Please make a report by reviewing the book "60 Minute CEO - by D. Cross"* 10-page report.* Review should be reflecting book's content as per an MBA student point of view. Explain how it is relatable t

** Minute CEO - ** * ***** **** ****** ********* ******* ** ********* *** **** Cross ****** new ways for ******* to ******* employees *** **** ** ****************** organization **** * great one In *** ***** four ******** ***** ******** * framework *** *********** **** *********** *** *********** **** of ****** ** *** *** ******** **** **** ******* that **** ********* *** get *** job **** ********** ******** provide ******* ** the ******** and character ********* * CEO ***** ** **** *** passion *** ******* ** ***** ** the ************ *** book ** designed for **** ** other ********** *** **** ** ****** ************* ******* *** ***** ***** companies ** great heightsIntroduction * *** ** the ****** **** ******** ***** ** ** ************ *** **** ***** ** diminished **** *** *** **** *** **** ** ******* the ******** **** *** most ********* when they focus ***** energy ** ******** ***** *** market in *********** terms *** ************* ********* ********* **** ******* ***** who work *** **** ** ********* CEO **** Cross ********* *** ** ********* **** ******** *** character ****** **** ** ************ a *** can ****** his ** her ******** ** *** *** and **** the most *********** contribution ** *** organizationUnmasking *** ******* **** *********** ****** ****** ********* * *********** ******* is *** *** *** *** **** can ******** *** they *** * ******** *** **** it ** an ********* ******* ** ******** specific ****** that ****** **** *** *** ***** **** ** *** ******* *** ************ it is a ********* job **** ***** too **** time ******* ** ****** outside ** ***** ******* *************** ******* ***** companies If **** instead ********** ***** energy ****** this ****** ******* **** ***** **** ** **** more *********** ****** ** ***** organizationsNo **** ******* *** ******* ** *** ******* ***** *** most ****** ********** model ** based on * ************* ******* ********* ** ***** the *** ****** ******** *** ***** ***** The ********* ** ******** to ********** *** *** ***** ** ** organization *** ** * ****** ********** *** whole **** traditional ******** is *** *** ***** *** ********* *** Instead *** role ** * ****** *** ** ** ****** ****** ** **** the right decisions ****** a **** *** top performance *** ******* ******** ****** ************ behaviour *** ****** goalsThe *** **** *** *** **** ******** *** ****** ** equal ******** ******** *** ********* * ******* ******** ****** ******* the ********* of *** ******* *** **** the ********** ** *** company mesh with one another *** how *** ******* ********* ********** with *** ****** ***** ** ***** position ** *** ******* *** **** ************** An ****** *** **** ******* ********* ** character *** ******* **** *** ** *** behaviour ************ ******** ****** ** commit ** *** company *** **** ** they're *** *** nature ** * ***** ****** ******* the ************ **** ******** *** ****** productive energy60 Minutes to ***** Though the *** *** ****** **** be part-time ** usually takes ** **** more **** because **** ***** ***** ****** doing work **** ***** previous ***** *** ********* ******* ***** ******** ******** administrative tasks *** communicating **** ******* ************ However **** of ***** ** ********** *** *** CEO which ****** ** ******** ** ***** *** ******** is ***** ******* it around potential snags *** ********** *** success ***** ********** * *** ***** 60 ******* three times **** week in ******* periods ** ************* ***** the *********** *** ******* The *** **** **** intentionally *** *********** ******* *** ******* quality of character **** ***** ******* an effort *** **** **** ****** ** practised assiduously Before long *** *** **** be experiencing ******* ******* confidence *** ******** ***** *** ************* ******* **** ****** start **** ******* ********* ******** and use * ********* to ***** ***** ******** *** ********* *** ******** ********** Does the *** *** ******* ******** still make ***** **** ****** *** outside ** *** organization?2 Is *** business ********** ** **** **** **** ******** ***** *********** *** *** ****** ********************** ** *** Top Businesses **** * life ***** ******* to natural organisms going **** *** nascent ***** to ****** ******** *** ******* The **** ** * business can be extended ** *** *** can adjust *** or her ******** ** ****** ** each ***** In *** ******* stage * *** business ** kick-started by *** magnetism *** enthusiasm ** *** ****** ** *** ******* gets established ******** *** ****** ** ****** *** practical ******* ** ******* ** *** *** needs to accept **** *** ******** *** ********* partners in *** *********** success In *** latter ****** *** ******* role ******* ** one ** *********** the *********** ***** and ***** rather **** ****** ***** ************ **** ** ** ******** ******** **** ** * ******* ***** is * useful framework for understanding ** **************** ********* ****** a ******** can help *** CEO’s thinking ******* ** example ** the ******* ** *** *********** ******** A ****** writes *** ***** customers ***** positioning and ************ ** ** envelope ** the four ********* formed by *** ***** *** ********* ******* *** be **** ** ***** ******** ***** **** ********* **** ***** ** their ***** *** ******* *** meet *** the company would **** ** ******** ****** ** ** *** ***** ****** *** **** ****** *** resources the ******* ***** ** ******* ********* The exercise *** ****** ** *** *** ********* perspectives ** the ***************** over Products ** *** **** ********* *********** ********* by ***** demographic ***** *** built ************** around **** purchasing ******* *** ******** ********* the need *** *********** ********* people *** ******* ***** ******* *********** *** make ********* based ** their *** ***** not ***** ********** to * *********** ***** ** effectively ***** customers today * company **** uncover *** ******** driving individual ******** decisions and *********** **** ** ***** about **** ** essential to *** customer **** need ** lead *** *** ** keeping ** with ******** ******** ************ *** ** ******* directly ** customers ** ********* what ******* ** **** Such ******** ***** is particularly ********* ******* attracting ********* *** ** less ***** *** ******** than ***** the *********** persona—how a ******* relates ** its ********* ********** need ** ******* * ********** *** knowing what ***** * difference ** ********* *** ****** ** ** ****************** ******** Some ********** **** with ******** ****** *** *** exciting places to work ** ** such * ******* ***** is * passionate *** **** * ***** purpose *** ********** **** ** or *** spreads to ******** ** *** ************ The CEO imagines **** the company could ****** ********** ** inspiring ******* *** **** ****** it **** *** ****** in *** organization ******* ** ****** the ********** energy ****** to achieve *** ******************* ******* ***** *** ***** **** a ******* *** **** that *** ************ ***** *** being ****** met ** a competitor ** create ***** customers *** CEO **** determine **** customers *** afraid of *** soothe ***** ***** *** ******** **** ********* **** to **** **** about ********** and supply itThe ******* *** *** in *** ******* ********** ** **************** ****** ******* financial ******* *** ******** ** essential *** *** ******* are *** *********** *** **** ******** point for ********** *** ********** *** *** ******* New ***** to ****** *** ******* ** extraordinary directions ***** with *** ******** of *** *** While *** ******* ******* ********* **** *** conceptualizing new avenues they ** not create innovative **************** *** ************ **** cycle **** *** ******* ***** through decline has **** been ****** as *** **** *** ********** to the ******** are ******** more ****** ********* *** ** ************* by jumping to * *** ***** albeit ** * lower point ***** * growth ***** ***** **** ***** *** ******* **** *********** ***** ** produce ***** ******** ** ***** ************ *********** the ******* ********* **** a new ***** with * *** *** exciting **** Many businesses *** ****** ** **** * ***** ******* **** **** too long ** **** ** ******* they *** entrenched ** their **** ** ***** ****** A ******* **** ** ************ **** the ****** quo *** have ******* ** ** ** ** step off *** successful ***** **** ****** *** going **** *** ***** to ** ******** *** curveSimilarly *** ***** ********* by *** CEO during *** ** *** 60-minute ******** **** **** **** **** **** ** ****** ** the ************ *** ******* ***** **** The CEO *** **** ** help colleagues *** *** potential ** *** ideas before **** *** willing to *** go ** *** familiar **** This may ******* ********* *** old culture **** * new *** ***** can ** *********** for ***** *** ** *********** ways ** **** *** ********** *** *** ***** implement * *** approach ** just *** ******* ****** **** ******* ***** can be worked out *** ****** *** ********** *** ******** ** the ******** ************** *** **** ****** more *********** ********** the ************** ****** Western Model ***** Newton’s model *** *************** *** ***** ** *** **** that ************* *** pieces ** ********* ***** a person ********** *** whole His ******** *** **** the *********** ******* ***** for ******** ******* ******* ******* start by ******* ** *** ***** **** ****** *** *** ***** *** ************ ***** ** ******* *********** * *** ***** *** focus ** an **************** ******** ******** *********** but ******* ** a ********** ***** *** CEO ***** **** ****** ***** patterns **** may ********* **** been ****************** Beats ********* Fads ** ******** ********** **** ** ******** ********** *** ****************** **** *** ** *** **** *** lasting ********** ********* **** ********* such ******* ******* **** ** launching * **** **** * ****** of ******** ******* *** executing *** ********** with ******** ********* *** *** goal **** be ******** **** *************** ******** ***** ** ********* that *** path ** the goal ****** be ***** ** *** beginning of * ******* *** ******* **** timeIn ******** *** **************** approach ********* *** ************* ************* *** ********** a ******** ****** **** *** ********** *** ****** plan is ******** ** *** *********** ** learned ** ** a ***** ******** **** is ********** to ******** ************* ******* *** *************** ******** might set * **** ** ********** profits by ** per **** in * **** The execution **** *** ******* such ***** ** cutting ******** ***** ** 2 per cent *** ****** *** *** sales *************** ***** ********* thinking *** **** may ** ** become the *** ******* ** *** ******** ****** a year *** path ***** ******* open-ended ******* **** ** asking customers why **** think *** ******* is **** ranked ***** ** *** ******** ** information ** ********* *** ****** **** ** adjusted accordingly and *** ************ *** ************ **** *** end ************** ****** Businesses begin with ** idea followed ** execution Even **** successful implementation * ******* can only sustain *** ****** for * limited ****** ** **** ****** *** *** *********** ******** customer ********* or other ******* forces *** **** at ** *** decline *** ** overcome ** ****** **** a ********** *********** **** ** conducting ******** ** * ******* **** **** looks ** ******** * *** needs ** **** ****** how *** ******** **** daily *** **** a ********* **** ** the ****** *********** what the ******** ***** ** operate ************ ** that ****** *** *** **** ***** ** adopt a ************ vision **** ***** *** **** image ** what *** ******* ***** ****** *** ******* ** * long-range ****** ****** include:• Single core values **** ****** *** ******** *** **** ***** ************ * ****** and inspiring ********** ** exciting *** lofty mission• ****** ****** ** **** the *** business **** **** ************ *** ********* Traditional ********* ******** ********* are ******* so **** and *********** **** *** ****** ********** **** well and they ****** **** * **** ****** *** ** *** **** of ** ***** card No more **** **** ***** bullet ****** are ****** ** ******* the essence ** *** ******** **** ******** *** **** * ******* ********* **** This ******** ***** because *** ******** *** **** to understand *** ******* ** * ***** *** ********* ********** Team Trap ******** ** the ****** most *********** *********** ** ********* business ************ Teams can ** ****** **** ******** ************ *** ******** but **** *** *********** in **** ********** ** **** **** ********** no *** *** ******** ************** the ******* ** slow *** *** results *** ******** ***** ****** *** ** used ****** when ******* ********** *** needed ** one **** ** ****** it should ******** *** most ******** *********** and not ** dragged down ** weak ************* Media ****** ***** *** completely ******* *** relationship between company *** customer *** *** ******** *** * ******* **** ******** ****** used ** ******** goods ***** ** ***** ** features ***** ********* **** access to full ******* about products and options ** **** as ********* reviews **** **** ***** about what ************* ***** ********* **** ****** *** what **** **** ************ ******** * ******* ****** *** ****** media ** illustrate *** ************ ******* ** ********** *** ********* ** ******** the steps it takes ** ******* *** *********** and *** diverse ********* ********* **** ** feel **** ***** ****** ***** ******** ** * ************ ***** ******** ** motivators *** **** *** ****** ****** *** like to *** * ******* ****** of ***** ******** ********* ******* ******* do *** **** well *** ******** ******** who ******* *********** *** **** the flexibility to go ** the ********** **** call out ** them **** **** ********** ***** artificial *** ************ ** motivate ***** who *** creative CEOs must ****** they ********** the *** picture the ********** ** *** ******** **** the CEO should ***** *** desired ********* and changes sought ***** many ******** ***** ******* ****** ** ****** cuesAcceleration *** Authenticity ******** **** a CEO ****** *** process ** ****** * company significant *** ** must be ******** ** ******** *** **** of *** ************ *** ******* ** ** *** envisioned ********* *** ******* ********* and **** *** ************ in ******* people excited ***** * ***** which will ********** *** ********* *** ******* Bear Archery ***** on-site ******* ****** *** ********* to **** *** ******** ***** ******** *** ********** ******* ******** *** innovative ***** that **** momentum to *** *********** ****** ****** ** *********** ******* **** requires ********* ** be ************* committed to the company This commitment comes **** ****** *** following an ********* ****** Some **** ***** a ******* **** ***** ****** will ****** However ********* **** a *** ** **** **** *** ******* ********** **** **** inventory ** ***** **** *** *** ********* improve where **** *** *** *** ****** *** **** as **** are **** tap **** their ********** strengths *** allow ***** ** ***** ***** behavior ****** **** *** according ** some ****** “manual”Humility *** Hubris Profit ** ****** ******* ** ** *** ***** motivator *** * ******** ****** ******* the most ****** **** are fear *** hubris ***** can be toxic to *********** is **** ***** ***** ***************** and is ********** **** CEOs **** ** act ** **** **** ******* is right or back **** **** controversy ** risk Instead **** **** recognize **** ***** ***** *** ** *********** ** can demonstrate ** ******* to **** ***** even ** not *** risks *** ********* ** ***** and ******* ***** *********** ** ********** behavior ** ***** *** ******* ****************** ** * company * *** **** ****** ***** * ******* ****** ** point out ******** of his ** *** unproductive ********* *** **** **** have *** humility ** change ************ ******* with ******* *** **** a *** **** ** organization **** a ***** ********* **** * ******************* ********* Fear ** ************ *** ***** ********** ******* *** **** ******* will follow **** CEOs ******* ****** ** ******** *** improve **** ***** ***** **** *** also *********** humility *** ****** ** ********** ** ********** ** ****** * ***** ****** eating ** *** ******* lunchroom and *********** people’s ***** *** suggestionsThe *** ****** think ** ******* ** herself as ******* for *** ****** ** *** ************ ** ******** the ******* of the ******** ********* *** CEO *** **** ** **** ****** ***** their ******* ********* and ******** *** ***** **** ** ***** This also ****** the *** ** ********* *** weight ** ************** **** comes **** sitting ** *** *** ** * ******* Many CEOs believe ****** look to **** to ***** *** ******** ***** *** ** * ****** *** ******* role ******* of ***** *** ************** * *** *** position ******* ** herself ** the ****** ** a ********** ********** ** **** role * *** is *** ***** ************* *********** working with ****** asking ********* and ********** ****** from ******************* versus ********* ****** **** sometimes suspect **** younger ******* *** *** committed ** their **** *** **** ** not realize that ******* ******* have * different mindset **** those **** ******** *********** ******* workers view ********** **** ** ********* **** ** ********** They want to **** where **** can **** * difference *** ***** **** are *********** They *** willing ** **** **** ** it ***** ***** **** to ** meaningful work * *** ***** ** ****** a ******** *********** ** ***** ******* *** **** inspired *** ************* ****** Responsibility **** often **** burdened ** their ************** ** ****** ********** *** ********* ** * ****** **** ***** their time on *********** ******** *** ********* *** presentations ****** **** ** ******* ** ********* ** ******** ***** the *** ******* *** *** ******** **** **** ** ***** **** ******* and get **** to ***** what ** ********* If **** *** *** *** ** * **** ****** **** * ************** **** *** ***** themselves ** ** guided by their ********** *** trust that ** a result their ************* will ***** with their ****** ******** and achieve ******* **************** *** Leader To **** ***** force ** *** **** ****** **** ** *** ******* * specific *********** type but rather * strong ****** ** ********** and *** importance ** the ******* * *** *** **** *** ** a ****** and inspiring ******* **** ** ******** **** ******* *** **** ** ******** ** ****** ** *** ************ **** ****** ******* a ****** **** *** ********** love *** * ****** to ** **** ** *** *** ********* ******* *** **** **** **** **** ********* *** merely comply *** ******* *** *** ***** ******** ********** ******* ****** ** a *** speaks ***** *** *********** ******* ** ***** ** the contribution **** *** be **** ****** * ***** ********** ****** ****** ************* ** ********** People **** want ** ** ******** ** *** ******* ** the ****** **** ******* *** CEO *** **** **** what they want ** telling ******* **** *********** ******* ********* *** other ********* qualities *** ******* ****** not ** ***************** *** ******* ** ***** serving the ************ ***** ** *** ******** characteristic that ************ *** *** previously described ******* ********* of * *** CEOs should *** themselves *** much **** *** ******* *** *** **** **** ****** ** ******* **** ****** ** ******** for any ****** but should *** ***** ******** ******** to get ** *** *** ** *********** ********* ** ***** **** **** **** **** mistakes ** *** post *** **** **** ******** be able ** ***** **** **** ****** try ** ** **** ** **** *** ***** companies Then people ** ***** organizations **** rightfully ******* *** ***** **** ** **** **** ******************* have learned **** the most *********** and regularly *********** ** ********** *** * CEO is ************* *** ** ******* * business and *** ** ** * ******* In ** ****** I would express *** ****** *** execution ***** *********** ****** take * ********* ****** ** ******** *** duty *** that *** *********** ********** ** ** *** can ** ********** in * *** 60-minute ******** consistently * may **** my time **** different ******* *** ******* and ******* ** ************ requires unequivocal abilities ****** in relation to ***** ******** *** **** ***** ********* ******** ** ********* *** Dick Cross brings **** than ** ***** ** experience of changing organizations in ********* phases of **************** into industry *********** This ** *** reason * ***** ********* this **** ** ***** ********** *** **** managing * business; ** *** *** you **** to ** * ********** ******** leader Key ******** *** Thinking ** ** ******* ** * ******* *** **** *** **** to engage in *********** thinking about *** ************ *** ******* ***** ******* ** ** ****** * ***** *** inspiring vision *** *** ********* ********* ** the ***** ** percent of * ******* *** * ********** ******* for ** organization ******** *** interest excitement *** inclusion ** *** ********* **** will **** ***** ***** zeal *** energy ** *** leader ** ************ ************* ********** ********* *** ************* ******** ** required *** ** minutes ***** **** * week **** ***** *** **** **** ***** **** **** ****** ** delegated An ********* *** needs to ***** his ** *** **** *********** what will drive *** ******** to new heights *** CEO **** set ***** three ********* ******** ** **** ***** **** **** ** ***** ***** **** concerns ** *** the parts ** *** ************ *** fitting ******** ***** *** ******** ***** ** **** ********* why ********* *** coming in ****** *** **** and ***** the company ***** ** **** ******* ********* need * ****** ** ** loyal ** * ******* **** so **** ****** ** *********** on the ******** consumers can ****** ** *** ******** from ** overwhelming ****** of companies Usually *********** **** ******* ******** with ********** ****** *** ******** * ******* **** ********* *********** itself by ****** a ******* *** *************** friendly ******** ** exceptional customer ******** **** **** keep ********* ******* ****** *********** ******** hierarchy is *** *** ***** ************* **** followed * military command ********* ***** *** ****** in *** *** job ********** ***** ***** ** *** new model *** *** ******** ****** **** demands top *********** ********* ** *********** in ***** people ******** ideas *** **** decisions    ReferencesCross * (2016)60-minute **** ********* ********** ** **** ** * **** *************** J ***** *** ******** book ******** Brief and ********* *** ********* **** *********** *******************************************************************************************************

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