All 30 teams have been randomly drawn into groups of five within their conference based on won-loss records from the 2022-23 regular season. Beginning Nov. 3 and continuing through Tuesday, Nov. 28, each team will play four designated Group Play games on “Tournament Nights” – one game against each opponent in its group, with two games at home and two on the road. These Are the Four Key Management Skills Use Your Employees’ Strengths and Don’t Upgrade Their Weaknesses A formulaic approach will determine the matchups for these games using the Group Play standings in each conference (5th-15th). Two of the 22 games will be scheduled cross-conference since there will be an odd number of teams in each conference that do not advance to the Quarterfinals. These cross-conference games will be scheduled between bottom-finishing teams in the Group Play stage subject to travel constraints, and no team will play more than one of its two games cross-conference. The other 20 games will be scheduled within conference featuring teams that are otherwise scheduled to play each other three times over the course of the season wherever possible. Applicable – You’ll get advice that can be directly applied in the workplace or in everyday situations. What is the difference between this version and the original version of First, Break All the Rules?

It’s like managing a basketball team! It’s pointless to teach your center to shoot 3s: it’s much more sensible to be aware of the strengths of each member of your roster. Break the Golden Rule and Play Favorites Brilliant. A helpful and/or enlightening book that, in addition to meeting the highest standards in all pertinent aspects, stands out even among the best. Often an instant classic and must-read for everyone.

“First, Break All the Rules” Quotes

Thirdly, you must know how to motivate all members of your team. And finally, you have to be able to properly develop the career of each employee, based on his strengths and dedication, but also in view of the vision and the needs of your company. They don't believe that, with enough training, people can achieve anything they set their minds to. They don't try to help people overcome their weaknesses. And yes, they even play favorites. While the original content remains essentially unchanged, the 2016 re-release of First, Break All the Rules includes access to a product Gallup created to help managers and leaders turn employees' talents into great performance. One study interviewed more than a million employees from different sorts of companies and industries to find out what the most talented of them want from their workplaces. The major finding stated, “Talented employees need great managers.” Great managers inspire good people to stay with a company. Even if a company offers inspiring leadership, solid benefits and perks, good pay and worthwhile training programs, employees base their tenure on their relationship with their direct supervisor.

Gallup's research produced the 12 simple statements that distinguish the strongest workgroups in a company from all the rest.Yes. This book includes a unique access code for the CliftonStrengths assessment for one individual use. The NBA In-Season Tournament is a new annual competition for all 30 teams that will debut in the 2023-24 season. For more info, read the frequently asked questions summary. First, Break All the Rules has encouraged me to think outside the box when it comes to problem-solving and decision-making in the workplace. Camp 2 is about personal fulfillment. There’s no point in expecting more than a Camp 1 performance from someone who’s not really into the job he’s working and hasn’t found at least one friend among his colleagues. (OK, unless he’s a lone wolf – those are notoriously difficult to manage). Camp 2 employees are aiming for the top. See if they understand how they can get there.

While the rating tells you how good a book is according to our two core criteria, it says nothing about its particular defining features. Therefore, we use a set of 20 qualities to characterize each book by its strengths: Measuring the strength of a workplace can be simplified to twelve questions. These twelve questions don’t capture everything you may want to know about your workplace, but they do capture the most information and the most important information. They measure the core elements needed to attract, focus, and keep the most talented employees. Here they are: Do I know what is expected of me at work? Do I have the materials and equipment I need to do my work right? At work, do I have the opportunity to do what I do best every day? In the last seven days, have I received recognition or praise for doing good work? Does my supervisor, or someone at work, seem to care about me as a person? Is there someone at work who encourages my development? At work, do my opinions seem to count? Does the mission/purpose of my company make me feel my job is important? Are my co-workers committed to doing quality work? Do I have a best friend at work? In the last six months, has someone at work talked to me about my progress? This last year, have I had opportunities at work to learn and grow? These twelve questions are the simplest and most accurate way to measure the strength of a workplace.” Solid. A helpful and/or enlightening book, in spite of its obvious shortcomings. For instance, it may offer decent advice in some areas while being repetitive or unremarkable in others. In each conference, Quarterfinal games will be hosted by the two teams with the best record in Group Play games, and the team with the best record in Group Play games will host the wild card team. In the event two or more teams are tied for the higher seed in a conference, the tie among the teams will be broken following the same tiebreaker protocol as described above. The second study used various measurements of corporate success to identify the best managers. The study examined how great managers discover, hire, direct and retain talented employees. The metrics of achievement for this study included sales volume, profit, customer satisfaction scores, employee turnover levels and productivity.I'm grateful to have had the opportunity to read this book; it's been an invaluable resource for managing my team more efficiently.