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As a manager, it is your responsibility that your employees reply with an emphatic “yes” to the 12 questions. Positive responses to these questions were strongly correlated to profitability, productivity, employee retention, and customer satisfaction.
If you can generate positive response...
Develop a performance management routine to keep focused on the progress of each person's performance.
Ask the e...
We all possess talents within the contexts of these categories. It is important to recognize that talents can’t be taught, they can only be cultivated and encouraged within the work roles assigned to that person. Skills, on the other hand, can be taught (i.e. typing speed, surgical techniques, so...
Normally we associate talent with celebrated excellence. Great managers disagree with this definition of talent. It is too narrow and too specialized.
Instead they define talent as a recurring pattern of thought, feeling or behavior than can be productively applied. The emphasis ...
High performing managers understand that trying to achieve direct control of employees is futile and that trying to change people’s natural talents will not work. The solution is both simple and elegant: define a required outcome and then let the employee find their own way forward, throu...
Clues to talent:
Managers look inward, leaders look outward.
Employees must follow certain required steps for all aspects of their role that deal with accuracy and safety
Employees must follow steps when they are part of a company or industry standard
Required steps are useful only if they do not obscure the desired outcome.
First Break All the Rules asserts that the status quo is counter productive, and encourages management to adopt innovative approaches to employee engagement.
There are four keys for unlocking potential in your employees: select for talents, suggest outcomes rather than direct c...
Great managers know that every role in a workplace requires talent because there are recurring patterns of thoughts, feelings, and behaviours. Managers that are able to select for these patters will have more harmonious results on their team.
One of the biggest mistakes managers make is s...
Copywriter in advertising
This book is a result of an exhaustive study undertaken by the Gallup organization involving 80,000 managers across a large number of industries exploring the concepts of employee satisfaction, selecting and maintaining good employees, and means of measuring employee satisfaction. The approach was revolutionary when published (1999) and has become a business classic because it challenged the status quo.
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What’s most important to them? What motivates them? What’s their background? How do they prefer to communicate? What “language” do they tend to use?
By understanding who the person (or people) you’re speaking to is, you’re able to use their common knowledge o...
A person does not have to win the Nobel Prize to be appreciated.
Any milestone, no matter how tiny, is a great way to ‘break the script’ and make their life memorable. Build good relationships, deepening them with little surprises of goodness and celebration.
When it’s time to respond back, we tend to reply with a personal answer. We either tell a personal story or explain how we intimately feel about it.
The first response must relate to the speaker. “I understand” can be a good place to start. Then we can ask the person how they feel abou...
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