Explore Gallup’s First, Break All the Rules by Marcus Buckingham. Learn the 12 questions great managers use to build high-performing, engaged teams.
Inexperienced climbers might believe that having ample money and limited time will allow them to simply take a helicopter to Camp 3 and rush to the summit. However, seasoned guides know this strategy won't work. Mountain sickness will sap your strength, holding you back. The journey to the summit demands patience; climbers must invest time between Base Camp and Camp 1. The extended time at these lower altitudes builds the stamina necessary to withstand the thin air near the summit--->something that may seem obvious.
Over the last fifteen years, many managers have been encouraged to focus on higher levels of the corporate ladder. Initiatives such as mission statements, diversity training, and self-directed teams aim to build a sense of community (Camp 2, 🏕️). At the same time, methods like total quality management, re-engineering, continuous improvement, and learning organizations promote innovation and challenge conventional thinking (Camp 3, 🏔️). While these initiatives were well-intentioned and often executed effectively, many have ultimately fizzled out.
So, what do the world’s top managers do differently❓
Good Morning LinkedIn Connections! In book 📙 *First, Break All the Rules,* Marcus Buckingham and Curt Coffman from Gallup provide insights from 25 years of research involving millions of employees and managers across twelve industries. They explored factors such as job satisfaction, management styles, productivity, and retention, uncovering twelve critical questions that drive managerial success, which are grouped into three sections on employee and team maturity.
What are these twelve important questions for effective management? Research shows that certain managerial behaviors lead to productive and happy teams. Managers Who Drive Positive Responses To These Questions Foster Employee Success:
Q1. In the last six months, has someone discussed my progress at work❓
Q2. Do I have the opportunity to do what I do best every day❓
Q3. Does my supervisor care about me as a person❓
Q4. Have I had opportunities to learn and grow in the past year❓
Q5. Have I received recognition for good work in the last seven days❓
Q6. Does the company’s mission make my job feel important❓
Q7. Is there someone who encourages my development❓
Q8. Do I have the materials and equipment I need to do my job❓
Q9. Do I have a best friend at work❓
Q10. Do my opinions matter at work❓
Q11. Do I know what is expected of me❓
Q12. Are my co-workers committed to quality work❓
These questions follow a Hierarchy. Managers must address them in a specific sequence because higher-level concerns can't be effectively managed until the lower-level ones are addressed, creating a cascade effect.
This hierarchy of questions parallels Maslow’s hierarchy of needs, as detailed in slides 🔢 2-5 of the presentation ➡️.
