Best of all, with vital performance and career lessons for managers at every level, First, Break All the Rules shows you how to apply them to your own situation. If you want to be a great manager, you need to be able to do at least four different things. First of all, you need to know how to hire the right people. Then, it’s essential to know how to set expectations, specific to each of them. Yes. This book includes a unique access code for the CliftonStrengths assessment for one individual use. The Base Camp is the first level. Its intended for people who are still in the what’s-expected-of-me and do-I -have-what-you-need phase. Obviously, they ask and need nothing more but a clarification of their manager’s expectations and some resources to meet them.

All 30 teams have been randomly drawn into groups of five within their conference based on won-loss records from the 2022-23 regular season. Beginning Nov. 3 and continuing through Tuesday, Nov. 28, each team will play four designated Group Play games on “Tournament Nights” – one game against each opponent in its group, with two games at home and two on the road. They don't believe that, with enough training, people can achieve anything they set their minds to. They don't try to help people overcome their weaknesses. And yes, they even play favorites. Well structured – You’ll find this to be particularly well organized to support its reception or application.Gallup's research produced the 12 simple statements that distinguish the strongest workgroups in a company from all the rest. Good. A helpful and/or enlightening book that combines two or more noteworthy strengths, e.g. contains uncommonly novel ideas and presents them in an engaging manner. Concrete Examples – You’ll get practical advice illustrated with examples of real-world applications or anecdotes. The strategies and concepts outlined in First, Break All the Rules have been extremely helpful for leading my team more effectively. First, Break All the Rules" is an inspiring book that has taught me how to be a better manager by focusing on the strengths of my team members.

I'm grateful to have had the opportunity to read this book; it's been an invaluable resource for managing my team more efficiently. Thirdly, you must know how to motivate all members of your team. And finally, you have to be able to properly develop the career of each employee, based on his strengths and dedication, but also in view of the vision and the needs of your company.Superb. A helpful and/or enlightening book that is extremely well rounded, has many strengths and no shortcomings worth mentioning. One study interviewed more than a million employees from different sorts of companies and industries to find out what the most talented of them want from their workplaces. The major finding stated, “Talented employees need great managers.” Great managers inspire good people to stay with a company. Even if a company offers inspiring leadership, solid benefits and perks, good pay and worthwhile training programs, employees base their tenure on their relationship with their direct supervisor. While the rating tells you how good a book is according to our two core criteria, it says nothing about its particular defining features. Therefore, we use a set of 20 qualities to characterize each book by its strengths: Brilliant. A helpful and/or enlightening book that, in addition to meeting the highest standards in all pertinent aspects, stands out even among the best. Often an instant classic and must-read for everyone.

Managers can gain many practical lessons, methods, tactics and strategies from data gathered in two large-scale studies of management-employee interaction conducted over a 25-year period by the Gallup Organization. Most people think that a good manager is the one who’ll transform his employees’ weaknesses into strengths. Two enormous Gallup studies have proven otherwise: great managers never care about individuals, they care about teams. So, they disregard their employees’ weaknesses and learn how to achieve more with what they have. The NBA In-Season Tournament is a new annual competition for all 30 teams that will debut in the 2023-24 season. For more info, read the frequently asked questions summary. The second study used various measurements of corporate success to identify the best managers. The study examined how great managers discover, hire, direct and retain talented employees. The metrics of achievement for this study included sales volume, profit, customer satisfaction scores, employee turnover levels and productivity.

“First, Break All the Rules” Quotes

Published by Gallup, “ First, Break All the Rules” – just like its companion-piece, “Now, Discover Your Strengths” – is, in fact, an in-depth report of the largest management surveys ever undertaken. And if you’re wondering how big are we talking about, let’s crunch the numbers. I've learned that by providing autonomy to my team and allowing them to make their own decisions, they become more productive and engaged at work. What is the difference between this version and the original version of First, Break All the Rules? Solid. A helpful and/or enlightening book, in spite of its obvious shortcomings. For instance, it may offer decent advice in some areas while being repetitive or unremarkable in others.

While the original content remains essentially unchanged, the 2016 re-release of First, Break All the Rules includes access to a product Gallup created to help managers and leaders turn employees' talents into great performance. Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: Do I know what is expected of me at work? Do I have the materials and equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? In the last seven days, have I received recognition or praise for doing good work? Does my supervisor, or someone at work, seem to care about me as a person? Is there someone at work who encourages my development? At work, do my opinions seem to count? Does the mission/purpose of my company make me feel my job is important? Are my co-workers committed to doing quality work? Do I have a best friend at work? In the last six months, has someone at work talked to me about my progress? This last year, have I had opportunities at work to learn and grow? These twelve questions are the simplest and most accurate way to measure the strength of a workplace.” Random drawing (in the unlikely scenario that two or more teams are still tied following the previous tiebreakers).

About Marcus Buckingham and Curt Coffman

Before the drawing, each team was placed into a “pot” based on its record from the prior regular season (2022-23). In each conference, one team from each pot was randomly selected into each of the three groups in that conference. The pots were as follows: