book / likes
Crucial Conversation
“I like Crucial Conversation, that's going to, in the beating path, it's like how to conduct conversations with people in your organization.”
Public evidence record
Eilon Reshef
Published podcast speaker
- Claims
- 15
- Episodes
- 1
- Shows
- 1
- Named items
- 2
Books, apps, and tools
The evidenced stack.
book / recommends
The Ideal Executive
“There is a set of books, I think one that is the starter one is, I think it's called, right now, the Ideal Executive. People don't really know it, it's sort of a management book, how to run a team and whatnot. I think the original version is, funnily enough, I think it was called Mismanagement, but nobody wants to buy a book called Mismanagement, you'd much rather buy a book that's called Ideal Executive. Because you, of course, are not mismanaging, you're the ideal executive altogether, so you're just reinforcing your self. But jokes aside, it basically gives you the... It tried to define people by four characteristics, I think misnamed, but are you an administrator? Are you, he calls it a producer, basically get the job done? Integrator, which brings people together, and the fourth one, it's basically change agent, do a lot of mess and change stuff. Usually entrepreneurs kind of include that part, of course. And basically, his claim is that nobody does the whole four, maybe you're good at one, maybe okay at the other, and personally I'm horrible in administration. I obviously acknowledge that, and I try to sort of compliment myself. So, I think there's two things in it, firstly, just those, I thought there was the four good ways of looking at people, as a manager, as a leader, of course, that's one, but I think even if you disagree with those four, just understanding that you want to look at the people in the organization, yourself included [inaudible 00:48:20] key characteristics, and you can select the different framework, helps you a lot with creating high-velocity discussions with others. Because I can talk with somebody and say, hey, you're a P. He's going be like, well, I'm not P, an I, whatever the thing is, and that makes a discussion that is much, much faster, and more comprehensive than just trying to explain this from scratch. Like, hey, you tend to do this, and you might want to do this, and you might want to strengthen that. So, I'd recommend starting from this, but there's probably other methodologies you can pick, and maybe some of the listeners here have already had one, but that's one I like because I found it useful.”
Claim ledger
What Eilon said.
3 transcript-backed records
01 / recommendation
Recommends The Ideal Executive.
“There is a set of books, I think one that is the starter one is, I think it's called, right now, the Ideal Executive. People don't really know it, it's sort of a management book, how to run a team and whatnot. I think the original version is, funnily enough, I think it was called Mismanagement, but nobody wants to buy a book called Mismanagement, you'd much rather buy a book that's called Ideal Executive. Because you, of course, are not mismanaging, you're the ideal executive altogether, so you're just reinforcing your self. But jokes aside, it basically gives you the... It tried to define people by four characteristics, I think misnamed, but are you an administrator? Are you, he calls it a producer, basically get the job done? Integrator, which brings people together, and the fourth one, it's basically change agent, do a lot of mess and change stuff. Usually entrepreneurs kind of include that part, of course. And basically, his claim is that nobody does the whole four, maybe you're good at one, maybe okay at the other, and personally I'm horrible in administration. I obviously acknowledge that, and I try to sort of compliment myself. So, I think there's two things in it, firstly, just those, I thought there was the four good ways of looking at people, as a manager, as a leader, of course, that's one, but I think even if you disagree with those four, just understanding that you want to look at the people in the organization, yourself included [inaudible 00:48:20] key characteristics, and you can select the different framework, helps you a lot with creating high-velocity discussions with others. Because I can talk with somebody and say, hey, you're a P. He's going be like, well, I'm not P, an I, whatever the thing is, and that makes a discussion that is much, much faster, and more comprehensive than just trying to explain this from scratch. Like, hey, you tend to do this, and you might want to do this, and you might want to strengthen that. So, I'd recommend starting from this, but there's probably other methodologies you can pick, and maybe some of the listeners here have already had one, but that's one I like because I found it useful.”
- Speaker
- Eilon Reshef
- Publisher
- Lenny's Podcast
02 / recommendation
Likes Crucial Conversation.
“I like Crucial Conversation, that's going to, in the beating path, it's like how to conduct conversations with people in your organization.”
- Speaker
- Eilon Reshef
- Publisher
- Lenny's Podcast
03 / recommendation
Give him more autonomy, essentially, bring yourself to the game, be yourself, don't try to put yourself in a box, I truly believe you're going to get much better results, short, and even more importantly, long-term, because it keeps people thinking, it keeps them being motivated, and they're like, how do I contribute in the way I think is the right way?
“Give him more autonomy, essentially, bring yourself to the game, be yourself, don't try to put yourself in a box, I truly believe you're going to get much better results, short, and even more importantly, long-term, because it keeps people thinking, it keeps them being motivated, and they're like, how do I contribute in the way I think is the right way?”
- Speaker
- Eilon Reshef
- Publisher
- Lenny's Podcast