Editorial Review:
In this thought-provoking book, Nielsen call for an end to rank based hierarchies organizations, because they foster secrecy and miscommunication, while stealing joy and dignity from our work. His new paradigm is the peer-based organization,
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Customer Reviews
Average Customer Rating: 
Self righteous hack!  2006-06-14
This is one of the worst books I have ever read! He rips most of his ideas and thoughts from other authors and never gives proper credit. Reading through this book, one gets the image Mr. Nielsen tried to apply at Franklin Covey and was denied employment, hence he had an unhealthy obession with Mr. Covey's ideas. Mr. Nielsen please stop the bitterness--stop the hate and please don't write another book!
Wow, I Wish I'd Read This in Business School!  2004-05-18
I predict that before long everyone will be talking about organizational management and design in terms of rank and peer. The book does a wonderful job comparing and contrasting these two basic types of thinking and relating. It reminds me of the pioneering work of Douglas McGregor and theory x and y, but this book goes deeper into the very nature of leadership as inherently rank-based. Excellent!
Insightful Read! 2004-05-18
This book creates a whole new paradigm in management and organizational thinking. The emphasis on context and competence instead of character and conduct is very refreshing. It's nice to hear that I don't have to change who I am to match someone else's template of what a leader or successful business person should be.
A Must Read For Organizational Consultants! 2004-05-06
This book presents some profound ideas with world changing implications, and does it in an easy to read style that completely moved me! I will never view "leaders" or "leadership" as I once did. After reading this book, I have found myself suddenly challenging anyone who glibly used the word "leadership" to promote their agendas. The author's argument that we create a dualistic and unhealthy world whenever we uncritically accept our own leadership over others or their own over us, has completely changed my approach to organizational consulting. His suggestion as well that we do less soft skills training and more hard skills like decision-making and strategic thinking makes sense. I also appreciated his advice to trust more in the tacit wisdom of our own employees over the expertise of outside consultants.
Nice Work 2004-05-06
Personal and thoughtful prose. I enjoyed reading this book.
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