First, Break All The Rules

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Superb. A helpful and/or enlightening book that is extremely well rounded, has many strengths and no shortcomings worth mentioning. 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.” Managers are encouraged to focus on complex initiatives like reengineering or learning organizations, without spending time on the basics.”

The best managers select for talent, train for skill, and help shape behavior that reinforces the culture they are trying to create.” They don't believe that, with enough training, people can achieve anything they set their minds to. They don't try to help people overcome their weaknesses. And yes, they even play favorites.People don't change that much. Instead of trying to put in what God left out, try drawing out what God left in!” Talent is the multiplier. The more energy and attention you invest in it, the greater the yield. The time you spend with your best is, quite simply, your most productive time.” Published by Gallup, “ First, Break All the Rules” – just like its companion-piece, “Now, Discover Your Strengths” – is, in fact, an in-depth report of the largest management surveys ever undertaken. And if you’re wondering how big are we talking about, let’s crunch the numbers.

The Base Camp is the first level. Its intended for people who are still in the what’s-expected-of-me and do-I -have-what-you-need phase. Obviously, they ask and need nothing more but a clarification of their manager’s expectations and some resources to meet them. 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: 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. For beginners – You’ll find this to be a good primer if you’re a learner with little or no prior experience/knowledge.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.” Simply put: they are unconventional. Even if that means being, simply, much more realistic. First of all, they don’t believe that anyone can be whatever he or she wants to be. So, they hire talented people with the right attitude; and teach them the necessary skills afterwards. Most people think that a good manager is the one who’ll transform his employees’ weaknesses into strengths. Two enormous Gallup studies have proven otherwise: great managers never care about individuals, they care about teams. So, they disregard their employees’ weaknesses and learn how to achieve more with what they have. You have a filter, a characteristic way of responding to the world around you. We all do. Your filter tells you which stimuli to notice and which to ignore; which to love and which to hate. It creates your innate motivations — are you competitive, altruistic, or ego driven? It defines how you think — are you disciplined or laissez-faire, practical or strategic? It forges your prevailing attitudes — are you optimistic or cynical, calm or anxious, empathetic or cold? It creates in you all of your distinct patterns of thought, feeling, and behavior. In effect, your filter is the source of your talents.” Make sure your managers understand their employees as individuals. Managers should strive to get to know each employee’s unique skills and talents, as well as their goals and motivations.

I'm grateful to have had the opportunity to read this book; it's been an invaluable resource for managing my team more efficiently. Speaking of which – the golden rule of management is “try to disregard the golden rule.” Some may say differently, but it seems that treating your employees as equals does nobody any favors. Playing favorites is much more reasonable.Great managers disagree. Acquiring varied experiences is important but peripheral to a healthy career. It is an accessory, not the driving force. The true source of energy for a healthy career, they say, is generated elsewhere.” In each conference, Quarterfinal games will be hosted by the two teams with the best record in Group Play games, and the team with the best record in Group Play games will host the wild card team. In the event two or more teams are tied for the higher seed in a conference, the tie among the teams will be broken following the same tiebreaker protocol as described above. 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. Before the drawing, each team was placed into a “pot” based on its record from the prior regular season (2022-23). In each conference, one team from each pot was randomly selected into each of the three groups in that conference. The pots were as follows: 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.

Notable. A helpful and/or enlightening book that stands out by at least one aspect, e.g. is particularly well structured. 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

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. every time you make a rule you take away a choice and choice, with all of its illuminating repercussions, is the fuel for learning.” The second study used various measurements of corporate success to identify the best managers. The study examined how great managers discover, hire, direct and retain talented employees. The metrics of achievement for this study included sales volume, profit, customer satisfaction scores, employee turnover levels and productivity. What is the difference between this version and the original version of First, Break All the Rules?