[HN Gopher] Mochary Method Curriculum
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Mochary Method Curriculum
Author : jger15
Score : 237 points
Date : 2022-11-13 15:15 UTC (1 days ago)
(HTM) web link (docs.google.com)
(TXT) w3m dump (docs.google.com)
| rodolphoarruda wrote:
| A landing page with 1 link to a Google Docs document with links
| to other documents.
|
| This is the ultimate no-code deployment.
| sedeki wrote:
| Who is Matt Mochary?
| frisco wrote:
| The new Bill Campbell.
| packetslave wrote:
| That's a pretty huge claim to make without any sort of
| evidence. Bill Campbell had an enormous impact on the Valley
| and a stellar reputation as a coach.
| hef19898 wrote:
| The t submissions calls him a CEO coach. So I assume one of
| those life coach, success consulting people that regularly
| advertise on Youtube? Or on LinkedIn, in case he has a high
| enough profile?
| culanuchachamim wrote:
| https://en.m.wikipedia.org/wiki/Matthew_Mochary
|
| Mochary is CEO Coach to companies including Coinbase, Opendoor,
| Bolt, and Clearbit.[1] Mochary was a co-founder and Chairman of
| Totality Corporation, founded in 1999 and acquired by MCI Inc.
| in 2005.
| nateforster wrote:
| Wow, I work with Matt and I'm honored to see our work on the
| front page of HN. :)
|
| We'll be adding more curriculum documents over the next few
| months -- follow @mattmochary or @nateforster_ on Twitter for
| updates!
| adamecourt wrote:
| [deleted]
| 0669912498 wrote:
| lhkr sfyn
| dhouston wrote:
| This strikes me as a good place to start, both for founders who
| are running something for the first time and also for more
| experienced execs as a good review of the fundamentals. In other
| words, I wish I had seen something like this when I was starting
| Dropbox in that a lot of our scaling problems would have been
| prevented by doing these basic things properly and consistently.
|
| (I don't know Matt, and haven't been coached by him, but I do
| know a lot of the founders he's coached, and have read his book
| https://www.amazon.com/Great-CEO-Within-Tactical-Building-eb...
| which covers much of the same material.)
| JamesBarney wrote:
| Mind sharing some of the lessons that you thought would have
| been the most valuable to know from the beginning, instead of
| having to learn the hard way?
| gloryjulio wrote:
| Does anyone know how to save this doc? What happens if we
| suddenly lose the access?
| trevin wrote:
| It's been up for years. If you are super worried, I suggest
| buying his book which is ~90% of this in printed form. Called
| The Great CEO Within.
| gloryjulio wrote:
| Even with the book format, I found the doc with hyperlink
| format is much more pleasant to read with. I would pay for it
| as an ebook.
| PaulMest wrote:
| I saw this in a Twitter thread a couple of days ago:
| https://twitter.com/lennysan/status/1591470516178948096. In that
| thread there are also links to related podcasts and more
| endorsements.
| warpech wrote:
| This seems to be a rawer form of Mochary's book "The Great CEO
| Within"
| allenleein wrote:
| Pretty much! the google doc link:
| https://docs.google.com/document/d/1ZJZbv4J6FZ8Dnb0JuMhJxTnw...
| BrianOnHN wrote:
| > To make our meetings more effective and efficient, we have
| created Mochary Method software. If you find the software
| effective, feel free to use it with your reports as well. [1]
|
| Does anyone have any references for this software?
|
| > Typical reactions to the software are:
|
| > Meeting 1: "Why are we using this software? Let's just use a
| Google Doc, it's easier."
|
| > Meeting 2: "Oh, I see why this software is better than a Google
| Doc. Let's keep using it."
|
| > Meeting 3: "This software is awesome. Can I please use this
| throughout my entire company."
|
| Seems interesting.
|
| Edit: I think it's "CompanyOS" [2]. The homepage is nearly a
| replica of the Mochary Method website.
|
| But, I haven't seen anything about how the software works. Does
| anyone have any information about it's features?
|
| From the hiring page [3]:
|
| > Each is paying $150,000/yr for access to our product.
|
| [1] "Mochary Coaching Methodology (CEO 1-1)" page
| https://docs.google.com/document/d/17AfqFdrx0lb6aYb786lY3a-1...
|
| [2] CompanyOS https://companyos.app/
|
| [3] https://mocharymethod.notion.site/Work-at-
| CompanyOS-419da897...
| casesandberg wrote:
| We are working on a variety of different software solutions,
| CompanyOS being one of them! Right now our software is only
| available to our clients.
| boringg wrote:
| Whats the verdict -- is this good content or is this just a great
| way to get your brand into the market? Are there differentiators
| here?
| thenerdhead wrote:
| I've read a bit of his book. He definitely combines the good
| parts from various other frameworks and leadership books.
| Overall a solid foundation of everything you might want to know
| as a person in a influential position.
|
| You'd probably have to read a few different books to get what's
| already combined here in my opinion.
| rahimnathwani wrote:
| This is amazing content. Short yet detailed. I've read his book
| multiple times, and implemented some of its advice, but I'm
| still finding new nuggets in the curriculum.
| boringg wrote:
| Thanks took a quick skim seemed rather interesting. Always
| good to get others opinions before putting time in, even if
| they are anonymous internet people (no offense intended).
| rahimnathwani wrote:
| Haha I'm not anonymous!
|
| I use my real name here. You can read my past comments,
| blog, LinkedIn etc.
| tayloramurphy wrote:
| I'm guessing this was posted because he was on Lenny's Podcast[0]
| very recently. I do recommend this episode as I found it quite
| informative.
|
| [0] https://www.lennyspodcast.com/how-to-fire-people-with-
| grace-...
| puravida1234 wrote:
| Interesting, I did some digging and it looks like Matt has hired
| a group of CEO coaches to implement the curriculum.
| https://coach.mocharymethod.com/
| kryz wrote:
| These are all the frameworks you need to run and scale a company.
| This is the tactical stuff that never gets shared, yet actually
| forms a company's habits and operations
| version_five wrote:
| Is there a way to look at a google doc without using my google
| account? Clicking the link asks me to choose one of my Google
| accounts, and I don't want to give that information out to random
| posts. It would be nice if there was a service that could pdf it
| or something and let you download that.
|
| (Not a critique of this particular post, just a meta problem that
| comes up frequently here)
| lalopalota wrote:
| I was able to view it in firefox focus on an android with no
| google account. i presume a private window and / or a browser
| that you haven't signed in to google should work just fine.
| mcoliver wrote:
| Incognito window will do it.
| firstSpeaker wrote:
| Anyone turned this entire resource into an offline access? :D
| yanokwa wrote:
| See
| https://docs.google.com/document/d/1ZJZbv4J6FZ8Dnb0JuMhJxTnw...
| tnolet wrote:
| The Great CEO within is a great book. Honestly, also for non-
| CEOs. One of the better (and short) Startup/B2B/SaaS self-help
| books.
|
| But one grain of salt: If you are at a smaller startup like me
| (~35 people) implementing all the lessons and tips would required
| doubling head count just for all the reporting, training,
| engineering, sales and marketing support staff you would need.
|
| So pick and choose what you need I guess.
| vsareto wrote:
| >Engineering: How to increase speed and quality
|
| >https://docs.google.com/document/d/1yL_m10CT6bIVsvSfjsCcm_Q4...
|
| >You are now likely thinking: "Matt, there just aren't enough
| senior engineers in the world. We'd love to hire only senior
| folks, but we can't find them. We need to bring on junior
| engineers so that we can eventually train them to be senior."
|
| >That is absolutely true. But then recognize that you are
| training. Create an actual training program. Do not sap the
| energy and time of your senior developers with this process. Have
| it happen off to the side, where the teachers are only those who
| actually derive energy from the process of teaching and
| mentoring.
|
| I'm stoked to see someone preaching this to CEOs. I don't know
| how common this advice is given to other CEOs, but it's the first
| time I've seen it.
| pelasaco wrote:
| Not supporting or condemning but different than other markets,
| we can either just import cheaper seniors or offshore the work
| to seniors in another part of the world.
| dclusin wrote:
| I agree. If management wants software development to be more
| like the trades they need to recognize that training is a line
| item cost that needs to be paid as part of the employment
| arrangement with both time and money allocated for it.
| nradov wrote:
| There is the ideal, and then there is the reality. Only the
| very largest enterprises have the scale necessary to develop
| comprehensive engineering training programs. Doing it right is
| tremendously expensive, so it can generally only be justified
| in organizations that onboard hundreds of new engineers every
| year. And even then, some level of program specific training
| will always be needed after completing the initial standard
| training.
|
| Another perspective is to consider training junior engineers to
| be a core job responsibility of senior engineers. There are
| always going to be tasks that need to get done even if we don't
| "derive energy" from them. That's just part of being a
| professional. Most engineers who complain about teaching and
| mentoring shouldn't be promoted to senior level in the first
| place; in the long run they would probably be happier and more
| successful as independent consultants.
| mrkurt wrote:
| A "training program" starts with good onboarding. It might
| even start during the hiring process. A company with 10 devs
| can be training less experienced folks.
| nradov wrote:
| Yes, even the smallest organizations can have a decent
| onboarding process in terms of making sure new hires
| understand company policies and have the tools they need to
| work. But at that scale it's impractical to run a
| formalized engineering training program with assigned
| instructors teaching a defined curriculum. Realistically
| most of the training will have to be 1:1 mentoring
| delivered as needed by senior engineers. All senior
| engineers should be expected to participate, but of course
| that takes time and competent managers will plan for some
| temporary reduction in team velocity.
| gremlinsinc wrote:
| This is why pair programming is so popular, but this is
| presuming that the more senior in that relationship is
| maybe good at teaching/coaching/mentoring.
|
| A better solution might be have a set person, or even
| outsource the pair programming with some mentor-in-the-
| middle who has teaching experience and also can build
| more user-centered training for that person. Like a vocal
| coach for music, but for software.
| rqtwteye wrote:
| "Another perspective is to consider training junior engineers
| to be a core job responsibility of senior engineers. There
| are always going to be tasks that need to get done even if we
| don't "derive energy" from them. That's just part of being a
| professional. Most engineers who complain about teaching and
| mentoring shouldn't be promoted to senior level in the first
| place; in the long run they would probably be happier and
| more successful as independent consultants."
|
| All fine and good but you need to actually get the time and
| be recognized for the time you put into mentoring. In the
| companies I have seen senior devs are still measured by their
| output and setting time aside for mentoring younger devs
| doesn't really help their ratings. A lot do it anyways but
| the incentives are against doing so. .
| gary_0 wrote:
| I think the advice can be more general than just "make a
| training program", too, because the point is that you can't
| stick a junior next to a senior and hope knowledge will
| transfer by osmosis. That's lazy management. Instead,
| responsibilities should be clear ("Bob will spend 4 hours a
| week mentoring a junior") and employee strengths should be
| factored in ("Steve prefers not to mentor, but knows the
| software internals very well and will spend some time
| improving documentation for Bob").
| rqtwteye wrote:
| I don't think "4 hours mentoring per week" works well.
| From my experience some weeks you need way more and some
| weeks way less. I would much prefer if I would get
| evaluated by the progress of the people I am mentoring.
| gremlinsinc wrote:
| I think a good startup (I might even persue this idea) is a
| corporate-mentoring program that basically does code reviews
| w/ junior/mid-level team members esp - ones that maybe are
| having performance issues to go over code, or maybe even soft
| skills or productivity skills like communicating better or
| prioritizing and staying on scope.
|
| The mentor would maybe take on 10 people in an org, and every
| other week go over some of their code 1:1 and offer
| suggestions, etc..
|
| Basically Uber for Senior Devs (but only as mentors/training
| purposes).
|
| Company could also help businesses build their own internal
| training systems to make juniors grow faster.
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