High Velocity Culture Change: A Handbook for Managers (Paperback)

~ Price Pritchett (Author), Ron Pound (Author)

Editorial Reviews

Product Description

Delivers 22 specific guidelines on how to manage your part of the organization for high-velocity culture change. You'll also learn how you can avoid the management traps that cause most efforts to fail. This handbook will prepare you and your management staff for the rigors of the agonizing process that is culture change. It will also prove how and why the pain is well worth the cost. If your management staff is going to achieve a dramatic culture shift in record time, High-Velocity Culture Change is a must-read for every player on your team.

From the Publisher

Related books by this author include: Culture Shift; Shaping Corporate Culture; Firing Up Commitment During Organizational Change; MindShift.

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Product Details

• Paperback: 56 pages
• Publisher: Pritchett Publishing Company; 1 edition (May 1, 2007)
• Language: English
• ISBN-10: 0944002137
• ISBN-13: 978-0944002131
• Product Dimensions: 8.9 x 5.7 x 0.2 inches
• Shipping Weight: 3.2 ounces (View shipping rates and policies)
• Average Customer Review: 1.8 out of 5 stars  See all reviews (8 customer reviews)
• Amazon.com Sales Rank: #140,263 in Books (See Bestsellers in Books)

Customer Reviews

Most Helpful Customer Reviews

14 of 14 people found the following review helpful:

1.0 out of 5 stars Exactly what's wrong with modern management, December 7, 2006

By	G.P. Yensid - See all my reviews

This is perhaps the worst example I have encountered of terrible advice, wrapped in a package of nonsensical and even self-contradictory aphorisms. This is par for this sort of "book" (it's not a book, it's a pamphlet) - what is unusual is how violent the language of the book is... nothing like trodding over and destroying those who don't understand your vision for organization change. The book presents untestable hypotheses, uncited claims, and essentially no tools or mechanisms for actually doing the things they instruct you to do (not that anyone should do anything these authors suggest). If your organization is passing this book around, you should strongly consider whether this is an organization that values rational thought - and thus whether you should work there. Sad that you can't give negative stars - this book will hurt your organization.

25 of 30 people found the following review helpful:

1.0 out of 5 stars Worse than Chinese Water Torture, February 27, 2004

By	Joel W Vogt (Seattle) - See all my reviews

If a fourth grader had written at this level I'd send them back to third grade. Follow up the poor writing with an approach which can only be described as derived from brainwashing techniques, and you come up with a book that is more painful to read than undergoing Chinese Water Torture. The writer bombards the reader with poorly worded rephrasings of the same thing, again and again. He throws the rephrasings at the reader multiple times. The author switches his words around and repeats the same premise over and over. Get the idea.

On TOP of this, the premises seem to go along the lines of:
Change is good.
Change must happen.
Promote Change.
If people don't like your change get rid of them.

There is no consideration given to analysis, progress, fixing actual problems. The upper level manager at my company who promoted this book also cost our company more than $31 Million because she was addicted to changing things. I call that sort of thing a Legacy change, as in "look at what a good job I did, I changed things." It promotes change over results. Change for change sake does not equal progress.

This book is even more painful than an Ayn Rand novel.

2 of 2 people found the following review helpful:

1.0 out of 5 stars Good for toilet paper, February 8, 2008

By	Chris "Pointman" (Ca) - See all my reviews

Unfortunately the manager at my company adopted the philosophy of this handbook. Since then, moral has taken a severe drop, senior employees have left and we've been investigated by outside sources for questionable practices. I have never read a book that promotes such ineffective methods of employee development. This book is trash!