Alan Waxman saw how 10 siloed Goldman Sachs investing groups made contradictory, costly bets during the 2001 telecom bust. This direct observation of dysfunctional "fiefdoms" led him to build Sixth Street with a mandatory, collaborative "one team" structure to ensure cross-functional insight and avoid repeating those same mistakes.

Leaders' primary blind spots are an over-focus on internal operations ('inside out') while ignoring market realities ('outside in'), and spending too much time on analysis while neglecting the disciplined execution of the chosen strategy. Balancing these internal/external and planning/doing tensions is critical.

Solomon draws a sharp distinction between founders, who can 'anoint themselves' and hire to fill gaps, and those who rise within an established firm. He argues that to become a successor CEO at a company like Goldman Sachs, you must develop a complete skillset by actively improving your weaknesses.

David Solomon counters the Silicon Valley trend of hiring for 'slope' (potential). He argues that for large, established companies, deep experience provides the critical judgment needed to navigate the difficult 51/49 decisions that arise during crises, a quality he feels is underrated.

Goldman Sachs is divesting consumer-facing businesses like Marcus and its credit card to refocus on high-margin corporate advisory. Its stock is at an all-time high, validating a strategy where earning a small percentage (e.g., 0.2%) on multi-billion dollar transactions is far more profitable than serving millions of smaller retail customers.

Drawing from his experience partnering with Apple, Solomon cautions that most large-scale partnerships fail. For a partnership to succeed, it must have 'compelling glue'—meaning deeply aligned incentives, a shared purpose, and a governance structure that can overcome the natural friction between two different organizations.

PepsiCo's restaurant division failed not due to bad products, but because the parent company imposed its "packaged goods" processes on a "service" business. Recognizing and resolving this deep cultural incompatibility, even by spinning off the unit, was the key to unlocking the division's true value and allowing it to thrive independently.

The consumer partnership with Apple represented less than 5% of Goldman Sachs's revenue but received disproportionate negative attention. The leadership team made the tough call to exit because the strategic distraction and damage to the firm's narrative outweighed its actual financial impact.

To combat cultural erosion post-COVID, Goldman Sachs's leadership made a significant investment. They sent all 450 partners on mandatory two-day offsites in small groups to intentionally discuss, redefine, and recommit to the firm's culture, with the CEO attending every dinner.