Topgrading (Revised PHP Edition): How Leading Companies Win by Hiring, Coaching and Keeping the Best People

Topgrading (Revised PHP Edition): How Leading Companies Win by Hiring, Coaching and Keeping the Best People

3.8 7
by Bradford D. Smart
     
 

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Great companies don’t just depend on strategies—they depend on people. The more great people on your team, the more successful your organization will be. But that’s easier said than done. Statistically, half of all employment decisions result in a mishire: The wrong person winds up in the wrong job. But companies that have followed Bradford

Overview

Great companies don’t just depend on strategies—they depend on people. The more great people on your team, the more successful your organization will be. But that’s easier said than done. Statistically, half of all employment decisions result in a mishire: The wrong person winds up in the wrong job. But companies that have followed Bradford Smart’s advice in Topgrading have boosted their successful hiring rate to 90 percent or better, giving them an unbeatable competitive advantage.

Now Smart has fully revised his 1999 management classic to reintroduce the topgrading concept, which works for companies large and small in any industry. The author spells out his practical approach to finding and managing A-level talent—as well as coaching B players to turn them into A players. He provides intriguing case studies drawn from more than four thousand in-depth interviews.

As Smart writes in his introduction, “All organizations, all businesses live or die mostly on their talent, and any manager who fails to topgrade is nuts, or a C player. . . . Those who, way deep down, would sooner see an organization die than nudge an incompetent person out of a job should not read this book... Topgrading is for A players and all those aspiring to be A players.”

On the web: http://www.topgrading.com/

Editorial Reviews

Soundview Executive Book Summaries
"Topgrading" is defined as achieving teams of almost all A players: those in the top 10 percent of talent available for the pay. In 1999, Brad Smart published the first edition of Topgrading to offer organizations the best techniques for hiring 90 percent A players, promoting 90 percent A players and having 90 percent A players in management. Now, Smart has updated his original book to include more success stories of companies that have been able to produce talented teams using his topgrading techniques. In this new edition of Topgrading, Smart explains how every organization can benefit. Copyright © 2005 Soundview Executive Book Summaries

Product Details

ISBN-13:
9781591840817
Publisher:
Penguin Publishing Group
Publication date:
04/07/2005
Edition description:
REV
Pages:
592
Sales rank:
1,192,497
Product dimensions:
6.38(w) x 9.31(h) x 1.82(d)
Age Range:
18 Years

Meet the Author

Bradford D. Smart, Ph.D., is the president of Smart & Associates, Inc., based in the Chicago area. A well-known industrial psychologist and consultant with nearly thirty-five years in practice, he has worked with dozens of major companies, including General Electric, Bank of America, and John Deere.

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Topgrading (Revised PHP Edition): How Leading Companies Win by Hiring, Coaching and Keeping the Best People 3.9 out of 5 based on 0 ratings. 7 reviews.
Anonymous More than 1 year ago
I was tempted to give this book three stars but opted for four because there is worthwhile content amongst the 592 pages. The reality is that if the author had not been so redundantly reduntant this book could easily have shed 100 to 200 pages without losing any of its substance. I love examples but the overkill of them in this book only points to an author with an overkill of ego. Dr. Smart, with such a last name please be so with any future revisions of your book and eliminate the waste. Your readers will love you for time and trees saved. we could have saved a bunch of trees,
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Guest More than 1 year ago
This is a very good book from the technical aspects of hiring A players and getting rid of non performers in the work place (B & C players). However there is an assumption that once a team is in place with all A players everything is wonderful forever. I observe A players moving from position to position more than others as part of the A player mentality. This is great for the A player, however puts constant pressure on a firm to scope out new A players on a continual basis. How to maintain the A player as a happy employee would be helpful information. The focus is on how the individual can become an A player which is great. However an A player has needs the corporate structure must cater or the A player moves on....