Book Summary: The Rebel Rules

Written by Regine P. Azurin


Continued from page 1

Their passion comes out naturally because they are great storytellers and communicators. They listen to people carefully.

Successful rebels possess high integrity and trustworthiness. They arerepparttar epitome of grace under pressure, they stand up for their beliefs despite popular thinking.

Successful rebels are lifelong learners. They are also good teachers.

They are resourceful enough to find solutions and fix situations. They know how to negotiate deals and have all parties torepparttar 106264 deal come away satisfied.

Successful rebels are agile enough to spring into action when necessary, and seem to be “Open 24 hours”. They have boundless energy, and like a Quarterback, movesrepparttar 106265 ball acrossrepparttar 106266 field and getsrepparttar 106267 job done.

Successful rebels are amazing networkers, multi-taskers, and are very driven individuals who do not easily get distracted from their goals.

Successful rebels follow their companies core values, and “walk their talk”.

Successful rebels know how to keep their employees happy. They give them intangible benefits like high self-esteem, rewards for achievements, and a positive working environment.

Successful rebels inspire their employees to think like business owners. Open-book management, popularized by Jack Stack, is a way of sharing financial information in a fun, educational format to make employees understand how their work earns forrepparttar 106268 business. You can be sure that when you explain clearly how tardiness affectsrepparttar 106269 bottom line, affecting everyone’s mid-year bonus, employees will start showing up earlier for work.

A few ideas on how to make employees think like entrepreneurs: 1. Postrepparttar 106270 critical numbers on a scoreboard in a fun, visual format. 2. Conduct basic financial training and develop strategies for making an impact. 3. Reviewrepparttar 106271 success of those strategies and “best practices”. 4. Play a game with a critical number and make itrepparttar 106272 goal-of-the-month or something. 5. Set up a reward bonus system and give recognition as often as possible. 6. Communicaterepparttar 106273 results throughout your organization. 7. Ask new employees to comment onrepparttar 106274 company’s business practices after their first 30 days. 8. Have a brainstorming party or game with prizes forrepparttar 106275 best ideas 9. Have managers visit competitors and gather after a week to compare notes. 10. Have regular meetings with frontline staff to wring out allrepparttar 106276 information they learn. 11. Give your managers a free subscription torepparttar 106277 industry magazine. 12. Study a role model company or a competitor, you could all go on a retreat or buy managers a copy ofrepparttar 106278 role model company’s literature. 13. Write a book with funny stories about how your company serves its customers.

Rebels encourage creativity and individuality within their own companies. They allow themselves and their employees enough free time for a life outside of work, for leisure and recreation.

By: Regine P. Azurin and Yvette Pantilla http://www.bizsum.com "A Lot Of Great Books....Too Little Time To Read" Free Book Summaries Of Latest Bestsellers for Busy Executives and Entrepreneurs Mailto:freearticle@bizsum.com

BusinessSummaries is a BusinessSummaries.com service. (c) Copyright 2001-2002, BusinessSummaries.com - Wisdom In A Nutshell



Regine is the President of BusinessSummaries, a site that provides free-of-charge business book summaries from the latest best-sellers for busy executives and entrepreneurs


Book Summary: Good To Great

Written by Regine P. Azurin


Continued from page 1
produce sustained results. They are resolved to do whatever it takes to make repparttar company great, no matter how big or hardrepparttar 106263 decisions. l. One ofrepparttar 106264 most damaging trends in recent history isrepparttar 106265 tendency (especially of boards of directors) to select dazzling, celebrity leaders and to de-select potential Level 5 leaders. m. Potential Level 5 leaders exist all around us, we just have to know what to look for. n. The research team was not looking for Level 5 leadership, butrepparttar 106266 data was overwhelming and convincing. The Level 5 discovery is an empirical, not ideological, finding. o. Before answeringrepparttar 106267 “what” questions of vision and strategy, ask first “who” arerepparttar 106268 right people forrepparttar 106269 team. p. Comparison companies used layoffs much more thanrepparttar 106270 good-to-great companies. Although rigorous,repparttar 106271 good-to-great companies were never ruthless and did not rely on layoffs or restructuring to improve performance. q. Good-to-great management teams consist of people who debate vigorously in search of repparttar 106272 best answers, yet who unify behind decisions, regardless of parochial interests. r. There is no link between executive compensation andrepparttar 106273 shift from good to great. The purpose of compensation is not to ‘motivate’repparttar 106274 right behaviors fromrepparttar 106275 wrong people, but to get and keeprepparttar 106276 right people inrepparttar 106277 first place. s. The old adage “People are your most important asset” is wrong. People are not your most important asset. The right people are. t. Whether someone isrepparttar 106278 right person has more to do with character and innate capabilities than specific knowledge, skills or experience. u. The Hedgehog Concept is a concept that flows fromrepparttar 106279 deep understanding about repparttar 106280 intersection ofrepparttar 106281 following three circles: 1. What you can be best inrepparttar 106282 world at, realistically, and what you cannot be best inrepparttar 106283 world at 2. What drives your economic engine 3. What you are deeply passionate about v. Discover your core values and purpose beyond simply making money and combine this withrepparttar 106284 dynamic of preserverepparttar 106285 core values - stimulate progress, as shown for example by Disney. They have evolved from making short animated films, to feature length films, to theme parks, to cruises, but their core values of providing happiness to young and old, and not succumbing to cynicism remains strong. w. Enduring great companies don’t exist merely to deliver returns to shareholders. In a truly great company, profits and cash flow are absolutely essential for life, but they are notrepparttar 106286 very point of life.

IF YOU’RE DOING SOMETHING YOU CARE DEEPLY ABOUT AND IF YOU BELIEVE IN IT, IT’S IMPOSSIBLE TO IMAGINE NOT TRYING TO MAKE IT GREAT.

By: Regine P. Azurin and Yvette Pantilla http://www.bizsum.com "A Lot Of Great Books....Too Little Time To Read" Free Book Summaries Of Latest Bestsellers for Busy Executives and Entrepreneurs Mailto: freearticle@bizsum.com

BusinessSummaries is a BusinessSummaries.com service. (c) Copyright 2001-2002, BusinessSummaries.com - Wisdom In A Nutshell

Regine is the General Manager of BusinesSummaries, a site that offers free-of-charge business book summaries from the latest best-sellers for busy executives and entrepreneurs


    <Back to Page 1
 
ImproveHomeLife.com © 2005
Terms of Use