FaithRalston.com

SECTION I: LEARN THE NEW GAME

Chapter 01: Lead the ‘wild card' - manage knowledge workers
Customers want more
The new game of business
Knowledge workers fuel economic growth
Focusing on strengths yields benefits
Chapter 02: Are you ‘in or out' of the game?
The good old days
It's now a take-charge world
The 7 deadly sins of leadership
What knowledge workers really want
Chapter 03: Learn the rules
Rule 1: Leverage individual and collective talents
Rule 2: Manage personal attributes
Rule 3: Build trust with others
Rule 4: Seek feedback from the customer
Key points `
Chapter 04: How to play
Focus on talents brings success
5 Play to Your Strengths principles
We strive to maximize strengths and minimize weaknesses
We seek feedback to leverage strengths

SECTION II: MAXIMIZE EMPLOYEE TALENTS

Chapter 05: Discover the four talent types
Maximize the Diamond Talent
Leverage the Club Talent
Energize the Spade Talent
Empower the Heart Talent
Chapter 06: Deal with talent differences
Strive for the right mix of talents
Eliminate ‘It's not my job' mindset
Value the kaleidoscope of talents on your team
Help employees to sell their value
Chapter 07: Leverage personal attributes
Attributes can be an asset or a liability
Attributes create your personal brand
Learn how others perceive you
Communicate your contribution
Chapter 08: Recognize your success pattern
Lay out your success pattern
Success patterns operate behind the scenes.
Recognize your failure pattern
Allow for differences in approach

SECTION III: PLAY TO WIN

Chapter 09: Create a winning team
Find a shared purpose
Identify key initiatives
Leverage team member talents
Help each other succeed
Chapter 10: Develop employees - the right way
Ensure viability in the marketplace
Come to me with ideas!
Help employees take charge
Don't allow laggards to linger
Chapter 11: Address performance issues
Stop blaming the system
Tackle the tough stuff
5 strategies to manage a weakness
Succeed with core competencies
Chapter 12: Build trust to succeed
Trust is good business
Don't assume trust is present
The five trust factors
Talent types perceive trust differently
Chapter 13 Conflict: Call it off
It's the little stuff that bugs us
Talent differences cause tension
How and when to get involved
Action steps for conflict resolution
Chapter 14: Know the score!
Feedback is a powerful tool
Why nobody wants feedback
Create a feedback-rich culture
Useful feedback methods

SECTION IV: TAKE THE LEAD

Chapter 15: Play your trump wisely
Become a strength coach
Recognize your coaching strengths
Ask great coaching questions
Guidelines for coaching
Chapter 16: Coach employees to win
Bring out the best in your players
Four step coaching process
Align talents with business needs
Keep your eye on success
Chapter 17: Up the ante!
Lead a strength-focused culture
Define your expectations
Track progress and results
Get ready to play

APPENDIX A: LEADERSHIP TOOL KIT

Eight Tools for Success:
TOOL 1: Discover your talents
TOOL 2: Create your contribution statement
TOOL 3: Identify your success pattern
TOOL 4: Recognize what makes you unique
TOOL 5: Leverage your talent type
TOOL 6: Manage your weakness
TOOL 7: Give strength feedback
TOOL 8: Assess trust factors

APPENDIX B: RESOURCES

Great resources
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