Sep 24, 2026 · 42 min · 11 segments
What if maximizing shareholder value can actually make a company less valuable? Peter Gassner is the founder and CEO of Veeva Systems, a cloud software company serving the life sciences industry…
Um, well, the-- our benefit is to help the industries we serve be more efficient and effective and to provide high-quality employment in the communities we operate.
And the one decision was, would our public benefit mission be very specific to life sciences? And what we thought is-- And it was a debate back and forth, and what we saw-- thought is, "We can't see the future.
We might serve more industries." Uh, and then the s- so that, that was one, and then the second bu- public benefit, high-quality employment in the communities where we operate me- meant we're not trying to fix the world overall.
But, you know, I remember growing up, you know, you grow up around your grade school friends, et cetera, and you kind of-- And, and at the time, it was mo- mainly fathers working, not, not as much-
Uh, and you could see that some children, their fathers really didn't like their job.
And I-- You know, that's-- it's not, not good, right? So I thought high-quality employment means, you know, it can be-- you can like your work.
You can, you can, you can produce your best, and you can have a good experience, bring that home to yourself and your family.
I mean, in, in the new book, I have a whole section on what are called spillover effects, and for those that have never heard about this, there's an en- whole branch of academic research that shows that the way that people are treated at work spills over into other dimensions of their life.
Like, it's really, it's really dramatic, and it's, it's a way in which the company's mission is transmitted out through other channels of influence than just its product and its strategy.
Um, well, the-- our benefit is to help the industries we serve be more efficient and effective and to provide high-quality employment in the communities we operate.
And the one decision was, would our public benefit mission be very specific to life sciences? And what we thought is-- And it was a debate back and forth, and what we saw-- thought is, "We can't see the future.
We might serve more industries." Uh, and then the s- so that, that was one, and then the second bu- public benefit, high-quality employment in the communities where we operate me- meant we're not trying to fix the world overall.
But, you know, I remember growing up, you know, you grow up around your grade school friends, et cetera, and you kind of-- And, and at the time, it was mo- mainly fathers working, not, not as much-
Uh, and you could see that some children, their fathers really didn't like their job.
And I-- You know, that's-- it's not, not good, right? So I thought high-quality employment means, you know, it can be-- you can like your work.
You can, you can, you can produce your best, and you can have a good experience, bring that home to yourself and your family.
I mean, in, in the new book, I have a whole section on what are called spillover effects, and for those that have never heard about this, there's an en- whole branch of academic research that shows that the way that people are treated at work spills over into other dimensions of their life.
Like, it's really, it's really dramatic, and it's, it's a way in which the company's mission is transmitted out through other channels of influence than just its product and its strategy.
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