High Output Management

I'm an avid reader, but this is the first book that has moved me to write a review. In summary it's brilliant and absolutely still 100% relevant. After finishing reading through the book, I immediately started re-reading it. In the forward by Ben Horowitz, he writes "First, in as little as one sentence, it lucidly explains concepts that require entire books from lesser writers. Second, it consistently uncovers brand-new management ideas or finds new insights into old standards. Finally, while most management books attempt to teach basic competency, High Output Management, teaches the reader how to be great." I think that's a really good summary. The first sentence is worth highlighting though. This book contains a ton of wisdom in 230 pages. If there's a flaw with the book, it's that it's too dense with wisdom. It's like an amazing teacher has condensed a full two-year Stanford MBA program into one small book. It is NOT a page turner (though he's a fine writer). There is so much in each page that you need to take breaks to think over what you just read before moving on. Regarding the forward, you can skip it the first time through. I think it's more useful as a summary review after reading through the book once.

High Output Management provides a comprehensive overview of a managers role and purpose. The book focuses around a central thesis that a manager's objective is to increase the output of the work of those below and around him. A manager should therefore choose high-leverage activities that have a multiplicative impact on the overall output of his subordinates and peers. For example, providing clear direction to a team may only require a small amount of the manager's time, but yields tremendous value in terms of the output of the team. This book is great for both new and experienced managers since it provides valuable frameworks and strategies for all kinds of common managerial tasks. Below are the core topics covered in this book: * Delegation - In order to maximize leverage, a manager needs an optimal number of subordinates to whom he can delegate to. Successful delegation provides lots of leverage, whereas poor delegation ends up netting no leverage since it turns into errors and micro-management. * Meetings - Meetings are extraordinarily expensive to a company. There are three types of recurring meetings: one-on-one's, staff meetings, and operational reviews. Each of these meetings should have a clear framework for maximizing value and minimizing time-waste. There are also one-off meetings centered around making a particular decision - such meetings should be especially carefully planned and executed since they are often scheduled ad-hoc without a clear purpose and with too many participants. * Making decisions - When making decisions, there's a fragile power dynamic that needs to be carefully handled. Managers should facilitate free and open discussion amongst all parties until a consensus emerges. In cases where a consensus does not emerge naturally, the manager should push for a decision. * Dual reporting - Dual reporting is inevitable in most large organizations. Consider advertising: should each division of a company decide and pursue its own advertising campaign, or should all of it be handled through a single corporate entity? The optimum solution calls for the use of dual reporting where each division controls most of their own advertising messages but a coordinating body of peers consisting of the various divisional marketing managers chooses the advertising agency and creative direction. * Motivating employees - Our society respects someone's throwing himself into sports, but anybody who works very long hours is regarded as sick or a workaholic. Imagine how productive our country would become if managers could endow all work with the characteristics of competitive sports? Eliciting peak performance means going up against something or somebody, and turning the workplace into a playing field where subordinates become athletes dedicated to performing at the limit of their capabilities. * Performance reviews - Performance reviews are easily mistaken as simply a way to assess performance and evaluate compensation. The fundamental goal of a performance review is to improve the subordinates performance. A review will influence a subordinate's performance for a long time, which makes the activity one of the manager's highest-leverage activities. Thus great care needs to be taken in the preparation and delivery of a performance review.

Every manager should have read this book. Written in 1983 it is still very relevant. Back in a day this book been written the concepts described in it should have appeared as novel and modern. In 201x it should be regarded as common knowledge. Yet judging by personal experience, it is not. Too many fundamental mistakes been allowed in a modern business by newly promoted but also experienced managers. While they could have just read this book. Andrew Grove, the long-serving CEO of Intel, shares practically applicable strategies for middle and high-level managers. He also takes an effort to describe how modern hybrid enterprises work. The book provides necessary theory and completes it with real-world examples from one of the biggest and immersively successful company. I'd recommend this book to both managers and individual contributors as it may increase the effectiveness and work satisfaction for both parties.

My career coach recommended this, and I’m glad I picked it up. While it’s an older title, the core concepts and frameworks are still incredibly relevant. Grove’s approach to management is practical, clear, and surprisingly applicable to modern teams. A worthwhile read for anyone in leadership or aiming to grow into it.

"High Output Management" masterfully explains the mechanisms behind productivity, leverage, and output. It distills concepts from some of the best books on the subject, notably resembling the clarity of "The Effective Executive" by Peter Drucker. The book provides a straightforward and comprehensive guide on how to approach and enhance performance, making complex ideas easily accessible.

It is hard for me to understand how anyone could give this book less than 5 stars but I respect the opinions of others. Of all the business books and management books I have read, this is an essential read if you are trying to grow to a medium or large organization with a desire to manage it well. In fact, great books such as The Hard Thing About Hard Things and The Road Less Stupid both reference Andy Grove and this book specifically because it was so influential in shaping the successful CEOs that wrote those books. If you are running a small business with 1 or 2 employees, you don't need to read this. This book deals with complicated matters pertaining to organizations at scale, however; the content is concise and very practical, even after all of these years. Problems I have contemplated seem easy to tackle after reading this book.

One of the best business books I've read in a long time. Short book, common sense and to the point. Written by Andrew Grove former CEO of Intel. I would challenge anyone to review their own workplace, their own work practices using some of Grove's ideas. Liked the simple idea on the manager's preparation for decision making: What decision needs to be made? English: Portrait of Andrew Grove. (Photo credit: Wikipedia) When does it have to be made? Who will decide? Who will need to be consulted prior to making the decision? Who will ratify or veto the dcision Who will need to be informed of the decision? Pity it does not happen more often. On meetings I think he is right: two types. Are we talking of a process oriented meeting (one-on-one, staff meetings, operations reviews) or a mission-oriented meeting? The discussion of hybrid organisations and dual reporting is straightforward and recognises the reality of how many businesses need to be structured. Liked the honesty of his section on performance appraisal. And his clarity on the importance of this process, the need for preparation and the rationale for the process in the first instance. Not sure I fully agreed with him on his views on trying to retain people who say they are going to leave. Finally - he is very clear on the manager's role and responsibility for training - including preparation and delivery of training. I would see this as a major failing with many managers in industry. And a major missed opportunity.

One of the best books I’ve read on Management. It was tipped to me by a great entrepreneur and leader. A must read for everyone who is trying to get more understanding and thus more knowledge to put in practice. I loved the checklist in the back of the book. I’ve read the Kindle edition!

I came at this book from a different book and should have read this book first. The way Andy explains business is based in common sense and as a result it is so easy to understand. I can certainly recommend this book and once you have read this book try “Measure what matters” by John Doerr because it follows on from this book to explain about OKR’s, a tool that Andy Grove gave birth to!

A must read for anyone remotely interested in being a Leader. Despite Andy Grove's background in tech, this book is applicable in all areas of Management. If you are a leader in the tech industry you may be very familiar with OKR - the foundation of high performance culture at Google. Andy Grove is the father of OKR. Along with the many useful insights and examples, Andy introduces the reader to the MBO system - Management by Objectives. Understanding MBO will help you understand OKR. Rather than go on and on about all the valuable content jammed pack into this small book, I'm just going to tell you to pick it up and read it. It is worth every minute of your life!

Yes as most would mention the ideas come from a system based machine metaphor kind of thinking. Its how an Engineer and scientist works. However all the ideas are thought provoking and fully applicable in the current environment. I have used most of the ideas in the book and can vouch they work in my case. It is a constant process of doing, testing and improving. Hope you will find it practical and useful as well