In 1519, Hernando Cortez began his conquest of Mexico. He “motivated” his soldiers to fight by burning all his ships, making retreat impossible.
Here’s the thing: It’s tough being a big boss. You can try ordering people around, but it’s hard to make hundreds or thousands of people do what you want. Sometimes they don’t pay attention or don’t understand. Sometimes they hear you clearly but decide to do something different anyway. Cortez’s management technique left no escape: fight or die.
Several years ago, our CEO Dan Warmenhoven applied this technique to force NetApp managers to hire more people outside of Sunnyvale. We had development centers in Research Triangle Park in North Carolina, in Pittsburgh, in Bangalore India, but most of our employees were in Sunnyvale and their natural inclination was to hire more people in Sunnyvale. I remember the executive staff meeting where our VP of facilities was explaining why we needed to start construction on a new building in Sunnyvale: “It will take 18 to 24 months to complete construction, and at the rate we’re growing, we must start now to be ready.” Dan replied that he didn’t want to continue the same growth rate in Sunnyvale, but the head of facilities pointed out that Dan had been saying this for years, and the hiring rate in Sunnyvale was faster than ever. “We really need to start those buildings now.”
Dan has this little vein in his forehead that pops up when he is frustrated: it pulsed pinkly. “If we build more buildings, the hiring will get faster still. I don’t want to hear another proposal for buildings in Sunnyvale for at least 12 months. If managers hire more people in Sunnyvale, they’ll have to work standing in hallways.” Cortez management in action. We eventually did do more construction in Sunnyvale, years later, but not until the hiring trajectory had changed dramatically.
In many companies, the tightest control systems are for large capital purchases. Perhaps bosses can’t control what workers do on a day-to-day basis, but they can control what gets purchased.
This was a common tool in the transition from Mainframes to UNIX servers in the eighties and nineties. CIOs said, “It’s not that I don’t like mainframes, but they’re too expensive, and I won’t buy another one.” The boss didn’t need to specify details about how many UNIX systems to purchase or what applications to move over. One top-level decision forced the transition, and the IT staff handled the details on their own.
A popular use of Cortez management these days is for CIOs to announce that they aren’t going to build another data center: “I know the current data center is almost full and has no more power, but I’m not building another one. Figure it out.” This is the best way I know for a CIO to drive faster adoption of Server Virtualization.

