The NBA In-Season Tournament is a new annual competition for all 30 teams that will debut in the 2023-24 season. For more info, read the frequently asked questions summary. This article contains content that is written like an advertisement. Please help improve it by removing promotional content and inappropriate external links, and by adding encyclopedic content written from a neutral point of view. ( May 2016) ( Learn how and when to remove this template message) Yes. This book includes a unique access code for the CliftonStrengths assessment for one individual use.

Most people think that a good manager is the one who’ll transform his employees’ weaknesses into strengths. Two enormous Gallup studies have proven otherwise: great managers never care about individuals, they care about teams. So, they disregard their employees’ weaknesses and learn how to achieve more with what they have. Speaking of which – the golden rule of management is “try to disregard the golden rule.” Some may say differently, but it seems that treating your employees as equals does nobody any favors. Playing favorites is much more reasonable. Empower employees to make decisions. Allow employees to take ownership of their work and be creative in problem solving, rather than relying on top-down directives from management. At getAbstract, we summarize books* that help people understand the world and make it better. Whatever we select for our library has to excel in one or the other of these two core criteria: Managers are encouraged to focus on complex initiatives like reengineering or learning organizations, without spending time on the basics.”Make sure your managers understand their employees as individuals. Managers should strive to get to know each employee’s unique skills and talents, as well as their goals and motivations. Best of all, with vital performance and career lessons for managers at every level, First, Break All the Rules shows you how to apply them to your own situation. It’s like managing a basketball team! It’s pointless to teach your center to shoot 3s: it’s much more sensible to be aware of the strengths of each member of your roster. Break the Golden Rule and Play Favorites Brilliant. A helpful and/or enlightening book that, in addition to meeting the highest standards in all pertinent aspects, stands out even among the best. Often an instant classic and must-read for everyone. A formulaic approach will determine the matchups for these games using the Group Play standings in each conference (5th-15th). Two of the 22 games will be scheduled cross-conference since there will be an odd number of teams in each conference that do not advance to the Quarterfinals. These cross-conference games will be scheduled between bottom-finishing teams in the Group Play stage subject to travel constraints, and no team will play more than one of its two games cross-conference. The other 20 games will be scheduled within conference featuring teams that are otherwise scheduled to play each other three times over the course of the season wherever possible.

First, Break All the Rules has encouraged me to think outside the box when it comes to problem-solving and decision-making in the workplace. In each conference, Quarterfinal games will be hosted by the two teams with the best record in Group Play games, and the team with the best record in Group Play games will host the wild card team. In the event two or more teams are tied for the higher seed in a conference, the tie among the teams will be broken following the same tiebreaker protocol as described above. The Base Camp is the first level. Its intended for people who are still in the what’s-expected-of-me and do-I -have-what-you-need phase. Obviously, they ask and need nothing more but a clarification of their manager’s expectations and some resources to meet them. Published by Gallup, “ First, Break All the Rules” – just like its companion-piece, “Now, Discover Your Strengths” – is, in fact, an in-depth report of the largest management surveys ever undertaken. And if you’re wondering how big are we talking about, let’s crunch the numbers.Random drawing (in the unlikely scenario that two or more teams are still tied following the previous tiebreakers).

Curt Coffman worked for Gallup for more than two decades before becoming a Chief Science Officer and a Senior Partner of The Coffman Organization. He is a consultant to many Fortune 500 organizations. “First Break All the Rules Summary” MICHAEL: Maybe just this: A manager has got to remember that he is on stage every day. His people are watching him. Everything he does, everything he says, and the way he says it, sends off clues to his employees. These clues affect performance. So never forget you are on that stage.” You have a filter, a characteristic way of responding to the world around you. We all do. Your filter tells you which stimuli to notice and which to ignore; which to love and which to hate. It creates your innate motivations — are you competitive, altruistic, or ego driven? It defines how you think — are you disciplined or laissez-faire, practical or strategic? It forges your prevailing attitudes — are you optimistic or cynical, calm or anxious, empathetic or cold? It creates in you all of your distinct patterns of thought, feeling, and behavior. In effect, your filter is the source of your talents.” They don't believe that, with enough training, people can achieve anything they set their minds to. They don't try to help people overcome their weaknesses. And yes, they even play favorites.Notable. A helpful and/or enlightening book that stands out by at least one aspect, e.g. is particularly well structured.

You will have to manage around the weaknesses of each and every employee. But if, with one particular employee, you find yourself spending most of your time managing around weaknesses, then know that you have made a casting error. At this point it is time to fix the casting error and to stop trying to fix the person.” The best managers select for talent, train for skill, and help shape behavior that reinforces the culture they are trying to create.” Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: Do I know what is expected of me at work? Do I have the materials and equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? In the last seven days, have I received recognition or praise for doing good work? Does my supervisor, or someone at work, seem to care about me as a person? Is there someone at work who encourages my development? At work, do my opinions seem to count? Does the mission/purpose of my company make me feel my job is important? Are my co-workers committed to doing quality work? Do I have a best friend at work? In the last six months, has someone at work talked to me about my progress? This last year, have I had opportunities at work to learn and grow? These twelve questions are the simplest and most accurate way to measure the strength of a workplace.”

While the original content remains essentially unchanged, the 2016 re-release of First, Break All the Rules includes access to a product Gallup created to help managers and leaders turn employees' talents into great performance.