Bob Moesta: recommendation

Transcript context

…Another technique that I found helpful because actually this idea of figuring out what energizes you and drains you comes up often on this podcast, and it was actually really important for me when I was left my job to figure out what I wanted to do next. The technique I found really helpful is day to day pay attention after every meeting and interaction, did this energize me and did this drain me? And then you start to detect and then spend more time on the things that energize you and less time things that drain you as much as you can. That's right. And so one of the things I'm trying to teach people now is to use AI to help them with the energy drains because most people, the one thing I've learned is that I grew up as an engineer and as an engineer was like everything should be a process. But what I've learned is if I wrap a process around something I love to do, I actually ruin it. But if I wrap a process about something I really hate to do and gamify it, I can actually get through it. And so lots of times you start to realize there's these little tricks you learn along the way that help you do that. But I would say paying attention in your day-to-day life about just reflect on the day and say, where did I get energy today and where did my energy get drained? Will just help you start to articulate those things because when it comes down to it, here's the craziest part to me of... One of the crazy parts, is the job descriptions are made up. They're literally just made up. And there are a list of stuff that the manager will say, all right, we want them to do this. And then they'll think of all the stuff they don't want to do and they put that in there. And so the reality is if you actually start to look at it and say like, hey, I can do these 15 things, but there's these five things that will literally take all my energy. Is there any way we can think about where I get more of the stuff I can do versus the stuff that I really suck at? And most people don't want to say it, but when they actually do it's amazing because people go like, oh yeah, I get that. Okay, we can actually give this off to somebody else. It's crazy. So this is the other part is I look at the industry and they've tried to automate the resumes, which is it's all the stuff you did. It's not the stuff you want to do. And then you end up matching it to a resume or to a job description, which is like a unicorn. We're trying to find a unicorn, and then ultimately we're trying to get people to fit the job. And you start to realize that nobody fits that job perfectly and there's too many trade-offs. But if you actually reframe this and say, how do I get the job to fit the person? And you start to realize I can change the design of the job and now they love what they do, they're never going to leave. And so you start to realize it's about actually understanding how to do that, which is I think really, really powerful. And I have some companies that are starting to do that and the results are crazy, productivities through the roof, all these different crazy things. I definitely want to come back to that when we talk about finding and keeping awesome people. And that's a great foreshadowing of that. I wanted to double down on the importance of this discussion of finding energy drivers and drains. Because going back to the first question asked of the difference between job features and job experiences is my sense is understanding what energizes you will help you find a job, will help you overcome these features of a fancy title and a fancy salary and focus more on the experiences such that you are happier and thrive at this new job and love it versus tricked with this awesome title and salary.…

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