Breaking the Mould is both innovative and quite unique - and is the story of Peter Hunter, a Managment Consultant, and the remarkable changes he has managed to bring about within different operations as diverse as dog -sled teams in Canada, to the jungles of Venezuela, to oil rigs in the North Sea. Quite simply, it is the understanding of when individuals are allowed to take ownership in the workplace, and the achievement, when doing so of a significant performance improvement, which is then sustained through the workforce themselves having made changes to the way they operate, resulting in working conditions that allow individuals to spark themselves, and in doing so, also spark their colleagues. (Peter has a Masters from Cranfield and works with organisations such as Shell, BP, and Deutag, and is an ex Royal naval Officer).
I am attaching herewith Comments on Breaking the Mould from Various Thought Leaders:
"Breaking the Mould is a personal and moving account of a management consultant on his experiences of empowerment, from the oil fields of Venezuela to Scotland. His anecdotal style is outstanding, and will help many of us enduring the problems of organizational life.....great read!"
Professor Cary L. Cooper, CBE, Professor of Organizational Psychology and Health at Lancaster University Management School.
Peter Hunter has a relentless ability to move people towards improvement. This is no easy task on a site where there are language and cultural barriers as large as the ocean.
Peter got the groups he worked with to engage in the process and they found true value in what Peter was coaching them to do. He intrigued and he pushed them towards improvement. I saw them engage in the process once Peter showed them someone was listening. In addition, they went from being an intimidated silent front line work force to being one that was knowledgeable and proud of what they were doing.
Ana Ximenes CEO
RLG International, South America.
Peter got the groups he worked with to engage in the process and they found true value in what Peter was coaching them to do. He intrigued and he pushed them towards improvement. I saw them engage in the process once Peter showed them someone was listening. In addition, they went from being an intimidated silent front line work force to being one that was knowledgeable and proud of what they were doing.
Ana Ximenes CEO
RLG International, South America.
Peter's thinking and his book are excellent. It should be a bible for all those aspiring to be 'good' managers. Clear message, don’t' micro manage the people and personalities, manage the overall and the business will make progress.
If you get the chance read it, then print out sections on A0 and hang it round the office!!!
It can be done.
If you get the chance read it, then print out sections on A0 and hang it round the office!!!
It can be done.
Dave HullFord, Essex
Fantastic read . Having worked in automotive manufacturing here for a number of years, I suffered through many different schemes, projects etc. The only time any real, sustained success was achieved was when the focus and empowerment was on the people themselves. I have always believed that no matter what business, organization you're in - - it's always about the people.
Paul SynnotCruise Control
Peter Hunter leant something years ago which, regrettably, most of us have still yet to learn. But, when we do - once we have understood the simplicity of 'Breaking the Mould' - it will transform our lives forever!
Vic Baxter
Director Business Workout.
Thanks for yet another jewel on performance management, Peter!
Your book 'Breaking the Mould' reaches me so deeply that I have stopped halfway to be able to reflect on its rich messages thus far. I will continue with it soon.
The challenge for me is how to be as patient as is obviously required in nurturing the changes to get the outcomes desired.
Your book 'Breaking the Mould' reaches me so deeply that I have stopped halfway to be able to reflect on its rich messages thus far. I will continue with it soon.
The challenge for me is how to be as patient as is obviously required in nurturing the changes to get the outcomes desired.
Evelyn Samuels
Director of Strategy Consultancy
Malaysia.
Director of Strategy Consultancy
Malaysia.
You can buy this book Online at :
7 comments:
Hi amit
thanks for posting. I think Peter applies and prefers McGregor's Theory Y or over Theory X. Secondly, if u see Jack Welch's review in this Straight from the Gut that 4 E's. Energetic Energising Execution and Edge. So first two directly correlate with Peter's Style. I will definitely read this book. I liked ur style of adding business personalitys' views on this book. Keep sending updates abt this book. And keep Posting :)
seems to be sexy book. morover better part is hands on experience of author. i will read it.
Are there any other books by Peter Hunter?
Hey, Thanks for such a great post man. Will catch it asap.
Hey guys wat is this theory X & Y. hey amit do u have any way to contact Peter Hunter either via blog, website or email id? Seems to be interesting consultant
Hi Anonymous,
Thanks for your comments and curiosity. I am not an expert in Mcgregor's theory but you can have an idea about these theories at http://en.wikipedia.org/wiki/Theory_X_and_theory_Y You can contact Peter through his website www.breakingthemould.co.uk . Theory X and theroy Y were developed way back in 1960's when Research scholars at various Ivy leauge such as Harvard,MIT and Stanford were in dilemma about success of Alumni of these Ivy leauge. Finally they concluded that Emotional Intelligence played a great role in Success of their Alumni and have a much greater impact on motivation level of an individual towards his work.Hope this helps!
Hello everybody
Thank you for your comments about the book.
There has been some discussion about Douglas McGregors work, Theory X and Theory Y. I would like to clarify as simply as I can.
Theory X is the traditional model of management with which we are all familiar. It assumes that the workforce are lazy and ignorant and would rather do anything except work. The job of the Theory X manager therefore is to create an environment in which it is so difficult for the workforce not to work that they have no option but to work.
Theory Y on the other hand assumes that the workforce is creative, intelligent and experienced. The job of the theory Y manager is therefore not to tell the workforce what he thinks they should be doing, it is instead to find out what the workforce need to do their jobs then create the environment that allows them to be proud of what they achieve.
The problems occur when a Theory X manager manages a Theory Y workforce. The Theory X managers behaviour makes the workforce sullen and resentful and causes stress. Ultimately the Theory X manager will cause the workforce to become a Theory X workforce.
Our challenge is to show the Theory X manager how to behave in a way that does not cause resentment and distrust. When he starts to behave in this way the workforce will respond by changing their behaviour.
Theory Y management generates a Theory Y workforce.
The performance improvement when this happens are astonishing and the change in the way the workforce feel about what they do is amazing.
How amazing can be seen in the stories in the book.
Peter A Hunter
www.breakingthemould.co.uk
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