Top 10 Elon Musk Productivity Secrets for Insane Success | (Elon Musk Work Ethic)
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► Elon Musk Work Ethic: 10 Secrets for Insane Success
Elon Musk is a smarter than average individual with an enormous ambition and drive. But I think that us–mere mortals–can incorporate some of his productivity secrets into our daily lives.
Here are the top 10 productivity secrets of Elon Musk work ethic and how you can apply them:
1 Start the Day with Critical Work
As the CEO of three companies — Tesla, SpaceX, and Neuralink — Elon Musk has a lot of things to stay on top on a day to day basis.
That’s why he starts his day with his most critical work. For Musk, this means dealing with important emails that he needs to address in order to unblock other people’s work and progress.
2 Use Feedback Loops
An important part of Elon Musk work ethic is to incorporate not only his own feedback but also of others: he urges entrepreneurs to seek preferably negative feedback. While it might be hurtful at first, you normally end up getting a lot more out it.
3 Reason from First Principles
A first principle is a basic assumption that can’t be deduced from any other proposition. It’s the only sure thing in a complex problem.
Musk reasons from first principles, rather than by analogy (such as previous experiences).
4 Use Asynchronous Communication
The first productivity hack gave you a slight hint for this one: Elon Musk work ethic dictates that he prefers to communicate on his own terms. That means defaulting to email and texts, both asynchronous ways of communication.
5 Master Communication
When Musk is not building rockets or revolutionizing the automobile industry, there’s one place you can always find him: on email. He joked on a conference: “I do a lot of email — very good at email. That’s my core competency”.
6 Batch Tasks
As part of Elon Musk work ethic, he multitasks strategically. Whenever possible, he combines several tasks together in a productivity hack known as batching. For example, he answers emails while eating or having a meeting over lunch.
7 Scheduling
Running three companies is no small feat, which means time is of the essence for Elon Musk. He is constantly trying to optimize his time using feedback loops.
8 Embrace Stretch Goals
Musk’s stretch goals have given us a world where one of the best cars you can buy is electric, and where we finally have reusable rockets:
9 Develop a Growth Mindset
Elon Musk is never satisfied with where he is now. His companies have had enormous achievements, but Musk knows that there’s always room for improvement — in every area. There’s always a better, faster, or cheaper way to do things:
10 Develop a Wide Knowledge Base
Over the years, Musk developed Tshaped skills: a lot of knowledge in one particular field and a substantial amount of knowledge in many other disciplines and topics.
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What is COMPETENCE? What does COMPETENCE mean? COMPETENCE meaning, definition \u0026 explanation
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What is COMPETENCE? What does COMPETENCE mean? COMPETENCE meaning COMPETENCE pronunciation COMPETENCE definition COMPETENCE explanation How to pronounce COMPETENCE?
Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/bysa/3.0/ license.
Competence is the ability of an individual to do a job properly. A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. The term \”competence\” first appeared in an article authored by R.W. White in 1959 as a concept for performance motivation. Later, in 1970, Craig C. Lundberg defined the concept in \”Planning the Executive Development Program\”. The term gained traction when in 1973, David McClelland, Ph.D. wrote a seminal paper entitled, \”Testing for Competence Rather Than for Intelligence\”. It has since been popularized by onetime fellow McBer \u0026 Company (Currently the \”Hay Group\”) colleague Richard Boyatzis and many others, such as T.F. Gilbert (1978) who used the concept in relationship to performance improvement. Its use varies widely, which leads to considerable misunderstanding. This is all the more true, that competence appeared in varied countries and varied scientific contexts, with different meanings (Klarsfeld, 2000).
Some scholars see \”competence\” as a combination of practical and theoretical knowledge, cognitive skills, behavior and values used to improve performance; or as the state or quality of being adequately or well qualified, having the ability to perform a specific role. For instance, management competency might include systems thinking and emotional intelligence, and skills in influence and negotiation.
Competency is also used as a more general description of the requirements of human beings in organizations and communities.
Competency is sometimes thought of as being shown in action in a situation and context that might be different the next time a person has to act. In emergencies, competent people may react to a situation following behaviors they have previously found to succeed. To be competent a person would need to be able to interpret the situation in the context and to have a repertoire of possible actions to take and have trained in the possible actions in the repertoire, if this is relevant. Regardless of training, competency would grow through experience and the extent of an individual to learn and adapt.
Competency has different meanings, and continues to remain one of the most diffuse terms in the management development sector, and the organizational and occupational literature.
Competencies are also what people need to be successful in their jobs. Job competencies are not the same as job task. Competencies include all the related knowledge, skills, abilities, and attributes that form a person’s job. This set of contextspecific qualities is correlated with superior job performance and can be used as a standard against which to measure job performance as well as to develop, recruit, and hire employees.
Competencies and competency models may be applicable to all employees in an organization or they may be position specific. Identifying employee competencies can contribute to improved organizational performance. They are most effective if they meet several critical standards, including linkage to, and leverage within an organization’s human resource system
Core competencies differentiate an organization from its competition and create a company’s competitive advantage in the marketplace. An organizational core competency is its strategic strength.
Competencies provide organizations with a way to define in behavioral terms what it is that people need to do to produce the results that the organization desires, in a way that is in keep with its culture. By having competencies defined in the organization, it allows employees to know what they need to be productive. When properly defined, competencies, allows organizations to evaluate the extent to which behaviors employees are demonstrating and where they may be lacking. For competencies where employees are lacking, they can learn. This will allow organizations to know potentially what resources they may need to help the employee develop and learn those competencies. Competencies can distinguish and differentiate your organization from your competitors. While two organizations may be alike in financial results, the way in which the results were achieve could be different based on the competencies that fit their particular strategy and organizational culture.
LEADERSHIP COMPETENCIES Interview Questions And Answers!
Grab your copy of Richard’s Leadership Competencies Interview Questions \u0026 Answers guide at https://passmyinterview.com/leadershipcompetenciesinterview/
Leadership competencies are used to assess a candidates ability to perform a role to the required standards. The leadership and management competencies that are usually assessed include:
Effective Communication
Delegation Skills
Leading and Managing Teams
DecisionMaking Skills
Problemsolving skills
Social Responsibility
Embracing Change
Personal and Professional Development
Emotional Intelligence.
The most effective way to answer competencybased interview questions, or interview questions for managers, is to use the STAR technique as this will ensure you provide strong, evidencebased answers!
In this Leadership \u0026 Management Competencies Interview Questions and Answers tutorial, Richard McMunn gives you indepth answers to the following questions:
Q. Tell me about a time at work when something went wrong and you took control?
Q. Describe the toughest team you’ve ever managed? Why were they so difficult to manage and what did you do to turn things around?
Q. How would you develop a team to get the most out of them?
Q. Describe a time when you delegated effectively?
You can connect with Richard McMunn on LinkedIn.com here:
https://www.linkedin.com/in/richardmcmunncoach/
Please download a copy of my Leadership Competencies Interview Questions And Answers guide at:
https://passmyinterview.com/leadershipcompetenciesinterview/
Interview Questions and Answers! (How to PASS a JOB INTERVIEW!)
Interview questions and answers by Richard McMunn of: https://passmyinterview.com/21greatanswerstotoughinterviewquestions/
interviews interviewtips interviewquestionsandanswers
INTERVIEW QUESTIONS AND ANSWERS COVERED IN THIS VIDEO:
Tell me about yourself? 01:25
Why do you want to work here? 02:47
What experience do you have? 04:08
What makes a good team? 05:59
Tell me about a time when you worked as part of a team? 07:42
Tell me about a time when you completed a difficult task under pressure? 09:30
How would you deal with conflict with a coworker? 11:18
Where do you see yourself in 5 years? 11:55
How do you handle stress and pressure? 13:58
Tell me about a time when you provided excellent customer service? 15:05
What are your strengths? 17:11
What’s your biggest weakness? 18:40
Why did you leave your last job? 19:37
Why should we hire you? 20:37
What are your salary expectations? 21:58
Do you have any questions for us? 22:48
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CONNECT WITH RICHARD MCMUNN ON LINKEDIN.COM:
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DOWNLOAD THE ANSWERS TO ALL JOB INTERVIEW QUESTIONS:
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Competency Mapping
This video explains what competency mapping is and why you should be using it to get the most out of your employees.
Check out these resources on the topic:
https://devskiller.com/competencymappingneedcompany/
https://devskiller.com/mapskiller/
What is competency mapping?
By definition, Competency mapping or skill mapping is a strategy based on evaluating and presenting employees’ skills in an organized and accessible way. The main aim is to better manage the company’s assets and help the employees grow within the company.
Competency mapping relies heavily on the concept of skill maps. To make this easier to understand, let’s use the example of computer games.
Skill maps are like computer games. But better.
The best way to explain competency mapping and skill maps is by using game design. and the concept of skill maps. Popularized by Diablo 2 in 2000, they have been copied by many games after that. Here is how they work. Characters can level up by assigning points to individual skills. Reaching certain skills enables the player to pick up related and often more advanced skills.
This shows the natural progression of an employee and it also provides clear rules of what’s expected and how it will affect their career.
Why you should be mapping the skills of your team.
The benefits for the employee aka what’s in it for me?
Understanding the longterm plan of the company
Understanding the long term plan for of your own professional development
Well defined, fair career paths
Alignment of promotions with predefined skills progressions
Meaningful education opportunities and
Evaluating of progress based on defined rules that are known upfront
The benefits for the employer
Awareness of skills inside the company
How many people have or want to have a given skill
The level of skills
Skill gaps
Identifying hiring needs and training opportunities
Evaluation of progress which is based on transparent, predefined rules and
Meaningful education programs which serve as a work benefit according to Dice, 71% of developers believe education and training benefits are important, but only 40% of them currently receive these benefits and
Why you should be mapping the skills of your team
Generally speaking, companies don’t know what kind of skills they have internally. Moreover, employees don’t know how their employers want them to evolve, what their career path will look like, and so on. They also don’t know if their planned career development matches the needs of the organization they work for.
Competency mapping increases your awareness of existing skill sets as well as skill gaps in the organization.
When you think of competency mapping, you usually think about identifying key competencies for the organization and jobs that need to be performed requiring those competencies. But if you don’t consider the needs and values of the employees, you won’t get their full potential.
How to get more out of your teams by mapping their skills
Employees who are familiar with structured, jobspecific career paths are more motivated and tend to stay longer in the workplace. That’s because they understand what’s expected from them on top of understanding the company longterm goals.
“WHY should I stay at this company? What is possible for me here?”. If a person wants to evolve, we should help them to do that.
Increases retention
Helps to more accurately fill in the skill gaps and
Lets you use internal resources to gain help between teams.
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Ways you can use targeted training programs to fill project teams
Identifying where you have the gaps and how you can fill them.
The company should promote blind spot areas, but for that, you need to be aware of the skills inside.
How to get started?
You can start by using a simple Google or Excel spreadsheet. Define the skills you need and while conducting a periodic evaluation of your employees, sit down and talk to them.
Rules:
It has to be easy to understand for everybody and easy to fill out
Employees need to understand what it is used for
Employees have to understand their benefits from the process
It has to be based on an open conversation with the employee
It should be reevaluated periodically and combined with periodic evaluation of the employee
There’s a thin line between complexity and simplicity which you have to balance. It has to be simple to understand and show clear progress
Gather both hard and soft skills and
Evaluate the level of skills
Be sure to explain the intention. If your employees don’t see how they will benefit from it, you won’t get clear data.
Once you get more advanced, you may discover spreadsheets don’t cover all your competency mapping needs. When that happens, I strongly recommend switching to competency mapping software.
Thanks for watching! If you have any questions or want to talk, leave your comment below.
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