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Patrick Lencioni

The Four Obsessions of an Extraordinary Executive: A Leadership Fable

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In this stunning follow-up to his best-selling book, The Five Temptations of a CEO, Patrick Lencioni offers up another leadership fable that's every bit as compelling and illuminating as its predecessor. This time, Lencioni's focus is on a leader's crucial role in building a healthy organization--an often overlooked but essential element of business life that is the linchpin of sustained success. Readers are treated to a story of corporate intrigue as the frustrated head of one consulting firm faces a leadership challenge so great that it threatens to topple his company, his career, and everything he holds true about leadership itself. In the story's telling, Lencioni helps his readers understand the disarming simplicity and power of creating organizational health, and reveals four key disciplines that they can follow to achieve it.
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  • Carlos Martinez Ruizje podijelio/la dojamprije 6 godina
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    Demasiado buen contenido, y de mucho valor para meditar ampliamente en él. Definitivamente en una organización deben haber diversas disciplinas, las mostradas en este libro permiten tener una luz a diversas situaciones que ocurren en las compañías, que sin consistencia a través de la disciplina serán imposibles de resolver. Patrick Lencioni como siempre, sorprendiéndonos con su audaz forma de describir casos reales.

    Muchas gracias.
    Carlos
    Guatemala

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    • Carlos Martinez Ruizje citiraoprije 6 godina
      The first step is to embrace the idea that, like so many other aspects of success, organizational health is simple in theory but difficult to put into practice. It requires extraordinary levels of commitment, courage and consistency. However, it does not require complex thinking and analysis; in fact, keeping things simple is critical. It can even be summarized on a single page (see facing page).
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    • Carlos Martinez Ruizje citiraoprije 6 godina
      One way that I help executive teams identify their fundamental values is by asking them to think about the two or three employees whom they believe best embody what is good about the firm. These would be people whom they would gladly clone again and again, regardless of their responsibility or level of experience. Then I ask them to write down one or two adjectives that describe the employees they selected. Usually a relatively short list of common or related terms surfaces.
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      • Carlos Martinez Ruizje citiraoprije 6 godina
        Another approach to identifying values involves focusing on the common behavioral values of the people who founded the organization. This can be particularly useful in relatively new companies where there is little opportunity to reflect on past and current employees.
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