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“First, Break All the Rules: What the World’s Greatest Managers Do Differently” is a highly insightful and riveting book authored by Marcus Buckingham and Curt Coffman. Both writers dig with acute intelligence into many secrets and popular beliefs about management. In this…
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Download file to see previous pages ased on 400 companies and interviewing thousands of managers, Buckingham and Coffman deduce in their book that the probability of success depends on the extent to which managers are willing to become invested in their relationship with employees. What the world’s greatest managers do differently is that they treat every employee as an individual. No amount of compensation packages can take the place of conscious and responsible managers in turning raw talent into reliable performance.
One of the most important concepts contained in the text is that the role of managers cannot be overlooked ever. Good managers are extremely important for success of an organization. When people leave companies, they leave their managers and not their companies. So many investments are made in the areas of better packages and training opportunities etc. to retain employees when the real issue in context of turnover is related to managers (Buckingham & Coffman, 1999, p. 33). So, to say that the role of managers is becoming less and less important in the present economy is empty mockery. It is effective management which matters the most in extracting maximum talent out of employees. A great manager can be a revolutionary and hugely responsible for how his/her company’s image is perceived by the world. It is the manager and not any other factor like a charismatic leader or amazing perks who plays the critical role “in building a strong workplace” (Buckingham & Coffman, 1999, p. 32).
Actually, the road to becoming an excellent manager can be divided into four parts. First part involves finding the right kind of employees for which the skill to recognize talent is very important. Talent is always stressed more than experience by the authors. Second part is related to noticing strengths of employees. Every strength should be brought to light and it should be tried and tested. This is only possible if managers make an effort to become reasonably involved with potential candidates. ...Download file to see next pagesRead More
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