To combat diffused responsibility, starting a committee at Coinbase requires explicit CEO or COO approval. This forces the assignment of a single "Directly Responsible Individual" (DRI), ensuring clear ownership, accountability, and faster decision-making.
To prevent a culture of complaining, Coinbase requires employees to document issues using a "Problem, Proposed Solution" framework. This forces individuals to move beyond simple criticism and contribute constructively, ensuring that dissent is paired with a thoughtful potential solution.
Counterintuitively, implementing formal processes like documented decision-making (e.g., a RAPID framework) early on increases a startup's velocity. It creates a clear, universally understood system for making decisions, preventing delays caused by ambiguity or passive-aggressive managers.
Facing an aggressive SEC, Coinbase rejected traditional lobbying and instead launched a two-front war: a grassroots campaign mobilizing its 52 million users and a top-down Super PAC with industry allies. This effective playbook is now being copied by AI and other tech sectors.
To maintain an exceptionally high talent bar while scaling, Coinbase's top two executives personally review a detailed packet for every prospective employee. They retain the right to veto any hire, demonstrating an extreme commitment to talent quality over speed.
Emilie Choi explains that market downturns are beneficial because they drive out short-term "mercenaries," allowing dedicated builders to thrive. Her promotion came from proving she could operate effectively during a downturn, rewarding her resilience when others fled.