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Women at the Top: Powerful Leaders Tell Us How to Combine Work and Family Review

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Women at the Top: Powerful Leaders Tell Us How to Combine Work and Family ReviewWe seldom have chance to look from behind the brightest women from all over the world. They are so brilliant in their own profession that we nearly forget their role in their own families, which also means so much to them. Their experience sharing throws light on those who strive for excellence in their profession and at the same time cherish so much their own families. The live cases demonstrate that women can be successful in both of the roles without sacrificing either one. They also demonstrate their road moving forward to success by overcoming the difficulties, obstacles and conflicts, which is not an easy task. The book is no doubt encouraging and inspiring to those working mothers, who may not be the women at the top, but who feel tired, wearisome and even guilty in the course to a dually successful life. It is an energy charger.Women at the Top: Powerful Leaders Tell Us How to Combine Work and Family Overview

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The Diversity Index: The Alarming Truth About Diversity in Corporate America...and What Can Be Done About It Review

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The Diversity Index: The Alarming Truth About Diversity in Corporate America...and What Can Be Done About It ReviewI read an interesting book by Susan Reed called The Diversity Index - The alarming Truth About Diverstity in Corporate America ... and What Can Be Done About it. I assume similar stats apply to Canada.
The book is full of statistics about how many women and different races are employed in various places and how that has changed over the years. I wish it also had statistics comparing the demographics in general to the overall statistics. I know where I grew up in small town Ontario, Canada, there was very little racial diversity, so it would not be reasonable to have a lot of racial diversity in most of the businesses. (of course not true of gender diversity, since half of the people were women)
I like to think of myself as gender/race blind. By this I mean that I simply want to have the best person for the position, regardless of the race or gender.
This is where it's tough because governments like to bring in quotas and introduce bureaucracy. It's tough to legislate though.
I think businesses will change when they recognize that they get more value by having diversity. One part of wisdom and maturity is accepting people with different views and backgrounds. We all tend to like and value people who are more similar to ourselves, and part of the reason we are the way we are is because we value the traits that we have. But for success, we need to be challenged.
I do not think it would feel very good for someone to get a position just because of a quota system. In my own case, I am a member of Golden Seeds, and would hate to think that I was a member just to make up a male quota of that group. (Golden Seeds invests only in female entrepreneurs)
The book starts discussing The Plan for Progress, which was the plan introduced in the 60s. This shows how companies that adopted a Plan for Progress ended up with more diversity in their companies. It ends ends with a new Plan for Progress, which has the following steps:
Excerpted from The Diversity Index: The Alarming Truth About Diversity in Corporate America...and What Can Be Done About It by Susan E. Reed. Copyright © 2012 Susan E. Reed. Published by AMACOM. Used with permission. All rights reserved.
1. They developed a core mantra that fused their diversity goals and ethical principles with their business strategy. Leaders articulated this vision in every internal speech and company communication. They demonstrated congruence.
2. They created a secure, reliable feedback system through which employees from all over the world could communicate safely and directly to a company executive, expressing their concerns over how they were being treated by other members of the company.
3. They provided diversity training to employees and fostered a culture of learning.
4. They administered 360-degree performance measurements to managers in which they were evaluated by subordinates, peers and superiors. Managers' pay was partly determined by how they were rated and how they developed diverse employees.
5. They cultivated and harvested new talent. They offered summer internship and contributed to funds that enabled underprivileged students to go to college. They widened their talent harvest to historically black and women's colleges.
6. They developed, supported, and funded extensive affinity groups. They made it mandatory for managers and officers to be involved in these groups.
7. Companies invested in local communities to improve public school education and opportunities.
8. Executives promoted women and people of color, as well as employees with an international perspective, thereby demonstrating their commitment to the core diversity mantra.
9. Chief executives opened themselves to negative feedback about what was not working by holding regular meetings with managers and employees.
10. They never stopped trying new ideas to foster integration because they realized that companies are highly changing environments.
I think it is also great for minority groups to help themselves within the group. There is a natural affinity to like people who are in the same group and it makes logical sense to help each other.
Interestingly we recently had diversity training at Canrock Ventures. And what came out of it was we needed to have social get togethers Friday afternoon. Not sure how that was arrived at...The Diversity Index: The Alarming Truth About Diversity in Corporate America...and What Can Be Done About It Overview

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The Discipline of Teams: A Mindbook-Workbook for Delivering Small Group Performance Review

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The Discipline of Teams: A Mindbook-Workbook for Delivering Small Group Performance ReviewThe Discipline of Teams updates and extends the best-seller, The Wisdom of Teams. "The most important characteristic of teams is discipline; not bonding, togetherness, or empowerment." You are encouraged to be sure that you use teams only when they make sense as a performance unit, rather than having a single-leader approach. Using sophisticated Marine units as models, you begin to appreciate that some tasks are better suited to individuals and some tasks need to combine team and individual elements. In fact, complex tasks may require many teams focusing on subtasks. The book also looks at virtual teams and the impact of electronic communications on teams (concluding that nothing really changes -- you just have more ways to communicate and face-to-face is still important).
A team makes sense when you need to accomplish something more than what individual performances will give you. A good example comes in new product development. Each specialist can do a good job, and the project can easily be a bust. By thinking together, potential failure can become success by tweaking each perspective in new ways. The authors also point out that many times goals are set that sound like individual performance, but better goals would set directions requiring a team.
An effective team needs to have:
(1) an understandable charter
(2) communicate and coordinate effectively
(3) have clear roles and responsibilities for individuals
(4) use time-efficient processes and
(5) have a sense of accountability.
"Whenever a small group can deliver performance through the combined sum of individual contributions, then the single-leader discipline is the most effective choice."
The book provides many ways to make both teams and single-leader groups work better. In fact, it focuses on those areas that are most likely to cause problems, like poorly defined goals, keeping the size of the group as small as possible, not having the skills needed, time pressures, and using the wrong leadership discipline). I also liked the fact that the book looked at the question of when you should fold a team.
The authors clearly understand a great deal about making teams more effective, and anyone can learn from this book. I think those who liked The Wisdom of Teams will find it to be a useful refresher with some valuable new material.
The book contains many exercises and workbook questions that I happily endorse. They make the book much more practical and useful. If you just did the exercises and the workbook questions, this would be a five star book. The explanations are just icing on the cake.
After you have finished this book, I also suggest you think about whether you have set the right priorities in your organization. Realizing that you can only do a few things at once, what should they be? Be sure to give yourself a chance to pick tasks that will benefit from teams.
Find ways to make human cooperation more beneficial . . . for that's our strength!
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Practice Made Perfect: The Discipline of Business Management for Financial Advisors Review

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Practice Made Perfect: The Discipline of Business Management for Financial Advisors ReviewA well-engineered and reliable kitchen appliance, say a toaster oven or a blender, has a certain functional beauty, and so does this book. Authors Mark C. Tibergien and Rebecca Pomering specifically target and serve financial advisers who own consulting firms. Based on their decades of consulting experience, the authors offer sound advice designed to protect - or deliver - any small financial service firm from a fiscal crisis. In the course of doing so, they debunk several myths, such as the notion that you can simply sell your way out of poor financial performance, or that most small firms don't need to borrow to pay for their operations. With an appendix chock full of helpful tools, such as a cash-flow calculator, a sample financial statement and a practice-management assessment questionnaire, this is a useful book for any small consultancy. We strongly recommend this book to financial advisers who know the value of good advice.Practice Made Perfect: The Discipline of Business Management for Financial Advisors Overview

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God in the Marketplace: 45 Questions Fortune 500 Executives Ask About Faith, Life, and Business Review

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God in the Marketplace: 45 Questions Fortune 500 Executives Ask About Faith, Life, and Business ReviewThis is an excellent study guide for Christians in the workplace. Plenty of scripture review and thought provoking questions. Deals from the position of as a Christian how do I deal with so much hipocrasy in the workplace, how do I answer people's questions about my Christianity and finally how do I witness each and every day.God in the Marketplace: 45 Questions Fortune 500 Executives Ask About Faith, Life, and Business Overview

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Patrick Lencioni Library (Five Temptations of a CEO; Four Obsessions of an Extraordinary Executive; Five Dysfunctions of a Team; Death by Meeting) Review

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Patrick Lencioni Library (Five Temptations of a CEO; Four Obsessions of an Extraordinary Executive; Five Dysfunctions of a Team; Death by Meeting) ReviewLencioni's library of management fables is a must read for everyone who finds themselves responsible for any aspect of people and company management. Applicable for CEO's and first level management, told in an easy-to-understand experiential manner, these books teach the basics and beyond.Patrick Lencioni Library (Five Temptations of a CEO; Four Obsessions of an Extraordinary Executive; Five Dysfunctions of a Team; Death by Meeting) Overview

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Become the CEO of You, Inc.: A Pioneering Executive Shares Her Secrets for Career Success Review

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Become the CEO of You, Inc.: A Pioneering Executive Shares Her Secrets for Career Success ReviewBenjamin Franklin noted that failing to prepare is preparing to fail. In her illuminating book, Susan Butler, an accomplished consultant, philanthropist, and mentor spells out some key steps one can take to prepare for and then realize success (professional and personal): first and foremost, realizing that you are the CEO of You, Inc.; creating a Vision for You, Inc.; building an advisory board/team; preparing a plan; navigating along the way; and effectively marketing You, Inc. Not only does Ms. Butler's book provide a cogent framework to prepare for and then realize success, it is also chock full of practical insights drawn from the author's own prolific career and personal accomplishments. Having benefited enormously from Susan's mentoring when I was the dean of the University of Arizona's Eller College of Management and she served as a key member of the College's advisory board, I personally can attest to the quality of her guidance. Readers of her book will be similarly well served by Susan's mentoring. I wholeheartedly recommend making Susan a member of YOUR (You, Inc.) advisory board.
Mark Zupan
Dean
Simon School of Business
University of RochesterBecome the CEO of You, Inc.: A Pioneering Executive Shares Her Secrets for Career Success Overview

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In the Face of Uncertainty Review

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In the Face of Uncertainty ReviewIn the aftermath of the horrific events of September 11, 2001, it was inevitable that publishers would rush to produce books that would respond to the events and move us forward in history. We could expect all sorts of quality in content and production. The AMACOM contribution is worth reading, sharing, and keeping.
The author is a veteran business journalist, management consultant, and speaker-the kind of person you'd expect to be able to communicate with respected leaders and draw out their thoughts, their feelings, and their advice. At a time that solid perspectives are needed, this book provides them.
Let's talk about content first-the people who contributed to this work through their interviews. One might expect the customary parade of overpaid CEOs whose public relations agents seek more opportunities to gain image-building exposure. All the major companies would be represented, including the ones that are flaming out because of deficiencies in the very leadership that we need.
Surprise! The interviewees are much more diverse, not always the top dog, and some are even retired. They're included in the book because they have something worthwhile to say...and be heard. While including lists like this are not particularly recommended in book reviews, I feel it's appropriate in this case. Their interviews, incidentally, are presented in alphabetical order to avoid suggesting that any is more important than another.
You'll learn from Grant Aldonas, Under Secretary, International Trade, US Department of Commerce; John Alexander, President, Center for Creative Leadership; Charles Barclay, President, American Association of Airport Executives; Curtis Carlson, CEO & President, SRI International; Michael Carns, General (retired), US Air Force; Peggy Conlon, CEO & President of the Ad Council; Leo Daly III, Chairman & President, Leo O. Daly; Ronald Daly, President, R. R. Donnelley Print Solutions; Ralph Dickerson, President, United Way of New York City; Gerald Fitzgerald, President, PB Aviation; Joe Galli, President & CEO, Newell Rubbermaid; Stephen Harrison, President, Lee Hecht Harrison; Chester Haskell, President, Monterey Institute for International Studies; Sunir Kapoor, Founder, E-Stamp; Christopher Komisarjevsky, CEO Worldwide & President, Burston-Marsteller; James Lawrence, Chief Financial Officer, General Mills; Howard Learner, Executive Director, Environmental Law & Policy Center; James Madden V, Chairman, CEO, & President, Exult; Marilyn Carlson Nelson, Chairman & CEO, Carlson Companies; Marjorie Randolph, Senior Vice President, Human Resources, Walt Disney Studios; Leonard Schaeffer, Chairman & CEO, WellPoint Health Networks; Theodore Shackley, Associate Director of Operations (retired), Central Intelligence Agency; Ken Smith, CEO, President, & Founder, Jobs for America's Graduates; William Strickland, CEO & President, Manchester Bidwell Corporation, Tai-Chin Tung, Chief Financial Officer, Charles Schwab, and an epilogue with William Bridges, Principal, William Bridges & Associates.
The style of this book is comfortably different. As familiar as we all are with e-mail and chat room threads, this book is easy to read. The interviewer's question is shown in one type style, followed by the response in another. Reading this book is like reading a series of well-edited e-mail messages. This is a book you can get into . . . and get hooked on.
One more selling point, in my estimation, is the index. Just reading through the indexed topics is a lesson unto itself, to see what topical areas were addressed most frequently.
Diversity, depth, and determination make this book. The diversity of the participants, the depth of their remarks, and the determination of the author deliver for the reader.In the Face of Uncertainty Overview

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