Ebook Download , by Randy Clark

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, by Randy Clark

Ebook Download , by Randy Clark

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Product details

File Size: 2657 KB

Print Length: 199 pages

Simultaneous Device Usage: Unlimited

Publisher: Lyle Publishing; 1 edition (February 15, 2016)

Publication Date: February 15, 2016

Sold by: Amazon Digital Services LLC

Language: English

ASIN: B01BUKOUVI

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Amazon Best Sellers Rank:

#203,903 Paid in Kindle Store (See Top 100 Paid in Kindle Store)

This book is great. You can do a complete read through or grab the chapter that you might be struggling with today. I like the lists and the worksheets the best. It helps me see what my strategy will be and keeps me organized.The following chapters I keep on hand - the most important is Chapter 3, Conducting Meetings. No matter where you are in the companies' structure, THIS is what I found most useful. SO many MANAGERS do not UNDERSTAND 1) The power of a meeting 2) why we are meeting and 3) what is the take away from the meeting. Randy KNOCKS IT OUT OF THE PARK. He breaks down the reasoning behind the meeting and what we all should be doing in it. LOVE IT. Productive meetings are so much better than the meeting to meet to find out about the meeting - YOU ALL HAVE BEEN THERE! I KNOW IT. Check it out - Chapter 3! PS There is also an evaluation of your performance which is KEY!!!! If you don't rate yourself and have others rate you, what are you doing?????I had never heard of Silo Busting (Chapter 6) INCREDIBLE insight and valuable information about Silo Busting and how to see it, recognize it, destroy it for better team management. There is a plan and a many ways to effectively change behavior of team members for better outcomes. Relevant stuff you can seriously implement NOW without a budget.And if that wasn't enough there is even more great info on actual Behavior Modification in Chapter 9! ACTUAL help on how to get someone who may not be on board; on board. If you have ever had an employee that just doesn't "get it", THIS BOOK CAN HELP YOU! I could go on and on about the great stuff, just do yourself a favor and get the book. You are going to wish there was a live and in person seminar - great book, great author who communicates on a real level. Thank you Randy!

Most leadership experts agree it's the front-line manager who is critical to the organization's success.. Then why do so few employers invest do make their new managers better faster.Share Randy's New Managers Workbook with your team and watch how much more confident your managers are in leading their teams.Written to help new managers excel, this is a great coaching tool to help accelerate your new managers development. Easy to read and fun to implement this book should be part of every new managers' toolkit.

I have had the pleasure to attend a series of classes taught by Randy that parallels this book. Randy is a dynamic leader that relates real world successes and failures. He keeps the class fun and involves all of the team to make sure that they are engaged. The book is well written and easy to follow. Each chapter deals with a different situation that the new manager is sure to encounter. Is leading a meeting a problem for you? Randy includes a road map to turn your meetings into logical and productive sessions. Topics such as training, conflict management and behavior modification that can be intimidating for the beginning manager are laid out in a manner that is easy to follow and increases job satisfaction. The new manager will find the worksheets included a great tool to use to make sure that you and your team are all on the same page! Oh and don't think there isn't anything for the more experienced manager. Randy's book offers great reminders in a easy to use format for those times that you just can't figure the problem out.

I consider myself a scholar in Leadership theory and practice, and have enjoyed the academic journey. I have also read countless leadership books written by greats like Collins, Sinek, Maxwell, and others. When I was asked to lead a training and development team for a large company, with a primary mission of developing new manager training for the 24 to 32-year old age group, I knew I had a big project ahead of me. The company wanted “the basics,” in a crash-course type format (due to a high operational workload) that didn’t need to be instructor-led or seminar based. So, I tried to compose a syllabus that could be translated into a workbook and made available to newly appointed managers—but I could not get a head of the urgency. Then, almost by accident, I came across Randy Clark’s “New Manager’s Workbook.” When I opened and viewed the contents, I realized that my outline (brainstorming) had 9 chapters devoted to deficiencies I recognized. Then, when I read the material, I realized how brilliantly put together his book was! Randy saved me many months of work, and he did a fantastic job on the material. I have made this tool available for the company's new managers with great reviews. This is very much a “crash course” that is perfect for that person who gets thrown into a management role and wants to find early success. For what it is, the New Manager’s Workbook is perfect. It reduces the high-level and complex theories associated with leadership, theories of motivation, and understanding human behavior, to a manageable, easy-to-follow, ready-available, progressive resource to effectively manage people. Thank you Randy!

I really enjoy this manager's workbook. I put "enjoy" and not "enjoyed" because as the author says the book should not be read front to back but focus on a chapter at a time and refer back to each chapter when addressing a certain situation in the workplace.I have grown so much as a manager and hope to one day develop into a leader.My favorite method is the "sandwich" method. I work in Human Resources and a lot of my job is addressing conflict and policies not being followed. As you can imagine these conversations can be very uncomfortable. The sandwich method changed my whole thinking on addressing issues. Instead of jumping in to the policy that was not followed I start with something positive and then move to the issue that needs to be address. I have noticed employees less on the defensive side and usually agree that they did not follow policy as they should have.That is just one example from the book of which I have many that I have been able to apply directly to my job.

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