The book is extremely formulaic in its writing and layout, which on one hand made it quite easy to follow and pick out the useful bits of information, but on the other made it a grind to get through at times.

To embed a cultural focus on design thinking and experimentation at Intuit, Brad Smith said he began to talk about mistakes he’d made very publicly. The books featured on this site are aimed primarily at readers aged 13 or above and therefore you must be 13 years or over to sign up to our newsletter.If we came across one that, no matter how remote it was, we couldn’t survive if it showed up, we made another decision. The approach might sound appealing but the development of the subjects are fuzzy and full of case studies that -in the end- cannot help you to get a conclusion. They actively try and shape their organization's future by applying boldness to their vision, strategy, and resource allocation. They share their personal insights and the authors synthesize their findings into six dimensions/mindsets that distinguish the best.

For Gail Kelly at Westpac it was ‘enthusiasm, smarts, flexibility, and results orientation, coupled with clear alignment with the company values’.For a CEO, there’s no better way to understand what it means to be a board member than to become a director at another company. Masahiko Uotani of Shiseido changed ‘Create a Japanese beauty products icon’ to ‘Create iconic global beauty brands with Japanese heritage. Taking part in the Global CEO Excellence Awards 2023 is an opportunity for CEOs to gain recognition on a global platform and to share their success stories with other business leaders around the world. While most of the information isn’t applicable to anyone besides CEOs, the book is worth reading for the tidbits of leadership lessons that can be extrapolated to much wider array of roles and responsibilities. Microsoft’s Satya Nadella decided to adopt a ‘growth mindset’ as the company mantra after broad input from his team.

It’s the formal mechanisms that govern how work gets done (structure, processes, systems, incentives). So many great leadership ideas fit into this book that lays out six things that distinguish the best CEOs from others. The main ethos of our awards system is that your ability to succeed is not linked to the number of votes received, with the most pertinent belief behind this being that all awards will be received purely on merit.Despite dripping with overconfidence that I imagine only executive consultants could impart to a book, there was quite a bit of interesting and useful information here. All top CEOs approached the topic of talent with a notably high level of rigor and discipline that enabled them to focus their personal time and energy on the highest impact areas of talent management. Rather it’s a ‘split hard line’ where an employee reports to two different leaders for two different purposes.