Game Changer

Now I finally understand "what's wrong" with me :))))) Actually this is the book I do recommend reading for those who set strong goals and never give up on the way to get them. I always get feedback that I set my goals way to high and things need to be taken easy. If so, where is the fun in life? Become your version of 10x! Loved also the idea of 10x company. 10x entrepreneurs build similar to their character 10x companies.

Truly a "game-changer" in the world of management literature, have to admit. I have been looking for a very long time a book, which though feels like text-book, is bringing much more pragmatic solutions to the table versus cliche management books which almost in all cases take one side of the table when it comes to serving personal productivity to larger ( team or company productivity).
Being very well acquainted with the subject, this was a one-sitting reading for me, however, I can see using chapter summaries for academic purposes in my work.
The language was very light and easy-going, unfortunately, a bit too friendly for my personal preference, but it seems like the authors talk directly to managers or employees. The same topic and paradigm are presented simultaneously for employers and employees, which I really appreciate.
A couple of spoiling ideas I absolutely loved and will be using on and on again are:
1- when we speak about 10xing, we are talking both on personal productivity and company outcome.
2-both employees and management have an equal say in both personal and team productivity and we need to always remember that it is never a work of one side that produces outcomes.
3-company needs to create an environment, where an employee feels productive, known personal and company goals, which are attainable, management is to CREATE an environment, customized attitudes, and inclusivity feelings.
4-a 10x employee is the one who is learning, accountable, responsible, focused, understands his or her mistakes, and knows that work done is both for personal and company growth.
I appreciate the ideas of management's "managing measures" and the idea that expensive may be cheaper.

There is only one critique: "360-degree management" can be easily confused to "360-degree feedback performance measure tool " which in essence has nothing to do with whatever the authors were trying to say, I'd wish another formal term would be used, but this is my personal opinion.
Overall thanks for the material, I am sure many companies can use this especially ones that are not in the outspoken IT industry and have relatively young managerial elite.