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Rating: 
Summary: A wonderful lesson on the soul of business; and life
Review: =Treat others with uncompromising truth.
=Lavish trust on your associates.
=Mentor unselfishly.
=Be receptive to new ideas, regardless of their origin.
=Take personal risks for the organization's sake.
=Give credit where credit is due.
=Do not touch dishonest dollars.
=Put the interest of others before your own.
Ron Lebow's highly underrated HEROIC ENVIRONMENT is a wonderful allegory that goes beyond both moralism and psychology to teach great lessons about character and true, lasting success in life. While reading his chapter on the four dominant personality traits, in fact, I found myself in a rather ironic way.
The hero is, of course, the central character/protagonist in this allegory. However, it was when I noticed an existential disagreement with the author's definition of a dissident--and how dissidents should be in essence dealt with in an organization--that I realized that my dominant personality trait is that of a Maverick. Ron Lebow (as his nom de plume character in the book Kip) describes the dissident as being "an integral part of almost every organization (page 90)." He then proceeds, however, to describe the aspects of the dissident's character and personality traits as being those that are essentially, and wholeheartedly, counterproductive to the growth and development of the organization. For him a dissident is more of, really, a codependent. While I don't know the actual etymology of the term, I do know that the word dissident comes out of the lexicon of politics, and has been historically tied to the intellectual structures of the revolutionary minded heroes that follow in their wake. Thomas Paine, Thomas Jefferson, et. al. were very much the dissidents of King George III's colonists; Gandhi's Satyagraha--philosophy of non-violent resistance--was perhaps the most dissident theology of the modern era, influencing America's great 20th century dissident Dr. Martin Luther King, Jr. With that kind of company (to say nothing of what's his name from the New Testament [smile]), it is obvious to me that when Lebow is being uncomplimentary he is not actually referring to a dissident but to a set of personality traits that are reflective of someone who exists somewhere between the dissident and his (badly used metaphor, considering the times we live in) terrorist. I would call them the wanna-be dissidents.
Like paparazzi or simple groupie narcissists are to actual movie stars, the disgruntled wanna-be dissidents, whose intuitions do pick up on the structural integrity failures of an organization but focus on it only in order to avoid looking at themselves, are always in the company of real dissidents. They use the dissident's unique set of insights, awareness and profound courage as a technique to cover up their own character failings that they'd rather not be confronted with. As far as the negative impact on an organization however-in terms of both morale and actual profits and structure, etc.-though the natural inclination would be to say the terrorist is the most destructive, with perhaps my definition of the wanna-be dissident coming next on the food chain, I would venture to say that the very philosophy of management that would cause superiors to quite easily mistake a wanna-be dissident for an actual dissident is by far more destructive than any individual. Because that philosophy and confused method of perspective is what would also cause a governing body to almost instantly confuse wanna-bes and actuals in ANY of the dominant personality traits carefully described. For example, the Hero (Jeckyll) can easily be confused with a Charlatan (Hyde), who may know how to look like a hero in an organization he has studied carefully for an undisclosed agenda. Indeed, the most repressive political regimes in the world have always been those whose governing bodies structure their security forces, propagandists and militaries to consistently go after what could otherwise be called wanna-be terrorists, as well as the actual terrorists, both away from and within their borders. Before you know it, more time and attention is given to the wanna be terrorists than the actual ones...and virtually anyone, even the hero and 9 to 5-er, can be labeled a wanna-be terrorist in the fearful climate that that produces...and usually is, while the pretender hero with charisma calls the shots. Hence, WWII Germany.
When such a fearful environment is created regarding organizations that have lost their way by those in power, you can usually bet on a few things: that a) they don't want to hear anyone tell them about it or why (what Mavericks do very well), b) they want people to create miracles within a dysfunctional paradigm that all but prevents miracles from occurring (overworking and exhausting the Heroes) and c) they are already ready to blame all of the hard working underlings for their bad executive decisions when crises occurs (why most 9 to 5-ers get downsized). The Dissident perspective, when this atmosphere has rolled in like storm clouds before a hurricane and people start worshipping false "economy" gods, is really the only one worth listening to.
The Dissident is the one in any organization who is fundamentally aware of the paradigm shift that has taken place for the worse in the organization, and also knows the one that needs to take place for its betterment--and how it should be implemented. And he/she usually figures this out sometimes as much as years before everyone else does. The true dissident, far from being an angry, jealous troublemaker, is the one who teaches the Maverick the new music; the music that he/she then plays for the hero to dance the new dance.
The dissident is the patron saint, or spiritual barometer, of the Maverick. Where the Hero of an organization may be the Heroic environment's heart, the dissident is its soul.
Ron LeBow perhaps purposely dropped the ball here, to create the Zen experience of figuring this out for yourself. Either way, HEROIC ENVIRONMENT as a whole is very refreshing and worth the half day it will take to read and soak in. Highly recommended.
Rating: 
Summary: A workplace reality check
Review: An easy and non-threatening read, "Journey" outlines an approach to creating a work environment which is inspiring and built to last. The book presents a fairly detailed model of the workplace, and some suggestions on how to transform the workplace into the Heroic variety. It should come as no great surprise that the book also recommends consulting services by the author. I generally found the book envigorating, and came away from it with a renewed committment to a high level of personal integrity at work. I read this book in about 4 hours, and it was worth that level of effort. I suspect that enacting the types of changes in the workplace this book describes would require quite a bit more effort.
Rating:
Summary: A workplace reality check
Review: An easy and non-threatening read, "Journey" outlines an approach to creating a work environment which is inspiring and built to last. The book presents a fairly detailed model of the workplace, and some suggestions on how to transform the workplace into the Heroic variety. It should come as no great surprise that the book also recommends consulting services by the author. I generally found the book envigorating, and came away from it with a renewed committment to a high level of personal integrity at work. I read this book in about 4 hours, and it was worth that level of effort. I suspect that enacting the types of changes in the workplace this book describes would require quite a bit more effort.
Rating: 
Summary: Reads like a novel. Applications of a managment text.
Review: This book is easy and fun read like one of Ken Blanchard's books. Contains lot's of practical applications for businesses, organizations, and families living in the fast paced, changing enviroment of the 21st Century. Although it can be read in 2-3 hours, you will probably want to re-read often. Contains an excellent self-evaluation quiz at the end of the book.
Rating:
Summary: Reads like a novel. Applications of a managment text.
Review: This book is easy and fun read like one of Ken Blanchard's books. Contains lot's of practical applications for businesses, organizations, and families living in the fast paced, changing enviroment of the 21st Century. Although it can be read in 2-3 hours, you will probably want to re-read often. Contains an excellent self-evaluation quiz at the end of the book.
Rating:
Summary: How to make the time you spend at work worthwhile
Review: This is a great book for anyone who's tired of office politics and petty bickering in the workplace. One of the positives about the book is that it assumes people want their work, and the time they spend at work, to mean something. The dialogue in the book is based around this optimistic foundation, and is refreshing reading for any individual or team working in today's business world. I recommend getting a copy for yourself, and talking your manager into buying one for each member of your workplace. The idea of shared values discussed in this quick read can strengthen the bonds between members of a workgroup, and make work an enjoyable experience rather than drudgery.
Rating:
Summary: How to make the time you spend at work worthwhile
Review: This is a great book for anyone who's tired of office politics and petty bickering in the workplace. One of the positives about the book is that it assumes people want their work, and the time they spend at work, to mean something. The dialogue in the book is based around this optimistic foundation, and is refreshing reading for any individual or team working in today's business world. I recommend getting a copy for yourself, and talking your manager into buying one for each member of your workplace. The idea of shared values discussed in this quick read can strengthen the bonds between members of a workgroup, and make work an enjoyable experience rather than drudgery.
Rating:
Summary: The best book on managing cultures and people - period!
Review: This is required reading for anyone who "knows" there is a better way to run their operation, but hasn't put their finger on it. I have personally bought over 30 copies of the book and given it to friends, bosses, employees, members of the Board - and a few headhunters! It's that good! Lebow manages to preach the gospel of common sense in managing the culture of an organization, without offending or insulting. Perhaps the most influential book since Goldratt's "The Goal", this book should be mandatory reading for anyone who is given the privilege of working with people in any setting - business, charity, whatever. Short and enjoyable story telling. An easy read, this book should be in every manager's briefcase for those moments when you need a quick "pick me up". Get your copy - TODAY!
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