By Tim S. Grover

FOR greater than 20 years, mythical coach TIM GROVER HAS TAKEN THE GREATS—MICHAEL JORDAN, KOBE BRYANT, DWYANE WADE, AND DOZENS MORE—AND MADE THEM better. NOW, FOR the 1st TIME EVER, HE REVEALSWHAT IT TAKES TO GET these RESULTS,SHOWING you the way TO BE RELENTLESS ANDACHIEVE no matter what YOU DESIRE.

DIRECT, BLUNT, AND BRUTALLY sincere, Grover breaks down what it takes to be unstoppable: you retain going while every body else is giving up, you thrive stressed, you by no means permit your feelings make you vulnerable. In “The Relentless 13,” he info the basic characteristics shared via the main extreme rivals and achievers in activities, enterprise, and all walks of lifestyles.

Relentless shows you ways to belief your instincts and get within the area; tips to keep an eye on and adapt to any state of affairs; how to define your opponent’s weak point and assault. Grover supplies a similar recommendation he offers his world-class clients—“don’t think”—and exhibits you that something is feasible. jam-packed with formerly untold tales and extraordinary perception into the psyches of the main profitable and comprehensive athletes of our time, Relentless shows you ways even the easiest recuperate . . . and the way you can also.

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Extra info for Relentless: From Good to Great to Unstoppable

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The challenge to today’s organizations is to determine what is the best approach to encouraging actions that will lead to success. A Model for Understanding the Factors That Influence Human Behavior We can conclude that consequences have a significant influence on the actions of people. We also can conclude that consequences influence the ways in which people approach their work, their responsibilities, and the cultures of their organizations. However, if we focus only on managing the consequences, we limit our ability to strategically and effectively influence behaviors.

One of the framers of management as a discipline was Frederick W. Taylor, an engineer who invented carbon-steel machine tools. 1 Taylor asserted that there was a best method for organizing work. Organizations that adopted his principles did, in fact, prosper. His principles included the following: 37 Copyright 2003 by Thomas B. Wilson. Click Here for Terms of Use. 38 THE FUNDAMENTALS OF EFFECTIVE REWARD SYSTEMS 1. Simplify work by specialization. By identifying the basic tasks involved in work, reducing any unnecessary movements, and structuring them into related tasks, organizations could achieve incredible efficiencies.

Verbal/social. These are the things that are said, expressed, displayed, or communicated about the actions or results. These are the most common and immediate forms of consequences because they are delivered at the time the behavior or result occurs. These include direct comments by one’s manager or a person of importance, letters or other expressions of appreciation, or special events or activities that are based on the achievement. They produce the highest returns on investment. What does it cost for a senior executive to provide an individual or team with a clear, meaningful statement of appreciation?

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