#360: Lørn.Biz: Morten Hansen: Linda Hesselberg: Do less, then obsess#360 - Do less - then obsess - LØRN.TECH


#360 – Do less – then obsess

Expørt: Morten Hansen

Professor at the university and bestselling author

fra University of Berkeley

Med lørner Linda Hesselberg

To work smart, means to maximize the value of your work by selecting a few activities and applying intense targeted effort” but how do you know which activities to select? and how can leaders help their employees work smarter by selecting the right activities for their employees? In this episode of LØRN, Linda Hesselberg talks to Professor at the university of Berkeley, bestselling author and one of the world’s most influential management thinkers, Morten Hansen, about how you can perform in a world full of change and uncertainty.

Noen kjappe med ekspørt Morten Hansen

12 Questions 


1- What separates the high performers from the low ones?  

Ans:- ‘Do Less Then Obsessed’. And I talked about that on the main stage. The first part is Do Less it’s basically focus, extreme focus. What they have not said is, once you have chosen a few things to focus on you must be obsessed. Because, if you don’t obsess over those things, you are not going to out-compete somebody who’s doing five-things when you’re doing one-thing, and that’s also brutal.  


2- How do you prioritize? How do you know what activities to obsess upon?  

Ans:-  People are chasing the wrong things, often the wrong metrics and they don’t ask the question.  


3-  What does SMAC mean?  

ANs:- The first letter is ‘S’ for sugar, is that as ‘S’ for SYSTEMATIC. Then the ‘M’ stands for METHODOLOGICAL that It has to be based on what works, not sort of your idea, but proven empirically, maybe for experimentation or copying or whatnot. Then there is an ‘A’ and then there’s ‘C’ at the end and that stand for CONSISTENT. 


4- How can leaders and managers help employees to work smarter by finding the right activities to obsess about? 

Ans:- You shouldn’t start a new initiative before you’re finished the first one, and so if you’re working on a product feature, you know this go all in and make it the best product feature, before you start with your next feature. 


5- How can the leaders recruit? 

Ans:- Leaders should recruit based on that the person in the interview actually have a purpose, that connect with their own purpose of the company. 


6- How people are being taught or how they think about efficiency or leadership? 

Ans:-You should work long hours. Right, a coder, up all night, putting in those 12 -18 hours straight. And the myth, the wrong, the incorrect way of thinking is : I’m gonna have you work 100 hours a week. This will not give any performance. 


7- What Morten found in the statistical analysis of these 5000 people about working hours? 

Ans:- When we work for 50 hours to 65 hours the performance Curve still goes up, but just very little. So you’re putting in an additional 15 hours. You’re not getting much for it, and then beyond 65 hours to curve actually turns downward. So those are the people sitting there at night, doing their coding, instead of doing good coding they are putting bugs into those codes 


8- In which subject Morten Hansen did his Phd? 

Ans:- Organizational Behavior 


9-  What we have to keep in mind while we think about innovating all the time? 

Ans:- You need to Invent all the time. But if you forget about the core, if you are changed too much every year, every six months, you don’t have any consistent performance. 


10- What’s the main challenge while hiring a candidate for the company? 

Ans:- It’s incredibly hard for an interviewer, and companies that have given up more or less using interviews as a screening device, they rely on Internships at least for junior positions. 


Dette lørner du:


Anbefalt litteratur:

Morten Hansens book: Great work performers
Morten Hansens book: Great by choice

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