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Not Everyone Gets a Trophy: How to Bring Out the Best in Young Talent
Learn the secrets of managing a unique and productive generation In the newly revised third edition of Not Everyone Gets a How to Bring Out the Best in Young Talent , renowned management trainer and business advisor Bruce Tulgan reimagines how to engage with, develop, and retain millennial employees in a time of deep economic disruption. The book offers step-by-step best practices for getting millennials onboard and up-to-speed. You’ll learn how to provide them with the context they lack, teach them how to manage themselves and how to be managed, and turn the very best into new leaders. In the book, you’ll also An essential handbook to maximizing the considerable potential of the millennial generations, Not Everyone Gets a How to Bring Out the Best in Young Talent will earn a place in the libraries of executives, managers, HR professionals, and other business leaders interested in getting the most out of each and every one of their employees.
256 pages, Hardcover
Published March 14, 2023
About the author
Bruce Tulgan
42 books42 followersBruce Tulgan is internationally recognized as the leading expert on young people in the workplace and one of the leading experts on leadership and management. Bruce is a best-selling author, an adviser to business leaders all over the world, and a sought-after keynote speaker and management trainer.
Since 1995, Bruce has worked with tens of thousands of leaders and managers in hundreds of organizations ranging from Aetna to Wal-Mart; from the Army to the YMCA. In recent years, Bruce was named by Management Today as one of the few contemporary figures to stand out as a “management guru” and he was named to the 2009 Thinkers 50 Rising Star.
On August 13, 2009, Bruce was honored to accept Toastmasters International’s most prestigious honor, the Golden Gavel. This honor is annually presented to a single person who represents excellence in the fields of communication and leadership. Past winners have included Stephen Covey, Zig Ziglar, Deepak Chopra, Tony Robbins, Ken Blanchard, Tom Peters, Art Linkletter, Dr. Joyce Brothers, and Walter Cronkite.
Bruce’s newest book is IT’S OKAY TO MANAGE YOUR BOSS (Jossey-Bass, September 14, 2010). He is also the author of the recent best-seller IT’S OKAY TO BE THE BOSS (HarperCollins, 2007) and the classic MANAGING GENERATION X (W.W. Norton, 2000; first published in 1995). Bruce’s other books include WINNING THE TALENT WARS (W.W. Norton, 2001), which received widespread acclaim from Fortune 500 CEOs and business journalists; the best-seller FAST FEEDBACK (HRD Press, 1998); NOT EVERYONE GETS A TROPHY: HOW TO MANAGE GENERATION Y (Jossey-Bass, 2009); and MANAGING THE GENERATION MIX (HRD Press, 2006). Many of Bruce’s works have been published around the world in foreign editions.
Bruce’s writing appears regularly in human resources, staffing and management journals, including a new regular column in TRAINING magazine called ‘Sticky Notes’ and a regular column in the New York Enterprise Report. His writing has also appeared in dozens of magazines and newspapers such as the Harvard Business Review, BusinessWeek, HR Magazine, the New York Times, the Los Angeles Times, and USA Today. As well, his work has been the subject of thousands of news stories around the world.
Before founding RainmakerThinking in 1993, Bruce practiced law at the Wall Street firm of Carter, Ledyard & Milburn. He graduated with high honors from Amherst College, received his law degree from the New York University School of Law, and is still a member of the Bar in Massachusetts and New York. Bruce continues his lifelong study of Okinawan Uechi Ryu Karate Do and holds a fifth degree black belt. He lives in New Haven, Connecticut with his wife Debby Applegate, Ph.D., who won the 2007 Pulitzer Prize for Biography for her book THE MOST FAMOUS MAN IN AMERICA: THE BIOGRAPHY OF HENRY WARD BEECHER (Doubleday, 2006).
Since 1995, Bruce has worked with tens of thousands of leaders and managers in hundreds of organizations ranging from Aetna to Wal-Mart; from the Army to the YMCA. In recent years, Bruce was named by Management Today as one of the few contemporary figures to stand out as a “management guru” and he was named to the 2009 Thinkers 50 Rising Star.
On August 13, 2009, Bruce was honored to accept Toastmasters International’s most prestigious honor, the Golden Gavel. This honor is annually presented to a single person who represents excellence in the fields of communication and leadership. Past winners have included Stephen Covey, Zig Ziglar, Deepak Chopra, Tony Robbins, Ken Blanchard, Tom Peters, Art Linkletter, Dr. Joyce Brothers, and Walter Cronkite.
Bruce’s newest book is IT’S OKAY TO MANAGE YOUR BOSS (Jossey-Bass, September 14, 2010). He is also the author of the recent best-seller IT’S OKAY TO BE THE BOSS (HarperCollins, 2007) and the classic MANAGING GENERATION X (W.W. Norton, 2000; first published in 1995). Bruce’s other books include WINNING THE TALENT WARS (W.W. Norton, 2001), which received widespread acclaim from Fortune 500 CEOs and business journalists; the best-seller FAST FEEDBACK (HRD Press, 1998); NOT EVERYONE GETS A TROPHY: HOW TO MANAGE GENERATION Y (Jossey-Bass, 2009); and MANAGING THE GENERATION MIX (HRD Press, 2006). Many of Bruce’s works have been published around the world in foreign editions.
Bruce’s writing appears regularly in human resources, staffing and management journals, including a new regular column in TRAINING magazine called ‘Sticky Notes’ and a regular column in the New York Enterprise Report. His writing has also appeared in dozens of magazines and newspapers such as the Harvard Business Review, BusinessWeek, HR Magazine, the New York Times, the Los Angeles Times, and USA Today. As well, his work has been the subject of thousands of news stories around the world.
Before founding RainmakerThinking in 1993, Bruce practiced law at the Wall Street firm of Carter, Ledyard & Milburn. He graduated with high honors from Amherst College, received his law degree from the New York University School of Law, and is still a member of the Bar in Massachusetts and New York. Bruce continues his lifelong study of Okinawan Uechi Ryu Karate Do and holds a fifth degree black belt. He lives in New Haven, Connecticut with his wife Debby Applegate, Ph.D., who won the 2007 Pulitzer Prize for Biography for her book THE MOST FAMOUS MAN IN AMERICA: THE BIOGRAPHY OF HENRY WARD BEECHER (Doubleday, 2006).
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Displaying 1 - 2 of 2 reviews
November 23, 2023
Bruce Tulgan
starts "
Not Everyone Gets a Trophy
" by challenging 14 myths about Gen Z.
Picture them as folks shaped by constant change and tech vibes, all about customizing their work and making relationships a win-win transaction.
He continues the book by sharing strategies to manage and work with Gen Z.
Here are my favorites:
Self-building
Cultivate job environments that fuel personal and professional advancement, emphasizing skill development, flexible work arrangements, and creative expression.
First Day
Make employees' first day as epic and memorable as planning a birthday party.
Tasks
Break down complex roles into bite-sized tasks. Rebuild them one small task at a time.
Technology
Give them the latest tools, immediate access to information, let them stay connected and customize their work experience.
Transactional
Quick rewards for quick wins for employees interested in a more transactional approach to their work.
Context
Provide young employees with the "gift of context". Help them see the big picture in the organization. It's key to success.
Customer
Gen Z thinks like customers. Understand them, and you're golden.
Checklists
Use checklists in the workplace to ensure completeness and quality.
Real Power
Acknowledge their thirst for power at work. It keeps them engaged and motivated.
"Not Everyone Gets a Trophy" makes a solid case for a smart approach to leadership. Bruce lays out a plan for continuous learning, mentorship, and smoothly integrating the high-performing Gen Z into leadership roles.
It's not just debunking myths but creating a workplace where everyone thrives!
Picture them as folks shaped by constant change and tech vibes, all about customizing their work and making relationships a win-win transaction.
He continues the book by sharing strategies to manage and work with Gen Z.
Here are my favorites:
Self-building
Cultivate job environments that fuel personal and professional advancement, emphasizing skill development, flexible work arrangements, and creative expression.
First Day
Make employees' first day as epic and memorable as planning a birthday party.
Tasks
Break down complex roles into bite-sized tasks. Rebuild them one small task at a time.
Technology
Give them the latest tools, immediate access to information, let them stay connected and customize their work experience.
Transactional
Quick rewards for quick wins for employees interested in a more transactional approach to their work.
Context
Provide young employees with the "gift of context". Help them see the big picture in the organization. It's key to success.
Customer
Gen Z thinks like customers. Understand them, and you're golden.
Checklists
Use checklists in the workplace to ensure completeness and quality.
Real Power
Acknowledge their thirst for power at work. It keeps them engaged and motivated.
"Not Everyone Gets a Trophy" makes a solid case for a smart approach to leadership. Bruce lays out a plan for continuous learning, mentorship, and smoothly integrating the high-performing Gen Z into leadership roles.
It's not just debunking myths but creating a workplace where everyone thrives!
April 14, 2025
I have read each edition of this book and still recommend it to every manager and leader struggling to manage members of the Millennial and Gen Z generations in their workplace. Why? Because it contains practical, easy-to-apply tips and techniques for those struggling managers and leaders.
Having said that, I was a little disappointed with the writing in this 3rd edition. It didn't seem as engaging as earlier editions.
A large part of the problem was how the information was presented. I felt as if Tulgan's great content was weakened by being structured in list after list. I actually went back to the 2nd edition to compare the format, and my observation was confirmed. That one wasn't as "listy" in nature.
Also, a few of the chapters were really long and could have been improved with less content and more succinct writing. Combined with the above-mentioned over-abundance of lists, and you have a drier offering than earlier editions.
Still, the content makes struggling through some of the writing weaknesses worth it. That's why I gave it four stars, even though the writing probably made it closer to a three-star read. It's simply the best guide I've ever read for dealing with the two youngest generations in the U.S. workforce.
Having said that, I was a little disappointed with the writing in this 3rd edition. It didn't seem as engaging as earlier editions.
A large part of the problem was how the information was presented. I felt as if Tulgan's great content was weakened by being structured in list after list. I actually went back to the 2nd edition to compare the format, and my observation was confirmed. That one wasn't as "listy" in nature.
Also, a few of the chapters were really long and could have been improved with less content and more succinct writing. Combined with the above-mentioned over-abundance of lists, and you have a drier offering than earlier editions.
Still, the content makes struggling through some of the writing weaknesses worth it. That's why I gave it four stars, even though the writing probably made it closer to a three-star read. It's simply the best guide I've ever read for dealing with the two youngest generations in the U.S. workforce.
Displaying 1 - 2 of 2 reviews