Journey to the Emerald City

The book came in with a rip and crease near the top of the front cover and the front has marks all over it. If I didn’t really need this copy I would return it.

Any company looking to transform their culture should read this book. The books demonstrates how other companies have used experiences to create beliefs to develop actions and achieve results, a very simple but powerful model to transform to a new culture.Willie Carter, Highland Park, IL

Well written book with an interesting angle on the perspective. You'll find yourself putting on your ruby slippers and running from the tornado of a workplace into the serenity of a greener work-life!

OK book but had a hard time getting into it

I cannot give the audio book five stars because I haven't fully listened to it.However, so far, after one of three discs this appears to be another big corporation culture change dream. Make the change yourself to do the best you can and be cooperative. A little personal integrity will go a long ways to make this country better.I'd give the book 3/5 stars.

In 1998, the authors wrote The Oz Principle around the concept that "an organization will perform at its highest potential if, and only if, each of its members assumes personal accountability for achieving its results." Thus, Conners and Smith emphasize a corporate culture that is based on personal accountability, with leaders, goals, tasks, teams, and every aspect of organizational life connected to that theme.I will admit to being put off by the title and the cover. Wizard of Oz? Dorothy and her red shoes? The Cowardly Lion? Do I have time for fables and games? There are some mentions of Frank Baum's classic, some quotes, and some relationships like explaining that managers don't have magic. Overall, however, this book is a solid management book on changing organizational culture. And that's a vital issue for a lot of companies today.The book is organized into three sections whose titles give good insight into the value and flow of the text: Understanding Company Culture, Shifting to a New Culture, and Accelerating Culture Change. The ten chapters explain the concepts and a process for moving forward in an organized, results-oriented fashion. The book is filled with practical approaches that can open a company to achievements that have been trapped inside by a dysfunctional culture. The key is accountability that starts at the top of the organization with an open and complete style of leadership. No games: communication.The authors show us how to change the way people think and act. They show how to get people involved in a positive way so transformation can occur. Culture change is a journey, a journey that can be taken at an agonizingly slow pace, a normal flow (whatever that is), or moved to a higher level of velocity and enthusiasm. Graphics and an index enhance the book's value, which is far beyond the connection to the Oz story.You'll learn from consultants who have "been there" and achieved results. The knowledge you gain will enable you to achieve some change in your organization based on what these men have learned and share in this book.

I am a bank manager for a large corporation. We have a great culture established so I purchased this book not to learn how to change our corporate culture but that of my banking center. I am only about half way through the book at this point but I had to get on here and say that this is one of the most impressive books I have purchased in a long time!I would say if you are looking at ways to impact your team and develop a culture of accountability this book is exactly what you need. It does cover some things that just make sense but other things are able to be implemented immediately for improvement. My team has noticed the difference in my leadership style as a result. We have to hold them accountable but how do we do it in a way that is effective and not offensive? This is covered.One of the first things that were an "AHA" for me was regarding how we get results out of people. I have always thought we just need to impact behaviors to get the results we were searching for. The authors suggest a more in depth model. They suggest that it has four levels - First, Experience (create experiences that will enforce the desired behaviors); Second, Beliefs (once they have an experience it creates beliefs); Third, Actions (if they believe something then they will put it into action); Finally, Results (when the actions are what is desired the desired results will follow). Too many times we increase goals to get certain results BUT we forget to move the experiences, beliefs and actions in the same direction. There is so much more!

Good book