By
Clare on
March 10, 2012
Orbiting the Giant Hairball: A Corporate Fool’s Guide to Surviving with Grace by Gordon MacKenzie
My rating: 5 of 5 stars
I first heard one of the stories from this book when listening to Tom Kelley’s Entrepreneurial Thought Leaders lecture on how to be an innovator for life. I didn’t really know what to expect from the book, but I loved it! The author uses a series of often humorous, short, personal stories to reflect on and illustrate the problems with most organisational cultures and how to avoid losing one’s sanity and individuality when working in one.
My notes from Orbiting the Giant Hairball
[Disclaimer: The notes below are rough, and may be a mixture of direct quotes, paraphrasing, and my own thoughts/ideas/reminders. They're written here primarily for me (so they may not make much sense out of context, especially for those who haven't read the book)].
(17) Disruption with purpose.
(33) Orbiting is responsible creativity. Vigorously exploring and operating beyond the Hairball of the corporate mind set, beyond “accepted models, patterns or standards” – all the while remaining connected to the spirit of the corporate mission. (more…)
By
Clare on
February 11, 2012
Leading with Questions: How Leaders Find the Right Solutions by Knowing What to Ask by Michael J. Marquardt, Ed.D.
My rating: 4 of 5 stars
I really enjoyed this book. It starts by building the case for questions (‘The Power of Questions’) and examines the common thread between the disasters of the Titanic, the Challenger and the Bay of Pigs – the inability or unwillingness of key participants to raise questions about their concerns. The later parts of the book provide useful practical advice and examples for leaders to make better use of questions in managing people, building teams and enabling change. As I made my way through the book I was able to identify many opportunities/situations that I could imagine using (or wish I’d used) the suggested questions.
My notes from Leading with Questions
[Disclaimer: The notes below are rough, and may be a mixture of direct quotes, paraphrasing, and my own thoughts/ideas/reminders. They're written here primarily for me (so they may not make much sense out of context, especially for those who haven't read the book)].
(28) When we ask questions of others and invite them to search for answers with us, we are not just sharing information, we are sharing responsibility. A questioning culture is a culture in which responsibility is shared, ideas are shared, problems are shared, and ownership of results is shared.
(29) 6 hallmarks of a questioning culture. People in it:
- are willing to admit, “I don’t know”
- go beyond allowing questions, they encourage questions
- help to develop the skills needed to ask questions in a positive way
- focus on asking empowering questions and avoiding disempowering questions
- emphasis the process of asking questions and searching for answers rather than finding the ‘right’ answers
- accept and reward risk-taking
(more…)
By
Clare on
January 22, 2012
Why Work Sucks and How to Fix It: No Schedules, No Meetings, No Joke–the Big Idea That’s Already Transforming the Way We Work by Cali Ressler
My rating: 3 of 5 stars
I liked this book, but ended up wanting a bit more from it…
The book provides a very compelling argument as to why the current system of work/performance (largely based on time) is broken and the advantages of ROWE (Results-Only Work Environment). But for me, this was really preaching to the converted… I first read about ROWE on Tim Ferris’ blog (I think) and was attracted to the concept right away. I completely agree that work (and associated remuneration and performance measurement) should be based on value created rather than hours spent in an office.
But where I thought the book fell short (and where I personally wanted more) was in relation to helping managers and their staff manage solely on the basis of results. The book (pg 129-130) suggests that ‘ultimately a ROWE is not a test of the employees, it is a test of the manager’ and asks ‘Can they [managers] do their jobs communicating expectations and holding people accountable? Can they develop systems to get the information they need without doing it through drive-bys or fire drills?’. As a new-ish manager seeking to implement a more results-based performance culture in my team (a full ROWE is not something within my control) I would have appreciated some more guidance/ideas/tips on setting, communicating and measuring performance expectations, and providing feedback.
(more…)
Published:
January 22, 2012 | Tagged: book, work |
The Way We’re Working Isn’t Working: The Four Forgotten Needs That Energize Great Performance by Tony Schwartz
My rating: 4 of 5 stars
My notes from The Way We’re Working Isn’t Working
[Disclaimer: The notes below are rough, and may be a mixture of direct quotes, paraphrasing, and my own thoughts/ideas/reminders. They're written here primarily for me (so they may not make much sense out of context, especially for those who haven't read the book)].
(8-9) Four primary energy needs: physical, emotional, mental and spiritual.
(11) Physical level – sustainability. Four factors are key: nutrition, fitness, sleep and rest.
(14) Perhaps no human need is more neglected in the workplace than to feel valued. Noticing what is wrong and what’s not working in our lives is a hardwired survival instinct. Expressing appreciation requires more conscious intention.
(more…)
By
Clare on
January 1, 2011
Total Recall: How the E-Memory Revolution Will Change Everything by Gordon Bell
My rating: 4 of 5 stars
The coming world of Total Recall will be as dramatic a change in the coming generation as the digital age has been for the present generation. It will change the way we work and learn. It will unleash our creativity and improve our health. It will change our intimate relationships with loved ones, both living and dead. It will, I believe, change what it means to be human.
This book is based heavily on Gordon Bell’s experience with the MyLifeBits research project – a prototype system to digitally record, store, and organise as many aspects of Bell’s life as possible. This involved converting all paper based information (bills, receipts, certificates, photos, letters etc) to digital format and also digitally logging a range of life information on an ongoing basis (location, financial transactions, photos/video, health information, exercise details etc). The book distinguishes between the practices of life blogging (publicly broadcasting details of your life through sites like Facebook and Twitter) and life logging. (more…)
