AID (Applaud, Identify, Deliver), 150–152
ambition, 28
applaud achievements, 150
A-teams, 9
as collection of learning curves, 18–19
getting started building, 167–172
automaticity, 69
backward moves, 45–47, 155–159
Bagri, Vikas, 46
Blake, David, 82
Bock, Lazlo, 109
boss
qualities of the best, 28–29, 45–46
Bridges, Sean, 82
Buffett, Warren, 162
Caraher, Lee, 83
Cave, John, 45
C-DOT (Center for the Development of Telematics), 46, 136–137
CEO succession, 66
certainty, 34
challenges, 109–115, 120, 139–140
Chamorro-Premuzic, Tomas, 67–68
Chandon, Pierre, 39
checkers, 21
chess, 21
chief executive officers (CEOs), 162–163
Coffin, Josh, 138
Colbert, Stephen, 144
college degrees, 82
competitive risk, 33, 34, 77–78
complacency, 139
expertise, 40–42, 118–119, 120
time, 38–40, 115–116, 120, 172
consumer behavior, 69
contract work, 80
Copper Kings, 58
Cornish, Devn J., 107
costs
recruitment, 61
Curtis, Darrell, 126
Dalton, Dorothy, 75
Degreed, 82
deliver on jump to new curve, 151–152
discovery-driven growth, 51–54
disruptive innovation, 6–7, 15–16, 44, 45
disruptive mindset, 160
Disruptive Strengths Indicator (DSI), 68, 78
diversity, in hiring, 76
Double Forte, 83
Edmondson, Amy, 144
education, 47
Emerson, Ralph Waldo, 167
emotional intelligence (EQ), 36
employees
backward moves for, 45–47, 155–159
development of, 22–25, 42–43, 150–152
energy of, 18
giving real responsibility to, 119, 121–122
high-performing, 125–126, 129–146
lateral moves for, 152–154, 158
newly hired, 40–41, 63–66, 87–108
playing to strengths of, 35–36
qualifications sought in, 81–82
engagement, 3–4, 5, 16, 20, 25, 130
enthusiasm, 44
Evans, Aicha, 100
expertise constraints, 40–42, 118–119, 120
responding to, 140–142, 143, 144
Faller, Jenna Galloway, 83
financial constraints, 116–118, 120
flexibility, 52
founders, 163
freelancers, 80
future predictions, 15
gender neutral language, 76
General Dynamics, 2
General Motors, 7
gentle mobbing, 100
gig economy, 80
Globalization Partners (GP), 90–91
Goldilocks rule, 111
Goldin, Kara, 148
gold rush, 57
Goldsmith, Marshall, 163
Goodall, Amanda, 73
Goodell, Roger, 64
Google, 62
Grant, Heidi, 94
gratification, 44
gratitude, 44
growth
gut instincts, 39
Haley, Alex, 23
high performers. See top performers
diversity in, 76
at low end of S curve, 58–69, 75–76
people with different skill sets, 72–74
scapegoats, 72
identify a new learning curve, 150–151
immigrants, 44
individuals, strengths of, 35–36, 66, 104, 109–127
innovation
disruptive, 6–7, 15–16, 44, 45
squelching of, by top performers, 135–144
institutional knowledge, 23
internal mobility, 24–25, 67, 78–79
Jay, Antony, 28
job descriptions, 59–60, 65, 67, 74–77
job openings, 65
job satisfaction, 73–74, 76–77, 91
Kalanithi, Paul, 129
Kaplan, Saul, 18
Kempler, Steve, 133
knowledge
institutional, 23
of top performers, sharing, 131–134
Krawkowski, Kimberley, 133–134
Lafley, A. G., 69
Lamott, Anne, 170
late-career professionals, 164
leadership, decentralization of, 28
“sweet spot” of, 110, 113, 120
A-team as a collection of, 18–19
learning organizations, 144
Leibovich, Lori, 25
Levien, Meredith Kopit, 61
management hierarchy, 28
managers
managing
Marcotty, Pete, 138
Marte, Coss, 83
Martin, Roger L., 69
McDonald’s, 22
McKenna-Doyle, Michelle, 45, 64–65
Michalski, Jeff, 144
micromanagement, 23
middle-skill jobs, 82
milestone charts, 54
mobility, internal, 24–25, 67, 78–79
money constraints, 116–118, 120
moral suasion, 137
motivations, for hiring, 69–74
Murdoch, Rupert, 162
new collar jobs, 82
communicating your vision to, 89–91
first week for, 97
internal network building for, 98, 99
listening to ideas of, 100–102
understanding vision of, 91–92
See also hiring
Novartis, 27
pacesetters, 132
Palliser, Hugh, 14
Perlis, Mike, 61
personal disruption, 3–9, 24, 32, 45, 159
Pezzimenti, Mary Gail, 135–136
Pichette, Patrick, 62
Pinkowski, Gary, 27
planning, discovery-driven, 51–52
Quigley, Vanessa, 53
rebranding, 69
recruitment
costs, 61
job requirements and, 60
See also hiring
Reif Cohen, Jessica, 25
resource constraints, 120, 121
retirement, 164
Richardson, Kim Sreng, 26
risk-averse organizations, 168–169
risks
taking, 51
Rogers, E. M., 15
Roosevelt, Franklin D., 1
Schmidt, Eric, 62
Schön, Donald, 142
Schoonmaker, Thelma, 132
Scottowe, Thomas, 14
S curve of learning, 13–29, 32, 112–113
hiring at low end of, 58–69, 75–76
Skinner, Jim, 22
Snyder, Quin, 53
soft skills, 65
stasis, 5
Stokes, Kyle Ann, 132
strengths
playing to individuals’, 35–36, 66, 104, 109–127
stretch assignments, 50, 51, 109–115, 124, 139–140
subconscious, 70
superpowers, 66
talent development, 22–25, 42–43
tasks, complexity versus enjoyment, 112
Taylor, Jo, 24
360-degree assessments, 43
time constraints, 38–40, 115–116, 120, 172
Tolstoy, Leo, 31
top performers
as pacesetters, 132
squelching of innovation by, 135–144
Toyota, 7
transition complex, 145
triple bottom line, 91
Twain, Mark, 87
Ulrich, Dave, 25
unconventional practices, 102
underachievement, 50
vision
communicating your, to new hires, 89–91
understanding new hire’s, 91–92
Walker, James, 14
Warner, Kathleen, 92
Wiseman, Liz, 41
Wong, Jocelyn, 104