Tom and Dan were the perfect bosses in this regard. They would talk about valuing ability more than experience, and they believed in putting people in roles that required more of them than they knew they had in them. It wasn’t that experience wasn’t important, but they “bet on brains,” as they put it, and trusted that things would work out if they put talented people in positions where they could grow, even if they were in unfamiliar territory.

Peter saw no problem with a system in which he and the analysts who worked for him made so many of the company’s decisions. Meanwhile, businesses around us were adapting to a world that was changing at blinding speed. We needed to change, we needed to be more nimble, and we needed to do it soon.

John talked about his days working at Disney Animation more than two decades earlier, before the Michael era. (He was let go when the powers that be felt there wasn’t a future in computer animation!)

The Pixar acquisition served our urgent need to revitalize Disney Animation, but it was also the first step in our larger growth strategy: to increase the amount of high-quality branded content we created; to advance technologically, both in our ability to create more compelling products and to deliver those products to consumers; and to grow globally.

Kevin Mayer couldn’t stop fantasizing about what Disney could do if we added Marvel. Kevin is as intense and laser-focused as anyone I’ve ever worked with, and when he sets his sights on something of value, it’s very hard for him to accept my advice to “be patient,” and so he harangued me on a near-daily basis to find some way to get to Ike, and I told him we needed to wait and see what David could do.