The Ultimate Sales Managers' Guide Review

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The Ultimate Sales Managers' Guide ReviewWarning: This is not the same old sales drivel you've read a thousand times. You'll wear this book out before you sit it down.
What I love about this book is the no nonsense, straight forward approach that John Klymshyn takes to clearly demonstrating how to create powerful sales teams. His advice is clear, timely and clearly directly from someone who has a tremendous amount of experience dealing with real sales teams and their issues.
This is not a book of theory, it is a book of action. Actions that you can take immediately. It doesn't matter if you have 20 years of experience managing a sales team or if you just got hired, this book will offer you insight, examples and strategies that will make you more confident and profitable while properly empowering your sales team.
If you want to do more than make quota, if you want to lead your team to new heights and destroy old records, this is the book for you.
Dave Lakhani
Author - Persuasion: The Art of Getting What You Want and The Power of an Hour: Business and Life Mastery in One Hour a Week.The Ultimate Sales Managers' Guide Overview

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Hire and Keep the Best People: 21 Practical & Proven Techniques You Can Use Immediately Review

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Hire and Keep the Best People: 21 Practical & Proven Techniques You Can Use Immediately ReviewInteresting reading. I like the end of chapter steps to carry out. It kept me on track. This book really helped with a new hire we were making.Hire and Keep the Best People: 21 Practical & Proven Techniques You Can Use Immediately Overview

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Maslow on Management Review

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Maslow on Management ReviewWe've all heard of Maslow or the hierarchy of needs in some form or other, but often times simply as a side note in some management or psychology class. Here in one volume is the collection of Maslow's genius insights in to human motivation. The book is a collection of essays on motivation, learning, management, and self-actualization (essentially, to be at piece with oneself and become everything he/she is capable of becoming) Maslow examines our organizational structures and how they greatly influence our ability to achieve self-actualization. He lays out a framework and assumptions that must be made when dealing with people, managing people and motivating them, and recognizes that there are different types of personalities, beliefs, management styles, and management theories. Theory X (authoritarian, untrusting, management style) and Y (a belief that people are trustworthy, responsible, seek meaning in their work, and naturally want to learn) are explored in detail as are the effects of our belief in one or the other.
While both theories and the implications of each are discussed, it is clear that Maslow, as well as the contributors to the book focus on, and believe that in general, Y is the dominant (most beneficial, not necessarily the most practiced or popular) theory. Theory Y cultivates growth in personal meaning, satisfaction, and self-actualization, helps to propel an organization to be the most it can be, through the collective learning of the individuals that make it an organization. Applying this methodology in the right environment can contribute to the long term success of an organization as judged both by the self actualization of it's members, and the financial success of the organization.
Maslow scripted and published his journal, close to forty years ago, however, it is at least as applicable to the information based net economy of today, as it was to the economy at the time it was published. While organizations and economies change, people and psychology remain relatively constant.
Much of it has been re-packaged and re-published by various management gurus of today. If you take an interest in people and management theory, order a copy of this book. There isn't a management book out there that contains a magic formula for success, or applies to all organizations or even all people in one organization. This gem is a great start and will provide insight in to people, management practices, and developing a mind set for making a difference in the lives of the people in your organization, if you want it to.Maslow on Management Overview

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Fair, Square & Legal: Safe Hiring, Managing & Firing Practices to Keep You & Your Company Out of Court Review

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Fair, Square & Legal: Safe Hiring, Managing & Firing Practices to Keep You & Your Company Out of Court ReviewThis is the Fourth Edition of an exceptionally valuable book which was first published in 1991. Weiss has updated his material to accommodate new laws, regulations, and court decisions which are directly relevant to discrimination and EEOC guidelines, employee verification and security, technology issues, sexual harassment, negligent hiring practices, management of people with disabilities, affirmative action, discipline and termination policies and procedures, defamation, violations of privacy, the Family and Medical Leave Act, evaluations and promotions, sex and age discrimination, and labor law.

As is also true of previous editions, the subtitle correctly indicates that Weiss explains "safe hiring, managing & firing practices to keep you & your company out of court." He organizes the material as follows:

Part I Safe Hiring Practices [re recruiting, interviewing, and employment decisions]

Part II Safe Management Practices [re evaluations and promotions, preventing sex discrimination and sexual harassment on the job, employee action laws and labor rights]

Part III Safe Firing Practices [re discipline and firing practices, public policy, management of older employees]

With Weiss's guidance, it is possible for the decision-makers in any company to complete what amounts to a comprehensive "audit" of any and all areas in which that company could be vulnerable to litigation. Of at least equal importance, the same "audit" will help the company to determine precisely what its obligations are as an employer as well as what the legal rights of each employees are.

Perhaps it would be helpful to those who read this commentary if I now provide a brief excerpt which is representative of the quality of Weiss?s counsel throughout the entire book. I have deliberately selected an especially troublesome area, one which has been the focal point of countless lawsuits: Employee Performance Evaluation. According to Weiss: ?Subjective rating systems in themselves are not illegal. The EEOC and the courts recognize subjective job standards such as communication and leadership skills) and that the words [in italics] good, satisfactory, poor, and unsatisfactory [end italics] carry within them subjective elements. So where do they draw the line?

1. When standards are unequally applied or do not exist at all; and

2. When someone shows that the standards or their absence produces disparate treatment in promotion and compensation policies, as for example:

? When sex stereotyping tainted the process by which a woman was denied a partnership in a [major] accounting firm or

? When subjective decision making torpedoed promotion policies that have disparate impact on minorities.

EEOC and court rulings encourage objective performance appraisals, but they discourage using them as a subterfuge for discrimination.?

Weiss devotes all of Chapter 6 to explaining HOW to formulate policies and procedures so that all evaluations and promotions are ?safe.? That is, they are in full compliance with all applicable regulatory laws, rules, and regulations.

Throughout this brilliant book, as Weiss rigorously and thoroughly examines hiring, managing, and firing practices which are both ethical and legal, he explains What You Can Do and What You Cannot Do. However, with all due respect to Weiss, qualified legal counsel should be consulted to ensure that all of a company's policies and procedures are "fair, square & legal." One of the many value-added benefits of this updated edition is that Weiss identifies a number of ?Cases? at the end of each chapter to which his readers and their legal counsel are referred. There are 17 cited at the end of Chapter 6.

An organization?s policies and procedures concerning employment law must then be carefully explained to all of its employees as well as contained within an employee manual. If at all possible, the same policies and procedures should be readily available online. Of course, they must be rigorously and consistently enforced. Even so, there may yet be frivolous lawsuits but at least the company has done everything possible to prevent them and is thus much better prepared to obtain a favorable decision in a court of law if and when involved in litigation.Fair, Square & Legal: Safe Hiring, Managing & Firing Practices to Keep You & Your Company Out of Court Overview

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Changing on the Job: Developing Leaders for a Complex World Review

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Changing on the Job: Developing Leaders for a Complex World ReviewReading Jennifer's writing is like being in the room with her, sitting by the fire, sharing ideas about life, people, hope, and aspirations. Her writing is at once warm, personal, and incredibly insightful and to the point. I have read this book several times already....the first time I read it cover to cover and now I frequently use it as a reference (I must admit, I read advance copies, which is why I've had the time to read it so many times!) The book starts with extremely helpful descriptions about developmental stages and how real people make meaning as they move through those phases. She brings the stages to life through her her down to earth style and makes it easy for someone new to adult development to understand, but also highly relevant for those more experienced with the theories. The basic descriptions are followed by a little something for everyone---how we ourselves can get keener insight into our own meaning making, how coaches might go about helping their clients depending on stage of development, and how leaders and organizations can use their knowledge of people's meaning making systems to help people grow.....and how, by using this lens, we can all do our part to make the world a better place, a world where people are encouraged and supported to be the most of who they are. I have recommended this book to practically everyone I know---my coaching colleagues, my clients, and my friends and family. It's for anyone who wants to take a new look at how people grow and change over time, and how we can help ourselves and others on the journey.Changing on the Job: Developing Leaders for a Complex World Overview

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Louder Than Words: Ten Practical Employee Engagement Steps That Drive Results Review

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Louder Than Words: Ten Practical Employee Engagement Steps That Drive Results ReviewAs an avid business book reader...Drucker, Senge, Covey, Blanchard....I can say this book ranks up there with the classic biz books .
As I read through "Louder Than Words", it became clear that this book sets itself apart from most manangement books because it provides the reader with practical steps to move an organization- large or small- closer to high performance. This book offes proven startegies to engage employees at all levels of an organization. The case studies offers examples of how these strategies have been applied to effect transformative change.
I believe that this book can help organizations to systematically improve employee engagement using proven interventions at the local and global level. Beyond setting the proper strategy, this book includes finding the right performance metrics that drive accountability, creating a comprehensive communication strategy, and designing development opportunities for every employee, manager, and leader. Louder than words will be my go to book for ideas and solutions to businss challenges my colleagues and I encounter daily. I hope Mr Kelleher has more tricks in his bag which he plans to share with his readers.Louder Than Words: Ten Practical Employee Engagement Steps That Drive Results Overview

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Sales Management: Building Customer Relationships and Partnerships Review

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Sales Management: Building Customer Relationships and Partnerships ReviewThe condition of the used book was excellent and just what I expected-thanks! The value was ok for a used book-the only poor rating would be on ship time-to long! Thanks!Sales Management: Building Customer Relationships and Partnerships Overview

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The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance Review

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The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance Review
Here are the big ideas from this book.
Positive consequences, such as praise and recognition, are great tools for encouraging people to try new things and to continue desired behaviors. They send a message about what managers value.
In work teams where people say they have been praised recently, productivity, morale, and measures of engagement are more likely to be high and people are more likely to stay with the organization.
In teams where people say they have not been praised recently, productivity, morale, and measures of engagement are more likely to be lower and people are more likely to want to leave.
Companies with high productivity, morale and engagement and low turnover are more profitable.
Managers rate themselves higher on giving praise and recognition than their subordinates rate them.
There are no breakthrough, thought-leader ideas here. There is nothing really new.
The jacket blurb implies that this is based on exciting new research. It's not. It's based on research by the authors' firm that reinforces other research, including Gallup, Blanchard, a boatload of academic researchers and my own study of top performing supervisors. So if you're looking for new or breakthrough stuff, you don't have to buy the book and you don't need to read any further.
That doesn't mean that you won't get value from the book. The points the authors make are worth making again and again. Praise in all its forms is the most powerful and most underused tool for growing great, engaged teams.
Because the book is devoted, essentially, to a single idea, you get lots of depth on that idea. Some of those are just small insights.
On page 84, the authors make the point that in service industries, the perceived value of the product is tied to the behavior of the person that the customer comes in contact with. I knew this at some level, but seeing it in print got me to reflect on it and what it means.
Other things are more substantive. The authors provide details on different types of recognition: Day-to-Day; Above and Beyond; Career; and Event. They offer forms and lists and charts.
If you haven't read much about the power of praise and recognition this is a good place to start. The book covers most of the basic research, puts it in context, and gives you tools for putting it to use.
Remember that the authors wrote this book to sell their services and products. Sometimes they try way too hard to stretch their single bed blanket of product over the double bed of the subject. Sometimes they struggle to name things "carrot" or paint them orange, when simple description would do just fine.
If you're looking for a tool to use with managers at our company or in your peer group to increase the amount and effectiveness of legitimate praise, this is a good book to buy and use. You may also want to investigate the authors' other products.
The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance Overview

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Fires in the Mind: What Kids Can Tell Us About Motivation and Mastery Review

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Fires in the Mind: What Kids Can Tell Us About Motivation and Mastery ReviewAfter teaching social studies courses for 25 years, my husband still looks for new sparks to energize his classes. I was delighted to give him Kathleen Cushman's latest book, which provides that kind of spark -- and more. The core idea is a simple one: In every classroom, we do what we do in order to develop mastery or expertise, in some area, in some way. With powerful and persuasive logic, the students who co-authored this book say "Then let's really do that."
One of the aspects John found most helpful was the list of "Habits of Experts." He has already used this with a high school class for a self-evaluation process. We both were struck by how matter-of-factly they accepted the premise that they were in the class to engage in the deliberate practice required to master specific skills--in their case, reading, writing, speaking, and thinking critically, in the context of history.

The book is well written and engaging, presenting student insights in a journey of discovery that celebrates learning. Kathleen Cushman has also has done her homework; her conclusions are well supported by research in the cognitive sciences. Of all the books about education and teaching we have encountered, John and I think this is one of the most valuable. We give teachers who learn from this book (and the accompanying web site of the same name) a "check plus"!
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