Summary : Do what needs to be done not what you feel like doing. Hire results-oriented people, not action-oriented. Once hired, manage their results, not what they do to get the results.
Actually you are wrong with "Do what needs to be done not what you feel like doing" Its about 3 things. Being skilled at what you do, liking what you do, and doing what company needs here and now. "Do what needs to be done not what you feel like doing" is what he called burnout at 24:58 Doing what you not feeling like doing for prolonged time dues lead to mental burnout, makes you not happy and not productive, makes you not good at what you do, does not meter if it needs to be done. I like Japanise proverb. There are no shortcuts to places worth going. Working hard at what needs to be done ignoring weather you like it and weather you are good at it is shortcut to place not worth going.
Synesthetic experience listening to this Alpha! Thought: Perhaps one may not get the credit but theyll get (true) fulfillment. (Comparing closing stmt to Dao de Ching descript of best leader being unknown)
From 20:55 I got this. If you want to be successful, do diversity hires. Isn't this kind of counter to the argument of hiring the best possible people? If you hire the best possible people, then how do you ensure that you have the correct diversity ratio? If you focus on diversity, then how do you know that you hired the best possible people?
