Organizations Books

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.

For the individual more interested in Christian living than philosophical arguments this is the Schaeffer book for you. This book is very short, I finished in two nights of easy reading. It is basically expanding his thoughts on John 13:34-35

"A new command I give you: Love one another. As I have loved you, so you must love one another. By this all men will know that you are my disciples, if you love one another."

I think his main point is that God has given the world a litmus test for whether Christianity is the truth and whether we are truly followers of him. If the world can OBSERVE that we love one another they will know, if not, then they have the right to judge us accordingly. How we deal with conflict within ourselves is the true test. Loving each other through harmony is easy, loving each other when there are disagreements is much harder.

This is an oversimplification of his work, and reading this short book is well worth the effort. Light and short reading with maximum impact.

Though may easily be overlooked as something Christians are and should be familiar with, I still take Dr. Schaeffer's encouragement seriously to love like Jesus loves according to what he commands his disciples at the Last Supper; both those "in the household of faith" and those who are outside, that the world may know that Christians are Christ's indeed. I can not agree more that cold, uncaring, indifferent, unloving, narcissistic Christianity; something that I'm liable to as well; is not only an oxymoron, but also ugly, as Dr. Schaeffer puts it. On a similar subject, pursuing Christian unity; what it is and what it is not; is something that he claims as the other mark of a Christian, and though intuitively is natural when there is a genuine love to one another, but is still worth studying in this little yet practical book.

Schaeffer writes a book here that is challenging and very needed. He simply takes two statements of Jesus on how we should love one another and strive for peace and unity instead of discord and pride, and demonstrates the crucial need to follow these verses. A Christian is supposed to be a bearer of love and peace to every other human being (Christian or not; you can promote peace and show love without sacrificing truth). This book along with his "True Spirituality" are both on the top of my list of messages that have made the most impact on me. All of Schaeffer's work is good but this book is one of my favorites. I second the motion that this is a must read for any Christian.

As with most of Francis Schaffer's books... though written in the 1970's it seems like it was written yesterday. A short but powerful book looking at John 13 & 17 and what he calls is the "Final Apologetic". He basically asks "How will they know we are Christians?" And expounds on that. A highly reflective book. A book we need today. A Must Read.

I first read this book as a young Christian and now am impressed with how many of the concepts I have adopted in my own creed. I detest pop Christian symbols and the urge to define a Christian by market forces. Schaeffer attempts to challenge the reader into not only glimpsing in the mirror, but to really make changes accordingly.

.....unless you are ready to start making lots of money with your newsletters! We were getting ready to prepare our next newsletter, hoping to raise enough money to at least pay for the cost of printing and mailing it out. I decided that this book sounded worth reading, so I ordered it. I was surprised and pleased with all the great information packed in this book. It explained in great detail the mistakes that are made in writing newsletters and why many of them don't bring in much (if any) money. If you are wondering how to jazz up your own newsletter, don't waste another second - get this book and start making those changes. In just a couple of weeks, we have made more than we ever made with our previous newsletters, so we are very excited! Who knew that headlines could be so important????? This book paid for itself with the next newsletter we sent out!

I have been doing promotional design and communications for years. And I have never seen such a straight forward, concise, personable and well written resource. Great format! This book is a discovery so well rendered that I was left wishing I had found it years ago. It is not just for fundraising... it's about connecting with people who care about your organization, certainly our most important circle of individuals. Thank you! SO glad a friend referred me to it. Short, sweet and well worth ten times the cost. -C

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

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.

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.

Being a realtive newcomer to sponsorship procurement, this book has been valuable and well used. The Sponsorship Seeker's Toolkit teaches every step necessary to make first contact, foster relationships, build a creative winning proposal, administer your proposal and prepare followup reports.
This and the two previous Sponsorship Seekers Toolkit can take a novice and teach them how to speak to sponsors confindently and knowledgably.
If you're a seasoned professional, Kim and Anne-Marie come up with such creative partnerships, you'll find yourself smiling over the common sense they inject into every chapter.
This book has taught my staff how to present proposals that will enhance multiple sponsors, thereby giving them more bang for their buck as well as making the event more memorable for the audience.
This book is a dog-eared must in my professional library.

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

I bought this book because in my business, if you don't prospect regularly for new clients, you won't be in business for long and I wasn't prospecting.
When I got it, I thought I was afraid of rejection but what I learned is that I'm afraid of success. Did that ever piss me off! Now I'm in action and prospecting 2.5 to 3 hours a day, 4 days a week. I learned that I didn't have a fear of rejection at all. I could care less if someone said no. They probably aren't qualified anyway. What I thought was fear of rejection was something else entirely.
This book could be largely to credit for saving my career, one that I really love. It's a simple book, very helpful and I'm thankful to the "force" for leading me to it. Go in peace!

Are you sitting in front of the phone, but can't stand the thought of making your daily sales calls? Are you extremely nervous before a speech you must give tomorrow and afraid someone will humiliate you? Are you feeling down because a customer criticized your product? Feeling bad because you've been voted off a desert island?

Dealing with rejection is something we all need to learn. Successfully bouncing back from rejection and staying in the game is crucial to success in business and in life.

If you are looking for ways to strengthen your resolve, confront rejection wisely, and bolster your self-confidence, I highly recommend "Starting from 'No'" Jaffe identifies some of the underlying psychological reasons we fear rejection, including 1) A fear of not being liked; 2) A fear of being humiliated; 3) A fear of success which might force us to "abandon our comfort zone" and 4) A fear of financial disaster.

For each fear, Jaffe offers self-tests and projects to see how badly the reader is affected by the given fear.

For those who fear humiliation, Jaffe suggests taking an acting or dancing class, or even trying stand-up comedy. Jaffe says you should confront your fear where you objectively have little at risk and can afford to look silly. The newfound confidence will probably transfer into your business dealings.

Jaffe hits a key point, when she gives her best advice about public speaking, "When you look out at that huge sea of faces and you are scared to death about your performance, shift your focus from trying to impress the audience to how you can best serve them. When you take the focus off of yourself and place it where it belongs-on the client-you will be much more effective."

Today, this is the hallmark of performance psychology. Once we start worrying about how well we are doing, we won't be at our best. Just as an actor or athlete watching and judging his performance won't be "in the moment," self-preoccupation only makes us more susceptible to feeling rejection and bringing it about.

One of my favorite chapters discusses finding what motivates you in your business. It discusses the value of strengthening your motivation for success to help you overcome difficulties and rejection. Jaffe writes about positive motivation (moving toward a dream goal, for example) and negative motivation (moving away from something, needing to prove your worth to others, for example).

However, rather than just saying negative motivations are bad, Jaffe shows us how some negative motivations can help propel a person toward success. It is a matter of accepting a balance among all of the forces motivating you.

Jaffe writes, "Although positive visualization and goal setting is essential to business success, the drawback to positive motivations is that they can be vague, elusive, and not powerful enough to get you to do what you need to do today to succeed." Too true!!

Peter Hupalo, author of "Thinking Like An Entrepreneur"

This is a great book, with many helpful business ideas. What is great about this book is that in every chapter there is a section that says try this, and some of these ideas are very good and ideas that I am looking forward to trying.

There is much I like about Azriela Jaffe's writing, but what I admire most is her up-front honesty. She uses examples from her own life & from her family to 'tell it like it is'.

There's no writing as though she's a guru on high dispensing wisdom that's nothing more than theory.

When you read anything from Azriela, be it her books, web site, or newsletters, you get a very clear picture of the woman behind the words.

"Starting from 'No'" is a workbook filled with self-tests, charts, checklists, worksheets, quizzes, tips, & strategies. Everything is backed-up with examples, stories, and real life experiences. The suggestions for working though problems are down-to-earth and do-able. No 'pie in the sky' for Azriela.

And the examples come from small business people, sales people, home-business owners, writers, consultants, coaches, and more. These are real people, like you & me, who have come up against the same fears, problems, & rejections & lived to tell about it.

Chapters cover:

=> fear of rejection & why rejection is just the word we use for fears of all kinds -- failure, success, humiliation, approval (or lack thereof), and more

=> how to make yourself rejection proof. What concrete things can you do to overcome the fear that cripples you?

=> what are your limits? Can you stretch them? Are you taking on more than you can handle & setting yourself up for failure?

=> the power of your mind. The only thing you have to fear is fear itself -- now who said that!?

=> resiliency & flexibility -- do you know when to hold fast & when to give in? Do you see yourself as a victim? Do you see negative situations as everyday occurrences, use them, & move on?

=> maintaining detachment -- take a step back & assess situations.

=> asking for referrals, building rapport, keeping yourself motivated, & knowing when to take a break.

=> staying in the game -- do you know the difference between temporary setbacks & when to throw in the towel?

Shall I go on with more examples? Nah. Just know there's much more.

I found so much useful information in this book. One section that caught my attention while thumbing through the book is what Azriela calls "The Jaffe 3-5 Rule".

Many of us were taught the '3-Foot Rule'. It means that anyone within 3 feet of you is a possible prospect.

Talk about pressure! I never could figure out how to bring up products while standing in line at the post office.

Azriela rejects this notion, too. Her '3-5 Foot Rule' has no pressure attached & reads like this:

"To prosper in your business, focus your efforts on no more than three to five major target markets, using no more than three to five primary marketing tools, and making the most of your three to five greatest business skills. Be sure you spend your time in three to five major business responsibilities, and if possible delegate the rest." (p. 144)

You're not left in the dust after this statement. Azriela walks you through a step-by-step way to implement the idea so it'll work in your specific business & situation.

Then she shows you how to draw up a chart so you can see what needs to be done & then prioritize your tasks.

I'm not categorizing this book. It's not self-help, though it has those aspects. It's not strictly a management book, either.

Let's call it a success book. It will prepare you for the pitfalls of running your business, show you how to avoid them, and, if you do get caught, how to get out of them.

I highly recommend this book. You won't be disappointed...

I loved this book. Not only was it interesting and easy to read, the suggestions offered were y useful for life's rejections as well as business. I appreciated the self-tests at the beginning to help me analyze what I am most afraid of (i.e. cold calling, rejection from a friend) and suggestions on how to deal with these. The cartoons were delightful and the "Try this" section at the end of each chapter gave me specific goals to work on to deal with the fears. I admire Ms. Jaffe's openness about her own family's difficulties in starting a business and appreciated the stories gleaned from 120 interviews with business owners. This book was recommended to me by a fellow intrepeneur and I will certainly pass it on to others. Deb K.

This is a wonderful tool that allows you to ask for donations "nicely." I really recommend this book to all who assist charities for a living whether on a professional level or as a volunteer.

Outstanding. Reminded me of everything I'm supposed to be doing in my fundraising letters but have forgotten over the years. It's the bible for fundraising letters!

Excellent for a review of those with experience and super for those new at the experience. We have used it for both occasions

I am not an expert in writing fundraising letters. So, when I found a book with a title "How to write successful Fundraising Letters" it was as if I had won the lottery. I couldn't wait to get my hands on it because I was on a dealine to write a fundraising letter for a non-profit organization for which I had volunteered. I ordered the book, and paid just as much to have it deleivered the next day (local bookstores do not carry it). I found the book to be a tutorial and not something I could quickly benefit from. It is written to teach how to properly write and follow-up a fundraising campaign letter. The samples provided were very specific to 3-4 scenarios and did not offer much context. I guess I was looking for a book with hundreds of samples so that I could pick and choose phrases, paragraphs, etc.

If you ever think you will have to write a fundraising letter, you NEED this book. Too many people think it is just like writing any other kind of letter but it isn't. There is a rhyme and, more importantly, a reason to it. Don't write a fundraising letter without reading this book first.

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.

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."

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.

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.