Find (and Keep) Top Talent for Your Business (Collection)
2nd Edition
Published on 4. July 2014
Book
Mixed media product
1210 pages
978-0-13-344315-8 (ISBN)
Description
A brand new collection of state-of-the-art talent management techniques
Breakthrough talent management techniques! 5 authoritative books bring together the state-of-the-art in finding, growing, and keeping world-class people!
Talent is everything - and finding, growing, and keeping the best talent has never been more difficult. This 5-book collection brings together powerful new insights, techniques, practices, and skills for improving the way you manage talent in any organization, industry, or environment... including the talent that matters most. (Yours!) In 17 Rules Successful Companies Use to Attract and Keep Top Talent, renowned workforce expert David Russo identifies exactly what great organizations do differently when it comes to managing their people. He distills these differences into 17 rules for everything from resourcing and compensation to leadership development, risk-taking to change management. Next, he shows how to apply these rules in your organization, whether you're large or small, high-tech or low-tech, for-profit or non-profit. Then, in Talent Force, Rusty Rueff and Hank Springer help you systematically get the right talent into the right place at the right time. You'll learn how to develop and implement a world-class talent plan that aligns with business objectives, and identify metrics for tracking and optimizing progress. Discover how candidates are using technology to evaluate new opportunities, benchmark compensation, and create new back-channels of communication about worklife - and learn how to use these technologies yourself to grow the world's best Talent Force. In The Truth About Hiring the Best, Cathy Fyock reveals 53 proven hiring principles for identifying, reaching, and recruiting the very best. Fyock helps you find hidden talent sources... make great people want to work with you... choose amongst the great new people you've found, while building great relationships with strong candidates you don't hire. Next, in The Truth About Getting the Best From People, Second Edition, Martha Finney 60+ proven principles for achieving unprecedented levels of employee engagement. This new edition features more than 15 new truths including: managing virtual teams, building persuasive skills, tuning into your own unconscious biases, managing multiple generations, and identifying and cultivating individual high performers. Not feeling empowered enough to do all this? Vince Thompson's Ignited! reveals gathering forces that are re-empowering you right now. Thompson outlines realistic steps for leveraging networks and resources to transform your own visions into reality, and accomplishing powerful goals only you can achieve. He offers new tools for leading "from the middle"... expanding your influence and overcoming traps... connecting your passions with business goals... mastering all your new roles: linkmaker, process master, pilot, healer, bard, scout, and translator!
From world-renowned talent management experts Vince Thompson, David Russo, Rusty Rueff, Hank Stringer, Cathy Fyock, and Martha I. Finney
Breakthrough talent management techniques! 5 authoritative books bring together the state-of-the-art in finding, growing, and keeping world-class people!
Talent is everything - and finding, growing, and keeping the best talent has never been more difficult. This 5-book collection brings together powerful new insights, techniques, practices, and skills for improving the way you manage talent in any organization, industry, or environment... including the talent that matters most. (Yours!) In 17 Rules Successful Companies Use to Attract and Keep Top Talent, renowned workforce expert David Russo identifies exactly what great organizations do differently when it comes to managing their people. He distills these differences into 17 rules for everything from resourcing and compensation to leadership development, risk-taking to change management. Next, he shows how to apply these rules in your organization, whether you're large or small, high-tech or low-tech, for-profit or non-profit. Then, in Talent Force, Rusty Rueff and Hank Springer help you systematically get the right talent into the right place at the right time. You'll learn how to develop and implement a world-class talent plan that aligns with business objectives, and identify metrics for tracking and optimizing progress. Discover how candidates are using technology to evaluate new opportunities, benchmark compensation, and create new back-channels of communication about worklife - and learn how to use these technologies yourself to grow the world's best Talent Force. In The Truth About Hiring the Best, Cathy Fyock reveals 53 proven hiring principles for identifying, reaching, and recruiting the very best. Fyock helps you find hidden talent sources... make great people want to work with you... choose amongst the great new people you've found, while building great relationships with strong candidates you don't hire. Next, in The Truth About Getting the Best From People, Second Edition, Martha Finney 60+ proven principles for achieving unprecedented levels of employee engagement. This new edition features more than 15 new truths including: managing virtual teams, building persuasive skills, tuning into your own unconscious biases, managing multiple generations, and identifying and cultivating individual high performers. Not feeling empowered enough to do all this? Vince Thompson's Ignited! reveals gathering forces that are re-empowering you right now. Thompson outlines realistic steps for leveraging networks and resources to transform your own visions into reality, and accomplishing powerful goals only you can achieve. He offers new tools for leading "from the middle"... expanding your influence and overcoming traps... connecting your passions with business goals... mastering all your new roles: linkmaker, process master, pilot, healer, bard, scout, and translator!
From world-renowned talent management experts Vince Thompson, David Russo, Rusty Rueff, Hank Stringer, Cathy Fyock, and Martha I. Finney
More details
Edition
2nd edition
Language
English
Place of publication
Boston
United States
Publishing group
Pearson Education (US)
Target group
College/higher education
Weight
1 gr
ISBN-13
978-0-13-344315-8 (9780133443158)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Persons
David Russo is Principal and CEO of Eno River Associates, Inc., a consulting practice which helps executives build high performing organizations by developing win-win workforce relationships. His clients have included American Express, Johnson & Johnson, American Eagle Outfitters, and the CIA. Rusty Rueff joined SNOCAP as CEO in 2005 after serving as Executive VP of Human Resources for Electronic Arts (EA). Hank Stringer has over 20 years of experience as a successful high-tech industry recruiter, entrepreneur, and innovator in the use of IT for hiring. He is now CEO of Q Talent Partners, an executive search services and consulting firm. Cathy Fyock, CSP, SPHR, consults with organizations to attract top talent, reduce turnover, and improve productivity in volatile labor markets. She has presented 200+ national seminars for SHRM, and is author of The Hiring Source Book. Martha I. Finney is a writer and consultant who helps clients unleash the transformative power of engaged employees. She is author or co-author of more than 13 books, including HR From the Heart: Inspiring Stories and Strategies for Building the People Side of Great Business, with Libby Sartain. Vince Thompson, principal at Middleshift Consulting, works with Internet companies to design world-class online marketing solutions and build sales organizations.
Content
Ignited: Managers! Light Up Your Company and Career for More Power More Purpose and More Success
INTRODUCTION: LIVING IN QUAKE COUNTRY 1
BASE CAMP: THE IGNITED QUIZ 13
Part I GET MORE POWER
1 ACTION WITH TRACTION 19
2 THE MANAGER'S UNIVERSE 39
3 LEADERSHIP IN LIMITED SPACE 57
4 MANAGING YOUR EMOTIONS 79
5 THE DEADLY LACK OF EMPOWERMENT TRAP 97
Part II GET MORE PURPOSE
6 IGNITION POINT 1: THE PROCESS 117
7 IGNITION POINT 2: THE PEOPLE 137
8 IGNITION POINT 3: THE MESSAGE 153
9 IGNITION POINT 4: THE LANDSCAPE 167
10 IGNITION POINT 5: THE STRATEGY 187
11 IGNITON POINT 6: THE STORY 207
12 IGNITION POINT 7: THE SPIRIT 227
Part III GET MORE SUCCESS
13 SELLING FROM THE FULCRUM 247
14 YOUR OWN SENSE OF BALANCE 271
INDEX 281
17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees Are Your Greatest Sustainable Advantage
Introduction 1
Rule #1: Understand Why Employees Come and Why They Stay 9
Rule #2: Play "Win-Win" with Your Employees (and Allow Them to Be All They Can Be for Self and Company) 21
Rule #3: Cultivate Leadership, Not Management, and Know the Difference! 33
Rule #4: Provide Ample and Appropriate Resources 41
Rule #5: Demand Contribution; Be Worthy of Receiving It 49
Rule #6: Applaud Effort; Reward Contribution 61
Rule #7: Cheerlead; The "Magic" of M&Ms 71
Rule #8: Build a Workplace on a Foundation of Respect 81
Rule #9: Cultivate the Risk-Trust Dynamic 91
Rule #10: Make Room for Fun in the Workplace (Nurture Lightheartedness/Levity) 101
Rule #11: Create Opportunities for Employee "Alignment" with Vision, Values, and Mission 109
Rule #12: Understand Human Capital 119
Rule #13: Treat Employees as "Volunteers" 129
Rule #14: Know Your Culture 139
Rule #15: Understand the Nature of Change and Prepare Your Employees to Embrace It 153
Rule #16: Cultivate Organizational Ethics; Demand and Reward Ethical Behavior 165
Rule #17: The Last and Overarching Rule: Tell the Truth! (and a Few Action Items to Grow On) 177
Index 189
Talent Force: A New Manifesto for the Human Side of Business
Foreword xi
Acknowledgments xiii
About the Authors xv
Preface xvii
Introduction xix
Chapter 1: The Quality Talent Imperative 1
Chapter 2: Talent Market Demands 11
Chapter 3: Building a Competitive Talent Organization 35
Chapter 4: The Cultural Obsession of Work 59
Chapter 5: Building a Talent Community 77
Chapter 6: Tangible Talent Measurement 93
Chapter 7: Talent Goes on Offense 115
Chapter 8: Relationship Recruiting (Still) Rules 133
Chapter 9: Talent Forces of Tomorrow 151
Index 163
The Truth About Hiring the Best
Introduction vii
Part I The Truth About Identifying the Best
Truth1 There is no such thing as the ideal candidate 1
Truth 2 You are a seller in a buyer's market 5
Truth 3 Catch the boomerangs 9
Truth 4 Rehire the retired 13
Truth 5 Job-hoppers could be show-stoppers 17
Truth 6 Seek refuge(e) 21
Part II The Truth About Recruiting the Best
Truth7 It's a war for talent 25
Truth 8 Maybe you don't want "new blood" 29
Truth 9 Your actions speak louder than words 33
Truth 10 Targeting everybody attracts nobody 37
Truth 11 You are a talent scout 41
Truth 12 The Internet may not be the best place for recruiting 45
Truth 13 Use the enthused 49
Truth 14 It takes a village to hire one employee 53
Truth 15 Newspaper ads can be great when managed properly 57
Truth 16 Your invitation might be chasing applicants away 61
Part III The Truth About Interviewing
Truth17 The candidate isn't the only one who has to interview right 65
Truth 18 Ask what they will do, not what they can do 69
Truth 19 Charlie might be more than just a great mechanic 73
Truth 20 Passion-in fashion? 77
Truth 21 Good candidates might not talk to you 81
Truth 22 You're not Sigmund Freud 85
Truth 23 Candidates and the truth-the whole truth 89
Truth 24 Don't let the candidate's resume drive the interview 93
Truth 25 Avoid the "hot seat" 97
Truth 26 You can oversell the job 101
Truth 27 There is such a thing as a bad question 105
Truth 28 You're guilty until you prove you're innocent 109
Truth 29 It's impolite (and discriminatory) to ask about age 113
Truth 30 You wouldn't ask him if he's married-don't ask her either 117
Truth 31 Kind curiosity can kill a career 121
Truth 32 Avoid questions about religious affiliations 125
Truth 33 Your mother was wrong; sometimes do be rude 129
Part IV The Truth About the Selection Process
Truth34 Have a vacancy to fill? You're already too late. 133
Truth 35 Warning: this resume may contain spin! 137
Truth 36 Your candidate may be a scam-didate 141
Truth 37 The resume says "yes," but the body language says "no" 145
Truth 38 The receptionist test-better than salt? 149
Truth 39 Don't send away candidates dressed for a day at the beach 153
Truth 40 You aren't an elephant 157
Truth 41 Keep on selling to candidates 161
Part V The Truth About Panel and Multiple Interviews, Background Checks, Tests, and Other Tools of the Trade
Truth 42 Invest in telephone screening to save time later 165
Truth 43 Face-to-face doesn't have to be in-person 169
Truth 44 Too many cooks might improve the broth 173
Truth 45 Make haste slowly 177
Truth 46 You may want to hire candidates even when they get a bad reference 181
Truth 47 Beware the "Whizzinator" 185
Truth 48 Be real, even if scary 189
Truth 49 No crystal ball? Try employment testing. 193
Truth 50 Graphology: palm reading or valid tool? 197
Part VI The Truth About Evaluating Candidates and Making the Offer
Truth 51 The last one you interview only seems like the winner 201
Truth 52 The one who offers salary information first is the loser 205
Truth 53 Don't tell candidates why they weren't selected 209
References 213
About the Author 215
Acknowledgments 215
The Truth About Getting the Best from People, 2/e
Introduction xi
PART I The Truth About Employee Engagement
Truth 1 You don't need the carrot or the stick 1
Truth 2 You have direct influence over your employees' passion quotient 4
Truth 3 You get the best by giving the best 8
Truth 4 It's not money that motivates 11
Truth 5 Employment engagement isn't for sissies 15
Truth 6 Real engagement gains happen after survey scores come in 19
PART II The Truth About Yourself
Truth 7 Your behaviors are your brand 23
Truth 8 You can't give what you don't have 26
Truth 9 "Best" doesn't mean the same thing to everyone 30
Truth 10 Think you're a great leader? Think again 34
Truth 11 You could be your own worst employee 38
Truth 12 Visionary or beat cop? Your choice 41
Truth 13 Your health may be compromising your leadership effectiveness 44
Truth 14 You don't have to be perfect 48
Truth 15 Your career can recover from an engagement hit 52
PART III The Truth About Engaged Cultures
Truth 16 Employee happiness is serious business 55
Truth 17 Great leaders make their people cry 58
Truth 18 Better questions lead to better answers 61
Truth 19 Individual passion builds a passion-fueled customer service culture 65
Truth 20 Authentic is better than clever 69
Truth 21 Retention begins with hello 72
Truth 22 The bad will do you good 75
Truth 23 Your biggest complainer may be your best supporter 78
Truth 24 You can sell an unpopular decision 82
Truth 25 Flex is best 85
Truth 26 Nobody cares if you don't mean to be mean 89
Truth 27 Controlling your temper is a labor-saving device 93
Truth 28 There is no "but" in "I'm sorry" 97
PART IV The Truth About Motivation
Truth 29 Engagement happens one person at a time 101
Truth 30 If you're a manager, you're a career coach 104
Truth 31 The candidates you're seeking may not be the ones you need 107
Truth 32 Ask for cheese-you might get the moon 111
Truth 33 You lead better when you get off your pedestal 114
Truth 34 Trust is your strongest persuasion tool 118
Truth 35 If they aren't buying it, they aren't doing it 121
Truth 36 Overselling an opportunity can cost you precious talent 124
Truth 37 Focusing on what's right can help solve what's wrong 128
Truth 38 High performers are motivated by a piece of the action 131
Truth 39 All the generations want the same thing 135
PART V The Truth About Performance
Truth 40 Compassion promotes performance 139
Truth 41 A hot star can brighten your whole team 142
Truth 42 B players are your A team 146
Truth 43 High performers have enough coffee mugs 149
Truth 44 Discipline deepens engagement 152
Truth 45 You don't have to inherit the problem employees 155
Truth 46 Performance appraisals are really about you 159
Truth 47 New hires can inspire current employees 162
Truth 48 Terminations are an engagement tool 165
PART VI The Truth About Creativity
Truth 49 Innovation begins with y-e-s 169
Truth 50 Everyone can be creative 172
Truth 51 You stand between inspiration and implementation 176
Truth 52 Failures promote progress 179
Truth 53 People don't quit their bosses, they quit their colleagues 182
Truth 54 Extreme pressure kills inspired performance 186
Truth 55 Creativity is a balancing act 189
PART VII The Truth About Communication
Truth 56 Open questions ignite inspiring answers 193
Truth 57 Serving your employees means managing your boss 196
Truth 58 Bad news is good news 200
Truth 59 Trivial conversations are essential 203
Truth 60 The way you listen speaks volumes 206
Truth 61 Crap happens 210
Truth 62 Engaged employees need to know more 213
PART VIII The Truth About Teams
Truth 63 Absence makes the employee happier 217
Truth 64 Your team has untapped talent 221
Truth 65 People need to fight their own battles 224
Truth 66 Games don't build teams 228
Truth 67 Answers build teams 231
Truth 68 Your team can lead you to greatness 234
Truth 69 You're still the boss 237
References 240
About the Author 242
INTRODUCTION: LIVING IN QUAKE COUNTRY 1
BASE CAMP: THE IGNITED QUIZ 13
Part I GET MORE POWER
1 ACTION WITH TRACTION 19
2 THE MANAGER'S UNIVERSE 39
3 LEADERSHIP IN LIMITED SPACE 57
4 MANAGING YOUR EMOTIONS 79
5 THE DEADLY LACK OF EMPOWERMENT TRAP 97
Part II GET MORE PURPOSE
6 IGNITION POINT 1: THE PROCESS 117
7 IGNITION POINT 2: THE PEOPLE 137
8 IGNITION POINT 3: THE MESSAGE 153
9 IGNITION POINT 4: THE LANDSCAPE 167
10 IGNITION POINT 5: THE STRATEGY 187
11 IGNITON POINT 6: THE STORY 207
12 IGNITION POINT 7: THE SPIRIT 227
Part III GET MORE SUCCESS
13 SELLING FROM THE FULCRUM 247
14 YOUR OWN SENSE OF BALANCE 271
INDEX 281
17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees Are Your Greatest Sustainable Advantage
Introduction 1
Rule #1: Understand Why Employees Come and Why They Stay 9
Rule #2: Play "Win-Win" with Your Employees (and Allow Them to Be All They Can Be for Self and Company) 21
Rule #3: Cultivate Leadership, Not Management, and Know the Difference! 33
Rule #4: Provide Ample and Appropriate Resources 41
Rule #5: Demand Contribution; Be Worthy of Receiving It 49
Rule #6: Applaud Effort; Reward Contribution 61
Rule #7: Cheerlead; The "Magic" of M&Ms 71
Rule #8: Build a Workplace on a Foundation of Respect 81
Rule #9: Cultivate the Risk-Trust Dynamic 91
Rule #10: Make Room for Fun in the Workplace (Nurture Lightheartedness/Levity) 101
Rule #11: Create Opportunities for Employee "Alignment" with Vision, Values, and Mission 109
Rule #12: Understand Human Capital 119
Rule #13: Treat Employees as "Volunteers" 129
Rule #14: Know Your Culture 139
Rule #15: Understand the Nature of Change and Prepare Your Employees to Embrace It 153
Rule #16: Cultivate Organizational Ethics; Demand and Reward Ethical Behavior 165
Rule #17: The Last and Overarching Rule: Tell the Truth! (and a Few Action Items to Grow On) 177
Index 189
Talent Force: A New Manifesto for the Human Side of Business
Foreword xi
Acknowledgments xiii
About the Authors xv
Preface xvii
Introduction xix
Chapter 1: The Quality Talent Imperative 1
Chapter 2: Talent Market Demands 11
Chapter 3: Building a Competitive Talent Organization 35
Chapter 4: The Cultural Obsession of Work 59
Chapter 5: Building a Talent Community 77
Chapter 6: Tangible Talent Measurement 93
Chapter 7: Talent Goes on Offense 115
Chapter 8: Relationship Recruiting (Still) Rules 133
Chapter 9: Talent Forces of Tomorrow 151
Index 163
The Truth About Hiring the Best
Introduction vii
Part I The Truth About Identifying the Best
Truth1 There is no such thing as the ideal candidate 1
Truth 2 You are a seller in a buyer's market 5
Truth 3 Catch the boomerangs 9
Truth 4 Rehire the retired 13
Truth 5 Job-hoppers could be show-stoppers 17
Truth 6 Seek refuge(e) 21
Part II The Truth About Recruiting the Best
Truth7 It's a war for talent 25
Truth 8 Maybe you don't want "new blood" 29
Truth 9 Your actions speak louder than words 33
Truth 10 Targeting everybody attracts nobody 37
Truth 11 You are a talent scout 41
Truth 12 The Internet may not be the best place for recruiting 45
Truth 13 Use the enthused 49
Truth 14 It takes a village to hire one employee 53
Truth 15 Newspaper ads can be great when managed properly 57
Truth 16 Your invitation might be chasing applicants away 61
Part III The Truth About Interviewing
Truth17 The candidate isn't the only one who has to interview right 65
Truth 18 Ask what they will do, not what they can do 69
Truth 19 Charlie might be more than just a great mechanic 73
Truth 20 Passion-in fashion? 77
Truth 21 Good candidates might not talk to you 81
Truth 22 You're not Sigmund Freud 85
Truth 23 Candidates and the truth-the whole truth 89
Truth 24 Don't let the candidate's resume drive the interview 93
Truth 25 Avoid the "hot seat" 97
Truth 26 You can oversell the job 101
Truth 27 There is such a thing as a bad question 105
Truth 28 You're guilty until you prove you're innocent 109
Truth 29 It's impolite (and discriminatory) to ask about age 113
Truth 30 You wouldn't ask him if he's married-don't ask her either 117
Truth 31 Kind curiosity can kill a career 121
Truth 32 Avoid questions about religious affiliations 125
Truth 33 Your mother was wrong; sometimes do be rude 129
Part IV The Truth About the Selection Process
Truth34 Have a vacancy to fill? You're already too late. 133
Truth 35 Warning: this resume may contain spin! 137
Truth 36 Your candidate may be a scam-didate 141
Truth 37 The resume says "yes," but the body language says "no" 145
Truth 38 The receptionist test-better than salt? 149
Truth 39 Don't send away candidates dressed for a day at the beach 153
Truth 40 You aren't an elephant 157
Truth 41 Keep on selling to candidates 161
Part V The Truth About Panel and Multiple Interviews, Background Checks, Tests, and Other Tools of the Trade
Truth 42 Invest in telephone screening to save time later 165
Truth 43 Face-to-face doesn't have to be in-person 169
Truth 44 Too many cooks might improve the broth 173
Truth 45 Make haste slowly 177
Truth 46 You may want to hire candidates even when they get a bad reference 181
Truth 47 Beware the "Whizzinator" 185
Truth 48 Be real, even if scary 189
Truth 49 No crystal ball? Try employment testing. 193
Truth 50 Graphology: palm reading or valid tool? 197
Part VI The Truth About Evaluating Candidates and Making the Offer
Truth 51 The last one you interview only seems like the winner 201
Truth 52 The one who offers salary information first is the loser 205
Truth 53 Don't tell candidates why they weren't selected 209
References 213
About the Author 215
Acknowledgments 215
The Truth About Getting the Best from People, 2/e
Introduction xi
PART I The Truth About Employee Engagement
Truth 1 You don't need the carrot or the stick 1
Truth 2 You have direct influence over your employees' passion quotient 4
Truth 3 You get the best by giving the best 8
Truth 4 It's not money that motivates 11
Truth 5 Employment engagement isn't for sissies 15
Truth 6 Real engagement gains happen after survey scores come in 19
PART II The Truth About Yourself
Truth 7 Your behaviors are your brand 23
Truth 8 You can't give what you don't have 26
Truth 9 "Best" doesn't mean the same thing to everyone 30
Truth 10 Think you're a great leader? Think again 34
Truth 11 You could be your own worst employee 38
Truth 12 Visionary or beat cop? Your choice 41
Truth 13 Your health may be compromising your leadership effectiveness 44
Truth 14 You don't have to be perfect 48
Truth 15 Your career can recover from an engagement hit 52
PART III The Truth About Engaged Cultures
Truth 16 Employee happiness is serious business 55
Truth 17 Great leaders make their people cry 58
Truth 18 Better questions lead to better answers 61
Truth 19 Individual passion builds a passion-fueled customer service culture 65
Truth 20 Authentic is better than clever 69
Truth 21 Retention begins with hello 72
Truth 22 The bad will do you good 75
Truth 23 Your biggest complainer may be your best supporter 78
Truth 24 You can sell an unpopular decision 82
Truth 25 Flex is best 85
Truth 26 Nobody cares if you don't mean to be mean 89
Truth 27 Controlling your temper is a labor-saving device 93
Truth 28 There is no "but" in "I'm sorry" 97
PART IV The Truth About Motivation
Truth 29 Engagement happens one person at a time 101
Truth 30 If you're a manager, you're a career coach 104
Truth 31 The candidates you're seeking may not be the ones you need 107
Truth 32 Ask for cheese-you might get the moon 111
Truth 33 You lead better when you get off your pedestal 114
Truth 34 Trust is your strongest persuasion tool 118
Truth 35 If they aren't buying it, they aren't doing it 121
Truth 36 Overselling an opportunity can cost you precious talent 124
Truth 37 Focusing on what's right can help solve what's wrong 128
Truth 38 High performers are motivated by a piece of the action 131
Truth 39 All the generations want the same thing 135
PART V The Truth About Performance
Truth 40 Compassion promotes performance 139
Truth 41 A hot star can brighten your whole team 142
Truth 42 B players are your A team 146
Truth 43 High performers have enough coffee mugs 149
Truth 44 Discipline deepens engagement 152
Truth 45 You don't have to inherit the problem employees 155
Truth 46 Performance appraisals are really about you 159
Truth 47 New hires can inspire current employees 162
Truth 48 Terminations are an engagement tool 165
PART VI The Truth About Creativity
Truth 49 Innovation begins with y-e-s 169
Truth 50 Everyone can be creative 172
Truth 51 You stand between inspiration and implementation 176
Truth 52 Failures promote progress 179
Truth 53 People don't quit their bosses, they quit their colleagues 182
Truth 54 Extreme pressure kills inspired performance 186
Truth 55 Creativity is a balancing act 189
PART VII The Truth About Communication
Truth 56 Open questions ignite inspiring answers 193
Truth 57 Serving your employees means managing your boss 196
Truth 58 Bad news is good news 200
Truth 59 Trivial conversations are essential 203
Truth 60 The way you listen speaks volumes 206
Truth 61 Crap happens 210
Truth 62 Engaged employees need to know more 213
PART VIII The Truth About Teams
Truth 63 Absence makes the employee happier 217
Truth 64 Your team has untapped talent 221
Truth 65 People need to fight their own battles 224
Truth 66 Games don't build teams 228
Truth 67 Answers build teams 231
Truth 68 Your team can lead you to greatness 234
Truth 69 You're still the boss 237
References 240
About the Author 242