To prevent engineers from gaming output-based pay, 10X assigns a "Technical Strategist" to each project. The engineer is paid for output, but the strategist is incentivized by client retention and account growth (NRR), creating a healthy tension that ensures high-quality work is delivered.

To prevent single points of failure, implement a "pilot/co-pilot" system. Regularly rotate employees, promoting the co-pilot to pilot and bringing in a new co-pilot. This develops well-rounded talent, breaks down knowledge silos, and makes the company anti-fragile, despite initial employee resistance to change.

McLaren's CEO Zak Brown re-frames leadership as a service function. His primary job is to ensure his 1,400-person team has the tools, funding, and motivation to succeed. He sees himself as one employee whose responsibility is to "keep them all fed and hungry."

The NBA fosters a community where marketing leaders from competing teams openly share ideas. Because teams primarily operate in different local markets, they are not direct commercial rivals. This "coopetition" allows them to learn from each other's successes and failures, elevating the marketing of the entire league.

To prevent its new mobile app from simply replicating its existing web platform, Irembo framed the mobile team's goal as competing with the web team. Their key metric was shifting user traffic from web to mobile for the same services. This created a competitive dynamic that forced innovation and differentiation.

Zak Brown's first move at the struggling McLaren F1 team was to overhaul the leadership team, bringing in fresh blood to create alignment before tackling technical or commercial issues. This established a new, winning culture from the top down.

Inspired by James Dyson, Koenigsegg embraces a radical commitment to differentiation: "it has to be different, even if it's worse." This principle forces teams to abandon incremental improvements and explore entirely new paths. While counterintuitive, this approach is a powerful tool for escaping local maxima and achieving genuine breakthroughs.

In Formula 1, only the top 30% of drivers (6 of 20) can win a championship, and only if they are in one of the top 10% of cars (2 of 10). This specific ratio from McLaren's CEO highlights that in high-performance fields, investing in elite tools is a non-negotiable prerequisite for top talent to succeed.

Recognizing that only 1% of its fanbase ever attends a race, McLaren focuses its marketing on the other 99%. The team invests heavily in free public events and digital engagement, even changing its iconic car color based on fan feedback, to build a loyal global brand far beyond the racetrack.