| Book Reviews - Leadership - General [SCROLL Down to read more reviews] |
Review
This book is a must read for anyone seeking to understand the role of servant leader. Max
DePree, the Chairman and CEO of Herman Miller Inc., was one of the earliest authors to
recognize that leaders must create an environment and culture that nourishes all staff and
enables their gifts to flourish in service to the mission of the organization. This book is a short but
powerful read with language and content directly relevant to the role of a leader in today’s
church setting.
Selected Brief Quotes
“Leaders owe a covenant to the corporation or institution, which is, after all, a group of people.
Leaders owe the organization a new reference point for what caring, purposeful, committed people can
be in the institutional setting. Notice I did not say what people can do – what we can do is merely a
consequence of what we can be. Corporations, like the people who compose them, are always in a
state of becoming. Covenants bind people together and enable them to meet their corporate needs by
meeting the needs of one another.” (pg. 15)
“Covenantal relationships, on the other hand, induce freedom, not paralysis. A covenantal
relationship rests on shared commitment to ideas, to values, to goals, and to management processes.
Words such as love, warmth, personal chemistry are certainly pertinent. Covenantal relationships
are open to influence. They fill deep needs and they enable work to have meaning and to be fulfilling.
Covenantal relationships reflect unity and grace and poise. They are an expression of the sacred
nature of relationships.” (pg. 60)
This book is a must read for anyone seeking to understand the role of servant leader. Max
DePree, the Chairman and CEO of Herman Miller Inc., was one of the earliest authors to
recognize that leaders must create an environment and culture that nourishes all staff and
enables their gifts to flourish in service to the mission of the organization. This book is a short but
powerful read with language and content directly relevant to the role of a leader in today’s
church setting.
Selected Brief Quotes
“Leaders owe a covenant to the corporation or institution, which is, after all, a group of people.
Leaders owe the organization a new reference point for what caring, purposeful, committed people can
be in the institutional setting. Notice I did not say what people can do – what we can do is merely a
consequence of what we can be. Corporations, like the people who compose them, are always in a
state of becoming. Covenants bind people together and enable them to meet their corporate needs by
meeting the needs of one another.” (pg. 15)
“Covenantal relationships, on the other hand, induce freedom, not paralysis. A covenantal
relationship rests on shared commitment to ideas, to values, to goals, and to management processes.
Words such as love, warmth, personal chemistry are certainly pertinent. Covenantal relationships
are open to influence. They fill deep needs and they enable work to have meaning and to be fulfilling.
Covenantal relationships reflect unity and grace and poise. They are an expression of the sacred
nature of relationships.” (pg. 60)
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Review
Bridges provides us with a critical understanding of the difference between change and
transition. Change is external (new boss, staff reduction, etc.) while transition is internal (a
psychological acceptance of the change). He offers three stages of transition: letting go,
the neutral zone, and moving forward. This book provides great insights and examples for
parish staff and leaders. In today's complex parish environments, it is important that parish
leaders have the understanding and effective tools to manage change and transition.
Selected Brief Quotes
team roles, the new policy. Transition is the psychological process people go through to come to
terms with the new situation. Change is external, transition is internal." (pg. 3)
"It isn't the changes that the people in these cases resist. It's the losses and endings that they
experience and the transition that they are resisting. That's why it does little good to talk about
how healthy the outcomes of the change will be. Instead, you have to deal directly with the losses
and the endings."
Bridges provides us with a critical understanding of the difference between change and
transition. Change is external (new boss, staff reduction, etc.) while transition is internal (a
psychological acceptance of the change). He offers three stages of transition: letting go,
the neutral zone, and moving forward. This book provides great insights and examples for
parish staff and leaders. In today's complex parish environments, it is important that parish
leaders have the understanding and effective tools to manage change and transition.
Selected Brief Quotes
team roles, the new policy. Transition is the psychological process people go through to come to
terms with the new situation. Change is external, transition is internal." (pg. 3)
"It isn't the changes that the people in these cases resist. It's the losses and endings that they
experience and the transition that they are resisting. That's why it does little good to talk about
how healthy the outcomes of the change will be. Instead, you have to deal directly with the losses
and the endings."
Leadership is about building innovation, thinking strategically, removing obstacles, creating vision, and taking risks. Gary R. Collins Leading Ideas May, 2009 |
The Center for Parish Leadership
Equipping Catholic Leaders ~
Believing in Strong Parishes
Believing in Strong Parishes
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