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January 12, 2012
I thought I had raised my "managerial IQ" to the ninetieth percentile. I've learned to give criticism only when it is "constructive" (and only after a good night's sleep). I can put together great balance sheets. I understand the Myers-Briggs personality preferences of my team – and I try to communicate in the style that they prefer. I don't hire people I don't like because "they are good." I don't hire people I do like because "they have potential." I only handle paper once. I don't send e-mail to anyone . . .

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