All In
How Great Leaders Build Unstoppable Teams
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4.0 • 3개의 평가
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- US$5.99
출판사 설명
The bestselling author of Profit First shows you how to build unstoppable teams where everyone wins.
ALL IN is the pinnacle book in Mike Michalowicz's Entrepreneurship Simplified series, setting the standard for building high-performing teams in today’s challenging work environment. Whether dealing with remote work, flex schedules, or generational divides, ALL IN provides a proven framework for recruiting top talent, transforming underperformers into superstars, and cultivating a culture where every employee is as dedicated as an owner.
As the flagship of the Entrepreneurship Simplified series, ALL IN is complemented by Michalowicz's other essential titles, each tackling a different core aspect of entrepreneurship:
The Pumpkin Plan: A blueprint for focusing on your best clients to achieve lasting success.Clockwork: A guide to creating systems that allow your business to run without relying on you.Profit First: A revolutionary financial system that prioritizes profitability from the start.Fix This Next: A method for diagnosing and addressing your business's most pressing problems.Get Different: Bold, creative marketing strategies that make you stand out in a crowded marketplace.
Together, these books equip entrepreneurs with the tools they need to simplify challenges and drive growth, with ALL IN leading the way in building a team that can take your business to the next level.
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.
