The book itself is awesome, an absolute must read, not only for managers but for everyone who wants to have an understanding of how people think and act. “Talent is the multiplier. This book greatly annoyed me. Let us know what’s wrong with this preview of, Published It fits with findings from positive psychology so it is likely to last and it will launch you into several great follow up books from the Gallup research team. Reviewed in the United States on July 7, 2015, I was sure I wrote a review on this, but recently I found I didn't. I usually don't read management or self help books as I find them boring but this one read like a novel and I could relate to several instances and situations which I face everyday in corporate world. Understanding the results will make you a better manager if you are in that position, a better executive if you have to choose managers, and a happier employee if you know what to look for in a manager. After viewing product detail pages, look here to find an easy way to navigate back to pages you are interested in.

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If I may now offer further review: The following will comprise of my impressions of the Conventional vs. It was helpful in many ways, grabbing various seeds of thought to add to my "productivity hopper.". It is dealing with people, and having the talent to deal with them well. So much of the advice in the book may seem common sense if you have such talent (or if you have been exposed to so many bad bosses and managers you just know they should be doing the stuff in the book instead). I've approached this book from different points of view and, by extension, different needs: This book was recommended to me by one of my colleagues.

That's not how I think! This book gives some insight as to why I've struggled in this position at times. Three years before that, I went through a period where I read, , a bunch of Patrick Lencioni's works beginning with.

What the World’s Greatest Managers Do Differently. Later sets up a game plan for being an effective manager, something that I'm sure has been used thousands of time since the books conception and maybe one day will be used by me. Also a great read for anyone looking to empower their own career. After reading the first third of FBATR, I feel as though managers do too much. With vital performance and career lessons and ideas for how … Reviewed in the United States on July 8, 2012. More wisdom in a nutshell from First, Break All the Rules: Know what can be taught, and what requires a natural talent. Raises awareness how idiosyncrasies of employees matters. I began to understand: to make things work effectively, you can't go by the "rules" as we have been led to believe. You can still see all customer reviews for the product. ", Yesterday, I had a conversation with my best friend. After first reading this book in 2006, my reaction was "MAN! At my company we are starting a leadership roundtable so I chose this book as my first foray into the topic. I immediately asked, "Why would she do that? But in the end, the very simple gist of the book is this: hire the best people for their talent (not skills or knowledge. 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. Not much of a reader, could make it past the first page. After viewing product detail pages, look here to find an easy way to navigate back to pages you are interested in. I would recommend that all managers consider the idea that people are all different, and therefore should be managed differently, not the same. It was interesting to compare my thoughts on the survey without knowing anything about it, to learning all the mechanics and data of 'why' behind it all. On reading it, I saw that a lot of the stuff is things one would think are common sense. We’d love your help. This page works best with JavaScript.

Worse, one of her colleagues decided to "help" by inserting himself into everything our unit did. As another research-based business book, this one presented a great point-of-view on managing people. of hours of interviews with 80 k managers it's hardly can be bad right? As far as I could tell, the only thing different was an update of metadata at the end.

The first thing you should know is that this is a re-release of a bestseller from 1999. So, I can see how her principal, perhaps forced to decide sooner or later who would receive such training, enrolled my friend based on her reputation.

The best managers are those that build a work environment where the employees answer positively to these 12 Questions: "People don't leave jobs or companies - they leave managers. I found this book valuable as it was based on research with over 80,000 managers, not just one person's personal experience. Blockchain and Government: the Malta experience StrategyWorks. If you were to only read one book this year in hopes of improving your management style or if you're an employee that wants to mind read yo boss, but only if your boss has management skill, then this would be the one book I'd recommend. That'll help to bring the best out of them. Based on 25 years of Gallup research, including surveys and in-depth interviews of thousands of employees and managers, the book explains how to keep your top performers. I start my job as a manger in one of the big management consulting firms this week, and I'm so glad I read this book before doing so. It would give you an effective framework in recruiting the right ones, setting the right goals, focusing on the strengths, and assigning the right roles to the subordinates. The only issue I had is that I have the kindle version and the code for two assessment tools don't work. Reviewed in the United States on July 20, 2019. This is a great book.

Gives great insight on how good/great management is done. One of the most influential book of my career. Revolutionary Key Approaches, offered on pages 66 and 67 offered in FIRST BREAK ALL THE RULES (1999) by M. Buckingham and C. Coffman. I picked up this book because it was mentioned in some Forbes article I saw on things great managers do. Reviewed in the United States on November 6, 2015. My friend was slightly shocked, I think, because we have been conditioned to believe, as employees, that investment in YOU means that someone cares or thinks you're pretty hot stuff. , and there were others about General Patton: , and Alan Axelrod's "Patton on Leadership" to name a few. It explains why I liked the last two CIOs I reported to.

Buckingham and Coffman believe that all of the conventional rules for how leaders ought to manage are wrong. The only issue I had is that I have the kindle version and the code for two assessment tools don't work. If we are going to learn to manage well, we need to break those rules. It is not. 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. I contacted Amazon who suspected that there was an issue with the download. she told me that her new principal (she's a 5th grade teacher) enrolled her in a number of training sessions. I fo.lowed the advice on the cover, now I am in a police chase. Did not get my access code (Kindle edition), Reviewed in the United States on July 21, 2019. As based on the analysis of 1,5 mln. Just disappointing. I slept with my bosses daughter, started smoking weed at work, and hustling cocain at the elementary school in town.

This one has the best mixture of big ideas and practical applications for hiring and inspiring the best people. 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.

Did not get my access code (Kindle edition), Reviewed in the United States on July 21, 2019. I found this book valuable as it was based on research with over 80,000 managers, not just one person's personal experience. This is a validation of what my mentors showed me". I bought and read it four years ago and have been talking about it ever sense. I also like that with the purchase of this book i get access to the strengths finder test. of hours of interviews with 80 k managers it's hardly can be bad right? My friend was slightly shocked, I think, because we have been conditioned to believe, as employees, that investment in YOU means that someone cares or thinks you're pretty hot stuff.

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