INDEX

Afshar, Vala, 121–122

AID (Applaud, Identify, Deliver), 150–152

ambition, 28

Appelbaum, Eileen, 60–61

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

boomerang employees, 82–83

boredom, 62, 130, 139, 163

boss

competence of, 73–74

qualities of the best, 28–29, 45–46

Bridges, Sean, 82

Bryer, Jackson, 112–113

Buffett, Warren, 162

Busse, Franz, 39–40

Butte, Montana, 57–58

buy-in, 118–119, 120

Cantore, Don, 87–88

capacity, hiring for, 65–66

Caraher, Lee, 83

career paths, 3–4, 8

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

change, 5, 168

Chatbooks, 53–54

checkers, 21

chess, 21

chief executive officers (CEOs), 162–163

coaching, 8, 163

Coffin, Josh, 138

Colbert, Stephen, 144

college degrees, 82

compensation, 125–126

competitive risk, 33, 34, 77–78

complacency, 139

constraints, 37–42, 172

expertise, 40–42, 118–119, 120

money, 116–118, 120

for new hires, 99–100, 110

resource, 120, 121

time, 38–40, 115–116, 120, 172

consumer behavior, 69

contract work, 80

Cook, James, 13–15

Copper Kings, 58

Cornish, Devn J., 107

costs

of employee turnover, 60–61

recruitment, 61

creative thinking, 159, 168

criticism, 43–44, 49, 137–138

Crowell, Chris, 121–122

C-suite executives, 162–163

Curtis, Darrell, 126

Dalton, Dorothy, 75

Degreed, 82

deliver on jump to new curve, 151–152

discovery-driven growth, 51–54

disengagement, 17, 28, 62

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

boomerang, 82–83

development of, 22–25, 42–43, 150–152

disengaged, 17, 28, 62

energy of, 18

engaged, 3–4, 5, 20, 25, 130

giving real responsibility to, 119, 121–122

high-performing, 125–126, 129–146

hiring, 57–85

investment in, 8–9

keeping happy, 125–126

lateral moves for, 152–154, 158

mapping S curves of, 19–21

newly hired, 40–41, 63–66, 87–108

nonconventional, 81–84

on-rampers, 81–83

playing to strengths of, 35–36

productivity of, 8, 18–19, 88

qualifications sought in, 81–82

self-starters, 26–28

supporting, 123–126, 142

employee turnover, 60–61

encouragement, 107–108

Ender’s Game (Card), 119, 121

engagement, 3–4, 5, 16, 20, 25, 130

enthusiasm, 44

entitlement, 42–44

Evans, Aicha, 100

expectations, 51, 92–95

expertise, 23, 73–74

expertise constraints, 40–42, 118–119, 120

failure, 104–105, 123

learning from, 47–51, 144

recovery from, 142–143

responding to, 140–142, 143, 144

risk of, 138–144

Faller, Jenna Galloway, 83

Fatehi, Feyzi, 50–51

feedback, 48, 138–139

Feingold, Sarah, 33–34

financial constraints, 116–118, 120

flexibility, 52

Ford Motor Company, 140–142

founders, 163

Franklin, Benjamin, 171–172

freelancers, 80

friction, 110–115

future predictions, 15

Gamson, Mike, 155–156, 159

Gault, Ashley, 101–102

gender neutral language, 76

General Dynamics, 2

General Motors, 7

gentle mobbing, 100

gig economy, 80

Globalization Partners (GP), 90–91

Golan, Ilana, 123–124

Goldilocks rule, 111

Goldin, Kara, 148

gold rush, 57

Goldsmith, Marshall, 163

Gooch, John, 87–88

Goodall, Amanda, 73

Goodell, Roger, 64

Google, 62

Grant, Heidi, 94

gratification, 44

gratitude, 44

group dynamics, 67–68

growth

discovery-driven, 51–54

on the job, 63–77

momentum and, 105–106

Groysberg, Boris, 167–168

gut instincts, 39

Haley, Alex, 23

Hamilton, Alexander, 129–130

Hanna, Ziyad, 123–124

Harte, Zoe, 160–161

Hearn, Helen Jane, 135–136

high performers. See top performers

hiring, 57–85

clone of self, 70–71

cost of, 60–61

diversity in, 76

human resources and, 58–62

impact on team, 66–69

internal, 67, 78–79

interviews, 78–79

at low end of S curve, 58–69, 75–76

mistakes, 65, 102–103

motivation for, 69–74

people with different skill sets, 72–74

for potential, 59, 82

reasons for, 63–66

risk-taking and, 77–78, 83

scapegoats, 72

unconventional, 80–84

writing job postings, 74–77

Hoey, Kelly, 37–38

Hone, Michael, 92–93

human resources, 58–62, 84

identify a new learning curve, 150–151

immigrants, 44

Inam, Henna, 27–28

incumbents, 6–7

individuals, strengths of, 35–36, 66, 104, 109–127

inexperience, 16, 40–41, 110

innovation

disruptive, 6–7, 15–16, 44, 45

squelching of, by top performers, 135–144

institutional knowledge, 23

insurgents, 6–7

internal mobility, 24–25, 67, 78–79

internal networks, 98, 99

interviews, 78–79

Jay, Antony, 28

job candidates, 65–66

job descriptions, 59–60, 65, 67, 74–77

job interviews, 78–79

job openings, 65

job requirements, 60, 75

job satisfaction, 73–74, 76–77, 91

job security, 138–139

John, Tina, 110–111

Juvan, Jayne, 101–102

Kalanithi, Paul, 129

Kaplan, Saul, 18

Kempler, Steve, 133

knowledge

institutional, 23

of top performers, sharing, 131–134

Kopelman, Mike, 25, 95–96

Krawkowski, Kimberley, 133–134

Lafley, A. G., 69

Lamott, Anne, 170

Larsen, Norm, 1–2

late-career professionals, 164

lateral moves, 152–154, 158

law of friction, 110–115

leadership, decentralization of, 28

learning, 3–4, 62

accelerants of, 31–55

from experience, 106–107

from failure, 47–51, 144

learning curves, 7–10

helping leaps to new, 147–165

S-shaped, 13–29, 32

“sweet spot” of, 110, 113, 120

A-team as a collection of, 18–19

learning organizations, 144

Leibovich, Lori, 25

Let’s Talk Talent, 24–25

Levien, Meredith Kopit, 61

Lopez, Carolyn, 133–134

management hierarchy, 28

managers

disruptive, 52–53

as parents, 49–50

proactive, 5–6

role of, 8–9

managing

new hires, 87–108

top-performers, 129–146

managing up, 95–96

Marcotty, Pete, 138

market risk, 33–34, 77–78, 83

Marte, Coss, 83

Martin, Roger L., 69

mastery, 16, 17, 19, 73, 150

McDonald’s, 22

McGrath, Rita Gunther, 51–52

McKenna-Doyle, Michelle, 45, 64–65

mentors, 133–134, 164

metrics, 23–25

Michalski, Jeff, 144

micromanagement, 23

middle-skill jobs, 82

milestone charts, 54

Miller, Suzan, 153–154

mobility, internal, 24–25, 67, 78–79

momentum, 105–106

money constraints, 116–118, 120

moral suasion, 137

Moshier, Gina, 125–126

motivations, for hiring, 69–74

Mulally, Alan, 23, 140–142

Murdoch, Rupert, 162

Narisetti, Raju, 42–43

new collar jobs, 82

new hires, 40–41, 63–66

communicating your vision to, 89–91

encouraging, 107–108

evaluating, 102–107

expectations for, 92–95

first six months for, 96–107

first week for, 97

internal network building for, 98, 99

listening to ideas of, 100–102

managing, 87–108

onboarding, 89–96

short-term goals for, 98–99

understanding vision of, 91–92

your vision for, 92–96

See also hiring

Novartis, 27

O’Brien, Walter, 35–36

on-rampers, 81–83

outsider perspective, 100–102

pacesetters, 132

Palliser, Hugh, 14

peer pressure, 136–137

Perlis, Mike, 61

personal disruption, 3–9, 24, 32, 45, 159

Petrey, Stacey, 51, 154

Pezzimenti, Mary Gail, 135–136

Pichette, Patrick, 62

Pinkowski, Gary, 27

Pitroda, Sam, 46–47, 137

planning, discovery-driven, 51–52

positive reviews, 43–44

potential, 59, 82

praise, 43–44, 49

proactive managers, 5–6

productivity, 9, 18–19, 88

Pulsipher, Scott, 48–49

Quigley, Vanessa, 53

Rajdev, Naveen, 113–114

Rajendran, Venkat, 136–137

rebranding, 69

recruitment

costs, 61

job requirements and, 60

See also hiring

Reif Cohen, Jessica, 25

resource constraints, 120, 121

responsibility, 119, 121–122

retirement, 164

Richardson, Kim Sreng, 26

Ridge, Garry, 3, 163

righteous shame, 136–137

risk-averse organizations, 168–169

risks

hiring and, 77–78, 83

identifying, 32–34

taking, 51

Rivera, Lauren, 70–71

Rocket Chemical Company, 1–2

Rogers, E. M., 15

room-escape games, 99–100

Roosevelt, Franklin D., 1

Rosner, Lisa Joy, 112–113

Rubin, Gretchen, 43–44

Sahin, Nicole, 90–91

Salzwedek, Jack, 109–110

Schloss, Eileen, 159–161

Schmidt, Eric, 62

Schön, Donald, 142

Schoonmaker, Thelma, 132

Scottowe, Thomas, 14

S-Curve Locator (SCL), 19–20

S curve of learning, 13–29, 32, 112–113

hiring at low end of, 58–69, 75–76

mapping team’s, 19–21

A-team and, 18–19

team roles and, 21–23

self-starters, 26–28

shakeups, 159–162

shame, 136–137

Shapero, Dan, 155–159

short-term goals, 98–99

Simon, Kevin, 157–159

Simpson, Bill, 161–162

Skinner, Jim, 22

Snyder, Quin, 53

soft skills, 65

stasis, 5

stepping back, 45–47

Stokes, Kyle Ann, 132

strengths

playing to individuals’, 35–36, 66, 104, 109–127

pressure and, 31–32

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

Taylor, Tom, 48–49

team dysfunction, 68–69

team roles, 21–23, 66–69

360-degree assessments, 43

time constraints, 38–40, 115–116, 120, 172

Tolstoy, Leo, 31

top performers

challenges for, 139–140

failure by, 138–144

keeping happy, 125–126

managing, 129–146

as mentors, 133–134

next moves for, 147–165

as pacesetters, 132

sharing knowledge of, 131–134

squelching of innovation by, 135–144

as trainers, 132–133

Toyota, 7

trainers, 132–133

training, 47, 125, 164

transition complex, 145

triple bottom line, 91

Twain, Mark, 87

Ulrich, Dave, 25

unattainable goals, 104–105

unconventional practices, 102

underachievement, 50

values-oriented work, 76–77

vision

communicating your, to new hires, 89–91

for new hire, 92–96

understanding new hire’s, 91–92

Walker, James, 14

Warner, Kathleen, 92

Warsen, David, 132–133

Washington, George, 129–130

WD-40, 1–4, 20, 163

Weiner, Jeff, 155–156, 159

Whitney, Tim, 37–38

Winsborough, Dave, 67–68

Wiseman, Liz, 41

Wong, Jocelyn, 104

workplace skills, 81–82

Wrosch, Carsten, 104–105

Yancy, Telisa, 109–110

Zefo, Ruby, 153–154