Book Description
In yet another page-turner, New York Times best-selling author and acclaimed management expert Patrick Lencioni addresses the costly and maddening issue of silos, the barriers that create organizational politics. Silos devastate organizations, kill productivity, push good people out the door, and jeopardize the achievement of corporate goals.
As with his other books, Lencioni writes Silos, Politics, and Turf Wars as a fictional—but eerily realistic—story. The story is about Jude Cousins, an eager young management consultant struggling to launch his practice by solving one of the more universal and frustrating problems faced by his clients. Through trial and error, he develops a simple yet ground-breaking approach for helping them transform confusion and infighting into clarity and alignment.
Download Description
In yet another page-turner, New York Times best-selling author and acclaimed management expert Patrick Lencioni addresses the costly and maddening issue of silos, the barriers that create organizational politics. Silos devastate organizations, kill productivity, push good people out the door, and jeopardize the achievement of corporate goals. As with his other books, Lencioni writes Silos, Politics, and Turf Wars as a fictional but eerily realistic story. The story is about Jude Cousins, an eager young management consultant struggling to launch his practice by solving one of the more universal and frustrating problems faced by his clients. Through trial and error, he develops a simple yet ground-breaking approach for helping them transform confusion and infighting into clarity and alignment.
Customer Reviews:
Silos,Poltics and Truf wars.......2007-10-05
Not your average Business book... Put in a story form so the reader is not bored with dry material... You need to look close to get the learning facts... A very good book would recomment to anyone with deparment disagrements...
The value of having a common definition of Performance.......2007-08-22
A short, well written, story about a most common business problem - lack of or differing definitions of performance by the senior leadership team. Using a common complaint heard within most businesses - the performance damage done by "silos" between departments, divisions, units, or whatever you call any internal enterprise - Author and consultant Patrick Lencioni again uses the popular business narrative format to show how the lack of a common definition of performance within the leadership team (even when they like each other and want to be a strong leadership team) will cause the organization to be pulled apart and under perform. He then goes on to solve the problem by getting the team to agree a singular, near-term problem they need to solve (thematic goal) and are willing to unit behind.
Although one can question if this condition can be solved in a two-hour meeting, as the hero of the story does; Lencioni's solution components - the thematic goal, a set of defining objectives, a set of ongoing standard operating objectives, and subsequent metrics - is a concept with practical merit. As with most business narratives, the single theme skips over the many other real-life business issues, making the solution seem more powerful and easier to implement than business reality often allows. The story does, however, identify a very real problem of leadership team members each defining performance from their individual perspectives and provides the beginning of the solution. The book is recommended for leadership teams.
Another Lencioni classic.......2007-08-14
Lencioni has written a very good fable that depicts the typical "silos" or turf wars that take place in any organization. Using several different case scenarios, Lencioni does a great job in describing the subtleties of turf wars and places the blame square at the top of the organization. (The ground troops are simply doing their jobs as described for them by their bosses.)
The answer to the turf war, according to Lencioni, is a thematic goal. This is not to be confuse with a vision statement or a BHAG (big fat hairy goal), as Porras and Collins describe. But it is more than strategic goals and objectives. I must admit, this was a new concept for me and I'm not quite sure of the concept even after reading Lencioni's concept.
Lencioni clearly states that a thematic goal does not exclude the need to develop a good, functioning executive team (cf. Dysfunctions of Teams). Indeed, good executive teams are a priority for Lencioni. But contends that even well functioning teams with good personal relationships will sometimes have organizational/structural weaknesses that allow "silos" or turf wars to develop.
Overall, Lencioni has written a very readable book that clearly describes the problem of politics among divisions in an organization. But the concept of a "thematic goal" (as opposed to organizational vision) is still a bit vague to me -- but it is clearly not to be dismissed.
Silos, Politics and Turf Wars.......2007-07-23
This book was reader friendly, very easy to navigate, and it was interesting and informative.I have used it as an educational tool.
Quick Read, Great Message.......2007-07-22
Told as a "story", this book has tremendous lessons for any company dealing with Silos in their organization
Book Description
An alarming 88% of Americans cite hostility, desk-rage, and workplace incivility as top concerns.
How to Reduce Workplace Conflict and Stress
will help executives, supervisors, and managers-and the people that work for them-protect pride, profit and productivity from these disabling emotions. Protect your career and workplace from the hidden costs of workplace tension and hostility. With
How to Reduce Workplace Conflict and Stress
, you will learn how to:
* Handle the daily onslaught of frustration without losing momentum, mood or confidence. * Avoid the conflict and cynicism that drains profits, resources, and relationships. * Discover why anger makes people irrational, lonely, and depressed and how to quickly calm agitated colleagues and customers. * Experience the fiscal and personal benefits of being "hard on the problem and soft on the people." * Replace bitterness about the past with shared responsibility for the future. * Create a blame-resistant, emotionally resilient workforce.
"This is the insider's guide for navigating the frustrations, irritability, and incivility of organizational life. This book nails the problem and provides a beautiful, ground-breaking solution - one that restores pride and protects profits." - Ken Blanchard, co-author of The One Minute Manager and The One Minute Apology.
Customer Reviews:
How to make life smoother.......2007-10-09
My company is rapidly growing and naturally has lots of conflict. this book has helped me better handle the situations. More importantly, I have been teaching techniques from it at all levels with great sucess both for the company and people's personal lives.
There are too many salient points to mention, the cycle of Contempt, the health effects of "flooding", Baby-in-the-backseat, and so many thoughts and techniques that lead to a path of lower conflict both at work and at home.
Let's start out with the openers...when someone makes you angry, you literally cannot hear what is said to you for about 30 minutes AND your body will not return to a low stress state for 3 hours...that's just the health effects.
I highly recommend this to anyone who is dealing with lots of confrontation or is supervising indiviuals in crisis.
Completely Accurate!!!.......2007-05-26
I just lived through a major work place blow-up with a co-worker whom I've always struggled to get along with. During the blow-up I was repeatedly verbally attacked and accused. I also lost my temper. Being totally devastated, I sought out answers and advice from my pile of waiting to be read professional development books. Maravelas' book was near the top of my pile, so I picked it up. I had purchased it last summer - never opened it up. From the start she was right on with the level of hostility I have witnessed, her description of how we react, and everything else she writes about. I took out my highlighter which I never have done except for course work. My book is now full of yellow highlights.
I felt so strongly about what I had learned, that I mentioned it to our HR rep (who was brought in due to the severity of the blow-up). I also got the courage up to ask my manager to read it. I have never done anything like that before. I felt though, that the more people in the organization who have read the book, the stronger and more effective we can make our organization. This book has definitely help heal some of the wounds caused by the caustic relationship I've had with this co-working. Do I believe that everything will be fine from now on? No, my co-worker has not read the book and would take offense were I to suggest it. That said, I now have a much better understanding of why each of us responded as we did, and I now have some tools I can attempt to use during future interactions.
It's an easy read which I need to reread now that I'm am in a far better frame of mind. Anyone who works in an organization, especially those who are managers or need to work with others should read this book and apply what they read. Don't wait for that major, embarrassing, career hindering blow-up to take place before you do.
Workplace Conflict in Healthcare.......2007-03-19
Conflict in the changing healthcare environment is prevalent. Everyone is stressed and sometimes out of control! This book allowed me as a manager to better understand the core of why workplace conflict exists. I also learned tools to be able to lead my staff past the conflict. It was a real eyeopener! Every maanger should read it!
A Great and Very Useful Resource.......2006-11-06
I bought this book after reading an excerpt in 'O' magazine. What initially interested me was the author's approach to making change. The book is even better than I'd hoped. Anna's approach is simple, personal and very practical. And becuase she illustrates her suggestions with stories from her own experience the book is easy to read.
I also liked that I could start trying her suggestions right away- even before finishing the book. Following just two of her recommendations got me through a number of very sensitive and difficult meetings without giving into my usual knee jerk reactions. To date I've sent copies to 3 colleagues and just can't recommend this book enough.
Karen S. Hoffman-The IDEA Coach.......2006-10-21
Wow.
Was I blessed to "discover" this book!
Synchronicity led me to "How to Reduce Workplace Conflict and Stress". A client needed a workshop to reduce stress and help employees bond. The same day, I "happened" to read the review in "O" Magazine and ordered immediately.
I LOVED it. I KNEW it was no coincidence either. My work focuses on positivity and ideas. On finding the good in situations. Well this book was like hanging out in a place that takes conflict and turns it in to appreciation.
I loved it (did I say that before?). My first order was for me; second order of 9 books was for clients and friends. Next order was for 5 more. And, I will be placing my fourth order this week.
There are stories and terms that can be used in the workplace to help change the energy from negative to thoughtful then hopefully to appreciative.
Please! Read this book to find out what "BIBS" means. I feel I can promise a paradigm shift that is SO transferable! Learn about the "stinky" twins. Understand flooding. Understand what happens to our brain when our heart beat increases to over 100 beats per minute. Understand the three cultures at work (Hostile, Helpless and Hearty Appreciation) and so much more.
This week was the week I used the material for that clients' workshop that led me to buy this book. This group works with prisoners and prisoners being paroled and included as employees a few paroled convicts that work with the prisoners. I always ask what someone finds useful from a workshop I conduct, several shared material I used from Anna's book as impacting them. The BIBS story was a highlight as was the flooding information. These paroled convicts said that it helped explain things from their past and and an understanding and a way they can share with the prisoners they are working with, new ideas to help them create a more positive future.
Thank you Anna!
Again, I thank Anna Maravelas that she took from her heart, soul, and her real life experiences to create this book that can truly change cultures from mindless or negative to hearty and positive appreciation.
Buy it for your boss, your employees, your co-workers, for government leaders, for non profit board members. Basically ANYONE working in groups.
Thank you again, Anna, for a book that is already impacting my world.
Positively,
Karen S. Hoffman-The IDEA Coach
[...]
Book Description
Turf Wars: Discourse, Diversity, and the Politics of Place is the fascinating story of an urban neighborhood undergoing rapid gentrification. It is a story about how the members of a multi-ethnic, multi-class Washington, D.C., community deploy language to project conflicting images of their neighborhood. Waging wars around such issues as public toilets and public urination, the ldquo;moralityrdquo; of co-ops & condos, and characterizations of ldquo;goodrdquo; girls and ldquo;badrdquo; boys, community members use these themes to create identities for themselves as legitimate community members (e.g., as tough urbanites or sophisticated historic preservationists) while creating identities to discredit others (e.g., ldquo;People who belong in the suburbsrdquo;). Turf Wars taps the power of discourse analysis to provide insight into the ways that local activity shapes larger urban social processes. In this innovative text, cultural anthropologist and linguist Gabriella Modan offers a detailed, rich, and highly engrossing ethnographic account of a neighborhood and the people who live and work there. She also provides readers with little background in linguistic anthropology, cultural geography, and urban anthropology a primer to key concepts and presents a range of sophisticated ideas in an accessible manner.
Book Description
Big Ed is in prison for murder. As gang leaders grapple for dominance in the power vacuum he's left behind, Big Ed plots his comeback through the murder of the only person who saw his crime. Though she's in the witness protection program, Vanessa is still vulnerable to Big Ed's extended network of thugs as he becomes increasingly determined to beat the system and avoid trial. Meanwhile, Silky has to take time out from his sexual escapades to vie for leadership of the Eastside Empire, as the rivalry between it and Shakey's gang grows increasingly violent.
Offering a gritty, complex rendition of gang rivalry and drug trade on the streets of Oakland, California, Renay Jackson's newest novel shows off his keen storytelling abilities, raw descriptive power, and vivid depiction of urban reality in modern-day America.
Average customer rating:
- Unite the Tribes: Required Reading for Any Business
- Timely Advice for Those in the Marketplace, in Spite of One Critic...
- Reprogram your viewpoint
- useful but unoriginal
- Should be required reading...
|
Unite the Tribes: Ending Turf Wars for Career and Business Success
Christopher Duncan
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The Career Programmer: Guerilla Tactics for an Imperfect World, Second Edition (Expert's Voice)
ASIN: 1590592409 |
Book Description
This book is a motivational treatise on the personal and corporate benefits of worker/manager unity. Business is war, both internally, and company to company.
Unite the Tribes: Ending Turf Wars for Career and Business Success will show readers that they do indeed have a common sense of purpose with their coworkers, and that it's in their personal best interest to recognize this. Through unity and the application of practical strategies and people skills, even the most powerless corporate worker can transform his or her department into a powerhouse of productivity, enabling the individual to enjoy a better career and a better life as a result.
Download Description
Stop dreaming small, or you will always be small.
From the beginning of time, people have been working for a living and, chances are, you're carrying on this tradition. Whether you labor as a frontline worker or toil in high-level management, this book is for you.
This isn't a Greek tragedy nor a retelling of the woes of the business world that we hear about every day in the news, and it's not a comedy that pokes fun at the idiocies that people witness daily in the workplace. Unite the Tribes: Ending Turf Wars for Career and Business Success shows the imaginary lines that divide companies into separate “tribes,” with each fighting the other in small and petty turf wars. From this new perspective, you'll see how such internal divisiveness weakens your business and makes employees vulnerable to competitors in the marketplace. Most of all, however, this book demonstrates how important the overall health and well-being a company is to each individual who works there.
In an age when it's common for people to be apathetic about the profitability of the companies they work for rather than thinking only of their personal needs, it may not be immediately apparent why one should work to unite isolated workplace tribes into a single, invincible empire. The reason, however, is as timeless as it is relevant to individual paychecks: rich and powerful empires have more wealth to share. Weak and vulnerable ones collapse, and, when they do, jobs die with them.
No matter which tribe an individual belongs to, his or her loyalty must be to the greater good of this empire. Tribal members must stand together. No matter what part they play, they work not in isolation, but side by side with others. The message here is simple: strive for excellence and inspire those around you to reach for greater heights themselves. Whether you are a manager or a worker, bring people together, reward their efforts, and give them a reason to care about the cause. Do this, and you will know only victory and prosperity in your workplace.
Company goals and personal aspirations are not at odds. They coincide at critical points. Both corporations and individuals seek success, financial freedom, security, and the recognition of accomplishment, and both face the same basic challenges: competition (whether from other employees or other companies), changing technologies and economic conditions, and a host of other events that can disrupt even the best-laid plans.
Unite the Tribes: Ending Turf Wars for Career and Business Success presents a practical, ten-step strategy complete with the tactics you will need to implement changes that work in the real world. Get ready for change, get excited, and take action now!
Customer Reviews:
Unite the Tribes: Required Reading for Any Business.......2006-06-23
When I received my copy of Unite the Tribes, I thought, "OK, here is another philosophical book about corporate business life". As I started to get into the heart of this book, I found this to be true. However, Unite the Tribes, is a much more valuable resource than simple philosophy.
Unite the Tribes is not just another book about corporate life but rather a road map to follow with lots of practical advice. This book is useful for anyone in any job. Duncan knows how to analyze systems.
He has the ability to explain what works and what doesn't. More importantly, he gives the reasons why. Add to that specific suggested strategies, and you have a hand-book for success, in any business or organization, for that matter.
There are many books which analyze business systems.
Unite the Tribes is no exception. Duncan has the ability to explain ideas and concepts in plain English. He is a master teacher who takes time to make sure his students understand. He does not use the latest "buzz words" to make his point.
Rather, he offers clear, concise examples. He wants you to comprehend the business system. He encourages you to look beyond the surface. He wants you to see the impact of your decisions and actions on the entire system.
He describes "The Pillars of the Empire" as being the cornerstone for any organization. His message is clear from the beginning: unite and survive or continue to be divided and be conquered. Heed this advice or you may be out of a job. Valuable lessons for anyone, in any business.
Duncan emphasizes, this book should not be read once and discarded. He emphasizes, Unite the Tribes is a handbook. This book is meant to be read and reread. Your copy should be "dog eared" with sticky notes and comments in the margin.
Duncan has taken his concepts and broken them down into easy manageable bites. There is so much information contained in this volume, you need reminders. He gives you permission to write your own notes.
I recommend Unite the Tribes to anyone in any business or system. I feel this is an incredible resource if you work in corporate America, a non-profit or even small or large business.
Read this book, live this book. You will be a success!
Timely Advice for Those in the Marketplace, in Spite of One Critic..........2006-01-13
I have to admit at the outset, I was doubtful about what this book could contribute to the entire question of free-market economics. After all, I've heard a lot of this before. What does Mr. Duncan have to contribute to this discussion? Well, let me see.
I firmly believe -- and I think history confirms this -- that the free market and the beneficial relations which ought to exist between the owners, managers, and employees of any company -- no matter how large or small -- work (or ought to work) to enhance the lives of all involved and enable virtually all participants to improve their status regarding the so-called "pursuit of happiness," which is, after all, the intent of the whole capitalistic enterprise. Yes, contrary to those who think capitalism should be destroyed -- is the most evil of economic practices -- and that the future lies in so-called "socialistic" solutions, let me simply say this: "NoWhere, NoHow, Never, has socialism worked," and such an economic design will never work because it is basically contrary to human nature, something which has not changed within our knowledge of human history, in spite of those who have argued otherwise. The free market has done more to improve the lives of ordinary individuals than any other phenomenon in history.
Now, let me address Mr. Duncan's book directly. His book is really a guidebook as to how to deal with people within the free-economic marketplace. His book is an attempt to unite those various categories of employees -- the "tribes" -- who have been, unfortunately, divided by those in "authority" and others who have sought to keep that division intact for their own selfish purposes -- as a political and social agenda. His call is for "tribal members to stand together." There should be no divide between those who are in "charge" and those whom they supervise. There should be no divide between those who manage and those who work for the management, in terms regarding the "ends" or the "purpose" of the company. Sounds pretty reasonable to me. After all, not everyone can be the "boss."
Duncan's message is really rather simple: "Strive for excellence and inspire those around you to reach for greater heights themselves." In my opinion, what more could one ask? And, in fact, this is very Aristotelian, if I may say so -- and Aristotle is the one philosopher in history whom I admire without equivocation and who would have approved of Duncan's prescriptions. Aristotle's views regarding ethics and business policy is being promoted today by such an esteemed philosopher as Dr. Thomas Morris who conducts seminars for many major corporations about this very subject.
The point is, in my view, that so-called "turf-wars" in the marketplace are ridiculous. They not only harm a company, but the employees as well. The old "office politics" syndrome, which I have experienced myself, is counterproductive. For a period of two years, back in the 1980s, I was a corporate executive for a major corporation, the Director of Advertising and Media for the company, and I saw firsthand what infighting amongst the executives at every level could do to destroy a company. We went through three Directors of Marketing during that period, mainly because of one management employee after another destroying a previous one for the sake of self-enhancement. The company, in the end, suffered and so did all the employees, even those below the management level.
I have read the critique by a previous reviewer regarding this book and am, frankly, flabbergasted by her remarks. She says: "The first thing I noticed about this book is the lack of knowlege [sic] the author has of what is right and wrong activity in the workplace." I have to ask: What right and/or wrong? She doesn't say. Silence.
Then she goes on to say: "Most organizations, such as the one I work for, would have to step in and put an end to activities such as those the author suggests in this book." What organization do you work for and, moreover, what activities should be ended? She doesn't say. Silence.
Then she says: "Many of the ideas of what is appropriate behaviour in an organization are questionable. 90% of the activities suggested in this book are repetitive - it's like reading the same thing over and over." OK, but what behavior is questionable? She doesn't elaborate or spell it out. Regarding the repetitive matter, well, sometimes a reader doesn't get it the first time -- so what? Repeat, I say. Big deal!
Now comes the clincher, as she says: "I would only recommend this book, perhaps, if someone couldn't afford a professional Human Resources or Organizational Management guide." Like you, Dr. Halstead? Let me state my opinion on that. These so-called "human-resourses" people have no more knowledge or information about us common human beings than we have about ourselves. This is not a "science," friends -- and many recent studies within the discipline of psychology itself shows this to be the case at this point.
And finally, she says: "The pillar idea presented in the book is a good concept but, it could be a little too 'warrior' for some people who are looking for a serious guide to help their workplace." A little too 'warrior'? -- what the heck does that mean? I wasn't aware that Mr. Duncan was recommending that weapons were to be taken into the marketplace. Really.
This is, despite the fact that much of it is really commonsense stuff, a book I would put into the hands of my managers and other employees simply to remind them that we are all in this together and we are not really enemies within the economic enterprise. Whatever can be done to bring all the components together to bring prosperity and happiness to all the members of a corporation or company together has my unqualified approval.
Reprogram your viewpoint.......2005-11-26
Duncan's a colorful writer who sometimes gets a bit carried away with the metaphors. But that is part of the charm of this book. And it's what makes it work for the reader. Rather than give you a list of steps and then follow those with explanations that require mental gymnastics, Duncan paints you a picture. That picture is within the framework of ancient tribal warriors. This framework appeals more to men than to women--but for either audience, it makes you think.
This book is organized into three main parts: The Lay of the Land, The Pillars of the Empire, and Making It Work.
The Lay of the Land is basically an overview of where we are and why we're here. Duncan describes the basic problem every business faces, and where the real solution to that problem lies. He compares a business to an empire, and then bases the rest of the book on that metaphor.
The Pillars of the Empire consists of ten "pillars," which are the competencies upon which a business (or empire) will succeed or fail. Each pillar consists of ten stones. So in this book, the stones are subchapters. First, Duncan briefly discusses the pillar, then he "takes it apart" stone by stone to show you the elements that make that pillar strong. You end up with 100 concepts for business and personal success.
As Duncan goes through each concept, he provides a mix of anecdotes, metaphors, practical suggestions, and probing questions. He goes to great lengths to engage the reader, rather than merely to fill the page.
Making It Work is basically the conclusion of the book. Duncan reviews the core ideas, and then prescribes methods for putting them into practice.
If you're tired of bickering as usual, negative office politics, morale problems, and other issues related to infighting, this book offers fresh insights. If you want to thrive in the empire, this book can definitely help you. But approach some of the ideas with caution, or the empire will strike back.
A a rah-rah feel-good tome offers hope by making you feel good--this isn't one of those. And a "here's how I did it" book is interesting, but what worked for the author won't work for you--this isn't one of those, either. We've all read books that give false hope or describe cures from a perspective that won't work for us--this isn't one of those, either. Most of us have attended seminars where we're all charged up until we think about what the speaker really said (if anything). And we've all been asked to paint by numbers on a canvas that isn't our own.
This is where Duncan stands out from the crowd of management-relate books. This isn't feel good or "do these six simple steps." It's about reprogramming your viewpoint so you can function in reality.
I think this book makes a solid addition to anyone's management library. It doesn't have all the answers, and you may disagree with some of the answers it does provide. But if you thoughtfully apply Duncan's ten pillars, you will come up with the answers that work for you.
useful but unoriginal.......2005-02-27
Duncan uses throughout his book the metaphor of medieval warface. Specifically how a company is analogous to a kingdom of tribes that faces enemies who wish to destroy it. This stark comparison is of course scarcely original. He chooses it to inculcate in the reader a sense of danger and how a company's people need to face the ugly reality of ferocious competition.
The suggestions he offers make sense, even if some are a little trite, and even if most are unoriginal. Perhaps the most amusing remark was that he considers a company's mission statement to be virtually useless. It is irrelevant to the day to day activities of most employees and it is often totally vacuous. Companies that push the mission statements often risk only engendering cynicism.
Should be required reading..........2004-04-14
Do you work at a company where most of the energy is spent fighting each other instead of the competition? Unite The Tribes is an extremely good book that outlines a program for learning how to focus the company to conquer the real enemy, your competitor who would rather you didn't exist. This should be required reading in most all large corporations.
Book Description
For most bills in American legislatures, the issue of turf—or which committee has jurisdiction over a bill—can make all the difference. Turf governs the flow and fate of all legislation. In this innovative study, David C. King explains how jurisdictional areas for committees are created and changed in Congress.
Political scientists have long maintained that jurisdictions are relatively static, changing only at times of dramatic reforms. Not so, says King. Combining quantitative evidence with interviews and case studies, he shows how on-going turf wars make jurisdictions fluid.
According to King, jurisdictional change stems both from legislators seeking electoral advantage and from nonpartisan House parliamentarians referring ambiguous bills to committees with the expertise to handle the issues. King brilliantly dissects the politics of turf grabbing and at the same time shows how parliamentarians have become institutional guardians of the legislative process.
Original and insightful, Turf Wars will be valuable to those interested in congressional studies and American politics more generally.
Customer Reviews:
Must-read for students of Congress!.......1999-03-04
This is a path-breaking book, and a must-read for all serious students of the U.S. Congress.
Book Description
Power, position, property. That's been the name of the game throughout human history. And the urge to gain new territory -- or keep what's already been acquired -- certainly shows up in our daily work lives.
The workplace, in fact, is ablaze with battles over information, relationships, and authority -- and everyone is fighting for psychological survival. These turf wars are some of the most productivity- and morale-squashing activities that employees engage in.
Territorial Games analyzes 10 of these insidious and instinctual acts of gamesmanship -- such as camouflage ... occupation ... shunning territorial behavior.
Written from the perspective of a behavioral scientist and drawn from in-depth interviews with corporate managers, the book explains how to:
** understand the roots of territoriality
** recognize the signs and symptoms of territorial games
** focus on organizational goals rather than individual turf wars
** promote teamwork throughout an organization
** apply counterstrategies to change destructive behavior.
Customer Reviews:
Now you can call all those games by name!.......2003-08-05
Simmons provides "names" for this evolutionary adaptation of behavior that we experience everyday such as the strategic noncompliance game, the occupation game, the camouflage game and the intimidation game. Territorial Games defines how behavior in the workplace is driven from physiological, survival instincts that over-power rational thinking. With humor and insight, Simmons reviews the emotions involved in protecting "territory" in today's organizations. The 10 games are reviewed using real-life, painful and funny examples of business situations. The book will aid you in spotting the behavior in others, because "of course you don't do this." Well, you can check that using the self-tests provided for each game.
Simmons' practical approach does not suggest that the games will go away. She does suggest that you can understand them better, develop better ways to deal with the games and begin playing more constructive games. Recommended for everyone who has ever felt like they were in a sporting competition, on a battlefield, or playing survivor in the workplace. It certainly provided me with a renewed clarity about law firm dynamics. You are sure to have a laugh reading and recognizing yourself and others. More importantly, this can be a new lens to understanding behavior in the workplace.
This book rocked the foundations of our organization.......1999-04-15
As executive staff to a volunteer board, our turf wars and inability to communicate were hamstringing the efforts of our organization, and grinding staff work to a halt. This book allowed many light bulbs to go off about our inadvertent (and not!) behavior, and we even got the author in to moderate a session. Every single one of us realized what were doing to add to the problems, and how we could stop.
Simmons uses humor, clarity, to talk about games people play.......1997-10-18
Simply put, reading this book helped me see more--in terms of my own behavior and others'. Ever looked back on tough work situations you've dealt with in the past and thought 'How ridiculous I was then...if only I knew then what I knew now, I'd have acted differently'? As much as I enjoyed reading the book, I must admit I felt that sting; I sat there reading about these 10 games that she has named, described (with some painfully funny stories of her own), and provided strategies for combating, and I thought 'I really needed this book years ago!' If you want to know more about how people tick and how to deal with it, get this book. Be prepared to feel stung with a higher awareness of how people operate when they are trying to protect/increase their territory in organizations--you will definitely recognize the behaviors. And more powerfully still, be prepared to have your eyes opened about some games that you, in fact, just may be playing.
saw behavior in a new way.......1997-10-16
I now recognize behavior that I was unaware of in the past. Also, I can see what I do as a manager that increases or decreases territoriality. This type of behavior is such a drain and hurts people's effectiveness and productivity. I think this should get a lot of discussion in organizations.
one of the most important management books of this decade.......1997-10-10
Annette Simmons has written one of the most important (and fun to read) management books of this decade. The subject matter makes it an important book. Simmons' style make it unique among management books. This book compares very well to "It Takes Two" by Gene Boccialetti (Jossey-Bass, 1995); in both books, the information is immediately useful in the real world. Using an adaptation of the "games" model in Transactional Analysis, Simmons takes us through the Territorial Games played in organizations very clearly and simply. As you progress through the book you will find yourself saying, "been there, done that." At the end, when you are ready to ask, "So What?" she suggests ways to stop playing the games. Because of her clear style in both writing and thinking, I hope she'll be writing another book...soon. This book is a good read for managers at any level. It will be around for a long time. Roy Mayhugh Phd
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Luchas Por El Poder Dentro De Las Empresas/ Silos, Politics and Turf Wars: Un Cuento Sobre Liderazgo Y Como Destruir Las Barreras Que Convierten a Los ... Fable About Destroying the Barriers That
Patrick Lencioni
Manufacturer: Norma S a Editorial
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Nomad: George A. Custer in Turf, Field, and Farm (John Fielding and Lois Lasater Maher Novels)
George Armstrong Custer
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- Silver Linings: Travels Around Northern Ireland
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- Spike vs. Dracula
- Terrorism and Homeland Security: An Introduction
- The Blessing of a Skinned Knee: Using Jewish Teachings to Raise Self-Reliant Children
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- The Devil's Arithmetic
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