Organizations Books

I've read a ton of organizing books. Most have a "process" to get organized that seems reasonable when I read it, but I can never seem to remember the process or to apply it in real life.

In "Eliminate Chaos", Laura Leist, author & genius, sets out her 10-step process and then takes us through seven real-life rooms that she applied it to. She tells us each room owner's "story" and makes the room alive - and then the process come to life in the room as she capably demonstrates with words and lots of fantastic before and after photos.

I know now EXACTLY how to apply this system to my life and can't wait to do it. This is the best book you'll find to help you declutter and organize your home!

After reading a number of books, websites and magazine articles on organization over the years, Elimate Chaos finally offers a real solution. Laura's personal story in the preface is important as it starts you thinking about your own experiences with clutter. Included are fresh, new lists-in more detail- to get you started. The author breaks projects into supplies, physical space, steps in the process, stories of real projects and the clients needs. After organizing and sorting, Laura provides a shopping list and reasonable budget.
If you are not a born organizer, I recommend Eliminate Chaos. Laura learned organization and takes it to the reader. This is absolutely not just another "get organized" self help book.

I am a professional containerizer and a pack rat who finds it hard to purge, but Laura inspired me on a podcast at OSI Rock Stars to give her book a try with my cluttered life. And what do you know - it worked! My sewing room has been transformed from a room overflowing with so much stuff you couldn't see the floor to a neat, organized room, with shelf space left over! Thank you Laura - and I can't recommend her 10-step process enough!!

I bought this book for help in decluttering my garage (my car is parked outside and we had one too many ice storms this year). I identified with the case study. What hit home was the cost of disorganization (my windshield cracked under the ice when I was defrosting it. If it had been in the garage I would have saved both time and money). I now am aware of other examples of the cost of disorganization in my life. This concept helped me get to the point of prioritizing organization and setting time aside for it.

I have followed the 10 steps for some lesser projects and they work like a charm! Once it warms up and I have my staging area outside on the lawn, I will tackle the garage. In fact, I am looking forward to it (how weird is that?)

My 83 year old mom is downsizing and asked for me to visit for a week and help. I sent her the book and marked the case study about the older woman downsizing. She liked the book too.

I purchased this book after having the chance to attend an organizing workshop with the author Laura Leist. I had (too many) other books about organizing and clutter that were adding to the chaos in my house, but I decided to give one more book a chance. I'm glad I did! The 10-step plan in this book is simple yet comprehensive enough to really address the problems and challenges I face on a daily basis with all the stuff in my house. The before and after pictures were great, and it was clear that the solutions were based on real situations other people had dealt with. I highly reccomend this book, it helped me so much!

Singer is a terrific researcher and is genuinely interested in Spira; however, I think Singer spends too many pages on Spira's background. Chapters 2-6 are excellent, though. Great information for new animal activists.

Being persuaded about animal rights for some time now, I have been looking for ideas on how to get active. This book provides lots of ideas and is an inspiring portrait of an attractive and committed person. It is also very readable - I read it early into the morning until I finished it.

Spira's activism was highly intelligent, practical, strategic and committed to the long term - he is a hero of the animal rights movement.

I stumbled across a glowing recommendation for this book within a blog entry posted by a fellow vegan. I was intrigued, given Peter Singer's name on the dust jacket -- his book on Animal Rights, which is written in such a memorably concise, levelheaded and rational fashion, ranks right up there as one of the penultimate reasons I decided to go vegan, myself.

That little sense of intrigue was more than well rewarded by what I found in this book. Henry Spira's story is downright inspiring (to such an extent, while reading this slim bio, the bad punster in me couldn't help toying with the subject's name: "Henry Spira's in-SPIRA-tional". If you're not groaning, you should be).

The practice of veganism can raise discomforting questions -- how does a compassionate individual with a strong sense of personal ethics grapple with a profoundly careless world in which cruelty is commonplace to the point of mundanity and concern for the disenfranchised may seem alien to the point of provoking fear, even open hostility in others? What happens when a compassion for the voiceless develops into an inured hostility toward those who are careless? How can an ethical individual work toward reducing unnecessary suffering while continuing to extend compassion even to those who create that selfsame unnecessary suffering?

Henry Spira responded to such open ended questions by focusing on action. How could he, as one individual, work to bring about the greatest cessation of animal suffering possible? His answer -- via a mastery of relentless focus, indefatiguable optimisim, careful planning and a ceaseless upwelling of drive -- made him a matchless force within the movement toward animal rights.

I noticed, as I reading this book, that Mr. Singer's writing style seemed a bit rough in some places. Initially, I chalked this up to the notion that philosophy and storytelling, though similiar, are fundamentally divergent if equally challenging forms of communication. The real reason for this narrational shakiness, however, is revealed towards the end of the book and works as a spurringly poignant denoument.

I'd recommend this book to anyone -- vegan or omnivore, activist or armchair guerrilla -- because, at heart, it is more than the story of one lesser known hero from the folds of the animal rights movement; it is a roadmap to dynamic compassion, the pinnacle win-win.

The story of Henry himself is amazing enough, but this wonderful book is even more than that. Weaved into the life story of Henry are the stories of so many other people.

There are those who are not as famous but nonethless critical to all the achievements, like the donors who supported Henry, like the volunteers who handled the daily work, like Henry's advisors who turned his idea into concrete actions, like the numerous individuals who gave followed his call to write letters or picket or take any other action.

Then there are also those sincere and good people who is not in the "movement". There is Senator Lombardi who gave Henry a fair hearing, and Roger Shelley from Revlon who believed there is a win-win solution, and Susan Fowler of 'Lab Animal' who interviewed Henry the anti-vivisectionist.

And then there are also those who are apparently on the side of the "movement" but cared more about themselves. There are the researchers who abuse money donated by people and industry, and there are groups who seem to care more about getting people's donation and their personal glory than helping victims.

And then there are people who seem to really believe that everything on earth are just for their personal gain. From the hideous boss of NMU to the cat-vivisectionist Aronson, from "tough" guy Frank Purdue to the more scheming Leon Hirsch.

There is such a rich spectrum of people in this book, it is worth reading even if you don't agree with anything else from Peter Singer.

There are also many hilarious stories. The visit of congressman Koch to the cat experiment lab, the "biological fluid collection units", and the story about the super comdom for the chicken-in-a-comdom ad.

This book is definitely worth reading, and not just once. Each time I turned the pages and got to the part where Henry told the author that he's got the cancer, my heart sank like a rock. Oh, no, not him, not so early, please. I really wish Henry is still with us today, the whole world might be a different place.

This book is truly amazing. It is a very exciting book to read, and the enthusiasm of Henry Spira can not help to rub off on your own life. Peter Singer has done an excellent job of giving the reader an easy to access look into the life of a man who inspired thousands of people to think more about all forms of suffering for all types of animals.

Thank you for such an amazing book! It is a must read for anyone involved in activism. It shares a lifetime of wisdom. Enjoy!

I purchased Dr. Thomas' book to assist me in my research in leadership behaviors and stakeholder empowerment, and what a great help.

However, the best part of reading this book, I was forced to remember much of my past training and reignite many of the qualities I had forgetten to practice.

What a great book, would recommend to anyone interested in understand how and why motivation works.

Intrinsic Motivation is one of the better books on leadership and management that I have read recently. Thomas targets both managers and employees, arguing that salaries and other extrinsic rewards are neither the sole nor the primary source of motivation in modern organizations. In fact, monetary compensation is only a factor when making major life decisions (e.g., whether and when to change jobs) and when there is a question of fairness. The best a manager can hope for, says Thomas, is perceived equity - that those doing the most and the best work are the best compensated. Absent major life decisions and inequities, it is intrinsic rewards that will motivate employees.

Intrinsic motivation, according to Thomas, means giving employees an understanding of the purpose of the tasks they do and giving them whole tasks whenever possible. Today's workforce is more highly educated than its forerunners. Competition and the need for quick decision-making have reduced the reliance on middle managers and bureaucratic rulebooks. In this environment, employees must be self-managing and they must have a sense of meaningfulness, choice, competence, and progress in the work that they do. If they feel that they have all four of these factors, employees will feel a great sense of job satisfaction, be highly motivated, and perform well.

Thomas offers managers and employees suggestions on how to improve in each area if it seems that that factor is lacking. In fact, if an employee is feeling unmotivated, Thomas suggests the employee consider which of the four "vital signs" is weak and address it accordingly. It is important, for example, for employees at all levels to have a personal vision to boost their sense of meaningfulness. Feeling that you have no choice in how you do your work? Negotiate with your boss for more authority or, if all else fails, consider moving to another job that provides more choice. A sense of competence comes from training and learning, but it also comes from patting oneself on the back for a job well done. Progress can be measured in a number of ways, but one of the best is through contact with customers.

Thomas's book is only an overview into each of these areas. He intends Intrinsic Motivation to be an all-encompassing model of employee motivation, and he generally succeeds. Those seeking more details would need to use Thomas's notes to find articles and books on individual subjects discussed within the book. And it is a shame that while Thomas characterizes outdated management styles as "paternalistic" he uses analogies of parents and children when describing intrinsic motivation. Overall, however, Intrinsic Motivation is a healthy reminder to both managers and workers that there are many steps we can take to improve employee morale and productivity. More money is better than less, Thomas agrees, but a true sense of purpose and worth can be priceless.

This is the first book that I have read that provides me with the information to confront the problems associated with instilling intrinsic motivation in those that I manage. It is often the problem that people show little concern for their work. The rule seems to be something like this- Do just enough to get by while exerting the least energy as possible. I like this book because the information is not a story of what a good manager has as an opinion as to what works best but it is a scholarly book in the sense that it provides information based on research that is proven. This is to date the best book that I have to reference when dealing with teams that act out of extrinsic motivation or no motivation at all. I applaud the author for this work.

This book deserves more than five stars.

Prior to Intrinsic Motivation at Work, management books often referred to the need for intrinsic motivation or sources of thta motivation (such as an inspiring purpose or interesting work). This book takes those isolated thoughts and connects them into a systematic method of improving overall motivation by increasing internal motivation and connecting with external sources of motivation. This book will be a landmark in the field of human resource management for decades to come.

The book contains many helpful elements to help you understand its message. One that I particularly liked was the management tale. In one connected example, it showed how management attention has shifted in the last 120 years from making people perform more effectively at predefined tasks (the rational approach as defined by scientific management) to creating passion and fulfillment from work, by focusing on the emotional side of a person. You get an overview of management practice and theory in very small and easy-to-digest doses. For example, one of my favorite sentences was "So the executives crafted Vision Statements that emphasized Contribution to Customers and Quality . . . but often [they] rang hollow in time -- like unkept promises."

The author distills the relevant sources of intrinsic motivation into meaningfulness, choice, competence, and progress. These ideas are nicely developed in several dimensions. For example, it is explained how these affect the worker (or associate, if you prefer that term). You also find out what the leader or manager has to do to help create those factors for the worker. Then, the author also exposes how the four areas are connected in a system of postive (or potentially negative) feedback. Further, you are given five elements of each one to develop.

Basically, the model calls for the meaningful purpose of the organization as the starting point. The next step is to give people a choice of actions to implement that purpose. Then activities are performed, and these are monitored for the competency shown (which may generate the need for better choices to pursue the object or to enhance the competency of those involved). After the activities are completed, you also look for progress and relate this back to the original purpose and your choices for fulfilling that purpose.

The book goes on the explain how to integrate intrinsic and external sources of motivation so that they reinforce one another.

There are several points to keep in mind when considering this book. First, you will get even better results if the organization picks a meaningful purpose that offers the potential for more intrinsic motivation. Some purposes have more potential to be accomplished and some are more exciting to more people. I find that most people latch onto an organizational purpose with too little consideration of the alternatives. Second, any on-going organization has a perceived purpose that attracts and retains employees now. You should find out what that is before changing it. My experience has been that you get better results by building upon that assumed purpose than by striking off in a totally new direction. Third, simplification (see Simplicity) is a related thought process that should be employed with this one. A lot of demotivation along intrinsic lines follows errors in making things too complicated and difficult.

Although this book is about work, its principles apply just as well to volunteer activities. I suggest that you share the book with those you volunteer with and then discuss how to employ its lessons to fulfill your empowering purposes.

Kenneth W. Thomas presents a model for using intrinsic motivation in the workplace to assure a more committed, self-managed workforce. He advocates leading for meaningfulness, choice, competence, and progress. He emphasizes the need to use this approach to give employees the greater independence and decision-making authority they need as bureaucratic management models break down. While many of these themes are presented in other books on leadership, motivation, training and worker empowerment, Thomas pulls them together in a well-organized, clearly written presentation that gives readers clear directions. The succinct style of writing is easy to understand, even though it is directed toward the serious reader. We [...] recommend this book to executives, managers, trainers and management consultants, as well as to employees, who will find helpful ideas for exercising greater self-management.

Those who are preparing to launch change initiatives or who have only recently done so would be well-advised to consider the truth of what Peter Drucker suggested more than 40 years ago: "There is surely nothing quite so useless as doing with great efficiency what should not be done at all." In this volume, Richard C. Reale identifies and then examines twelve principles that can help to guide and inform the formulation and execution of initiatives that can transform any organization, whatever its size and nature may be. He devotes a separate chapter to each principle, none of which is a head-snapping revelation nor does Reale make any such claim.

Of special interest to me is his clever use of various reader-friendly devices such as "Questions to Ponder" and "putting the Principle into Practice" with which he concludes chapters. They focus on key issues and summarize key points that facilitate, indeed expedite frequent reviews of the material after a first reading. They also serve as "gut checks" that enable the reader to evaluate the progress of change initiatives and to measure their effectiveness throughout various stages of the change initiative process. I also appreciate the provision of relevant quotations from various sources. For example:

"The significant problems we face today cannot be solved at the same level of thinking we were at when we created them." Albert Einstein

"On a group of theories one can found a school; but on a group of values one can found a culture." Ignazio Silone

"We see the world not as it is, but as we are." The Talmud

"Scalded cats fear even cold water." Thomas Fuller

"One great mistake is to try to extract from each person virtues which he does not possess, neglecting the cultivation of those which he does have." Hadrian

All change initiatives encounter resistance and many barriers are the result of what James O'Toole has aptly characterizes as "the ideology of comfort and the tyranny of custom." Reale offers a number of strategies and tactics to overcome resistance but reiterates throughout his narrative of setting crystal clear objectives ("know where you are going"), validate the assumptions and premises on which the action plan is based ("challenge your thinking"), establish a broad and deep base of participation by others ("Involve and be involved"), maintain proper alignment of initiatives and resources with the given strategy to achieve objectives ("align your culture'), and rigorously monitor progress throughout the entire process ("measure stuff that matters"). I presume to add that unless and until those involved, especially leaders, nail these and other fundamentals, much of the resistance to change initiatives will be justified.

Presumably Reale agrees with me that it would be a fool's errand to read his book and then attempt to adopt and then apply all of the material he provides. Think of his book as an operations manual for organizational transformation. It can guide and inform both the planning and subsequent implementation of a plan that is most appropriate to the needs, resources, and ultimate objectives of the given organization, whatever its size and nature may be.

I think his book will be of great value to all decision-makers but especially to those who have little (if any) understanding of the mindset, perspectives, and analytical skills that effective change agents have. They see each problem as a challenge, of course, but also as a learning opportunity. They realize that what those who comprise a team know is much greater than what any one member does. And finally, they have patience as well as determination when facing the resistance their efforts will inevitably encounter.

I am constantly looking for the latest reference book on improving my business, employee motivation, being the best etc. Richard Reale's book "Making Change Stick" came along at the perfect time. I had been constantly beating myself up on "how do I get the changes to last or stick? Richard puts the whole concept into perspective, you can also tell that he has walked the walk and isn't just talking. A great read full of real life examples and ideas. Highly recommended.

Alan Smith
President - WCS Quality Registrars

Two figures stand out when reading this book: twelve and twenty. What do they have in common? The same man, Richard C. Reale. For twenty years, he's studied why change fails and why it succeeds. Then he boiled down his knowledge base into twelve principles that are absolutely necessary if change is to happen correctly and last in an organization. The amazing thing is that these principles will not only ensure the success of a transformation, but will pay dividends in the long run, by having made an organization more change-capable.

So what's missing? What's causing organizations to fail when implementing change? The most common reason is the "failure to consider the human side of change." It's easy enough to draw the roadmap. The hardest part is the execution, the fulfillment of that plan. If you don't believe it, just look at the last time you resolved to do something. What was harder: making the decision and putting some thought into how to best achieve it, or actually doing what you planned?

The twelve principles outlined in this book allow organizational leaders to focus on the people, and to empower them to bring change to fruition. It's about setting down the right process for change, and following along closely, making sure change is proceeding as planned. It's about walking the talk, and encouraging people to do the same by praising their efforts to change, and setting them up for success. It's about monitoring the right metrics, the ones that will tell you how you're really doing. In theory, it doesn't sound hard, but in practice, it's another story. Fortunately, the author explains every one of the twelve principles in detail, and the examples he gives clearly illustrate the point. Inspirational quotes from notable personalities are also provided, to help drive home the point.

This book is a wonderful resource. Twenty years of "on-the-job" experience can't be wrong. The author's expertise shows, and will help guide the book's readers toward that great goal of organizational change, which is a hard goal to achieve indeed. If individual change is hard, organizational change is orders of magnitude harder - but this book will show you how to do it successfully. Get it, and achieve lasting change!

In business, it is important to continually come up with better strategies to improve quality, service, and profits. In order to do so, change is inevitable. Unfortunately, change is often fraught with initial resistance and then fails to become entrenched into the system. Eventually, the old comfortable system replaces the proposed change and nothing really ever changes.

Making Change Stick looks at the reasons that change doesn't stick. Not only does this book give readers ideas on how to present changes in a more positive, productive way to reduce initial resistance and bitterness but the author also gives the reader ideas on how to entrench new changes to produce a smoother transition. One of the most valuable sections in this book explains that individuals will react to change in different ways, according to their personality types. Since each of these personality types reacts differently to change, each will also require differing coping mechanisms to make change stick.

Author and consultant Richard Reale wants to help your organization to become sticky! In Making Change Stick he defines sticky as the ability to accomplish and sustain change. Reale correctly observes that leaders tend to focus on the technical side of change but typically ignore the human or people side of change. But, change is personal and involves human emotion and commitment. Any process that emphasizes technical skills at the expense of soft skills is doomed to failure. To provide a balance, Making Change Stick offers the reader twelve principles for making change effective and lasting. These principles are based on a philosophy that long-term success is built on a foundation of a culturally open system. Reale defines this as, "ready to adapt as necessary to prosper under any market conditions." He further adds this culture should be "dynamically adaptive and supportive of the needs of customers, employees, and shareholders."

The twelve principles for making change stick are a series of repeating patterns that help an organization to become change-capable. Reale believes that one or more of the twelve principles have been violated or ignored when change does not last in an organization. For example, principle number six is confront fear. Many leaders are unaware of why individuals are fearful of change and how to openly discuss it. A healthy culture nurtures an environment where workers feel safe to discuss their fears. It is when these fears are gracefully exposed, they can be confronted by the individual, and their feelings defused.

After the twelve principles are discussed, Making Change Stick concludes with a couple of beneficial chapters. One outlines how to create a culture that sustains change. Reale is a strong proponent of establishing a guidance team or transformation management group to facilitate this need. The final chapter offers sage advice to organizational leaders, and encourages them to use their emotional intelligence to relinquish control throughout the organization to committed and competent followers. Each chapter ends with some questions to ponder and practical ways to put each principle into practice. Reale also spices the book with his personal experiences, quotations and charts to develop his major points.

Making Change Stick is a practical primer for anyone involved in the change process within an organization. It provides many valuable points that together show how connected the entire company must be for change to be lasting and successful. It reinforces why change is both a technical and people oriented process. If you are personally involved in any change process, this book will help it to all make sense and help you to be a productive part of the process.

This product was shipped to me quickly and was in good shape when it arrived.

As a digital citizen and knowledge worker, I found this book valuable in explaining how, more than ever, corporations and their executives are being held more accountable by the public. And because information is instantaneous due to the internet, this book advises that corporations should have transparency plans built into their organizational strategies, lest they fall victim to bad press at some point. What is surprising, is unlike what companies want people to think, the average worker is now more empowered then ever to make companies have more integrity. The book also provides suggestions to planning around transparency and they site the companies who have come back after bad press. This book is complimentary to the books written by Peter Drucker and by John C. Bogle. Excellent!

This is from my blog (which is why it is written this way)

On the Flight to Fremont, I read "The Naked Corporation - How the age of transparency will revolutionize business". You likely think I must have issues since I always read about "naked" (Like "Naked Conversations") but don't worry - its not like that. In this age of Search Engine Optimization, I wonder if the authors thought they might get more hits but that is another topic.

The Naked Corporation talks about the transparency needed in todays post Enron, post Worldcom environment. The basic thesis of the book is that this transparency is good. I agree. It talks about the benefits to the company for being transparent and how it saves money and builds support for the company.

If I have a counter view, it is not to transparency it is to Sarbanes Oxley (SOX) which attempts to legislate ethics and in doing so imparts a huge cost and overhead which ironically might hurt the very shareholders they seek to protect. In some cases, SOX is like buying a safe for $1000 to protect $500 worth of valuables.

The book actually did make the point that often companies are not transparent because the law requires them to complicate things. Just look at the filings and annual reports of many companies. Warren Buffet says "you should be able to understand the financial statements of a company in a few minutes".

One part of the book I found interesting was the story of poor ethics and no transparency at Chiquita Bananas. Fortunately, they have moved to high transparency and appear to have mended their ways. (Fortunate because I like bananas).

One quote which I love (and will use) is by Warren Buffet "If you lose dollars for the firm by bad decisions, I will be very understanding. If you lose reputation for the firm, I will be ruthless." I have believed for a long time the reputation is far more important than money. I like many of Warren Buffets' philosophies and in a article some years ago, EMJ was cited as being a perfect Warren Buffet company. I am not sure when it comes to ethics though that selling sugar water (Coke - on of Warren Buffets' companies) would count as good ethics. So as with everything, I need to filter what I like about someone from what I do not. Learn from the good.

Authors Don Tapscott and David Ticoll examine the managerial implications of the age of transparency. Now that the Internet has enabled employees, suppliers, consumers, gadflies, critics and casual lookers to get and swap previously confidential information about companies, the business environment will never be its old self again. Companies have no confidentiality, no privacy and no way to dodge the truth. Those with nowhere to hide must to get accustomed to life in the open. It's not so bad. But to prosper in this wide-open world, managers need to understand that the new way of life has different demands than the old one. Although many of this book's recommendations have become fairly well known, we find plenty of insights that remain fresh and worth reading.

This is a very good book which has opened my eyes into looking for companies that are honest and transparent with their customers, shareholders and employees. This book calls companies to stop hidding behind secrets that destroy corporations (Enron and others) and start being transparent, by providing informaiton to your customers, shareholders and employees. Companies need to show that they are responsible to the environment, to their stakeholders and other corporations. This book is calling companies to be ethical in their daily transactions and gives example after example of corporations who have fallen because they tried to hide the truth. This book shows that we need strong ethical people to run todays corporations and we as investors need to reward companies who are starting to become transparent. At the same time we need to punish companies who are not taking responsibility for their actions and wrong doings. This book also points out that most investors are blind with their investments and don't even realize what their largest investment is invested in (for most people their largest investment is their pension plan, and I admit I don't know what mine is invested in). This is a very good book and has opened my eyes to at least see what's going on out there and provided me with the tools to do some research and make sure I reward companies that are making an effort to save our environment and be honest with employee's, investors, stakeholders, and customers. The one question I have is are we raising a generation that will be able to have the
qualities needed to run the corporations of tomorrow... Great book...

First saw this Prayer Book at an Anglican church in Taupo while on vacation. Especially like the format and the multitude of voices, the Daily Devotions, and the clean, twenty-first century English.

great liturgy, eloquent wording, a must for all who worships in the anglican tradition, this is highly recommended by priests in the episcopal church, a change from the book of common prayer, this is rich with beautifully bound prayers.

The 1989 English translation of the canticles and psalms in the New Zealand Prayer Book are a work, of which Archbishop Cranmer would be proud. I've seen and used the NZPB canticles printed in other, unofficial prayer books. The settings for Morning and Evening Worship, (to be used mainly by small groups and individuals), are organized by day and time. In addition, these "abbreviated" services mark a return to the cathedral office, which was superceded by the monastic office about 1500 years ago. The New Zealand Prayer Book includes several settings for Eucharist, (Holy Communion), as well as a treasury of traditional and contemporary prayers. One caveat; if you prefer traditional English, the 1662 English Prayer Book, or the current American Prayer Book, ( Rite 1), this Prayer Book will most probably not interest you.

I purchased this book as a gift for my husband, who was impressed by its contemporary version of The Lord's Prayer. Once we received it, however, we found has much more value than just one expression.

While we don't speak the Maori language, we're delighted that the New Zealand Prayer Book, for the Anglican Church in New Zealand, includes translations of many worship resources in Maori. It's also instructive to read such things as the list of saints whose lives are observed in the church calendar. And the black-and-white ink drawings that illustrate the sections are evocative and intriguing.

What we find most important, however, is the beauty of the language. It took nearly 25 years of consultation to produce this prayer book, and in our reading it was worth every minute. Rarely do we find humanity's spiritual longings, along with its praise to God, so masterfully composed. It's a delight simply to read the prayer book, and even more to use its resources in one's spiritual observance. We highly recommend it.

The language is fresh and really makes the Book of Common Prayer come alive. Even though it is written for the New Zealand Church and I am American, I find it very useful with extremely beautiful wording. I love how the words, "Eternal Spirit, Living God" is used. In the evening prayers, one of the prayers is:

Eternal Spirit, living God,
in whom we live and move and have our being,
all that we are, have been, and shall be is known to you,
to the very secret of our hearts
and all that rises to trouble us.
Living flame, burn into us,
Cleansing wind, blow through us,
fountain of water, well up within us,
that we may love and prase in deed and in truth.

Simply beautiful! Buy it, you won't regret it.

After reading Tom Ahern's "How to Write Fundraising Materials That Raise More Money: The Art, the Science, the Secrets" straight though, I read this one straight through too. Since much of the material was reiterated in a different way, I was able to skim yet have a much fuller understanding of the concepts. I would read both as they are both valuable. I never read books straight through, these are different. I found these to be riveting and rejuvenating. Fun, fast, easy reads that impart an amazing amount of insight into writing for fundraising.

Concisely and sharply written with easy to use advice. Affirmed things that I "knew" but had forgotten about. Used the advice and our newest newsletter has much more "pop" to it. I'll be interested to see if there will be an uptick in donations following its release in a week or so.

Hi Tom,



Your book Raising More Money With Newsletters Than You Ever Thought Possible is terrific!



I started reading it just after completing a quarterly newsletter. I can't seem to finish your book because I keep running to the computer to "fix up" the thing I had thought was a newsletter. I am reading this on a stay-at-home-day-for-reading and when I'm not at the keyboard I am phoning colleagues with new ideas. They may never let me read again.



I heard you speak at the AFP Congress in Toronto and knew this would be a good book. Thanks for making it even better than that.



Are you changing the world? Maybe not. But you are certain to change newsletter writing!



Julie Kinkaid

I love this book and have already implemented several recommendations. It is easily worth the purchase price.

This book will save you money and time. It's a quick, fun read, and there are great tips on every page. Moreover, it is research-based, with practical ways of implementing all the ideas. No BS, no wild hairs, just sound, practical advice. It will be "immediately usable," to steal the perfect caption of another reviewer.

This book turned up while I was mulling over creating two different newsletters for two different organizations. My earlier involvements with newsletters were a bit frustrating. Tons and tons of work went into them, but their impact was disappointing, despite some really good content.

Reading this book, I finally understand why my earlier attempts were, well, stinkers. I was using bad models and repeating bad habits so commonl in this industry. Now, I feel that I have the tools to make much more effective marketing pieces. One of my upcoming newsletters is actually going to be a rescue job of a lackluster publication, and this book has helped me to see exactly how to fix it--and to make putting it together a much easier task.

And to steal another idea from an earlier reviewer, I too am going to give this to some people I know, who really need this excellent advice.

The proof is in the pudding, here. Ahern follows his own advice, and his book is totally engaging, convincing, and if he was a non-profit organization rather than an author, I'd send him a check. "Save the Newsletters!" How much is a membership?

Really, get it. It will help all of your writing, not just newsletters. I hope the author writes more, on similar topics, maybe a general book on writing marketing copy. We need more smart, fun, practical, and mercifully brief resources like this one.

Everything perfect! And an excellent book as well ;)

I found this book to be the sort of book I wish I had years ago when I first developed an interest in Nelson and the HMS Victory. I have other books that go into more detail about the construction and rigging of these ships but this one gives the perfect background to the environment these great ships operated in. A number of things that I had difficulty with were somehow cleared up and my understanding of a number of issues improved greatly. This is the second book by Brian Lavery I have and I have others on my wish list.

As you will infer from the other reviews, rating this book is a snap: it ain't got no five-star average for nothing! If you're interested in Nelson's Navy and this fascinating period of history, just order the book and get on with your life. Until it arrives, that is, and then you'll have to drop everything else and delight in its reading. Nothing less than the epitome of a well-written, illustrated history.

The text is wonderful and informative. The reason I gave it a four star rating instead of five is that I would like to have seen the illustrations in color, but don't let that stop you from getting this great book. As stated by Patrick O'Brian in the Forward of this book "You name it, Nelson's Navy has it."

If you are truly interested in the Navy of Lord Nelson and all the various aspects of its functioning and operation, this is THE book to own. It's hard to imagine a better book on this topic ever being written - it's that good. If you enjoy Civil War navies, there are two companion volumes in the same "series" by the same publisher. Lincoln's Navy and The Confederate Navy. Both from Conway. Excellent books, all.

I enjoyed reading this book because I felt it was the first organizing book in which the other thinks the way I do. It was a refreshing change from othe organizing books. The topics were clear and the suggestions were practical. It is also unique in the use of images showing products out on the market that are mentioned in the book. I was happy to see things covered that I hoped I would find in a book on garages and was intriqued by others I didn't know about.

I purchased this book as a gift for my husband. It is a good information book. I am very pleased with it.

Barry's book covers all the bases. He starts out by helping set a goal, create a plan, and envision the finished project. Then using small steps and understanding humor he guides the reader through the important basics of the organizing process as it applies to storage areas. From there Barry opens the world of storage options. Do you hang it, put it on a shelf, in a cabinet, or a drawer? He has pictures galore of different products and tricks you can devise yourself.

These suggestions are invaluable for someone who needs to know what he or she has to choose from. And he addresses how you can use what you already have for storage, the cost of what you will need, and having a garage sale.

Some of the best chapters are the extra ones about storage in sheds, attics, and basements. He even throws in a chapter on storage of seasonal and holiday items.

Barry has left no stone unturned. If you need to organize your garage, you have what you need here.

I have read a lot of books regarding garages and this so far is the best one on step-by-step how to do it. The author has experience and knowledge and ability to put it in an easy to read book.
The basis for organizing can also apply to closets and other things.
Book is in a format that allows you to read only what applies to you.
I highly recommend this book for someone starting on this seemingly overwhelming task

This book is full of tips, shortcuts, and handy tidbits YOU can and will use to finallly clean up your messy garage. It is well grouped.
Buy the book, clean and organize your garage, then be proud of yourself for your accomplishment! Aren't you glad you bought the book?

This is the definitive guide for anyone looking for a corporate sponsor. It was enjoyable to read and I find myself reaching for it time and again. The concepts were easy to grasp and the tools were especially useful. It is a great source of information for beginners as well as seasoned sponsorship seekers. It's a great read and well worth purchasing.

If you are seeking a sponsor, this is the book for you. In a step by step format, in great DETAIL, the authors take you through all aspects of sponsorship: how to prepare if you are seeking a sponsor, what you have to offer, how sponsors see the world and what they look for, creating a marketing plan and how to write a proposal.

This was the dream book I was looking for. It is an invaluable guide and, I think, the gold standard for those seeking sponsorship.

Content was relevant and definitive. Great examples and templates and every aspect clearly explained and expounded where necessary. An essential piece of reading.

This book is an excellent resource for anyone attempting to obtain sponsorships. It is well written and easy to follow with many useful tools.

This book is very useful and practical thanks to its suggestions in a matter which is at the same time delicate and fundamental. Besides it is well-organized and clear in its contents