I don’t have to agree with Elon Musk’s antics or his politics to admire him as a founder and entrepreneur. The man has built some incredible companies, changing countless lives and industries. His early days at SpaceX, in particular, hit home for me. Back then, SpaceX was less of a polished corporation and more of a scrappy, make-it-happen kind of place. No hierarchy, no red tape, just a relentless focus on achieving what most people thought was impossible.
As I learned by listening to the awesome Founders podcast by David Senra, Musk didn’t just build rockets; he built a team of “doers.” He interviewed the first 3,000 employees himself, throwing curveballs in interviews to see how people adapted under pressure. He wasn’t after people who had all the right answers—he was looking for those who could think on their feet and weren’t afraid to dive in and try new things. And if someone said, “That can’t be done,” Musk’s response was, “What would have to happen for it to be possible?” That attitude, that curiosity, and that drive to make things happen are core to any great team, no matter what you’re building.
Here are three big takeaways I think every leader can apply from those early SpaceX days:
1. Build a Team of “Doers” and Lose the Bureaucracy
Musk kept the hierarchy flat at SpaceX. Everyone was accountable, and everyone was expected to contribute to the mission, even the Head of Sales cleaning the meeting rooms... When you create a team where people feel ownership over the results, they show up differently. Instead of layers of hierarchy, make it so that everyone’s ideas can flow freely. Great ideas don’t only come from the top. Encourage your team to act, experiment, and own their part of the mission.
2. Let Failure Be Part of the Process (Yes!!!)
At SpaceX, failure wasn’t a dead end; it was a step forward. They failed, they learned, and they tried again. This kind of culture is huge for innovation. When people aren’t afraid to make mistakes, they’re willing to take risks and bring forward ideas that just might change the game. Encourage a mindset where setbacks are part of the journey, not a reason to back off. If people learn from each failure, they’re only getting closer to success. Just like in SKOR's Courage ingredient for culture measurement.
3. Ask: “What Would Have to Happen for This to Be Possible?”
Musk’s favorite question when faced with a “no” was, “What would have to happen for it to be possible?” It’s a simple shift, but it moves the team’s mindset from “we can’t” to “how can we?” This question can change a team’s perspective and spark problem-solving like nothing else. Encourage your team to think beyond the barriers. Often, the path forward is just a few creative solutions away.
These early SpaceX principles—empowering doers, learning from failure, and asking “what if”—don’t just build successful companies; they build teams who are genuinely excited to see what’s possible.
In my experience, when a team has this level of ownership and curiosity, incredible things start to happen. It’s how great companies are built, one challenge at a time.