You should take this time to reflect and look back with pride on what you’ve achieved – enjoy this moment and the sense of achievement that rightly comes with it.

But also realize that from here, it isn’t what you’ve done to get here that matters – it is what you do with it that counts.

When it comes to choosing your challenge, work hard, be passionate and always keep getting better.

When it comes to framing your challenge, be world class and don’t be afraid to play on a world stage.

When it comes to how you tackle your challenge, remember to always be in the arena, fighting to succeed but not afraid to fail.

Good luck and I wish you all the best in rising to the challenge of doing something amazing with what you’ve got.