Book Summary: First, Break All The Rules
Based on a mammoth research study conducted by the Gallup
Organization involving 80,000 managers across different
industries, this book explores the challenge of many
companies - attaining, keeping and measuring employee
satisfaction. Discover how great managers attract, hire,
focus, and keep their most talented employees!
1. The best managers reject conventional wisdom.
2. The best managers treat every employee as an individual.
3. The best managers never try to fix weaknesses; instead
they focus on strengths and talent.
4. The best managers know they are on stage everyday. They
know their people are watching every move they make.
5. Measuring employee satisfaction is vital information for
6. People leave their immediate managers, not the companies
they work for.
7. The best managers are those that build a work environment
where the employees answer positively to these 12 Questions:
a. Do I know what is expected of me at work?
b. Do I have the materials and equipment I need to do my
c. At work, do I have the opportunity to do what I do best
d. In the last seven days, have I received recognition or
praise for doing good work?
e. Does my supervisor or someone at work seem to care about
me as a person?
f. Is there someone at work who encourages my development?
g. At work, do my opinions seem to count?
h. Does the mission/purpose of my company make me feel my
job is important?
i. Are my co-workers committed to doing quality work?
j. Do I have a best friend at work?
k. In the last six months, has someone at work talked to me
about my progress?
l. This last year, have I had the opportunity at work to
learn and grow?
The Gallup study showed that those companies that reflected
positive responses to the 12 questions profited more, were
more productive as business units, retained more employees
per year, and satisfied more customers.
Without satisfying an employee's basic needs first, a manager
can never expect the employee to give stellar performance.
The basic needs are: knowing what is expected of the employee
at work, giving her the equipment and support to do her work
right, and answering her basic questions of self-worth and
self-esteem by giving praise for good work and caring about
her development as a person.
The great manager mantra is don't try to put in what was
left out; instead draw out what was left in. You must hire
for talent, and hone that talent into outstanding
More wisdom in a nutshell from First, Break All the Rules:
1. Know what can be taught, and what requires a natural
2. Set the right outcomes, not steps. Standardize the end
but not the means. As long as the means are within the
company's legal boundaries and industry standards,let the
employee use his own style to deliver the result or outcome
3. Motivate by focusing on strengths, not weaknesses.
4. Casting is important, if an employee is not performing
at excellence, maybe she is not cast in the right role.
5. Every role is noble, respect it enough to hire for
talent to match.
6. A manager must excel in the art of the interview. See if
the candidate's recurring patterns of behavior match the
role he is to fulfill. Ask open-ended questions and let
him talk. Listen for specifics.
7. Find ways to measure, count, and reward outcomes.
8. Spend time with your best people. Give constant feedback.
If you can't spend an hour every quarter talking to an
employee, then you shouldn't be a manager.
9. There are many ways of alleviating a problem or non-talent.
Devise a support system, find a complementary partner for him,
or an alternative role.
10. Do not promote someone until he reaches his level of
incompetence; simply offer bigger rewards within the same
range of his work. It is better to have an excellent highly
paid waitress or bartender on your team than promote him or
her to a poor starting-level bar manager.
11. Some homework to do: Study the best managers in the
company and revise training to incorporate what they know.
Send your talented people to learn new skills or knowledge.
Change recruiting practices to hire for talent, revise
employee job descriptions and qualifications.
By: Regine P. Azurin and Yvette Pantilla
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In what has become an annual rite under the Trump administration, the president's fiscal year 2020 budget proposal calls for the elimination of the National Endowment for the Arts. Trump's initial budgets for both fiscal 2018 and 2019 also called for cutting the NEA, but each time the House restored funds for the organization and last year gave the NEA a $3 million increase.
According to researchers, the English language might never have enjoyed a richness of F-words had it not been for early farmers and the food processing they favored. Dairy products and other soft foods, such as gruel, porridge, soup and stews, helped shape our faces, the researchers claim, and allowed us to form the sounds "f" and "v", known as labiodental fricatives...
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The longlist for The Women's Prize for Fiction 2019 have been announced. The winner will be declared in June.
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Milkman Anna Burns
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Swan Song Kelleigh Greenberg-Jephcott
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Lost Children Archive Valeria Luiselli
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Circe Madeline Miller
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Across America, small theaters are canceling productions of Harper Lee's "To Kill a Mockingbird," citing a threat of litigation from a powerful, sharp-elbowed Broadway producer related to a contract that dates back half a century.
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If a small child were to walk up to the lexicographer Susan Rennie in the street and call her a slopgroggled grobsquiffler, she would know exactly how to reply. "You squinky squiddler!" she would shout. "You piffling little swishfiggler! You troggy little twit! Don't you dare talk pigsquiffle to me, you prunty old pogswizzler!" ...
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We are pleased to announce the publication of
The Inner Lives of Book Clubs!
This fascinating report is the first to really get to the heart of the book club experience. It's the result of two surveys of more than 5,500 people, combined with BookBrowse's more than 15 years of book club experience and research.
Its 56-pages are packed with interesting and usable information that is relevant to librarians, authors, publishers, booksellers and, of course, book clubs.
Among much else, you will discover:
- The attributes most successful book groups share.
- The demographics of public book clubs compared to private groups.
- What people want from their book club.
- The elements book clubs look for when picking books.
- The 12 most common book club challenges, and how groups resolve them.
- The link between discussion length and happiness.
- The percentage of book clubs that use library book bags.
- What people interested in a book club but not in one want from a group
- What causes people to leave book clubs.
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