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

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Those are important, but talent is the thing you need to look for since you can't teach talent), then do the best to make sure those folk can show you what they can do and let those talents flourish. While great managers allow employees to be individuals, that doesn’t mean employees are free to do whatever they wish. The book then went on to explain the four keys in more detail concluding with a final chapter on how to apply the four keys in business situations.

I've also been thinking about my next steps at my current company, and this provided some guidance on really taking time to figure out what I'm good, what I enjoy, and not just blindly taking the next step 'up'.Now we were all told as children that we get the best bang for the buck by improving our weak areas. The author gives important insights to maximizing strengths, understanding the crucial differences between leadership and management, and fulfilling the quest for long-lasting personal success. The results break conventional wisdom and the book has been aptly titled "First Break All the Rules" as it shakes the very foundation of man management. Finally, you’ll also find out how to deal with situations where an employee is not performing in line with expectations.

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. We also participate in other affiliate programs, such as Blinkist, MindValley, Audible, Audiobooks, Reading. There are many ways to increase revenues for a company, yet most of these techniques result in only short-lived growth. Managers determine whether this happens or not because they control the culture that team members work in.

While it's never pleasant, great managers truly approach it in a different fashion, and that was utterly fascinating to me to see a new side of that. I picked up this book because it was mentioned in some Forbes article I saw on things great managers do.

By learning, and using, the four keys to unlocking employee's potential, readers will begin to understand how misguided the old rules of business really are and learn how to get more from their employees. she told me that her new principal (she's a 5th grade teacher) enrolled her in a number of training sessions. What often gets in the way of achieving this is the conventional career path – a model of progress with many flaws. This is because each employee’s unique nature plays a crucial role in their individual job performance.Their description of “conventional wisdom” (which they do quite correctly proceed to debunk) could not be further from reality. But despite their differences, these great managers do share one thing: Before they do anything else, they first break all the rules of conventional wisdom. I'm not a manager, but this book felt especially relevant to me since my company just did an employee survey based on the 12 questions Gallup formulated through this study. After reading the first third of FBATR, I feel as though managers do too much of this without actually considering the individual.