To: Professor McManus
From: Carolina Summers
Subject: Book Presentation Assignment

I have created a presentation on the book, “Manager 3.0, A Millennial’s Guide to Rewriting the Rules of Management” by Brad Karsh and Courtney Templin. This assignment will consist of the points I found to be most relevant in the second half of the book and why. After explaining the main points, I will discuss my personal refection of the book and whether or not I am fond of it.

The Last Seven Chapters
In my portion of the book, Brad Karsh and Courtney Templin went into an in-depth explanation of six of the ten Rewritten Rules of Management. They incorporate many examples from their own personal work experiences as well as of employees all over the globe to emphasize their ideas. These are the six main points discussed in my section: * Ownership * Navigation * Negotiation * Engagement * Collaboration * Teaching

“Own It: Taking – And Giving- Responsibility”
As a manager, ownership can be defined as taking responsibility for your actions along with the actions of the members of your team. We, as humans, typically seek external forces to blame the results of a bad situation instead of looking internally by holding ourselves personally accountable. Think about a time when you were playing a game and blamed the referee when, in all actuality you would have won this game if you had made those important plays. The idea of ownership is brought to our attention through the use of a story about Captain Mike Abrashoff. The captain transforms an irrelevant Navy ship into a combat readiness trophy winner. He places a slogan on the ship that reads, “It’s your ship” (Karsh & Templin). The point of the slogan is to encourage the sailor to take ownership of the ship as well as impart ownership upon his crew.

“Navigate: Managing Through the Unknown”
Managers are responsible for making sure their team members are staying on track along with completing their own job duties. It is important to map out time for team meetings to make sure everyone is on the same page. Some companies find it useful to have a scheduled team meeting once a day. When things go wrong, employees generally look to their leader to see how they react to the situation. They mention the example of when a baby falls down. The first person that they look to is their parent to see how to respond. The child will either immediately burst out into tears or start giggling depending on the look on the parent’s face. Similarly, a manager can either take a positive or a negative stance, which sets the tone for the rest of the employees.

“Negotiate: Working Through Different Perspectives”
Most people cringe just hearing the word negotiation because it implies that you will have to work closely with someone who has a completely different outlook. Growing up, parents want the best for their children, so they try to do what they think is helpful. Although, having our parents fight our battles does not benefit us in the long run. We, as the millennial generation, are used to having our parents do things for us, which is why we do not get excited about negotiation. What we do not realize is how many times a day we actually negotiate with others without even noticing that we are doing it. Think about if you go eat pizza with one of your friends for dinner. You must negotiate which type of topping you will order on your pizza because you like different things.

Engage: Connecting to the Big Picture
Workers who are engaged in their workplace are recognized as typically happier, more reliable employees. The company does not have to worry about losing an employee if they truly enjoy the atmosphere of the workplace. One of the easiest ways to engage employees is by getting to know them. By simply asking the question: “How was your weekend?” lets the person know you care about them. There are several games that managers incorporate into meetings, such as Would You Rather. An example: Would you rather write a speech or present a speech? This technique is a very quick, yet fun way to get to know the members of your team without any type of pressure. There are five drivers of engagement: * Recognition * Career Development * Manager Strategy * Mission * Job Content

Collaborate: Making it Happen
No matter what type of team it is the members must work together in order to be successful. Each individual must encourage as well as challenge the other to get better since there is always room for improvement. It is very helpful to emphasize our strengths rather than dwelling on our weaknesses. JB Training Solutions collaborates with the Chicago Scholars to help underprivileged teens reach their goals of receiving a good education and earing a job. JB workers volunteer with the Chicago Scholars because their mission is to formulate career success, which goes hand in hand with this cause.

Teach: Being a Mentor-and Student
One of the most important things to remember is that there is always room to learn no matter whom it may be from. Think of yourself as a sponge trying to absorb as much information as you possibly can. Storytelling is a key way to learn from the mistakes of others. I can remember stories that my grandparents have told me that I will remember for the rest of my life. As a manager, it is great to encourage your workers by telling them all of the things they excelled in while gently encouraging improvements in certain areas.

Personal Refection and Application
This book made me realize just how much work goes into being a successful manager. There are so many aspects that you must keep in mind when making decisions that will affect more than just yourself. I think I would constantly stay stressed having my own workload in addition to overseeing the workload of my team, not to mention how it all reflects back on you. After reading this book, I recognized just how much all of these rules coincide with the information I am currently learning in my management 371 class. This shows how valid this book truly is.

I enjoyed reading this book. However, I wish that it would have been a little more entertaining. The section on engagement provided me with more knowledge for our group presentation on employee engagement and motivation. I would recommend this book to anyone who wants to master the art of being a top-notch manager.