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Editorial Reviews
From Publishers Weekly
Starred Review. Marketing won't speak to engineering. Sales thinks production hogs the budget. Front desk believes back room's lazy. These sorts of turf wars, which turn outwardly unified companies into groupings of uncommunicative "silos," are the stuff of management lore. According to bestselling author Lencioni (The Five Dysfunctions of a Team), "they waste resources, kill productivity and jeopardize the achievement of goals"—they also drive workers into tizzies of frustration. Like his previous books, Lencioni's latest addresses the management problem through a fictional story; this one revolves around a self-employed consultant named Jude, who has to dismantle silos at an upscale hotel, a technology company and a hospital. Split into two sections, Lencioni's book first shows Jude discovering a solution to silos, then summarizes Jude's lessons into a strategy that readers can apply to any business. Lencioni's proposal is so full of common sense—namely, end turf wars by getting departments to rally around a common goal—that managers will be eager to apply it themselves. Just as refreshing is Lencioni's use of character and plot, which is far above average for the business genre. As sympathetic as Jude is, he makes Lencioni's management lessons memorable. (Mar.)
Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.
From AudioFile
This is well-textured success story explains how organizations can use a collective operational vision to overcome pride, greed, and tribalism. The heart of this operational vision--four defining objectives articulated in a series of encounter meetings--is implemented humbly but persistently by the story's consultant hero. The four defining objectives are (1) a three-to-twelve month thematic goal, (2) a set of defining objectives, (3) some standard operating objectives, and (4) a realistic set of metrics. Empathetic connections among departments are reinforced through respectful and honest meetings regularly. Both the storytelling and value of these recommendations make this an exceptional resource for leaders in many types of dysfunctional organizations. T.W. © AudioFile 2006, Portland, Maine-- Copyright © AudioFile, Portland, Maine --This text refers to the Audio CD edition.
See all Editorial Reviews
Starred Review. Marketing won't speak to engineering. Sales thinks production hogs the budget. Front desk believes back room's lazy. These sorts of turf wars, which turn outwardly unified companies into groupings of uncommunicative "silos," are the stuff of management lore. According to bestselling author Lencioni (The Five Dysfunctions of a Team), "they waste resources, kill productivity and jeopardize the achievement of goals"—they also drive workers into tizzies of frustration. Like his previous books, Lencioni's latest addresses the management problem through a fictional story; this one revolves around a self-employed consultant named Jude, who has to dismantle silos at an upscale hotel, a technology company and a hospital. Split into two sections, Lencioni's book first shows Jude discovering a solution to silos, then summarizes Jude's lessons into a strategy that readers can apply to any business. Lencioni's proposal is so full of common sense—namely, end turf wars by getting departments to rally around a common goal—that managers will be eager to apply it themselves. Just as refreshing is Lencioni's use of character and plot, which is far above average for the business genre. As sympathetic as Jude is, he makes Lencioni's management lessons memorable. (Mar.)
Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.
From AudioFile
This is well-textured success story explains how organizations can use a collective operational vision to overcome pride, greed, and tribalism. The heart of this operational vision--four defining objectives articulated in a series of encounter meetings--is implemented humbly but persistently by the story's consultant hero. The four defining objectives are (1) a three-to-twelve month thematic goal, (2) a set of defining objectives, (3) some standard operating objectives, and (4) a realistic set of metrics. Empathetic connections among departments are reinforced through respectful and honest meetings regularly. Both the storytelling and value of these recommendations make this an exceptional resource for leaders in many types of dysfunctional organizations. T.W. © AudioFile 2006, Portland, Maine-- Copyright © AudioFile, Portland, Maine --This text refers to the Audio CD edition.
See all Editorial Reviews
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