First, Break All the Rules: What the World's Greatest Managers Do Differently: From Gallup

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This book had some sound advice as it focused on the four key principles all great managers know and practice: 1) select for talent, 2) define the right outcomes, 3) focus on strengths, and 4) encourage employees to find the right fit. It's highly addictive to get core insights on personally relevant topics without repetition or triviality. With vital performance and career lessons and ideas for how to apply them, it is a must-read for managers at every level.

Sure, set expectations and motivate, but if you select the wrong people, the rest will not fall into place. 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. I would recommend that all managers consider the idea that people are all different, and therefore should be managed differently, not the same. Everyone will always have imperfections, but their strengths can be balanced if given the proper attention.Many other things I found to be insightful and useful, but the above I'd say was the gist of what most helped my thinking. The only reason I'd need to get a new copy of this book is because my current copy would be tattered from my constant referring to it. The findings in this book would surprise many of us, who do self-development or others-development everyday. The key lies in satisfied employees: the more satisfied an employee is, the more she’ll contribute to building and maintaining a strong workplace. You will not receive any access codes digitally when you purchase a hardcopy version of a book because all codes are delivered to you in the sealed packet.

Tymczasem to jedna z najlepszych książek o zarządzaniu jakie czytałem, oparta na rygorystycznych badaniach o ogromnej skali, z których wyciągnięto konkretne i wdrażalne wnioski. I've just finished reading Marcus Buckingham's book First, Break All the Rules: What the World's Greatest Managers Do Differently recently, and enjoyed it immensely.By defining what the end result should be, readers will find that they don't have to waste time trying to control the steps along the way. These questions have a strong correlation to the business performance of the company, the unit, and the individual.

As we have seen, the snug fit of an employee’s talents with company demands contributes greatly to good performance. The other possible questions on pay, benefit and such are not significant differentiators in workplace strength so they are not included in the core 12. com), which identifies signature themes that help employees quantify their personal strengths in the workplace and at home.The packet includes your unique access code(s) and instructions for how to redeem your code(s) and take the online assessment(s). They polled 80,000 managers at 400 different companies to discover what sets the truly great apart from the rest. The authors demonstrate how some commonly held notions about career and management are actually misleading.

This is because each employee’s unique nature plays a crucial role in their individual job performance. The outcomes of each endeavour be it employee retention, talent acquisition, promotion, work ethics, work environment etc are based on several interviews held with managers across all the levels. I feel you don't need to be in management or interested in being a manger to get value from this book. At the time the book was published, they worked for the Gallup Organization, a global performance management consulting company.Sentence-Summary: First, Break All The Rules claims that everything you think you know about managing people is wrong, revealing how you can challenge the status quo so that both you and those you lead will achieve their full potential. Great managers establish alternative career paths for employees, thereby keeping them in the best-fitting job position. Intentionally design the atmosphere to encourage self-expression, trust, enjoyment, and productivity. This was actually my 3rd attempt at this one, and I made it to the end by sheer will, despite liking and appreciating the message.