Nothing world-shaking, but a good thing to stuff into the briefcase for the next train or plane ride.
Pop science meets a business pep talk in a useful primer on building better organizations.
What’s the difference between a kindergarten class and a gaggle of business students? For one thing, writes talent-development guru Coyle (The Little Book of Talent: 52 Tips for Improving Your Skill, 2012, etc.), although the business students have been filled with case studies and mantras on institution-building and teamwork, “in fact they are engaged in a process psychologists call status management.” While the grown-ups jockey for position, the children actually make things happen. They huddle closely in groups, grab things excitedly, quickly discard things that don’t work, and don’t invest much ego into the enterprise. From basketball teams to Navy SEAL teams and businesses, all of which provide case studies for Coyle’s consideration, the overriding takeaway might be the simple but nonetheless meaningful truism, “we are all in this together.” One aspect of any collaborative venture, whether a corporate marketing project or a startup coffee shop, is that the people in it must feel connected, well-led, and safe—i.e., treated respectfully and authentically. Coyle’s mantras (“Avoid Giving Sandwich Feedback,” “Listen Like a Trampoline”) are decidedly not your grandpa’s business school notes and may sometimes come off a little nonsensically, but they seem useful throughout, especially if working with younger people who aren’t accustomed to the usual brutalities of the workaday world. “Overcommunicate expectations,” urges the author, adding that in the most successful groups, leaders are persistent in articulating their goals and what each person needs to do to move along. Tough, cigar-chewing types may decry the implied hand-holding and trophy-for-showing-up implications, but there’s something to Coyle’s insistence that people do better when they’re treated well and managed thoughtfully; as one Pixar chief puts it, “it’s more important to invest in good people than in good ideas.”
Nothing world-shaking, but a good thing to stuff into the briefcase for the next train or plane ride.Pub Date: Jan. 30, 2018
ISBN: 978-0-8041-7698-9
Page Count: 304
Publisher: Bantam
Review Posted Online: Oct. 10, 2017
Kirkus Reviews Issue: Nov. 1, 2017
Striking research showing the immense complexity of ordinary thought and revealing the identities of the gatekeepers in our...
A psychologist and Nobel Prize winner summarizes and synthesizes the recent decades of research on intuition and systematic thinking.
The author of several scholarly texts, Kahneman (Emeritus Psychology and Public Affairs/Princeton Univ.) now offers general readers not just the findings of psychological research but also a better understanding of how research questions arise and how scholars systematically frame and answer them. He begins with the distinction between System 1 and System 2 mental operations, the former referring to quick, automatic thought, the latter to more effortful, overt thinking. We rely heavily, writes, on System 1, resorting to the higher-energy System 2 only when we need or want to. Kahneman continually refers to System 2 as “lazy”: We don’t want to think rigorously about something. The author then explores the nuances of our two-system minds, showing how they perform in various situations. Psychological experiments have repeatedly revealed that our intuitions are generally wrong, that our assessments are based on biases and that our System 1 hates doubt and despises ambiguity. Kahneman largely avoids jargon; when he does use some (“heuristics,” for example), he argues that such terms really ought to join our everyday vocabulary. He reviews many fundamental concepts in psychology and statistics (regression to the mean, the narrative fallacy, the optimistic bias), showing how they relate to his overall concerns about how we think and why we make the decisions that we do. Some of the later chapters (dealing with risk-taking and statistics and probabilities) are denser than others (some readers may resent such demands on System 2!), but the passages that deal with the economic and political implications of the research are gripping.
Striking research showing the immense complexity of ordinary thought and revealing the identities of the gatekeepers in our minds.Pub Date: Nov. 1, 2011
ISBN: 978-0-374-27563-1
Page Count: 512
Publisher: Farrar, Straus and Giroux
Review Posted Online: Sept. 3, 2011
Kirkus Reviews Issue: Sept. 15, 2011
BOOK REVIEW
IN THE NEWS
These are not hard and fast rules, but Meyer delivers important reading for those engaged in international business.
A helpful guide to working effectively with people from other cultures.
“The sad truth is that the vast majority of managers who conduct business internationally have little understanding about how culture is impacting their work,” writes Meyer, a professor at INSEAD, an international business school. Yet they face a wider array of work styles than ever before in dealing with clients, suppliers and colleagues from around the world. When is it best to speak or stay quiet? What is the role of the leader in the room? When working with foreign business people, failing to take cultural differences into account can lead to frustration, misunderstanding or worse. Based on research and her experiences teaching cross-cultural behaviors to executive students, the author examines a handful of key areas. Among others, they include communicating (Anglo-Saxons are explicit; Asians communicate implicitly, requiring listeners to read between the lines), developing a sense of trust (Brazilians do it over long lunches), and decision-making (Germans rely on consensus, Americans on one decider). In each area, the author provides a “culture map scale” that positions behaviors in more than 20 countries along a continuum, allowing readers to anticipate the preferences of individuals from a particular country: Do they like direct or indirect negative feedback? Are they rigid or flexible regarding deadlines? Do they favor verbal or written commitments? And so on. Meyer discusses managers who have faced perplexing situations, such as knowledgeable team members who fail to speak up in meetings or Indians who offer a puzzling half-shake, half-nod of the head. Cultural differences—not personality quirks—are the motivating factors behind many behavioral styles. Depending on our cultures, we understand the world in a particular way, find certain arguments persuasive or lacking merit, and consider some ways of making decisions or measuring time natural and others quite strange.
These are not hard and fast rules, but Meyer delivers important reading for those engaged in international business.Pub Date: May 27, 2014
ISBN: 978-1-61039-250-1
Page Count: 288
Publisher: PublicAffairs
Review Posted Online: April 15, 2014
Kirkus Reviews Issue: May 1, 2014
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