We rate each piece of content on a scale of 1—10 with regard to these two core criteria. Our rating helps you sort the titles on your reading list from adequate 5 to brilliant For instance, it may be offer decent advice in some areas but be repetitive or unremarkable in others. Often an instant classic and must-read for everyone. While the rating tells you how good a book is according to our two core criteria, it says nothing about its particular defining features. Innovative — You can expect some truly fresh ideas and insights on brand-new products or trends.
|Published (Last):||6 July 2012|
|PDF File Size:||14.83 Mb|
|ePub File Size:||5.3 Mb|
|Price:||Free* [*Free Regsitration Required]|
Shelves: business-books-read Poses the kinds of questions a coach should be asking their team member. Sometimes self-evident, but still serves as a good reminder of how to lead others. The first is that the author is very sarcastic in the text. I also enjoyed that the book makes one very strong point: as a manager, your job is to manager anyone who reports to you.
It seems simple enough, but it seems to be a point often lost these days. The book is really focused on one thing: how will you know when you need to have a tough conversation with someone or else they will need to be fired? To help make this determination, a clear flow chart is laid out of all the steps it takes - all the ways an employee might not even be aware of how they are screwing up, and the steps you should take to fix it before that tough conversation.
And then if you get to that conversation, the book gives clear examples and formats you can use. I recommend it to others, for the same reason it was part of my matriculation. Easily a book I can leave on my desk and refer to in situations to help address certain things.
Coaching for Improved Work Performance
Coaching for Improved Work Performance, Revised Edition