10 thoughts on “The CEO's Playbook: Turning the Employees You Have Into the Dream Team You Always Wanted

  1. Robin Morgan Robin Morgan says:

    Even though I ve worked for an agency of the City of New York for over 33 years I ve seen how quietly the work environment can change simply because of a new director coming into place Where we once had the opportunity to have fun office parties and had always made the targets which had been set for us Within a year we missed the yearend target for the first time Naturally, this director didn t take the blame, he told his bosses he wasn t getting the supported he needed, meaning support from Even though I ve worked for an agency of the City of New York for over 33 years I ve seen how quietly the work environment can change simply because of a new director coming into place Where we once had the opportunity to have fun office parties and had always made the targets which had been set for us Within a year we missed the yearend target for the first time Naturally, this director didn t take the blame, he told his bosses he wasn t getting the supported he needed, meaning support from us or trying to push the blame unto someone else.If you ve ever watched Undercover Boss you ll know how many times the man in charge has loss the hand control of his company You ll also know the best way to find out the truth of what s happening in the trenches is to go there yourself, undercover, and learn the truth.There s a pattern you can see which emerges by the end of the show A pattern which includes bringing back the things which had made the employees happy in the past, happiness didn t really cost the bosses anything, like a simple recognition acknowledgment for having done something well.Instead of going undercover, those in the hierarchy of a company who are responsible for the fiscal fitness of that company should read this book The well written plan for the transformation of what employees might call almost a tyrannical boss to one which employees would bethan happy to work with for a common goal is quite easy to be followed The plan needs to have a solid commitment from those attempting for it to work as intended Great CEOs are not born they re created from those who are willing to have a little give take for all procedures and those who will have to work with them For willing to share the knowledge she s gained through her life with CEOs and others in similar positions, I m giving Ms Ganescu 5 STARS


  2. Trang Trang says:

    Interesting and practical book Not particularly of my interest but I learned a lot from how she wrote in this topic.


  3. Christopher France Christopher France says:

    In her book the CEO s Playbook, Nora Ganescu invites us, and our companies to update our old ways of thinking and get the most out of our workforce by beinglike our workforce Times have changed and the modern worker has changed with them Those kids that we told were all special have grown up and now they want their companies to prove it or the productivity is going to suffer The good news is that they ARE all special In her book, Nora Ganescu shows us how to connect with the modern wor In her book the CEO s Playbook, Nora Ganescu invites us, and our companies to update our old ways of thinking and get the most out of our workforce by beinglike our workforce Times have changed and the modern worker has changed with them Those kids that we told were all special have grown up and now they want their companies to prove it or the productivity is going to suffer The good news is that they ARE all special In her book, Nora Ganescu shows us how to connect with the modern workforce and get the most out of them Don t think she is going to hold your hand though Nora will give you the bones to create your new organization organism , but it will be up to you to provide the meat I am not sure how many CEOs there are out there, but I imagine a lot of them are going to get this book from their office secret Santa this year I am not a CEO, but a lot of the book still resonated with me The idea that we should communicate as equals no matter what our job title seems important for everyone Also the idea that all the employees want to be valuable and productive is so important I have had so many jobs that I just gave up on because I didn t feel important or wanted If you treat people as faceless numbers, then that is how they are going to act There are a lot of good ideas racing around the lower levels that never make it up to the CEO because of the classic business structure Perhaps it is time we start listening


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