Book Description
Priceless Wisdom From An Leadership Development Pioneer
For over twenty-five years, Peter Vaill has profoundly influenced what is studied and practiced in the field of leadership and organizational development. One of the early voices on spirituality in the workplace, Vaill has consistently broken new ground in such areas as adult learning, culture, and systems thinking. And now, for the first time, Spirited Leading and Learning brings together a wealth of classic writings and exclusive new offerings from this noted management teacher and consultant--all in one volume. All those who tackle the complex issues of modern organizations and management development will find Vaill's unique perspective and thoughtful observations as relevant today as ever before.
Customer Reviews:
Incredible!.......1998-07-31
This book will change your life. It is the best management book I've ever read
Book Description
The fishing secrets of bass expert Homer Circle, along with his personal look back at over fifty years of fishing for bass across the continent.
Customer Reviews:
This book takes the hype and sales pitch out of fishing........2007-02-02
Weather you fish for fun or fish tournaments Bass Wisdom will help you make the right decisions on the water. This book will help anyone regardless of experience level by giving you a new way of thinking about finding and catching bass. It is no substitute for time spent on the water but it will make your time on the water more productive and add to your confidence. A must read for the bass fisherman. Thanks' Uncle Homer.
The BEST book on bass fishing EVER.......2005-03-13
I got this book for my birthday, and couldnt put it down. This book gives you tips on fishing in almost every situation possible, it gives you tons of information on what lures cathc the most bass, and how to use them, it tells you all these technickes and secrets that you could only know if you had been fishing for many many years. I have looked in my local library for books that come close, but none do. Uncle Homer ties in stories of fishing trips with all this information, and it is surely a good book to get a youngster intrested in bass fishing. Definitly THE book on bass fishing, for ages 8-108.
Bass Wisdom...the name says it all........2002-02-13
Wow, is my one word to describe this remarkable book. Homer Circle with more than 50 years of bass fishing experience, and 30 plus years as an editor with Sports Afield, truly knows every fishing tip, trick and tactic worth mentioning. Bass Wisdom is a very smooth free flowing piece of literature never incomprehensible.
Uncle Homer writes a brief introduction, which expresses his early obsession with bass. Once this bit of history is mentioned. The adventurous journey of bass fishing plunges into the world of bass. Uncle Homer states there is six species of bass and four subspecies. However this text focuses on the three more sought after species largemouth, smallmouth, and spotted or Kentucky bass. The book goes on to discuss where monster bass live, seasonal tactics, favorite plastic worms, bass secrets revealed (account of underwater video), what sounds make bass bite, cold weather bass, fly rodding for bass, and numerous other topics.
This book should be on every serious bass fisherman bookshelf. I give this book five stars and highly recommend it for anyone, novice or a 20-year veteran. I have been bass fishing "consistently as a hobby" for about ten years. After the first reading of Mr. Circle's book, I realized how much an individual can ascertain while on the water if exploring the appropriate methods
Bass Fisherman - Wise Up and buy this book!.......2001-04-13
This is THE book on bass fishing. Homer Circle is brilliant and practical. Written for all levels of fisherman, the information and advice is clear, concise and full of common sense. The "hands-on" knowledge he has gained over many years of fishing flows effortlessly as he covers topics such as, bass anatomy & physiology (from a fisherman's perspective), rods & reels , lures & tackle, and a broad range of bass fishing related information. If I were limited to one book only on bass fishing - this would be the one.
Average customer rating:
- THE ULTIMATE ON BASS EDUCATION HANDS DOWN!
- Excellent coverage of Largemouth Bass tools and techniques
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Circle on Bass: Bass Wisdom from a Master
Homer Circle
Manufacturer: Lyons Pr
ProductGroup: Book
Binding: Hardcover
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Bass Wisdom
ASIN: 1558214631 |
Customer Reviews:
THE ULTIMATE ON BASS EDUCATION HANDS DOWN!.......1999-01-07
I'VE READ A LOT OF BOOKS ON BASS FISHING BUT NONE CAN COME CLOSE TO EXPLAINING HOW TO CATCH BASS AND WHY BASS BITE ARTIFICIAL LURES. STEP BY STEP HOMER CIRCLE EXPLAINS HOW TO APPROACH BASS BY THE SEASONS AND HOW TO CHOOSE THE RIGHT LURE.HE GOES TO GREAT LENGTHS IN EXPLAINING HOW TO RETREIVE LURES AND WHERE TO CAST.I'VE LEARNED SO MUCH MORE ABOUT BASS THAT IT'S HARD TO BELEIVE THAT SO GOOD INFORMATION CAN BE FOUND IN ONE BOOK.IF I HAD TO HAVE ONE BOOK THIS WOULD BE IT.
Excellent coverage of Largemouth Bass tools and techniques.......1998-03-30
Before I read this book I had only limited success catching largemouth bass. After applying Uncle Homers fishing techniques, and tips on what tackle to use, I spend more time catching fish than catching a sunburn. Good tips on what and what not to buy, as well as how to use them in different situations. An excellent choice for someone trying to get introduced to largemouth bass.
Book Description
Make a change for the better
Why do the best-laid plans for organizational transformation go awry? In this compelling work, Dorothy Marcic tells managers that no prescribed formula is ever complete without factoring in the human side of the equation. She asks, How would the workplace change if we acknowledged that spiritual values are as important in the operations of organizations as they are in the lives of the people who work there? The answers -- garnered from real-world examples -- banish the notion that a business can't be both spiritual AND successful, and show what it means to act as a manager with virtue.
Customer Reviews:
Team Book Critique - Executive Summary.......2005-05-13
In the book, "Managing with the Wisdom of Love," Dorothy Marcic presents her theoretical framework for her advocating of spirituality and love as a major prerequisite for a successful organization. According to Marcic, the ideas of spirituality and love, if successfully woven into the culture of an organization, can produce a company that will truly nurture a positive environment for its employees, its customers, and the environment as a whole; all while still being considered successful by the traditional economic measures of profits and loses.
Marcic believes that spirituality is a major component of a successful working environment, but it is just one component. Their are also four other major components of a successful working environment which she terms her 5 dimensions of work. Those dimensions include:
Physical: physical life issues such as safety, comfort and adequate pay
Intellectual: the collective intelligence of employees and their drive for education
Emotional: the interpersonal work environment including how they get along and their interaction as a team.
Volitional: the desire or will to change for the better
Spiritual: moral issues such as justice and respect, and working toward empathy
An organization that is truly successful will have a strong balance between each of the dimensions with spirituality being the dimension that is often the most neglected and the one in need of the most fostering in organizations. She illustrates this by describing each of the five dimensions as a part of a tree with spirituality being the roots of the tree. According to Marcic's example, the roots are the spiritual qualities of an organization that are often unseen but form the foundation of the organization's overall philosophy. The spiritual qualities of justice, respect, and love must make up the foundation of an organization in order for the other four dimensions to reach fruition and bring balance to the organization. This has a direct impact on the prospects for organizational change. If true change is to take place and balance is to be brought to an organization, the spiritual issues must be addressed first.
Marcic also presents several management concepts that if done by managers, will help lead to successful organizational change. The spiritual and philosophical foundations of these concepts are what she describes as the New Management Virtues. These virtues include trustworthiness, unity, respect and dignity, justice, and service and humility. Those five virtues lead to the management concepts of stewardship, commitment, empowerment, equal opportunity, and a customer orientation. In successful organizations, these virtues are interrelated and integrated into the culture of an organization as a way of doing things and going about business on a daily basis.
In order to operationalize spirituality and the new management virtues into an organization, Marcic suggests that the organization must have a total commitment towards institutional change. This commitment must be top down with management starting the process and implementing it into all levels of the organization. Marcic shows that this is possible through numerous examples of the successful organizations around the world that have been able to infuse their companies with spirituality and use the new management virtues to promote a culture of love throughout the structure of the organization.
In our critique of the book, we found that although she presents some solid ideas throughout the book, her ideas are very idealistic and seem tough to achieve on an organizational level. Most organizations still operate on the principle that profits and the bottom line are most important to the company. Her ideas to look past only profits but to other ideas such as organization fairness and trust; it may be unrealistic to assume that organizations will adopt her ideas in our world where money and profits drive business. Also her examples of successful organizations do not necessarily show that her management virtues and principles are the defining factor of their success. It may be a coincidence or other factors that relate to their overall success besides their varied use of spirituality and management virtues in their organization.
Managing with Love is Useful for Leaders (group review).......2004-06-25
We would recommend this book for all those interested in positive leadership. This book brings a leader back to the basics of dealing with employees. It provides real-life examples of how love and spirituality have a place in the workplace and can positively impact the bottom line. We caution the reader that implementing the ideas in this book will require significant commitment of time and spirit. In addition, the text lacks specific guidance on how to implement the virtues presented in your organization. However, for anyone wanting to make a fundamental change for the better - this book is a step in the right direction.
We should all treat each other as we wish to be treated.......2003-06-18
Marcic discusses spirituality in the work place, and asked a great question, "love is the glue that holds our family and other important relationships together, how could it be absent from our business organizations?" She uses a tree analogy to display her five dimensions of work: Intellectual, Physical, Emotional, Volitional and Spiritual. Though Marcic's message is really not new, her formulation of the 'New Management Virtues' and application in the workplace provide a perspective unique in the field of business management.
Once thought to be relevant only in formal religious contexts, this author makes a valid case for 'Managing with the Wisdom of Love' in the workplace. She goes so far as to suggest that much of the conflict/problems that plague organizations are the direct result of the imbalance that exists among the five dimensions of work. To manage with love is to treat others as you would like to be treated; to manage with wisdom is to seek the best balance for the individual, the group, the organization and the community.
This is the premise of Marcic's guiding principles for effective management. Marcic says the philosophical and spiritual foundations are made of "New Management Virtues:" trustworthiness, unity, respect and dignity, justice, service and humility. Marcic incorporates success stories from well-known companies that follow these virtues. She makes great use of charts, checklists and questions to use to implement these spiritual laws. The book lacks suggestion in how to deal with coworkers who may not be open to these beliefs or new ideas. She makes it sound easier than it really is, since change can create fear and conflict for some individuals.
Good and Bad.......2002-06-16
I have both praise and criticism for Dorothy Marcic's "Managing With the Wisdom of Love."
Reading this book encouraged me to reflect on myself as a manager - to examine my philosophies and question if I am employing the right approach and tools in my position. Any book that leads me to do that is worth the time I spent reading it. None of us has all the answers, and when works such as Marcic's cause you to re-examine your beliefs, actions and roles, I think the result is a more experienced, open-minded and prepared individual. This result is always positive.
Marcic's New Management Virtues had some applicability to the real-world, especially her assertion that none of the virtues are possible without trustworthiness. I agree with this point. Regardless of what you think of Marcic's book, trust is the foundation of any relationship. At work, trust largely governs your interactions with your superiors and peers, but most of all your employees. Being able to trust those that report to you is a comfortable feeling, and the effectiveness and productivity of your team is greatly enhanced when trust among you exists.
My most significant critique of the book is that it never addressed how you handle (or what to do with) individuals within the organization that are resistant, and plain refuse, change. The book only deals with examples where everyone seemed to embrace change, and thus it was successful. However, the reality is that many more organizations that attempt transformation will experience significant resistance. What do you do about the faction of employees that resist it? I would have liked some insight on this question.
A good(if optimistic)book for business and personal life.......2002-05-21
In today's business climate, a person would be hard pressed to argue against the concepts presented in this book. Today's business culture relies heavily on a philosophy which revolves around teams, empowering people and need for them to be self directed. To be successful in this philosophy an organization must show it trusts people, treats them with respect and dignity, be open in communications, and show they are valued. These same values are also the core of what the Author refers to as the spiritual side of business values. It's easy to see how spirituality needs to be the cornerstone of team work and empowered employees. How well an organization incorporates the principals of spirituality into their organizational culture is directly proportional to the success and productivity they will see in their teams and employees, and its long term health.
Even on a personal level spirituality makes sense. Who likes to be treated as another piece of the machinery. That their opinions and efforts are not valued, or they are not trusted. A large part of management's job is to motivate people. Failing to meet people's "spiritual" needs will make all other motivational efforts meaningless.
Where I feel the book is deficient is that the Author makes it sound all too easy. "Just start being nice and the whole organization will change." By saying this I am not implying that it will not work. Just that it will take more time than the Author indicates. Also, the Author does not address the issues which will need to be overcome in getting people to buy in to spirituality.
Examples of this are found in the success stories the Author references. These examples fall into two basic categories: Companies just starting out, and Companies experiencing major problems. In a Company just staring out, implementing spirituality is relatively easy. Employees are hired which match the philosophy. Everyone in the organization knows coming in what the philosophy is, and what can be expected. This is without preconceived prejudices based on what has happened before. Spirituality can prosper quickly under this environment because it's very seeds are founded in it, with few weeds to impair its growth.
The other example category, Companies experiencing major problems, has the advantage of while trying to implementing a cultural change, they are undergoing what I would term a "significant emotional event." In most cases this "significant emotional event" involves: "If something doesn't change, we will all be out of work." In this case change must be implemented quickly for the company to survive. Change is more easily introduced and takes hold because all employees recognize the need for change and the consequences of not. This makes the introduction of spirituality something which can quickly take root and grow.
The vast majority of businesses do not fall into either of these categories. They are the ones which are experiencing various levels of success, but are looking for ways to improve. They have a work force which may be skeptical of any "new program" because of the history behind all the other programs which came before. Also, because the company is successful many employees may not see a need for change. Past relationships between management and employees may have caused an atmosphere of distrust. The Author does not recognize any of these issues and how they will effect the implementation of a management shift based on spirituality.
I also believe the Author is optimistic when she states it will take 2 to 3 years for spirituality to take hold. I believe it will take much longer depending on where the company is in relation to the issues stated earlier. I feel even the Author doesn't quite believe in the 2 to 3 years stated. This is because she makes a caveat that after this period of time, only 30% of the work force will have actual buy in. While I believe the 30 % number may be optimistic too, I also question if a 30% buy in reflects real change.
In conclusion, it is my opinion the Author's belief that in order for an organization to be successful over the long term, it needs to base its management philosophy on the principals of spirituality is a correct one. I believe the book has deficiencies because it does not address the problems and issues associated with implementing this philosophy in an established, successful company, and it is overly optimistic in the ease and speed with which it can be done.
Book Description
Shows managers how to respond to the challenges of doing business in turbulent times by tapping into their own creativity through a five-phase process of self-discovery. Explains how managers can enhance their self-awareness and shed old assumptions and habitual patterns of thinking that often limit their choices.
Customer Reviews:
Can't beat the price!.......2007-06-11
I only paid 1 cent for this book plus shipping, so I can't complain! It did arrive very fast, but had pink highlighting throughout and dog-eared pages. But like I said, for a penny, who cares!
Average customer rating:
- Not well organized, a very confusing book to read.
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Powerful Wisdom: VOICES OF DISTINGUISHED WOMEN PSYCHOTHERAPISTS (JOSSEY-BASS SOCIAL & BEHAVIORAL SCIENCE)
LOURENE NEVELS
Manufacturer: Jossey-Bass Publishers
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Binding: Hardcover
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ASIN: 1555425704 |
Customer Reviews:
Not well organized, a very confusing book to read........1999-01-16
This book was difficult to follow. There are certainly better ways to spend your money.
Book Description
A collection of provocative essays that show how conventional management practices are often impractical and ineffective in solving tough managerial problems. Challenges many stereotypical management perceptions--such as the notions that indecisiveness is a sign of incompetence, that power corrupts all leaders, and that chaos in an organization is dangerous.
Book Description
The notion of the learning organization--popularized by management thinkers and extolled by leaders of today's most progressive companies--is finally made practical for modern managers in Working Wisdom. Robert Aubrey and Paul M. Cohen offer a unique blAnd of historical context and contemporary examples from such worldwide companies as Dun & Bradstreet, LifeScan, Spectra-Physics, and Raychem to demonstrate how the new role of manager as learning guide can help build the capacity for competitive advantage. The authors show managers how to use existing resources and the age-old skills of providing capable guidance and nurturing personal experiences to make the learning organization a reality."Learning is the most valuable benefit we can offer employees, and our ability as a company to learn faster and better than competitors is our most valuable competitive resource. Working Wisdom is about how to help people and organizations get smarter--or wiser--every day. No management-speak here; just time-tested strategies for mentoring people and accelerating learning. Nowhere have I found such a thoughtful, practical approach."--Douglas McKenna, general manager, executive and management development, Microsoft Corporation
Customer Reviews:
Amy Nicol's Review.......2006-03-09
The subject of adult learning as it relates to a job situation or employer situation is a very important subject to dissect. Aubrey and Cohen in their book, "Working Wisdom" have conducted an excellent analysis of adult education and its impact on an organization.
Their analysis began with helping readers to understand how learning has changed over time for adults. Findings of the initial analysis determined that individuals got involved in educational opportunities for three reasons: survival in the workplace, developing wisdom to pass on to others, and finally, using the career as a means for personal development. Learning for survival, the renewal of wisdom, and the reinvention of careers are three facets of a revolution sweeping the workplace. Yet in most organizations, even as the need for learning grows, valuable learning resources are left fallow. (Aubrey and Cohen, p. 34)
Secondly, the analysis focused on how organizations could impart wisdom on and provide learning opportunities for employees through the use of: accompanying, sowing, catalyzing, showing and harvesting. Finally Aubrey and Cohen focused their attention on implementing their theories in learning organizations through: leadership, managers, networks, technology, policy and partnerships.
Some learning theories contain concepts which are difficult to understand. In Aubrey and Cohen's book the authors spent much time in developing their thoughts, sharing them logically with readers and based much of their thought on the work of other theorists and researchers in adult learning. Many business and organizations involved with adult learning were documented and created credibility with the theories and practices introduced. When theories are put into practice, unquestionable evidence is created for the readers and users of the practices included in the book.
The most valuable portion of the book was the second portion of the analysis of how organizations impart wisdom on and provide learning opportunities for employees through the use of: accompanying, sowing, catalyzing, showing and harvesting. The value comes from the ability of the reader to ingest the information and use it right away in a learning organization or place of employment. The concepts introduced are easy to read, easy to follow and easy to implement. Readers are not bogged down with unnecessary information or too much theory and not enough practicality. The use of recognizable company names such as Swissotel, Motorola and Xerox enable readers to gain more credibility as opposed to the learning practices being used in "no name" companies all around the world. The more readers can relate to the application of the practice, the more likely they will be to adopt the practices suggested.
Another positive spin of this book is the fact that the authors used straight-forward wording and no nonsense application of practices and theories introduced. As mentioned before, readers can easily implement the suggestions of the authors. The book is a quick read as the language selected suits the straight-forward thinking of the authors. It does not contain large amounts of theoretical "in the clouds" wording or ideas of which readers can not see the practical application.
Logically, Working Wisdom can be incorporated step by step into any learning organization or place of employment. The authors's step by step approach for implementation makes sense to the reader and places an emphasis on logical, well organized material.
The largest weakness of Working Wisdom is the fact that it is very generalized with regard to audience age level. Of course, the beginning of the book is clear that the audience with which to use these theories is adult based. However, how adults learn at different stages of adulthood is not addressed. Therefore, the practices, however useful in learning organizations or places of employment, may be skewed toward favoring one stage of adulthood over another. In fact, only two stages of adulthood are given attention. At the risk of oversimplification, the authors focus on two stages of learning development: apprenticeship, where one first engages in new learning, and championship, where one begins to master the work at hand. (Aubrey and Cohen, p. 33)
Special attention should not only have been given to stages of learning, but also to how those stages should be taken into account when planning programs for adults. The Interactive Model addresses this issue. This model differs, however, in four primary ways: by design, it is interactive and comprehensive; people and place are acknowledged as important in the planning process; differences among cultures are taken into account in the planning process; and practitioners find the model useful and therefore a practical tool. (Caffarella, p.20) Not only are phases of learning important for learning organizations to focus on, but also life transitions and major life events, which are taken into account in the Interactive Model.
Theoretically though, the book is very accurate by basing learning theories on many different sources of research, especially those of Knowles, Kouzes and Posner, Senge and many others. Using the research and theories of others and building upon those theories and research can only increase the credibility of the authors and adoptability of new theories and practices by readers.
Solid literary works are sometimes difficult to access. Working Wisdom is a quick and easy read for those adults who need some focus and direction in terms of adult learning theory and practice. A good mix of theory and practicality make this book a credible resource for any adult learning situation.
The authors state that Working Wisdom is intended for a wide spectrum of readers...corporate leaders, adult educators, human resources specialists, and mangers responsible for developing others. Still other readers will be more interested in how to develop their own potential and take responsibility for their careers. The book is also recommended for students embarking on their careers, employees preparing for a career change, and a growing mass of individuals who are self-managing their work as a long term enterprise. (Aubrey and Cohen, p. xvi) The straight-forward theories and suggested practices presented are easy for the aforementioned audiences to implement into their own situation, whether it is for personal benefit or the benefit of those around them. The relevance of the material presented can be used in many situations making this book very adaptable to many situations. Working Wisdom is heavy in practical application based on solid theory. Adults in many situations can benefit from such a resource in their personal and professional library.
Using your knowledge is Working Wisdom.......2001-04-20
This book is especially helpful for managers, with training employees to use knowledge effectively in group projects, team building and project management. Within intercultural work teams the book is indispensable to assist all members in moving forward with goals, projects and targets. Hands-on techniques are highlighted and several case studies show proof. Easy to read and glean the salient facts. Companion book for Individual Human Development is available in French, Mandarin Chinese and Japanese, called Enterprise of Self, also by Bob Aubrey. Timely stuff to get the team going!!
Average customer rating:
- Very insightful and useful
- Great for me (techy person)
- The Skilled Facilitator
- What Facilitates Facilitator?
- More Than Practical Wisdom
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The Skilled Facilitator: Practical Wisdom for Developing Effective Groups (Jossey Bass Public Administration Series)
Roger M. Schwarz
Manufacturer: Jossey-Bass Inc Pub
ProductGroup: Book
Binding: Hardcover
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The Skilled Facillitator Fieldbook: Tips, Tools, and Tested Methods for Consultants, Facilitators, Managers, Trainers, and Coaches (JOSSEY-BASS BUSINESS & MANAGEMENT SERIES)
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The Secrets of Facilitation: The S.M.A.R.T. Guide to Getting Results With Groups
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The IAF Handbook of Group Facilitation: Best Practices for Leading Organizations in Facilitation (J-B International Association of Facilitators)
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The Facilitator's Fieldbook: Step-by-Step Procedures * Checklists and Guidelines * Samples and Templates
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Facilitating with Ease!: Core Skills for Facilitators, Team Leaders and Members, Manager, Consultants, and Trainers(new and revised)
ASIN: 1555426387 |
Book Description
When it was published in 1994, Roger Schwarz's The Skilled Facilitator earned widespread critical acclaim and became a landmark in the field. The book is a classic work for consultants, facilitators, managers, leaders, trainers, and coaches--anyone whose role is to facilitate and guide groups toward realizing their creative and problem-solving potential. This thoroughly revised edition provides the essential materials for anyone that works within the field of facilitation and includes simple but effective ground rules for group interaction. Filled with illustrative examples, the book contains proven techniques for starting meetings on the right foot and ending them positively and decisively. This important resource also offers practical methods for handling emotions when they arise in a group and offers a diagnostic approach for identifying and solving problems that can undermine the group process.
Customer Reviews:
Very insightful and useful.......2007-03-26
The skilled facilitator introduces a facilitation approach that is based on 4 core values: Valid information, Free and informed choice, internal commitment and compassion. Most of the work on the values are based on the work of Chris Argyris and his work on Organizational Learning.
One of the key-points in the book is that most people work with a unilateral control theory-in-use. This will automatically make their facilitation in-efficient eventhough they do not realize it. The skilled facilitator approach is to try to move away from this theory-in-use and move to a "mutual learning" theory-in-use in which the facilitator tries to maximize the learning for him and his participants. The four core values provide a basis for that. Next to the core values there are 9 ground rules which are concrete enough to really act upon.
Most of the book explains the ideas behind the core values and the ground rules and shows how the ground rules influence your facilitation. This is done with scenarios in which the author shows a normal approach and a skilled facilitator alternative approach.
The book ends with a wonderful chapter on "the facilitative leader", which shows how you can combine the skilled facilitator values and ground rules and your role as a leader within the organization. This chapter alone would have been worth the book already.
I finished the book fairly quick. It's easy to read and kept me interested at all times. It also kept me thinking about the content when I was not reading it. Changing a theory-in-use is a difficult thing, but thanks to this book, I've become more aware of my own approach to facilitation and have the ability to improve it.
Great for me (techy person).......2007-03-09
When I first read this book years ago, I was a very technical IT person who preferred to work alone. I credit this book with helping to develop my people skills and making me a more effective team member.
The Skilled Facilitator.......2007-01-16
A good book but unfortunately both copies arrived damaged by water, one was still wet. They also smelled like rat's urine. I was able to retrieve one after a week of drying in 30 degree temperatures & turning pages every so often. The other is a total wreck. Probably should have been packaged in plastic prior to putting in the box. Disappointed.
What Facilitates Facilitator?.......2004-08-14
Many who want to be skillful facilitators are in a way "misled" by consultants, trainers or books on facilitation in the sense that techniques and recipes are cited and taught.
With many techniques and methodologies delivered, honest "facilitators" sense that they are not getting there - people do not get engaged, people among themselves are not connected.
Roger Schwarz, in his book "The Skilled Facilitator" shows that there is more to techniques, theories and methodologies. The very thinking, motives or mental models of the "facilitator" is an important part of the chemistry of the whole group.
By QuaSyLaTic, Andrew
http://www.360q.com
More Than Practical Wisdom.......2003-02-26
The subtitle of this accessible guide to facilitation, "Practical Wisdom For Developing Effective Groups", accurately describes the book's scope and utility. In four parts and thirteen chapters, Schwarz provides an overview, with countless meaningful examples, of how facilitators can most effectively help groups develop their capacity for improvement. He distinguishes between two types of facilitation: (1) Basic facilitation, which aims to help a group "solve a substantive problem"; and (2) Developmental facilitation, which accomplishes basic facilitation while helping a group learn "to improve its process". He argues that three core values underlie effective group and facilitator behavior. The first is "valid information", which means that relevant information is shared by group members and that all groups members can validate and understand the information. The second is "free and informed choice", which means that group members define their own goals and methods of achieving those goals using valid information. The third is, "internal commitment to the choice", which means that group members take responsibility for their decisions by making informed choices based on valid information. Using a basic or developmental approach, facilitators most effectively intervene by making explicit and modeling these core values. These values are maintained by a group agreeing and sticking to essential ground rules, which Schwarz lists on p. 75 and treats extensively throughout the book.
In the heart of Schwarz's book are seven chapters on intervening effectively in groups. In those chapters, he advises the reader on, among other things, how to intervene, meeting management, group problem-solving, following ground rules, and dealing with emotions. He closes with wisdom on serving as a facilitator in your own organization and on the facilitative leader. His opening sections on how facilitation helps groups achieve their goals and establishing the foundation for facilitation lay the groundwork for his later chapters.
In the opening chapters, he includes two models worth mentioning. In his "group effectiveness model" (p.23), Schwarz shows how group processes (the primary concern of the facilitator) interact with group structure and organizational context to contribute to a group effectiveness. Group effectiveness is assessed through three criteria: (1) The group's services or products meet or exceed the expectations of the clients; (2) The processes and structures used to deliver services or create products enhance the group's capacity to work together; and (3) The group's experience is satisfying, not frustrating, for the group's members. In the second noteworthy model, Schwarz presents the "diagnosis-intervention cycle" (p. 68). In this cycle, there are three diagnostic steps and three intervention steps. In the diagnostic phase, the facilitator observes behavior, infers meaning and decides whether to intervene. In the intervention phase, s/he describes observations, test her/his inferences, and helps the group decide whether and how to alter behaviors. Understanding and using these models are critical for effective facilitation.
For the would-be facilitator or group leader, this book provides exactly what the subtitle promises.
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