Move Your Bus Book Summary, by Ron Clark

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1-Page Summary of Move Your Bus

Big Idea #1: High expectations are good, as long as it’s possible to fulfill them.

The bus metaphor is what Ron came up with to teach organizations how they can make progress and what working together looks like.

The Flintstones is a popular cartoon show that’s been superseded only by The Simpsons. It’s set in the stone age, so cars and buses work through footwork—i.e., if all passengers run, the bus will move forward. Organizations work the same way: everyone has a role to play, some bigger than others, but only when everyone works together can you really get anywhere.

Even in elementary school classrooms, Ron believed that setting high expectations was a big part of success. If people don’t have high expectations for themselves and others, they won’t even try to do well. However, if you set the bar too low, you’re not giving them an opportunity to succeed. Therefore, it’s important to clearly communicate what is expected of them and hold them accountable so that they can meet those standards.

When companies try to make their employees work in a manner that is more efficient, managers should ask for specific outputs and encourage workers to do the same. For example, if a manager asks an employee to write up two pages of last month’s sales performance within two days, it is clearly defined what needs to be done.

Big Idea #2: Always remember that people are different and some perform better than others. Work with each person individually to help them improve their performance.

It’s important to have high expectations, but you need to know what your employees are capable of. For example, a junior sales manager may not be able to handle the same workload as a head of sales. You should evaluate their performance in light of their capabilities and work with them accordingly. As an analogy, think about how a bus works: it has multiple parts that all need to run smoothly for it to move forward; otherwise, the bus will break down or crash. In business, there is also teamwork involved which makes things more complex than just one person doing everything by themselves.

  1. Some people like change and are very motivated, while others don’t enjoy it as much. These different groups have varying levels of motivation to work hard and perform well. Some people will be more motivated than others, so you’ll need to figure out how to deal with each group differently. For example, some might become less productive over time if they’re not challenged enough or given the proper resources for success; other people might get lazy because there’s no one pushing them forward in their careers (i.e., riders).

Big Idea #3: In order to succeed in a meritocracy, you need to be patient and not feel entitled.

You might be a runner or you might be a walker who wants to become one. However, maybe you’re already a driver. I don’t know which group you belong to but it’s important that no matter what group you’re part of, let go of your sense of entitlement and always remember this lesson:

Because we are used to a consumerist environment, we often feel entitled to things. We don’t deserve them because someone else worked harder for it. However, that’s not how meritocracy works; you can’t get what you want just because you want it. You have to work hard and earn your achievements yourself.

While you are working on reaching your goals, let others who have not reached theirs get their rewards. Applaud them for the effort they put in and work towards getting to that level yourself. Only having zero expectations and infinite patience will lead to immediate results.

Regardless of the size of a group, there will always be those who are not pulling their weight. The author makes this point by using an analogy about buses and riders. He also shows that it is up to us to get people moving in the right direction. This book can help both employers and employees understand each other better by learning from each other’s experiences.

You can learn the secrets to great public speaking by figuring out what factors make a TED talk successful. You also need interviews with speakers and an analysis of hundreds of presentations, as well as my own personal insights gained from coaching business leaders.

The author, who has some experience with TED presentations, believes that ideas are the currency of today’s world. Some people are better at presenting their ideas than others and have a higher influence and success in society because of it. The author is going to dissect the most popular TED presenters and figure out why they’re so good at communicating their ideas.

What else can you learn from these blinks? * You’ll learn how to handle different groups of people if you’re a driver, such as bikers and pedestrians. * Runners do three things that don’t cost anything but can make them better runners.

  • This article will explain how to behave as a jogger on the way to becoming a runner. It also discusses efficient collaboration between drivers and other groups.

I recommend this summary to people who are looking for a quick read and who want to learn about the most inspirational business leaders.

The 25-year-old accountant has been at her job for five years and feels like she’s not moving up. The 39-year old team leader has trouble getting everyone on the same page, and anyone who recently complained that someone else got a reward they thought they deserved can benefit from this book.

Ideas are the currency of the twenty first century. Some people are exceptionally good at presenting their ideas. Their skill elevates their stature and influence in today’s society.

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Ideas are critical in today’s times. They can change the world and inspire people to do great things. People who are better at presenting their ideas are more influential and successful. Therefore, wouldn’t it help to dissect the world’s best idea communicators and figure out why they’re so good at communicating their ideas? We can do that with a thorough analysis of TED (Technology, Education, Design) presentations, as well as interviews with those speakers and the author’s insights from business leaders.

Full Summary of Move Your Bus

Overview

Every company has different kinds of people in it. Some are productive and help the company move forward, while others just sit back without contributing much.

So, how do we create an organization in which everyone is working towards a common goal? It’s important that people are held to higher standards and those who contribute more should be recognized. Everyone in the company should try to learn from them.

In this article, you’ll learn the following:

  1. Why every organization is like a big bus and why that matters;

  2. How to create success in your company by learning from the Flintstones; and

  3. What’s wrong with work ethics in America today.

Big Idea #1: If you want to build a successful organization, you must cultivate high expectations.

It’s a tough world out there, but luckily there are some simple tools to help us succeed.

First, you have to set high expectations for yourself and others. For example, if you want someone to achieve a goal by the end of the day, tell them exactly what they need to accomplish.

In addition, you should always be accountable for your actions so that people can deliver on their promises.

If people don’t understand your message, you should repeat it in a way that they can better comprehend. Try to make requests one at a time so the other person can take them more easily. Ron Clark Academy has established an award-winning nonprofit middle school in Atlanta. It motivates teachers by challenging them and helping them set higher expectations for their performance in the classroom.

To explain this concept, Ron Clark used a metaphor. Imagine a bus in the Flintstones cartoon. There’s no engine so you need to push it to get it going. The bus represents your goal and if everyone on the team is working well together, they’ll be able to move that bus forward.

Everyone on the team has a role to play. It doesn’t matter what their job is, they all have something to contribute. In order for you to succeed, you need everyone working together towards a common goal.

Big Idea #2: Different workers perform at different levels; learn how to navigate those differences in your organization.

Let’s stick with the bus analogy to understand how it works. On our Flintstones bus, people have different roles.

The driver is in charge of driving the bus and keeping everyone safe.

There are five types of employees in a business: drivers, runners, joggers, walkers and riders. A driver is the one who steers the team and pushes everyone forward. Runners are the top performers in an organization. They do their job well but don’t contribute much to moving things forward. Joggers are conscientious workers who do a good job but not enough to move ahead with great momentum. Walkers contribute little forward momentum; they’re essentially dead weight on an organization’s bottom line. Finally, there are riders – essentially dead weight for any company because they don’t perform well at all.

In an organization, Drivers are the managers; they give direction and support. They should make Runners their first priority: these workers want to be part of something special. Runners typically contribute many new ideas, have a strong work ethic and don’t make excuses. In other words, Runners put their job first. Just make sure you don’t crush their spirit with criticism – instead give them direction and support.

Meanwhile, joggers don’t usually exceed expectations. They’re content with doing what they’re supposed to do and are afraid of trying harder than that. However, when called upon, they will switch into high gear and give their best effort. Joggers typically believe that they’re already doing their best work and lack the confidence to try harder. At the same time, though, they burn for recognition from others because of this low self-confidence.

Next are the Walkers, who perform steadily. They don’t like change and often complain, which slows down other workers. However, they’re still better than Riders, who only work when someone is watching them. These people have a lot of potential but lack motivation and dedication to their jobs. It can be hard to motivate them because it’s difficult to fire them once you do so.

However, Walkers and Joggers can become Runners. The following are the steps to make that happen:

Big Idea #3: Become a Runner by showing up early, dressing well, completing tasks and learning from others.

To improve your organization, you must adopt the habits of a Runner. Start by showing up early to work and putting in the time to do well at your job. Also, dress nicely every day.

If you want to be a runner, you should dress well all the time. This will show that you’re committed to your job and engaged in what you do.

People should also be aware that how they communicate is important. They shouldn’t participate in negative conversations and instead should ask questions like “How can we make things better?” Positive conversations are the only way to produce positive results and empower those around you.

One more thing: make sure you complete tasks. If you have something on your plate, finish it. That way others will know that you can meet high expectations. The best way to speed up your progress is by learning from Runners themselves. Ask for help and networking with high achievers will help you move forward in the future.

When you want to reach out to runners, make sure they’re open to your criticism. After all, you’re trying to improve and it might be difficult for them to see what others can see. Therefore, take their advice and make the best of it.

The first step is understanding that Runners are different from other people in some very important ways:

For example, if your boss points out a mistake you made, there are two acceptable answers: “I’m sorry” and “It won’t happen again.” This is because you can show that you’ve heard their feedback by apologizing. Then they’ll know that the matter has been resolved and will be able to move on with other things. However, if saying those words is difficult for you then continue reading this article to find out how to deal with it.

Big Idea #4: To become a Runner, know your role and put your organization’s needs first.

You don’t have to be a runner to play an important role in your organization. However, you do need to put the needs of the organization ahead of your own desire for personal rewards. Personal rewards will come once you know what your role is and fulfill it well.

If you want to be a runner, start by doing menial tasks. If your ideas are being shot down, take those as hints and keep listening more than talking. Be present in meetings, look people in the eye while they’re talking to show that you value their ideas and take notes on what’s going on. When it comes time for you to voice your own opinions, always have solutions ready so that people can see how much of a solution person you are.

It’s also important to be credible. Honor your commitments and complete your tasks. You should also smile a lot to show that you’re positive and have spirit. Following these tips might help you become a Runner, but in the meantime, step aside so that established Runners can reap their rewards.

It’s counterintuitive to say that we are in a culture of entitlement. People think they deserve bonuses and high paychecks, as though everyone on the team deserves a trophy, and not just the Most Valuable Player. But that sends the wrong message: you shouldn’t get something if someone else worked harder for it. Unfortunately, today many people have forgotten how to work hard; however, it is important to remember that you don’t deserve an award just for showing up.

We’ve discussed how to become a Runner and how to work with other Runners. But what do you need to know to succeed as a driver?

Big Idea #5: Drivers and Runners must work together to create a productive team environment.

The Driver is the leader. They make all the decisions and give directions to those who are following them.

Drivers and Runners both have important jobs on the team. Drivers are in charge of motivating the team, but they can’t do that without the help of Runners. In fact, if Drivers don’t let their runners shine, they’ll get frustrated and stop running as fast. So it’s important for Drivers to motivate employees by protecting them from jealousy and making sure they aren’t constrained.

After you take care of the Runners, it’s time to turn your attention to other staffers. Joggers need support and encouragement in order to become their best selves and do a good job. They need feedback on their work as well.

People who are new to a job often lack role models. They don’t know how to work hard or be productive in their jobs, since they’ve never seen others do it. With these people, you need to be explicit about your expectations and help them learn from mistakes. You should also encourage them by showing that you believe in their ability to improve themselves.

Walkers need role models in order to succeed. If you hire Walkers, then you’ll have to spend time guiding them and helping them improve so that they can contribute meaningfully. Otherwise, kick them out if they don’t meet your expectations. Also, focus on creating a positive work culture. That will make the journey towards achieving your goals more fun and enjoyable for everyone involved. In addition to that, it’s important that you show appreciation for each person individually because it will boost productivity and create an inspiring environment at work.

The last tip is that you should always be grateful for your rewards, because if you take them for granted they won’t come back.

Move Your Bus Book Summary, by Ron Clark
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