Patrick Collison Quotes

Startups need to focus on building a foundation for their company culture early, and then they need to revisit it often. Every time a hire is made, a feature is launched, a Facebook status is updated, a press interview is given, a round of financing is raised, or a meeting is held, culture should be part of the decision-making process.

When you have an intense game, you're going to have arguments. I have no problem with it. I think it's healthy.

We yelled, mostly, but bad enough that you wanted to fight. That's how we became winners. We fought each other. When you did something wrong, we'd tell you about it.

For entrepreneurs, choosing your co-founders is like a professional marriage. You're going to go through tough times, and you need to remember that ideas can change, but business partners can't.

I think early on in the league, my biggest problem was I tried to put out what I believe was an innocent fire because I felt it was a conflict with other stars.

When you have a lot of communication, it picks up the aggressiveness with everybody on the court.

If possible, try to avoid pushing each other over the edge, as that would cause me extra paperwork.

When you’re in a startup, the first ten people will determine whether the company succeeds or not.

If you have a problem and you can't find a solution, you meet again tomorrow and you keep talking until you find a solution. You can disagree with behavior or a particular position, but you do not resort to calling an opponent worthless.

You need to be able to agree from time to time if we're going to get anywhere. Once you have started a civil dialogue, it's a much smoother road to compromise. The key thing to remember is it's a daily practice.

If you don’t intend having a compromise, you don’t negotiate at all.

I hate to be a kicker, I always long for peace, But the wheel that does the squeaking, is the one that gets the grease.

If you want to bring an end to long-standing conflict, you have to be prepared to compromise. If either or both sides insist on getting everything that they want - that is to say 100 percent of their demands to be met, then there can never be a settlement.

I cannot help but notice that there is no problem between us that cannot be solved by your departure.

Conflict is inevitable but combat is optional.

[Peace praxis is] a peace process that deals with conflict integratively.

Companies that I've been very involved with, that have had a very bad first hire in the first 3 or so employees never recover from it.

I have already prepared my counter proposal. It reads thusly: you may strategically place your wonderful lips upon my posterior and kiss it repeatedly!

Discourage litigation. Persuade your neighbors to compromise whenever you can.

Collaboration is risky. If it fails, if the occupation is wound up prematurely and the bad guys come back to power, you might find yourself in some serious trouble.

There can't be a quarrel without two parties, and I won't be one. I will be a friend to you in spite of you. So now you know what you've got to expect

For both parties in a controversy, the most disagreeable way of retaliating is to be vexed and silent; for the aggressor usually regards the silence as a sign of contempt.

Without agreement you just have people arguing.

Sometimes I get drunk and I get into arguments with taxi drivers. And I get out the cab and I slam the door. That's not the way to win an argument with a taxi driver. The way to win is you get out of the cab and you leave the door open. And then he has to step out and come around and close that door. And while he's doing that, I'm on the other side opening the other doors-and we just go around and around and around, and I got my own Benny Hill situation going on in life.

We have to see conflict as thinking and then get really good at it.