Remember the revolutionary insight, common to great managers: People don’t change that much. Don’t waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough. If you apply their insight to the core activities of the catalyst role, this is what you see: When selecting someone, they select for talent . . . not simply experience, intelligence, or determination. When setting expectations, they define the right outcomes . . . not the right steps. When motivating someone, they focus on strengths . . . not on his weaknesses When developing someone, they help him find the right fit . . . not simply the next rung on the ladder.
The Four Keys to Great Management – First, Break All The Rules