{"product_id":"managing-to-make-a-difference-isbn-9781119331834","title":"Managing to Make a Difference","description":"\u003cb\u003eA practical, real-world training manual for mid-level management\u003c\/b\u003e \u003cp\u003e\u003ci\u003eManaging to Make a Difference \u003c\/i\u003e presents a leadership guide for those in the middle. The C-suite has a wealth of resources for leadership guidance, but middle managers face a quandary: often given little guidance on how to excel, they are also under enormous pressure to do a variety of things \u003ci\u003eother\u003c\/i\u003e than \"lead.\" This book provides much-needed tools and techniques for building a high-performing team—without letting your other duties suffer. Organized around a coherent philosophy and based on solid research, the discussion offers a roadmap to engagement, talent development, and excellence in management. From difficult situations and organizational challenges to everyday motivation and inspiration, these techniques help middle managers achieve the goals of their organization while empowering their workers to achieve their own. \u003c\/p\u003e\u003cp\u003eTalent development is probably not your full-time job—yet it drives the engagement that results in high performance. This book shows you how to hit the \"sweet spot\" of middle management, with a host of tools and strategies to help you help your team shine. \u003c\/p\u003e\u003cul\u003e \u003cli\u003eMotivate, inspire, and lead your team with confidence\u003c\/li\u003e \u003cli\u003eManage through challenges and overcome obstacles\u003c\/li\u003e \u003cli\u003eDevelop key talent and maintain high engagement\u003c\/li\u003e \u003cli\u003eAdopt practical management tools based on substantiated research\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eMost organizations direct the majority of their development resources to the C-suite, but still expect their mid-level managers to attract, engage, retain, and develop talent; but successfully juggling everyday duties while maintaining team performance and leading around roadblocks leaves little room for management planning. \u003ci\u003eManaging to Make a Difference\u003c\/i\u003e offers the solution in the form of tools, techniques, and practical strategy for a high performing team. \u003c\/p\u003e\u003cp\u003ePreface xi\u003c\/p\u003e \u003cp\u003eAcknowledgments xiii\u003c\/p\u003e \u003cp\u003eIntroduction xv\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection I Cultivate Positive Relationships 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 1 Relationships Create Opportunities to Make a Difference 3\u003c\/p\u003e \u003cp\u003eChapter 2 Get to Know Your Employees 7\u003c\/p\u003e \u003cp\u003eChapter 3 Go Ahead, Get Close to Your People 11\u003c\/p\u003e \u003cp\u003eChapter 4 Accept People as They Are 17\u003c\/p\u003e \u003cp\u003eChapter 5 Tolerate Undesirable Behaviors 21\u003c\/p\u003e \u003cp\u003eChapter 6 Make People Significant 25\u003c\/p\u003e \u003cp\u003eChapter 7 Prioritize One-on-Ones 31\u003c\/p\u003e \u003cp\u003eChapter 8 Don’t Make Relationship Conflicts Worse 37\u003c\/p\u003e \u003cp\u003eChapter 9 Apologize 43\u003c\/p\u003e \u003cp\u003eChapter 10 Forgive 47\u003c\/p\u003e \u003cp\u003eChapter 11 Cultivate a Great Relationship with Your Boss 51\u003c\/p\u003e \u003cp\u003eChapter 12 Embrace the Ebb and Flow of Relationships 55\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection II Accelerate People’s Growth 59\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 13 Abandon the “Follow Shirley” Method 61\u003c\/p\u003e \u003cp\u003eChapter 14 Help People Self-Actualize 65\u003c\/p\u003e \u003cp\u003eChapter 15 Coach to Improve Performance 71\u003c\/p\u003e \u003cp\u003eChapter 16 Optimize Fit 75\u003c\/p\u003e \u003cp\u003eChapter 17 Set the Right Expectations 79\u003c\/p\u003e \u003cp\u003eChapter 18 Ask the Right Questions 83\u003c\/p\u003e \u003cp\u003eChapter 19 Kick Butt the Right Way 85\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection III Maximize Engagement and Motivation 87\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 20 Emphasize the Why 89\u003c\/p\u003e \u003cp\u003eChapter 21 Meet People’s Needs 91\u003c\/p\u003e \u003cp\u003eChapter 22 Don’t Sit on Good People 97\u003c\/p\u003e \u003cp\u003eChapter 23 Resist the Temptation to Seize Control 101\u003c\/p\u003e \u003cp\u003eChapter 24 Empower Your People 105\u003c\/p\u003e \u003cp\u003eChapter 25 Harness Discretionary Effort 115\u003c\/p\u003e \u003cp\u003eChapter 26 Solicit Volunteers for Unpopular Tasks 119\u003c\/p\u003e \u003cp\u003eChapter 27 Create a Sense of Urgency 121\u003c\/p\u003e \u003cp\u003eChapter 28 Set Challenging Goals 123\u003c\/p\u003e \u003cp\u003eChapter 29 Be Unreasonably Optimistic 125\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection IV Build Extraordinary Teams 127\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 30 Recruit Continuously 129\u003c\/p\u003e \u003cp\u003eChapter 31 Bet on Talent 133\u003c\/p\u003e \u003cp\u003eChapter 32 Ensure the Right Fit 139\u003c\/p\u003e \u003cp\u003eChapter 33 Match the Right People to the Right Training 141\u003c\/p\u003e \u003cp\u003eChapter 34 Delegate to the Right People 145\u003c\/p\u003e \u003cp\u003eChapter 35 Ask for Commitment 149\u003c\/p\u003e \u003cp\u003eChapter 36 Invest Your Time with Top Performers 151\u003c\/p\u003e \u003cp\u003eChapter 37 Conduct Occasional Team-Building Events 153\u003c\/p\u003e \u003cp\u003eChapter 38 Advance from Team to Family 157\u003c\/p\u003e \u003cp\u003eChapter 39 Avoid the Peter Principle 159\u003c\/p\u003e \u003cp\u003eChapter 40 Don’t Lead People On 163\u003c\/p\u003e \u003cp\u003eChapter 41 Sometimes Firing Someone Is the Caring Thing to Do 167\u003c\/p\u003e \u003cp\u003eChapter 42 Never Badmouth Top Performers Who Resign 171\u003c\/p\u003e \u003cp\u003eChapter 43 Don’t Always Take the Easy Way Out 173\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection V Shape Your Culture 177\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 44 Focus on the Right Things 179\u003c\/p\u003e \u003cp\u003eChapter 45 Exemplify Cultural Values in Employee Orientation 181\u003c\/p\u003e \u003cp\u003eChapter 46 Welcome and Integrate New Team Members 183\u003c\/p\u003e \u003cp\u003eChapter 47 Adjust to Accommodate New Employees 187\u003c\/p\u003e \u003cp\u003eChapter 48 Curate Your Organization’s Folklore 189\u003c\/p\u003e \u003cp\u003eChapter 49 Enliven Cultural Values and Expectations 193\u003c\/p\u003e \u003cp\u003eChapter 50 Provide Frequent, Candid Feedback 197\u003c\/p\u003e \u003cp\u003eChapter 51 Shape a Culture of Recognition and Appreciation 201\u003c\/p\u003e \u003cp\u003eChapter 52 Emotionally Rehire People 209\u003c\/p\u003e \u003cp\u003eChapter 53 Celebrate Personal and Professional Accomplishments 213\u003c\/p\u003e \u003cp\u003eChapter 54 Ask, “How Can I Help?” 215\u003c\/p\u003e \u003cp\u003eChapter 55 Encourage Employees to Have Fun 217\u003c\/p\u003e \u003cp\u003eChapter 56 Address Poor Performance 219\u003c\/p\u003e \u003cp\u003eChapter 57 Address Bad Behavior 223\u003c\/p\u003e \u003cp\u003eChapter 58 Exert Moral Authority 227\u003c\/p\u003e \u003cp\u003eChapter 59 Rise Above the Politics 231\u003c\/p\u003e \u003cp\u003eChapter 60 Don’t Chase Hearsay, Rumors, or Gossip 235\u003c\/p\u003e \u003cp\u003eChapter 61 Speak Positively about Those Not Present 237\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection VI Embrace Change 239\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 62 Embrace Uncertainty, Be Confident, Instill Hope 241\u003c\/p\u003e \u003cp\u003eChapter 63 Encourage Suggestions: Have an Appetite for New Ideas 243\u003c\/p\u003e \u003cp\u003eChapter 64 Don’t Strive for 100 Percent Buy-In 247\u003c\/p\u003e \u003cp\u003eChapter 65 Take Action on Legacy Employees 251\u003c\/p\u003e \u003cp\u003eChapter 66 Replace Employees Who Are Blocking Change 255\u003c\/p\u003e \u003cp\u003eChapter 67 Overcommunicate During a Management Transition 257\u003c\/p\u003e \u003cp\u003eChapter 68 Prepare for the Unknowable Future 259\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSection VII Invest in Your Own Growth 261\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChapter 69 Develop Yourself 263\u003c\/p\u003e \u003cp\u003eChapter 70 Define What Success Means to You 265\u003c\/p\u003e \u003cp\u003eChapter 71 Spend More Time on the 20 267\u003c\/p\u003e \u003cp\u003eChapter 72 Build Your Strengths 271\u003c\/p\u003e \u003cp\u003eChapter 73 If You Have Been Newly Promoted, Just Take Charge 273\u003c\/p\u003e \u003cp\u003eChapter 74 If You Feel Trapped in Your Job, Change Something 275\u003c\/p\u003e \u003cp\u003eChapter 75 Take Steps to Fit in on a New Job 279\u003c\/p\u003e \u003cp\u003eChapter 76 Hire Some People Who Can Replace You 281\u003c\/p\u003e \u003cp\u003eChapter 77 Find a Mentor 283\u003c\/p\u003e \u003cp\u003eChapter 78 Become a Better Mentee 285\u003c\/p\u003e \u003cp\u003eChapter 79 Express Your Gratitude 289\u003c\/p\u003e \u003cp\u003eNotes 291\u003c\/p\u003e \u003cp\u003eAbout the Authors 295\u003c\/p\u003e \u003cp\u003eIndex 297\u003c\/p\u003e  \u003cp\u003e\u003cb\u003eLARRY STERNBERG\u003c\/b\u003e is a Talent Plus Fellow and on the Board of Directors. He has designed and conducted training programs on a variety of topics for thousands of executives and managers and has served as a facilitator for numerous organizations to articulate their mission, vision, and values. His areas of expertise include selection, training and development, employee engagement, empowerment, self-directed work teams, strength management, and leading change. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eKIM TURNAGE\u003c\/b\u003e has spent her career figuring out where people naturally excel and connecting them with opportunities to stretch those talents. A natural teacher and coach, she works as a senior leadership consultant with Talent Plus, helping global client partners with the selection, development, retention, and succession planning of top leadership talent.   \u003c\/p\u003e\u003cp\u003eBecoming a manager is an exciting milestone step in a career—more responsibility, higher-company profile, and the position to influence consequential achievements. All too often, managers with the talent and ability to exceed their performance requirements fall short because they don’t receive adequate training in leadership and team building. \u003ci\u003eManaging to Make a Difference\u003c\/i\u003e is the answer for middle managers across all industries looking for a turnkey system to boosting their practical skill set for bringing together, leading, and earning the respect of high-performing teams. \u003c\/p\u003e\u003cp\u003eIt’s not easy juggling all the tasks you need to accomplish in your day with the responsibilities associated with mentoring, advising, and inspiring a group of people, and if you’re barely treading water, designing a management strategy is a pipe dream. Don’t worry—this practical guidebook immediately takes the guesswork out of becoming the type of magnetic leader who draws the best work out of teams. Whether you’ve just been promoted to manager or feel something is holding you back from elevating your team to reaching its full potential, this lesson-based workbook takes you through a tangible process for driving team performance with enough time and energy left to advance your own career. \u003c\/p\u003e\u003cp\u003eFrom building individual relationships and maximizing your engagement to shaping the culture and leading through change—the logically progressive series of lessons are supported by coherent philosophy, substantiated research, and the firsthand practices of Larry Sternberg, who has extensive experience working with some of the most recognized brands in the world. Every chapter includes a real-world example illustrating the covered lesson along with to-the-point explanations, as well as hands-on experiments you can conduct to attain your own familiarity with the strategies before bringing them on the job. Take the competitive edge you need to outshine other managers with this guidebook’s: \u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eStraightforward, actionable advice for precision tuning your soft skill set to empower and champion employees\u003c\/li\u003e \u003cli\u003eTactics to negate such draining bad behaviors as gossip and blocking change without sacrificing the rapport with your team\u003c\/li\u003e \u003cli\u003eGuilt-free steps you can take to provide for your own needs and advance towards your goals\u003c\/li\u003e\n\u003c\/ul\u003e \u003cp\u003e\u003ci\u003eManaging to Make a Difference\u003c\/i\u003e gives you all the latest practical tools and techniques for shaping the highly engaged, high-performing teams that make an impact.\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47989569061093,"sku":"NP9781119331834","price":30.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781119331834.jpg?v=1761784635","url":"https:\/\/k12savings.com\/products\/managing-to-make-a-difference-isbn-9781119331834","provider":"K12savings","version":"1.0","type":"link"}