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  • 1. Welcome to ReadSmartly: summaries you can read in 5 minutes or less! Each installment of ReadSmartly is inspired by a top‐selling business book. Our goal is to capture only the most important and compelling ideas in each book and convey them to you as concisely as possible. PDF Version and Online Version Feel free to share this summary with your friends! This installment is based on Marcus Buckingham and Curt Coffman's First, Break All The Rules: What The Worlds Greatest Managers Do Differently. The greatest managers in the world appear to have little in common. They differ in age, race and sex. They employ vastly different management styles and focus on different goals. However, despite their differences, great managers share one trait in common: they don't hesitate to break almost every rule held sacred by conventional wisdom. Marcus Buckingham is a researcher, speaker and business consultant.
  • 2. Curt Coffman is an MBA and Executive Fellow at the Daniels School of Business and consultant to Fortune 100 companies. Management Myths I. The Myths Let's begin with the management myths we all grew up with. These myths are based on conventional wisdom, while the truth is based on actual research. MYTH: Management is less important than leadership. TRUTH: Superior management is what leads to superior employee performance. MYTH: Management is the stepping stone to leadership. TRUTH: Great leaders and great managers are very different. MYTH: Hire individuals based on their experience, determination and brains. TRUTH: Hire individuals based on their strengths and talents. MYTH: Setting expectations is about clearly defining the next steps. TRUTH: Setting expectations is about defining the right outcomes. MYTH: Fixing your weaknesses is the key to success. TRUTH: Tapping your strengths is the key to success. MYTH: Treat others as you would treat yourself. TRUTH: Treat others according to their individual needs. MYTH: Spend time with struggling team members to help them improve. TRUTH: Invest all of your time in your most productive team members.
  • 3. MYTH: Don't focus on individual performance, focus on how the team does. TRUTH: Individual excellence and specialization is what great teams are built on. MYTH: Evaluate employee performance annually and focus on areas they can improve. TRUTH: Evaluate employee performance every quarter and focus on each individual's strengths and how to leverage them. MYTH: Don’t get too close to your employees. It only creates problems. TRUTH: Managers need to know their employees and understand their strengths and personal lives. MYTH: With enough training and willpower, you can help a poorly performing employees do significantly better. TRUTH: Either terminate poorly performing employees or find a role that matches their strengths. II. What Matters Pay, benefits, swanky offices, working conditions and even charismatic leaders don't matter all that much when it comes to job satisfaction and performance. What makes all the difference is the person's immediate manager. If you want to know if a manager is doing a good job, just ask his/her direct reports to rank the following statements on a scale of 1 to 5, where a one is "strongly disagree" and a five is "strongly agree": 1) I know what's expected of me on the job each day. 2) I have all the necessary equipment and materials to do my job. 3) I feel I'm given the opportunity to do my very best.
  • 4. 4) In the past week, my work has been recognized. 5) I feel my supervisor truly cares about me as a human being. 6) I feel encouraged on the job and see myself developing. 7) I feel my opinions make a difference and I'm heard in the company. 8) I believe in the company's mission and feel my job matters. 9) My coworkers are doing great work and care as much as I do. 10) I have developed good friends on the job and feel comfortable. 11) Someone talks to me about my performance every quarter. 12) I feel I'm getting ample opportunities to grow and learn on the job. III. Great Managers Great managers score 4s and 5s on the above questions. • They also excel at picking talent and understanding their strengths and weaknesses. • They never compromise by hiring subpar employees, no matter how persuasive the candidate. • They're able to match a person's talents with the proper roles in the organization. • They know how to define the right outcomes for their staff. • They let employees do their own thing in their own way. • They focus on the employee's strengths and make best use of them.
  • 5. • They confront poor performance immediately and either find another role for the employee or terminate them. • They don't waste time trying to fix a weakness. • They realize that finding the right fit for the employee is what matters more than anything else. A Full Year of ReadSmartly When you buy ReadSmartly, you'll receive one business book summary every week for an entire year. Only $29.99 for 52 summaries Special 70% OFF sale! Regular Price $99.99 And if you aren't 100% satisfied, get your money back ♥ Our Commitment We strive to offer the highest quality service and provide you with concise, easy‐to‐read summaries that take just 5 minutes to read! Feel free to suggest new material we should include and ideas on how to make this a better experience for everyone. Also, if you're a writer and want to contribute, don't hesitate to contact us. Sincerely, ReadSmartly Team ©2013 LavaMind LLC | San Francisco, California Powered by Mad Mimi ®