Book Description
The ability to bring new and innovative products to market rapidly is the prime critical competence for any successful consumer-driven company. All industries, especially automotive, are slashing product development lead times in the current hyper-competitive marketplace. This book is the first to thoroughly examine and analyze the truly effective product development methodology that has made Toyota the most forward-thinking company in the automotive industry.
In The Toyota Product Development System: Integrating People, Process, and Technology, James Morgan and Jeffrey Liker compare and contrast the world-class product development process of Toyota with that of a U.S. competitor. They use extensive examples from Toyota and the U.S. competitor to demonstrate value stream mapping as an extraordinarily powerful tool for continuous improvement.
Through examples and case studies, this book illustrates specific techniques and proven practices for dealing with challenges associated with product development, such as synchronizing multiple disciplines, multiple function workload leveling, compound process variation, effective technology integration, and knowledge management.
This valuable book:
Highlights the application of value stream mapping methodology to product development. Identifies and defines the categories of waste that are specific to the product development process. Presents countermeasures and proven practices, based on Lean principles, developed for the product development process used at Toyota. Illustrates and clarifies the methodology by presenting actual case examples at Toyota and a U.S. competitor.
Readers of this book can focus on optimizing the entire product development value stream rather than focus on a specific tool or technology for local improvements.
Customer Reviews:
Toyota system- A good book.......2007-10-07
I bought this book as a part of my classroom text material. It's an interesting book that talks about how Toyota uses its system to achieve lean manufacturing by integrating people, process and technology. This is coupled with the lean design guide book for our text. It is informative.
A must read for those who want to study the next product development frontier!.......2007-06-18
This book is based on lean product development in the automotive world and has some shortcomings when it comes to applying what Toyota does to other industries. However, with Toyota's success lately their are few arguments against not studying how Toyota approaches product development and applying it to our specific industries. I think the hardest thing for most American companies will be having the long-term discipline to implement what Toyota has done.
Academic Review of New Product Development.......2007-05-28
Although this book is very popular today, the authors offer no new approaches to new product development. Companies should strive to leapfrog Toyota. Similarly to Demmings' focus on quality, every aspect of Toyota's NPD process was first developed in the USA, which still ranks as the World's leading innovation source.
Best book about Toyota PD.......2007-05-08
This is the third book I've read about Toyota and by far the best one. I'm an engineering manager and found dozens of simple, new ideas in this book. This is a very thorough & practical guide to the inside workings of Toyota's PD system. There are many examples and sufficient details that you can easily understand them and also try to implement them in your own organization.
Excellent reading for OEM........2007-04-05
Very interesting topics covered. Strongly recommended for engineers in the automotive industry.
Book Description
The classic bestseller on performance management is updated to reflect changes in today's working environment. When an employer needs to know how to gain maximum performance from employees, renowned behavioral psychologist--Aubrey Daniels is the man to consult. What has made Daniels the man with the answers? His ability to apply scientifically based behavioral stimuli to the workplace while making it fun at the same time.
Now Daniels updates his ground-breaking book with the latest and best motivational methods, perfected at such companies as Xerox, 3M, and Kodak. All-new material shows how to: create effective recognition and rewards systems in line with today's employees want; Stimulate innovations and creativity in new and exciting ways; overcome problems associated with poorly educated workers; motivate young employees from the minute they join the workforce.
Download Description
Bringing Out the Best in People, New & Updated Edition, provides the latest and best motivational methods currently in use at such major companies as Xerox, 3M, and Kodak.
Customer Reviews:
Science of positive reinforcement.......2007-08-01
Aubrey Daniels offers an insightful look at the behavioral school of management, and its key tools: positive, and negative reinforcement. The book covers how to link rewards to behaviors you want to reinforce, when to deliver them, and how to design systems to support them. While not without its flaws, the book is well written and offers plenty of practical advice - if you're an aspiring manager, or a seasoned veteran, 'Bringing Out the Best in People' is a solid investment of your time.
Clarity, results, contribution.......2007-07-04
This is an essential text for anyone who manages people. Daniels is clearly 'for' creating a workplace that taps the innate desire to contribute and against one run by fear. I've seen nearly 35 years of organizational life, as employee, manager and consultant. That's a lot of fads, slogans and philosophies. This book is the real deal.
When people are managed using these clear, rigorous, objective principles, stress and interpersonal barriers decrease, work exceeds expectations. I also recommend Dr. Marshall Rosenberg's "Nonviolent Communication".
Based on a flawed worldview.......2007-04-02
I started reading the book as a part of my personal development with the company that I work for. The book is founded in behaviorism, and does not stray from the concepts associated with this worldview. My issue with it is that I believe that people are more than a reaction to the things that happen to us. We have unique personalities, and they consist of more than the conditioning that they are subjected to. This psychology takes away the idea of free-will and choice, and eliminates personal responsibility. When it comes to managing people, I believe that these are important elements to tap into. This behaviorist approach to management may look good on the surface, and make logical sense, but is flawed by its nature, and cannot have any long lasting impact.
Good book but not as good as her other book.......2006-03-02
This book is a fine book if you are looking for the typical book written for lazy minds. The material is good, the presentation is great. However, there is a lack of references and detail that someone really interested in the material will desire. If you like pop-culture books get this one. If you want a terrific book that appeals to your brain then get the authors other book, "Performance Management." It is exceptional.
Must Have Book for all Managers, Parents & Pet Owners.......2006-01-14
I have used Bringing Out the Best in People throughout Latin America and here in the States for several years. When I have control of a client project, this book is required reading. I get groans at first from supervisors and managers, but it is amazing what happens after they read it. They come back and immediately start talking about NICs, PICs, etc. It is fun but keeps me on my toes from that point forward as they watch my every move!
Although Daniels talks of motivating and brining out top performance from individuals within organizations, the concepts definitely applies and should be used in personal/family relationships as well. The concepts even hold true as I train my dog and two macaws as uncertain/certain, future consequences do not work for them! The beauty is that this book makes you stop and think.
Amazon.com
The key to building a superior company, an increasing number of observers now agree, is the ongoing ability to recruit and retain superior personnel. In Topgrading, industrial psychologist and global consultant Bradford Smart expands upon this idea by examining in great detail exactly how today's premier organizations have assembled such top-level employees, and then showing precisely how others can do it, too. "Simply put, topgrading is the practice of packing the team with A players and clearing out the C players," Smart writes. "'A players' is defined as the top 10 percent of talent available at all salary levels--best of class. With this radical definition, you are not a topgrader until your team consists of all A players. Period." Essentially a best-practices manual for developing this outstanding personnel pool, the book is based on more than 4,000 interviews and case studies conducted by Smart at major corporations like General Electric as well as fast-growing high-tech companies and small family-owned firms. He further bolsters its effectiveness by including his extensive "Chronological In-Depth Structured Interview Guide," along with other assessment tools and hands-on strategies for assembling an ideal work team. --Howard Rothman
Book Description
Great companies don't just depend on strategies—they depend on people. The more great people on your team, the more successful your organization will be. But that's easier said than done. Statistically, half of all employment decisions result in a mishire: The wrong person winds up in the wrong job. But companies that have followed Bradford Smart's advice in Topgrading have boosted their successful hiring rate to 90 percent or better, giving them an unbeatable competitive advantage.
Now Smart has fully revised his 1999 management classic to reintroduce the topgrading concept, which works for companies large and small in any industry. The author spells out his practical approach to finding and managing A-level talent—as well as coaching B players to turn them into A players. He provides intriguing case studies drawn from more than four thousand in-depth interviews.
As Smart writes in his introduction, “All organizations, all businesses live or die mostly on their talent, and any manager who fails to topgrade is nuts, or a C player. . . . Those who, way deep down, would sooner see an organization die than nudge an incompetent person out of a job should not read this book... Topgrading is for A players and all those aspiring to be A players.”
Customer Reviews:
Stop looking for magic bullets.......2007-06-08
While Brad Smart offers some good advice for the hiring manager, we must keep in mind that the purpose of TogGrading is to make money for, uh, Brad Smart. It is every hiring manager's responsibility to select the best candidate for a position. Some instinctively do a good job at this, while others are simply clueless. Dr. Smart presents his methodology with a zen-like religious furvor. He insists that if everyone in the organization adopts his methodology and becomes a zealot, the organization will become wildly successful. Isn't pretty to think so. My company jumped on the TogGrading bandwagon three years ago, because we had high turnover in a two departments. Now our hiring process is adruous, time-consuming and expensive. The results? Those managers who had low turnover rates still have low turnover rates. Those who had high turnover rates still have high turnover rates. The bottom line: TopGrading doesn't work any better than any other of the various magic bullet methods hawked to managers over the years. There is no one-size-fits-all methodology for selecting top performers. If your company is failing at attracting and retaining "A players" you'd do better to carefully examine your corporate culture than to jump on the latest fad method. If one manager excels at hiring and retaining good employees, allow him to mentor the managers who don't. This is cheaper and far more effective than turning your HR process upside down and hoping for a miracle cure.
Be objective with your experiences.......2007-03-15
I have been through interview processes with multi-billion dollar firms that were surprisingly casual and not as "hard-hitting" as I would expect. From observing others and recognizing my own experiences and shortcomings, you can tell who are "C" and "A" players. This does not make the "C" player a bad person. Michael Jordan was a "C" in minor league baseball.
Just because someone is a CEO of a Fortune 500 company does not make that same person infalliable. Sometimes CEOs do things that make us scratch our heads, and subsequent events prove us right. (William McCormack at CMS Energy being one.)
Other CEOs bring great growth and enhanced shareholder value. They are worth the big bucks. How much would you pay to someone who increased your company's value by $1 billion?
I was so impressed with this book that I have begun to implement these principles into my suppliers for our company's procurement chain. I'm constructing my own "CIDS" interview, and will seek to have "A" suppliers, removing the "C"s.
The anecdote in the book says it best. A firm will invest a lot of time, effort and energy in buying a $500,000 piece of equipment. But hiring an employee whose impact on the firm can be millions of dollars? "Ah, he interviewed well, so we'll hire him."
Kick the tires during the interview phase. Talk to others for "scuttlebutt". Invest the time up front for big pay-offs later.
Read This Book Today.......2007-03-15
There are many books on the market focused on interviewing techniques and talent selection. Topgrading is the best in this category and I have read many of them. The reason why it is the best is that it takes the reader past "what to do" and teaches them "how to do it". If you are someone like me, looking for a way to hire and coach A players right now, this is the book for you.
It really works!!!.......2007-03-06
Not only have I read both releases of this book, but my colleagues and I have been practicing Topgrading at my company for some time now. By using Dr. Smart's process, we have had significant success in hiring A players and have reaped the rewards of having these high powered recruits on our staff. This is a "must read" for those leaders that want to significantly improve the quality of their workforce.
Buy It and Live by It.......2007-02-09
Let me begin with full disclosure. I've known the author, Dr. Smart, for many years. I know his methodology inside and out. Here's how much I respect the Topgrading concepts and his own professional expertise: My publishing company, PRITCHETT, LP, selected his hardback--above all others on interviewing and the selection process--to take into our popular short handbook format. We could have approached any author, chosen any other book. PRITCHETT targeted Topgrading because we want to publish the very best content we can find on a given topic. Brad Smart is THE thought leader on this subject. I know exactly what a Topgrading interview looks like in progress, how it hits the job candidate, and how powerfully Topgrading can improve an organization's performance. Is the process rigorous? Yes. Will the weaker candidates find it penetrating and a bit stressful. More than likely...but they'll feel that way about any truly scrutinizing approach. Topgrading is a big book, with big ideas, and very big payoff for the person who puts it into practice.
Price Pritchett, Ph.D., Chairman
Customer Reviews:
Informative but blatantly self-serving.......2007-10-07
I liked this book and learned a lot about a market-research technique that I had hoped might apply to the needs of a small business-to-business company. The book made me enthusiastic about the potential to test product concepts before we spend a lot of money taking final products to market. The approach the authors advocate appears to be able to dramatically reduce risk for companies that are trying to get their offering right. The focus of the book is primarily on consumer-goods companies and their products, though the technique has also be used for B2B offerings.
As I got into the book, I was disappointed that the only practical advice the authors offer is to contact them about using their on-line research tool. Good as their tool may be, it appears not to be well suited for the needs of my small B2B business.
I now feel I've paid about $20 for the authors' elaborate marketing brochure, and I have no way to apply what I learned unless I choose to work with their company. Use of books to promote the authors' business is a consistent trend in the publication of business books. I don't object to it if the book provides real value the reader can apply even without engaging the services of the authors' company. This book fails that basic test, as do many other such books. If the trend toward self-promotion continues without regard for the lasting value a book provides to the reader, I think the entire market segment will lose credibility.
By the way, in contacting the authors' company I learned that the cost of their services comes to about $10,000 per study. That's very reasonable for companies bigger or more mature than mine, but its well beyond what we can afford at our stage of growth.
I'll be selling this book soon on the Amazon.com marketplace. I only wish I had bought it there.
Develop New Products Rationally.......2007-09-19
The authors argue Rule Developing Experimentation (RDE) is the key to developing new products.
Unfortunately for shareholders, during the past 15 years marketers have dominated product development. The result: more than 90 per cent of product launches and re-launches fail.
RDE is a process of designing, testing and modifying alternative ideas, packages, products, or services. It is disciplined. It reveals to the developer and marketer what appeals to the customer, even if the customer can't articulate the need.
It contains seven steps:
1. Consider the problem; identify features that may comprise solutions.
2. Mix and match the features in experimental designs.
3. Show the prototypes to consumers.
4. Analyze their reactions.
5. Optimize your prototypes.
6. Identify attitudinal population segments.
7. Apply the rules to create new products.
Howard Moskowitz is experimental psychologist in the field of psychophysics. Alex Gofman is widely published, technology-oriented experimental psychologist. They argue RDE delivers cost-effective actionable results tied to business directives. As a shareholder, I argue, RDE is worth a try.
Learn how to turn your old products (pink elephants) into new products (blue elephants).......2007-08-11
When I first saw the title of this book, I was reminded of a skit I once saw featuring ventriloquist Edgar Bergin and Charley McCarthy. Charley asks Bergin "How do you kill a blue elephant?" and when Bergin asks the question, Charley's response is "Shoot him with a blue elephant gun." Charley then asks Bergin "How do you kill a pink elephant?" and after the straight line from Bergin, Charley's response is, "Squeeze him until he turns blue and then shoot him with a blue elephant gun." I laughed when I saw that memorable comedy bit and the fact that I can remember it decades later is an indication of how much of an imprint it made on me.
The incongruity of that comedy bit has relevance to the message that the authors of this book are trying to make. Sometimes the making of a great new product is nothing more than taking an existing product (the pink elephant) and squeezing it so that it looks like a new product (the blue elephant). However, before that you need to know if there is a substantial market for the new product.
In this book, the authors demonstrate a tactic that can be used to explore the possibilities for new products. It is called Rule Developing Experimentation (RDE) and it is a systematic process to develop and test new ideas for products or different ways to modify existing products to make them more desirable. The particular emphasis is on the development for a product that the potential market does not yet realize that it would want. As all marketing directors understand so well, this is an inherently complex problem.
Nearly all businesses want to expand, and there is only two ways to do that. You can either sell more of your existing product line or develop new products. The strategy for the second requires a significant amount of predictive ability, which can only be generated by detailed study. The RDE process is a sound business strategy that can be applied almost anywhere. Several case studies of specific products are presented as examples of how things can be done, although the general tactics used are not specific to the product.
If you have just attended a meeting where the CEO has said that your company must introduce new and profitable products quickly and you are responsible for it, there are two things that you should do.
*) Sit down and take a few deep and relaxing breaths.
*) Reach for this book.
Both actions will help you solve the problem
Poorly done.......2007-08-08
Interesting concept extremely poorly written. Very confusing. I'd be hard pressed to actually put it into practice after reading this book. I'd read the Gladwell articles and that should give a basic idea. I just wish it was done better.
Simple concept overdone.......2007-07-27
I was disappointed in this book. Wasn't worth the $15.00 I paid, let a lone the $28.00 retail price so many probably paid. Very simple concept that could have been explained in one small chapter, not a whole book. I was bored to tears and kept looking for something else to explain why I bought the book. Great title and interesting chapter titles but did little to give me applicable information beyond the simplistic "RDE" concept. I kept saying, "Ok, ok I got it" and expected more - but there wasn't anymore. Find out what RDE is online and save your money regarding the purchase of the book.
Book Description
Ken Blanchard and Sheldon Bowles, co-authors of the New York Times business bestseller Raving Fans, are back with Gung Ho! Here is an invaluable management tool that outlines foolproof ways to increase productivity by fostering excellent morale in the workplace. It is a must-read for everyone who wants to stay on top in today's ultra-competitive business world.
Raving Fans taught managers how to turn customers into full-fledged fans. Now, Gung Ho! brings the same magic to employees. Through the inspirational story of business leaders Peggy Sinclair and Andy Longclaw, Blanchard and Bowles reveal the secret of Gung Ho--a revolutionary technique to boost enthusiasm and performance and usher in astonishing results for any organization. The three principles of Gung Ho are:
- The Spirit of the Squirrel
- The Way of the Beaver
- The Gift of the Goose
These three cornerstones of Gung Ho are surprisingly simple and yet amazingly powerful. Whether your organization consists of one or is listed in the Fortune 500, this book ensures Gung Ho employees committed to success.
Gung Ho! also includes a clear game plan with a step-by-step outline for instituting these groundbreaking ideas. Destined to become a classic, Gung Ho! is a rare and wonderful business book that is packed with invaluable information as well as a compelling, page-turning story.
Management legend Ken Blanchard and master entrepreneur Sheldon Bowles are back with Gung Ho!, revealing a surefire way to boost employee enthusiasm, productivity, and performance and usher in astonishing results for any organization.
Raving Fans brilliantly schooled managers on how to turn customers into raving fans. Gung Ho! now brings the same magic to employees. Here is the story of how two managers saved a failing company and turned in record profits with record productivity. The three core ideas of Gung Ho! are surprisingly simple: worthwhile work guided by goals and values; putting workers in control of their production; and cheering one another on. Their principles are so powerful that business leaders, reviewing the manuscript for Ken and Sheldon, have written to say, "Sorry. Ignored instructions. Have photocopied for everyone. I promise to buy books, but can't wait. We need now!" Like Raving Fans, Gung Ho! delivers.
Customer Reviews:
Keep It Simple Stupid.......2007-07-10
The anti-cliche corporate example used as the basis for this book and its powerful message prove again that the best ideas are the simplest ones. The brilliance of the author's writing is its quick and easy-to-read format. An author with a larger ego could have easily mired this message in excessive wordiness to lengthen the page count, but why? The concepts are logical and straight-forward. Blanchard is to be commended for presenting them in a similar format.
As for the message itself, the three basic lessons are gifts that keep giving. They can be applied to nearly any work environment, of any size, in any industry, by any manager. The message is particularly powerful for managers who are either constrained in their abilities to provide powerful financial incentives for employees, OR are surrounded by Gen X and Y employees who may only be marginally motivated by money in the first place. By actively incorporating these philosophies in day-to-day operations, managers are likely to not only see productivity improvements, but to see employee retention and motivation gains as well. The book is a roadmap to creating an environment that will nurture Gen Y's endless craving to work in a team-based atmosphere flush with positive feedback.
Overall, a highly relevant read for anyone in management or aspiring to be so.
Gung Ho!- Is AWESOME!!!!!!!.......2007-06-01
Ken Blanchard knocked this one out of the park with Gung HO! This book is a simple read that takes no time to read. The cool thing about this book it is not broken up into chapters. It is just one story from start to finish. This book is well worth the money and will get you pumped up to tackle the world.
Gung HOl.......2007-01-14
I purchased 12 copies of this book to distribute to the administration and school board of my local district. The philosophy and of teamwork, quality work, challenging work and positive affirmations are presented in an easy to understand way which can aid in implementation. A great inspiring look at leadership.
Best leadership book out there.......2007-01-03
This book is outstanding. It explains leadership in a way that is very easy to understand. Everyone can relate to this book.
Always Remember these gifts.......2006-12-02
The Spirit of the squirrel, The Way of the Beaver, and The Gift of the Goose are the best gifts you can give to you managers. Blanchard and Bowles nailed the concepts of workplace co-operation and teamwork in a style that will appeal to all readers. Get this book for your managers and make your business an unqualified success. My book, "Always Remember, If it ain't fun, It ain't worth doing!" is a great follow up to this book. It will take your managers to the next level of management excellence... Wayne Kehl
Book Description
The Talent Management Handbook explains how organizations can identify and get the most out of “high-potential people” by developing and promoting them to key positions.
The book explains:
1. A system for integrating three human resources “building blocks”: organizational competencies, performance appraisal, and forecasting employee/manager potential
2. Six human resources conditions necessary for organization excellence
3. How to link your employee assessment process to career planning and development
The Talent Management Handbook will help you design career plans that boost employee morale, as well as create and sustain excellence in your organization. It is full of simple, efficient, easy-to-follow methods for assessing, planning, and developing high-value people to meet your organization’s current and future needs. And it will help you combine your organization’s diverse human resources activities into a single, cogent system.
Featuring best practices from leading companies as well as contributions from field experts who hold top positions in such leading HR consultancies as AON Consulting, The Hay Group, Hewitt Associates, Right Management Consulting. Sibson Consulting, and Towers Perrin, The Talent Management Handbook is an authoritative resource for creating and maintaining excellence in your organization through people management.
Customer Reviews:
It's Okay..........2007-08-23
I was really excited to get this book because I thought it was going to walk me through the steps of creating competencies and how to put them into place. The first chapter was great. After that it sort of drags a little. Each chapter is written by a different person or group of people so it is more like an accumulation of articles rather than something that is specifically useful. The information is still good and I am looking forward to finishing the book (almost done), but it definitely has not kept my interest. There are some spelling errors in the book as well, which tend to make it seem like it is not read enough to be considered a reliable resource. It is alright, but don't have the expectation that you will have enough information to implement these systems after reading the book.
Outstanding Book.......2007-02-10
This is an outstanding book that succinctly explains a simple and practical approach to the identification, assessment and management of talent in the current, dynamic operating business environment. The book plainly gives advice on how to avoid high staff turnover, poor morale, and poor performance.
Here is a book that not only "tells it like it is," but offers visionary insights into "how it needs to be." The authors ignite the imagination, expand the possibilities, and offer practical strategies any firm can use to effectively develop, retain and utilise talent for the benefit of an organisation and enter the fluid, flexible future. Managers at all levels will cheer the sanity the authors suggest.
The book is written in an easy to follow and understand way that will help you draw career plans that enhance the morale of the workforce and generate and maintain high performance in your organization. It is full of straightforward, efficient, clear techniques for evaluating, planning, and developing top performing employees to ensure that your organization will be a success.
Exceptional Talent Management Resource.......2006-02-23
This handbook offers valuable and process rich descriptions of how to create a talent management system and how to develop competencies to work within that system for consultants and executives alike. The handbook also provides practical suggestions on creating performance management systems along with several other support tools common to talent management systems including compensation, 360 feedback, training and coaching.
Good reference material.......2005-08-20
A few of the articles are stellar, but many are so-so. Nevertheless, it is very comprehensive covering topics from A to Z, so it is a good reference tool. Definitely for the HR professional, not the line manager.
AN EXCELLENT COLLECTION OF INSIGHTFUL CONTRIBUTIONS........2005-05-20
The concept of talent management is a systematic, proactive approach to the integration of business and organizational planning, assessment, succession planning, performance improvement, competency enhancement, and career growth. Contributors explain: how a talent management plan and process are developed; the four steps to creating a system; how competencies create economic value; finding high-potential talent throughout the organization; and much more. Breaks important, new ground.
Customer Reviews:
Sharp, wise and practical.......2000-05-25
I've used this book both as a manager, working with individuals and my work team, and also as a consultant and facilitator working with client groups. It is a fantastic resource for the following reasons: 1. it has a very sound foundational model that is built on trust, organisational learning principles and action research; 2. it has an excellent blend of theory and practice, with heaps of case studies, anecdotes and wisdom acquired through experience; 3. it has a lot of really useful tools, reasources, survey instruments and so on - excellent stuff that helps you apply the ideas easily and straight away; 4. it has a lot of humanity, compassion and profound thought about what it means to be an individual working in a complex, dynamic organisation of today; 5. the ideas in it are built on values and ethics, an unusual, but welcome, approach to me; 6. what it advocates is practical, achieveable and realistic - it's not touchy-feely waffle, it is sound advice and tested approaches. Good on you cobbers!
Customer Reviews:
A Must have for new team lead.......2006-04-16
I bought this book in the middle of a project where we face lots of problems. We come accross about 90% of the problems that are describe in this book. How I wish I could have read this before involving in leading a project. The recommendation and advice are very practical. It took me a few trials to get to the solution by myself before this. Now I can just refer to this book whenever I have problem in handling project issues and save me lots of unnecessary trials. I highly recommend this for new project leaders.
Easy read for any techo...........2004-07-09
Whitehead covers alot of the basics of team management. It shouldn't be difficult, and that what Whitehead explains through "questioned" title chapters. It works quite well because you can zero in on the question about leadership in your situation that may be plaguing your mind. The book is short and easy to read, so it can be read in about 3 days on a bus.
The author subscribes to making you aware of the qualities of good managers and how to handle common types of problems, like what to do when you don't have the technical knowledge about a problem, or how to handle difficult/disruptive team members. In summary, Whitehead helps you get into thinking like a ternary leader, that is you are part of a group, all working towards a common goal and you, (the teamleader/manager), should not dictate your "will and whim" to others.
The only criticism is that it is probably too light on the aspect of project management. There are issues about project management of people in terms of requirements, risk, scheduling that are not discussed. This book is about working with your colleagues not clients.... but overall a good read at a good price.
Really understands the project lead role.......2003-09-26
After reading this book, I would say for sure that Richard Whitehead understands the role of the project lead. I would buy this book for a new, or existing lead, if I wanted him to understand the challenges he might face. I really applaud this and would add that many books feel like they were written from the outside looking in (sure, everyone on the outside wants twice the functionality in half the time!). I would love to see an update that included more strategies for success however. A lot of the solutions seemed to be based on a specific set of circumstances and personalities. Perhaps adding some examples from others who faced similar challenges, and overcame them with different methods, would increase the impact of this book.
Advice that will reduce the very difficult to difficult.......2003-07-22
While the programmer in me has often railed at the managers of software development, generally with very good reason, but admittedly sometimes for reasons that were less than pure, I do readily admit that it is a very difficult job. Humans tend to have distinct sets of skills, some of which seem to have a fundamental incompatibility. Writers of good software seem to be predisposed to having limited social and managerial skills and in general one needs to be able to understand a great deal about software in order to be able to manage its' creation. Programmers are also known as being "somewhat difficult" to organize, so even the best managers can be challenged by what is oftentimes an unruly bunch of developers.
However, difficult does not mean impossible, I have yet to meet a quality programmer who did not have a "weakness", that properly exploited, will cause them to work intensely and log an enormous amount of keyboard time. Teams are built in many ways, and Whitehead quite properly notes that many (most) successful teams are made of people who respect and rely on each other's skills, but may not personally like each other. Some of the most successful sports teams of all times were made up of players who did not speak to each other outside the bounds of play. Arguing and bickering, as long as it is within clearly defined boundaries, should be considered normal and tolerated. Attempts to dictate that people like each other and engage in silly "teambuilding" exercises more often lead to failure rather than success. Other examples in the book show the same good sense, as Whitehead clearly has experience in making projects work.
The book is split into sections, which are
* The new leader.
* Project management.
* Leading people.
* Requirements capture.
* Stress and conflict management.
* Relationship with management.
* Making decisions.
* Analysis and design.
* Testing and project release.
Under these sections, there are a total of 40 different points, with a header and explanation of some of the rights, wrongs and different shades of gray inherent in the points. While forty is not large enough to cover all possible contingencies, I cannot find a reason to criticize those that were chosen.
Writing good software is hard, and managing hard people is difficult. However, from this book you can find some very sound advice that will improve your chances of managing a project to a successful conclusion.
Practical Guide.......2002-02-06
This is an excellent "how to" book. It describes in detail all the steps required to properly lead a software development team. It pays particular attention to conflict resolution including examples on how to handle difficult situatuions and people. I get the impression that in Richard Whitehead's limited project experience he has had significant exposure to conflict.
It would have been useful if he had fully explored some of the other paths during conflict resolution. He explains what to do in certain circumstances, but does not go the additional step; what if it doesn't get results, what then?
Book Description
It's the business of saving lives.
Miracle Medicines goes behind the scenes of the pharmaceutical industry and into the high-security laboratories to tell the stories of the men and women---chemists, physiologists, medical and clinical researchers, engineers---who have chosen to toil for years in the lab in order to transform scientific theories into new lifesaving medicines.
You'll witness the day-to-day labors, victories and defeats of the dedicated professionals who are waging a war against the diseases that still plague mankind. From the confines of their laboratories, these pharmaceutical adventurers explore unknown territories in health and science.
Miracle Medicines reveals what really happens during the long and uncertain journey that each new drug and its creators must endure from theory, to research, to testing and, finally, FDA approval and delivery to the public. It's a very human story within the context of fascinating scientific innovation.
Through first hand interviews you'll also meet the patients who benefit from these manmade miracles and learn how, within their bloodstreams, an ongoing battle is raging.
The drugs profiled are:
* Advair: GlaxoSmithKline's revolutionary asthma medication, the first packaged as both a control and emergency drug.
* Gleevec: The Novartis' chronic myeloid leukemia treatment born from decades of medical research in a field of study that was once considered hopeless.
* Humalog: Eli Lilly's reinvention of insulin to control diabetes has been described as being better than nature
* Lipitor: Pfizer's miracle antidote for high cholesterol that was nearly lost to the pharmaceutical vaults and has since become the world's top-selling medicine.
* Norvir: Abbott's contribution to the fight against HIV that nearly erases all traces of the disease from the bloodstream and prolongs the life of patients.
* Remicade: Created for the treatment of Crohn's disease, rheumatoid arthritis and other Immune Mediated Inflammatory Diseases, Johnson & Johnson's revolutionary biomedicine was developed from technology that once was only found in science fiction.
* Seroquel: AstraZeneca's treatment for both schizophrenia and bipolar mania that has given millions of psychiatrics a new lease on life.
This compelling and truth-revealing book will forever change the way you view the medicines in your medicine cabinet, and the people who create them.
Customer Reviews:
A Terrific Surprise.......2007-05-01
I expected to be enlightened by this book, but I never expected to enjoy it. I was in for a big surprise. Author Robert L. Shook's writing is always first rate. However, in this book he has accomplished three rather remarkable things. First, instead of simply presenting well-researched and well-organized information - which could have made for a dull read - he has brought the information to life, creating seven intriguing stories about the dedicated and talented people who embody the pharmaceutical industry. I'll offer one example. Over a relatively short period of time we have come to accept AIDS as a (tragic) feature of contemporary society. I was fascinated to read about how, when, and where AIDS actually began; how it spread in this country; how physicians eventually identified HIV; and how pharmaceutical companies rushed to develop tools to diagnose and treat it. And, by the way, I found the profiles of the pharmaceutical companies quite inspiring - great things really can come from rather humble beginnings. Second, Shook takes technical information and makes it simple and easy to understand. This is no small feat. Finally, Shook helps the reader understand - yes, even appreciate - the contributions of pharmaceutical companies. In recent years, people have come to regard "Big Pharma" as they do "Big Oil" - i.e., as companies that exploit consumers who have no choice but to buy their products. Shook helps us to see pharmaceutical companies in a far more sympathetic light. I recommend this book to anyone who enjoys a good read and wants to learn about the ever-changing world in which we live.
Seven fascinating tales.......2007-05-01
I took many interesting courses in my early-1980s MBA program: strategy formulation, marketing, consumer behavior, and others. But the most exciting course was taught by Vijay Govindarajan. A star in higher education in India and later in the United States, VG (as we students called him) had us on the edge of our seats each and every class. Using the "case method," he embedded what he wanted us to learn inside interesting business problems, and he challenged us to solve them. My classmates and I energetically debated the cases both before and after class. The subject VG taught? Accounting.
One might not expect the world of disease and pharmaceuticals to be exciting, either, but Robert Shook does the same thing with drugs and the people of the pharmaceutical industry that VG did with accounting. Each of the seven stories in Miracle Medicines describes a health problem that afflicts people all around us, perhaps family members - maybe even you. (Like the author, I suffer from asthma.) Shook introduces us to the people of Big Pharma (as insiders call the industry) and vividly describes their struggle to develop an effective drug and bring it to market. It is not an easy process, and, after reading this book, you will understand why pharmaceuticals can be so expensive.
This book is a must read for three groups: those who want to know more about the drugs they depend upon for health, if not life itself; anyone who wants to understand the business side of the pharmaceutical industry and how drugs are developed; and readers who enjoy good short stories, for Miracle Medicines is really a collection of fascinating tales with a common theme - how people working together bring life and hope to others.
Very informative and interesting.......2007-03-29
Americans who criticize the pharmaceutical industry need to read this important book. Author Shook went behind locked doors to show us an insight on the tremendous costs and risks that these pharmaceutical corporations take. We all complain about the high costs of medicine, but Shook clearly describes the years of work and dedication by brilliant scientists as well as the many millions of dollars that these corporations front to bring a new medicine to the market place. I still may complain about the cost of my prescriptions, but I am now appreciative of the many dedicated people in the industry who made my medicines available.
Putting this in perspective.......2007-03-21
There are two elements to any industry. Research and making money. At no point we should question the integrity of people who do everything they can to find cures for human ailments. This book tells all that. In this world of Wall Street expectations to show quick and continuous profits, some times, Pharma companies might make some bad judgment calls and those decisions cause more harm than anything. Pharma is being criticized for its practices in drug research with all the myths and lies, and at the same time pushing those companies to produce and show quick returns on stock market so that investors can make quick profit without realizing the effort that goes into the research, clinical trials and marketing of a drug. Drugs are not commodities and only that realization can put things perspective to everyone.
The Truth about Big Pharma.......2007-03-18
For years, the media has been knocking Big Pharma,and many of us are be duped into believing that the pharmaceutical companies are deceptive, devious and inhererently evil. Even the movie, "The Constant Gardener," a fictious story, has influenced public opinion to think that Big Pharma will do anything for the almighty dollar.
Robert L. Shook, a highly respected independent business writer, with no ties to the pharmaceutical industry has penned an eye-opening book that takes the reader behind the scenes of seven companies--Abbott, AstraZeneca, Eli Lilly, GlaxoSmithKline, Johnson & Johnson, Novartis amd Pfizer to meet the real people who dedicate their lives to finding cures for diseases. In doing so, Shook puts a face on these dedicated men and women, most of whom spend their entire careers working in their labs without ever having a new drug ending up in our medicine cabinet. After reading MIRACLE MEDICINES, my take on these individuals is that they are truly committed to humankind. They are hard-working, decent people who spend their lives to benefit others. As the author states, these are highly educated people, many who have medical degrees and Ph.Ds and could earn far more in private practice or working elsewhere. Why do they work for pharmaceutical companies? To paraphrase one chemist in the book, "I could have made more money working for a chemical company, but I wanted to work where I could do the most good for humankind."
The author does an excellent job in presenting an otherwise very complicated subject in a way that can be enjoyably read by all. This is a tribute to his writing skills. The book is very informative and interesting to read. I recommend that you buy it.
Book Description
Some people are toxic: narcissistic, aggressive, inflexible, unethical, ready to scapegoat, capable of transforming any workplace into an unending nightmare. How do you cope with such individuals, while protecting both your career AND your sanity? Simplistic, cookie-cutter solutions don't work. In Coping with Toxic Managers, world-renowned psychiatrist and organizational consultant Roy Lubit shows you techniques that will. Drawing on his extensive experience as both a mental health professional and an organizational consultant for PriceWaterhouseCoopers, Lubit offers concrete, proven advice for subordinates, colleagues and superiors alike. You learn what's really driving your toxic manager or subordinate... how to cope with the emotional stress of dealing with them... and how to create a strategy that reflects their individual personality, while drawing on today's powerful new insights into emotional intelligence. The technicques Lubit teaches apply to personal relationships with toxic individuals as well.
Customer Reviews:
The reality of working with people.......2007-09-14
Recognising what is toxic to you is perhaps a good starting point. Many of us spend more time with the people we work with than those we've chosen to spend our lives with. Most of us make assumptions that what offends or upsets us is the same for everyone else. This is not so.
In this book, Dr Lubit provides - with humour - descriptions of different types of managers and of different management techniques that can make working life hell.
Being aware of toxic behaviour and being able to manage its impact are two quite separate things. Dr Lubit provides insights into the former and resources to help individuals and groups deal with the latter.
I've had this book on my management bookshelf since it was published and find it an excellent resource both on a personal level and as part of mentoring other staff.
Highly recommended.
Jennifer Cameron-Smith
Fascinating and practical.......2005-01-15
I wasn't sure I would like this book. The topic of workplace psychology can be done wrong in so many ways. You can present it too clinically and thus lack any practicality. And you can slide the other way and shower the user with pop psychology check-lists and acronyms.
This book walks the ideal path deftly and presents practical workplace issues with the right blend of psychology background and practical wisdom on how to handle individuals with personality issues.
The book is organized by disorder. Each type of personality is presented in it's own chapter with what to look for. As well as how to handle that individual as a boss, a coworker and as a subordinate.
A fascinating read on it's own, and practical advice for people stuck in tough jobs where they have to contend with coworkers who have personality problems.
Cultural organization managers, note!.......2004-04-13
Lubit's volume, "Coping with Toxic Managers and Subordinates," should be considered a standard reference for veteran and new professional staff, experienced and beginning managers, and leaders of all non-profit organizations, especially cultural ones. Colleagues have said that these conclusions apply to all organizations.
Non-profits and cultural organizations face major management challenges today. For example, while the number of museums has increased, there has been a great decrease in total funding. To stay competitive, these organizations have had to make fundamental changes in their operations and rely on a new breed of managers and professionals. This has been complicated by strong internal resistance to change. As a result, many cultural organizations find themselves unable to harness the talents of their staff and, instead, find productivity decreasing and morale dropping rapidly. High turnover, unhappiness and anger make for unmanageable environments.
Lubit's book contains excellent strategic thinking for dealing with the rapidly changing settings. Incorporating insights from experience in psychiatry, business management, and organizational leadership, Lubit provides a a comprehensive, hands-on guide for dealing with your superiors, subordinates and peers. This book is very complete. It describes the most troublesome types of negative and "toxic" personalities, explores the underlying reasons for the behaviors, and moves the reader from theory, to examples, to exercise sections called "Your Turn". The book is well organized, snappily written, and easy to use. It is complete with detailed "how to" sections, charts, and examples with both good and bad endings. This book will facilitate not just survival, but productivity and well-being in the workplace -- and elsewhere. I recommend it highly.
Practical guide for getting results.......2003-12-15
This book is an excellent handbook for managers who struggle with motivating 'challenging' people. It enables the reader to quickly identify types of toxic managers and provides guidance on effectively dealing with each type. Should be required reading for anyone responsible for improving company/individual performance.
Toxic costs: heal the pain........2003-12-15
This author offers clear, concise writing on a classic business problem: how to work with difficult people. Who doesn't work with at least 1 difficult person? What organization does not suffer productivity or financial loss from at least 1 toxic manager?
As I read the well-defined descriptions of Toxic Managers, I couldn't help but recall the many faces of those difficult people that have crossed my own work path over the past 24 years, and how I might have dealt with them differently under Roy Lubit's construct. Surely you'll experience similar learning and benefit, as you hear what the author has to say about how to deal with the difficult people that you encounter in your work life.
This book does a tremendous service by reminding us that work IS personal after all; that organizations are organic systems made up of human beings with personalities, traits, and problems that we cannot simply turn off or leave at home, like robots. These toxic behaviors and managers, as defined by the author, represent the hard HARD work that organizations must do to fix the illusive and, often substantially, costly problems.
I am delighted to add a practical approach and book to my toolbox to help executives and managers take compassionate, actionable steps toward solving issues that typically impede business performance and progress. This book, I project, will help heal the hearts and performance of many organizations and professionals who seek a cure for whatever ails them.
Books:
- The User Is Always Right: A Practical Guide to Creating and Using Personas for the Web (VOICES)
- The Waiter & Waitress and Wait Staff Training Handbook: A Complete Guide to the Proper Steps in Service for Food & Beverage Employees
- Tile Your World: John Bridge's New Tile Setting Book
- Tools and Tactics for the Master DayTrader: Battle-Tested Techniques for Day, Swing, and Position Traders
- Unleashing Excellence: The Complete Guide to Ultimate Customer Service
- Using Flash MX to Create e-Learning
- Venture Capital: The Definitive Guide for Entrepreneurs, Investors, and Practitioners
- Web ReDesign 2.0: Workflow that Works
- What Colleges Don't Tell You (And Other Parents Don't Want You to Know): 272 Secrets for Getting Your Kid into the Top Schools
- When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work
Books Index
Books Home
Recommended Books
- No Easy Answers: The Learning Disabled Child at Home and at School
- How to Make Love All Night: And Drive a Woman Wild!
- Computational Maps in the Visual Cortex
- Control of Spatially Structured Random Processes and Random Fields with Applications
- Fallen Angels and the Origins of Evil: Why Church Fathers Suppressed the Book of Enoch and Its Start
- History: Fiction or Science
- Dancing with Your Dark Horse: How Horse Sense Helps Us Find Balance, Strength and Wisdom
- The Chicago Auditorium Building: Adler and Sullivan's Architecture and the City
- Building with Vision : Optimizing and Finding Alternatives to Wood
- Comparative Physiology: Life In Water & On Land
General
| Business & Investing
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Product Development for the Lean Enterprise: Why Toyota's System Is Four Times More Productive and How You Can Implement It
The Toyota Way
The Toyota Way Fieldbook
Toyota Talent
Inside the Mind of Toyota: Management Principles for Enduring Growth
