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Very comprehensive. Unfortunately my boss, the owner and manager of a very small two-employee business, is guilty of all of them! I'm tempted to buy him a copy of the book for Christmas.

Jobs in Pakistan

Well Bob you just wrote millions of feelings in few hundred words :). But "bosses are not momy and dady", that is also right, they too have their point to stand firm on to get maximum by giving salaries/wages. Not wasting time on "please" and "thanks" is also nice point.


Oren Hovemann

Hi Bob. Great list, thanks for the post. This list of mistakes really covered a number of common mistakes in the work place. Virtually all of them reminded me of instances that I've seen or experienced. The simplest attitudes and actions made by a boss can have profound effects on their employees. Employees can easily lose morale and motivation and a boss must do all that they can to avoid this.

I think it is so important for bosses to look at a list like this and assess the effectiveness of their management techniques. It is easy for someone in a management roll to commit the actions listed above and not realize it. When your busy and trying to juggle all the different aspects of your job, you often overlook the seemingly small things. Looking at this list can bring things to your attention that you had not considered before. Constantly trying to improve on your relations with your employees will not go unnoticed. The employees will appreciate it and it will influence their productivity.

Ellen O'Rourke

Hi Bob, Number 10 is so true. I am a project manager. Throughout my professional life I have had bosses that served as the executive sponsor or as a member of my project steering committees. Projects that were successful always had buy-in, support, and direct action from my boss. These managers understood that it was their role to establish expectations, approve and help define the project scope, and remove obstacles that could hinder project success. Bad managers were disconnected from my projects, didn’t work to support the project by managing up within the organization, or failed to use their influence to gain acceptance of project work and remove obstacles. These bad managers had a tendency to celebrate their strategic thinking but turn their backs on tactical execution. The biggest risk to any project is not getting the organizations buy-in on important tasks, ignoring the steps it takes to desired results. A great boss understands this and works to ensure obstacles to implementation are removed quickly.

Scott W

This is great, Bob, thanks a lot for the list. It's frighteningly accurate, too; I can run down a list of the bad or ineffective bosses that I have had, and each one seems to show at least half of these traits. I guess the real question is whether they would or could change if they read your book? I'll be reading it soon, too.



#11 is missing a word: "I don't know HOW it feels...:

Sorry, but I always read with a red pen!



That would be true if your starting premise was true.

But actually as the B-team usually outnumber the A-team by such a high ratio they are still doing most of the work (however much we might like to think we're A-team, the harsh truth is we almost certainly aren't). When you focus on your stars, you may get a modest increase in productivity from them, although if they truly are stars then they're probably already working at maximum capacity anyway, but it is more than cancelled out by the cost in production by your disgruntled majority.

Far better to focus on getting everyone happy and working well together and try and get the best from all.

After all, if 80% of your staff really are only producing 20%, can you really justify their salaries? Wouldn't it be better to just produce 80% of the output for 20% of the cost?

Jack Dotacje

Yesterday i was listen to audiobook of Napoleon Hill. There was a lot of information about be leader and attributes of leadership. He`s giving too 11 pcs:


Eric Anest

This is a great list and I'm glad you re-posted it here.

Of all of those, I think I'd dispute #9, at least the way it's stated. If 80 percent of work is done by 20 percent of people, it only makes sense to concentrate on making the most of those 20 percent. The real danger is not from concentrating on the 20 percent--it's from being so sure we know who the 20 percent are that we ignore others who could make a big impact with successful mentoring.

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