Book Description
This book is an entertaining and practical guide for every trainer and performance improvement professional as it tackles the three universal and persistent questions of the profession--how do learners learn, why do learners learn, and how do you ensure that learning sticks. This interactive book with it fun and breezy style illustrate the authors' point of view that learning should be active and enjoyable. Playful illustrations demonstrate the solid research that back up the authors' contentions and help readers separate learning myth from fact to dispel beliefs and practices that often harm the instructional process.
Customer Reviews:
Well Done.......2007-08-15
Reading this book was well worth my time. The authors present academic concepts in plain english. They did a great job of shifting my training mindset from a focus on content to a focus on learning. They gave me many practical strategies for improving my trainings.
Best purchase for training EVER............2007-04-05
There are so many "how to train" products out there and most are so academic so as not to be practical. This book is easily understandable, fun and most of all, practical. I have already incorporated most of what I've read and have seen dramatic improvement in our new employees' performance. Reading this book was as comfortable as talking with a friend over coffee, very informal and very fun! Thank you!
Must Have!.......2007-01-23
This book is a perfect blend of theory and practical application in a compact package. Small enough to slide in a purse or briefcase, so you can take it with you when you need to brush up. Love it!!!
Telling Ain't Training - great tool for trainers.......2007-01-18
This book is a great tool for trainers. Not only does the book explain the dynamics of adult learning and training approaches, it provides 25 learning activities to help keep your programs interesting, fun, and productive. This met all of my expectations.
I've never read a more interactive book!.......2006-02-25
I have read a lot of books recently to increase my work knowledge, and I have to say that this book was the easiest and most fun to read. The writers have done an excellent job getting the reader involved, which increases the amount of information one is able to remember. This book is a real pionner in how to write educative books. Oh, yea, and the content was outstanding!
Book Description
Market-defining since it was first introduced,
International Business 6e by Charles W. L. Hill, continues to set the standard for international business textbooks. In writing the book, Charles Hill draws on his experience in teaching, writing, and global consulting to create the most thorough, up-to-date, and thought-provoking text on the market. Because many issues in international business are complex, the text explores the pros and cons of economic theories, government policies, business strategies, organizational structures, etc. Hill’s: International Business is known for its strong emphasis on strategy, and for maintaining a tight integrated flow between chapters. Hill’s book is practical in nature, focusing on the managerial implications of each topic on the actual practice of international business. The author’s passion and enthusiasm for the international business arena is apparent on every page as he strives to make important theories interesting, informative, and accessible to all students.
Customer Reviews:
Hill's International Business.......2007-09-27
Great book for my MBA course in International Business. It is well organized, full of clearly defined principles, and loaded with case studies.
Don't waste your money.......2007-06-28
I think that these reviews are for the textbook and not for this "outline." This product is nothing but a glossary and binder paper. It isn't worth half the price. I'm very, very disappointed. Most of the definitions are repeated in other chapters and it gives definitions for words like "Disney," and "Accounting." This thing is completely useless to me.
Culture, Economics, Stategy, and Corportate Functions.......2007-05-17
I've used previous editions of this text in my international business course, and have decided to adopt this one as well. The text does a great job of hitting every topic that international business people/corporations need to know. The text covers country differences, economics, strategy, and corporate functions.
Another Amazon review incorrectly suggested that the author of this text is biased politically and in favor of larger firms. If the author intended to introduce a political bias in the text he certainly could have done it with the cases, but it is clear from reading such cases as the Kellogg Brown & Root case on page 190 that the author has no particular axe to grind. It is, in short, simply impossible to guess the author's political orientation.
The book also has no bias in favor of larger firms. The business school in which I teach is (in fact) oriented towards entrepreneurship and smaller firms. The text was selected, in part, because the information imparted would be just as valuable to small firms as it would be to the large. The author specifically addresses the topic of "mini-multinationals" as well as topics that would be of interest primarily to smaller firms.
smooth transaction, exact product, nice&easy supplier.......2007-05-14
exact product at an affordable price w a smooth transaction
Bias written into text.......2007-05-13
If you don't mind your information being written from the Western, pro Big-Business, capitalist view, the bias conveyed throughout the text won't be a problem. But if you are looking for something objective, something to fairly present the concepts associated with globalization, search elsewhere.
In the first two chapters alone, several instances of bias are written into the text. For example, in the first chapter, protesters of the WTO are referred to as "anarchists" and in the second chapter the difference between communists and social democrats is claimed to be that communists use violence in their revolutions. This is clearly not the case. While historically this may be true of the revolts, this is not even close to the fundamental difference between the two groups. For the first example, it can be seen that thousands of people gather to protest the WTO and it is certain that a select few, if any, consider themselves anarchists.
It is clear where the author stands!
Book Description
A comprehensive math review for the GRE, GMAT, and SAT. This math refresher workbook is designed to clearly and concisely state the basic math rules and principles of arithmetic, algebra, and geometry which a student needs to master. This is accomplished through a series of carefully sequenced practice sets designed to build a student's math skills step-by-step. The workbook emphasizes basic concepts and problem solving skills. Strategies for specific question types on the GRE, GMAT, and SAT are the focus of the Lighthouse Review self study programs.
Customer Reviews:
Definatly written by a mathamatician .......2007-09-27
This book is good. To the point and well explained with no extra fluff, it is exactly what it says, a math refresher especially useful for those of you, like me who haven't taken a math course in 8 or 9 years. This book is helpful. I reccommend it.
After "Ultimate Math Refresher," NOW I'm ready to study for GRE.......2007-08-28
** UPDATE - I got a 780V and 670Q on the GRE. Couldn't have done it without this book. Spent two weeks after review below playing around with "tactics" in the Barron's book...I would have benefitted more by mastering every one of the concepts in the Ultimate Math Refresher. Then again - I'm not a math person. I can see where math people would find the book too easy and not helpful. To the math people go the tactics - to B.A. folks like myself - bone up on the basics with this easy-to-use book. Good luck! **
I spent about a month doing every single problem in this book - there are 33 sets of problems, 10 - 20 problems each set. Total time invested...maybe 20 hours? My practice scores on the math part of the GRE have gone up somewhat. But the point is, I'm no longer mystified by the problems. NOW I'm ready and equipped to study the GRE books and learn tactics, etc.
The Math Refresher really is a pre-course for GRE math study. It starts with prime numbers, fractions, decimals, etc...all the basic stuff you learned before 8th grade but have long ago forgotten. The best part of the book walks you through percentages (part = whole X percent) and ratios. Toward the end there is a decent section with 20 or so typical word problems, and it was nice to see me finally getting most of those questions correct. (After bombing them repeatedly on practice tests.) There are also good sections on geometry, factoring, variables, proportions, work problems, distance problems.
Having said all that - be prepared to BEGIN your GRE study after this refresher. That's where I'm at. I now have 2 weeks to prepare, with practice test scores at 770 V and 660 M. (ha, I don't really believe that...my math scores vascillate between 520 and 660 - my V is usually around 660. But I did log that score over the weekend following completion of the Ultimate Math Refresher.)
This is a good workbook, written simply with step by step instructions for solving math problems. There are no multiple choice answers...this is a workbook that makes you work out each problem yourself. Want several hundred math problems that get you up to speed on basic math operations? This book works. THEN start studying the GRE prep books. Good luck!
Unbelievable simple.......2007-08-23
I bought this book looking at the product details and the content. I was expecting it to have some tips and trips to save time in calculation or computation. I must say that I was very disappointed with it. 10th graders perform more complicated math than what is shown in the book. It is oversimplified and gives a false sense of confidence to the test taker. Returned the book immediately.
Excellent, but has one TINY flaw.......2007-07-03
In preparing to retake the GRE, in an attempt to finish my PhD, I was very nervous about the algebra section, since I haven't used any of this for many years. I found the "Ultimate Math Refresher" and have been really thrilled with its explanations and step-by-step exercises. The one little flaw - at least for me - is that each section has very few exercises with which to practice the problems, then it just jumps to the next level. I needed more practice and ongoing reviews of what I had learned in earlier sections. Again, the explanations are excellent, so I purchased an old college workbook and combined the instructions from the "Math Refresher" with the exercises in the workbook. I highly recommend this book, but if algebra is a special challenge, or if it's been quite awhile, and you feel you need more practice, this book may not be enough alone.
Great review of forgotten skills.......2007-06-27
I've been out of school for over 25 years and needed a refresher for the GRE. This book has been great. Everything just started coming back to me.
The authors show how to do each type of problem without assuming prior knowledge. I feel much more confident now.
Book Description
Completely Updated and Revised
This revised edition of Peter Senge’s bestselling classic, The Fifth Discipline, is based on fifteen years of experience in putting the book’s ideas into practice. As Senge makes clear, in the long run the only sustainable competitive advantage is your organization’s ability to learn faster than the competition. The leadership stories in the book demonstrate the many ways that the core ideas in The Fifth Discipline, many of which seemed radical when first published in 1990, have become deeply integrated into people’s ways of seeing the world and their managerial practices.
In The Fifth Discipline, Senge describes how companies can rid themselves of the learning “disabilities” that threaten their productivity and success by adopting the strategies of learning organizations—ones in which new and expansive patterns of thinking are nurtured, collective aspiration is set free, and people are continually learning how to create results they truly desire.
The updated and revised Currency edition of this business classic contains over one hundred pages of new material based on interviews with dozens of practitioners at companies like BP, Unilever, Intel, Ford, HP, Saudi Aramco, and organizations like Roca, Oxfam, and The World Bank. It features a new Foreword about the success Peter Senge has achieved with learning organizations since the book’s inception, as well as new chapters on Impetus (getting started), Strategies, Leaders’ New Work, Systems Citizens, and Frontiers for the Future.
Mastering the disciplines Senge outlines in the book will:
• Reignite the spark of genuine learning driven by people focused on what truly matters to them
• Bridge teamwork into macro-creativity
• Free you of confining assumptions and mindsets
• Teach you to see the forest and the trees
• End the struggle between work and personal time
Customer Reviews:
Fifth discipline.......2007-09-29
I have not read the book yet, but it came to me very fast. I was pleased with the service and I enjoy using Amazon.
Katrius
Must read.......2007-09-17
Any manager who wishes to develop the organization he works for must read this book. It is an excellent introduction to systems thinking within any type of organization.
The World is Knowledge Intensive.......2007-09-06
In addition to being a fan of Peter Senge, I'm also a great fan of the ultimate management guru, Peter Drucker, who got me thinking about "the learning organization" in his book, The Age of Discontinuity, when he said: "The world is becoming not labor intensive, not material intensive, not energy intensive, but knowledge intensive." I believe it, and thus, I was very receptive to Senge's thoughts in this book.
The central premise of my latest book, The Three Pillars of Sustainable Profit & Growth The Three Pillars of Sustainable Profit and Growth is this: the only sustainable advantage any firm can achieve in the future is the quality of the human talent it is able to recruit and retain. The knowledge they bring with them, and continue to acquire, is the key to their company's future growth and success.
Senge put it this way: "The ability to learn faster than your competitors may be the only sustainable competitive advantage."
Bottom line: I believe that managing knowledge in the contemporary business world is just as important as managing money. Successful companies of the future will clearly be seen as learning organizations, which Senge aptly defined as "a group of people who are continually enhancing their capability to create their own future."
Thought Leadership, and Breakthrough ideas.......2007-08-27
I found this book highly simulating but required heavy study to transfer the ideas into the working environment. I found the framework was incomplete especially around the issues of creating a learning environment. Senges' framework for Systems is best described in terms of 'systems dynamics' which leads onto a more developed theory by others on system complexity and emergence.
He describes what might be an end state without detailing how to get there, the later follow up field book on tools and methods now fills this gap neatly. Both books together are perfect.
This book sets out theory very well, it also provides Thought Leadership, Breakthrough ideas and Inspiration. Its well written and enjoyable.
Highly Reccomended!.......2007-06-05
Peter Senge provides a well organized analysis and discussion of 5 techniques and "disciplines" necessary for a successful organization. This is a highly recommended read for managers and those wishing to advance and build their organization. Peter Senge helps the reader understand how to build a successful learning organization using clear and everyday examples that are easy to understand. He starts by explaining the four proposed disciplines necessary to grasping his final and most important discipline, "Systems Thinking." While reading the book, many ideas Senge puts forward seem like common sense. However, as the saying goes, "common sense isn't so common" rings true here. Peter Senge shows that most people are unaware of these seemingly obvious ideas and disciplines proved in his many years of research. Everyone could learn a thing or two from this book and should try and read it if at all possible!
Book Description
Getting Organized is a collection of simple ideas that address at least six major issues that could be generating chaos and disorder in your life. These ideas are presented in a simple format, with specific suggestions on how to put each idea to work, so busy people can find the time to read and try them. Simply stated, Getting Organized will help you improve your ability to focus, organize and prioritize.
Getting Organized includes tips, ideas and recommendations that are being successfully taught by corporate trainers and professional organizers in GO System training sessions all over the country. Even if you've tried unsuccessfully to get organized before, consider reading Getting Organized. You'll find effective solutions to your organizing challenges and will enjoy the benefits for years to come.
Customer Reviews:
Practical ideas that produce results.......2007-07-13
You won't get rich from simply reading a "How to Get Rich" book and you won't get organized and productive from just reading any book - you have to take action and implement the ideas.
I have used the principles and ideas outlined in "Getting Organized" for several years and found them to be extremely valuable.
Becoming more organized and productive is not a matter of what type of filing system or PDA you use, it involves making a habit of organized and productive behavior.
This book provides concrete tools for forming those habits. Simply outstanding!
a nice, integrated system.......2007-07-03
Crouch has some very solid ideas here, with practical applications. Worth looking at.
More at: Some thoughts from the book "Getting Organized" by Chris Crouch
[...]
Look at the reviews carefully.......2007-05-10
I wish I would have looked at the reviews carefully before buying this piece of fluff! I now took the time to look at more than the gold stars and actually read those reviews, and it seems that 99.9% of them were written by people who have paid to have this author give seminars at their offices. I have a feeling they got a discount for each 5 star review they gave.
When you can't handle email or incoming/outgoing paperwork, no book OR seminar is going to help you ... perhaps your career path should begin with a McJob!
If you are looking for REAL organization books that apply to your home and office space, I suggest "Organizing From The Inside Out" and "Sink Reflections".
Will only be helpful for a few........2007-04-14
The book was NOT what I was expecting based on prior reviews. This is NOT a guide to life organizing and prioritizing but rather the author's idea of handling office incoming mail, a filing reminder system for phone calls to be made and work to be done, keeping things one needs to share with another individual in a central location, and scheduling and consolidating that sharing. For those who don't need a computer to do their job, have a memory like a sieve, or are super disorganized and don't know where to begin to start, this might be helpful, otherwise, save your money. His ideas are only practical in a low volume paperwork environment and with those who have non-technical professions. Some kind of portable, daily planner or calendar or a computer syncing PDA is much more practical.
Great Ideas to incorporate in everyday situations.......2007-03-18
Although the book was more concise than expected, I learned some values that I will always use. Recommend this book with its witty content.
Average customer rating:
- THE ADULT LEARNER, SIXTH EDITION
- A classic, but it does not use its own advice.
- Andragogy for the 21st century
- Unreadable
- very comprehensive look at adult learning theory
|
The Adult Learner, Sixth Edition: The Definitive Classic in Adult Education and Human Resource Development
Ph.D., Malcolm S. Knowles ,
III, Ed.D., Elwood F. Holton , and
Ph.D., Richard A. Swanson
Manufacturer: Butterworth-Heinemann
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Binding: Paperback
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ASIN: 0750678372 |
Book Description
This much acclaimed text has been fully updated to incorporate the latest advances in the field. As leading authorities on adult education and training, Elwood Holton and Dick Swanson have revised this edition building on the work of the late Malcolm Knolwes.
Keeping to the practical format of the last edition, this book is divided into three parts. The first part contains the classic chapters that describe the roots and principles of andragogy, including a new chapter, which presents Knowles program planning model. The second part focuses on the advancements in adult learning with each chapter fully revised updated, incorporating a major expansion of Androgogy in Practice. The last part of the book will contain an updated selection of topical readings that advance the theory and will include the HRD style inventory developed by Dr. Knowles.
This new edition is essential reading for adult learning practitioners and students and HRD professionals. It provides a theoretical framework for understanding the adult learning issues both in the teaching and workplace environments.
* Provides a theoretical framework for understanding adult learning issues both in teaching and workplace environments
* Essential reading for a wide audience of practitioners and students in the field of adult learning and human resource development
* Incorporates Knowles'classic theories on adult learning alongside the latest advances in the field
Customer Reviews:
THE ADULT LEARNER, SIXTH EDITION.......2006-02-25
This book was in excellent shape. I received it sooner than I expected.
A classic, but it does not use its own advice........2005-07-03
Malcolm S. Knowles is the founder of the theory of Andragogy (Adult Education), and I agree with him on many of the points he makes.
The problem is that the book seems to have been written for academics to accept Malcolm's theories, and not written for students who wanted to learn to be better teachers in Adult Education.
Unless you have to use this book for a textbook for a class, I would not buy it as your first introduction to Adult Education. I'm not sure which book I would buy, but someone must have written a better one to actually learn the subject!
Andragogy for the 21st century.......2005-03-02
Since the term "andragogy" was first coined, several theoretical schools have developed around the topic of adult learning. This book provides a context for Knowles' ideas about andragogy and demonstrates the relevance of his ideas in the 21st century.
Unreadable.......2004-02-08
This book was the text for an adult learning course, and all 300+ students judged the book to be incomprehensible. So many complaints were received that the instructor apologized, saying it was the only book the school could find. There is good information in this book, but you need dynamite to unearth it. I have a better than average vocabulary, but I had to keep a dictionary by my side as I read, and even then I found words from the text for which I could find no definition. Some chapters had to be read 4 times before I understood the authors' message. Reading this book was a guarantee for a nap or a headache. Please, somebody stop this book before it kills again!
very comprehensive look at adult learning theory.......2001-05-11
This book is like a one-stop shopping guide to Adult education. It is so comprehensive that I doubt it leaves out one development in the history of adult education. My only warning is that the opening chapters which basically trace many theories of learning (both adult and traditional) are hard to get through -- it reads more like a research paper that summarizes every major educational theory since the beginning of time. But, if you don't want to know that much, you can simply skip these chapters and get right to the meat of the adult learning theories which are more appropos. For those who need a quick primer on learning theories, you'll love the first few chapters for their abundance of quick summary information. A useful guide to adult education.
Book Description
This career planning guide is written specifically for high-functioning adolescents and young adults on the autism spectrum, their families, teachers, and counselors. The two authors weave together a unique blend of information and advice based on personal experiences. Temple Grandin draws from her own experience with autism spectrum disorders and her professional career, and Kate Duffy uses her expertise on employment issues and the mother of two teenagers with autistic-like behaviors. The result is an extremely useful and practical book that introduces step-by-step processes for the job search with a major section on the impact ASD has in the workplace, including managing sensory problems, how to nurture and turn talents and special interests into paid work, jobs that are particularly suited to individuals on the spectrum, and much more. First-hand accounts of job experiences and advice from individuals representing a broad range of careers particularly suited for high-functioning individuals on the autism spectrum round off this exciting new resource.
Customer Reviews:
Developing Talents: Careers for Individuals with Asperger Syndrome and High-Functioning Autism.......2007-07-14
Fantastic book! Chock-full of practical ideas for coping in the real world, from someone on the autism spectrum who is highly successful in her life
Limited information.......2007-05-23
By my having AS, along with ADHD, I was looking for a book that would give me some insight on the type of careers that people with AS may gravitate towards and how those with AS cope and succeed in an NT work environment.
For careers, not much insight as the gist was to try and make a career out of your special interest, which can vary among aspies. This is not necessarily a bad thing as it means that the career options are many for those of us with AS.
My second objective of learning how aspies can function effectively in the workplace was more disappointing. Most of the advice was things you could find in traditional career books. Not much on how to interview well, given our social challenges, or how to promote accomplishments because of the tendency to want to work alone. These are just two examples.
The book does a fair job of explaining AS and how it could present challenges in the workplace, but all in all, nothing insightful that can be used to find or succeed in a career.
Autism Education.......2006-11-04
Most of this book offers parents assistance in educational needs of their lower functioning autisitc children. However, the list of possible job types is limited to manual laborer jobs. After having worked (and lived) with children in the autistic spectrum, I believe they are capable of much more than this book offers them. I would liketo see the authors add a list of secondary schools that offer admissins to children on the autistic spectrum along with assistance in the application process.
A must read for teens, adults and parents!.......2006-08-10
Dr. Grandin has taken her knowledge, expertise and sensitivity one step further in Developing Talents: Careers for Individuals with Asperger Syndrome and High Functioning Autism. She offers many ideas for those affected by or those working with these individuals. This area is filled with people of talent who are underemployed. An example of one of the suggestions offered - an individual who is interested in cartoons and spends their days drawing - all day - being encouraged to go to a museum of cartooning, learning about different kinds of cartoons, the history of cartoons which expands their interest - meeting others with the same interest. It is not enough to have a talent or the intellectual ability to understand complex things. Without work, Dr. Grandin explains, her life would not have had order, content or meaning. She covers many different kinds of jobs that people on the autism spectrum can accommodate to and ones that would be more difficult for them. The book is well thought out and because Dr. Grandin is herself on the spectrum and spends so much of her time speaking to others at her many presentations she has analyzed a great deal of what works and what does not. This book is an absolute must read! I run a large group for parents, professionals and individuals and it is one of my first recommendations. This book gives concrete suggestions and hope.
As a parent of an Asperger teen, this book was confirming and enlightening.......2006-02-23
As a parent of a teenager with Aspergers, alot of Ms. Gradin's recommendations confirmed what I already thought: sell the skills not the personality, go into areas where your interests/fixations lie and consider working as a consultant in your area of expertise. Finding recommendations I already thought of didn't make me feel like those parts of the book were a waste. On the contrary, it is nice to have affirmation from an outside source, particularly one intimately knowledgable of autism.
Other recommendations she makes were new to me. I had not thought of them, but they make alot of sense. She encourages people to go out and interview people in their field of choice to learn what they can about the industry. For neurotypical people, this would be akin to networking. For autistics, it is couched in a manner far easier for them to manage. People on the autism spectrum are probably not going to be good at social networking. But they would be very good at the interviews she recommends. She takes classic job networking and reworks it into research. I know my son LOVES researching more information on his interests, but digs in his heels at the thought of socializing.
Ms. Gradin also discusses the different styles of learning/thinking and which jobs are good for those type of people. My son happens to have amazing visual spatial abilities and is currently taking CAD in high school where he is getting straight A's. He now wants to become an architect which is exactly one of the fields Ms. Gradin reommends for visual spatial people on the spectrum.
Other beneficial feature of the book are the list of sources for information, examples of people in a wide selection of fields and Temple Gradin's personal observances.
I'm greatful to Ms. Gradin for writing books on autism. As hard as I try to understand my son, the fact that my brain is wired differently then his means I will always approach him with a bias, unintentional or otherwise. Her books clarify and explain things I could ponder for years and still not quite grasp.
I would also highly recommend her Animals In Translation book.
Book Description
Bateman and Snell have consistently discussed and explained the traditional, functional approach to management through planning (delivering strategic value), organizing (building a dynamic organization), leading (mobilizing people), and controlling (learning and changing). Management: Leading & Collaborating in a Competitive World retains its series of "firsts": first to have a chapter on diversity, first to devote a section to the natural environment, and first to relate a "bricks and clicks" theme to explain the challenges of managing in a New Economy. This new edition is no exception with an emphasis on leadership and collaboration as a means to success.
To survive competition and thrive in today’s world, you must perform in ways that give you an edge over your competitors. Four essential performance dimensions- cost, quality, speed, and innovation -when well done, deliver value to the customer and competitive advantage to students and their employers. In the new Seventh Edition of
By reinforcing these new business practices in context with the functional approaches, the authors deliver a unique theme among all principles of management texts- how to manage, lead, and collaborate in ways that deliver results.
Customer Reviews:
Management: Leading & Collaborating in the Competitive World .......2006-11-16
Excellent book i had no problems with this order
Amazon.com
Business leaders who maintain that emotions are best kept out of the work environment do so at their organization's peril. Bestselling author Daniel Goleman's theories on emotional intelligence (EI) have radically altered common understanding of what "being smart" entails, and in Primal Leadership, he and his coauthors present the case for cultivating emotionally intelligent leaders. Since the actions of the leader apparently account for up to 70 percent of employees' perception of the climate of their organization, Goleman and his team emphasize the importance of developing what they term "resonant leadership." Focusing on the four domains of emotional intelligence--self-awareness, self-management, social awareness, and relationship management--they explore what contributes to and detracts from resonant leadership, and how the development of these four EI competencies spawns different leadership styles. The best leaders maintain a style repertoire, switching easily between "visionary," "coaching," "affiliative," and "democratic," and making rare use of less effective "pace-setting" and "commanding" styles. The authors' discussion of these methods is informed by research on the workplace climates engendered by the leadership styles of more than 3,870 executives. Indeed, the experiences of leaders in a wide range of work environments lend real-life examples to much of the advice Goleman et al. offer, from developing the motivation to change and creating an improvement plan based on learning rather than performance outcomes, to experimenting with new behaviors and nurturing supportive relationships that encourage change and growth. The book's final section takes the personal process of developing resonant leadership and applies it to the entire organizational culture. --S. Ketchum
Book Description
National Bestseller Available in Paperback
"Just as Goleman's first book redefined intelligence, his new treatise…reassesses what makes a great leader."
-Time magazine
"Daniel Goleman has done it again! …a fascinating account of how emotions are at the heart of effective leadership. This book is a gem."
--David Gergen, Director, Center for Public Leadership, John F. Kennedy School, Harvard University
Drawing from decades of research within world-class organizations, the authors show that great leaders-whether CEOs or managers, coaches or politicians-excel not just through skill and smarts, but by connecting with others using Emotional Intelligence competencies like empathy and self-awareness. The best leaders, they show, have "resonance"-a powerful ability to drive emotions in a positive direction to get results-and can fluidly interchange among a variety of leadership styles as the situation demands. Groundbreaking and timely, this book reveals the new requirements of successful leadership.
Customer Reviews:
Emotional Intelligence for Relational Leadership.......2007-09-20
If you smile at me, I smile back; you frown and I look down - emotions are not a closed-loop system, but an open-loop system that helps us learn or causes us to shutdown. Transference of positive emotions (resonance) drives organizations to higher performance, conflicting emotions drive dissonance and limit performance according to authors Goleman, Boyatzis, and McKee. Thus, leadership is far more relational than transactional and good leaders are competent in all four domains of Emotional Intelligence - self-awareness, self-management, social awareness, and relationship management. The best leaders are also adept at applying a wide repertoire of supportive leadership styles - Visionary, Coaching, Affiliative, or Pacesetting to drive resonance, but also Pacesetting and even Commanding when the circumstances dictate.
It all sounds like so much common sense now; nearly 10 years after Goleman first burst on the scene with his international bestseller "Emotional Intelligence". Still, it is sometimes useful to remind ourselves that management is a relational process and that the necessary skills can be individually learned and subsequently developed within a team and/or organization - as the second half of this book goes on to say. If you have the time to step back and contemplate how relational interactions might be better managed within your organization, this book might give you a few things to think about. Dennis DeWilde, Author of "The Performance Connection"
Very Insightful and Educational.......2007-06-24
I absolutely loved the information in this book. It hits on many points that you dont get in general business classes. It explains leadership styles, review processes, self development, and just an overall good book in general on how to treat and develope people under you effectively. It is amazing how many people run corporations, and dont know or understand the power of the information in this book. I purchased copies to develope my 2 levels of supervisors below me. Highly Recomended!
Team 2: Primal Leadership- Book Review- UWM/MBA Students (Edina, Keith, Dianne, Vicki).......2007-05-04
We thought the book has great ideas to share on the leadership theory. It is written clearly and is easy to read. The authors, who are clearly well educated in the field of Emotional Intelligence and leadership, offer a well written book on: Emotional Intelligence; leadership styles; and offer a model for self directed learning (with Richard Boyatzi's Theory of Self Directed learning).
The book has three main parts.
In the first part of the book, The Power of Emotional Intelligence, the authors provide a great introduction to what makes leaders great. The authors show that resonant leaders - whether CEO's, managers, politicians or coaches - excel not just through skill and smarts, but by connecting with others using the EI competencies. They make scientific connections to neuro-anatomy that support the idea that emotions do in fact drive human behavior. The concepts of resonance, dissonance, laughter and moods are laid as the groundwork for understanding primal leadership and emotional intelligence. Then, they outline the four foundations, or domains, of emotional intelligence and their associated competencies:
* Self-Awareness:
- Emotional self-awareness
- Accurate self-assessment
- Self-confidence
* Self-Management:
- Emotional self-control
- Transparency
- Adaptability
- Achievement
- Initiative
- Optimism
* Social awareness:
- Empathy
- Organizational awareness
- Service
* Relationship management:
- Inspirational Leadership
- Influence
- Developing others
- Change catalyst
- Conflict management
- Building bonds
- Teamwork and collaboration
An important piece of applying EI is developing a flexible leadership style that is designed to draw in and motivate employees via a repertoire of leadership styles that include:
* Resonant Leadership Styles:
- Visionary
- Coaching
- Affiliative
- Democratic
* Dissonant Leadership Styles (limited use):
- Pace-setting
- Commanding
The second part, Making Leaders, is about the process of making emotionally intelligent leaders. The authors argue the case of "CEO disease" which is the information vacuum around a leader created when people withhold important (usually unpleasant) information. This includes getting too little useful performance feedback. The authors argue that when it comes to building leadership skills that last, motivation and how a person feels about learning matters immensely. People learn what they want to learn. If it is forced, it will soon be forgotten. Consequently they offer the five stages of self "discoveries" which are essentially a self-directed self-evaluation process that help make changes more long-standing. The author brings hope by explaining that true leaders are made, not born. They explain that resonant leadership is achievable through experimenting and practicing new behaviors.
The third part of the book, Building Emotionally Intelligent Organizations, attempts to apply emotional intelligence concepts on a macro level. It begins with the application to teams, then moves to the ideal organization, and closes discussing how to create sustainable change. There is general agreement that the third part of the book is the weakest. It teases readers who want to know more about how to be more effective on the team and organizational level, but does not provide the necessary how to steps. The particulars of how all of this is achieved within an organizational context are disappointingly vague as a systematic research model is not presented.
Criticisms of the book:
The first and second part of the book were found to be well liked by all of our team members. However, the third part of the book was found to be strong in the development of the theory, but weak in the application of it to real life. Further weaknesses of the book are listed below:
- The primary focus seems to be on identifying the components and the theory supporting primal leadership, however, it is lacking specific guidance on implementing the steps.
- Examples sometimes speak to success, however at times they do not identify specifically what the person did to achieve that success. More detail would provide better learning for the reader.
- Most of the research was secondary data.
- The book does not discuss competing theories.
- A single minded focus on building good relations may create the "Country Club" paradigm, good feelings but little output. (Allio)
We liked the book because:
The following lists the many strengths of the book, which outline why our team liked the book.
* It is relevant to the challenges of today's business by offering ways to improve business performance through improving leadership.
* It gives great examples of how positive and negative leaders may impact success of the organization.
* It provides a comprehensive introduction to the importance of EI skills in our every day business life.
* It stresses the realization of the importance to put people first before strategy.
* Nature vs. Nurture? The author brings a hope (even though not all leaders are born with all self-competencies) that through incorporation of different leadership techniques one can potentially become an effective and resonant leader.
* It inspires the reader to look inward and develop their own emotional intelligence.
* It's timing is relevant to the advance of modern leadership theory.
This book, overall, is recommended to others, specifically including our team peers, colleagues, leadership at work, leadership at volunteer organizations, family and friends. This book serves as a great introduction to the concept of emotional intelligence in everyday business life, while crossing over to life outside of the business world too.
Forget that we are all people at your own risk.......2007-04-03
In sales training you are taught to analyze emotions, to identify the type of personality your prospect has, and then taught how to best make a sales pitch to that personality type.
In MBA school you are instead taught (usually by the case study method) that numbers are the bottom line and any ideas you might have of people not being interchangeable parts is silly if not outright incorrect.
Let's say you need to hire a physicist. On the one hand you have this physicist with an MBA (yes they exist, I'm one) and he understands the bottom line, how to sell, how to plan. On the other hand you have Einstein who looks funny and forgets to put on his shoes when he walks to lunch. You'd better decide carefully what you need. Princeton University decided - they built the only covered walkway between building so Einstein didn't get his feet wet going between his office and the cafeteria.
Above all else, this book says that we are people. Ignore that we have emotions and you will lose.
Refreshing.......2007-03-25
I picked this book up on a whim, and I was very surprised how much it pertained to my life. I found this book to be very insightful and refreshing. The ideas and concepts put forth seem so simple and full of common sense, yet very few people seem to practice them. I think this is a must read for people who want the most out of life and their relationships.
Book Description
Senge's best-selling The Fifth Discipline led Business Week to dub him the "new guru" of the corporate world; here he offers executives a step-by-step guide to building "learning organizations" of their own.
Customer Reviews:
Tools for creating a Learning Culture.......2006-09-11
Peter M Serge, The Fifth Discipline Fieldbook
To quote the first few paragraphs at beginning of book:
Among the tribes of northen Natal in South Africa, the most common greeting, equivalent to "hello" in English, is the expression: Sawu bona. It literally means, "I see you." If you are a member of the tribe, you might reply by saying Sikhona, "I am here." The order of the exchange is important: until you see me, I do not exist. It's as if, when you see me bring me into existence.
This meaning, implicit in the language, is part of the spirit of ubuntu, a frame of mind prevalent among native people in Africa below the Sahara. The word ubuntu stems from the folk saying Umuntu ngumuntu nagabantu, which from Zulu, literally translates as: "A person is a person because of other people."
"I bow in honor and reverence that place within you where to the Universe resides, when you are in that place within you, and I am in that place within me, there is One." ~namaste
The five disciplines are at the CORE of a Learning Organization
1) Personal Mastery: expand your personal capacity and ability
2) Mental Models: see how our internal pictures of the world shape action and decision
3) Shared Vision: group commitment
4) Team Learning: group ability is greater than the sum of individual talents
5) System Thinking:
"When we try to bring about change in our societies, we are treated first with indifference, then with ridicule, then with abuse and then with oppression. And finally, the greatest challenge is thrown at us: We are treated with respect. This is the most dangerous stage." --A. T. Ariyaratne (Speech made at International Community Leadership Summit, Winrock, Arkansas, March 1983. This quote paraphrases and expands upon a well-known statement made by Mahatma Gandhi in his book Satyagraha in South Africa, 1982, 1979, Canon, Me.: Greenleaf books)
"An [organization] is not a machine but a living organism." --Ikujiro Nonaka /****
Fundamentals of epistemology: what is knowledge, the nature of knowledge, and what constitutes learning.
understanding is achieved after internalization.
Without experience, we cannot truly understand.
Internalization: transformation from explicit knowledge to tacit knowledge, habits and culture that we do not recognize in ourselves.
Innovation is a process to capture, create, leverage, and retain knowledge.
What is your belief? A belief about images of the world - you may call it a mental model - is a very subjective thing
information is the flow of a message, while knowledge is created by accumulating information. Thus, information is a necessary medium or material for eliciting and constructing knowledge.
The second difference is that information is something passive. When we switch on a TV set, information comes regardless of my commitment. But knowledge comes from my belief, so it's more proactive.
And the organizational knowledge or intellectual infrastructure of an organization encourages its individual members to develop new knowledge through new experiences.
This dynamic process is the key to organizational knowledge creation - that is, socialization (from individual tacit knowledge to group tacit knowledge), externalization (from tacit knowledge to explicit knowledge), combination (from separate explicit knowledge to systemic explicit knowledge), and internalization (from explicit knowledge to tacit knowledge) [...].
[...]
Three Guiding Ideas
1) The Whole. When you are pointing a finger at the problems, notice how many fingers are pointing back at you. If you fixed the symptoms and ignore the root causes, the problems have not gone away. Another way to look at this is treat the person, not the disease. Of course treat the disease if the patient is dying, but know that the patient will get sick again because the "root causes" are stil there.
2) Community. The self is "a point of view." "The essence of being a person is being in a relationship [with] other people." You will not believe this, but each person before you is there for a reason. The reason this person is there at this moment is for you to learn something about yourself. If you ignore the person, do not ignore or forget the lesson.
3) Language. The map is not the territory. We cannot contain every bit of information that comes to us in the world, so we have to create a "map of the territory" and then refer to the map for our information. By changing a person's map, we change their reality. Language is the map, not the reality.
enlightening concepts about leadership.......2005-10-26
It seems to me that The Fifth Discipline (the previous publication of the series) is more attacting to me. The second book can be more precise and concise in content. Generally speaking I still like these two books as a foreign reader.
The Fifth Discipline.......2003-02-08
This book is a collection of theoretical summaries, reports, analyses, and strategies all quite useful to anyone interested in generating some thinking and action around change. The team of five writers (Peter Senge, Richard Ross, Bryan Smith, Charlotte Roberts, and Art Kleiner) provide some original work, but also serve as editors to a vast quantity of material drawn from practitioners, theorists, and writers in the field of organizational improvement. According to Senge, "great teams are learning organizations - groups of people who, over time, enhance their capacity to create what they truly desire to create." (p.18) This book is really about creating and building great teams. The learning organization develops its ability to reflect on, discuss, question, and change its current and past practices. To do this, people and groups in the organization need to meaningfully pursue the study and practice of the five disciplines - personal mastery, mental models, shared vision, team learning, and systems thinking.
The learning organization - Senge's vision for the productive, competitive, and efficient institutions of the future - is in a continuous state of change. Four fundamental questions continuously serve to check and guide a group's learning and improvement (see page 49): (1) Do you continuously test your experiences? ("Are you willing to examine and challenge your sacred cows - not just during crises, but in good times?") (2) Are you producing knowledge? ("Knowledge, in this case, means the capacity for effective action.") (3) Is knowledge shared? ("Is it accessible to all of the organization's members?") (4) Is the learning relevant? ("Is this learning aimed at the organization's core purpose?") If these questions represent the organization's compass, the five disciplines are its map.
Each of the five disciplines is explained, and elaborated in its own lengthy section of the book. In the section on "Systems Thinking" (a set of practices and perspectives, which views all aspects of life as inter-related and playing a role in some larger system), the authors build on the idea of feedback loops (reinforcing and balancing) and introduce five systems archetypes. They are: "fixes that backfire", "limits to growth", "shifting the burden", "tragedy of the commons", and "accidental adversaries". In the section on "Personal Mastery", the authors argue that learning starts with each person. For organizations to learn and improve, people within the organization (perhaps starting with its core leadership) must learn to reflect on and become aware of their own core beliefs and visions. In "Mental Models", the authors argue that learning organizations need to explore the assumptions and attitudes, which guide their institutional directions, practices, and strategies. Articles on scenario planning, the ladder of inference, the left-hand column, and balancing inquiry and advocacy offer practical strategies to investigate our personal mental models as well as those of others in the organization. In "Shared Vision", the authors make the case for the stakeholders of an organization to continually adapt their vision ("an image of a desired future"), values ("how we get to travel to where we want to go"), purpose ("what the organization is here to do"), and goals ("milestones we expect to reach before too long"). The section offers many strategies and perspectives on how to move an organization toward continuous reflection. In "Team Learning", the authors rely mostly on the work of William Isaacs and others, and make a case for educating organization members in the processes and skills of dialogue and skillful discussion.
This book is enlightening and informative. It has already found a place on my shelf for essential reference books.
A follow up to the legend.......2003-01-27
The Fieldbook attempts at making the esoteric concepts of the fifth discipline more down to earth and contains a treasure trove of strategies, tools, methods and explanations on how to make the learning organization into a reality.
Thus people who have read The fifth discipline will gain the most from this book. It's a must read for people who want to make their organizations transition into a 'learning organization'
A second dose of Inspiration..........2002-02-09
Senge's second serving of the Learning Organization is filled with practical tips and real-life examples from companies and organizations that have embraced the teachings of the Learning Organization successfully.
The Book is a collaboration of several writers who do a superb job of unraveling the web that is the learning organization. At times, it may seem to the reader that the book is a labyrinth of disjointed concepts and ideas. However, if you have read `The Fifth Discipline' you will find no problems following the concepts introduced. In fact, you will even understand why the writers have chosen to introduce them in that fashion. If you have not read "The Fifth Discipline', do not despair, it will take a little longer to get `the whole picture'.
The Book is divided into 8 main sections:
1) Getting Started addresses the basic concepts and ideas of the Learning Organization.
2) Systems Thinking (the fifth discipline) - Many people have argued that Senge should have delegated the fifth discipline until the end, however, without Systems Thinking, your vision is disjointed and incomplete.
3) Personal Mastery covers the area of individual development and learning. The chapters here are among the most valuable in the area of self-growth and self-improvement.
4) Mental Models - These are the pictures that you have in your head which represent reality.
5) Shared Vision - You've seen the whole picture, you've developed and you understand how you see the world. Now you need to find a common cause with the rest of the people in your organization, something that you all work for.
6) Team Learning - As you work with other people in teams or groups, you need to pass the stuff that you have learnt and the wisdom you've acquired to others. At this stage, the learning is no longer that of the individual, but the group.
7) Arenas of Practice - (Self explanatory)
8) Frontiers - Where do we go from here.
If you are interested in development, learning, growth, leadership, gaining a competitive edge whether at an organizational or personal level, then this book is for you. In fact, I'd venture to say that this is book is for everyone.
Books:
- The 21 Irrefutable Laws of Leadership
- The Box: How the Shipping Container Made the World Smaller and the World Economy Bigger
- The Culture of the New Capitalism
- The Economic Institutions of Capitalism
- The Economic Way of Thinking (10th Edition)
- The Fair Tax Book: Saying Goodbye to the Income Tax and the IRS
- The Great Transformation
- The Greatest Miracle in the World
- The Knowing-Doing Gap: How Smart Companies Turn Knowledge into Action
- The Laws of Thinking: 20 Secrets to Using the Divine Power of Your Mind to Manifest Prosperity
Books Index
Books Home
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