Anticipating that AI will automate baseline work of junior analysts, Temasek’s strategy is to push these employees to develop skills and perform at a level two grades above their current role. This preemptively adapts their talent development model for an AI-enabled world, focusing on higher-order thinking from day one.

A key, often overlooked, function of leaders in high-growth groups is to act as a shield against internal company interference. This allows their teams to focus on innovation and execution rather than navigating organizational friction, which is a primary driver of top talent attrition.

Musk's success stems from his unique ability to attract hyper-intelligent, maniacally driven individuals. These people are drawn to his high-stakes, high-pressure environment, choosing to "burn out under Musk" rather than be bored elsewhere, creating an unparalleled human capital advantage.

A nation's leadership class shapes its priorities. China's government, heavily populated by engineers, excels at long-term, systematic infrastructure and technology projects. The US, dominated by lawyers, often gets mired in litigation and short-term cycles, hindering large-scale execution.

In 1969, Dean R.J. Miller mandated that 10% of GSB students be in a 'public management program.' The goal was to equip future government leaders with the same rigorous business education as their private sector counterparts, aiming to improve the operational effectiveness and expertise within the public sector.

High-growth companies create a virtuous cycle for talent. The faster a company grows, the more career advancement opportunities it creates, which attracts the best people. This influx of A-players then accelerates growth further. Conversely, stagnation creates a vicious cycle, repelling top candidates and making growth harder to achieve.

Herbert Hoover's primary motivation for creating the Stanford Graduate School of Business was to prevent the region's top business talent from leaving for East Coast institutions and never returning. The school was an explicit strategy for regional economic and talent development, countering a perceived 'brain drain.'

Cities like San Francisco and New York act as global talent magnets because they project a powerful and specific "whisper," or core message, about what is valued there. For S.F., it's "build a startup." This clear signal attracts ambitious individuals worldwide who are aligned with that mission.

Unlike Norway's model of direct government ownership, Singapore's Temasek acts as a holding company. This structure allows it to convene portfolio company leaders (e.g., in a Sustainability Council) to share insights and best practices, creating synergies that would be impossible with disparate ownership.