5 comments about Forces for Good: The Six Practices of High-Impact Nonprofits.

1. 
   After completing five years of rigorous and extensive research on 1,435 "Fortune 500" companies during a 30-year period (1965-1995), Jim Collins and his associates selected only eleven that met their admittedly "very tough standards" for greatness. (Note: Collins also wrote Good to Great and the Social Sectors: A Monograph to Accompany Good to Great, published four years later.) Leslie Crutchfield and Heather McLeod Grant acknowledge that Collins' book was a "real inspiration to them" as they surveyed more than 2,000 CEOs of nonprofits before selecting only twelve for examination in their book, Forces for Good. As is true of several other outstanding business books, the work on this one was driven by a question: "What makes great nonprofits great?" What Crutchfield and McLeod learned is shared in this volume.
   
   It is worth noting that, until recent years, most of the books and articles about nonprofits (at least those with which I am familiar) suggested that they had much to learn from exemplary for-profit organizations. It may have been Peter Drucker who first recognized that the business world could learn much of value from studying the best-managed nonprofits. He wrote an article published in Harvard Business Review in July of 1989, "What Business Can Learn from Nonprofits," that was later reprinted in Peter Drucker on the Profession of Management, in 1998. Drucker suggests that The Salvation Army is characteristic of the best nonprofit organizations, especially in terms of motivating knowledge workers and increasing their productivity. In successful nonprofit enterprises, "amateurs are being replaced with unpaid staff members, many of whom are managers and professionals in their for-pay jobs. They volunteer because they believe in the mission; they stay because they are given responsibility for meaningful tasks, held accountable for their performance and rewarded with training and the chance to take on more demanding assignments."
   
   According to Crutchfield and Grant, high-impact nonprofits (i.e. those who have "created real social change...have come up with innovative solutions to social problems, and have spread these ideas nationally or internationally") demonstrate all or most of six practices:
   
   1. They both advocate what is urgently needed and commit resources in response to that need
   
   2. Are "pragmatic idealists" who combine social values with business "smarts" to "make markets work"
   
   3. Build a community of evangelists as a powerful force for social change by communicating their mission, vision, and values as well as creating meaningful experiences
   
   4. Adopt and maintain a network mind-set to share resources and empower other organizations
   
   5. Constantly adapt and modify their tactics and initiatives while maintaining "the balance between stifling bureaucracy and unbridled creativity"
   
   6. Support growth by developing high-impact leadership internally, widely distributing authority as well as responsibility among those involved in the given enterprise
   
   Crutchfield and Grant devote a separate chapter to each of these six, then suggest in Chapter Nine how to put them in action. By now they have answered the original question. Great nonprofits are great because they are "working with and through others, as counterintuitive as that might seem. It's about leveraging every sector of society to become a force for good....[moreover] high-impact organizations bridge boundaries and work with others to achieve greater levels of change than they could accomplish alone."
   
   What about all the other nonprofits? How can they make what Collins characterizes as a "leap" from being only mediocre or good to great? Stated another way, how can these other nonprofits also become effective agents of change and have high-impact? Those who lead them "need to bridge boundaries and understand how to influence without authority. They will need to see the larger system and their role in it - not just their own interests...[They must] be influential enough to convince the CEOs of global corporations to change their ways, and to make the business case, as well as the moral case, for doing so...Above all else, nonprofit leaders must learn how to share power an empower others - if they aren't already doing so." The six practices can help to guide and inform their efforts while leading the change initiatives that are needed. What to do and where to start? For specific and practical advice, please see Figures 9.1-9.6 inserted sequentially throughout pages 214-220. That advice is best revealed within the narrative so I shall say no more about it.
   
   Because the nature of philanthropy is changing as donors seek more evidence of impact from their donations, even the high-impact nonprofits must make adjustments to sustain their effectiveness and thereby their appeal to benefactors. "Rather than just providing services or a basic charity, they're doing much more. In the process, they are redefining what it means to be an effective nonprofit." Keep in mind that in this context, Crutchfield and Grant are talking about the twelve exemplary nonprofits. Even they must complete the transition from the old paradigm to the new paradigm. (Please see Exhibit 9.8 on page 223.) "Non profits operate at the intersection of society's major sectors. The best of these organizations take advantage of their unique role and their unprecedented opportunity to create greater impact. To win at the social change game, it's not about being the biggest or the fastest or even the best-managed, nonprofit. The most powerful, influential, and strategic organizations [begin italics] transform others [end italics] to become forces for good."
   
   The importance of adaptability cannot be exaggerated. At one point in their narrative, they refer to The Starfish and the Spider: The Unstoppable Power of Leaderless Organizations in which Ori Brafman and Rod Beckstrom examine the impact of decentralized networks. "Spider organizations have rigid hierarchies, top-down leadership, and centralized decision-making" whereas "Starfish [organizations] are highly decentralized, relying on peer-to-peer relationships, widely distributed leadership, and collaborative communities united by shared values. Decapitate a spider and it will die; with the headless starfish, cut off an arm and it will regenerate into a new arm while the old arm grows into a new starfish. That is why Crutchfield and Grant view the starfish model as a perfect metaphor for nonprofits. Hence the title of this review.
   
   Those who share my high regard for Leslie Crutchfield and Heather McLeod Grant's brilliant book are urged to check out the aforementioned Drucker article as well as Braufman and Beckstrom's book. Also, Drucker's Managing the Nonprofit Organization: Principles and Practices, Tom Ralser's ROI For Nonprofits: The New Key to Sustainability, a Dean Spitzer's Transforming Performance Measurement, and Enterprise Architecture As Strategy co-authored by Jeanne W. Ross, Peter Weill, and David Robertson.



2. Leaders of non profits are constantly asking themselves, how can we make our organization more effective and more secure. The authors set out to find commonality among disparate non profits, each of whom however is successful and highly effective. They succeed marvelously. From The Heritage Foundation to Environmental Defense (can you think of two more different non profits?), the six practices they outline can be models for each of us as we seek to make our organizations better, more effective, and more sustainable. It's an easy read. The concepts are clear and understandable. It's changed the way I look at my non profit leadership.



3. Proving that it takes more than a compelling vision to have great impact, the authors use persuasive stories gleaned from their research of 12 high-impact nonprofits to bring to life the six practice framework they identify as necessary to generate "Forces for Good" when creating societal change. As identified by authors, the six things that great social sector organizations do are:
   
   1. Advocate and serve
   2. Make markets work
   3. Inspire evangelists
   4. Nurture nonprofit networks
   5. Master the art of adaptation
   6. Share leadership
   
   While these six practices, by name, are hardly specific enough to show the way for everyday application, the examples from the 12 organizations get beneath these generalizations, and the final chapter provides useful checklists for `How to Start' when putting the framework into practice. All-in-all, a well written, and thought provoking book that anyone involved with a nonprofit organization should take the time to read, as well as a book that offers thoughts for leadership of most `for profit' organizations.
   
   Dennis DeWilde, Author of "The Performance Connection"



4. Forces for Good is an extremely readable book about what makes a great non-profit GREAT, and it is written by Leslie Crutchfield and Heather Grant, the two women who did the research and put their findings on paper so all involved in the non-profit sector might benefit from their conclusions.
   
   Based on several years' research involving twelve of the most successful nonprofits in recent U.S. history, Forces for Good looks closely at the six practices that high-impact non-profits use to maximize social change.
   
   What makes the book so engaging is that it is NOT about America's most well-managed non-profits, nor is it about America's best-marketed organizations with the most recognized brands. It's NOT even about the groups with the highest revenues or the lowest overhead ratios.
   
   Rather, Forces for Good is about one dozen exemplary organizations that have created real social change - organizations that can be considered cousins to companies like Google or eBay in what they have accomplished. Very exciting stuff!
   
   The best news is that the book is well-written and engaging - with several good stories and logical explanations, as well as authentic suggestions and even fantastical ideas (for those real dreamers out there who still like to read.) If you are a leader in the non-profit sector, I believe you will agree with me that Forces for Good not only makes sense, it opens up the mind to new ways of thinking and acting. It is a blueprint for turning your non-profit into a force for good.



5. This book is one of the bet I have read re nonprofit organizations. Some eye opening observations by the authors. I especially liked the summaries at the end of each chapter as well as the chapters at the end that provide a checklist of "To Do" items. Well worth the read if you are just beginning a nonprofit or are an established organization.

5 comments about Let Your Life Speak: Listening for the Voice of Vocation.

1. I was introduced to this book by Dr. H.K Lee in Seminary! Much thought, much direction, a clear understanding of your calling and your ministry!



2. How does your spiritual journey prepare you for leadership among God's people? How does God shape your life using both positive and negative circumstances? Be prepared to stretch your thinking and take a new look at how God works to spiritually form you for ministry. An intriguing book, makes you think.



3. This book has made me think about a lot of what is going on in my life. It is making me question many things. This was recommended to me by my spiritual director. I am glad he did recommend this book.



4. This book is life-changing. It is a small book packed with concentrated wisdom. Anyone who is looking to understand who they are and how they fit in this world, will benefit greatly from spending the time to give this one a read.



5. A wonderful little book, and easy to read. This reflective little book looks into what "God's will" means in a practical modern life through a personal exploration of the author's own life. If you are looking for an insightful meditation on vocation and work, you will very much enjoy this book!

5 comments about First Year Teacher's Survival Guide: Ready-To-Use Strategies, Tools & Activities For Meeting The Challenges Of Each School Day (J-B Ed:Survival Guides).

1. I bought this book because of the high reviews it got; if I knew the information that this book provided--I would not have gotten it. Every teacher should start out knowing what this book has to offer as soon as they went through schooling during their Undergrad or Credentialing stages of their career. It wastes time and pages talking about NCLB--when obviously as a "first year teacher" you already know of NCLB and the hurdles it presents. This doesn't help you or provide you with any information or techniques that you shouldn't have already learned in school; especially if you got your credential from CA--none of what she tells you or talks about is new or an eye opener. A waste of money. Will sell you mine! Actually I only give this **, not ***. (couldn't edit; browser froze)



2. Wow. I bought this book for myself, knowing that it might be helpful as a college supervisor of teachers. I started earmarking important pages and soon found that I was marking each page, so I just bought copies for all my students. I find this book more useful that Wong's first year teaching book, but that's great also.



3. Purchased for a gift....Amazon made it easy and it's a wonderful guide for any starting teacher, lots of ideas!



4. I am going to teach at small private school and I have not gone through credential program; so I was desperately looking for a good book to fill me in for preparation of my first year.
   
   The first thing to note is that this is more like a reference than a guide (at least in my opinion), and even the author mentioned to use this book as a reference, despite the big "survival guide" labeled on the book cover.
   
   What's the difference between guide and reference? In this case, guide would be how to do specific task or skill, given some type of situation; think about tutor, or someone/thing that helps you to "walk through" issue. Reference is listing of information for specific or particular topic; think of dictionary or encyclopedia. Although there were sequence of topics, they didn't seem to be integraded enough to be used as a guide. Some of you might say guide & reference are the same thing or disagree with my view.
   
   That being said, let's talk about some negative aspects. This is not a quick reading like the other book I've read Your First Year As a High School Teacher : Making the Transition from Total Novice to Successful Professional. There are way too many lists / bullet points, each having short as sentence or as long as a paragraph. Because of this format, it was little difficult to read through fluently. Another things is that the organization seem too "hectic" in a sense. There were boxes everywhere, which made my eyes wander around trying to read different boxes and quotes that are separate from the main reading.
   
   Although these are negative, they are of minor significance.
   
   
   I found this book to be more positive. Used as a reference book, it's a great book. It provides you with tons of information, different ideas and perspectives. Although there weren't too much of student activities, I found that there were many strategies and tools as stated. Each chapter (section) also contains some sort assessment of your knowledge, skill, or forms that you can actually use by copying or use as template to make your own customized version.
   
   As for the content, it's rich in many information regarding skills you should acquire, behavior to perform as teacher, connection with students, delivering good instruction, evaluation, and dealing with possible problems with students, faculties, or stresses. And yes, it also talks about classroom management and handling student behavior issues, along with motivation.
   
   It also provides you with lists of organizations, and fairly updated or recent URL to websites that was mentioned in the book.
   
   It is fairly comprehensive. But I think they should publish two versions, one for primary and other for secondary school; some ideas & contents clearly are not appropriate for some grades levels.
   
   One other quirky thing about this book is that it smells. I am not sure if it's the paper or ink (lots of blue colors), but I smell oil-ish smell, which is bit distracting. Maybe it's just by book fresh from the print.
   
   Anyhow, I think first year teachers without much experiences would definitely benefit from this book.
   
   
   PS - I highly recommend visiting ADPRIMA website: [...] The website provides you with great theory about lesson planning & extreme importance of creating proper objective which determines rest of the lesson plan; it was just what I was looking for and needed.



5. As a mentor of K-8 beginning teachers, I was looking for a book with implimentable, concrete ideas. This survival guide is largely a book of lists and general knowledge. It might be more applicable for high school teachers. If you are looking for materials to get your first year off to a solid start, I do recommend Harry and Rosemary Wong's book How to be an Effective Teacher: The First Days of School and their CD set How to Improve Student Achievement. I spent today reviewing First Year Teacher's Survival Guide... and How to Be An Effective Teacher... while listening to the CD set. The Wongs' materials will guide any teacher to becoming an effective teacher. The survival guide would be a 'nice to have'; the first days of school book is a 'must have'. I'm returning the survival guide.

5 comments about American Medical Association Boy's Guide to Becoming a Teen.

1. I got this book for my 10 year old son. It is a good book with all the "needed" information, but yet isn't too detailed on things they don't need to know about YET. It was very well written & I think it a good starting point for families w/young boys.



2. I bought this for a gift for a boy about to turn 13. I looked it over before actually giving it and was impressed. It was a good mix of information presented -- not just the biology of what is happening but also emotional and social changes. There were even sections about dealing with bullies and how your friendships may change as you grow. The wording was matter of fact, but casual enough to appeal to a tween. I liked the message that waiting to have sex was the best choice, and the book substantiated this message with the reasons why. I think when the time comes for my own children to start reading up on these topics I'd like to supplement this with something that goes into more detail about the biology -- but this is a great overview.



3. I bought this book for my 10 year old. I was very pleased with the way it explained things. I read the book to him and answered any questions that he had as we went along. He did not have very many, because it was explained very well. However, there is a part in the book I did not read to him, which is the reason why I did not let him read the book by himself. The part touches on sex, which I don't have a problem with except for the fact that it explained oral and anal sex, and I don't feel like a 10 year old should know about things like that.



4. I purchased this book for my son and he liked it alot. This book made it easy for him to talk to me about issues he had allready. I recommend this book its down to the point but not in a bad way.



5. This book was perfect for our son who just turned 10 and was starting puberty. It answered every single question he may have wanted to ask us but was too embarrassed or afraid. I would recommend this book to every mother/parent who has a son & would recommend that you read it first. Some of the content will be a review for your son - other content will be new!! I am so glad I found this book- it really explained what was happening to his body. Everthing from pimples, shaving, jock itch, etc.

5 comments about Teaching Outside the Box: How to Grab Your Students By Their Brains.

1. I have read this book several times. I got more out of this book than I did reading 2 very long text books on classroom management and teaching in my education courses. I highly reccomend it.



2. Are you a new teacher or a teacher-to-be? Get this book!!!!
   Are you an experienced teacher who is having difficulty with organization or class management? Get this book!!!
   
   The author was a high school English teacher in a challenging district filled with gang issues, drug issues, and attitude issues. Her advice is solid and can apply to teachers in any situation. I am currently studying to become an elementary teacher and I have no problem adapting her techniques and strategies for the elementary aged students. In fact, she often gives her own "how to adapt this technique for elementary teachers" advice throughout the book. I think I like this book even better than First Days of School by Harry Wong because it takes you step by step in detail through her strategies for organization and classroom management. But in truth, I would buy both this book and First Days of School just to get the maximum class management advice.
   
   This book only had one class management strategy that I wouldn't use in my own class. The author actually reserves it for emergencies (the rude student folder)...I wouldn't use that one for elementary kids because they are too young (in my opinion) for that sort of thing... but that one strategy was the only thing that I had to ignore (and I don't believe she has to use it herself very often). I used all of her other advice in my plans for my new class.
   
   She presents the information with appropriate humor and I laughed out loud more than once. My favorite "funny" quote: "Now you can create lesson plans that suit your classes, but don't get too specific just yet. If you plan your teaching days down to the minute, the administrative tasks and unavoidable interruptions will drive you crazy, and driving you crazy is your strudents' job. You wouldn't want to spoil their fun." (105)
   
   Seriously though, LouAnne Johnson offers new teachers and struggling experienced teachers sound advice to use in any situation. She relates to the kids on their level while still maintaining her position as the head chief of the classroom. This creates an atmosphere of mutual respect and maximum learning.
   
   Awesome book and highly recommended (I wish my own son's teachers would read this book!)
   
   I am so happy I got this book when I did. I plan to use it extensively!



3. I have been mentoring new teachers for several years. I was recently introduced to this title at a national seminar on making middle grades successful, and found the book so handy for my own use, and with such useful introductory chapters for first-year teachers, that it has become a standard part of my welcoming gift to new mentorees. I can flip to any part of the book and find ideas and reminders that keep me on track as the kind of teacher I want to be.



4. This book was just what I needed to begin teaching in the classroom. I am trying to be one of those teachers who do more than just "stand up in the front of the classroom and lecture all day". Great read!



5. Marx is back, this time he's wearing Dockers. In order to bring about rule by the proletariat, Marx said there were some obstacles in the way that needed to be abolished: Family, Religion, and Culture. Our public schools are doing everything they can to do just that!
   
   Family: We - are - family, Trotsky, Lenin, Pol Pot and me! From the tender age of 5 straight on to 18, liberal teachers have a death-grip on your children's psyche from 8:00 until 3:00! The Dems are already discussing legislation to create government daycare systems that could have your kids in their clutches straight out of the womb!
   
   Then they have these parent-teacher conferences that are frighteningly similar to $cientology confessionals, only they are not forced to talk into a pair of tin-cans! The teacher's grill them on a long list of subjects until the parent is so tired and wanting to leave that he/she will give into any/all of the teacher's demands!
   
   Religion: Mommy, why can't Johnny read (the Bible?) As long as man holds himself accountable to God and not man, the State can never truly own him! Take away God and man's highest authority will be the State! Yike stripes! The trial that began the menagerie was the infamous Everson v. Board of Education 330 U.S. 1. (1947). Which not only took prayer out of schools, but gone on to remove any mention of God!
   
   Culture: Hey, I've got the diversity pneumonia and the multi-culti flu! By smothering your child with every culture but his own, the State is in fact taking away his culture. By the time your child leaves school, he is so bewildered by this cultural bombardment that he may start chanting is Swahili!
   
   This small example taken from a popular education website will allow you to hear it from the horse's mouth!
   "Content must be complete and accurate, acknowledging the contributions and perspectives of ALL groups.
   * Ensure that the content is as complete and accurate as possible.
   o "Christopher Columbus discovered America" is neither complete nor accurate.
   * Avoid tokenism--weave content about under-represented groups (People of Color, Women, Lesbian, Gxy, and Bisexual People, People with Disabilities, etc.) seamlessly with that about traditionally over-represented groups.
   o Do you present under-represented groups as "the other"?
   o Do you address these groups only through special units and lesson plans ("African American Scientists"; "Poetry by Women") or within the context of the larger curriculum?
   o Do you "celebrate" difference or study, explore, and acknowledge it as part of the overall curriculum?
   * Study the history of discrimination in curriculum and ensure that you are not replicating it.
   o Are supporting stereotypes (learning about Native Americans by making headdresses and tomahawks) or challenging them (learning about Native Americans through resources by Native Americans)?
   o Are you supporting or challenging the assumption that our society is inherently Eurocentric, male-centric, Christian-centric, heterosexual-centric, and upper-middle-class centric?"
   
   Well, having exposed without question our Marxist public school system, let's take a look at its list of crimes!
   
   * Teachers should, in theory, present numerous sides of issues and give their pupils a well rounded education. Then why is it that they are all FORCED to become members of the NEA, a far-left lobbyist group!? The union even tells its members who to vote for! This sounds like racketeering to me. Let's use those RICO statutes!
   
   * In order to keep as many people as possible within their grasp, the NEA refuses to give vouchers to minorities so they can escape to the freedom of private schools!
   
   * Whenever a student shows any sign of individualism, unconventional behavior, or beliefs that are not endorsed by the State, they are prescribed mind control drugs such as Ritalin and Prozac!
   
   * The public school system puts so much stress on our children that they are beginning to lash out and shoot, bomb, and otherwise kill their fellow classmates!
   
   * Some teachers even engage in s-e-x acts with their students! In fact these cases are in the news all the time!
   
   * Check out this definition of prison and be mortified: "A public building used for the confinement of people convicted of serious crimes." That's what public schools are! Public buildings used for the confinement of people! But public schools are even worse because the children haven't even committed any crimes! Or maybe our government just assumes they will and this is a form of preemptive correction! Is the government proselytizing them to have a herd-like mentality.
   
   * This just in! Youth suicide rates up! Children would rather die than go to public school! In 1998, among youth ages 10 to 19 in the United States, there were 2,054 suicides! Those kids could have grown up to be doctors or great scientists but the public school system drove them to kill themselves!
   
   Your eyes are probably blinded by tears brought on by the long list of grievances I just listed. Therefore, I will give you a moment to wipe them from your eyes and regain your composure.
   All done? Good, because there's hope.
   
   Home schools- Parents, you don't need the government to do your job for you! You are more than capable of teaching your children everything they need to know, even more so as you can give your child 100% of your attention! Make sure you always have your child take part in activities with people their age, such as Church, sports, and home-schooling events so they are prepared for the world when they have graduated. Fathers, take your son to work and let him observe, when he gets a little older, begin some hands-on training. Mothers, don't just cook and clean for your daughters, have them cook and clean with you to provide hands on training. The opportunities for preparing your child for the rat-race, without government intervention, are limited only by your imagination and lack of initiative!
   
   The best part is, unlike school where they sit down all day and are filled with energy when they get home, your tykes will be tuckered out by the end of your hands on instruction, leaving you and your spouse ample free-time to get to work on making more independent thinkers!

5 comments about Death by Meeting: A Leadership Fable...About Solving the Most Painful Problem in Business.

1. I found "Death by Meeting" an excellent read. In this leadership fable, Patrick Lencioni delivers the message of the importance of meetings to a company's success. Lencioni does it in such a way that it's like you're reading a novel. I found this book to be a real page-turner and an eye-opener for how effectively run meetings and different types of meetings can transform a company.



2. So my boss recommended I read "Death By Meeting" by Patrick Lencioni. I'll admit I wasn't too excited about the prospect of reading it. I thought it would be about as dry as the textbooks and case studies I read during a couple of required management classes in college. When I sat to read it, I was happy that it was a very quick read. There is a lot of white space in this book, and that's not really a bad thing. It makes you feel like you read a bit faster, and accomplish more with each page turn.
   
   The book itself is mainly a story (a leadership fable) about a company that sells itself to another company and the top executive is then worried about his job. He becomes worried about his job when a VP from the parent company tells him their meetings are horrible, and if that's how they run their meetings, their company couldn't possibly run much better. The book then breaks into a rather interesting story about a young worker who comes up with several ideas to improve their staff meetings and meet goals.
   
   I was pleased that my team was already executing a majority of the recommendations from this book, before reading it. (My boss hadn't read it yet either). While the topic sounds boring and dry, the author did a good job of keeping my interest and keeping it short. This took me probably less than 2 hours to read cover to cover.



3. The Meeting - an inevitable annoyance or a worthwhile opportunity? Though I'm not the CEO of a corporation or even an office manager, I found this simple book to be a worthwhile. As a recent graduate in business management, I've been picking up books like this to keep myself sharp. There was information in this book that really resonated with me.
   
   First, I have to say that "Death by Meeting" is an amazing title. Is there anyone who hasn't at least once felt the urge to drop during an incredibly long-winded ordeal of lip-service? We've all been there. The title sold me right off the bat.
   
   The writing is in storybook format, so it is relatively easy to follow. It tells of company owner Casey McDaniel and the challenges that arise with running his startup software company. The story is ultimately about meetings and how the company's poor management thereof puts Casey's job in jeopardy. With some fairly realistic dialogue, some pretty fleshed-out characters must come up with solutions to increase meeting effectiveness.
   
   While working in different capacities, I've experienced situations where meetings have worked and where they haven't. This book brought up several interesting techniques, while unveiling common stereotypes associated with meeting. Instead of focusing on common hot buttons like timeliness, agendas, and getting along, the author stresses the importance of meeting even more, encouraging conflict, and focusing on decision making. I sincerely enjoyed going through this and agree with much of Lencioni's rational. Due to the narrative, he probably could've made the book shorter than it actually is, but it makes for an engaging read while teaching relevant concepts.



4. This is one of the most practical books I've ever read. He does a great job of working you to the point and the thoughts behind his ideas. We've used this concepts a lot and it has greatly improved our meetings and communication.



5. This is Patrick Lencioni's new book published in 2004, again a fiction and management book. I think this one, for the story, is better written than his previous books. The description of the characters and the scenes in the story are more interesting and with more depth.
   
   The story is about a company, having been acquired, facing its new boss. It sensed a death threat by the man from headquarters. The white knight who came to the rescue was a temporary administrative assistant to the CEO. Seems to be a proper EO job and I therefore call him the EO.
   
   The lethal aspect of meeting has two meanings in the book.
   
   First, meetings are the most important activities of an organization. All major decisions are made, strategies are formed, actions are planned during meetings. If the meetings are not effective, they will lead to the death of the organization. This was exactly what happened in the story, that staff meetings were boring and ineffective and did not came up with clear direction for everybody.
   
   Second, the impending meeting to be attended by the man from headquarters would mean life and death for the CEO. He would be assessed on whether the meeting was really so bad as to affect the company, and if so, that would mean death for his career.
   
   The story proceeded to saving the meeting, from the insight of the EO. He drew inspiration from his academic studies on film and television and compared meetings with headline news, television series and movies.
   
   Drama - for meetings to be interesting, there needs to be drama and conflict. The EO suggested the use of the skills of script writers and directors, and compared the conducting of a meeting to making a good movie. The first 10 minutes should be used to set up the drama and suspense, and to focus the attention and interest of members. Then the chairman would mine for conflict and expose all different views. Meetings are better than movies as there is real-time interaction instead of passive reception of information. The chairman would encourage constructive ideological conflicts and arguments before coming up with a decision.
   
   Contextual structure - The other fatal mistake of meetings is the lack of contextual structure, i.e. a meeting stew of everything that smothers the important issues. Drawing analogy to television and movies, the EO suggested that there should be different types of meetings dedicated to specific purposes:
   
   1. Daily check-in for 5 minutes similar to daily headline news which people watch briefly for snapshots of information.
   2. Weekly tactical meeting for 1 hour same as sitcom and crime drama that people watch weekly for short stories.
   3. Monthly strategic meeting which lasts for 2 hours as a movie for detailed discussion of a particular strategy or a complete story from beginning to end.
   4. Quarterly off-site review for two days like mini-series which draws people's attention for a longer period of time.
   
   A remark in the book I like is the myth of too many meetings. Interesting and effective meetings will not waste time but instead save time. Lencioni points out that very often sneaker time is not accounted for as consumption of resources. They are the time spent by managers outside the meetings just to find out what others are doing, clarifying actions, clearing doubts. The matrix of a large number of managers consumes a huge amount of sneaker time. If the meetings make effective and clear decisions with all stakeholders present, a lot of sneaker time will be saved.

5 comments about The Three Signs of a Miserable Job: A Fable for Managers (And Their Employees).

1. Topic and content are very relevant today. I think Mr. Lencioni is right on in his assessment of the three signs. It further strengthens the argument that a job is not just about money. Money is only one component. Without the other things that give you a reason to be involved and engaged in your work, you will more likely regret your time at work, instead of taking pride in your contribution. The story makes it easy to understand and connects to real world application.



2. This book is a great fable (like The Five Dysfunctions of a Team) that could describe any company and any manager. The situations and "signs" are common to many industries, so the concepts apply to a wide range of managers and employees. It's great for managers to learn how to get to know their employees' needs and for employees to learn what they need from their managers. I plan to share this book with my boss and other senior managers.



3. I first heard about this book through John Maxwell's Maximum Impact and was intrigued by the title. I got the book and read the whole thing in one sitting.
   Excellent and quick read. Recommended for those who mentor, work, minister to adults.



4. This book is a must for all Managers! Lencioni continues to bring a refreshing perspective with clear methods to connect with the team. I found this book inspiring, motivational, and directive. We all need this information in today's workplace. WOW!!!!



5. Lencioni always writes a good, easy to read story that helps make sense of the workplace. It's a simple story that is well written and is essential to better management.

5 comments about Overcoming the Five Dysfunctions of a Team: A Field Guide for Leaders, Managers, and Facilitators.

1. This field guide is execellent. It is practical and helpful. Improving teamwork is difficult, to say the least, especially for highly dysfunctional teams. Patrick Lencioni's book is essential to working through these challenges.



2. Patrick Lencioni wrote this as a follow-up to his 2002 "fable," The Five Dysfunctions of a Team. It applies the earlier book's concepts, and suggests many exercises, approaches, examples and explanations you can use as you apply those ideas. If you found the first book useful, you'll want this one, though you can still get a lot of utility from it even if you haven't read the original. Lencioni recaps his concepts clearly here, including developing trust among team members and keeping teams focused on their goals. The result is broadly applicable. We believe that readers who want a basic introduction to improving team function will appreciate this book. That said, those looking for more complex or theoretical approaches, or for tools to deal with specific challenges, such as knowledge management among teams, may need a more advanced manual.



3. I'm not a big fan of management books because they tend to get long-winded, technical, and impractical. This book is none of the three.
   
   I did not read the original book "The Five Dysfunctions of a Team: A Leadership Fable" (240 pages), but with this field guide, you don't need to read it. The field guide is 180 pages of easy reading. It's not complicated, very practical, and you don't need to be a CEO to implement the concepts.
   
   I was pleasantly surprised and would recommend this book to anyone who labors in futility on a fumbling team. It's worth your time.



4. Thanks much - I needed the books for work and had them quicker than expected.
   Nancy



5. Overcoming the Five Dysfunctions of a Team is an essential guide for managers and team leaders of all levels. It contains practical exercises and models for addressing each dysfunction as well as additional resources for further education. No team leader should be without it!

5 comments about The Leadership Challenge, 4th Edition.

1. This book is filled with real-life stories of leaders who met the challenge to lead. It gives practical steps to improving leadership and is actually an interesting read because of the stories that illustrate the points. It's well worth the read and can definitely help you become a better leader.



2. Perhaps it's me, but if you need 350 pages to make five points, something is wrong. Kouzes and Posner's five practices are neither groundbreaking nor difficult to comprehend, so there is little justification beyond hubristic self-indulgence for the girth of this book. The authors should show some respect for the time of their target audience and have an editor reduce this book to its essence.



3. Very easy read. Simple and practical information that is easy to apply. Can't go wrong with this book!



4. While the number of new titles on leadership grows disproportionately to the wisdom they contain, this one continues to stand out as a classic. While few of these titles deserve even a first print run, this book is now in its fourth edition, a rarity among books on leadership. I chose this one as a text for our one-week conference on leadership for principals of international seminaries, not only because of its continuing relevance and clarity, but also because this new edition has been "internationalised" by the judicious use of examples from outside the US.



5. This is a fantastic book. It is packed with meaningful information in
   every page. It covers leadership very meticulously and it is backed by
   examples every step of the way. This makes it credible and worthwhile
   to pursue the suggestions given in the book.
   
   Written by two college professors, the book seems to be founded on many
   interviews and examples from real life of leaders that have turned things
   around and made things possible by following exactly the type of lessons
   outlined in the book. From my MBA studies the book covers a lot of the
   behavioral lessons taught in top MBA schools.
   
   The book is well written, very well organized in the way it presents the
   information and I find it very inspiring and memorable.
   I cannot see how a someone who manages people would not benefit from this
   book. I almost find it compulsory. I recommend it highly.
   It is easy reading for a book that provides so much benefit.

5 comments about The Five Dysfunctions of a Team: A Leadership Fable.

1. Easy read. Points made in book are easily transferable to your team. Drives home the importance of a functional team.



2. Although this book contains some good ideas, it is not based on research on teams. Some of its suggestions have even been proven wrong. Instead of this book, I highly recommend Richard Hackman's "Leading Teams," which is based on decades of research, is very readable (no academic jargon), immensely practical (especially if you use some of the free tools he offers on his website), and won the best book of the year award from the Academy of Management.



3. I had to read this book for a class of mine and fortunately I loved it. The lessons are told through fictional characters; however, it's easy to see how the dysfunctions can apply towards your own teams.



4. I can't say anything new that hasn't already been covered here. This is an excellent book, particularly for the business owner, manager, or empowered supervisor. If you hold these positions and follow the guidelines of this book you will have a more responsive workforce. If you are an employee working for a employer who follows the advice in the book, you will gain much insight and useful information as well. However, if you are an employee in a bad group situation, many suggestions covered in this book are merely bandaids for problems that may be unsolvable. If you're working for a person who is authoritarian or insecure there is little in this book that will help you change their approach to management. Perhaps you should focus an equal amount of time in considering a job change. Life is too short to work for team leaders who won't use the good advice in the book.



5. "A camel is a horse designed by a committee," is one popular business quip. Insert the word "team" for "committee" and you have the attitude that many business people harbor about such groupings. This book, however, suggests that there are five common dysfunctions of teams and offers specific ways to attach each pitfall.
   
   The author presents the lesson in a business fable, using a fictional Silicon Valley company that is struggling. The book closes with some specific prescriptions for overcoming each of the five dysfunctions.
   
   At first, glancing at the book title, I thought it was an indictment of teams.
   
   I was wrong. Rather, it indicts dysfunctional teams and is very BIG on teams as a way to get business done. Teams are "in" in modern business thought, like it or not. Anyone in a work setting who is part of a team (just about anyone, huh?) might benefit from reading his. One caveat is the sheer amount of time consumed by the process. Though we are assured that the time "investment" in team-building will pay off with later gains, it will still be a powerful temptation for harried managers to wonder how they are ever going to get the rest of their :"real work" done while they are stuck hour upon hour in the team meeting process.
   
   Lencioni is not suggesting that everyone sit in a circle, hold hands and sing "Kumbaya." Nor does he endorse other vogue-ish practices such as Outward Bound or falling blindfolded into the arms of waiting teammates to develop trust. Rather, he offers practical ideas to cement effective teams.
   
   I'd love to comment further, but I'm overdue for another ... team meeting!