One of the tests that I frequently use in an interaction is I push on the idea and what I'm looking for is both flexibility & persistence.

One of the things is when you think, "Wait, I'm fearful of retaliation, I'm fearful of oppression because of someone who is going into a public office, who might be vengeful for their own personal reasons, that's actually not a reason to hide - that's a reason to step up, right?"This is part of what we learned from the 1920s.

Everyone, you know, during crises times, is much more focused on, okay, how do we get the boat completely seaworthy, sailing along well, and everything going well? And so as long as you're communicating how the general strategy of the company and how the work they can do to add to that and to make that more successful and the thing that they can contribute to that, that is generally very motivating for employees in crisis times.

I actually think we need to put our energies, as entrepreneurs, as technology inventors, as government, to being much more inclusive. I think the key thing is actually working together.

Make sure a certain percentage of the people that you're hiring are generalists so that you can be, kind of reconfigured in the workforce pretty easily.

Finished ought to be an F-word for all of us. We are all works in progress. Each day presents an opportunity to learn more, do more, be more, grow more in our lives and careers.

If I ever hear a founder talk about oh this is how I have a balanced life so on and so forth - they're not committed to winning.