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3.49 AVERAGE
3.49 AVERAGE
Interesting premise, and you can definatly learn some leadership principles from it, but NOT an end all be all book-- take from it what you can, and then keep learning.
funny
hopeful
informative
fast-paced
I was given this book after moving into a supervisor position, and while I appreciated the gesture of wanting to help me adapt to managing, training, and leading others, this book was not the resource I think they were hoping for.
It reads as if a 10 year old is narrating, giving, and receiving the guidance; simplistic, undeveloped, and vague. The lack of authenticity from the characters makes it feel forced while the brevity leads to a lack of examples or approaches. Perhaps the 3 secrets can have an impact, but this book was so poorly written that the longevity of it’s impact was minuscule.
It reads as if a 10 year old is narrating, giving, and receiving the guidance; simplistic, undeveloped, and vague. The lack of authenticity from the characters makes it feel forced while the brevity leads to a lack of examples or approaches. Perhaps the 3 secrets can have an impact, but this book was so poorly written that the longevity of it’s impact was minuscule.
Good content, but the parable format didn’t work well for me. Could’ve been much shorter for the same information.
informative
inspiring
lighthearted
fast-paced
Very distilled, very helpful. A worthy update where the original seems out of date.
Another book I should read again.
More personal comments than a review:
Simple but obviously effective. Tough to know what is setting right goals and knowing what is success or failure.
Set goals (3 to 5, one per page) and review them often.
Praise when you see someone doing right (or close enough).
Redirect when not going well, but keep negativity toward the behavior, not the manager of the behavior.
More personal comments than a review:
Simple but obviously effective. Tough to know what is setting right goals and knowing what is success or failure.
Set goals (3 to 5, one per page) and review them often.
Praise when you see someone doing right (or close enough).
Redirect when not going well, but keep negativity toward the behavior, not the manager of the behavior.