Build an A Team By Whitney Johnson – Free Audiobook Summary and Review
Lead each person on your team up the learning curve.
What’s the secret to having an engaged and productive team? It’s having a plan for developing all employees–no matter where they are on their personal learning curves.
Better morale and higher performance happen through learning, argues Whitney Johnson. In over twenty years of coaching, investing, and consulting, Johnson has seen that employees need continuous learning and fresh challenges to stay motivated.
The best bosses know this, and they know how to make it happen by thoughtfully designing people’s jobs around the skills they have today as well as the skills they’ll need to be even more valuable tomorrow. That’s how entire organizations stay competitive in an unpredictable, rapidly changing business environment.
In this book, Johnson explains how to become one of those bosses and how to build your A-team by:
Identifying what your employees already know and what they need to learn
Designing their jobs to maximize engagement and learning
Applying a seven-step process for leading each person up their learning curve
We all want opportunities to learn, experiment, and grow in our jobs. When our bosses work with us to help us leap to new challenges, the result is a team that knows how to thrive, no matter what the future holds.
Great read, applies well to educational leadership!
This book was such a great read. It made me think and assess where am I on the S-curve and whether I should disrupt myself to continue. Education is a different type of organization, as some teachers would love to keep teaching the same grade for the rest of their career. Sometimes that’s great, because they bring something new to the classroom each year. But it could also become rote and routine, lacking the passion of being in the sweet spot. As a school principal, this book was invaluable. It helped me to think about where my teachers and staff are on their S curves, and how we can work together to disrupt or continue their trajectories. I would like to see my staff’s answers on an S-curve survey in aggregate so I can better make decisions for the overall organization and the individual people within it.
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