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A review by kiboo
First, Break All the Rules: What the World's Greatest Managers Do Differently by Marcus Buckingham
3.0
This book was pretty benign for a leadership/management book which I usually steer clear of. There was some good advice in here but nothing revolutionary. The main “keys” the book focused around, my notes in parentheses:
1. Select for talent (there is a difference between talent and skills - skill is being able to use Excel, talent is waking up every morning excited to do something in Excel. You want to select for the people that naturally love doing whatever the job requires)
2. Define the right outcomes (jobs should have measurable outcomes that determine excellence and success. This shouldn’t be set by the “average”, but by what the talented employees are doing)
3. Focus on strengths (don’t try to fix people’s weaknesses. People are who they are and rarely does swimming against the current to fix a weakness actually work, and even if it does, having someone excel in their strengths is better)
4. Find the right fit (someone may not be made for management and they should be allowed to be excellent in their individual contributor role, with raises, for as long as they are willing to stay. Likewise, firing someone can be the right choice for both the company and the person if the job just isn’t a match)
1. Select for talent (there is a difference between talent and skills - skill is being able to use Excel, talent is waking up every morning excited to do something in Excel. You want to select for the people that naturally love doing whatever the job requires)
2. Define the right outcomes (jobs should have measurable outcomes that determine excellence and success. This shouldn’t be set by the “average”, but by what the talented employees are doing)
3. Focus on strengths (don’t try to fix people’s weaknesses. People are who they are and rarely does swimming against the current to fix a weakness actually work, and even if it does, having someone excel in their strengths is better)
4. Find the right fit (someone may not be made for management and they should be allowed to be excellent in their individual contributor role, with raises, for as long as they are willing to stay. Likewise, firing someone can be the right choice for both the company and the person if the job just isn’t a match)