All In
How Great Leaders Build Unstoppable Teams
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- 54,99 zł
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- 54,99 zł
Publisher Description
The bestselling author of Profit First shows you how to build unstoppable teams where everyone wins.
It’s never been harder building successful teams. With challenges of work-from-anywhere, flex-schedule and generational divides, business leaders bend over backwards searching for solutions that work. They’ve tried everything from food perks and ping pong tables to endless team-building exercises and training—but nothing sticks.
Now, in his long-awaited book for leaders at all levels, bestselling author Mike Michalowicz reveals his proven formula to build an unstoppable team for any work environment:
All In shows readers how to:
Recruit the right talentTransform struggling employees into superstarsMatch individual abilities to client and company needsElevate your company to where every employee cares as much as an owner
You want a thriving workforce that shines and sticks around. One that takes full responsibility for their work and outcomes. A community of employees who love your organization and are invested in its growth. With All In you will discover how to build a team where everyone flourishes–including you.
PUBLISHERS WEEKLY
"If you want your employees to be all in, you need to be all in on your employees," according to this scattershot program. Michalowicz (Get Different), founder of an IT support company, outlines how to bring out the best in workers by following his "FASO model" (fit, ability, safety, ownership), which encourages managers to "recruit potential," prioritize specialists over generalists during the hiring process, and ensure that employees feel safe "expressing their true opinions" and feel "ownership" over their work. Illustrating the advice with case studies, Michalowicz discusses Container Store cofounder Kip Tindell's practice of keeping personnel costs down by hiring fewer workers than competitors but paying 1.5 times the industry average, a strategy Tindell suggests attracts passionate employees who are more productive than their less enthusiastic peers. Though the recommendation to boost employee motivation by giving workers autonomy over specific responsibilities is well considered, Michalowicz's exhortation for managers to "use possessive phrases like ‘this is yours' and ‘you own this' " (for example, telling a grocery store clerk the "beer and soda coolers are officially yours" to upkeep) highlights the superficiality of his vision of "psychological ownership," which emphasizes convincing employees to make work "their true identity" without offering them a meaningful financial stake in the business. Some exploitative suggestions sour the otherwise sensible guidance.
