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The clearest pick: 7 Powers
Resource:7 Powers — book by Hamilton Helmer.
Recommended by: Packy (Not Boring). Packy says that, if he had to choose one of the book’s seven powers, he would choose counter-positioning.
Key takeaway: Counter-positioning means designing a business model that gives incumbents conflicting incentives, making effective competition difficult. Packy’s reason for elevating it is practical: a young startup can use an incumbent’s size and existing economics against it before the startup has built the other six powers.
Why it matters: Ramp is the concrete example. Corporate-card incumbents benefit when customers spend more; Ramp built around helping customers spend less, so copying its model would also damage the incumbent’s own revenue economics. The useful founder-level test is not only “Can we build a better product?” but “Would matching our business model force the incumbent to hurt its existing business?”
The qualification is as important as the recommendation: counter-positioning buys time rather than permanent protection. Packy uses Base Power as the operating example—sell electricity and install a battery rather than sell the battery outright, reducing the customer’s upfront cost by roughly 20–40x and forcing incumbents to change their business model. The startup then needs to use that window to build more durable advantages such as scale economies, switching costs, brand, or network effects.
Two companion listens
Zach Dell’s conversation with David Senra — podcast/video conversation; pointed to by Packy. The relevant segment is a founder’s explanation of counter-positioning in practice: Base Power avoids competing on battery quality or price and instead changes what it sells.
Acquired, especially “7 Powers with Hamilton Helmer” — podcast/episode; highlighted by Packy as a recurring source of counter-positioning examples. The useful caveat from the linked discussion is that counter-positioning is usually a take-off-phase power and only a partial source of durability; another moat has to follow.
Best candidate (with an attribution caveat): The post gives an explicit cross-industry learning recommendation—“Look outside your industry too”—and reports that Mark Rampolla built Zico Coconut Water with a team of eight by studying Vitaminwater, Red Bull, and Starbucks. His quoted rationale, “We became students of success,” followed by “Excellence leaves clues,” gives a meaningful reason to use these companies as external case studies.
Caveat: This is an indirect endorsement: the recommendation is narrated by the post, while Rampolla is quoted describing his team’s learning practice rather than directly telling readers to study those companies.
Excluded promotional material: The same document explicitly labels Leadership Intelligence as a sponsor and Upwork as a sponsor, so those placements do not qualify.
Direct answer: The transcript contains one clear external-resource recommendation: an “open router report” and an “index of token pricing.”
- Resources / title and creator: The transcript gives only those descriptive labels; it does not provide a fuller title or creator for either resource. The wording is compressed, so it is also uncertain whether the token-pricing index is separate from the report.
- Who recommends them: An unlabeled panelist speaking after Jason; the speaker says the resources are what “you look at,” but the supplied transcript does not securely identify that speaker by name.
- Rationale: Use them instead of relying mainly on benchmarks, to judge which model generates the most economic value efficiently; the speaker also suggests checking what companies are using and how they evaluate the models.
Borderline references, not counted as confirmed recommendations: A speaker says they occasionally read Ben Thomson and praises a phrase, but names no specific work. Another speaker calls an untitled piece by “Jacob,” identified only as OpenAI’s chief scientist, “a great piece” and says they read it that morning; this is positive endorsement but not a direct audience-facing recommendation.
One qualifying external-resource endorsement appears, though the transcript does not give an exact episode title:
- Resource: an untitled Joe Rogan podcast/interview appearance featuring Daniel from AI 2027; creator/host identified in the transcript: Joe Rogan. The hosts call it “an interesting listen,” say Daniel “makes a lot of good points,” and praise his ability to explain AI-risk issues to a broad audience.
- Recommender and context: the show’s hosts, while discussing AI 2027 and public awareness of existential risk, give this positive endorsement; it is an implicit recommendation rather than a direct “listen to this” imperative.
- Takeaway: the appearance is presented as an accessible explanation of AI risk, but the hosts caution that Joe Rogan’s UFO and remote-viewing tangents could blur the distinction between concrete X-risk claims and more speculative topics.
- Candidate lines: L16–L18. The exact episode title and Daniel’s full creator/guest identity are not supplied, so they should not be filled in from outside the transcript.
Other media references do not qualify: Mountain Head is explicitly criticized as not a good film, while the Luca Ferrari episode is forthcoming self-promotion; the Wall Street Journal article and other films are merely discussed or quoted.
- Hamilton Helmer’s 7 Powers (book). Packy McCormick calls counter-positioning his favorite of the book’s seven powers: designing a business model so incumbents face conflicting incentives that prevent them from competing effectively.
- Zach Dell’s conversation on David Senra (podcast/video, around 16:18). Base Power CEO Zach Dell explains that challengers should avoid merely offering a better product at a lower price; instead, they should change the business model—for example, sell electricity rather than home batteries at roughly one-twentieth to one-fortieth of the outright purchase cost, forcing incumbents to fundamentally change how they operate.
- Acquired, especially “7 Powers with Hamilton Helmer” (podcast/episode). The recurring discussion is recommended as a source of counter-positioning examples; its key caveat is that counter-positioning is usually a take-off-phase power and only a partial source of durability, so companies must build another moat.
- Jacob’s AI-safety letter — The 20VC discussion called it a “great piece”; it argues that no lab, including OpenAI, has solved alignment enough to keep scaling at full speed, and calls for mandatory externally enforced safety bars plus voluntary slowing until those safeguards exist.
- Ben Thomson’s writing — The discussion highlighted Thomson’s description of LLMs as “the most scaled artifacts humans have ever developed” and said the framing “stirred the imagination.”
- OpenRouter report and token-pricing index — These were pointed to as practical references for evaluating models by real-world usage, economic value, and efficiency rather than relying on benchmark claims alone.
Patrick O’Shaughnessy recommended Walter Russell Mead’s books Special Providence and God and Gold, calling them “two of the best books on American power.”
- Special Providence and God and Gold — books by Walter Russell Mead. Investor Patrick O’Shaughnessy calls them “two of the best books on American power,” in the context of Mead’s decades-long study of how America achieved global dominance and whether it can sustain that position amid AI, robotics, and “personal politics.”
The Best Teams Believe Before They Win
The Big Idea: Extraordinary teams don’t wait for success to make them confident. They deliberately build the shared belief that every person matters, hard problems are solvable, and someone will step forward when pressure hits.
Why It Matters: Work is more complex, disruption is relentless, and very few meaningful goals can be achieved alone. Talent and resources help, but they don’t guarantee that people will trust one another, recover from setbacks, or act decisively without a playbook. Collective confidence turns a collection of capable individuals into a team that believes it can find a way forward together.
Try This Today: Tell one teammate exactly why their contribution matters. Skip the generic praise and name the specific skill, effort, or perspective they bring. That small moment can strengthen the belief that everyone has a meaningful part to play.

These insights come from Collective Confidence: The Winning Formula of the World’s Best Teams (opens in new tab) by Dr. André Martin, an organizational psychologist who has spent his career building and coaching teams at Mars, Target, Google, and Nike and advising founders, executives, and athletes. Read on for 5 of the book’s key insights:
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1. The team is the only unit of performance that matters.
In August of 2017, Hurricane Harvey flooded Houston. Official rescue systems were overwhelmed within hours, so ordinary people hitched up their fishing boats and went to work. They became known as the Cajun Navy. No hierarchy, no script, nobody in charge. They split the city into sectors, tracked water levels, and reached trapped families through Facebook groups and walkie-talkie apps; within days, they pulled an estimated 8,000 people from flooded homes.
No one trained them for that. They shared a belief that together they could figure it out.
Leading these days is hard. The Surgeon General has called loneliness a public epidemic, with one in five employees feeling lonely on a daily basis. Change is coming at us at a magnitude, pace, and relentlessness never before seen. And in early 2025, a survey of executives found 84 percent of companies feel underprepared for the disruptions headed their way.
Thriving alone has become almost impossible. The team is the only unit of performance that matters now. I saw this firsthand at Google when the pandemic hit. The team I led took our entire onboarding program virtual almost overnight. No executive had that playbook. The group built one in the middle of the chaos.
Collective confidence is shown to be one of the strongest predictors of future performance. When the next disruption arrives, your job is not to have the answers. Your job is to have already built a team that believes it has the capability to find answers together.
The future belongs to the curious.
2. You cannot motivate your way to confidence.
Midway through a rigorous inspection of the USS Honolulu, a weapons system issue came up. Then equipment damage compounded it. The inspectors had every reason to fail the crew before the exam was finished.
The crew rallied. They worked on the problem and demonstrated capabilities the inspectors had written off. At the end, the lead inspector told them, “We’ve done a number of these exams over lots of years, and this was the best we’ve ever seen.”
Admiral John Richardson, who commanded that submarine, told me that story. In his mind, that moment was curated over the entirety of the year leading up to it, one sailor at a time. Whenever a new sailor came aboard, Master Chief Bill Kramer sat him down and gave him the truth in two halves. First half: this is going to be hard. You’ll stand watches and do scut work while you’re unqualified. Second half: you will have help. You will have mentors. And after a year of grinding, you’ll earn your dolphins, and everything changes.
Richardson and Kramer also went hunting for small wins. The ship spent holidays on a four-hour cleanup—Thanksgiving and Christmas included. They ended it and spread the work across regular duty days. Kramer’s line: “Those were big wins because they were little wins.”
By inspection day, that crew was full of people who had already proven to themselves they could handle hard things. That team’s belief was assembled out of individuals who both believed in themselves and in each other. Confidence spreads like a virus and compounds like interest.
This week’s Book of the Day sponsor is Leadership Intelligence (opens in new tab) by Caroline Webb, the bestselling author of How to Have a Good Day**. As AI reshapes how we work, the instinct is to lean hard into the technology — but the leaders who stand out will be the ones who know how to develop the distinctly human strengths of their teams: critical thinking, good judgment, and the ability to inspire and support others around them. Drawing on behavioral science and the stories of senior leaders, former McKinsey partner Caroline Webb delivers concrete tools for 21 everyday management challenges. Praised by Daniel Pink, Jonathan Haidt, and Kim Scott.**
3. Everyone needs to know why they matter.
Every August, 70,000 people build a temporary city in the Nevada desert for Burning Man. Inside that city, thousands of adults line up to adopt stuffed animals. That’s Camp Corny.
It started in 2014 when Paul “Disco” Troiano carried a single stuffed unicorn on a stick around the playa. “When I would hand it to someone, they’d start dancing with it, and it just made them so happy,” he told me. Fifty animals the next year, then 100. Now, it’s 3,000 a year.
The real magic isn’t the stuffed animals. It’s what happens to the people who show up to help without pay, equity, or any clear monetary benefit. They do it because the collective matters. Investment bankers become bar bosses. Pharmacists become party bosses. A craftsman who never thought of himself as creative and a software developer who had never touched fire effects team up to build a 25-foot fire-shooting unicorn arch.
Troiano’s rule: if you see something that needs doing, you’re now in charge of it.
In my research, this was one of the most powerful predictors of collective confidence, and one of the least studied. I call it contributory confidence. Individual confidence is about your own ability. Contributory confidence is knowing that your skills, effort, and ideas matter to a specific group. Many employees can recite their job description. Far fewer can tell you why they are vital on their specific team. So tell them, and be specific: here’s what only you bring, and here’s what we would lose without it. Five minutes, and people carry it for years.
4. Borrowed brilliance raises the bar.
In 2006, Jeff Conroy had a problem. As showrunner for Deadliest Catch, season two meant six crab boats in the Bering Sea, a two-person camera crew on each one, 30-foot waves, and no second takes. His shooters were ex-military guys, nature documentarians, and extreme sports junkies. Almost none had been to film school.
So he built one. Before the season, he brought everybody to Dutch Harbor, Alaska for a week. They watched the previous season’s footage together—the beautiful shots and the botched ones. No ego, no finger-pointing. One operator’s clever angle inside a crab pot became everyone’s. One operator’s missed moment became everyone’s lesson.
Then out at sea, a cameraman named Doug Stanley was thrown against the deck by a rogue wave, cracked his ribs, and kept filming. Every crew on every boat heard about it. The sentence in their heads changed from “this is impossible” to “if he can do that, we can at least try this.”
Your team does not have to earn every ounce of confidence the hard way. They can borrow it. Run your own film school: get people together to look at real work before the pressure is on. Look outside your industry too. Mark Rampolla built Zico Coconut Water with a team of eight by studying Vitaminwater, Red Bull, and Starbucks. “We became students of success,” he told me. Excellence leaves clues.
This edition of Book of the Day is sponsored by Upwork (opens in new tab). Find freelancers for any project by visiting upwork.com (opens in new tab) right now and posting your job for free.
5. Make everyone the boss of something.
In 2009, two Berkeley seniors heard a professor mention that gourmet mushrooms grow on used coffee grounds. Out of a class of hundreds, Nikhil Arora and Alejandro Velez were the only two who emailed to learn more. They grew their first crop of mushrooms in buckets in Alejandro’s fraternity house, then turned down their offers in consulting and banking. Neither was the boss. Decisions got made together. When a crop failed, or an investor passed, one stepped up while the other caught his breath.
I’ve been alongside Nikhil and Alejo as a coach and a friend since those early days, and I’ve watched them step forward for each other and step back for each other so often that it became unconscious—a language with no words, just movement. I once asked Nikhil how they handled disagreement. He said, “When Alejo says something differently, my first thought isn’t ‘How do I convince him.’ It’s ‘What am I missing?’”
In March of 2026, almost 20 years in—selling in Walmart, Target, Home Depot, and Amazon—Back to the Roots had a record month. Not because they finally cracked the code on something, but because they never stopped doing the things that built the company.
Give every person on your team one thing that is theirs, where they can make the call, and you back it. Then borrow Nikhil’s question: the next time someone disagrees with you, ask “What am I missing?” before you decide how to answer.
Best candidate (with an attribution caveat): The post gives an explicit cross-industry learning recommendation—“Look outside your industry too”—and reports that Mark Rampolla built Zico Coconut Water with a team of eight by studying Vitaminwater, Red Bull, and Starbucks. His quoted rationale, “We became students of success,” followed by “Excellence leaves clues,” gives a meaningful reason to use these companies as external case studies.
Caveat: This is an indirect endorsement: the recommendation is narrated by the post, while Rampolla is quoted describing his team’s learning practice rather than directly telling readers to study those companies.
Excluded promotional material: The same document explicitly labels Leadership Intelligence as a sponsor and Upwork as a sponsor, so those placements do not qualify.
