Marty Jacobs consults in the areas of strategic planning, board governance, leadership development, and community engagement.
The author opens this book with a discussion of the common errors people make in trying to implement organizational change. He then goes on to counteract those errors with his eight-stage process for implementing effective and sustainable change: 1) Establishing a sense of urgency; 2) Creating the guiding coalition; 3) Developing a vision and strategy; 4) Communicating the change vision; 5) Empowering a broad base of people to take action; 6) Generating short-term wins; 7) Consolidating gains and producing even more change; and 8) Institutionalizing new approaches into the culture. The first four stages are intended to defrost a hardened status quo, the next three introduce many new practices, and the final stage grounds the changes into the corporate culture and helps them stick. This book is a comprehensive approach to change management and highly recommended for anyone undertaking a major change effort within an organization.
The Five Most Important Questions You Will Ever Ask About Your Organization, Peter Drucker, 2008. These five questions are essentially an organizational assessment, and although they are directed toward nonprofits, they can be used in any type of organization. The five questions are:
1. What is our mission?
2. Who is our customer?
3. What does the customer value?
4. What are our results?
5. What is our plan?
These five questions weave together a process of reflection an organization can undertake to determine its current reality and chart a future course. For those interested in further inquiry, Drucker lists a number of additional questions for additional exploration.
In his first book on emotional intelligence, Daniel Goleman focuses on education and how we teach emotional intelligence. In this book, the focus is on the work world and how critical emotional intelligence is for organizational success. Goleman reviews the five dimensions of emotional intelligence (self-awareness, self-regulation, motivation, empathy, and handling relationships) and lists 25 emotional competencies, highlighting which of those competencies lead to business success and which determine the success or failure of an executive.
Throughout the book, Goleman supports his argument for the need for emotional intelligence, noting that organizations going through the greatest change need emotional intelligence the most and that EI accounts for ninety percent of what's required for effective leadership. Moreover, he lauds the concept of learning organizations because they increase emotional intelligence, particularly in the areas of building trust and improving communications and dialogue. He closes the book with the statement that lack of emotional intelligence is the corporate equivalent of a weakened immune system - not necessarily deadly but ultimately affecting productivity and competitiveness. In this day and age, it's not a situation that many organizations can afford to find themselves in.
If you're expecting this to be a substitute for an MBA course, you'll be disappointed, and rightly so. If, however, you are looking for an excellent summary of a great deal of critical business, psychology and marketing concepts, that any aspiring entrepreneur or successful business owner should know, then this is the audiobook to get your hands on.
It's 13 hours, but i'll still be giving it another listen in a few months or so, a testament to it's quality. Highly recommended.