Performance Books

This book does an excellent job of presenting a vision for a Grand Unification Theory of business excellence. Just as theoretical physicists seek the one theory that explains the underlying workings of everything in the universe, this book uses TRIZ, the theory of inventive problem solving, as the link that brings innovation theory together with speed, quality, and cost. The vision presented by the authors is compelling.

The book blends an overview discussion of TRIZ theory with a variety of specific examples, demonstrating how the application of the methods leads to real-world breakthrough thinking. If there is a weakness to the book, it is in its length - 150 pages is simply not enough to present anything but a tantalizing overview. Hopefully, it will serve as the sample tasting that lures the business world to the banquet TRIZ has to offer.

Admittedly, I have been a fan of TRIZ for a number of years. Judging by the number of books and conferences and seminars and consultancies there are to guide businesses through innovation, there is a deep hunger for a consistent, systematic way discovering and delivering innovative ideas to the marketplace. Whether TRIZ proves to be THE answer, or just a really good tool, will need to be proven out over time. "INsourcing Innovation" sure makes the former scenario seem like the one to bet on.

I just finished reading the much anticipated book by Michael Slocum Insourcing Innovation.As a senior executive involved with Corporate Development I am focused on a daily basis with how to grow (mature)businesses. It seems that everyone understands why Innovation is critical to build a differential sustainable growth strategy but few,if any,have successfully tackled the key issue of how to do it on a systematic basis.
Dr Slocum is one of the pioneers to succesfully undertake this tremendous challenge.
Dr Slocum outlines a methodology that bridges the why & the how which is a critical leap forward.
I saw Dr Slocum's work first hand with Sterno, a very mature brand with a dominant share of market . Using in part the TRIZ methodology we were able to develop a new flameless heat technology that will put Sterno on an accelerated and aggressive growth trajectory.
The words of Dr Drucker do resonate: "The best way to predict the future is to create it"
The book is clear in illustrating the potential of TRIZ and what it can do for systematic innovation.
The book is very thorough with good examples as well .
It is also obvious that the TRIZ methodology is so strong and that the topic of innovation so critical in business that this book is,I hope ,a first of several more books by Dr Slocum on this very dynamic and important yet complex topic.
I believe that Dr Slocum's contribution to Innovation will be what Dr Harry did with Quality & Six Sigma.
The next wave in Performance Excellence will be Systematic Innovation.
I highly recommend this book and a cannot wait for sequel.
Looking forward to INsourcing Innovation II

Eric

Insourcing Innovation puts things in perspective. It is a great book to help business people understand the importance of Structured Innovation. Once they understand the Structured Productivity and Structured Quality movements, the Structured Innovation movement will be clear to them. I have already converted several managers with the book.

You can't teach TRIZ with a book, and that's not the goal of the book. Having said that, I will be using the book as a required text in my "Creativity and Innovation in Management" course (which is a required course for the Master of Arts in Creativity and Innovation at the University of Malta - I am a Visiting Lecturer). There is enough TRIZ in the book that students will be able to use it as a reference book and refer back to the TRIZ information I cover in the course. Had the book been available in August, it would have been a required text this fall in my Management course "Creativity and Innovation" at Luther College, where I am a full-time Professor of Management.

"Insourcing Innovation" is the answer to the perennial question "Which one TRIZ book should I show my boss?" It is short, with a very clear emphasis on the business issues of innovation-driven strategy. It is comprehensive, so that the newcomer to TRIZ can learn the real how-to of the basic skills of TRIZ and the philosophical basis of TRIZ so that she/he can learn advanced TRIZ with no further preparation. The TRIZ community has been talking about the integration of TRIZ into Six Sigma since 1998, but "Insourcing Innovation" makes that integration very obvious, with introductory notes by Michel Harry, one of the founders of Six Sigma, and the use of stories from Design for Six Sigma projects and DMAIC projects throughout the book.

This book is the result of a unique collaboration-David Silverstein is President of BMG, a leading Six Sigma consultancy, Neil DeMarco is a Six Sigma author, and Dr. Michael Slocum is an international TRIZ consultant and instructor, founder of Inventioneering Co., and co-editor of the TRIZ Journal. (Notes re apparent conflicts: the reviewer is the editor of the TRIZ Journal and co-author of the book "Simplified TRIZ." BMG, Inventioneering, and the reviewer's company PQR Group are all corporate sponsors of the TRIZ Journal.) The material from Michael Slocum's popular and effective TRIZ classes forms the basis for the how-to and TRIZ background parts of the book. The refinement that comes from continuous improvement based on feedback from real students shows clearly in the clarity and simplicity of the presentation. I particularly like the elegance of the repetition of the 4-box model in a wide variety of contexts.

Michael Slocum takes advantage of his experience with Ontro (later Ontech) leading the development of the self-heating beverage can to create a case study that runs throughout the book. This product, now being marketed by Wolfgang Puck, has been named one of 25 products of the year by Fortune magazine, and the intellectual property developed by Michael's team is now being incorporated into a wide variety of self-heating products.

I am delighted to be able to recommend "Insourcing Innovation" to my students and clients, to the readers of the TRIZ Journal, and to Amazon's customers. It is a valuable addition to the short list of TRIZ books that are useful on the technical and business levels simultaneously.

If your business goals include increasing the returns on your innovation investments, I would strongly recommend this book. Insourcing Innovation provides a clear overview of the business issues involved in a growth through innovation strategy.

After the business issues of innovation are discussed, the tactical and strategic aspects of the highly effective TRIZ (Theory of Inventive Problem Solving) structured innovation methodology are covered. The book ends with a synthesis of the TRIZ method into a total performance excellence model.

It is often said, "That of all the major functions of most companies, innovation has the most competitive value and is managed with the least discipline." In Insourcing Innovation, the authors present a structured innovation methodology to resolve this vital business issue.

In the study of innovation, there is also evidence that financial commitment to R&D is no substitute for creativity, analysis, and disciplined management. The methodology in Insourcing Innovation presents a structure for managing creativity and analysis in pursuit of R&D and innovation gains.

The book is divided into four parts. Part One presents the business benefits of having a structured innovation methodology. A framework for business excellence and the highlights of TRIZ are also covered.

Part Two presents the specifics of tactical TRIZ. In this section, is a discussion of how Psychological Inertia prevents real innovation from taking place in organizations. In Part Two are several case examples of how TRIZ has been implemented at different organizations. This section ends with a detailed look at how TRIZ was used to solve a number of problems in the development of a self-heating beverage container.

Part Three discusses the strategic aspects of structured innovation using TRIZ. The eight evolutionary forces defined under TRIZ are covered along with a strategic TRIZ methodology. The importance of using these forces in the creation of a technology roadmap is also covered.

Part Four discusses how a structured approach to innovation fits within the framework of total performance excellence. A total performance model is presented that shows how tactical and strategic TRIZ would work within an organization's drive for operational and strategic leadership.

The strength of the book is in demonstrating how TRIZ works and how a structured innovation methodology fits within a total performance excellence model. Just enough technical information is presented so that the reader will be comfortable with the process.

Innovation is a skill you want as many people within your organization to understand and hopefully master. The examples presented in Insourcing Innovation provide a basic understanding of the type of skills and thinking required to implement both tactical and strategic TRIZ.

One of the highlights of the book is the comparison tables of Business as Usual versus Business as Exceptional at the end of each chapter. These tables serve two functions. First, they effectively summarize the material from the chapter. Secondly, The Business as Exceptional Column demonstrates the TRIZ concept of the Ideal Final Result (IFR) as it applies to business activities.

If you want to grow your business through innovation by using a proven and reliable methodology, I would highly recommend this book. Insourcing Innovation shows how to make innovation more manageable, effective, and profitable.

Author: Truskie, Stanley D.
Title: Leadership in high-performance organizational cultures / Stanley D. Truskie.
Publisher: Westport, Conn. : Quorum Books, 1999.
Edition Date: 1999
Language: English
Physical Details: xv, 147 p. : ill. ; 24 cm.
Subjects: Leadership.
Corporate culture.

If you are an executive, business owner, or manager, this book will help you. I always believed company culture was important, but I had no idea about how to create the right culture. This book provides an easy model to follow that makes sense, plus it offers leadership guidelines to make it happen. I have already instituted some of the ideas presented in the book and I have seen significant positive performance results already. I would definitely recommend this book to any leader who wants to improve the performance of his company.

"I have really been struggling with how to shape my company's culture to ensure I am building an effective organization until I read Dr. Truskie's book. His culture model is so clear and makes so much sense that its logic jumps out at you once you realize that there is a "right" organizational culture. I have heard so often that there is no right or wrong culture, but this book's compelling argument clearly dispels that notion.

I have read other books on organizational culture, but quite frankly, they created more questions than provided answers. I did not know whether I wanted a strong culture, an open culture, a sales culture, a driving culture, or a friendly culture. Plus I did not know where to start. Dr. Truskie helps you understand that as a leader, you must establish the direction first, then shape the right culture to achieve your strategic goals and objectives .

At least now I have a model that will help guide me in creating an effective culture ( Dr.Truskie calls integrated and balanced) within my organization. He also provides excellent examples of unbalanced cultures and explains how they negatively affect performance. The changes we now have under way within my company have already resulted in positive performance improvement. But as Dr. Truskie points out, this is a journey, and not a destination so we are still working toward building our high-performance culture.

This is definitely not a "quick" read book but one you should read a chapter at time, think about the message, then read on to the next chapter. But I can tell you it is well worth the time...one of the more meaningful books on leadership available in a crowded market."

I teach Organization Theory and Organizational Behavior. Teaching leadership has the challenge of finding a way to put the theories into practice. Dr. Truskie meets this challenge and offers a reasonable solution to this decision maker's need.

At various points throughout the book, Truskie cautions that there is no one "ideal" style, nor an infallible "model", nor any single combination of leadership traits, characteristics and behaviors which are most appropriate to all organizations in all phases of their development. He urges his reader to absorb and digest the contents of Leadership in High-Performance Organizational Cultures with care, of course, but also with some degree of critical detachment. Then, correlate his observations and suggestions with the specific circumstances of the reader's own organization.

Truskie suggests that "there is a direct link between leadership, organizational culture, and performance." According to his research and analysis, the most effective leader has an impact on "forming the culture of an organization, which further can have an enhancing effect of improving the level, ensuring the consistency, and sustaining the organization's continuing performance improvement." Truskie believes that many leaders are preoccupied with identifying and then manifesting an "ideal" style of leadership when, in fact, no such style exists. That is to say, even the most effective leaders have significant human imperfections; however, they are aware of these imperfections and make every effort to ensure that these imperfections do not have a negative impact on their respective organizations.

For this reader, one of the greatest benefits of Leadership in High-Performance Organizational Cultures is Truskie's explanation of the potential, beneficial implications of the L4 Strategy with specific relevance to creating and then sustaining a high-performance organizational culture. Leaders as well as those whom they lead must constantly monitor the balance of four aforementioned cultural patterns. Imbalances are inevitable. Although Truskie does not discuss it, he would probably agree that an early-warning system of some kind is highly desirable. The model he provides suggests all manner of ways by which to recognize and then respond effectively to symptoms of such imbalances. For the foreseeable future, change will be the only constant. Given that reality, Leadership in High-Performance Organizational Cultures can be of even greater value as all organizations (regardless of their size or nature) proceed into an otherwise uncertain future.

I worked with Brad together in Asia and found his book to be something that the HR community, as well as, clients of HR have been waiting for for a long time. His book brings together his wealth of experience and knowledge into practical tips and guides that everyone can use. While a lot of other HR practitioner books are based on theories, I know from reading this book that the case studies and guides provided in this brilliant book are based on real business problems.

Basically, I highly recommend this book for those looking for implement-able and practical guides for building up your organization.

Brad Hall's book, The new Human Capital Strategy, brings a much needed level of structure and discipline to managing Human Resources and People. While most companies claim that people are their most important asset, Hall correctly points out, that most companies don't have HR management programs that are consistent with that claim.

The brilliance of Hall's book is the way he distills this broad subject down to the few specific dimensions that truly need attention.

- Separating HR as a strategic function, and thus a source of competitive advantage, from HR as an administrative function.

- A focus on business results - Not activities or HR programs

- The importance of defining and measuring business results to gauge the true effectiveness of HR programs.

- Year over year improvement in the real return companies get from their investment in people.

From here, Hall goes on to address some of the barriers and keys to success in the practical implementation of the principles he discusses - executive engagement, organizational structure issues, team structure, measurement techniques, and many real life examples.

This book is a great read for any business leader (not just HR professionals) who seriously believes that people are an important asset for their success.

Hall's book is the best written on human capital development. Hall
provides a practical and compelling methodology for measuring year over year improvement in human capital. The book is well-researched and includes numerous charts and graphs that make a complex topic accessible to managers outside of human resources. I recommend this book to any manager looking to improve the performance of his/her people.

Bradley Hall's book takes a different approach than other HR books. He focuses on developing an HR strategy that creates a competitive advantage through your people. He understands that HR departments are normally measured on the programs they administer but not on whether those programs actually lead to improving the organization's skills and ability to win against their competitors. Hall is more focused on the results and not the programs. That's a departure from many other business books and breaks new ground.

Hall understands that striving to have each employee equal or exceed the competitor's employee in a similar job will yield huge success and this book lays out a program to measure and develop your people.

Hall's business anecdotes are not only fun but appropriate and emphasize his points perfectly. This is an interesting and worthwhile read for anyone wanting to improve their HR strategy and make their companies more competitive.

As an HR practitioner, this book has become my symbol of hope for the profession. I've always known there was "something wrong" with how HR is being practiced in organizations today, but never clearly identified the root of the problem, much less offered a method for addressing it. Brad Hall's book provides that insight.

Through current research and his industry experience, Hall provides ample evidence that despite decades of seeking and gaining "a seat at the table," HR overall has not progressed beyond the traditional administrative "personnel" function. Accordingly, Hall argues it's time to "blow up today's model and replace it with a fundamentally new Human Capital Strategy."

Hall begins with thought-provoking questions such as "has your human capital improved year over year?" which demonstrate that HR has not delivered on its responsibility to ensure human capital is managed as a business asset. He builds towards his human capital approach which centers around four key elements; building effective executive teams, building leaders who deliver sustained business results, ensuring employees in key positions outperform their peers in competitor organizations, and a fourth, designing a disciplined approach for improving workforce performance, which serves as the structure and environment within which the first three can flourish.

The model challenges fundamental elements of current HR practice, such as the focus on supporting "internal customers" (management and employees), arguing instead for a focus on meeting the expectations of external clients and stakeholders. At a more granular level, it challenges the merit of current practices (e.g., forced ranking of employees, aggressive "performance management", and annual performance reviews) and offers a method to meet the objectives of these practices through a roadmap for building high performance organizations.

This is a fresh read and I highly recommend it to all professionals who have a stake in improving their organization's performance.

I am a lecturer and teach management and training - this pack is great as a resource to use for lessons

The Books arrived very quickly and in perfect condition. Thanks for being so prompted.

This series is such a great resource going into the field of instructional design and technology. Mager writes in a super simple and fun style that keeps you interested from chapter to chapter. I recommend this to anyone and the price is great!

If your mission is instruction, your companion should be the Mager Six Pack. Mager's approach to instruction is concise, practical, example-oriented, practice-centered, and mastery-certified. If you care about the learner and you care about effective training, this set of books will help you dispell the myths, end the wasted time, identify the problems, and find the solutions. No fancy words, no difficult concepts, no hidden agendas, and no advanced degrees are required. Just pay close attention to the common sense approaches Dr. Mager offers, and you will be a better instructional designer and your students will be more successful learners. Especially useful are the three core books on Analyzing Performance Problems, Preparing Instructional Objectives, and Measuring Instructional Results. These should be on every instructional designer's shelf.

This set of books by Mager is well put together. These books offer a common sense approach to training and development. Included are how to design a program, realistic objectives, implimenting the program and then tracking the benefits of the training program. These books do not offer super-fancy techniques of teaching, what they do offer you are a set of basic approaches that will work in many different situations.
These books teach through humor and anecdotes as well as real-life stories that can help you place the possibly daunting task of training into a task that you can complete.

The words positive reinforcement inspire different thoughts in different people. Sadly, some think "weak" or "manipulative." But, properly understood, it is neither.

"The world can be a cruel place" is often used as an excuse for introducing cruelty to children, or using it on animals and employees. When I hear that argument, that's when the words "weak" and "manipulative" spring to my mind.

Daniels' writing is easy to read, and he makes a great case for the practicality, effectiveness and deep reward of using reinforcement for others, as well as embracing it when it is directed at us. He clearly lays out all of the aspects of using it well and carefully, not just randomly "being nice."

It seems safe to say that the goal of any responsible person in a position of authority, whether that person is a parent, teacher, therapist, or business manager, is to see others be successful, productive, and satisfied with whatever they do. For most people, however, there is a big question mark as to just how we can accomplish these goals.

Other People's Habits provides some of the clearest examples describing how the principles of behavior analysis can be used to achieve these goals for the benefit of everyone. Daniels does a wonderful job differentiating between recognition, reward, and reinforcement, and how each process is likely to affect the actions of another. His Do's and Don'ts for implementing positive reinforcement successfully are extremely clear and helpful (along with having a great deal of empirical support in the research literature, unlike the majority of procedures described in many pop psychology books). Daniels also describes in detail how most individuals who claim to be using behavior analytic principles are, in fact, often misusing these principles with disastrous results. Rather than turning people into disgruntled non-productive individuals, as author Alfie Kohn likes to suggest in his book Punished By Rewards, positive reinforcement is a very effective process to help each person achieve a productive and meaningful life, when used properly.

Readers who are parents may also wish to look at another book, The Power of Positive Parenting by Latham, for the successful application of behavior analytic principles with children. Scholars who are interested in the intrinsic vs. extrinsic motivation debate and how it has played out in the research literature may also wish to pick up a copy of Rewards and Intrinsic Motivation: Resolving the Controversy by Cameron and Pierce.

This is an exceptionally well-organized and clear book. Superficially, it might seem like "only" a suggestion to compliment others more often. However, what distinguishes it from self-help books that emphasize willpower and attitude is the reliance on the teachings of B.F.Skinner's radical behaviorism.

This is one of the best and few books on applying behaviorism to everyday living that I've aware of. You can read Skinner (e.g. "Science and Human Behavior" or his 3-part autobiography) to understand the scientific foundation of his approach and to get a few ideas how you can manage yourself better, but I have found it difficult to work out just how to apply the lessons of behaviorism in daily life. Advancements have been made in applications to such areas as autism and to education, but these require highly trained behavior analysts.

What Daniels has done is work out and carefully explain a straight-forward way in which anyone can apply behaviorism. His advice seems entirely consistent with Skinner, including the avoidance of punishment. Key basics of behaviorism are made simple by Daniels, who has the clearest explanation of the key behaviorist term "contingency" that I've found.

If he didn't so carefully explain how he arrives at this advice, it might seem simplistic. Just compliment? But significantly more than that, for he identifies a number of rules that must hold to effectively positive reinforce others. And because it doesn't require too many rules, it seems quite manageable. I haven't tried it much yet, but I mean to start doing so soon. I hope to succeed because I'll have the scientific power of behaviorism, the laws of nature and the apparent wisdom of Daniels supporting me and keeping it simple.

Well-written and well-researched, this book has the power to revolutionize human interaction. On my suggested reading list.

I don't see why anyone should settle for second best. I read anything and everything on how to be my best and bring out the best in others. I really like the author's perspective of confronting habits. So much of our activity is automatic, based on old coping mechanisms.

This author recognizes that we do have the power to help others be their best and that self-limiting habits need to be conquered. The reader is given a series of steps to take to overcome these habits. Try them!

Doing a performance evaluation on an employee can be a real pain. I know from years of supervising employees and then from teaching the process in human resources management classes at universities for many additional years. That is why I really enjoyed finding "Painless Performance Evaluations" by Marnie E. Green. This book makes the performance evaluation process understandable and as painless as possible. In fact, after reading and studying this book, you will probably never dread doing performance evaluations again.

What I found important about this book was that performance evaluations are detailed as a central part of the whole human resources management process and not as an isolated event. By learning all of the aspects of working with employees, you can more easily deliver an accurate and helpful performance evaluation.

The book is written in a textbook format although geared to every supervisor, manager, and executive who has faced doing performance evaluations. The explanations are very clear about what to do while working with employees so an effective evaluation can be given. Exercises and case studies provide ample practice situations so the real thing won't have to cause a lot of stress. I found this book made a usually mundane topic actually quite interesting. It would be a great addition on the shelf of any professional involved in a human resource capacity in a business or corporation and would also be a great supplemental text for the college level class on human resource management.

This book is an easy read, and it is filled with practical information that can be applied immediately. You may be preparing for your first performance review, or you may have completed hundreds of performance reviews--read this book and you will walk away with a hands-on approach to performance management that will make a real difference in the performance of your team and the overall performance of your organization.
Susan Shoemaker, Head, Education Development Center, Ministry of Health, College of Health Sciences, Kingdom of Bahrain

Painless Performance Evaluations - A Practical Approach to Managing Day-to-Day Employee Performance is an excellent reference for easy-to-apply tools and ideas related to the dreadful subject of performance evaluations. Marnie Green's book successfully provides tips and guidlines that management can implement and follow, making the challenge of evaulating employees a positive experience!

As an HR professional, I am constantly looking for ways to coach the management teams on performance management. Marnie Green does an excellent job of outlining an efficient and truly 'painless' evaluation process. This book not only gives good advice on writing evaluation comments, but also advice on how to effectively deliver evaluations. I look forward to coaching our management team using some of Marnie Green's techniques.

Marnie Green has written a well laid out and easy to use guide for anyone who performs employee performance evaluations. Employees dread their reviews, wondering what they could have done better and how they will stack up against other employees. They come to their evaluation with sweaty palms, a nervous stomach and high hopes. Marnie gives managers and HR professionals an easy, practical outline to streamline and create a positive evaluation experience for the manager and the employee. She helps you conduct an evaluation with confidence, build employee respect, understand that the evaluation is not just on past work, but to plan for the future and help employees succeed. This is a valuable guidebook that should be in every managers office and be required reading.

After battling with a school physical education project on training principles, I found this book in our library and WOW, the assignment was easy! This book really made good practical sense and turned my essay from boring science to cool information. I now find myself wanting to read all the sports magazines to find out more about how world class athletes train and what they eat. Sounds to me like some of them need to buy a copy of this book to read!

Peak Performance is a fantastic resource and a great read. It demystifies scientific concepts and provides plenty of practical tips. The quotes make the book truely enjoyable to read. Anyone with a question about sports science and sports nutrition will find the answer in this book.

Finally a book that actually uses the peer reviewed literature. It was a pleasure to read this book knowing that you were getting factual and scientifically valid information. If you want to know what works in training and nutrition this is the book. Now I dont have to buy all those supplements - and have I saved a heap of $'s.

Peak Performance is the perfect companion for the athlete or coach looking for every ounce of accurate practical information available from sports scientists. John Hawley and Louise Burke (world leaders in sport related science) have teamed up to produce the "lay-persons" guide to improved athletic performance. Peak performance introduces us to the founding fathers of modern athletic training. Our authors then explore the facts that have been uncovered by exercise scientists attempting to discover proof of what produces optimal performance. An excellent blend of theory and practice!

There are so many good points about this book I hardly know where to start. What impresses me most is that the authors have maintained a balanced and rational view on the many diverse and sometimes conflicting inputs - lab. tests, experience in the sport, folklore, practicalities - all of these impinge on the attitudes of athlete and coach, and can result in a lot of confusion and uncertainty. The book does an excellent job in unravelling these tangled strands of knowledge and half-knowledge to present the a clear and accurate picture to the reader. Uncertain points are made clearer, several myths are debunked (some of my own misconceptions were cleared up). Yet where the truth remains hidden or is unclear this is commented upon. Concerning scientific studies the source material is extensive and up to date.

The layout and language are so clear and reader-friendly, and the material so interesting that I found it hard to put the book down. However, I'd have to advise readers not to try to take in too much at a time.

The few inaccuracies in some of the details didn't detract from the message or the overall quality. There is one slightly surprising omission, namely the absence of any discussion of the Conconi test for aerobic performance. Nevertheless, the sections on training are excellent; the ones on nutrition are even better.

The Performance Connection offers concrete approaches to growing any organization into a leadership and value-driven entity. I have worked with the author, Mr. DeWilde, and the insights I received mirrored the suggested concepts in the book. After working for several years with middle managers, I incorporated many of the book's concepts into my daily interactions with these managers. I can reflect back three years and honestly marvel at how much more responsibility these managers were able to handle, increases in creativity as well as productivity, and true ownership of final products. I am also a less stressed leader, and I can credit The Performance Connection for setting me on a new path.

The Performance Connection accounts itself well with pragmatic advice and examples for improving individual engagement and organization performance. The theme of accountablity is threaded through the chapters and provides straight forward methods for targeting and driving success. Perhaps the greatest value of the book is its application to a wide varity of situations from corporate to small business and from for-profit to non-profit organizations

The Performance Connection describes a philosophy and practice of performance management which readers of Jim Collins will recognise, and many of the themes of the book have been covered at greater length in books on organisational design, performance management, strategic planning and high performance teams. The five main sections of the book take the reader from the individual relationships of people within an organisation - with particular emphasis on how leaders relate - through questions of purpose, vision and alignment of objectives to organisational design, accountability and rewards and finally the business planning cycle.

Underpinning all this is the performance connection - the need for people to connect with each other and the organisation at both an intellectual and emotional level, within a dynamic management system and flexible organisational structure, with true alignment of purpose to achieve extraordinary results.

The strength of The Performance Connection is how it brings together these quite diverse threads of management science- subjects like individual identity within the organisation and its teams, contribution versus position or role, empowerment of individuals and teams, individual development, selection, rewards and motivation, alignment of purpose, strategic planning - into a coherent and internally consistent performance management system.

For me the book demands a second reading. It is quite concise and there's a lot packed onto each page and although not a light read it is practical, with plenty of ideas and guidance how to put The Performance Connection to work. Aspiring leaders and managers who want to transform the performance of their enterprise and are looking for a whole new approach will find a lot to think about in this book.

The Performance Connection offers a new, yet practical model for businesses to engage their most important product..........their employees. DeWilde and Anderson provide a format to inject this philosophy within key areas of a business or a top to bottom revamp of an organization. Read it and reap the rewards. David Johnston President JIC, Inc.

I am a counselor and many of my clients have been employed in various positions in the business world. This book addresses with effectiveness and empathy how to create a successful environment for the individual and the business to thrive while underscoring an employee's happiness and self efficacy. A must read for anyone in the business world or academia striving to create the best atmosphere possible for their work setting. Teaching these principals to business students would provide a needed bridge to ethical and successful companies.

There aren't a lot of really good books about performance management, and performance measurement specifically, available yet. Too many of them are overly prescriptive in what to measure and very light on the details of how to measure (properly).

Because I specialise in performance measurement (and have done for over 14 years now), I've read quite a bit in this field and expected that Gary's book was going to be another one I'd refuse to recommend to my clients and subscribers.

But that's not what happened. I actually really enjoyed Gary's book, and support a lot of his philosophy about performance management. It's got to have strong alignment to strategy, it's got to be well thought through, it's not really about scorecards and technology, it's about making it easier to execute strategy, and it's about reliable and objective data.

It's a great book to give people that really need to take performance management more seriously, particularly senior managers and executives. It's not a book for the operational manager that is new to performance measurement (in this case try "Performance Scorecards" by Chang and Morgan).

From TQM to Balanced Score Cards - this is the book that provides a practical synthesis. Focus on cause and effect relationships and away from abstractions. Must have book.

If execution is the goal these days, then this book brings an interesting perspective -- it's both big picture AND 'how to do it' at the same time. Cokins does a great job of putting the execution imperative into the larger context of "why." A good read for a reminder of basic performance management tools and for exploring how they work best in the context of today's tough business environment.

I met Gary at a SAS conference the other day and we had a discussion on various issues. One of them being the query of why so many strategies to improve performance fail. Is it in the design or the execution of strategy? Gary popped the commonly accepted view that it is failure to execute otherwise sound strategies. And I replied, being a Strategy Consultant for over 16 years, that I haven't seen a sound strategy yet. After some debat we agreed that design and execution are equaly important.

This book is about execution of sound strategies using a series of quantifiable performance management methods. These are most popular in the Anglo-Saxon (US/UK) world and have been exported to the European mainland as well where they compete with qualifiable performance management systems. What is the difference? Quantifiable PMS' are based on measurement and consequences as strategy and tactics are imposed top-down. Qualifiable PMS' however are based upon a 'meeting-in-between' strategy process where productivity is boosted by inspiration, motivation and creativity. Employee involvement is the key. Instead of using fixed targets and bandwiths, one would use waypoints and scenario's, leaving the control of execution to operational teamleaders. (In W.W.II the Germans were 1.7 times more effective than the Allied forces using qualifiable techniques, even though they were outnumbered 3 to 1 by allied forces using quantifiable techniques). Qualifiable techniques are based on the assumption that operational conditions and short term objectives change all too rapidly for a rigid approach of planning & control. But if operational teamleaders understand the strategic and tactical objectives they can easily adapt to new conditions.

However Gary's latest book is the best book on quantifiable PMS' since Maximum Performance Management by Boyett & Conn (that actually tries to combine qualifiable and quantifiable techniques).

Don't just buy it, read it!

Gary's book, on Performance Management published by Wiley, does an excellent job of pointing out there are no "Silver Bullets" or management tools that solve all problems. Combinations of the right techniques is an art. Bold graphics and flow charts in the book do much to stimulate the thought process. Business failure is often a result of inadequate performance management systems. Survival in today's global economy requires many of the better performance management techniques described in Gary's new book. A great addition to any business library. Bill Hass, Certified Turnaround Professional, wjhass@aol.com

This text is written for photographers that want to make their images look there very best. Unlike introductory texts, Mr. Galer's book goes into the very soul of Photoshop Elements (PSE) to find hidden features that give pictures a WOW factor. Here are a few examples. In introductory text, the student is introduced to the unsharp mask filter and given some suggested settings. In Galer's text, the student is introduced to some unique masking techniques created with the high pass, and threshold filters to locate edges. He then combines that technique with paint masks and the magic erasure tool to isolate just those areas that will benefit from edge crispness. The results are stunning. Galer also has a technique for making high dynamic range (HDR) photos using some add-on layer styles that are available in the companion DVD.

A number of introductory texts concentrate on color correction and marginalize the importance of luminosity and tone. In Galer's text, there are a number of advanced techniques on levels, contrast and preserving shadow that are used to allow photos to look their best.

Speaking of the DVD, it not only contains all the images used in the lessons but many additional background photos of sky and sea and other landscapes that the user may access to enhance their own projects. Unlike many introductory books on PSE the photos are of high quality (lots of pixels) and all the lessons on the DVD are also included in the text. The lessons are quite good and Galer's English accent lends credibility and authority to his narrative.

What you won't find in the book is any serious mention of the Organizer, quick fix or photo creations (with the exception of a lesson on panoramas). In summary, this is an important book on the advanced features available in PSE that every serious student should own.

One of the best books out in the market about using Photoshop Elements 4.0 (PSE4) to edit pictures. Comes with a DVD containing pictures to practice on, and some movies to watch while the author explains a specific technique. There are some techniques included in this book that I've not seen included in any other book. Examples are clear and concise, and with accompanying pictures at each stage. Stress is on using techniques to work on pictures that will not harm the pictures or the pixels themselves. These techniques include learning all about gradients and making some for yourself that increase contrast, or using adjustment layers, and making masks to affect the contrast, learning how to get the most efficient use out of the levels settings, among other things. Take part of a gradient sample in PSE4 and use it to create beams of light coming out of a storm cloud! Great book. This book teaches you how to work on pictures with many different techniques--techniques that do the least harm to the original working photo--techniques that allow you to take care of small subtle details that are usually ignored, but that make your work more believable. Highly recommended.

Of all the tutorial manuals I have on Photoshop Elements I think this one is the best. While not exactly at a beginner level, it can still be of value to a novice. The great thing is that it pretty much avoids the 'first face the stove' approach that most all books of this nature feel required to do. The lessons on color correction and turning a color photo into black and white are particularly great!

This outstanding book provides many step by step instructions for editing photos with photoshop elements. Along with common instructions such as croping as straightening photos it includes blurring backgrounds and the use of masks for special effects.
Everything is made simple. Have a problem recreating the effects in the book? Simply view one of the included movies and watch the author perform the functions step by step. This included movie feature is GREAT!
Watch to movie and you should be able to find a step that you omitted when using the book. Useful content, well written, included DVD for chapter movies. The complete book for anyone wishing to enhance their photos.

I have completed several Photoshop course books and found all of them to be very good and useful. So I had a reasonable knowledge base when I discovered this book. I found that in this book, the author has covered the most useful Photoshop examples yet. The text and video projects complement each other perfectly and are seamless. Not only does the author explain every step of the project, but he also does the most important thing: he tells you why he is doing it. This book has propelled my knowledge of Photoshop Elements 4.0 to a very high competent professional level. I cannot express my absolute delight with my new skills.