@NimTheHuman
Some key points from this video:
0:56
Trait 1: Be a feedback sponge
- Treat feedback as a gift and proactively take action based on feedback.
- Step 1: Write down the feedback
- Step 2: Address the concern quickly.
- Step 3: Follow up with the feedback-giver.
2:45
Trait 2: Obsess over time management and focus
- Pareto principle: for many outcomes, 80% of results come from 20% of causes
- Failure 1: fake productivity (feeling productive doesn't mean you're being productive)
- Failure 2: poor productivity due to inefficient tooling
- Machine time is cheaper than engineering time
- How to be productive at meetings:
- re-focus the meeting
- add new information
- offer strong opinions
6:10
Trait 3: communicate clearly (written and verbal)
- software engineering ≠ programming
- programming = talking to computers
- software engineering = talking to computers AND people
Thank you, Rahul, yet again for another informative video! 🙌
@ryanalexander5438
The behaviour, language, and working habits of those more senior to you and high performers, are such a great resource.
@vedkorla300
This is great, I have seen many smart software engineers who seriously lack these basics, but some average engineers who have built these fundamentals and have accelerated their growth and have become 10x engineers.
@cfbredraider
I like your differentiation between a programmer and a software engineer!
@FatherPhi
Quickly becoming one of my favorite channels 🙂
@jakemorales7949
Great advice! Another trait of high performers is the ability to negotiate with stakeholders. Preventing scope creep is critical for the success of a project. BTW, the echo in the room is distracting at times. I recommend sound treating it by putting some foam on the walls.
@reidyoung298
This is a very well done video and it earned my subscription. It is easy to follow and the structure is very valuable.
@adrian14752
This advice hit my soul. feel like I need to watch this daily
@shantanushekharsjunerft9783
Loved it! This is so valuable. I would even recommend Cal Newport's "Deep Work" as a "how to guide" to get more heads down focused work done.
@benjamingaminga2365
This is incredibly depressing. So many people have been enslaved to the matrix to care this much about their "careers", working hard right when you wake up just to make a billionaire richer. Couldn't be me. As an employee, I aim to work the least while still being paid the most. This is why I strive to find companies that I can work 10-20 hours a week while still keeping my job as a senior software engineer.
@akhiltheloquacioussoul
Thanks for the very informative video. 🎉
@KuphDev
Thanks for the video! My note would be (if you work from home) to schedule your work day around your brain’s optimal focus time. I tend to notice I am much more able to get into the zone in the evenings, so I do frontload my necessary “busywork” in the morning and clear my schedule for deep world later. HOWEVER: this can be a trap. If you do this, you must be very disciplined not to get caught in wasting time. Schedule meetings, unblock tasks and have a hard stop where you start deep work (for me it’s after an early lunch).
@akshayjadhav5150
Thanks Rahul..
@MattJarjoura
Urgency should be framed as the mindset for everything. Say no to things that are not impactful to your career so that you can say yes to the things that are. That will leave space to quickly reply to requests and impress stakeholders who will leave you positive peer feedback. Urgency doesn't mean you stay up all weekend cramming to get something done, but it does mean you can tell someone in a day or less how long and how much effort it will take to get it done. That way the person can ask that something be done with less effort if it's important, or align schedules to make sure they know when to expect it from you.
@research962
I believe making a summary of rebuttal for each of the feedback would be an interesting aspect as well. It may help anytime someone going back to the feedback doc.
@pamfan221
Being a feedback sponge is the right reaction to constructive, timely feedback. But what should you do when you're given negative feedback too late to do anything about, and then not promoted for not knowing hidden expectations? Basically how can you tell when you're not being adequately supported by your manager vs. not reacting well to feedback and should improve your own absorption?
@rva548
Great video Rahul.
@thecloudterminal
Thank you for sharing.
@surajmaity6194
True words ⭐⭐⭐👏👏👏
@RahulPandeyrkp