FIRST BREAK ALL RULES

First Break All Rules is about challenging the status quo that exists in the management world and encourages management to adopt a unique and innovative outlook of employee management.

This book is the product of tremendous research conducted by the Gallup organization, comprising of 80,000 managers from various industries and examining concepts around employees satisfaction, hiring and tools and methods to measure and correctly estimate employee-related metrics.

The four keys for breaking the rules and unlock the potential for effective management are to focus on :

1. Selecting Talent:

• The key is to hire employees based on talent more than any other factor.
• Great managers are aware of the significant role of talent in the workplace because there are recurring patterns, thoughts and behaviours.
• One of the biggest mistakes made by managers is to hire entirely based on factors other than talent.

The authors divide talents into 3 broad categories:

Striving talents:

Describes the ‘why’ of a person. What exactly motivates them and how badly do they want to stand out.

Thinking talents: 

Describes the 'how' of a person. From how they think, their process of decision making, to their focus, discipline and approach to thinking.

Thinking talents:

This describes the 'who' of a person. Who do they build relations with, who they socially interact with.

2. Suggesting Outcomes:

• This key means to clearly determine the right outcomes. The lesson is that management is not about direct and immediate control. 
• Managers have to realize that by defining the end outcome or results, they will save time on controlling the steps in between.
• Instead of controlling those steps, just focus on enhancing employee performance and keeping the focus on the goal.
• Employees will learn to take responsibility and become more self-reliant.

3. Developing Employee Strengths:

• The third key for effective management is to focus on strengths and stop the compulsive habit of "fixing" people.
• This is a new and better way of focusing on strong points and dealing with weaknesses.
• The end aim is to make the most use out of an employees talent which is already there and putting those to the best use.

4. Finding The Right Fit:

• The fourth and final key is to delegate the right role for an employee's talents. 
• Avoid the habit of promoting employees until they reach their level of incompetence. This offers no good value to anyone.
• Rethink the approach to raises and rewards. It is possible to keep an employee in a role where are most useful and talented.

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