Helping People Win at Work: A Business Philosophy Called “Don’t Mark My Paper, Help Me Get an A” by Ken Blanchard and Garry Ridge is free today in the Amazon Kindle store, and has received an average user rating of 4.5 out of 5 stars based on 14 customer reviews. You can pick up your free copy by clicking here or typing in http://amzn.to/efkAQk into your computer’s web browser.
Here is the book’s description from the Amazon website:
Ken Blanchard’s Leading at a Higher Level techniques are inspiring thousands of leaders to build high-performing organizations that make life better for everyone. Now, Blanchard and WD-40 Company leader Garry Ridge reveal how WD-40 has used Blanchard’s techniques of Partnering for Performance with every employee–achieving levels of engagement and commitment that have fortified the bottom line.
Ridge introduces WD-40 Company’s year-round performance review system, explaining its goals, features, and the cultural changes it requires. Next, he shares his leadership point of view: what he expects of people, what they can expect of him, and where his beliefs about leadership and motivation come from. Finally, Ken Blanchard explains why WD-40 Company’s Partnering for Performance system works so well–and how to leverage its high-value techniques in your organization.
Partnering to help virtually everyone succeed
Stop building failure into your mentoring of employees
Agreeing on what to evaluate and how to evaluate it
SMART goal setting: specific, motivational, attainable, relevant, and trackable
Coaching via Situational Leadership® II
Help people move through all four stages of mastery
Building a tribe, not just a team
Create a culture that shares knowledge and encourages nonstop learning
“I’m thrilled that the first book in our Leading at a Higher Level series is with Garry Ridge, president of WD-40 Company. For years I’ve been concerned about how people’s performance is evaluated. People are often forced into a normal distribution curve, or even worse, rank ordered. Not only does this not build trust, it also does not hold managers responsible for coaching people and helping them win. The manager’s responsibility is focused on sorting people out.
Want to have this blog sent wirelessly to your Kindle vs. reading it on your computer? Try out the free two-week subscription! Click here for the Amazon page for Free Kindle Books Plus a Few Other Tips.