tag:blogger.com,1999:blog-4836626523730428629.post2142672324467868134..comments2007-11-11T18:39:52.616ZPeter Birleyhttp://www.blogger.com/profile/12151038202878630485noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-4836626523730428629.post-25987876040774583942007-11-11T18:39:00.000Z2007-11-11T18:39:00.000Z2007-11-11T18:39:00.000ZTruly refreshing blog been looking for material on how to run a large IT department effectively for quite sometime now. Tis definitely does help.I will have to remain glued to the blog now...Olusegun Martinshttp://www.blogger.com/profile/13332982937054858027noreply@blogger.comtag:blogger.com,1999:blog-4836626523730428629.post-9221444410643926042007-10-17T22:05:00.000Z2007-10-17T22:05:00.000Z2007-10-17T22:05:00.000ZGreat list. It's refreshing when top management sees and promotes this type of individual concern.<BR/><BR/>First Break All the Rules points to the relationship between a worker and his boss as the #1 reason for a worker to stay or leave their job. <BR/><BR/>Personally, I think all managers should go through Gallup / Buckingham's Strengths material to open the eyes of both sides to what the strengths of the worker are. My teams have appreciated it, and it has changed the way I relate to them, task them and work together on roles, opportunities and career growth.<BR/><BR/><A HREF="http://scottdunn.blogspot.com" REL="nofollow">More on strengths here</A>Scott Dunnhttp://www.blogger.com/profile/17707982002773095701noreply@blogger.com