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Title: Tales from the Playing Field: A New Strategy for Business Management Coaching by Gilles R. Rochefort ISBN: 0-9698972-7-8 Publisher: Woodley & Watts Pub. Date: 01 July, 2001 Format: Paperback Volumes: 1 List Price(USD): $19.95

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Average Customer Rating: 5 (3 reviews)

Rating: 5
Summary: Tales from the Playing Field
Comment: This is an easy to read, well organized and very informative book. I highly recommend this book to the many managers who feel compelled or forced by circumstance to put people into managerial/supervisory positions without adequate training. Even with adequate training, you could still benefit significantly by giving this book a thorough workout.

Too many managers learn their trade through "On the job training" or "Trial by fire" as most managers see it. Having been the recipient of this kind of learning, I can say that Mr. Rochefort's book would have been of immense help to me as I struggled to understand the newances of team building, goal development, open communication and building employee loyalty.

Mr. Rochefort has an uncanny ability to weave fact and fiction while bringing clarity and excitement to learning about what makes a good manager and hence a good team. One can readily see how Mr.Treblid moves from confusion, anger and severe frustration, to a position of clarity of purpose and single focused direction for the team and company as he utilizes training and development skills that he gained while being involved in the sports industry and through his educational pursuits.

The lessons garnered from this book apply to seasoned vets as well as the rookies, if you are serious about learning and use the skills development exercises at the end of each chapter, you can not help but add to your management tool kit. You will also ensure that your managers will reinforce or acquire superior managerial skills and will be well prepared to lead your team to corporate and personal victory.

Real pro's don't jump into game sitautions without the benefits of warm up exercises and reinforcing skill sets, being a manager is no different we all need to practice and develop.

Ira Bailey Vice President Sales & Marketing Toronto Roadrunners of the International Hockey League

Rating: 5
Summary: Tales for the Playing Field
Comment: The following is was my book review. I added to what I previously sent you. As a management consultant, I found your book excellent because it encompasses the human elements that which include logic, structure and equally important using language to talk to people with human dignity. The content kept me interested because it was not a lecture but a story and a well thought out process that any manager can apply. Furthermore, I could easily recognize some of the characters, 'cause I too have encountered some the personalities described. One of my biggest beefs with the management consulting firms is that they are either weak in the human approach or they are weak with effective structures. Your program covers it all. To further substantiate some of the findings throughout your book: In 1998 I purchased a study on Change Management that was conducted by an American firm. It includes over 100 organizations from 22 countries and one of the most interesting point of this study is the greatest change management obstacles. Three change obstacles were most often cited: Employees resistant to change 39% Management behaviour not supportive of change 33% Inadequate resources or budget 14 % Other 14% I would espouse to surmise that perhaps employees resistance to change might be due to the management's negative support. Ultimately the employees relinquish with a tacit understanding for the hopelessness of change, at the end of the day employees resist anything that might not happen. Of course I would add that the latter is only one possible important factor there are several more as your book alludes to. Thanks much for articulating it so well.

Rating: 5
Summary: Tales for the Playing Field
Comment: As a management consultant, I found your book excellent because it encompasses the human elements that which include logic, structure and equally important using language to talk to people with human dignity. The content kept me interestd because it was not a lecture but a story and a well thought out process that any manager can apply. Furthermore, I could easily recognize some of the characters, 'cause I too have encountered some the personalities described.

One of my biggest beefs with the management consulting firms is that they are either weak in the human approach or they are weak with effective structures. Your program covers it all.

To further substantiate some of the findings throughout your book: In 1998 I purchased a study on Change Management that was conducted by an American firm. It includes over 100 organizations from 22 countries and one of the most interesting point of this study is the greatest change management obstacles. Three change obstacles were most often cited:

Employees resistant to change 39%

Management behaviour not supportive of change 33%

Inadequate resources or budget 14 %

Other 14%

I would espouse to surmise that perhaps employees resistance to change might be due to the management's negative support. Ultimately the employees relinquish with a tacit understanding for the hopelessness of change, at the end of the day employees resist anything that might not happen. Of course I would add that that the latter is only one possible important factor there are several more as your book alludes to.

Thanks much for articulating it so well.