Don’t try to motivate your employees by manipulating them; be honest with them and you’ll discover that they motivate themselves. Don’t humiliate them when they make mistakes; instead, treat errors as valuable learning experiences. Don’t automatically tune staffers out when they speak; listen and you will discover a lot. Don’t hold meetings just to meet; make sure every conference has a purpose. And above all, don’t micromanage, because that drives good people out the door. This is an ample list of management “don’ts.” But what should you do to manage well? Training expert Dan Bobinski says the answer is simple: Provide the conditions that will spark passion in your people. Although his anecdotes are overly simplified and may seem contrived, getAbstract believes Bobinski presents his points persuasively. His colorful, elementary guide will give newbie supervisors and human resource managers much pause for thought.
In this summary, you will learn
- Why your company needs “passion-driven teams” and
- How to instill fervor in your employees.
About the Author
Dan Bobinski is a training specialist, executive coach, consultant, columnist, author and keynote speaker. He is president and CEO of a leadership development and management training firm.
Comment on this summary
4 years agoVery useful..thank you.
5 years agoAuthor Dan Bobinski is very constructive in his thoughts of building the people in any Organisation. in fact it is the contribution of PEOPLE that contribute a lot in making things superbly and flawlessly happen in both the PROCESS and PERFORMANCE. Passion is just like the necessary fuel required to ignite fire in one to keep the journey towards the GOAL. He has carefully found the underlying characteristics of a leader to build people, motivate them and getting them empowered who in turn are responsible to deliver the goods in timeline. Yes LISTENING is a great quality to attract the best attention of the the people in the desired direction which creates the base of influence. Excellent piece to find in review.