Soheil Saeidmehr’s Post

You might see the poster and think, "Okay, you're attending the event, we get it." but... There’s a story behind this one that I’ve never shared before. Rahul Wadhwa 🦄 was my first manager at Slintel. This you probably might know. But what you don't know, is that we disagreed with each other too often. Of course very respectfully. I’ll never forget my second 1:1 with Rahul. I was just starting my career, nervous about making videos, feeling anything but confident. But he told me something that stuck: "You’re a natural, Akshaya." That small comment sparked my belief in authenticity—a belief that drives me to this day. I don’t know if he even knows this, but he has a unique talent for seeing potential in people that others might miss. That's why I support his stint with School of SDR. Rahul didn’t just stop there. He’d listen to my cold calls and, during feedback sessions, constantly correct my pronunciation. It annoyed the f*** out of me, but I secretly took every bit of feedback to heart and worked on it. And now that's why I’m support vision with Blue. - End of the story!! - Yes, I’ll be attending the Blue Carpet event tomorrow and I hope to see you there at 7 PM! 💙 #BlueCarpetEvent #SchoolOfSDR #AI #BusinessCommunication #Authenticity #SalesJourney

What traits would you have pushed onto your younger self knowing that you would have to go through "ample pain" to really learn it? I had a really interesting conversation recently where someone asked me for guidance on what they should do to "grow". It made me think about a recent interview where the CEO of nVidia said that he would wish "ample doses of pain and suffering" for the audience. If I had to build a version of myself, it wouldn't be a pleasant experience. The only way to really learn something is to experience the tough bits that will build that muscle or skill. Nothing of value comes easily in my opinion. How do you build patience? You have to put them in a situation where they need to learn to develop it. How do you build creativity? Force them into situations where they have to be creative to survive/make it. How do you build humility... How do you learn sympathy? You get the idea. So again, what would you suggest to someone or what lessons/pain do you wish you would have learned earlier perhaps? #ciso #riskmanagement #digitalmarketing #informationsecurity

That’s a wrap on Stripe Sessions 2024! 🚀 The fireside chat between Patrick Collison (CEO of Stripe) and Jensen Huang (CEO of NVIDIA) was a standout moment for me. Jensen shared some unconventional strategies that really sparked conversation: Instead of firing struggling employees, Jensen believes in "torturing you to greatness." His journey from cleaning toilets to CEO proves that skills can be nurtured. Jensen skips traditional 1:1s and opts for giving feedback in group meetings, allowing everyone to benefit from his insights. What resonated most was their shared laser focus on fundamentals. Stripe’s mission is simple — to increase the GDP of the internet. Similarly, Jensen showed us how NVIDIA’s key business decisions (like inventing CUDA) stem from clear, direct arguments. Both Patrick and Jensen remind us that simpler is often better. Here's to embracing unconventional wisdom and keeping things clear on our own journeys! 💡 #StripeSessions #LeadershipInsights

Removing one-to-one time with your team members is a huge mistake. I've been inspired by Jensen's approach to growing NVIDIA. But I can't get on board with some of the strategies to team management that he talks about in this interview. Public feedback isn't helpful. It creates a culture of shaming, and humiliating. Not to mention, everyone is different. Some people may learn from receiving feedback in a public forum, others may become discouraged. Feedback in the moment can be helpful. But providing feedback isn't the only goal of one-to-one's. They provide time to build trust with someone and help them develop themselves, their career, and navigate challenges. After seeing this, I was pretty shocked to see Nvidia's 4.6 star review on Glassdoor. I expected it to be lower. Has anyone been in a similar workplace without one-to-one's and public feedback? What was your experience like? #leadership #careerdevelopment #technology

NVIDIA CEO Jensen Huang doesn’t fire people. This interview is enlightening, “Let’s Reason About It”. 💭 • Great Things Take Pain & Suffering • Don’t Fire People, Torture Them Into Greatness • 1 on 1’s Discouraged, Give Immediate Feedback • It Takes Loving Care To Build Craft • Small Teams Can Do Great Things • Productive Companies Leads To Higher Earnings, Higher Earnings Leads To More Employees, More Employees Leads To More Social Growth. What Unconventional Best Practices Are You Using? #CompanyCulture #Culture #Burnouts #UnconventionalBestPractices

Have you heard about EIFS?  (2 types of business indicators) I‘ve recently listened to an interview with an extraordinary leader Jensen Huang, the CEO of the NVIDIA company. This company has been showing outstanding results lately. I found the interview incredibly interesting. For instance, Huang talks about his past as a dishwasher. In addition, he mentions a system of indicators, which he calls EIFS - Early Indicators of Future Success. He says that measuring a company's revenue is essentially meaningless; it's not actions, but rather the result of actions taken earlier. And it's those actions that should be measured primarily. Why did I pay special attention to this point? In Mitgo, we also operate with two types of indicators, lagging and leading. And it's the leading indicators, from my point of view, that are much more important than the lagging ones. Constant observation and measurement of actions at the moment as well as prompt changes can help us achieve better results in the future. That's why we teach most business teams to use both types of indicators; only then can they make the right management decisions, and at the right time. Btw, here is a link to the interview:

A good overview of what is going on with the tech job market. "Big Tech is slashing hundreds of thousands of jobs and blaming artificial intelligence, but there may be more to the story than that. Intel just announced fifteen thousand layoffs yesterday, causing their stock price to plunge. Big Tech, who for over a decade provided all sorts of employee perks may no longer be the dream place to work." I am biased towards this video because it reaffirms some things that I've been saving for years: - Tech jobs at smaller companies or non-tech organizations are more stable and less intense than Big Tech - Don't get into tech unless you are actually interested in the field. Its a volatile field that requires continuous self-education and the ability to pivot. - AI isn't as much of a threat to tech workers as the average CEO

Chris Zook and James Allen in their book, The Founders Mentality, talk about the importance of investing in people. Here is an example in practice. Team is everything- it’s not possible to succeed without a great leader and a great team. No one time wonder CEO can build a long lasting company. Thank you Kelly Kimball for bringing this insightful book to my attention. #thestartupstation #thoughtleadership #entrepreneurship

🔥 “You become like the 5 people you spend the most time with, choose carefully.” – Laura Frank Barnard 🔥 Reading this post about Jensen Huang’s approach at Nvidia got me thinking: How do leaders balance accountability with growth? Jensen’s philosophy of not firing anyone, but instead pushing them toward greatness, aligns closely with the way I believe in leading through transformation, not elimination. 🔑 Key Takeaways: • Growth Over Termination: Instead of cutting people loose when they stumble, he chooses to invest in their improvement, offering an incredible ROI in both talent retention and organizational culture. • Market Leadership: With Nvidia’s market cap per employee at $100 million, it’s clear that investing in people’s potential, even when it’s tough, pays off in spades. My Perspective: • Tough Love Works: Like Jensen, I believe in “tough love leadership”—I don’t give up on people easily, and I strive to push them beyond their limits into greatness. 🔄 Transformation takes time, but it builds resilience and loyalty. • Why This Matters: In our ventures, especially in fast-moving industries like eMobility and Tech, the ability to invest in people and their long-term growth has a direct correlation to the company’s success. • Balance: Of course, the challenge is knowing when to keep pushing and when to recognize that not everyone can reach the level you need. 🛠️ Your Turn: What’s your take on this? Do you believe in giving people more chances, or are you quicker to cut losses? 🤔 Would love to hear how you manage this balance in your own leadership journey! Drop your thoughts 👇 #Leadership #GrowthMindset #Resilience #TeamBuilding #FounderJourney

1. #TorturedIntoGreatness Meaning: Highlighting the idea that pushing through challenges and tough love can lead to incredible growth, this hashtag captures the essence of personal development through perseverance. 2. #NoOneLeftBehind Meaning: This speaks to Huang’s leadership style of not giving up on people. It underscores the belief that every individual has the potential to improve, and with guidance, they can achieve greatness. 3. #LeadershipWithVision Meaning: Reflecting Huang’s visionary leadership, this hashtag emphasizes the importance of leaders seeing potential in their employees and fostering growth rather than opting for quick fixes. 4. #PowerOfPerseverance Meaning: Capturing the spirit of persistence in the face of adversity, this hashtag aligns with Nvidia's approach to nurturing talent and achieving extraordinary results through patience and dedication. 5. #UnleashingPotential Meaning: This highlights the philosophy of uncovering hidden talents within individuals, transforming them into high-performing contributors and ultimately benefiting the company’s growth. 6. #MasteryThroughMentorship Meaning: A nod to how Jensen Huang mentors employees to success instead of letting them go. This hashtag emphasizes the power of guidance and mentorship in achieving excellence. 7. #GreatnessThroughGrowth Meaning: Celebrating Nvidia’s culture of continuous improvement, this hashtag underlines the concept that greatness is not innate but developed through constant learning and growth. 8. #PeopleOverProfit Meaning: This hashtag showcases the idea that focusing on people and nurturing their potential can lead to success—both personal and organizational—demonstrating that investing in employees reaps long-term rewards. 9. #BuildBrillianceTogether Meaning: Emphasizing collaboration and collective growth, this hashtag highlights how working together and supporting one another can lead to individual brilliance and, in turn, corporate success. 10. #InnovationThroughInspiration Meaning: This focuses on the idea that inspired employees create the most innovative solutions. It reflects how Nvidia’s culture, led by Jensen Huang, fosters creativity and groundbreaking achievements through empowerment. These hashtags capture the essence of Nvidia’s success under Jensen Huang’s leadership, where nurturing talent and fostering growth lead to both personal and organizational brilliance.