Category Archives: Silicon Valley

Appearance on the AI and the Future of Work Podcast

Just a quick post to highlight my recent appearance on the AI and the Future of Work podcast hosted by my friend Dan Turchin.

I joined Dan to discuss my work-in-process 2023 predictions post (which I really need to get finished in the next week).  We start out by reviewing a few of my 2022 predictions, where Dan takes a somewhat European angle in his questioning given my work with Balderton Capital.  After that, based on the sneak preview of my 2023 predictions that I gave to Dan, he asks some questions about what I see coming in 2023.

It’s a long episode.  Dan asks some great questions, and I give some rambling answers, so if you’re listening on the treadmill make sure you pace yourself.  You’ll be burning a few more calories than usual.

You can find the episode on Spotify and Apple podcasts.  Thanks again to Dan for having me and I hope you enjoy the episode.

Fighting Envelopment Strategies: What To Do When A Larger Company Tries to Absorb Your Category

If you live in the country and see someone out walking a smaller dog, once in a while it will be dressed like this:

Does your startup need a coyote vest?

That’s called a coyote vest and it’s pet body armor designed to prevent Bruiser from being taken by a coyote and/or hawk.  I think about coyote vests whenever I think about larger vendors running envelopment strategies against smaller vendors.

A Review of Envelopment Strategies
Envelopment strategies are common, and often winning, strategies in enterprise software.  Two classic examples from the days of yore:

I’ve written before about envelopment strategies, then using SuccessFactors and Marketo as examples.  I’ve executed envelopment strategies, too.  At BusinessObjects, we pioneered the category for query & reporting (Q&R) tools, and then ran an envelopment strategy that broadened and transformed our category into business intelligence suites.  We did that by building OLAP into our Q&R tool, and then spending $1B to acquire Crystal Decisions in enterprise reporting.

More recent examples include:

  • Qualtrics, who evolved from a product-centric survey software positioning to a solutions-centric experience management (XM) positioning, and defined a new category the Play Bigger way in the process [3].
  • Alation, who pioneered the data catalog as an application for data search & discovery and then transformed it into an overall data intelligence platform for data search & discovery, data governance, cloud data migration, and data privacy.

Alation transformed the data catalog from its original search & discovery use-case to a broader, data intelligence platform.

In short, envelopment strategies work — to the point where they’re basically the standard play in enterprise software:  pioneer a category, win it [4], up-level it by defining a broader problem, define what’s in and what’s out when it comes to solving that broader problem [5], and then deliver against that definition.

But that’s just our warm-up for today, where our question is not whether envelopment strategies are effective (answer, yes) but instead:  what should I do when a competitor is trying to envelop me?

Combatting Envelopment Strategies
Deciding your response to an envelopment strategy requires you to determine where your category fits into the larger vendor’s broader vision.

The key question:  is your space one of the top three (or so) strategic components in the larger vendor’s broader vision?  If it is, you face a very different situation from when it is not.

For example, back in the early days of CRM, sales, marketing, and customer service were all defined as in the space.  But professional services was out.

The original definition of CRM left room beyond sales, marketing, and service (as well as plenty of room within each)

When your company is not within one of those strategic components, life is fairly easy.  You will likely be able to partner with the larger vendor because while vision overlap may exist, reality overlap does not — and the sales force knows that.  For example, early CRM vendors did not offer a professional services automation (PSA) tool and their sellers were typically happy to connect customers to a good PSA offered by a friendly partner.

While such partnerships sow the seeds of downstream conflict because the larger vendor usually expands its scope over time, that is a high-class problem.  You can build a substantial company in the period between the larger vendor’s first entry and when they eventually get their act together.  That often takes multiple, failed, organic attempts — executed across years — followed by a change in course and a major acquistion.  Oracle failed repeatedly at in-house-developed applications for about 15 years before eventually changing course to acquire PeopleSoft, Siebel, and others.  Salesforce eyed Yammer around 2010, then built Chatter to an only modest reception, and about 10 years later acquired Slack to provide best-of-breed collaboration.

But it’s not usually as simple as in or out.  Because these boxes tend to be quite broad, there is usually room for specialization.  For example, for many years customer service largely meant case management to Salesforce — omitting B2C customer service (e.g., high-volume case deflection portals) or field service (e.g., rolling trucks).  ServiceMax, RightNow, and Click all partnered succesfully with Salesforce in these areas before Oracle acquired RightNow (early in the game) and Salesforce later acquired Click after nearly a decade of partnership.

Consider some popular specialty areas with sales today, including revenue management (e.g., Clari, BoostUp), conversation intelligence (e.g., Gong, Chorus) and sales enablement (e.g., Highspot, Seismic).  And there are many more.

Sometimes, the situation is more subtle, where the issue is not room due to specialization, but room due to lack of commitment.  In these cases, the larger vendor “cares, but not that much” about a box.  The vendor may want to cover a large number of boxes, each with a different commitment level that is usually known with the organization [7], but never expressly communicated:

  • High.  We must succeed in this space.
  • Medium.  We care, but not that much.
  • Low.  We really don’t care and just want to “check the box.”

If you skim the larger vendor’s marketing, it will be difficult to discern the level of commitment associated with any given space.  But, if you spend more time, looking for rich content, deep white papers, and numerous customer reference stories, you will likely develop a sense for whether the marketing is simply veneer covering a low-commitment box as opposed to the hardwood of a core one.  Either way, the sales force will know.  Partners will know.  Most employees will know [7].

For example, Oracle had its own BI tool, Discoverer, the entire time BusinessObjects grew from zero to IPO, serving largely Oracle customers, in many cases partnering with the Oracle field [8].  In strategy circles, Oracle was executing a “weak substitutes” strategy, treating the space opportunistically, hoping to get extra revenues from indifferent customers, but understanding their offering was not fit to win in a best-of-breed evaluation.

Summary of Strategic Responses to Envelopment Strategies
With that backdrop, let’s summarize the options for how you can respond when someone tries to envelop you.

  • Sell.  The key here is timing.  If a bigger vendor approaches you early in your lifetime, you might think “too early for me.”  But, for them, it’s a clear sign that they are tracking the space and doing a make / buy / partner assessment.  If you rebuff the offer, you might get a second chance, but it will likely be years later, after they try building it themselves or acquiring another company and failing.  Remember, when selling to a strategic, it’s about them, not you [9]. Examples:  Aptrinsic selling to Gainsight, Chorus selling to Zoominfo, though later in its lifecycle.
  • Specialize.  Get so strong in your space that buying another vendor wouldn’t really solve the larger vendor’s problem, thus they decide to build or partner in the space.  If you execute well and you’re really focused, you can beat their in-house development efforts and stay a leader despite the larger vendor’s efforts.  If you also have great access to capital so you can grow fast, you can also build a substantial company while the larger vendor fumbles around.  Your strength and anticipated response can shape their “in/out” definition of the category.  Examples:  Gong, Clari, Amplitude [10].
  • Segment.  Pick a size-based, functional, or vertical segment of the market and go deep.  Think:  we’re the best CRM vendor for SMB/MM (Hubspot), we’re the best application for the customer service function (Zendesk), or we’re the best marketing personalization vendor for retailers (Bluecore).  This strategy can work very well to provide differentiation from the would-be enveloper and build a moat to protect your from their attack.  Think:  “the megavendor may be in bigger in the overall market, but nobody knows and cares about you like we do.” [10]
  • Counter.  Envelop back.  If someone tries to envelop you, well, two can play that game — and you can envelop right back.  This works best when you’re similar in size to the would-be enveloper.  Examples:  Back in the day, BusinessObjects and Cognos each tried to envelop each other.  After BusinessObjects bested Cognos in the BI suites evolution, Cognos countered by trying to unite BI suites with planning software to create enterprise performance management [11].  Today, in a similar clash, Alation and Collibra are trying to envelop each other in data intelligence platforms, the former starting from its leadership position in data catalogs and latter from its strong position in data governance.  I believe Alation has the better strategic position in that battle and that seems to be proving out in the market [12] — though I am by no means a disinterested observer [13].
  • Suffer.  Finally, you can pretend that envelopment isn’t happening around you — an all too popular strategy, that rarely results in a good outcome.  As Mark Twain said, “denial ain’t just a river in Egypt.”  Ignoring category envelopment is a fast path to becoming a question in Trivial Pursuit Enterprise Software Edition.  Example:  name the enterprise reporting vendor who, in the early 2000s, had a superior product, but nevetheless lost to Crystal?  Answer:  Actuate.  While it’s fashionable to say, perhaps over a nice glass of Michter’s 20 year in Davos, that building a company is about ignoring the competition and following your true North Star, that has nothing to do with the real world of strategy which is all about rising to strategic challenges, which often arise from competition.

A good strategy honestly acknowledges the challenges being faced and provides an approach to overcoming them. — Richard Rummelt

# # #

Notes

[1] Hence the original, and fairly long-lasting, definition of CRM as sales, marketing, and service.

[2] That Siebel would shortly thereafter miss the cloud transformation and be displaced by Salesforce is a story for another day.  Per an old friend who used to work there:  “I decided to leave Siebel the day I heard the quite powerful VP of Product say we were going to beat Salesforce by being more Siebel than we’ve ever been.”

[3] Effectively doing two transformations:  (a) from survey software to customer experiencement management, (b) from customer experience management (application) to overall experience management platform — for customer, employee, product, and brand experience management.

[4] Don’t forget this important step!  You can be too busy thinking about the next thing to remember to win the category you pioneered.

[5] The hardest part of the exercise in my opinion.  Where do you need to make, buy, or partner?  What really needs to be integrated in versus what should be connected externally and/or built upon.  This is an exercise that intersects customer centricity with core competencies.

[7] Sadly, know usually means tacit knowledge within the company and its close ecosystem.  Companies seem to feel a need to communicate as if they are all-in in every space in which they play.  This damages corporate credibility, but there is no obvious alternative.  Think:  “we sell a great thing 1, 2, and 3 and a just-OK thing 4 and 5.  People figure it out anyway, but it’s hard to say in a marketing collateral or sales training.  Plus, sometimes, senior management think it’s also a great thing 4 and 5, and few are willing to tell the Emperor that they’re wearing no clothes.

[8] Knowing that a $3M data warehouse Oracle database deal might ride on the success of a demo built in a $50K BI tool, and knowing that Oracle had only a weak commitment and a meh BI product, a seller might willingly trade away the $50K of BI tool revenue to increase the odds of winning the $3M database deal.

[9] Making a product acquisition, especially a strategic one, at a larger vendor requires much more than it being a good idea.  It’s more like stars aligning.  Larger vendors often track spaces and key vendors within them for years before making an acquisition.  Triggers for actually making an acquisition could be a competitor acquisition (e.g., Oracle buying Endeca in response to HP acquiring Autonomy), the loss of a major customer, acknowledgement of failure in a new product initiative, a change in board sentiment, or a drop in a company’s stock price such that it become acquireable.  Example:  we had discussions with Acta several times, over a period of years, before eventually acquiring them at BusinessObjects.

[10] Specialize and segment are both the coyote vest strategy — get so strong in a space that it’s unenvelope-able (or at least, not worth enveloping) from the larger vendor’s POV.

[11] Via the acquistion of Adaytum.  And yes, the original definition of EPM was the unification of BI and planning.  This was an analyst-led shotgun wedding that Cognos embraced and one that never really made sense to customers.  While BusinessObjects later countered by acquiring SRC, BI and planning never really came together.  You could put them under one proverbial roof, but they never became one category.  The two categories later diverged and EPM was redefined as the unification of financial planning and consolidation software (another analyst-led shotgun wedding that also later largely fell apart).

[12]  If you want to provide a general-purpose data access platform designed to help a wide range of users find, understand, and trust data, are you better off starting from a data access point of view (POV) or a data governance one?  Methinks access, as it’s fundamentally a “play offense with data” POV whereas data governance is fundamentally a “play defense with data” POV.  I think customers want to buy the former (offense, subject to proper defense as a constraint) and it’s easier to adapt an access POV to governance than the converse. Growing up around dusty glossaries and policies isn’t a great way to get spiritually in tune with end-user needs, collaboration, access, and a data democratization POV.  IMHO.

[13] I have a long history with Alation as an angel investor, advisor, former board member, interim gig employee, and consultant.

The More Cons than Pros of the Backdoor Search

You’ve decided you need to replace one of your executives.  Hopefully, the executive already knows things aren’t going great and that you’ve already had several conversations about performance.  Hopefully, you’ve also already had several conversations with the board and they either are pushing for, or at least generally agree with, your decision.

So the question is how to do you execute?  You have two primary options:

  • Terminate and start search.  Arguably, the normal order of operations.
  • Start search and then terminate.  This is commonly known as a backdoor search, I guess because you’re sneaking out the back door to interview candidates.  More formally, it’s known as a confidential search.

Yes, there are a lot of sub-cases.  “Search” can mean anything from networking with replacement CXOs referred by your network up to writing a $100K+ check to Daversa, True, and the like.  “Terminate” can mean anything from walking the CXO out the door with a security escort to quietly making an agreement to separate in 60 days.

As someone who’s recruited candiates, been recruited as a candidate, and even once hired via a backdoor search, let me say that I don’t like them.  Why?

  • They make a bad impression on candidates.  Think:  so, this company is shooting their CMO and that person doesn’t even know it yet?  (Sure, I’d love to work for them.)
  • They tie the recruiter’s hands behind their back.  Think:  I have this great opportunity with a high-growth data workbench company — but I can’t tell you who it is.  (Call me when you can.)
  • They erode trust in the company culture.  The first rule of confidential search is there are no confidential searches.  Eventually, you get busted; the question is when, not if.  And when you do, it’s invariably a bad look for everyone involved.
  • They are super top-down.  Peers and employees are typically excluded from the process, so you neither build consensus around the final candidate nor let them meet their team.
  • You bypass your normal quality assurance (QA) process.  By involving fewer people you disregard a process that, among other things, helps vet the quality of candidates.  If the candidate turns out a mishire you are going to feel awfully alone.
  • If you somehow manage to pull one off, the candidate gets off to a rough start, typically never having had met with anyone on their team.

That said, the advantages of confidential searches are generally seen as:

  • No vacant seat.  There’s no awkward period where the CXO’s seat is empty and/or temporarily filled by one of their direct reports.
  • Short transition period.  You elminate the possibility of an extended period of ambiguity for the CXO’s team.  Colloquially, you rip off the band-aid.
  • One transition, not two.  Some positions (e.g., CFO, CMO) have active fractional (or rent-a-CXO) markets.  If you terminate first, hire an interim replacement, and then search for a permanent replacement, you end up putting the team through two transitions.

I’d argue that for conflict-averse CEOs, there’s one bad “advantage” as well — they get to put off an unpleasant conversation until it’s effectively irreversible.  Such avoidance is unhealthy, but I nevertheless believe it’s a key reason why some CEOs do backdoor searches.

All things considered, I remain generally against backdoor searches because the cost of breaking trust is too high.  Lady Gaga puts it well:

“Trust is like a mirror, you can fix it if it’s broken, but you can still see the crack in that mother f*cker’s reflection.”

So what can you do instead of a backdoor search?  You have three options:

  1. Run the standard play, appointing an interim from the CXO’s directs or doing it yourself.  (If you have the background, it’s relatively easy and sometimes it’s even better when you don’t —  because it helps you learn the discipline.  I’ve run sales for 18 months across two startups in this mode and I learned a ton.)
  2. Run with an interim.  In markets where you can do this, it’s often a great solution.  Turns out, interim CXOs are typically not only good at the job, but they’re also good at being interim.  Another option I like:  try-and-buy.  Hire an interim, but slow starting your search.  This de-risks the hire for both sides if you end up hiring the interim as permanent.  (Beware onerous fees that interim agencies will charge you and negotiate them up front.)
  3. Agree to a future separation.  This is risky, but a play that I think best follows the golden rule is to tell the CXO the following:  “you go look for a job, and I’ll go look for a new CXO.”  A lot can go wrong (e.g., undermining, hasty departure, mind changing) and you can’t really nail it all down legally (I’ve tried several times), so you can only do this option with someone you really trust.  But it allows you to treat the outgoing CXO with respect and enables them to not have to ask you for a reference (as they’re still working for you).  You’re basically starting a search that is “quiet” (i.e., unannounced internally), but not backdoor because the CXO knows it’s happening.

Hat tip to Lance Walter for prompting me to write on this topic.

The Board Boss Delusion

I talked to a founder a while back who felt like they’d lost a year or two thanks to some strategic distractions foisted upon them by a well-meaning board of directors.  While most startup boards try to follow the Hippocratic Oath, some — like well-meaning but overbearing parents — smother their founders and their companies with love.  This was, in my opinion, such a case.

It wasn’t the first time I’d heard this tale, so I thought I’d write a quick post on the topic, which serves as a follow up to my previous post, Whose Company Is It Anyway?

Most of the writing I’ve done on board relations focuses on the hired CEO for two reasons:

  • That’s the path I personally took, having been a hired CEO at two startups.  I could write about it first hand.
  • I thought it was the harder path.  Alas, the grass is always greener, so I always assumed life was easier for founders because they possessed the irrevocable moral authority of being founder and accompanying invisibility cloak [1] that shield them from the same level of termination risk as a hired CEO [2].

But some founder/CEOs — particularly younger, nicer, and/or first-time ones — suffer from a dangerous delusion that we need to challenge.  When I asked the aforementioned founder how they ended up in this situation, they said this:

“I was younger then.  I was still under the impression that the board were my bosses.”

That’s it.  The board boss delusion:  the belief that a founder/CEO should try to please the board in the same way that an employee wants to please their manager.  Why is this a delusion?

  • The board is not a person.  It’s a committee.  It’s not of one mind.  It may literally be impossible to please everyone, and often is.
  • The board does not want to be the boss.  Despite appearances otherwise, the board always wants the CEO to be boss.  Admittedly that may be more apparent with some boards than others, but even the most idea-generating, directive [3] boards do not want the CEO treating them like the boss.  They’re just adding value by providing ideas.
  • As CEO you are accountable for results, not for pleasing people.  You’re not a director executing someone else’s plan who is rated on execution and congeniality.
  • There is no get out of jail free card.  If a founder/CEO fully executes exactly what a powerful board member said and it fails, they do not get to say, “but, but we agreed that was plan.”  The invariable response if you do:  “you’re the one running the company and you decided to do it.”  It’s on you.  It’s always on you.
  • The board is usually not qualified to be boss.  How many of your board members would make the short list in a search for your replacement?  Some, maybe, even ideal in cases.  But most?  No.
  • The board doesn’t work there.  You spend 50-70 hours/week at the company.  They go to six four-hour board meetings per year and sit on 8-10 other boards.  Informed outsiders?  Yes.  But outsiders.
  • It’s your company.  As a hired CEO it’s metaphorical, as a founder/CEO, it’s literal.  Either way, you need to run it.  The board’s there to challenge you, give you ideas, pattern match, and leverage their networks.  You’re there to run the show.

If you don’t believe me, try one of these ideas:

  • Ask your board members, over a coffee (not in a board meeting), if they want to be treated like the boss.  They will say no.
  • Throw them the keys.  A few of the gutsier founders I know do this when the board gets too directive.  They literally take their car keys out of their pocket and throw them across the table:  “if it looks so easy, you can do it.”  They will throw them back.
  • Ask them to tell you a story about CEOs who got replaced.  Drill into those stories.  Find out whose plan the CEO was executing.  Ask if the board approved the plan.  Ask if the CEO failed executing an agreed-to plan, particularly if they were executing it well but it just wasn’t working, why they got replaced?  They’ll say, in the end the CEO decided to execute it, so it was their plan.

Whose company is it?  Yours.  Run it that way.

Is the board your boss?  No.  And the faster you learn that, the better.

# # #

Notes
[1]  Potentially including actual control provisions.

[2]  I am not saying this is bad, by the way.  Having “it’s my company” moral authority makes founder/CEOs less vulnerable to termination in ways that I believe are more good than bad.  Yes, in the end, if someone is continually failing they need to be replaced. But, on the flip side, if it now takes 13 years (i.e., 52 quarters) to go public, there is a virtually 100% chance of bad periods along the way and, particularly on a VC board where there are N stakeholders with potentially divergent opinions, it can be difficult to survive such downturns without either a protector (i.e., alpha) on the board or the moral authority of being a founder.

[3]  You should do this!  You should do that!

How Should CEOs Answer the Question, “What Keeps You Up at Night?”

I’ve always felt that “what keeps you up at night?” was a trick question for CEOs.

There’s one part of it I’m quite sure about.  There cannot be anything that you control that keeps you up at night.  Why?  Because you’re the CEO.  If something is keeping you up at night, well, do something about it.

Stress, as I like to say, is for VPs and CXOs.  They’re the ones that need to convince the boss about something.  They’re the ones worried about how something might look.  The CEO?  Well, you’re accountable for results.  You get to make or approve the decisions.

If you’re a founder/CEO then you shouldn’t be particularly worried about how things look to the board.  It’s your company.  You’ve got an invisibility cloak that your hired CEO counterparts lack, and which you should use when needed.  Think of founder privilege the way the kitschy Love Story described love:  it means never having to say you’re sorry.

For what it’s worth, and I won’t claim to have been God’s gift to CEOs, I lived by the control rule — that is, if I controlled it and it woke me up in the middle of the night, then I was going to do something about it.  That’s why one of the worst things I could say to one of my VPs was, “I woke up last night thinking about you.”  If that happened, and it sometimes did, then either our working relationship or their employment status was changing soon.

I put this in the same “listen to your gut” class as the I don’t want to talk to you anymore rule.  If you’re one of my VPs, then you’re running a key part of my company, then I should look forward to speaking with you each and every time.  If I don’t look forward to speaking with you, it’s a massive problem, and one I shouldn’t ignore.  After all, why wouldn’t I look forward to speaking with you?  Who don’t I like speaking to?  People who:

  • Don’t listen
  • Don’t follow through
  • Can’t keep up
  • Grinf-ck me
  • Can’t or won’t change
  • Are negative
  • Are mean

There are probably other classes, but the point is if I don’t want to talk to someone, it’s a huge signal and one I should dig into, not ignore.

Waking up in the middle of the night is an even bigger signal.  If you agree that CEOs should not wake up in the middle of the night over things they can control, then we can move onto the second category:  things they can’t control.  Should CEOs wake up in the middle of the night over them?

Again I say no.  Why?

Making bets is a big part of a CEO’s job.  Based on available information and working with the team, the CEO places a set of strategic bets on behalf of the company.  The company then needs to execute those strategies.  While the quality of that execution is under the CEO’s control (and should be high to remove execution as a source of noise in the strategy process), the outcome is not.

Why be stressed while the roulette wheel is spinning?  It’s a natural reaction, but does it change the outcome?  You’ve placed your chips already.  Does stressing out increase the odds of the ball landing on your square?  Does not stressing out decrease it?  No.  It changes nothing at the roulette table.

I’d argue that in business, unlike roulette, stressing out can effect the outcome.  A CEO who’s constantly under stress while the wheel is spinning — e.g., waking up in the middle of the night — is likely to perform worse, not better, as a result.

  • A tired CEO does not make great decisions
  • A haggard CEO does not inspire confidence
  • A grumpy CEO does not handle delicate situations well

I’m not trying to minimize the very real stress that comes with the CEO job.  I am, however, trying to provide a rational, contrarian, and hopefully fresh point of view that helps you better frame it.

In the end, there are two types of things that CEOs can potentially stress about:

  • Things they can control.  They shouldn’t stress over these because they should do something about them, instead.
  • Things they can’t control.  They shouldn’t stress over these because doing so will not change the outcome.  Worse yet, it may well change the outcome — for the worse — over the things they can control.

Ergo, CEOs should never stress about things.  QED.

As Warren Buffet said, “games are won by players who focus on the playing field — not by those whose eyes are glued to the scoreboard.”  Focus on what you can control and, as Bill Walsh says, the score will take care of itself.

Congratulations.  You’re the CEO.  You’ve got the best job in the world.  Enjoy every day.  And sleep well every night.

# # #

Notes

  • To reiterate, none of this is to trivialize the stress that comes with the CEO job nor to suggest that CEOs shouldn’t work hard.  It is to say that I believe they will be happier and more effective if they find a way to sleep well — as most senior executives do.
  • To look at this from an outcomes perspective, while I was pleased with the operational results at both companies I ran, I was not particularly pleased with the outcomes.  Did I work hard and obsess about things?  Yes, in general.  If I worried more and slept less do I think it would have improved my outcomes?  No.  Were some of the worst decisions I made in part due to being worried and stressed about things?  Yes.  Did I in general sleep well?  Yes.  I have always naturally focused on running plays well and believed that the score would then take of itself.  In my experience, sometimes it does, but sometimes it doesn’t.
  • In writing this post, I found a few anecdotal, fun, and one somewhat ironic article on success and sleep.
  • This Bill Walsh quote seems to undermine my argument.  “If you’re up at 3 A.M. every night talking into a tape recorder and writing notes on scraps of paper, have a knot in your stomach and a rash on your skin, are losing sleep and losing touch with your wife and kids, have no appetite or sense of humor, and feel that everything might turn out wrong, then you’re probably doing the job.”  That said, he’d use this as an opener to speeches which were largely about focusing on what you can control.
  • Walsh’s other quote on sleep was more proactive:  “If you want to sleep at night before the game, have your first 25 plays established in your own mind the night before that. You can walk into the stadium and you can start the game without that stress factor. You will start the game and you will remind yourself that you are looking at certain things because a pattern has been set up.”