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Play Your Best Hand

Book Description

The number of knowledge workers has doubled in the last decade. Unlike yesterday's workers their value is not measured in hours logged, but in how much quality and innovation they create for your organization. Talent is the new wildcard in today's competitive marketplace. If you want to tap your employee's full potential you have to manage differently. Play Your Best Hand shows you how to align knowledge worker's talents with strategic business goals. Using practical exercises and assessments, managers learn to apply strength-based leadership principles to leverage individual and team talents.

Play Your Best Hand also covers:
  • the four employee talent types
  • key challenges of managing knowledge workers - and recommended solutions
  • the five talent-based leadership principles and how to apply them
  • and more!

Play Your Best Hand is the innovative leadership approach you need to keep today's knowledge workers motivated and productive!

Table of Contents

  1. Cover
  2. Title Page
  3. Dedication
  4. Contents
  5. Part 1: Learn the New Game
    1. Chapter 1: Lead the Wild Card—Managing Knowledge Workers
      1. Customers Want More
      2. Leaders Want More
      3. Employees Want More
      4. The New Game of Business
      5. Knowledge Workers are the Wild Card
      6. A New Approach to Leadership
      7. Focusing on Strengths Yields Benefits
      8. Getting Started
    2. Chapter 2: Are You in or Out of the Game?
      1. Employees Have a Choice
      2. It’s Now a Take-Charge World
      3. The Seven Deadly Sins of Leading Knowledge Workers
      4. What Knowledge Workers Really Want
      5. Get in the Game
    3. Chapter 3: Learn the Rules
      1. We’re in this Together
      2. Rule Number 1: Leverage Individual and Team Talents
      3. Rule Number 2: Manage Personal Attributes
      4. Rule Number 3: Build Trust with Others
      5. Rule Number 4: Seek Feedback from the Customer
    4. Chapter 4: How to Play
      1. Focusing on Talents Brings Success
      2. The Play-to-Your-Strengths Principles
      3. Principle Number 1: Recognize That Every Person Has Unique Strengths
      4. Principle Number 2: We are Often Blind to Our Strengths
      5. Principle Number 3: Strive to Maximize Strengths—and Minimize Weaknesses
      6. Principle Number 4: Strengths can also Be Weaknesses
      7. Principle Number 5: Seek Feedback to Leverage Strengths
  6. Part 2: Maximize Employee Talents
    1. Chapter 5: Discover the Four Talent Types
      1. Efficiency Programs Miss the Mark
      2. The Four Distinct Talent Types
      3. Summary of the Four Talent Types
      4. Leverage Diamond Talents
      5. How to Lead Diamond Talents
      6. Maximize Club Talents
      7. How to Lead Club Talents
      8. Energize Spade Talents
      9. The Spade-Type Organization
      10. How to Lead Spade Talents
      11. Value Heart Talents
      12. Recognizing Heart Talents
      13. How to Lead Heart Talents
      14. Appreciate Each Employee’s Unique Talent
    2. Chapter 6: Deal with Talent Differences
      1. Set Others Up for Success
      2. Strive for the Right Mix of Talents
      3. Recognize Too Much of a Good Thing
      4. Notice when Talents are Either Under- or Overplayed
      5. Eliminate the “It’s Not My Job!” Mindset
      6. Ensure Accountability
      7. Stay Involved in Project Handoffs
      8. Value the Kaleidoscope of Talents on Your Team
      9. Mesh Talents and Organizational Culture
      10. Help Employees Sell Their Value
    3. Chapter 7: Leverage Personal Attributes
      1. Attributes Enhance Talents
      2. Attributes can Be an Asset or a Liability
      3. Create Your Personal Brand
      4. Manage Attributes as well as Talents
      5. Easy Ways to Discover Your Attributes
      6. Solicit Peer Feedback on Attribute Strengths
      7. Develop a Powerful Contribution Statement
      8. Speak Up about Your Value
      9. Ensure Employee Talents Are Visible
    4. Chapter 8: Discover Your Success Pattern
      1. Everyone has a Success Formula
      2. Lay Out Your Success Pattern
      3. Success Patterns Operate Behind the Scenes
      4. The Sequence of Your Talents is Crucial
      5. People Can Misunderstand Your Success Pattern
      6. Success Patterns Don’t Change
      7. Recognize Your Failure Pattern
      8. Ask Employees to Share their Success Patterns
      9. The Leader’s Success Pattern Dominates the Group
  7. Part 3: Play to Win
    1. Chapter 9: Create a Winning Team
      1. Find a Shared Purpose
      2. Key Questions to Discover Your Purpose as a Team
      3. Step 1: Meet Regularly
      4. Step 2: Identify Key Initiatives
      5. Step 3: Assess what a Project Needs
      6. Step 4: Leverage Team Member Talents
      7. Step 5: Help Each Other Succeed
      8. Maximize Talent Differences
      9. Enjoy Your High-Performing Team
    2. Chapter 10: Develop Employees—The Right Way!
      1. The Talent and Viability Approach
      2. Align Talents with Priority Business Needs
      3. Promote Networking with Peers
      4. Turn Frustration into Opportunities
      5. Proactively Contribute Ideas
      6. Help Employees Take Charge
      7. Stay True to what You Do!
      8. We’re all Learning
    3. Chapter 11: Address Performance Issues
      1. Stop Blaming the Forms
      2. Don’t Ignore a Weakness
      3. Tackle the Tough Stuff
      4. Find the Strength in a Weakness
      5. Five Strategies to Manage a Weakness
      6. Succeed with Core Competencies
      7. Ensure Key Competencies are Achieved
      8. Challenge Yourself
    4. Chapter 12: Build Trust to Succeed
      1. Trust is Good Business
      2. Don’t Assume Trust is Present
      3. What Exactly is Trust Anyway?
      4. The Competence Trust Factor
      5. The Commitment Trust Factor
      6. The Conflict Trust Factor
      7. The Communication Trust Factor
      8. The Caring Trust Factor
      9. Use Trust Factor Language in Conversations
    5. Chapter 13: Conflict—Call it Off
      1. Talent Differences Cause Tension
      2. How and when to Get Involved
      3. Reduce Conflict Between Different Talent Types
      4. Make it Safe to Address Issues
      5. Action Steps to Resolve Conflicts
    6. Chapter 14: Know the Score!
      1. The Value of Strength Feedback
      2. Feedback is a Powerful Tool
      3. Teams Benefit from Strength Feedback
      4. Give Strength Feedback
      5. Create a Feedback-Rich Culture
      6. Leaders Benefit from Feedback
      7. Use Different Feedback Methods
  8. Part 4: Take the Lead
    1. Chapter 15: Play your Trump Wisely
      1. Become a Strength Coach
      2. Watch from the Sidelines
      3. You are Both a Manager and a Coach
      4. Recognize Your Coaching Strengths
      5. Ask Great Coaching Questions
      6. Listening Skills Help You Stay on Track
      7. Follow Guidelines for Coaching
      8. Opportune Times for Coaching
    2. Chapter 16: Coach Others to Win
      1. The Employee has a Role in Coaching
      2. Bring Out the Best in Others
      3. Develop a Coaching Contract
      4. Learn the 5 Step Coaching Process
      5. Keep Your Eye on Success
      6. The Benefits of Coaching
    3. Chapter 17: Up the Ante!
      1. Do Things Differently
      2. Track Progress and Results
      3. Learn from Experience
      4. Don’t Leave it to Chance
      5. Get Ready to Play
      6. Play Your Best Hand
  9. Appendix A: Play Your Best Hand Tool Kit
  10. Appendix B: Great Resources
  11. About the Author
  12. Copyright