It's the Manager: Gallup finds the quality of managers and team leaders is the single biggest factor in your organization's long-term success.
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- Create Date：2021-07-04 06:53:11
- Update Date：2025-09-06
- Status：finish
- Author：Jim Clifton
- ISBN：1595622241
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Summary
Packed with 52 discoveries from Gallup’s largest study on the future of work， It’s the Manager shows leaders how to adapt their organizations to rapid change， ranging from new workplace demands to managing remote employees， a diverse workforce， the rise of artificial intelligence， gig workers， and attracting – and keeping – today’s best employees。 Who is the most important person in your organization to lead your teams through these changes？ Gallup research reveals: It’s your managers。
While the world’s workplace has been going through extraordinary historical change， the practice of management has been stuck in time for more than 30 years。
The new workforce -- especially younger generations -- wants their work to have deep mission and purpose， and they don’t want old-style command-and-control bosses。 They want coaches who inspire them， communicate with them frequently and develop their strengths。
Who is the most important person in your organization to lead your teams through these changes？ Decades of global Gallup research reveal: It’s your managers。 They are the ones who make or break your organization’s success。
When you have great managers who can maximize the potential of every team member， you will see organic revenue and profit growth， and you will give every one of your employees what they most want today: a great job and a great life。 This is the future of work。
It’s the Manager includes exclusive content from Gallup Access -- Gallup’s new workplace platform， chock full of additional content， tools and solutions for business。 Your book comes with a code for the CliftonStrengths assessment， which reveals your top five strengths。
While the world’s workplace has been going through extraordinary historical change， the practice of management has been stuck in time for more than 30 years。
The new workforce -- especially younger generations -- wants their work to have deep mission and purpose， and they don’t want old-style command-and-control bosses。 They want coaches who inspire them， communicate with them frequently and develop their strengths。
Who is the most important person in your organization to lead your teams through these changes？ Decades of global Gallup research reveal: It’s your managers。 They are the ones who make or break your organization’s success。
When you have great managers who can maximize the potential of every team member， you will see organic revenue and profit growth， and you will give every one of your employees what they most want today: a great job and a great life。 This is the future of work。
It’s the Manager includes exclusive content from Gallup Access -- Gallup’s new workplace platform， chock full of additional content， tools and solutions for business。 Your book comes with a code for the CliftonStrengths assessment， which reveals your top five strengths。
Reviews
Paula Ipina
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Claro， conciso y muy práctico。 Brinda datos concretos producto de años de investigación en el ámbito organizacional， así como sugerencias aplicables a la empresa dirigidas a contar con un equipo de trabajo comprometido y de alto desempeño。 Se evidencia la gran importancia que recae en el Manager para hacer todo eso posible。
Lyndsay's Books
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I found the strengths assessment very helpful。
Gian Luca
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The tittle is the whole book summary: best leaders/managers drive the organization into achieving larger roles。 Inside the book， it’s very academic; for instance， you have to hire only talented people。 Very easy to write， very difficult to do。
Jan Peters
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Useful collection of commonsense。 there must be a book behind each chapter。 Not a read， rather than a dip into book
Rozana AlBanawi
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Highly recommended for anyone managing or leading an organization or startup。 I loved the application of human science into the current business arena and also integrating new knowledge about millennials and generation Z and reflecting on what is needed now in a culture and a manager。 Apparently， what people need the most these days is a good stable job。
Zhivko Kabaivanov
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It’s the Manager （2019） outlines the latest workplace research from Gallup。 It explores what good leadership looks like in the modern age， and how managers can get the best out of the people they lead。
Maxine Blackwood
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Managers wanting to future proof their companies need to offer their staff meaning and purpose at work， as well as a paycheck。 Today’s leaders must also rid their workplaces of sexual harassment， and remove bias from the hiring process。 And with the rise of freelance working， it’s time for managers to harness the benefits of the gig economy， without sacrificing employee well-being along the way。
Chayong
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Nothing I don’t already know but useful nonetheless。Thank Blinkist！Final summaryThe key message in these blinks:Managers wanting to future proof their companies need to offer their staff meaning and purpose at work， as well as a paycheck。 Today’s leaders must also rid their workplaces of sexual harassment， and remove bias from the hiring process。 And with the rise of freelance working， it’s time for managers to harness the benefits of the gig economy， without sacrificing employee well-being alon Nothing I don’t already know but useful nonetheless。Thank Blinkist！Final summaryThe key message in these blinks:Managers wanting to future proof their companies need to offer their staff meaning and purpose at work， as well as a paycheck。 Today’s leaders must also rid their workplaces of sexual harassment， and remove bias from the hiring process。 And with the rise of freelance working， it’s time for managers to harness the benefits of the gig economy， without sacrificing employee well-being along the way。Actionable advice:Start building great relationships now。In the next ten years， nearly half of all US jobs are expected to be at risk of being automated。 Any human jobs left are likely to be those that need genuine interaction and social skills。 In other words， when robots are doing everything else， your customers will expect your face-to-face contact to be exemplary。 So start developing your employees’ abilities to build great relationships now， and help them get ahead of the curve。 。。。more
QUINNS
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Managers who wish to future proof their companies need to realise the importance in offering meaning and purpose to their staff at work。 As well as a pay-check， of course。 Furthermore， issues such as sexual harassment in the workplace， and biases during hiring process needs to be curb and leaders should take a zero-tolerance approach。 In the author’s opinion， companies could also harness the benefits of the gig economy with the rise of freelance working， without sacrificing employee well-being a Managers who wish to future proof their companies need to realise the importance in offering meaning and purpose to their staff at work。 As well as a pay-check， of course。 Furthermore， issues such as sexual harassment in the workplace， and biases during hiring process needs to be curb and leaders should take a zero-tolerance approach。 In the author’s opinion， companies could also harness the benefits of the gig economy with the rise of freelance working， without sacrificing employee well-being along the way。 In the rise of technology， most jobs are at risk of being automated。 Therefore， employers should start training people on various social skills to provide exemplary customer service。 。。。more
Rob
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Good research is the hallmark of Gallup and this book delivers on that。 It filled with a lot of varied topics so it is easy to jump quickly to topics you might be interested in。 I would treat more like a reference handbook than a typical non-fiction business book。 But the research is always what is so worth it。
Katherine Coble
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Gallup does it again - great synthesis of data from years of research， showing that the manager is the linchpin for success in an organization。 We have to better equip our managers to communicate and to carry vision if we want to engage employees to accomplish the vision efficiently and effectively。
Alicia Robben
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Initially this book looked daunting and had a lot of pages， but don't worry！ A large portion of the book is filled with information about the Clifton Stengths Assessment。 I'm not a CEO and the book says it is tailor for executives， but I still found it helpful to provide some tips with how to lead in the workplace and what challenges companies might encounter in the upcoming years。 My favorite part was the focus on managers as coaches。 Even though I enjoyed this book a lot， the chapters are very Initially this book looked daunting and had a lot of pages， but don't worry！ A large portion of the book is filled with information about the Clifton Stengths Assessment。 I'm not a CEO and the book says it is tailor for executives， but I still found it helpful to provide some tips with how to lead in the workplace and what challenges companies might encounter in the upcoming years。 My favorite part was the focus on managers as coaches。 Even though I enjoyed this book a lot， the chapters are very short。 I wish the chapters had included more detail and steps to take to maximize employee potential。 。。。more
Brad Yeckley
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This will be a go-to resource for years to come。 Highly recommended。
David Wheeler
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A good survey of the important institutional and cultural aspects of creating a great workplaces， backed by decades of study and analysis。 From the perspective of 2020 it all seems rather obvious to me， but I value its comprehensiveness， since I don’t remember all the salient points all the time。 Still， the depth of research lends authority that may help the more skeptical to understand its points。 The focus on millennials to make its points feels weird at times， since this Gen-Xer feels very mu A good survey of the important institutional and cultural aspects of creating a great workplaces， backed by decades of study and analysis。 From the perspective of 2020 it all seems rather obvious to me， but I value its comprehensiveness， since I don’t remember all the salient points all the time。 Still， the depth of research lends authority that may help the more skeptical to understand its points。 The focus on millennials to make its points feels weird at times， since this Gen-Xer feels very much the same， and suspects that people have *always* wanted meaningful work in an inclusive， welcoming， and supportive environment。 It’s just that the past top-down approach to management with its focus on “human capital resources” rather than “people” may take some time and doing to knock down， and young folks are most likely to speak loudly to it。 。。。more
Terry
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Great research and insights。
Melody Henderson
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Gallup/Clifton's take on the often over-looked margin of leadership positions that exist between Front Line Leaders and Executive Teams is insightful and enlightening。 Their revelations regarding other leaders though is a bit redundant to many other resources on the matter。 I first learned about this book when an article in the Wall Street Journal mentioned it in Spring 2019。 I ordered a copy fairly quickly and gobbled most of it up， but there are large sections that feel basically irrelevant to Gallup/Clifton's take on the often over-looked margin of leadership positions that exist between Front Line Leaders and Executive Teams is insightful and enlightening。 Their revelations regarding other leaders though is a bit redundant to many other resources on the matter。 I first learned about this book when an article in the Wall Street Journal mentioned it in Spring 2019。 I ordered a copy fairly quickly and gobbled most of it up， but there are large sections that feel basically irrelevant to the topic， and doesn't give much useful information in the way of directions and solutions。 。。。more
Victor Acevedo
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Good， very very good
Kevin Francis
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Great read for all leadersVery insightful for any leader in an organization who wants to be more effective with leading their team/ organization to drive and optimize employee productivity。
Theresa Jehlik
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This is less a "how to be a manager" and more a "summary of Gallup research" book on the manager's role in an organization。 More than half the book is devoted to appendixes which include the 34 Clifton StrengthsFinder categories， research outcomes with methodology， and references。 Each of the 52 short chapters highlights a research finding plus some applications in a business environment。 This is a book best digested in small bites。 This is less a "how to be a manager" and more a "summary of Gallup research" book on the manager's role in an organization。 More than half the book is devoted to appendixes which include the 34 Clifton StrengthsFinder categories， research outcomes with methodology， and references。 Each of the 52 short chapters highlights a research finding plus some applications in a business environment。 This is a book best digested in small bites。 。。。more
Sarah
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It’s not rocket science， and I’ll admit I’m predisposed to agreeing with a lot of the content because of my love of the Strengths tool with groups and teams （and personally）。 Nevertheless， while the super short chapters really annoyed me personally， I did find a lot of valuable nuggets laid out in easy to grasp concepts that I feel like I can readily apply to continue to grow and improve as a manager and leader。
Phil
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If you're already sold on the Gallup Q12 as a management/engagement tool （I am）， this reinforces based on the most recent data the was released in December 2018。 Otherwise， It's The Manager doesn't add a lot。 A good 100 pages is dedicated to a "A Guide to the 34 CliftonStrengths Themes"。 Having gotten this from my local library the 'free Assessment' （1x coded access to the instrument） had already been taken from the back。 It is apparently a $50 purchase online。 That's what I get for not buying t If you're already sold on the Gallup Q12 as a management/engagement tool （I am）， this reinforces based on the most recent data the was released in December 2018。 Otherwise， It's The Manager doesn't add a lot。 A good 100 pages is dedicated to a "A Guide to the 34 CliftonStrengths Themes"。 Having gotten this from my local library the 'free Assessment' （1x coded access to the instrument） had already been taken from the back。 It is apparently a $50 purchase online。 That's what I get for not buying the book。 And honestly， after reading between the lines on the 34 Strengths， I'm not inclined to。 。。。more
Robert
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This is not *really* a book - but that doesn't make it bad。 Just know what it is。 It is a publication of Gallup research in a very concise format。 "Chapters" are 2-3 pages at most。 It covers the "what" and "why" but not so much on the "how。"A third of the book is the documentation of the studies， that while very thorough， I doubt anyone will read unless research papers and academic journals are your thing。 The last third of the book is dedicated to Clifton Strengths。 Again not a bad thing just n This is not *really* a book - but that doesn't make it bad。 Just know what it is。 It is a publication of Gallup research in a very concise format。 "Chapters" are 2-3 pages at most。 It covers the "what" and "why" but not so much on the "how。"A third of the book is the documentation of the studies， that while very thorough， I doubt anyone will read unless research papers and academic journals are your thing。 The last third of the book is dedicated to Clifton Strengths。 Again not a bad thing just not really a book。Also， not being able to get an e-book in the format of my choice is a downside。 The only e-book format is for Kindle and it costs （currently） almost twice as much as the physical copy。 。。。more
Michael Levitt
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Spot on when it comes to what's plaguing organizations across the globe today。 Spot on when it comes to what's plaguing organizations across the globe today。 。。。more
Sandy Irwin
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Very insightful。 I always find the management books from Gallup to be top notch。
Ken Lenoir
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Almost 3 stars because it was hard to read。 The info was good。 I'll report back when I've implemented what I can from it。 Almost 3 stars because it was hard to read。 The info was good。 I'll report back when I've implemented what I can from it。 。。。more
Lori Sullivan
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Overall good book on the importance of managers in an organization。 The manager is the one most influential in employee engagement， yet often are not trained on what to do。 The book is full of stats and areas of focus。 Grouped into very short chapters that aren't meant to be read in order or all at one time。 Overall good book on the importance of managers in an organization。 The manager is the one most influential in employee engagement， yet often are not trained on what to do。 The book is full of stats and areas of focus。 Grouped into very short chapters that aren't meant to be read in order or all at one time。 。。。more
Fabrizio Trotti
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Loads of interesting and insightful findings for managers and leaders who want to be modern。 The book is NOT designed to be read from start to finish， it is well organized to select a topic you are interested in right now and get practical advises on it。 Strongly recommend， for example， the Boss to Coach section。 A bit disappointing that in some passages the promotion for Gallup's tools and consulting is so blatant。 All in all， a solid leadership book that is based on an insane amount of data。 Loads of interesting and insightful findings for managers and leaders who want to be modern。 The book is NOT designed to be read from start to finish， it is well organized to select a topic you are interested in right now and get practical advises on it。 Strongly recommend， for example， the Boss to Coach section。 A bit disappointing that in some passages the promotion for Gallup's tools and consulting is so blatant。 All in all， a solid leadership book that is based on an insane amount of data。 。。。more
Andrew
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I， and my colleagues， are truly passionate about the data-driven information and results Gallup produces; this book is no different。 Our team works with organizations to implement Strengths-Based cultures， and it is a favorite of ours to see an organization’s eyes open。 I loved the book， the facts， the data， and the solutions！
James
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Basically， a very long commercial for using Clifton Strengths， but in book format。That said， it isn't a bad system， and the data in the book is interesting and engaging。 For people who enjoy stats and charts， gold。 The parts about coaching are good as well， but not substantial enough to be fully actionable。Doesn't live up to the title or expectations， and yet， I can't say that I failed to get anything out of it。 Very small word of warning - the chapters on diversity and inclusion and even on gen Basically， a very long commercial for using Clifton Strengths， but in book format。That said， it isn't a bad system， and the data in the book is interesting and engaging。 For people who enjoy stats and charts， gold。 The parts about coaching are good as well， but not substantial enough to be fully actionable。Doesn't live up to the title or expectations， and yet， I can't say that I failed to get anything out of it。 Very small word of warning - the chapters on diversity and inclusion and even on gender in the workplace fail to deal with gender identity/expression。 It's like the 21st century never happened （yet） for them。Overall， it's probably worth taking the Clifton Strengths Finder， but it may not necessarily be worth reading this book。 Nothing is wrong with its perspective; it just doesn't seem like an essential read。 。。。more
Brad Boyson
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