In short
Boom Supersonic’s effort to restart mainstream passenger supersonic flight, including how Blake Scholl went from Groupon PM to CEO, what blocked Concord-era economics, how Boom solved sonic boom enough to change U.S. rules, and how Boom builds a “tranquil” customer experience while fixing internal culture and leadership.
Guest background
Blake Scholl is CEO/founder of Boom Supersonic. He previously worked as a product manager at Groupon (after early roles at Amazon and startups), earned a pilot’s license in college, and taught himself aerospace for about a year using textbooks, calculus/physics refreshers, and spreadsheet models. He later built XB1, the first supersonic jet outside government/military.
Key claims
Supersonic was “economically dead on arrival” due to Concord’s ~$20k (today’s) fares, small uncomfortable seats, and 1970s fuel/tech; regulation banning “speed” over land was driven by sonic-boom politics and protectionism (he cites Boeing). Boom’s tech and flight testing enabled repeal of the 1973 ban and FAA rules allowing “fly as fast as you want so long as there’s no boom.” Aviation is safer than driving; turbulence is often lower at higher altitudes.
Notable examples
XB1 broke the sound barrier; sonic boom was solved “by accident” on the way to other goals; 115 days from first supersonic flight to an executive order repealing the ban; pre-orders from United, American, and Japan Airlines; a drag chute malfunction delayed the first flight by a week; “talent distillery” culture method (young engineers + “oak” experience via advice); Scholl fired his direct reports in one day to reset leadership.
Written by AI. May contain mistakes. Listen to the episode to check what was said.
Chapters
Tap a time to open that second in VOIntroducing Blake Scholl and Boom Supersonic
0:46 to 1:59
Discussion of Blake Scholl's background and the vision behind Boom Supersonic.
“So for anybody who doesn't know the boom story, our goal was to kind of pick up where Concord left off to bring back supersonic passenger travel, but this way to do it in a way that is mainstream and sticks around.”
The Journey from Groupon to Supersonic Jets
2:00 to 6:34
Blake shares his unexpected path from working at Groupon to pursuing supersonic travel.
“Well, we probably start with a whole generation of people who have no idea about supersonic air travel or the sonic boom is a problem.”
Understanding the Challenges of Supersonic Travel
6:35 to 8:00
Exploration of the economic and technological barriers that have hindered supersonic travel.
“And the long story short, I couldn't find the reason it was a bad idea.”
The Impact of Regulation on Aviation Innovation
8:01 to 14:00
Blake discusses how government regulations have stifled innovation in the aviation industry.
“That was Avichel Garg, who runs Electric Capital now.”
The Morality Behind Sonic Regulations
14:00 to 15:48
Explore the hidden motivations behind regulations on sonic booms and aviation.
“There's always a moral cover story, right?”
Safety Perceptions in Aviation
15:48 to 17:54
Understand the realities of flying safety and why many feel anxious.
“But already the FAA has issued the new regulations that basically say, fly as fast as you want so long as there's no boom.”
The Experience of Flight
17:54 to 20:47
Discuss the transformative experience of flying and how it should feel.
“And then instead we've got this, like, you know, people who go flying, everyone wishes you a safe flight.”
Design Philosophy at Boom
20:47 to 22:44
Learn about the design principles that guide the creation of the Boom airplane.
“And yet we've turned it into an experience that most people dread.”
Cultural Challenges in Aviation
22:44 to 28:00
Delve into the cultural issues within the aviation industry and their impact.
“Um, you know, I mean, yeah, my time at Boeing was, um, mostly driven by Ryanair, you know, at the time, which was notoriously just like, like how do you make this as cheap as possible?”
Navigating Corporate Culture and Leadership Challenges
28:00 to 31:19
Blake discusses the challenges of corporate culture and leadership in aerospace.
“And at the senior level, basically none of them worked out.”
Show all 17 chapters
Learning to Handle Bad News
31:20 to 35:00
Blake shares a critical moment in leadership regarding how to handle bad news.
“Maybe we need somebody who's done it before or seen it before.”
The Importance of Organizational Fit
35:01 to 40:06
A discussion on the evolving needs of a company and the importance of fit.
“And I think a lot of, I don't know if you believe this to be true, but I think a lot of founders learn some of these leadership lessons in that oh shit moment.”
Vision for the Future of Aviation
40:07 to 42:00
Blake shares insights on the future of his aviation project and leadership philosophy.
“not great here now doesn't mean that you're not great somewhere else.”
Velocity Over Timeframes
42:00 to 42:40
Blake discusses focusing on maximum forward velocity rather than time estimates.
“And I've gotten to this point of like, yeah, I don't put a lot of energy into predicting how long things are going to take.”
Lessons on Creation and Resilience
42:40 to 44:11
Blake shares inspiring thoughts on following dreams and resilience through challenges.
“Okay, we always put a little pressure on our guests to end with a little inspiration, like give our listeners a little something to think about in their week.”
A Father's Pride and Wisdom
44:11 to 44:26
Blake recounts a touching moment with his daughter that illustrates pride in effort over outcome.
“My daughter turned to me in the moment it took off.”
Do What You'd Be Proud to Fail At
44:26 to 45:10
The conversation emphasizes pursuing passions and the pride in attempting meaningful endeavors.
“When she was 10, I took her out to Ice Cream for her birthday.”
Transcript
Automatic transcript. May contain errors.0:00Hi, everyone. Welcome to another episode of Truth Works. I'm your host, Jessica Neal, and I'm here with my co-host, Peter Clarke. Hey, Pete. What's up?
0:09Peter Clarke:Hey, Jessica. How are you? Doing well? I'm good. I'm excited about our guest today. Absolutely. Same. Yeah, yeah. And I'll just do a brief introduction of our guests. But the reason why I'm excited is that our guest is someone who really like looked at an industry that most people had kind of written off and asked a simple question of like, what if everybody's wrong? And he leaped in and started doing the most fascinating things that we're going to unpack today. But I have the CEO and founder of Boom Supersonic. And his name is Blake Scholl. He's here today. And welcome to the show, Blake. I'm so excited to have you.
0:50Jessica, thank you for having me. I'm excited for this, too. Yeah. So, OK. Tell us. OK. I mean. Where to start? Tell us. Like, I mean, what are you doing? Yeah. So for anybody who doesn't know the boom story, our goal was to kind of pick up where Concord left off to bring back supersonic passenger travel, but this way to do it in a way that is mainstream and sticks around. And, you know, really want to get to a point where we have to convince kids that we didn't always have really fast, comfortable, convenient flights. So that's the big, hairy, audacious goal. Along the way, Boom became the first company to have built a supersonic jet outside of government or military.
1:38And it demonstrated that we could actually solve Sonic Boom, make it go away entirely. And then along the way, found that we could take some of our supersonic technology and use it to power AI data centers on the ground and thereby kind of financially bootstrap the thing that is otherwise very difficult to financially bootstrap. So that's the TLDR. My God, where do we even start?
2:02Peter Clarke:Well, we probably start with a whole generation of people who have no idea about supersonic air travel or the sonic boom is a problem. But I mean, if you haven't watched the right stuff or seen Chuck Yeager or any of those things. How did you stumble upon this? Yeah, so I don't have the resume for this. In fact, I dashed off something on my LinkedIn 10 years ago. So my last job was as a product manager at Groupon. And I think I wrote something like, there's nothing like working on internet coupons to make you yearn to work on something you love. And I wrote that and moved on and forgot about it.
2:37And then last year when XB1, our airplane, broke the sound barrier, all of a sudden my LinkedIn went viral on Twitter. And everyone's like, oh, Groupon PM could build a supersonic jet. But the real so the real origin story, you know, I grew up loving airplanes. I remember being jealous of my high school friends who got flying lessons. I managed to start to learn to fly myself in college when I was a tech intern in 2000. But there was kind of nothing exciting happening in aviation. You know, Boeing was serving warmed over versions of the same airplanes I've been building since the 1950s. And I wanted to go work on things that were new and exciting.
3:13So I ended up starting my career at Amazon. I got in like two weeks before the dot-com hiring freeze. And it was an exciting place, exciting time. And kind of had a first career in tech at Amazon. I was pretty successful there. And it was part of two startups that basically weren't successful. One where I was first employee and one where I was founder. And I had kind of started by working on what my resume said I should work on. Like I'm like, okay, I know e-commerce from Amazon. This other startup where I'd been first employee was one of the very first mobile companies. actually pre-iPhone. And I was like, oh, if I know mobile and e-commerce, I should work on mobile e-commerce.
3:50And so that company built a high volume of exquisitely well-crafted software that was absolutely meaningless. And I would wake up in the morning and think like, oh dear, I'm going to crash this company. I'm going to lose all of the investors' money. I'm never going to have a job again. I was probably clinically depressed. And so my escape fantasy was just find a way to give everybody their money back and rest a little bit. And this was like 2012, and we ended up getting Aqua hired to Groupon. And so the investors made a little bit of money. I went back and changed the liquidation preference so that the investors would actually get a return.
4:28And then for me, I got my escape fantasy, and I got to putter around at Groupon, which was a crazy place in a bunch of ways, and really reflect on the journey. And my reflection was I wanted to found again, but I hated those days where I wished I hadn't started. And I wanted to optimize for two days, the worst day and the best day. And I wanted the worst day to be worth it. And I wanted the best day to be incredible for me personally. And so it took a little while of soul searching to really figure this out. But I decided to organize all of my ideas by how happy I would be if they worked. And leave aside everything else.
5:06Like, is it possible? Am I qualified? Like, nothing else matters. Just like, I love that. How good is the fantasy? Yeah. And so I had had a lifetime goal of breaking the sound barrier since my mid-20s. I'd gone to the Seattle Museum of Flight. Me too. Yeah. We all should, actually. Yeah. Right? I got to the Seattle Museum of Flight where they had a retired SR-71 Blackbird, and I think it's the most amazing military airplane ever made. And they had retired Concorde, which I think is the most amazing commercial airliner ever made. And it was bizarre because there's nothing better in the skies. And, you know, and coming from the tech world, it's like a given that things get better.
5:47But somehow, somehow we'd reached an apex in the 60s and slid backwards in flight in really meaningful ways. And so that day I put a Google News alert on supersonic jet. And I was like, great, I want to be first to buy a ticket. And it had sat there for 10 years with kind of nobody doing anything. And me not having done anything except get my pilot's license. And so I was like, okay, it would be, it's a very like heady thing to even consider doing this. But I don't want to be, I don't want to be 80 and like looking backwards and wondering what if I tried. Yeah. So I was like, okay, I need to find out for myself why this is a bad idea because no one's doing it.
6:22So surely it's a bad idea. That's what everyone tells you in the Valley, right? Like if your idea is any good, there's another team on it. Right. And there was zero teams on supersonic. So it was, you know, it seemed like the conventional wisdom said it had to be a bad idea. But I just wanted to understand that for myself. And the long story short, I couldn't find the reason it was a bad idea. And I spent about a year just kind of teaching myself aerospace, like reading textbooks. I did remedial calculus and physics because I hadn't had any since high school. I started building a spreadsheet model of the airplane and a spreadsheet model of the market.
6:51And there was sort of a key moment in the middle of 2014 when I took it all to a professor at Stanford who had done some supersonics research. which I'm like, this can't be right. Like my assumptions are going to be wrong or maybe I like got the equations wrong or something because this can't be, you know, the spreadsheet says we should all be flying supersonic, but we aren't. And I was like, did you check my math? And he was like, no, man, your assumptions are probably conservative. You should be more aggressive. This all checks out. And I remember leaving his office in this, like what felt like a drunken stupor.
7:21So how in the world am I the human within possession of the spreadsheet with the formula for a supersonic passenger renaissance. And yet, like, I couldn't just leave it. And so I did a lot of soul searching on this because I'm like, man, even telling my friends I'm going to do this is really weird. Yeah, they must be, like, you're crazy. Yeah. People, you know, I mean, one guy told me to call him back when I had something less pie in the sky. I could just, you know, I mentioned this at like a dinner party and you just watch the eyes roll back. Like, nobody believed in it. And one guy actually told me to go for it.
7:54And then 10 years later, he was interviewing me on his podcast. And I was like, man, thank you for being the first believer. And he's like, no, man, I thought you were crazy. I just, you were so passionate. I couldn't tell you no. So actually, who was that guy? That was Avichel Garg, who runs Electric Capital now. Avichel, I think I gave Avichel his first job when we were both in high school. He's a great dude. Totally great dude. But I think, I mean, I think, you know, probably he was right. Because like when you are so passionate about something, I mean, you know, that's a big deal.
8:25Peter Clarke:Yeah, so I think that's one of the biggest lessons learned. Yeah. You know, I thought I should work on what my resume said I should work on. And the reality is knowledge and skills are way more changeable than passion. And I can't change what I love, really, but I can change what I know how to do. And picking a target that mattered to me more than my insecurities enabled me to go off and kind of build in my self-capabilities I didn't. didn't think I necessarily had. I remember thinking about, so the spreadsheet works, like it seems like we should be doing this, like should be flying supersonic.
9:04Peter Clarke:So what did you discover was the thing that kept everyone from doing it? Yeah, I think it took me many years to really understand all the layers of the onion. The outer layer was pretty easy to see. A ticket on Concord would cost about$20 ,000 in today's money. The seats were pretty small and uncomfortable And it was the 1970s where you would find about 40 seats in first class on a 747. And here's this 100 seat airplane with a much higher fare. And the airline economics 101 is if you don't fill the seats to some good level, you can't make any money. And so this thing was flying around mostly empty.
9:39And it just fundamentally made no sense. You can't fill 100 seats at$20 ,000 each in the 70s just to go fast. Right. So it was a down the middle, just the economics never made any sense. And OK, so but why were the fares so high? It was built out of 1970s technology and it was a gas guzzler. And the very first question I asked was, how much would you have to be conquered by on fuel economy to match the economics of a flatbed in business class? Because the idea is like nobody needs a flatbed if the flight isn't overnight and it's fast, right? So you could increase passenger density by just speeding the flights up.
10:16And the answer was between 10 % and 30 % fuel economy improvement versus like 1960s tech would get you there. And I was like, well, that doesn't sound impossible. Like it's, you know, 50 years have gone by. And the 787 was like 20, 25 % better than the 777, which was similarly better than the 767. Like, can we really not find 30 %? You know, of course, I didn't know what I was doing, but it seemed feasible. And then there's kind of a deeper, you know, since we're talking about talent, I think this is a really interesting story. The last commercial airplane company before boom, founded by an entrepreneur, was Douglas Aircraft in 1921.
10:54And the retirement of the last founder corresponds exactly to the last speed up we had in air travel. Like the first, yeah, the first jetliner, which was not successful, but it was first, was the de Havilland comet produced by de Havilland while de Havilland himself still ran the company. But in the 60s, all the founders retired and there were no new companies. There were no founders. And we kind of went from a commercially driven model of innovation to a national prestige driven model of innovation. So, you know, we all remember Apollo and the space race. What's forgotten is there was also a supersonic race with the same players.
11:31The Soviets were building a supersonic passenger jet. The Europeans, so France and Britain, banded together as nations to build Concord. And in the same speech that JFK announced to Apollo, we also talked about an American supersonic competitor. And so we had these sort of government specced national for streets glory projects that were unhinged from commercial thought. And so we built what we ended up doing, I think, both Apollo and Concord is building tech demos. I mean, the moon landing was obviously a tech demo. It was like history's greatest tech demo, but it was a tech demo. We can't go back.
12:03And Concord was really a tech demo. It was dressed up as commercial, but it was really a tech demo. But then it was like a state tech demo. So there's geopolitics. So then the next thing that happened is in 1973, after the American supersonic airplane is canceled, we go block supersonic and we put in place a speed limit. So if you look again from the Wright brothers through the first jetliner, the primary vector of innovation in flight is speed. It's the whole point of an airplane. No one gets on an airplane for any reason other than it's faster than the alternative. It's literally what the whole thing is about.
12:34And then and then so the primary vector of innovation is banned. And then the knock on effects happen over the next half a century, which I think there's a whole generation of young people that did not go into aerospace because nothing was happening. And I was one of them. And and, you know, and now now kind of building boom. The biggest challenge in building this company is there is a missing generation of talent that didn't even go into this industry. I think what we get inspired by as kids really matters. And, you know, those of us who have the go build new things, you know, virus run to where we can do it.
13:08And that wasn't Boeing and it wasn't Lockheed. Right. And the commercial world's innovation was banned. In the defense world, we ran out of enemies. Why did they ban, make a ban on speed? Like what was the reason? It was about sonic boom. Okay. Because it was too loud. That was the claim. Yeah. But it's banning sonic boom because of noise is like banning rock music because it's too loud. There's a volume knob, guys. Right. And in fact, you can turn it all the way off. And so the real thing was, this was protectionism, right? It was not yet obvious. So Concord didn't carry its first passenger until 1976.
13:46The ban happened in 1973. And it was, with the benefit of hindsight, I think we all know that it was economically dead on arrival, but it wasn't really obvious. And so there was a threat. And I think this is a pattern that we see in bad regulation everywhere. There's always a moral cover story, right? Like we must protect the public from sonic booms. You know, just like today, we must protect the public from AI data centers that are drinking all the water, right? There's always a moral cover story. And then there's the bullshit actual reason that no one wants to say out loud. And the bullshit actual reason was protecting Boeing.
14:20right yep right yeah and i and i think if you like rip the the lid off of the ai politics today i think you'll find the exact same thing i'm sure i'm sure how much of that played into the name i mean you called it boom one was that we actually didn't so i thought this sonic boom would probably be technically and politically intractable and uh but i you know but the the spreadsheet said you didn't have to solve it to have a business that the longest and most painful flights are the international ones you know so east coast to europe west coast to asia right like you know la sydney like man who wants to go to sydney it takes 16 hours yeah and and those routes are primarily over water where sonic boom is not banned it's only banned over land uh i'm sorry not sonic boom is banned but is it sonic booms um it was it was high speed that was speed right uh so you could You could just fly where the regulations didn't apply.
15:16And the math said that was a$100 billion market. So you didn't have to do it. And then we kind of found that we solved sonic boom by accident along the way without really trying. And that it was way more politically feasible to change the regulation than we anticipated. So it was 115 days from breaking the sound barrier to an executive order repealing the 1973 ban. And then Congress got on the bandwagon as well. And the Supersonic Aviation Modernization Act got through the House unanimously, unanimously. And I think it's supposed to get out of Senate Commerce next week. But already the FAA has issued the new regulations that basically say, fly as fast as you want so long as there's no boom.
15:59Wow. Love it. Okay. Okay, I have a selfish question because I have to fly a lot for work. And I fly all over the world. And I definitely would like it to be shorter. But I am not a great flyer. I'm pretty nervous, especially if there's any type of turbulence. And I know it's just waves in the air and I need to learn whatever. I know all the logic behind it, but I lose all logic when the shaking starts and I will cry. And so is it safer, this type of flying, or is it the same? Or how should I think about it? Also, because there hasn't been a lot of innovation and I see that, you see that as a consumer of flying, right?
16:53Like you see these old planes that have been flying around for like, I don't know how long. And so I always just get very nervous. Should I be more nervous on your plane or less nervous? I think, I mean, you know the data on this. And the data says that flying is by far the safest way to travel. The most dangerous part is driving to the airport by far. You're more likely to get killed on the road to the airport than you are flying. And yet a lot of people have exactly the same experience that you have. And I think part of it's because we perceive control in driving that we don't perceive in flying.
17:32The other thing is because airplanes are so safe, any incident is thereby newsworthy. If we reported on every auto fatality, it is the equivalent of a 737 fully loaded, crashing every 48 hours in which everyone dies. Those are auto fatalities in the U.S. Like it's like a bloodbath in the roads and no one talks about it. Right. And then instead we've got this, like, you know, people who go flying, everyone wishes you a safe flight. And I keep telling people, like, stop that. Because all you're doing is scaring everybody by the safety, which is the non-issue, into focus. I wish people a comfortable flight because that's a much greater risk that you won't have a good flight.
18:11But you're going to have a safe one. And supersonic, you know, aviation is almost perfectly safe today. And, you know, we've got some things on the airplane that I think improve the safety bar. But, you know, if we just match the safety record of the 787, you know, that would be great. And there's been one, you know, only one fatal accident on the 787, which is when some pilots turned the engines off. So it was really a murder-suicide. Right. And if you look across the last couple of decades, a big percentage of aviation fatalities have actually been intentional. Right. Right.
18:43Peter Clarke:Or operator error. Yeah. Which is depressing. But, okay, how about the, okay, because weather, I mean, I've just been in like massive flooding in Texas the last few days, and weather is increasingly getting worse across the planet. If you're flying at your speed, and I'm guessing maybe a little higher, is there less of that? Yeah, I'm not sure whether it's actually getting worse, but the good news is supersonic flights are higher and weather is mostly a lower atmospheric phenomenon. So, you know, a lot of turbulence you get today, you know, in and around clouds and thunderstorms. And usually thunderstorm clouds top out at around 45 ,000 feet.
19:29So in a subsonic flight where you're in the kind of mid-30s to low 40s, you're either through it or like around it. and supersonic will be up at 60. So you'll be able to look out the window and see the thunderstorm from the top down. It'll actually be a pretty cool view. Okay. And very occasionally you'll get storms that reach that high, but it's pretty rare. So it should be a smoother ride. The sky is a deeper blue. And if the earth is curved, you'll be able to see it. Oh, wow. So we're going to do a flat earther's flight and just see if we can settle it. Do it.
20:05Peter Clarke:Well, there you go, though, Jessica. No turbulence, you know. Okay. Three times as fast. I mean, it's going to be great. I'm convinced now. I will try it, Blake. I will trust you. Pete and I will. You'll have the same kind of experience in and around an airport. You know, bumpy landings will still be a thing. Right. But the other thing I think about flying is we've turned, I mean, I think this should just be the most amazing experience any of us have as humans. Like, you know, we go hundreds of miles per hour and what we call a bird's eye view, but it's really a human's eye view because no bird flies that high.
20:37And it's this incredible experience to see the planet as well as to look down and see, you know, everything that humanity has built, you know, aboard one of the most complex technical achievements. And yet we've turned it into an experience that most people dread. And there's a lot in that, you know, but the adjective that the boom design team focuses on for designing the airplane is tranquility. Like we want this to be an oasis from the moment, you know, we can't change the airport, at least not initially. I'd love to. Yeah. But it's not the focus. But from the moment you step on board the airplane, it's different.
21:08And, you know, and years before I started Boom, just as like a thought exercise, I would like get on an airplane. I would ask myself, what would this thing be like if Steve Jobs and Johnny Ive had something to do with it? Right. And, you know, what if the people that designed this thing actually cared? And then once you take that mindset, you just start to see things that are there in the experience that affect us all emotionally, but aren't always there consciously. For example, just the number of seams and gaps and visual clutter or the PA system that's somehow never the right volume. Or I apologize for what I'm about to say.
21:41If you, any like not brand new airliner, if you look at the underside of the overhead bins in the window seat, you will notice that there's a dark splotch. in every row. And that's because when people stand up and they bump their heads on the underside of the overhead bins and their head schmutz gets transferred and the airlines never clean it. Yeah, I know. It's great, right? You can't unsee this. Yeah. And so all those things are there and we don't always consciously notice it, but it affects us emotionally. And so we are sweating the details. And I'm just trying to Think about what are all the things that people hate most about air travel besides how long it takes.
22:23And any of those we can solve through the airplane, we're going to solve through the airplane. And I think when we reveal the interior, a lot of people are just going to drool. It's going to be wildly different in some big, obvious ways. And also, it's going to be wildly different in a thousand subtle ways that will be very hard for non-designers to consciously identify, but will be their part of the experience. this is like one of my favorite things about building boom is it's like it's like extreme left brain and extreme right brain simultaneously yeah i can go from a meeting where we are like talking about the contours of the window treatments and how we adjust that to make the environment visually cleaner and then the next you know then the next meeting is like you know aerodynamics optimization or how we inertially weld a drive shaft in a turbine it's it's like extreme uh extremely advanced technically and extremely advanced aesthetically
23:14Peter Clarke:all at the same time i did a master's at cmu but i spent four years at boeing uh and before that i was a designer right which so but being at boeing anyways yeah just uh like you look at the things that are being done and you realize it's a lot of i guess a design in isolation right it's very much spreadsheet mechanics it's you know could we do something better yes but like the trade-offs in cost or it doesn't, you know, like the ROI on that doesn't matter. Um, you know, I mean, yeah, my time at Boeing was, um, mostly driven by Ryanair, you know, at the time, which was notoriously just like, like how do you make this as cheap as possible?
23:53Peter Clarke:And it was like a lot of interesting decisions got made there. Uh, yeah. And there's this like widespread mythology in aviation that it's all about cost and that the cheapest ticket wins. And for one, it's just not even true. But two, it's bizarre. Like in every other experiential thing in the world, there's a spectrum of experiences at a spectrum of price points. And people prefer restaurants where they're treated better. People prefer hotels where they're treated better. And there's a whole spectrum from Motel 6 to the Four Seasons. And by the way, Motel 6 is not the volume leader. nor the profitability leader.
Read the full transcript
24:31And yet we've got this bizarre place in aviation where it's been a race to the bottom. I think it's reversed. And you see United, I think in particular, up there leading on this, which is really cool to see. But if you look at the industry, well, you've got the airlines that, and there are very few great airlines that understand their passengers. There are a lot that hate their passengers. And then they're buying this... I mean, we're laughing, but like... It's true. I'll tell you a story because this is, I think, just here's how terrible some of these organizations are. I was at an industry event in Europe a few years ago.
25:04And one of these like cocktail hours where it's all the executives. And there's an executive from an airline who is head of customer service at this airline. And she's telling a story about having run into a passenger at a mixer. And the passenger is like, you've got to help me. Like, you guys lost my bag. My wedding dress is in there. I'm getting the runaround from customer service. I can't find anybody who'll help me. Would you please help me? And she says, I'm so sorry. You have me confused. I'm from the other airline. The person you want to talk to is across the room. And then she points at an executive from another airline, which was not the airline the passenger was flying.
25:38And it's like this way of being customer hostile is built into some of these organizations at the very top. Yeah. Lord. It's like, oh, and I would think like if I was the head of customer service at an airline, I would obsess with, you know, first off, just like try and fix all the process defects so the bags aren't lost to begin with. the best customer service is the one you don't need but then don't run your passengers around and yet they thought it was funny yeah sadly and you know it's a as you know because you've been in other organizations that culture it's really hard to fix especially when it's at the top and it is a plague for many many many companies and it to just change that it sounds easy to change that mindset but to change that mindset it goes so deep within the organization into how every decision gets made how every process gets designed you know like it's just it's it's sad and fascinating at the same time it really is i mean it's it's incredibly difficult to get right yeah and incredibly powerful when you do and and it's getting the culture right at boom has probably been one of the most difficult things In part because everybody senior in this industry comes from a terrible culture.
27:02And we went through multiple gyrations of getting this wrong before, you know, knock on wood, I think I'm very proud of where we are now. In the early days, you know, it was sufficiently crazy that the entire team was basically like inexperienced, young, bold people. And they were so good that they had no hesitance to go off and do things they'd never done before. You know, so for example, the landing gear on XB1 turns out to actually be one of the most challenging parts of the airplane. And we had a team of like great young engineers that had never done a landing gear before. And they were sufficiently self-confident, it never even occurred to them to call anybody who had ever done a landing gear before and ask for advice.
27:40And so we get down half of this thing and it's pacing the entire airplane and it's a big disaster. And, you know, and then I think we kind of drew as an organization some of the wrong conclusions. We drew that we needed more experienced people, which is which was true, but not in the way that we thought it was true. And so then we started hiring experienced people for the production airplane. And we got, you know, we got a bunch of people, you know, from Gulfstream and whatnot. And at the senior level, basically none of them worked out.
28:06Peter Clarke:And they were probably all like, here's why we can't do this. Yeah. Well, yeah. Or here's why we have to do this the way we did the last 50 years. The playbook. Right. And in many cases, now this wasn't exactly true at Gulfstream, but there, which is probably one of the better cultures, but still not great. But there, there, there's like a culture of dishonesty in the industry. And Pete, maybe you saw it at Boeing. Like, you know, I caught, I caught engineering leaders cooking the books on technical data. Wow. Yeah. You know, and they would be telling their teams that you can't deliver Blake bad news.
28:36So you have to fake the stuff. And eventually I would find it and fire the leader. And then, you know, and then the story of the company became like, oh, yep, Blake, you know, shot the messenger. Right. It was like, no, actually, that shot because he would not be the messenger. Right. So the so we went from this like, you know, overabundance of young people to this overabundance of senior people that were like the wrong senior people from like the most corrupt organizations on the planet. And it's like what to do. And we invented this thing that we call the talent distillery. And the talent distillery is basically like, oh, we will not be able to get a sufficient volume of senior talent from the industry.
29:17It'll be either compromise or culture compromise, but actually probably both. So we have to go grow that talent ourselves. How do we do it? And so the idea of the talent distillery is we get some young spirits and we get a little bit of oak. And the oak will like use into the spirits. And if it's the right oak, like the spirits will also infuse back into the oak and make it better. And the oak is kind of there to prevent the spirits from just sort of going everywhere. And it took a couple iterations to really work out what this means. Like the thing you might think is that the oak has to be in organizationally senior roles.
29:46And that's actually usually a mistake. It just has to be around. And so our rule is it's totally fine for somebody to do something they've never done before. But if anybody in the planet has done it before, they have the responsibility to call and ask for advice. They don't have to take it. They just have to hear it. And that's true on a technical thing. It's true on a non-technical thing. And that's allowed us to kind of go in an accelerated basis, developing our own leaders. And so like in January this year, I literally fired every single one of my direct reports in one day. And we cleared out an entire layer.
30:19Cleared out. Cleared out. Yeah. My rule was, if you were competent, an asshole, or a wet blanket, you were gone. Right. And it was not a financially driven riff. We took out 10 % of the company, including, like I said, all my directs. And the company was like, what the hell did Blake just do? And we basically brought up a whole layer of leaders that had been below the top leaders, but the people who were actually closer to the real work. And they'd all heard I was terrible to work for. And three months later, morale is the best it's ever been. These people are like, I don't understand why my old boss had an issue with you.
30:52And we're kind of more efficient and happier, I think, than we've ever been with about half the team that we used to have. I love that. And you don't, I think, you know, one of the things, I'm glad that you're talking about this because I think it's a lesson that like companies have to learn and especially founders have to learn. And you get to certain parts of evolution of the company and you're making it up as you go along. And it's like, oh, gosh, we've never made this up. Maybe we need somebody who's done it before or seen it before. And then you start to add that. But then I think being very honest and clear about who you are and who you're not, which a lot of companies don't get to that clarity fast enough.
31:33And then they add that senior talent who ends up degrading the operating model, the culture, just by like little things, like probably in how they even described you. Like, oh, well, Blake's, you know, you know, Blake. Yeah. He is. We can't tell him the truth. Right. But that's because they learned that at some other company. It wasn't something that that you did. And I don't know. I think little things I did. Yeah, sure. Sure. Like one of the one of the things I learned, you know, it was nowhere close to the stories that were being told about me. But but, you know, people would bring me problems and I would tell them they had to be solved.
32:10And and I inadvertently made it did make it harder for people to service problems. What I learned along the way is it's very difficult to give the boss bad news. And so the way the boss reacts to bad news is really important. And so I'll tell a story here in the run up of the first flight on our airplane. We were under a lot of pressure to fly. The company was almost out of money, but I couldn't tell everybody that. But everyone kind of sensed that we kind of had to get this done or it might not happen. And of course, it's safety critical. We're putting a human in this airplane and it's going to get in the air for the first time.
32:40And does it land safely is not a guarantee. And so I was down in the Mojave Desert. I brought my kids down with me to see the first flight. And I would go to the team's daily standup and say, hey, we all know we're under pressure to fly. But if you find a problem with the airplane, I need to know. And I might say fuck, but I won't say fuck you.
33:02Important clarification. Important clarification. That's a book title. And so I do this several days in a row. And then finally, we get through our last high-speed taxi test. It goes perfectly. The weather the next day is spot on. And there's just this electric energy, like tomorrow's the day. For 10 years, we've been building this airplane. And tomorrow, we get to fly it. Right. Right. And one of our young engineers, it's probably like five years into her career at this point, walks into my office and says, Blake, we've got a problem. The drag chute, which is like the emergency brake, isn't working consistently.
33:33And I think we need to solve it before we fly. And I did say fuck. Yeah. But I did not say fuck you. Rightfully so. Rightfully so. And I said, what do you need? And we ended up delaying the first flight of that airplane for a week while we just tore this thing apart and tried to figure out why this backup system was not working consistently. And it turned out, yeah, we actually never did need the drag chute. But if I had said, screw it, let's fly anyway, it's a backup system, I would have destroyed the safety culture. Right. If I had railed against this person who raised a flag at the most difficult time in company history to raise a flag, I also would have, no one would ever have brought me bad news again.
34:11Right. And so what we actually did was we sell, her name is Grace, and we celebrated her in front of the whole company because she surfaced the problem when it was difficult to do, and then she led the team to solve it. Yeah. And that's the juice right there. Yeah. And I love it. And I mean, and great leadership, right? To be able to, in that moment, that is so crucial. And it's like a do or die kind of time that you can have the clarity to say, okay, like, let's go, you know, of course, you said a cuss word, which is fine. But, you know, you didn't say fuck you. You're like, the situation, you know?
34:50So I love that, Blake. I'm, you know, I'm really proud of you. There's a lot of failure and mistakes made along the way to learning how to do this correctly. Well, that's how you learn. You know, that's how you learn. And I think a lot of, I don't know if you believe this to be true, but I think a lot of founders learn some of these leadership lessons in that oh shit moment. Like you kind of, you know, you kind of have to have that like your life almost be taken away to like shake some sense into you sometimes. Yeah. Yeah. I mean, sometimes it's like bitter tasting medicine, you know, but the patient needs it.
35:26Right. Right. Like, you know, for me, like one of the most difficult to learn lessons was about being able to part raise with the wrong people in a timely manner. And, you know, let the whole company get too big and bloated. You know, I kept a lot of the wrong people way too long. And, you know, and it was only when we were in, you know, a really difficult place financially that I did a riff. Right. And, you know, everyone around me was telling me, you know, so my founder friends were like, you have to learn to love the riff. And I was like, no, if we do this, it'll destroy the company. And my founder friends were right and I was wrong.
35:59Yeah. Yeah. And we did that kind of first one. And then none of the dire predictions came true. Right. And we ended up doing a second one. I mean, again, kind of because we had to. But I did it a little bit more courageously because I wasn't as afraid. And then we got the company back in a financially healthy place. We raised a bunch of money. And then I actually did that third riff, not because we had to, but because it was like a cultural tool. Right. And so maybe this makes me sound mean, but I've learned to love the riff, meaning no hiring process is perfect, right? If we are correct 80 or 90 % of the time, we're probably doing extremely well.
36:37The reality is we're probably not that good. And what that means is over time, companies naturally accumulate people who are not the right people. Right. And if you don't deal with that, gradually the entire organization becomes crap. Agreed. Agreed. I'm glad that you have learned this lesson. It is such a good lesson to learn. What were you going to say, Pete?
36:58Peter Clarke:Well, I just hang gripping on that a little bit. The misconception, too, that like the people that you start with are the people that will be with you forever. You know, companies evolved, products evolved, like everything changes and the thinking that everyone will also just change along with it. or if they don't, they were a bad hire. And it's like, well, no, I mean, just based on the evolution of things, right? Like there's a time and a place for folks, but it's, you know, you get very sort of connected. And I think it's really hard to kind of make those changes depending on the culture you've created as well.
37:32Right. Yeah. And I mean, I struggled with exactly that. In the early days, I had very low attrition, basically zero, and I was very proud of it. And I was openly proud of it. And that meant when it was time to actually make changes, the company reacted far more negatively than they would have had I been more objective about it. Yeah, yeah. And I think there's a, at least for me, I don't know if other founders have this. There was an element of projecting my own psychology. And to do boom. No, you're the only one.
37:58Peter Clarke:No. I had to believe, you know, here I'm the ads guy from Amazon and Groupon. And I had to believe I was very adaptable in order to have any chance at succeeding at this. And so I projected that onto other people as well. And like my, you know, my early chief engineer, you know, at some point came to me and he's like, Blake, you need a different chief engineer. Like, I'm not up for this level of it. And I was like, no, man, like, sure you are. I believe in you. You can figure this out. And, you know, and I kept him in role longer and tried to like boost him, but he was right. And I listened. And, you know, and then we ended up having a very difficult, painful splitting of ways when it could have been a very smooth one had I just listened.
38:35Right.
38:35Peter Clarke:Yeah. but it's tough enough and the best people will come to you with that right and you're like no no you're great and then the people you really want out of the organization are like i'm awesome and nothing's wrong oh it's always backwards right so yeah there's a whole art to learning there and just you know being okay with people having a tour of duty yes yes and i mean i think you know at netflix we very much thought about it like a sports team you know and what's gonna win this season wasn't what won us last season. And, you know, we got to have the right players in the roles at the right time.
39:09And it's, it's not that you didn't contribute. It's not that you didn't have a great impact, but now we need a different team, you know? And I, you know, I think we make, I think we make saying goodbye, like, so hard, right? Like, you know, and, and it even starts with what we call it, like terminating, firing, like, you know, you're terminated, you know, like, you know, it's so terrible. And it makes the person feel horrible. Right. And companies like the way that, you know, the way that they say goodbye, it makes it seem like it's that it's just that person's fault. Whereas if we could just get make it more normal to say hello and say goodbye.
39:55And, you know, I think that that would be a really healthy thing for organizations to figure out. Just make it normal. It's fine. Right. And it's nobody's fault. And just because you're not great here now doesn't mean that you're not great somewhere else. That's right. Yeah. These things are things are fit. Right. Yeah. And yeah, I mean, boy, I feel like I'm still in this process of trying to get the whole company to assimilate this. Like, I've learned it personally, but now I've got a lot of people that in some ways grew up under me not having this right. Yeah. And then are copying the wrong, you know, copying the wrong lessons for me.
40:31Well, if you want some help, I'll help you. To move through these things faster. I'll help you. You call me. I'll help you. I will take you up on that. Please. I really will.
40:42Peter Clarke:The talent distillery thing is fantastic. I love that idea. Just the analogy, right? And the spirits in the oak. And then, you know, ultimately, too, too. Just the oak eventually moves off. You recycle the barrels. They go do something else, right? And that spirit's over in it become the next oak in the barrel. And that's a really interesting way to look at it. There's somebody watching this who runs an actual distillery and is like, when's it at how much we don't understand alcohol production? Right. They're like, that's not how you do it. This is not right. Blake, we are so excited about you.
41:13We're so excited about what you're doing. When can I fly the plane? When am I going to be able to buy a ticket? Our goal is about four years from now. Okay. There's no guarantee we'll hit that. Sometimes these things have a way of taking longer than we want them to. I think I've come to believe is it's velocity over predictability. It's very natural for the outside world to judge these long projects and whether they hit their timelines. And if you accept that model of judgment, the next thing that you naturally do is pad all your timelines so you don't miss them. But nobody ever gets done early.
41:48Everybody procrastinates. And so what I found is that no matter how sandbagged or padded a schedule is, people miss it by the same percentage. And so the more you pad the schedule, the later you actually are. And I've gotten to this point of like, yeah, I don't put a lot of energy into predicting how long things are going to take. And instead, I put energy into just the maximum forward velocity. And so when exactly can you buy your first ticket? I don't know, but it will be the earliest date it was physically possible. Perfect. Well, Pete and I will be first in line. Yeah.
42:20Peter Clarke:Maybe some group on mechanics here. You should just, you know, pre-sell tickets. Like, can I buy one now? Yeah. We laughed, but we did actually manage to pre-sell the airplane. United, American, Japan Airlines all have pre-orders. I read that. Congratulations. That's exciting. Yeah. You already have a pipeline. It's amazing. Okay, we always put a little pressure on our guests to end with a little inspiration, like give our listeners a little something to think about in their week. So what can you tell our listeners or gift them today for them to think about? if i think about this idea of what do you follow your resume or do you follow what you want to create in the world and the the single if i if i could go back in time and tell myself anything at an earlier age it would be to filter what i was willing to do much more strongly what i wanted to create and uh and to trust that i could learn whatever i need to learn in order to make it real and and that's my wish for certainly for founders uh but really for really for anybody uh you know we've all got, every job has bad days, but not every job has great days.
43:28And not every job has days that really speak to our soul. And it's really magical. Like I think about, you know, there was a day that my board told me to shut the company down because we were done. And I gave the board a pep talk. I said, no, we're getting through this. We just don't know how yet. And that was like my birthday in 2024. It was a bad day. But then. It was your birthday, Lord. Yeah, I know. It was a great day. Thanks, Lord. But there was, you know, but because I got through that day, you know, I'll never remember that. I'll never forget the day that I got to see that airplane fly for the first time.
44:03And I'm standing there in the Mojave Desert. There it is right in front of me, 50 feet in the air, flames coming out the back of the engines. And man, that was great. And my kids had stuck it out for a week until we actually flew. Wow. And my daughter. Did you cry? I cried. My daughter turned to me in the moment it took off. She said, Dad, it was worth waiting. And so that's kind of my wish for everybody. I'll tell one other little story here that I think exemplifies this. When she was 10, I took her out to Ice Cream for her birthday. And this was before our airplane had flown at all. And we didn't have the funding to fly it.
44:36And it was not at all clear this would ever happen. Her life experience was, as long as she could remember, her dad said he was going to build supersonic jets. And I was like, honey, how would you feel if the airplane actually never flew and this whole thing I've been doing your entire life was a failure. And she didn't miss a beat. And she said, I'd be proud of you for trying. Whoa. Yeah. What a smart little lady. She's great. Absolutely. I'm such a lucky father. But it's my wish for everybody. Like, do the thing you'd be proud to fail at, but you'd be so proud of it that also you just won't let yourself fail.
45:09Yeah. I love that. And I, you know, I know I don't know you that well, but I love you. And I'm so glad that you came on the show. and I'm so excited about what you're doing. And I think your little girl is probably going to grow up to be quite exceptional herself. So thank you for coming on the show, Blake. We really appreciate it. Well, thank you for having me. This was a lot of fun. Yay!
From the publisher
A former Groupon product manager set out to bring back supersonic passenger flight. Everyone told him it was a bad idea. He couldn't find a single reason they were right.
Blake Scholl is the founder and CEO of Boom Supersonic, the company that built the first civil supersonic jet outside of a government or military, and then made the sonic boom disappear entirely.
He joins Jessica Neal and co-host Peter Clarke on Truth Works for an honest conversation about audacious goals, telling the truth inside a company, and the leadership lessons he learned the hard way.
Blake did not have the aerospace resume for this. He started his career at Amazon, spent years in startups, and was running internet coupons at Groupon when he decided to teach himself aerospace from textbooks and build a spreadsheet that said the whole world should be flying supersonic. A decade later, his airplane broke the sound barrier.
In this episode he breaks down why supersonic flight really disappeared (hint: it was not the noise), how he rebuilt Boom's culture after hiring the wrong senior people, and why he now says he has learned to "love the riff."
TOPICS COVERED
→ Organizing every idea by how happy you'd be if it worked
→ Choosing passion over resume, and why skills are more changeable than what you love
→ The real reason supersonic flight was banned in 1973
→ Solving the sonic boom by accident, and going from breaking the sound barrier to a repeal of the ban in 115 days
→ Using supersonic technology to power AI data centers and bootstrap the company
→ The "talent distillery": how Boom grows its own senior leaders
→ Why he fired every direct report in one day, and what happened to morale
→ Learning to "love the riff" and saying goodbye without making it personal
→ The first-flight story and the safety rule: "I might say f**k, but I won't say f**k you"
→ Velocity over predictability, and why padding your timeline makes you later
→ Designing for tranquility, and the small details airlines ignore
→ The birthday his board told him to shut the company down
Whether you are building something people call impossible, leading a team through a hard call, or just trying to tell the truth at work, this one will stay with you.
New episodes of Truth Works every week. Subscribe so you don't miss what's next.
