Game Changer: How to Be 10x in the Talent Economy

by Michael Solomon, Rishon Blumberg (Contributor)(Narrator), Daniel Weizmann

Whether you're an employer, an employee, a freelancer, or part of a management team, it's important to understand how - now, more than ever - highly skilled 10X talent who can deliver exponential value is radically shifting the dynamics of corporations large and small.

Use this groundbreaking book to learn how to identify, vet, employ, manage, and retain - or become - the game-changing talent that will make a difference in the work world of tomorrow.

Individuals, companies and governments around the globe need to understand what tactics are required to survive and thrive in an increasingly global, automated, and post pandemic, distributed economy. The lessons presented in 'GAME CHANGER' reveal those tactics for any industry.

Learn proven strategies on how companies can create the right environment for top talent by evolving traditional business structures and adopting a more agile approach. For listeners who are confident in their abilities and want to make an impact where they work, 'GAME CHANGER' shows them how to enjoy the varied rewards that this brings.

In this audiobook, you will:

✧
See how highly skilled talent is transforming companies of all sizes and industries through real world stories and first-hand testimonies form top execs, entrepreneurs, and players.

✧
Get an inside glimpse into the unconventional methods that smart companies use to attract, retain, and manage top talent.

✧
Recognize the roadblocks that are inherent in the traditional employer-employee model and learn how they can be overcome for unlimited success.

✧
Learn how to see yourself as both talent and management to achieve the rewards and satisfaction that come with being a game changer.




©2020 Michael Solomon, Rishon Blumberg, Daniel Weizmann (P)2020 HarperCollins Leadership

Genres: Business, Self Help, Nonfiction

Audible Audio

First published September 22, 2020

About the author

Librarian Note: There is more than one author by this name in the goodreads data base.

Reviews

[Arevik Heboyan · Rating 5 out of 5]

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.

[Daniel · Rating 5 out of 5]

Game changers are ‘10x’ers who are so great at their work, they can crush teams who are merely good. One NGO fired the whole IT team after it engaged a 10xer and the result was better.

The authors run the talent agency 10x Management for super star programmers. They used to represent super star musicians.

This book is about how to manage 10xers. One needs to build trust and coach/guide them. It helps to have an advocate when negotiating with employers. Talk to talents to find out what is really important: pay, bonus, equity, work from home, paid leave and education allowances. Then counter-offer. Play potential employers against each other for the bear deal. Maintain open communication with 360 degree feedback. Teach talents to become managers themselves so they can manage 10x teams for even better results. The most important thing for 10xers is a growth mindset, humility to accept feedback, ability to work in a team as either leader or worker, and trust in their agent.

The authors themselves engage consultants to help them improve.

An eye opening book about the superstar spectrum of the gig economy!

[Chintushig Tumenbayar · Rating 5 out of 5]

Интернэт цахим ертөнцөд ажлах орчин хүртэл өөрчлөгдөж энэ нь ажилтанд давуу болон сул талуудыг авчирч байгаа нь үнэн. Гэвч хэрэв бид зөвөөр ашиглаж, тасралтгүй хөгжих дуртай, төрөлхийн сониуч хүмүүс бол та бусдаас 1 дахин бус 10 дахин бүтээжтэй, гүйцэтгэл өндөртэй байх боломж бидэнд байна.

Зохиолч маань ийм хүмүүсийг хэрхэн олж таних вэ? Яаж багаа ийм хүмүүсээр бүрдүүлэх вэ зэрэг сонирхолтой зөвлөгөөнүүдийг оруулсан ч гол юм өөрийгөө танихад тус хүргэлээ.

[Zhivko Kabaivanov · Rating 4 out of 5]

Game Changer (2020) is a guide to attracting the superstar talents that power the modern economy. By explaining how to identify and manage top talent, it will help you understand what strategies are needed for firms and workers to stay on the cutting edge.

[Josh Clausen · Rating 1 out of 5]

I read it. Nothing ever really happened.

[Vanessa Princessa · Rating 2 out of 5]

I read this book thanks to Blinkist.

The book ads almost nothing new to the topic. It’s good if you’re just beginning to learn. Here are some important new insights I learned, for which I give it 2 stars:


Important bit:

To get other people to understand your value when negotiating, have a third party speak for you.

Imagine giving a public presentation arguing why a company should hire your best friend. Even if you’re not a natural public speaker, you could probably come up with a convincing argument pretty quickly. Maybe he’s dedicated, or good with people, or extra creative; whatever the case, you know him well and could convey his strengths without much trouble.

Now imagine standing up in front of a crowd and doing the same to argue why you should be hired. A lot harder, right? You’d probably be worried about coming off as conceited, or that people wouldn’t believe you. It’s a valid fear that demonstrates something important about promoting your talent: it’s always better to have a third party vouching for you.

Here’s the key message: To get other people to understand your value when negotiating, have a third party speak for you.

An endorsement is always stronger coming from a third party. For one thing, she doesn’t have to worry about being personally hurt by criticism or rejection when negotiating. Her praise is more credible and a stronger symbol of your actual talent. And she can ask for the moon without any shame or fear. Put it all together, and a third party can make a far better case for you than you ever could. 

Just ask Solomon and Blumberg: their talent agency found that 10xers were regularly getting paid only one-third of their market value when they negotiated their own contracts – in part because they were uncomfortable advocating for themselves. The moment they found a third party to negotiate on their behalf, they started earning what they were really worth.

That being said, you don’t want just any third party. Asking a stranger on the street to negotiate for you won’t help much. The ideal third-party spokesperson is someone who knows you personally and understands the sector you work in. This will help others trust that person, and it means she’ll be able to put your talents and accomplishments into context. 

You also want someone who’s invested in your success, so you’ll trust she wants the best for you. A book agent is a perfect example of this dynamic. Solomon and Blumberg’s agent, Lucinda, is a great third-party advocate because she shares with them a background in the music industry and has a close relationship with the people she represents. When a third party like that speaks, the world will listen.



Another important bit:

In the modern workforce, you need to know how to be both manager and talent.

All this talk of the relationship between talent and management can hide a truth – the divide between the two roles isn’t as big as you think it is. Think of a superstar rock musician. No clearer example of talent in the world, right? But when a rock star goes on tour, he serves as manager to an entourage of musicians, assistants, and crew members. A musician who can’t manage is going to have a harder time than one who knows how to lead – and if the problems are big enough, his entire career can be affected. Talent and management ability go hand in hand, and if you don’t understand both sides, you’ll have a hard time navigating the world.

This is the key message: In the modern workforce, you need to know how to be both manager and talent.

The traditional setup has managers giving orders and talent accepting them – but the relationship between manager and talent is much more nuanced than that. Managers can think of themselves as talent as well: in order to improve, they need support from people around them, as well as specific skills. And talent can be management: they need to know how to set goals and direct others in teams to accomplish tasks. Each side needs to understand the other. Don’t be fooled by thinking that because you’re good at one side, you don’t need to work on the other.

This isn’t just a theoretical definition: in the modern world, being able to wear two hats makes you twice as valuable. As companies shift and evolve and work responsibilities change accordingly, being able to function as both manager and talent gives you an edge over others who are restricted to only one role. Developer Jason Rubenstein says that when he gets hired, he inevitably gets asked to function as both talent and manager. His ability to do so has helped boost his reputation as an invaluable 10xer.

Don’t be afraid to get outside help on this: Solomon and Blumberg give the example of Cathy, a manager at a global marketing agency who reached out to a leadership coach for self-improvement after she’d hit a wall. By getting to understand herself better, she found new ways to move the company forward. Connections between talent and management are like this everywhere, so no matter where you are in the hierarchy, you can benefit by improving your ability to operate in both roles.


The key message in these blinks:

In the modern workforce, 10xers are enormously valuable. Any company hoping to succeed needs to know how to attract and support them, no matter what the industry. Old-school management techniques won’t get it done; you have to be willing to be flexible and form real connections with 10xers in order to help them flourish fully. 


Actionable advice:

Ask about learning experiences to identify the success impulse.

One of the trademark signs of 10x workers is their commitment to constant learning; they’re never content just to sit back and rely on the knowledge they already have. A good way to gauge whether someone has the success impulse needed to be a 10xer is to ask her about her recent learning experiences, whether those emerged from failures or were pursued in her free time. People with a success impulse will demonstrate good communication skills, honest self-reflection, and a passion for growth.


What to read next:
The 10X Rule, by Grant Cardone

Now that you’ve learned what 10xers are, it’s time to take that concept to a more personal realm. The 10X Rule offers structured paths to success by teaching you to redefine what you’re capable of. These blinks will help you find connections between personal and professional goals, and discover the attitudes needed for growth in a fast-paced world.

[Jill · Rating 5 out of 5]

"Game Changer" is just that. A profoundly new way to look at talent in the 21st century. It will change the game for how to recruit and retain amazing professionals. Also referred to as "10X talent." This applies to working with W2 employees or freelancers who are paid by the hour.

This is new leadership content that I haven't read anywhere else. And I've already recommended the book to my clients who are in a specialized niche. I know it will help them up their talent management game.

To help drive their points home, Michael Solomon and Rishon Blumberg share many case studies. Even ones from a variety of industries and sectors (namely tech and music). And these examples apply any industry. They are great storytellers and captured my interest. And I appreciate that they practice what they preach. They use every suggested technique when it comes to managing their business. (Including the Third Party Effect...the chapter I earmarked the most).

In this book, you'll learn how to:
--Understand the nuances of a 10X professional, and how to develop an eagle eye for spotting them
--Be a great boss to 10Xers, and learn why they need different treatment
--Look at situations through a "super visionary" lens (or find mentors to help you do that for you)
--Ensure everyone has "skin in the game" (applies to talent and their managers/recruiters...even the employers)
--Use the "Third Party Effect" to your advantage (let someone brag on your behalf so you don't have to)
--Use a "360-degree Management" approach (different from 360-degree reviews), where flexibility and agility flows in all directions, above, beside and below you)
--Determine what you, the job seeker, values most by using a "Lifestyle Calculator" (the outcome helps you align with your future employer)
--Negotiate using benchmark data to improve your total compensation offer (e.g., salary, benefits, paid time off, equity, etc.)
--Create a L.E.A.P. document as a job seeker to set expectations
--Put on your Double Hat and think of yourself as Talent, instead of as Management

Oh! And I love that the authors summed up every chapter. They include "take action" steps if you want to be a 10Xer (or manage one). So if you have ADHD, just read the bullets and you'll get the Cliff Notes version.

I'm grateful to receive an e-copy from NetGalley and the HarperCollins Leadership. And admit that half way through reading it, I immediately bought a hardcopy. It was THAT GOOD.

[Aaron Schumacher · Rating 3 out of 5]

I picked this up because of the subtitle, "How to be 10x in the talent economy." I'm interested in human differences in productivity. The book had little to say on the technical side, but emphasized balancing "hard" and "soft" skills, with a big focus on continual improvement via feedback and coaching. The book is largely an advertisement for the authors' businesses (10x management / ascend) and I think fairly effective as such.

I've worked in a couple companies with variations on the theme of having a "career manager" and a "project manager," sometimes the same person, which can engender conflicts of interest. Solomon and Blumberg's talent management model essentially outsources your career management to an independent firm, which is interesting. It could be viewed as a kind of matrixing that extends beyond company borders.

Another way of viewing it is as starting your own consultancy but outsourcing lead generation (and some other functions, like contracts) to Solomon and Blumberg. That removes a major difficulty of going it alone, if it works well. There are still trade-offs associated with working 1099 vs. W-2 jobs; better health insurance options etc. would still help more people make the leap toward greater independence from corporations.

[Synthia Salomon · Rating 3 out of 5]

“In the modern workforce, 10xers are enormously valuable. Any company hoping to succeed needs to know how to attract and support them, no matter what the industry. Old-school management techniques won’t get it done; you have to be willing to be flexible and form real connections with 10xers in order to help them flourish fully. 

Actionable advice:

Ask about learning experiences to identify the success impulse.

One of the trademark signs of 10x workers is their commitment to constant learning; they’re never content just to sit back and rely on the knowledge they already have. A good way to gauge whether someone has the success impulse needed to be a 10xer is to ask her about her recent learning experiences, whether those emerged from failures or were pursued in her free time. People with a success impulse will demonstrate good communication skills, honest self-reflection, and a passion for growth.”

[Darya · Rating 4 out of 5]

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.

[Deepak Bassi · Rating 3 out of 5]

I received this book for free from NetGalley for an honest review. I found it very hard to navigate between sections. Not sure if I attribute this to a kindle version. Some examples were good, but the book was poor in flow. I also found many examples in the book that has already been covered in other mainstream books over the years.

[Tomek Sobolewski · Rating 3 out of 5]

Tough read

[Justin Kukla · Rating 4 out of 5]

Decent.

[Erik Zuuring · Rating 5 out of 5]

This is the book you are looking for in our new era of the freelancing economy.

[Coralie · Rating 3 out of 5]

Future Reflection: What it would look like to be a 10X educator? How to encourage and set your staff up for success, leading them in becoming one.