LinkedIn’s CEO Jeff Weiner Shares His Hard-Won Leadership Lessons
From navigating a company’s growth to the importance of compassionate leadership, LinkedIn CEO Jeff Weiner offers invaluable insights into the world of business and the human element of success.
In a candid and enlightening interview, Jeff Weiner, LinkedIn’s CEO, dives into the lessons learned throughout his career, revealing the nuanced approach to leadership that has guided him. With a focus on compassion and personal growth, Weiner debunks the stereotypical image of the ruthless executive, offering real-world advice applicable to all levels of leadership.
One of the most crucial lessons he stresses is the importance of recognizing when to "take the pitcher out of the game." This metaphor, he explains, translates to recognizing when individuals are overextended in their roles and require a change. Rather than avoiding the difficult conversation, he advocates for open communication and a clear path forward, emphasizing that compassion can sometimes mean helping someone move on to a more suitable position.
Weiner also delves into the challenges of managing compassionately, acknowledging the common concerns: how to justify letting someone go when you believe in compassion, and how to extend compassion when you don’t personally connect with an individual. He argues that in both cases, compassion is vital, and sometimes, letting go is the most compassionate action.
Expanding on the concept of personal growth, Weiner emphasizes the power of routine and transitioning from tactical execution to proactive strategic thinking. He shares his own daily rituals, highlighting the importance of scheduling "buffer time" for reflection, synthesis, and unscheduled meetings.
On the topic of managing email overload, Weiner advocates for sending less email. He reveals a valuable lesson learned at Yahoo, where excessive email usage ultimately led to negative consequences. This simple yet effective principle echoes his belief in clear and concise communication – a key factor in reducing unnecessary communication and fostering more meaningful interactions.
Weiner’s discussion of mentoring highlights the wisdom of Fred Kaufman, who taught him that "wisdom without compassion is ruthlessness, and compassion without wisdom is folly." This profound lesson formed the basis of his personal vision statement: to help expand the world’s collective wisdom and compassion.
When asked about his leadership aspirations, Weiner reveals his constant pursuit of becoming more compassionate and mindful. He stresses the importance of self-awareness and empathy, recognizing the need to understand another person’s perspective and strive to build stronger connections.
Weiner also delves into the nuances of hiring, emphasizing the importance of finding individuals who not only possess intelligence and a steep learning curve, but also share a sense of values, purpose, passion, and humor. He candidly addresses the challenge of ensuring diversity in hiring while maintaining a connection with potential candidates, underscoring the importance of finding common ground in shared values and a foundation built on a strong organizational culture.
When asked about the hypothetical question he would use to determine a potential hire, Weiner chooses: "What is your ultimate dream job?" This question, he argues, goes far beyond a simple desire to "change the world" and provides insight into the candidate’s values, ambitions, and potential fit within the company.
Weiner closes with a discussion of the elements that drive effective cultures, again emphasizing the importance of clarity, communication, and a shared vision. He stresses the crucial role of recruitment, onboarding, ongoing development, and performance evaluation, all of which should be aligned with the company’s vision and values.
This interview provides not only a glimpse into the mind of a successful CEO, but also a roadmap for anyone seeking to improve their leadership skills. Weiner’s insights offer practical takeaways and valuable reminders that effective leadership involves a delicate balance of compassion, self-awareness, and a commitment to growth, both personal and professional.
Jeff Weiner: Leadership Lessons, Culture, and the Importance of Passion
Jeff Weiner, the former CEO of LinkedIn, recently sat down for an insightful interview, offering valuable insights into his leadership philosophy, cultural values, and hiring practices. He shared his hard-earned wisdom, emphasizing the importance of setting clear expectations, fostering a culture of compassion, and prioritizing learning and growth both for himself and his teams.
Key Takeaways:
- Don’t leave the pitcher in the game too long: Weiner uses a baseball analogy to illustrate the importance of recognizing when employees are struggling and taking decisive action. This may involve coaching and mentoring, but sometimes it requires a tough decision to transition someone out of their role.
- Compassion doesn’t mean avoiding tough conversations: He argues that letting an employee stay in a role where they are struggling can be the least compassionate thing you can do.
- Scaling yourself as a leader takes constant effort: Weiner highlights the importance of transitioning from tactical execution to strategic thinking, and the crucial shift from problem-solving to coaching and mentoring.
- The power of routine is essential: He emphasizes the importance of having a clear morning and evening routine, including prioritizing adequate sleep, exercise, and meditation.
- Email is often the enemy of effective communication: Reducing email volume, using the phone for important conversations, and prioritizing clarity and brevity are key to avoiding unnecessary communication overload.
- Authenticity is key in hiring: Weiner believes that understanding a candidate’s ultimate dream job is a valuable tool to gauge their fit with the organization, but he also stresses that finding individuals with a strong ability to learn and diverse perspectives is essential for building a strong team.
- Culture is more than just values: It’s the collective personality of the organization, reflecting not just who they are but who they aspire to be.
- Building a winning culture starts with hiring: Hiring people who embody the organization’s values and creating a robust onboarding process are crucial for maintaining a strong cultural foundation.
- Performance evaluation should go beyond results: At LinkedIn, Weiner highlights the importance of evaluating performance based on both results and cultural alignment.
H2: "Don’t Leave the Pitcher in the Game Too Long" – The Importance of Compassionate Leadership
The central theme of Weiner’s leadership philosophy is compassionate leadership – a concept that he believes is essential for creating a positive and supportive work environment. He acknowledges that being compassionate sometimes means making difficult decisions, such as letting go of an employee who is no longer a good fit for the role.
"One of the least compassionate things you can do is let that person stay in a role where they’re way over their head," Weiner asserted, highlighting the detrimental impact this can have on both the individual and the team. He believes that taking proactive steps to address performance concerns, whether through coaching or reassignment, is a crucial aspect of managing compassionately.
He also emphasizes that true compassion involves a willingness to step outside of your own perspective and empathize with other people’s experiences. This requires self-awareness and the ability to manage your emotions effectively, not always easy in challenging situations.
H2: Scaling Yourself and Your Team: A Continuum of Growth
Weiner identifies several key transitions leaders need to make as they navigate the path of professional growth.
H3: From Tactical Execution to Strategic Thinking
He underscores the need for proactive strategic thinking as organizations evolve. "It’s very different when you’re at a smaller company and everyone needs to roll up their sleeves and get it done, " he explains, but as companies grow and the landscape shifts, "if you’re not thinking about the future… you’re going to end up back on your heels and reacting to your environment rather than playing your own game."
H3: From Problem-Solving to Coaching and Mentoring
Weiner stresses the importance of empowering leaders to coach and mentor their own teams. "As you continue to scale, it’s absolutely imperative that your key leaders can start doing those things for themselves, and even more importantly, that they’re capable of coaching the people on their teams." This is how an organization truly scales and sustains growth.
H2: Building a Team of Passionate Learners
Weiner’s approach to hiring emphasizes finding individuals who share his values of compassion, learning, and passion. He seeks out people who have a "fierce intelligence" and a "steep learning curve," not just those with extensive experience.
H3: The Importance of a Shared Sense of Purpose
Beyond technical skills, he prioritizes finding people who have a "deep sense of purpose" and are passionate about their work. "If they lack passion, it’s not necessarily going to be an optimal situation," he states.
H3: The Power of Connection and Diversity
Weiner believes that finding common ground with candidates is essential, but he also recognizes the importance of building teams with diverse backgrounds and perspectives. He rejects the notion that finding a "mini-me" is always the best approach to hiring. Instead, he emphasizes the value of hiring individuals who can challenge his perspectives and complement his strengths.
H2: The Importance of Culture and Values
Weiner defines culture as the "collective personality" of an organization, encompassing not only its current state but also its aspirations. He believes that values are the foundation upon which decisions are made.
H3: Hiring: The First Step in Cultural Alignment
He highlights the importance of maintaining a high bar for hiring, refusing to compromise on cultural fit and values even during periods of rapid growth. He stresses that new hires can easily disrupt a company’s culture if they aren’t properly integrated and aligned.
H3: The Power of Onboarding and Development
Weiner believes that onboarding is crucial for ensuring new employees understand the organization’s values and how they are expected to work within the company’s culture. He emphasizes the importance of providing continuous opportunities for learning and development, tailoring programs to meet the needs of different individuals and career stages.
H3: Evaluating Performance Beyond Results
He notes that at LinkedIn, performance is evaluated not just on results but also on cultural alignment and behavior. "It’s about how you get those results," he says. This approach helps ensure that values are consistently reinforced and that employees who don’t embody those values are addressed.
H2: "Next Play" and Other Leadership Mantras
Weiner has adopted several leadership mantras that he believes have been valuable both for him and his teams.
H3: "Next Play" – Moving Forward, Always
Drawing on the coaching philosophy of Mike Krzyzewski (Coach K) of the Duke Blue Devils, Weiner believes in the power of "Next Play," which emphasizes constantly moving forward, regardless of past successes or failures. This mindset allows teams to stay focused and avoid dwelling on the past.
"It doesn’t matter how successful you just were, you know, let’s say it was like some amazing alley-oop dunk," Weiner explains, "or how poorly they executed… you spend a moment or two reflecting on what just took place, and then you move on to the next play."
H3: Aversion to Surprises – Prioritizing Open Communication
Weiner makes it clear that he prefers open and honest communication over surprises, particularly when it comes to bad news. This belief aligns with LinkedIn’s core value of "being open, honest, and constructive." He believes that teams should be proactive in managing expectations, especially when encountering challenging situations.
H2: Building a Winning Team: The Importance of Trust and Shorthand
Weiner strongly believes that building strong relationships within a team is essential for long-term success. He emphasizes the importance of fostering a sense of trust, shorthand, and a shared sense of purpose among team members.
H3: Avoiding Job-Hopping – The Danger of Short-Term Thinking
Weiner advises caution when encountering candidates who have a history of frequent job changes. While he understands that there may be valid reasons for switching jobs, a pattern of frequent job changes can be a red flag, raising questions about a candidate’s commitment or ability to develop a long-term vision.
He contrasts this with the high tenure of executive teams at some of the world’s most valuable companies, suggesting that a strong sense of commitment and long-term alignment are essential for building a thriving company.
H2: The Value of Purpose-Driven Leadership
Weiner acknowledges that being "title-driven" is not always the most effective approach to building a successful career. He champions the importance of being purpose-driven, finding roles that align with one’s personal values, goals, and the ability to make a meaningful impact.
H3: Three Mistakes to Avoid When Starting a Company
For aspiring entrepreneurs, Weiner identifies three common mistakes:
- Lack of Focus: He stresses the importance of defining a clear and singular mission and prioritizing a limited number of goals to achieve early success.
- Ineffective Communication: He emphasizes the need to establish a strong communication cadence and process from the outset, ensuring the right information is shared with the right people at the right time.
- Slow Decision Making: Promoting a culture of rapid but effective decision-making is crucial for a startup’s success, fostering an environment of trust and shorthand among team members.
H2: The Power of Continuous Learning
Weiner strongly believes in the importance of ongoing learning and intellectual curiosity. He emphasizes the changing nature of the modern workforce, noting that the days of acquiring a skill and being set for life are largely over. He urges individuals to constantly seek new knowledge and skills to remain competitive and adaptable in a rapidly evolving environment.
"The world is moving so quickly… I think it’s critical to remain curious about the world," he concludes. "Be constantly learning new skills and new capabilities."
