Joined in 2023 
82 
63 About this deal
The insight gained from First, Break All the Rules has allowed me to ask better questions when interviewing potential hires and get to know them better as individuals.
I'm grateful to have had the opportunity to read this book; it's been an invaluable resource for managing my team more efficiently.Solid. A helpful and/or enlightening book, in spite of its obvious shortcomings. For instance, it may offer decent advice in some areas while being repetitive or unremarkable in others. Sir, I’m afraid that the quality of this airline is partly measured by on-time departures. And unfortunately, on-time departures are measured by when we left the gate, not by wheels-up.”
The talented employee may join a company because of its charismatic leaders, its generous benefits, and its world-class training programs, but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor.” Managers can gain many practical lessons, methods, tactics and strategies from data gathered in two large-scale studies of management-employee interaction conducted over a 25-year period by the Gallup Organization. The inaugural In-Season Tournament will tip off on Friday, Nov. 3 and culminate with the Championship on Saturday, Dec. 9. I've learned that by providing autonomy to my team and allowing them to make their own decisions, they become more productive and engaged at work.
If you want better results from your employees, stop trying to motivate them and start focusing on building their strengths.”
Great managers play favorites and spend most of their time with their most productive people. Not because they discriminate, but because they deserve the attention and have so much to teach you.” Thirdly, you must know how to motivate all members of your team. And finally, you have to be able to properly develop the career of each employee, based on his strengths and dedication, but also in view of the vision and the needs of your company. People don't change that much. Don't waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough.” to encourage people to take responsibility for who they really are. And it is the only way to show respect for each person. Focusing on strengths is the storyline that explains all their efforts as managers.”To apply the basketball analogy once again: if you don’t favor LeBron James over your other players, both in logistical and financial terms, you’ll probably lose him. These Are the Four Key Management Skills
To determine each team’s opponents in the Group Play games, the 15 teams in each conference were divided into three groups of five teams via a random drawing. The groups are below: The 2016 re-release of the bestselling management classic First, Break All the Rules now includes access to a product Gallup created to help managers and leaders turn employees' talents into great performance.
About Marcus Buckingham and Curt Coffman
Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: Do I know what is expected of me at work? Do I have the materials and equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? In the last seven days, have I received recognition or praise for doing good work? Does my supervisor, or someone at work, seem to care about me as a person? Is there someone at work who encourages my development? At work, do my opinions seem to count? Does the mission/purpose of my company make me feel my job is important? Are my co-workers committed to doing quality work? Do I have a best friend at work? In the last six months, has someone at work talked to me about my progress? This last year, have I had opportunities at work to learn and grow? These twelve questions are the simplest and most accurate way to measure the strength of a workplace.” Good. A helpful and/or enlightening book that combines two or more noteworthy strengths, e.g. contains uncommonly novel ideas and presents them in an engaging manner. As a manager your job is not to teach people talent. Your job is to help them earn the accolade “talented” by matching their talent to the role. To do this well, like all great managers, you have to pay close attention to the subtle but significant differences between roles.” One study interviewed more than a million employees from different sorts of companies and industries to find out what the most talented of them want from their workplaces. The major finding stated, “Talented employees need great managers.” Great managers inspire good people to stay with a company. Even if a company offers inspiring leadership, solid benefits and perks, good pay and worthwhile training programs, employees base their tenure on their relationship with their direct supervisor. While the rating tells you how good a book is according to our two core criteria, it says nothing about its particular defining features. Therefore, we use a set of 20 qualities to characterize each book by its strengths:
Great Deal 
New Comment