Showing results by author "Tobo Leadership" in All Categories

The basis of this book is to treat your employees like family. Maybe he means treat your employees how you wish your family treated each other. Don't only see them on holidays, drink too much pinot grigio, and explode over almonds being added to the green beans even though they knew Abbey has a nut allergy—but deep down, you know, really, they liked Alex better. Then, in a combination of drunken grigio rage and the embarrassing realization you, too, liked Alex better, you grab the kids in a huff and leave early. Leaders should serve their employees and invest time and energy in them.

This is a tale of a young entrepreneur who is seeking advice from the Yoda-like One-Minute Manager on how to get her employees to do their damn job. The One-Minute Manager sends her on a two-day scavenger hunt, talking to a multitude of employees on a variety of topics. At one point, he had her do a one-handed handstand while balancing a 900-year-old Muppet on one foot and using the Force to lift an X-wing fighter out of the swamp. This is the story of managerial enlightenment. In the end, the illuminated entrepreneur unravels the Yodaesque riddle of effective management.

Do you seriously need a description of this book?! This book has sold more than 25 million copies. If you aren't familiar with this book, you definitely need this summary. Just buy the summary. Get a laugh. Get a feel for the book, and if it scratches you where you itch and you want more, buy the original.

The Five Dysfunctions of a Team is written as a parable, substituting case studies and numerous hypotheticals for one long, book-length narrative. It follows the implementation of a fictional company’s new CEO, Kathryn, and her erotic journey from Milan to Minsk. Wait, that is a different book. This book is about her struggles through the early days of her new role. She must contend with the shareholders and growth of the company, but ultimately, it’s about acquiring and managing an existing executive team. It is a good book. I like it.

Growing up, the most influential coaches in my formative years always encouraged us to give 110 percent. Then I got to third grade, learned math, and was told it is a scientific impossibility to give more than 100 percent. I will never forget when Liz Wiseman told me my math teacher was wrong. Take that, Miss Fraser, you idiot. This book, Multipliers, clearly shows how you can get more than 100 percent out of your direct reports. The result is a higher-performing, efficient team which gets more done with fewer resources.

We are taking some of the most famous books on leadership and creating a comedic summary with absurd and sometimes raunchy jokes mixed in with the valuable leadership advice. We need a conversational tone and someone with great comedic timing and delivery.

This book is about a simple and easy to implement practice that will turn bad habits into good habits. All it takes is nine minutes on Monday. If the process is too long and too complicated, it will be abandoned. The genius of this book it its simplicity and brevity. A lot like my lovemaking. All you must do is ask yourself nine questions every Monday and spend one minute coming up with an answer for each. The result is motivated and engaged employees.

This book gives all the reasons why employee engagement should be the most important part of your business. It should be a higher priority than the bottom line and profits, if your bottom line is profitable. I think that is obvious. You need to be at least profitable enough to afford a quality two-ply toilet paper. Is that too much to ask for? We aren't monsters. In fact, rule number one of employee engagement should be "Ditch the 80-grit single-ply macho wipe and get the good stuff." Those are the little things that keep employees engaged.

This is a good book. I like it. It gives step-by-step instructions for mastering difficult conversations, which can help make you a great manager, spouse or friend; and can potentially save my marriage.

We did something nontraditional when writing the summary for this nontraditional book. Instead of simply listing 20 contrarian ways, I am going to separate the 20 ideas into three categories. This book suggests the opposite by taking some contrarian ideology from the past that may now be helpful in our changing times.

I figured this book would depict a guy in a fedora with a cigar in his hand who fast talks like a stereotypical 1920s gangster. Alas, I was mistaken. It is a simple acronym. MOXIE is an acronym that stands for (spoiler alert!) Mindfulness, Opportunity, X-factor, Innovation, Engagement. This is a good book. I like it. If you can master these five traits, you are a bold and gutsy leader.

Despite being the most decorated men's basketball coach of all time, this book translates nicely to the business world. There are plenty of basketball stories, but this is by no means exclusively for sports fans. The message is that anyone can learn to be a leader by following the principles of his Pyramid of Success. If you give everything you have to be the best you can be, that is success. Unless you fail, but that means you didn't listen to it correctly, or are just part of the five percent of Americans (or 26 percent of Canadians) who are incapable of leadership.