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REVIEWS BY JEFF YERGLER
BUILDING ACADEMIC CHANGE THE CULTURE, LEADERSHIP BS: A CURIOUS MIND:
LEADERSHIP CAPACITY: A CHANGE THE GAME: THE FIXING WORKPLACES THE SECRET TO A BIGGER LIFE
GUIDE TO BEST PRACTICES BREAKTHROUGH STRATEGY AND CAREERS ONE Brian Grazer and Charles Fishman
Walter H. Gmelch and FOR ENERGIZING YOUR TRUTH AT A TIME Simon and Schuster (2015)
Jeffrey L. Buller ORGANIZATION AND CREATING Jeffrey Pfeffer Without question, this is one of
Jossey-Bass (2015) ACCOUNTABILITY FOR RESULTS Harper Business (2015) my favorite books in this edition
The work of Gmelch and Buller Roger Connors and Tom Smith Pfeffer’s book will certainly of Leadership. Being a life-long
is a huge beneft to those who Penguin (2011) challenge many of the assumptions learner, remaining nimble and
are responsible for crafting of the reader. He takes on the responsive as a leader, being
and shaping a leadership The reality is that for any academic leadership training and development vigilant, mentally sharp, and
development training program leader or faculty member, advancing “industry” and calls into question observant, and staying open to new
for academic administrators and change and changing culture can many, if not most, of the practices initiatives and ideas that require
faculty leaders at their college be some of the most arduous, and content used in this industry. a new depth of involvement and
or university campus. The frustrating, and “dangerous” work First and foremost, Pfeffer labels engagement in the world means that
research of the authors provides that exists within institutions. much of what is called training we must be and remain curious and
a detailed template or structure Connors and Smith have deep content as merely inspirational inquisitive. As a Hollywood producer
to assist those tasked with the and broad experience with stories or leadership approaches of a number of incredible flms and
work of converting what has been change processes and culture that have no sustainable value shows for television, Brian Grazer
an episodic and intermittent transformation. The frst half whatsoever because they change describes how his approach to
approach to developing leadership of the book is an exploration little in toxic and diffcult work pursuing notable people of infuence
capacity to a stable and structured and explanation of the authors’ environments. Secondly, he notes and engaging them in
approach that becomes part “Results Pyramid.” The second that despite all the hundreds “curiosity conversations” opens the
of the fabric of institutional half addresses the process and of thousands of dollars spent door to creativity and the emergence
operations. Far from being a components for “accelerating the on leadership training, in the of new ideas. From this reviewer’s
complex presentation of leadership culture change.” The strengths of fnal analysis, little changes in perspective, this book will provide
philosophies or a book addressing this book are the best practices and organizations. The problem, Pfeffer a challenge for any leader to stay
the politics and fnancing involved resources the authors provide the argues, is that leadership training attached to, engaged with, and
in developing a new program, this reader regarding building toward is rarely connected to performance open to new learning about the
book provides a nuts-and-bolts results and addressing complete metrics. This means that most world through the experiences of
approach, based on best practices culture change challenges and training, while it may provide a talented human beings. The stories
and rich case studies, that guides opportunities. The downside of the brief upward bump in morale and will both inspire and challenge the
the step-by-step process for book is that the reader may get lost engagement, ends up being a matter reader to exercise the discipline
building a sustainable in-house in the very resources, grids, and of throwing good money after bad. to pursue these types of curiosity
leadership program. Based on my diagrams that explain the authors’ If the reader can handle Pfeffer’s conversations and to then fnd
own experience as an educator and approach. Culture change is tough criticism, this is a must read. ways to build on, integrate, then
consultant, Gmelch and Buller’s work and the readers, if they can apply the insights.
work will be a tremendous asset. navigate the rich and detailed
information, will fnd useful and
helpful information to move forward.
RATING RATING RATING RATING
RATING | HATS OFF | THUMBS UP | SO-SO
LEADERSHIP Vol. 22.1 Spring/Summer 2016 35
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