Envío gratis siempre a todo México.
Haz clic para hacer zoom
Not Available
Sari Wilde
The Connector Manager
Cargando comentarios…
Comparte
$164
$148
Envío gratis siempre
Comentarios
Cargando el resumen…
Cargando comentarios…
product
2192033The Connector Managerhttps://www.gandhi.com.mx/b3f348ad-5763-3d31-8d18-f48e6ae0e2cb/phttps://gandhi.vtexassets.com/arquivos/ids/1869250/22d8658b-64f0-4cc9-8172-c68e85e3afed.jpg?v=638342096432230000148164MXNPenguin Publishing GroupInStock/Ebooks/<p><strong>There are four distinct types of managers. One performs much worse than the rest, and one performs far better. Which type are you?</strong></p><p>Based on a first-of-its-kind, wide-ranging global study of over 9,000 people, analysts at the global research and advisory firm Gartner were able to classify all managers into one of four types:</p><p>Teacher managers, who develop employees skills based on their own expertise and direct their development along a similar track to their own.</p><p>Cheerleader managers, who give positive feedback while taking a general hands-off approach to employee development.</p><p>Always-on managers, who provide constant, frequent feedback and coaching on all aspects of the employees performance.</p><p>Connector managers, who provide feedback in their area of expertise while connecting employees to others in the team or organization who are better suited to address specific needs.</p><p>Although the four types of managers are more or less evenly distributed, the Connector manager consistently outperforms the others by a significant margin. Meanwhile, Always-on managers tend to see their employees struggle to grow within the organization. Why is that?</p><p>Drawing on their groundbreaking data-driven research, as well as in-depth case studies and extensive interviews with managers and employees at companies like IBM, Accenture, and eBay, the authors show what behaviors define a Connector manager, and why they are able to build powerhouse teams. They also show why other types of managers fail to be equally effective, and how they can incorporate behaviors of Connector managers in order to be more effective at building teams.</p>...2074409The Connector Manager148164https://www.gandhi.com.mx/b3f348ad-5763-3d31-8d18-f48e6ae0e2cb/phttps://gandhi.vtexassets.com/arquivos/ids/1869250/22d8658b-64f0-4cc9-8172-c68e85e3afed.jpg?v=638342096432230000InStockMXN99999DIEbook20199780593083833_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;9780593083833_W3siaWQiOiJiNDUyODFlNy00MzlhLTRmZmItOGQ0Yy1kN2E1YjdhOTVmODYiLCJsaXN0UHJpY2UiOjE2NCwiZGlzY291bnQiOjE2LCJzZWxsaW5nUHJpY2UiOjE0OCwiaW5jbHVkZXNUYXgiOnRydWUsInByaWNlVHlwZSI6Ildob2xlc2FsZSIsImN1cnJlbmN5IjoiTVhOIiwiZnJvbSI6IjIwMjUtMDctMTNUMTI6MDA6MDBaIiwicmVnaW9uIjoiTVgiLCJpc1ByZW9yZGVyIjpmYWxzZX1d9780593083833_<p><strong>There are four distinct types of managers. One performs much worse than the rest, and one performs far better. Which type are you?</strong></p><p>Based on a first-of-its-kind, wide-ranging global study of over 9,000 people, analysts at the global research and advisory firm Gartner were able to classify all managers into one of four types:</p><p>Teacher managers, who develop employees skills based on their own expertise and direct their development along a similar track to their own.</p><p>Cheerleader managers, who give positive feedback while taking a general hands-off approach to employee development.</p><p>Always-on managers, who provide constant, frequent feedback and coaching on all aspects of the employees performance.</p><p>Connector managers, who provide feedback in their area of expertise while connecting employees to others in the team or organization who are better suited to address specific needs.</p><p>Although the four types of managers are more or less evenly distributed, the Connector manager consistently outperforms the others by a significant margin. Meanwhile, Always-on managers tend to see their employees struggle to grow within the organization. Why is that?</p><p>Drawing on their groundbreaking data-driven research, as well as in-depth case studies and extensive interviews with managers and employees at companies like IBM, Accenture, and eBay, the authors show what behaviors define a Connector manager, and why they are able to build powerhouse teams. They also show why other types of managers fail to be equally effective, and how they can incorporate behaviors of Connector managers in order to be more effective at building teams.</p>...9780593083833_Penguin Publishing Grouplibro_electonico_b3f348ad-5763-3d31-8d18-f48e6ae0e2cb_9780593083833;9780593083833_9780593083833Sari WildeInglésMéxicohttps://getbook.kobo.com/koboid-prod-public/PenguinUS-epub-f9a17211-9334-4e11-83ce-8d19c7fa7f3b.epub2019-09-17T00:00:00+00:00Penguin Publishing Group