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Founder Mode

paulgraham.com

461–470 of 772 posts

Re: Founder Mode

#461
post #186

Earlier quoted context omitted.

what's the url? usually pg thinks lisp knowledge makes people more likely to succeed, not less

https://paulgraham.com/hijack.html > By promoting themselves from data to code, hijackers on September 11th promoted box-cutters into 400,000 lb. incendiary bombs Published September 2001

That doesn't say anything like that Lisp knowledge could have prevented the attacks. It does say that reasoning similar to reasoning about computer systems security could have led to better aircraft security.

The code/data rhetoric is not exclusively an earmark of Lisp. A primary concern in security are situations in which what is intended to be data allows for a surprising malicious use whereby it effectively becomes a way to program behaviors into the software which processes the data.

For instance, Winamp being exploited by loading a specially crafted MP3 playlist file is an instance of data becoming code; no Lisp in sight. Code being a flipside of data, in the context of security, is simply the consequence of the Von Neumann model.

Graham is arguing for compartments; exactly why we use containers and such. The main idea is that the passenger cabin should be sandboxed away from the cockpit, which isn't earth-shattering.

Where he mentions Lisp is this:

> The defense that does work is to keep code and data in separate places. Then there is no way to compromise code by playing tricks with data. Garbage-collected languages like Perl and Lisp do this, and as a result are immune from buffer overflow attacks.

This point seems bungled. Garbage collection is no panacea. Bugs in a garbage collected run-time can expose applications to exploitable attacks. The advantage in Perl and Lisp is that the application programmer is not writing low-level buffer manipulation routines from scratch. That stuff is in the language run time, where we debug the low-level implementation code once, and have thousands of applications use the debugged thing. If a hole is found, we fix it once, and close the issue in thousands of apps once they upgrade to the new run-time.

Garbage collected languages do not necessarily keep code and data in separate places. Moreover, non-garbage-collected languages do that. The C language can easily be implemented in a conforming manner such that the data areas (automatic storage (a.k.a. stack) and dynamic (malloc) are not executable. C keeps code and data separate. Functions are not objects. In some C implementations, like certain DSP chips, functions are in a separate space; you cannot cast a function pointer to char * and access the function image, because the resulting pointer will be interpreted in a different memory area. Of course, C data can contain pointers to functions, which can be redirected if overwritten.

Lisp data can also contain function pointers: e.g. a closure object with a pointer to code and to an environment. If that is stored in a heap somewhere where an array is also stored, and the run-time has a bug which allows array overrun, it could perhaps be exploited.

Re: Founder Mode

#462
post #199

Earlier quoted context omitted.

> filters out the most capable and most effective people from executive positions Well, yes, because generally somebody who is actually 'the most capable and most effective' will simply be running their own business, why would they waste time climbing the ranks to work for somebody else's yacht? The filter exists because whilst PMCs can't build the ship, a founder can, they're fine at keeping it away from the rocks e…

pubmed centrals? politico-media complexes?

professional managerial class

Re: Founder Mode

#463

Earlier quoted context omitted.

I don't know nearly enough to make a firm claim here but I don't think what you're describing sounds like a definitive counter example. There's a big difference between giving lower level employees creative freedom and letting c level executives have free roam over their domain with little oversight or Founder involvement.

...letting c level executives have free roam over their domain with little oversight or Founder involvement. I agree with you, I think. pg's point was that "Steve Jobs Mode" is the opposite of founders letting their C-level execs roam free. I don't agree. I think the improved model is "free roaming managers with lots of transparency and accountability." "Free roaming" and "no accountability" are a recipe for disaster…

> It violates the golden rule: don't create a role with two bosses.

Right, but on the other side, in the military they told us: "You can delegate authority, but you can't delegate responsibility." If part of the CEO is to be a manager for the C-suite, then he needs to be able to evaluate how the CxO is behaving as a manager; and that would seem to imply looking 2 or 3 levels down to see what's going on beneath them.

That's not to say the CEO should go around randomly countermanding orders and giving new ones. The CxO can't do their job that way. But it does mean that the CEO should have a clear picture about what's going on, form their own opinions, and either give guidance / constructive criticism or fire where appropriate.

Re: Founder Mode

#464

Earlier quoted context omitted.

A really special failure mode is to hire management from proper grown up companies to implement real processes for your aspirationally-real startup. Serious economic misunderstanding on multiple levels and a popular choice nevertheless.

My first exposure to big company management was, ironically, at a startup. They hired their C-level executives from big companies. Those executives hired VPs and extra layers of management who were also from big companies. Very quickly we had a deep org chart where ICs could be 5 steps removed from the CEO even though they hadn’t decided exactly what product we were going to build. Everything was done by committee in…

I miss „ta-ba-dum-tss” at the end of the story. Yeah they all played us for fools as they don’t have to do any real work and I also seen such folks here and there hired for friends startup…

Re: Founder Mode

#465
You do need to hire great people and give them room - but that doesn't mean you ignore them and let them operate their business unit like a separate organization... You need to be involved as a CEO or other key decision maker.

This philosophy of involvement follows through the entire org structure not just from CEO to the farthest position down the org tree.

Let's not let this be a rug to sweep poorly-behaving founders behavior's under, as there are plenty of those out there (key: successful founders).

Re: Founder Mode

#466
post #75

After two unsuccessful but still alive start-ups, I've come to very similar conclusions. Absolutely every single time I've tried to say to it anyone other than a founder I was met with disbelief that eventually turned into accusations of not knowing how to be a leader. While I do admit that I didn't fire people as quickly as I should have, most of our structural problems came from employees simply doing what was best…

> employees simply doing what was best for them

No leader should expect anything different from their people. It is your job to align the incentives so that what is best for the employee is to do those things that are best for the company. If you are relying on people to do what is not best for them out of loyalty to a corporation/startup/vision, you do not have an accurate pulse of the modern work force.

And yes, when a leader or company looks like it is going sour, sometimes employees act in bad faith for their own self-interests. When that happens, question why -- what is it that makes them think bad faith actions are more beneficial than helping the company. Don't just fire and forget... do some self-critique to find out why someone who was smart enough to be hired in the first place lost faith in your leadership. There are likely important lessons there.

Re: Founder Mode

#468

Professional managers will absolutely run a company at 20% optimization while founders might get to 80%. But if the founder gets hit by a bus it's going to drop to 2% or die. Professional management is like a lot of software tools, you can build a better framework yourself that is better suited to your usecase but no one else knows how to use it or can learn in a reasonable amount of time. This isn't saying managemen…

I like this analogy. And I suppose that’s the risk-reward trade off: a founder can really get more out of a company than a manager but when you lose them it’s a drop. But I would argue that you can always find professional management when the founder is out.

Re: Founder Mode

#469

You do need to hire great people and give them room - but that doesn't mean you ignore them and let them operate their business unit like a separate organization... You need to be involved as a CEO or other key decision maker. This philosophy of involvement follows through the entire org structure not just from CEO to the farthest position down the org tree. Let's not let this be a rug to sweep poorly-behaving founde…

The brain tells the finger what to do (press 'r' to reply to email).

But the brain does not walk down and presses the 'r' key itself, that would make the finger redundant, and it would be a distraction for the brain. The brain also doesn't talk to the finger and tell it how to move to the 'r' key step by step, as that would be micro-management and piss the finger off.

What the brain needs to do is to enthuse the finger so that the finger acts in a way the brain would have acted - the "finger as the extended brain".

Now a good leader can manage to enthuse not just one finger, but 20 "fingers" - and all their transitive reports. (No wonder successful biz leaders are similar to cult/sect gurus that can seem to distort reality.)

Re: Founder Mode

#470

Earlier quoted context omitted.

I’ve had a lot of conversations over my career about this general topic, and I still haven’t been able to answer: If a large, successful company operated extremely cleanly, wouldn’t that increase stock price even further? What are the disincentives to doing so (beyond the need for requiring more from people)?

Once a company becomes successful, it attracts the second kind of people in Iron Law of Bureaucracy. https://www.jerrypournelle.com/reports/jerryp/iron.html

Third, there's people who only value themselves and use the organization as an excuse.
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