Shorter activities probably mean more interruptions, says Ms Sadun.

萨顿女士说，较短的活动可能意味着更多的干扰。

No wonder Professor Sadun et al reckon that hiring processes need to get a lot better at winkling out social skills.

因此萨登教授等人认为招聘流程需要在发掘社交技能方面有所改进，这也不足为奇了。

That, Ms Sadun adds, imposes a heavy cognitive cost—and may explain some of the troubling burnout numbers.

萨顿女士补充道，这会带来沉重的认知成本，并且可能解释一些令人不安的倦怠数字。

A study of executive job listings, by Raffaella Sadun of HBS and colleagues, found that between 2000 and 2017 descriptions mentioning social skills rose by nearly 30%.

哈佛商学院的 Raffaella Sadun 及其同事对高管职位列表进行的一项研究发现，2000 年至 2017 年间，提及社交技能的描述增加了近 30%。

That, Ms Sadun notes, meant managers could be assumed to possess an implicit " theory of mind" of their underlings—an intuitive understanding of how they thought and felt about the world.

萨顿女士指出，这意味着管理者可以被认为对其下属拥有一种隐含的“心理理论”——对他们对世界的想法和感受的直观理解。

Writing in the Harvard Business Review last year, Raffaella Sadun of Harvard Business School and her co-authors analysed almost 5,000 job descriptions that Russell Reynolds, a headhunter, had developed for a variety of C-suite roles between 2000 and 2017.

哈佛商学院的拉斐拉·萨登和她的合著者去年在《哈佛商业评论》上撰文，分析了猎头公司罗盛咨询在2000年至2017年间，对各种高管职位的近5000份职位描述。

When Ms Sadun and co-authors looked at how 1,100 bosses in six countries spent their time, they discovered that only a quarter of their working days involved being alone, and some of that was taken up by writing emails.

当 Sadun 女士和合著者研究了 6 个国家的 1,100 名老板如何度过他们的时间时，他们发现他们的工作日中只有四分之一的时间是独处的，其中一些时间是用来写电子邮件的。