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The only draw back to this book was that there were, I feel, to many exercises at the end of the chapters. Most math books don't have enough exercises, but this one definitely had too many. I felt the end of chapter exercises should have been shorter because throughout the reading and the review before the chapter exercise there were ample practice exercises. Other than this, I would that the book was one of the best algebra books that I've come across.
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Leadership Ensemble looks beyond Dr. Drucker's vision, to the Orpheus Chamber Orchestra's practices in operating without a conductor! The result is a "dynamic equilibrium" where everyone takes turns playing leadership roles and is encouraged to provide the kinds of ideas that only conductors normally propose. Interestingly, the Orpheus group is inspired to make great music . . . along the lines of what the collaboration of chamber groups has always done. If they thought that having a conductor would help, they would get a conductor. Instead, they seem to have harnessed many dimensions of the talents of all 27 musicians in the group. Their intent is to evolve further in this direction, so the book represents the group at a point in time, rather than at a destination.
The usual orchestra is run like a dukedom, with the conductor in charge. Few opinions are asked for and even fewer are brooked. In fact, independent surveys show that musicians in orchestras generally have very poor job satisfaction. The authors joke that "every dictator aspires to be a conductor" because a conductor's power is so absolute.
The best part of this book involves describing the way the orchestra operates to select a repertoire, decide how to perform a piece, determine who will play what parts, and handle differences of opinion. There are many other interesting sections about how the musicians have expanded their roles to get into more areas of management and recently (1998) were added to the board of trustees. The processes involved reminded me a lot of what jazz musicians do more informally, and improvisational actors do on the spur of the moment. The remarkable thing is that great planning is captured by the orchestra, without getting bogged down in spending too much time preparing. Their processes are very complex and effective, and depend on thoughtful and timely action by everyone involved. I would love to see a DVD version of this book that involved showing them at work in preparing pieces and handling other important tasks.
The key principles of their success are boiled down into 8 principles. These concepts are elaborated with a few examples from other organizations (mostly profit-making companies), five steps for implementation, and problems to look out for in implementation. Although this material is good, I would have preferred to have read more about Orpheus itself instead.
A key caution that I have about the advice here is that the organizations using these principles were either founded upon them, or have been using them extensively for a long time. I'm not sure that the transition from a more hierarchical organization will go rapidly and smoothly. If the purpose was to advise companies and nonprofits on how to make these changes, the authors would have done better to focus on organizations that were recently hierarchical and rapidly changed to something close to what Orpheus does.
If you are like me, you will be tempted to dismiss the example because it involves highly talented and motivated musicians who earn a good living. But the authors have brought into the book enough examples of nonprofessionals responding just as well that I was persuaded that this model probably can be taken much further than most companies are trying to do. Will CEOs be comfortable in this new role of encouraging the culture, and staying out of the way? I hope so!
Where can you let go and do less as a leader and allow others to lead more? Where do you need to do more as a leader for your organization to accomplish more?
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If you're thinking of going to Rome, this is a terrific book to pack---it's a great walking around guide, but it shouldn't be your principal one. There are no hotel or restaurant recommendations, as such, nor many of the other things you'd expect from Fodor, Frommer or Lonely Planet. But the maps...the maps are really somethin'!
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No one is creating theatre like Richard Foreman, whose associative (and sometimes dissociative) writing process contrives to capture a truthful portrait of his own perception at work. In rehearsal, Foreman creates an environment rebelling against any mimetic presentation of everyday reality, which is a kind of shared dream. He uses every theatrical element at his disposal to surprise and dazzle the spectator, and bring awareness to our radical impulses before our intellects "understand" them (and change them into something else).
Although his project sounds very cerebral, his theatre is very much about the senses, and his art grabs you on a gut level.
The book includes several plays, though it might have been helpful to include a script without the production stage directions to help understand the way he generates a script. (A later book, MY HEAD WAS A SLEDGEHAMMER, does include this and it helps a great deal.) Also, more photographs and illustrations would support his essay on visual design and use of space.
This artist is way ahead of his time, using theatre to address the process of perception itself rather than narrative thinking. The importance of this book, addressing this work to a general reader, may not be appreciated for quite some time.
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Although I would recommend this book to advanced readers, A Connecticut Yankee in King Arthur's Court is over 400 pages and it was difficult for me to get into the story at first. Also, the language was hard to understand. For example, "Fair sir, will ye just?" and "Prithee do not let me." Despite the length and the language, I enjoyed the way Twain used characters and stories from the Arthur legends and formed them into the plot. The book made me think, what would the world be like if some one actually did go back in time?