马库斯·白金汉领导了盖洛普公司长达20年的研究,旨在识别优秀经理和良好工作环境的核心特征。他是盖洛普领导术学院的高级讲师。
柯特·科夫曼在全球范围领导盖洛普工作环境评测和管理项目。他经常就如何建立高效率和顾客至上的工作环境为客户公司提供咨询。
The greatest managers in the world seem to have little in common. They differ in sex, age, and race. They employ vastly different styles and focus on different goals. Yet despite their differences, great managers share one common trait: They do not hesitate to break virtually every rule held sacred by conventional wisdom. They do not believe that, with enough training, a person can achieve anything he sets his mind to. They do not try to help people overcome their weaknesses. They consistently disregard the golden rule. And, yes, they even play favorites. This amazing book explains why. Marcus Buckingham and Curt Coffman of the Gallup Organization present the remarkable findings of their massive in-depth study of great managers across a wide variety of situations. Some were in leadership positions. Others were front-line supervisors. Some were in Fortune 500 companies; others were key players in small, entrepreneurial companies. Whatever their situations, the managers who ultimately became the focus of Gallup's research were invariably those who excelled at turning each employee's talent into performance. In today's tight labor markets, companies compete to find and keep the best employees, using pay, benefits, promotions, and training. But these well-intentioned efforts often miss the mark. The front-line manager is the key to attracting and retaining talented employees. No matter how generous its pay or how renowned its training, the company that lacks great front-line managers will suffer. Buckingham and Coffman explain how the best managers select an employee for talent rather than for skills or experience; how they set expectations for him or her -- they define the right outcomes rather than the right steps; how they motivate people -- they build on each person's unique strengths rather than trying to fix his weaknesses; and, finally, how great managers develop people -- they find the right fit for each person, not the next rung on the ladder. And perhaps most important, this research -- which initially generated thousands of different survey questions on the subject of employee opinion -- finally produced the twelve simple questions that work to distinguish the strongest departments of a company from all the rest. This book is the first to present this essential measuring stick and to prove the link between employee opinions and productivity, profit, customer satisfaction, and the rate of turnover. There are vital performance and career lessons here for managers at every level, and, best of all, the book shows you how to apply them to your own situation.
在球类比赛中一个队如果成绩不好,首先炒掉的一般都是教练。所以顶级的球队教练都挖空心思说服球队老板找全世界最顶级的球员,顶级球队派球探去全世界各地寻找未来的球星。篮球乔丹成就了菲尔杰克逊,110米栏刘翔成就了孙海平教练。 作为普通管理者的我们,刚走上管理岗位一般...
评分一定要搞清楚十二个问题和四个步骤(发现才干,界定结果,发挥优势,因才适用)。这是本书的核心。其他不多说,因为更多地在于实践。当然这本书也适于自我管理,发现自己的才干。据说还有本《发现自己的优势》,准备一口气读完。
评分《首先,打破一切常规》读后,一直困扰我的一些问题有了答案。有那种想瞌睡就有人送枕头的感觉,满舒服的。书中的才干观点与传统定义不同,对传统的用人观念是个颠覆。在相信盖洛普这个才干学说之前,我还是仔细思考过的:它的逻辑无可挑剔,它引用了人类行为科学研究的一些...
评分在球类比赛中一个队如果成绩不好,首先炒掉的一般都是教练。所以顶级的球队教练都挖空心思说服球队老板找全世界最顶级的球员,顶级球队派球探去全世界各地寻找未来的球星。篮球乔丹成就了菲尔杰克逊,110米栏刘翔成就了孙海平教练。 作为普通管理者的我们,刚走上管理岗位一般...
评分来自盖洛普的众多调查数据,使这本书血肉丰满,且立意高远。三年后的今天,尽管外版经管书不断引进,包括德鲁克等大师之作,但这本书依然有顽强的市场生命力--虽然在普通书店里,它早已难觅踪影。 而事实上,它的后续之作〈现在,确定你的优势〉,同样精彩: 以下是我当年...
美国搬家几次 一直留着这一本
评分美国导师在研讨会课推荐的 还有关于此书的作业 挑选随意的一章写5页感想 我选的是 select talent. 还没有读完,断断续续挑着读,感觉浅显易懂,基本上全是大白话。
评分为了打破常规而打破常规也算是进步么?
评分对管理者来说,改变一个人不如按他的能力给他合适的任务。对一个公司来说,现管直接决定公司的命运。本书不仅仅对管理者有用,对于一个雇员来说,可以用本书来判断他本人在这个经理下是否能有作为。
评分如何做好一个中层,注重人的天性,注重结果
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