Like a ship's captain, a CEO is only as good as the latest weather report. If a chief executive unknowingly steers his or her ship into the path of a hurricane, that ship's in trouble, no matter how skillful a seaman that captain may be. And unfortunately for CEOs, hurricanes - in the form of disruptive changes that remake markets overnight - have become almost an everyday danger. Authors W. Warner Burke, William Trahant and Richard Koonce argue that the most critical function of a corporate leader today is to monitor and respond to these rapid shifts in the external marketplace, or business climate. To illustrate this point, they offer insightful profiles of leaders who successfully guided their companies through the storms of organizational change initiatives. These profiles are especially effective in giving the reader both a sense of the personalities of these dynamic executives and a practical breakdown of the methodologies and strategies that they employed. We [...] strongly recommend this book to senior executives, would-be change agents and anyone curious about how to navigate the turbulent environment of 21st-century business.

After reading BUSINESS CLIMATE SHIFTS it was clear to me that this book was as much about leadership as about change. As a thirty year middle manager who has participated in both the planning and implementation of change, I was extremely pleased to read throughout the book that, although the companies were focusing on the customer, they all recognized the importance of the employees. The one common denominator throughout the book was that how management treats the employees is how the employees treat the customers. Although Colin Marshall at British Airways and Roger O. Goldman of National Westminster Bancorp. have distinctively different styles, they both recognized the importance of employees in the change process and demonstrated that leadership is key to effective and efficient change.

Starting my career in government late in life, I have noticed a reluctancy of federal executives to get the rank and file involved in major change initiatives. I suggest that any government manager or executive contemplating change read BUSINESS CLIMATE SHIFTS. The lessons learned from those who have been there, both government and industry, are invaluable and provide a framework for developing issues and questions that need to be addressed before any major shifts or changes in organizational culture.

This book is a must-read for anyone involved with organizational change -- whether you are managing the change or experiencing it from the "front lines." These fascinating Q & A's gave me real insight into the process. I recommend Business Climate Shifts to any forward-thinking person in the corporate world today.

Published for the first time, this manuscript contains the descriptive letters of a perceptive Pennsylvanian who served throughout the war. The unit saw action in the Second Manassas Campaign, at Antietam, at Gettysburg and in other major battles fought by the Army of the Potomac. In 1863, it served in the famous First Corps and fought on Oak Ridge on July 1. The regiment, which later was assigned to the Fifth Corps, was actively engaged in the 1864-65 campaigning. Since the 107th never had a unit history published, these letters provide the first in-depth look at the 107th Pennsylvania. Richard Sauers labeled this set of letters as "some of the very best Civil War missives that I have ever read."

"Clash of the Titans," by entertaining writer Richard Hack is a very impressive read. A lot of reasearch went into the creation of this 'Must Read' 544 page book. Hack gives the reader a look inside the media world of business as well a look inside the personal and professional lives of Ted Turner and Keith Rupert Murdoch. Risk taking, careful planning, and gutsy determination is what it takes to become like these two media moguls...men of position, power, and fame. So now that you know how to do it get out there and go conquer the world! I plan to, smile...

(I have not yet read the second edition of this book but it is reasonable to assume that it is an updated version of the first edition, which is the book I am referring to.) This is an extraordinary book which reviews the entired field of social structure and mental illness. (In fact my only objection to the book is the title, which suggests a far narrower field than is actually covered in the work.) Warner seems to have read all the relevant literature and has the distinct advantage of being able to place studies of mental health in a social, historical and cross-cultural context. His analysis is thorough and creative and he makes a very persuasive case that the predominant causes of mental illness, including schizophrenia, are more deeply rooted in the social system than the myopic, insulated views of most psychiatrists, psychologists and therapists can envision. His arguments against the "social drift" hypothesis and other self serving illusions of contemporary psychotherapeutica reaserch are extremely important. His willingness to incorporate insights from a variety of social thinker, including Marx (yet, that Marx) give the book a deep analyitic resonance. It is not accidental that this book is not widely known for it does not fit easily into the reified bioligical accounts of mental illness that have been playing havoc with the field for the last 25 years or so.

Reading this book reminded me of attending a good conference where lots of company executives provide detailed examples of the issues they faced, and how they went about dealing with those issues. Since such conferences usually cost several hundred dollars, this book is a real bargain -- and you don't have to get on an airplane and fly someplace!

One of the strengths of the book is that you receive several perspectives on the context for each case history. The editors describe what each case means, and the conclusions section summarizes general patterns. Also, each case is presented in the same format which makes it easier to understand what is being shared. I was particularly grateful for the exhibits (which exist in electronic form in the CD enclosed in the book). I also appreciated that the cases were primarily written by Human Resources professionals inside the companies, rather than being a consultant's take on what happened.

Having said all those positive things, let me share some concerns. First, I looked in vain for my favorite examples of outstanding work in recruiting, retention, knowledge encouragement, and executive development. If this book is about "best practices" where were GE, Disney, Motorola, Ritz Carlton, and SAS Institute? Second, many of the cases involved companies that are better known for their poor performance than for excellence. If they are developing their people so well, what happened? Third, a lot of these cases involve new initiatives where the long-term consequences are hard to see. Fourth, the profit impact on the organizations was not well documented. That makes it hard to use these cases as examples to encourage your own company to follow suit. Fifth, as change management processes, most of these cases are far behind the curve of what is described in Peter Senge's various books of case histories such as The Dance of Change. Part of the reason seems to be that a number of these cases aren't very new.

Of the cases in the book, I recommend the ServiceMASTER, Westinghouse, Johnson & Johnson, Allstate, and Case Corporation examples as the most helpful to me. I mention that because there's a lot of material in this book. I read a lot and rapidly, and I found this book hard to tackle. By being more selective in what you go after, you can help avoid some of that problem. Naturally, if your own issues are only in a few areas, just look at those cases.

Develop the full potential of everyone, beginning with yourself!

"The principal goal of this book is to provide you with the key ingredients taken from best-companies to help you create and enhance your organization and human resource development (OD/HRD) initiative. Through a case study approach, this book provides practical, easy-to-apply tools, instruments, training, concepts, and competency models that can be used as benchmarks for the successful implementation of your specific OD/HRD initiative (from the Introduction)."

In this context, Louis Carter, David Giber, and Marshall Goldsmith (editors) divide core part of this book -Organization and Human Resources Development Case Studies- into following five OD/HRD topic areas:

I. Organization Development and Change: In this section, W. Warner Burke says, "Seven rich cases (Kraft Foods, Nortel, ServiceMASTER, SmithKline Beecham, Westinghouse, CK Witko, and Xerox) of organization development and change are discussed...The cases cover a wide range of change from how OD occurs every day to deep change in an organization's culture...Without doubt we can learn from these cases. And learn we must. Changing organization is too intricate to be left to novices. We have indeed learned and noted at the outset, but we still have much to learn. As one who has been involved for more than 35 years, helping organizations change is both thrilling and very satisfying. Learning, however, is the most exciting part (pp.6-8)."

II. Leadership Development: In this section, Jay A. Congerwrites that "In the cases that follow, we look at three companies (Boeing, Johnson & Johnson, and Sun Microsystems,Inc.) that have dedicated serious time and resources to leadership development...In addition, all three of the company cases make extended use of competency models, 360-degree feedback, and action learning (p.186)."

III. Recruitment and Retention: In this section of the book, John Sullivan writes, "you'll learn how three diverse companies tackled their retention and recruiting problems. Two of the firms are high tech (AMD and Cellular One), while another (Allstate) is in a more traditional industry. Both AMD and Cellular One focus on solving the hot issue of retention while Allstate takes a new look at the recruiting and selection processes. All three of the case studies use a scientific approach to identify which solutions have the most impact...All three of these case studies are worth examining because of their scientific methodology as well as their results. All are full of powerfull 'lessons learned' for those who are soon to begin a major recruitment or retention effort (pp.303-304)."

IV. Performance Management: This section examines performance management systems of Case Corporation and Sonoco. Edward E. Lawler III says that "the performance management systems in most organizations are contoversial, ineffective, and constantly under construction. They are so problematic that critics argue many organizations would be better off if they simply didn't have a performance management system, particularly one in which performance appraisals are tied to pay actions. But-and it is an important but- if individuals are not appraised, counseled, coached, and rewarded for performance, how can an organization pruduce the organized, coordinated, and motivated behavior that it takes to perform well? The answer most likely is that it can't (p.393)."

V. Coaching and Mentoring: Introduction of this section, Beverly Kaye writes, "the last 5 years have seen a groundswell in both arenas. And it's not just been more of the same; organizations have begun to use mentoring and coaching more purposefully. HR and OD practitioners have worked to utilize both interventions to meet pressing business problems having to do with the development and retention of talent, as well as the growth of future leaders. These interventions have been more systemic, more thoughtful, and more innovative than ever before. The case studies (Dow Corning, and MediaOne Group-AT&T) illustrate this trend. Both were motivated by specific business drivers, both were preceded by intensive research, both were implemented over time, and both were evaluated seriously. Readers will find them instructive, detailed, and engaging (p.438)."

Finally, Louis Carter (editor) says that "contributors were asked to indicate where they envision their organization is heading with its initiative within the next 5 to 10 years. Responses indicate that the contributors want to keep the organization on a track to continuously learn and develop its capabilities. Comments from some contributors indicate that they want to leverage lessons learned from this experience. Some contributors commented that they want to firmly ingrain the initiative into the organization to the point that it is almost invisible to the user, making it an accepted part of life at the company. Other contributors will continue to refine the present initiative in place, while others will expand their efforts into other business lines. Survey results clearly indicate that the present state of the initiatives represented in this book represent snapshots of moving targets. Further growth and innovation is inevitable for these best practice organizations, as they work to stay ahead of their competitors by embracing change and continuously learning and improving (pp.531-532)."

Strongly recommended.

Here in a single volume is about all that is needed to design, implement, and then monitor a program through which to achieve organizational transformation. Moreover, the editors have selected both information and wisdom which can help to ensure that such a program is comprehensive, cohesive, and cost-effective. The phrase "best practices" is apt but should not be misconstrued to mean that strategies and tactics which have been highly successful in some organizations are necessary going to be successful in all others. Moreover, I urge the reader to keep in mind that, although the organizations featured (e.g. Boeing, Johnson & Johnson, Kraft Foods, Nortel Networks, ServiceMASTER, SmithKline Beecham, and Sun Microsystems) are among the largest in their respective industries, much of the material in this book is also relevant to small-to-midsize organizations. My own rather extensive past experience with all manner of organizations (including non-profits) has convinced me that most people do not fear change; rather, they fear the unfamiliar. Hence the importance of three on-going initiatives: communicate, communicate, and communicate.

Part One consists of Acknowledgments, About This Book, How to Use This Book, and an excellent Foreword by Richard Beckhard. Carter, Giber, and Goldsmith then shift their attention in Part Two of "Organization & Human Resources Development Case Studies." The individual case studies are distributed within this thematic structure:

Organizational Development & Change

Leadership Development

Recruitment & Retention

Performance Management

Coaching & Mentoring

Part Three: Conclusion consists of Research (OD/HRD Trends and Findings), Endnotes, About Linkage, Inc., About the Editors, Index, and How to Use the CD-ROM, terrific value-added benefit.

Back to Beckhard's Foreword for a moment. In it, he identifies six (6) "elements" which are basic to each case study; all are central to and sequential within the change process associated with organizational development/human resource development (OD/HRD). They are: Business Diagnosis, Assessment, Program Design, Implementation, On-the-Job Support, and Evaluation. It is helpful to keep these six "elements" clearly in mind while working your way through the abundance of information which the editors provide. Fortunately, they have organized the (sometimes daunting) material with meticulous care and write exceptionally well. I also urge you to use the same six "elements" as guidelines when determining what the design of your own program for organizational change should be, and, when selecting those strategies and tactics discussed in the book which are most appropriate to the implementation and evaluation of that program. This is especially true of decision-makers in small-to-midsize organizations.

Those who share my high regard for this book are urged to check out O'Toole's Leading Change, Katzenbach's Real Change Leaders as well as his Peak Performance , Kaplan and Norton's The Balanced Scorecard and The Strategy-Focused Organization, Quinn's Deep Change, O'Dell and Grayson's If Only We Knew What We Know, Isaacs' Dialogue and the Art of Thinking Together, and Senge's The Dance of Change. Those especially interested in Six Sigma are encouraged to check out (and read in this order) Pande's The Six Sigma Way, Breyfogle's Implementing Six Sigma, and Eckes's Making Six Sigma Last.

This book, while not one of Roberts's finest, is still a well-researched mini-masterpiece. It's depiction of real people in seemingly unreal conditions instead of themes on several levels works well for what it sets out to do.

This is a must read book for those of you who like historical novels. It is about a ship that has wrecked on an island off the coast of Maine and how the crew survives. This book is written with the historical preciseness that Arundel and Northwest Passage are written with. This is one of the greatest historical novels

I have been a fan of Mr Howard for nearly 12 years now, which in my opinion, makes me a bit of a connoisseur, and frankly this book was a bit of a disappointment. Undoubtedly the contributing writers are well-respected and immensely able but their writing lacked the Howardian flavour I have come to love. Ghor's sudden personality shifts are hard to follow and the various ideas in the story lack sufficient depth. This book is not the way Mr Howard would have written it. Nevertheless, this should be read because the original idea belonged to the great REH.

Ghor is a nice blend of Conan and the Cthulhu Mythos together. Abandoned as a child because of a deformity, Ghor is adopted by a pack of wolves. Raised by them, he adopts the ways of the wolf, yet when he meets up with humanity joins them. Constantly struggling with his wolf upbringing and his human surroundings, Ghor becomes a mighty war hero wherever he goes.

This is an excellent adventure book that takes a Conan like hero and plots him against all sorts of evil (and good), including some Cthulhu creations as well.

Originally Ghor was an unfinished story by Conan creator Robert Howard. Upon finding this unfinished story, a magazine decided to finish it. What they did was have a different chapter every month written by a different top fantasy writer. It made the reading interesting.

While most of the chapters were great. Some were excellent. Unfortunately there were a couple chapters that I just wanted to get through to reach the next writers' chapter. Overall a really good read.

I WAS VERY SUPRISED ABOUT HOW WELL THIS STORY CAME OFF. THE VARIUOS WRITERS DID AN EXCELLENT JOB IN WRITING AN EXCITING BOOK THAT FLOWED SMOOTHLY. IT DID NOT COME OFF AS A SERIES OF SHORT STORIES. THIS IS AN EXCELLENT BOOK FOR ROBERT E. HOWARD FANS, AND FANS OF FANTASY IN GENERAL.

After reading Badlands , Goldfield and Sierra, and becoming quite a fan of Richard Wheeler, this latest work was dull to say the least.

Second Lives left me feeling hollow and found it difficult to get through the unimpressive and boring storyline given. I had no connection to the misplaced characters.

Second Lives is not the typical Western fare. Superbly written, this book is much more character driven than most other offerings from this genre. Incident is not the major emphasis. Here, instead, are very real people who shift and change as a result of forces both within and outside of themselves. Those readers who appreciate fine writing, sharply delineated characters, and a novel that causes the reader to truly care about its players will find much to admire here. Each person in the book is pushed into examining his or her existence, and the choices necessary to achieve some sort of fulfillment. Most of the characters seem to have arrived at a rapproachement with themselves, and with the vicissitudes of life by the novels end. The title here suggests a certain rite of passage in which the old rules and landmarks these characters used to guide their existence no longer work. It is now up to these people to fashion a future based upon the abiding lessons that experience has painfully taught them.

I read this selection for a genre fiction class I have in a graduate Library Science program, and this is the best book I've run across during the course of my assignments. Based upon the evidence of what I have just read, Richard S. Wheeler is one very fine writer. Quite frankly, I did not anticipate such a richly rewarding reading experience.

This is a very accessible book for lay people and novice practioners, and also has enough points of interest for those more experienced in TCM. However, for those familiar with modern acupuncture as currently practiced in Nanjing University of TCM, it is a little less useful in the practicals of theraputic application. It also is a little frustrating for those not so enthusiastic about Nigel Wiseman's glossary of medical terminology. All in all, though, it is a worthwhile addition to your medical library.

I live in St. Louis and love both the Rams and Kurt Warner. I bought this book expecting to find out information on Warner and the magical season, but got rambling ... instead. The book is one chapter after another of people telling stories about themselves, some of which do not even know Warner. I bought the book at a local grocery store that had a huge promotion, selling copies at half-off the list price. Good books do not sell for half-price immediately after being published. It is not worthy of a match to burn it.

I'm a big Kurt Warner fan, both as a football player and a peron. However, this book is almost degrading to him. Although everyone quoted speaks highly of Kurt, the author's presentation is extremely poor. It reads like he taped interviews and transcribed them word for word into a book. Very boring.

I am a huge Kurt Warner fan. However, this book was terrible. It seemed that it was thrown together so it could get to market quick. I wouldn't want anyone to waste their time with this. I normally don't try to trash items that people put a lot of work into. However, I don't feel there was lot of work put into this project. The book consists of stories/letters from people that new him. Most stories are disjointed at best. Sorry Kurt. Just don't feel this book is worthy of your achievements.