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Great Boss Dead Boss
Motivating entire organizations to embrace large-scale change is the biggest challenge most managers face. Ray Immelman’s insightful book offers a new perspective on why groups resist change and how to leverage the very same trait to get change implemented. Learn how to develop a strategy to gain buy-in and commitment to new behaviors on a large scale. One of the richest businessmen in America described it as "Very to the point."
317 pages, Paperback
First published September 1, 2003
17 people are currently reading
321 people want to read
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Displaying 1 - 21 of 21 reviews
July 15, 2025
Another business novel. As usually about business and quite unusually about some shamans and tribes. Who plays the role of a shaman? Management. Who is the tribe? All the employees. How good can it be? Well... it’s a surprisingly easy and enjoyable read. And sorry for the spoiler, but no boss was found dead in this book.
Bosses… Some good… Somedead bad. People work in groups. Like tribes. The book shows how tribes work. And how bosses lead them. Or fail. Change is hard. Bosses make it harder. Or easier.
Main takeaways:
Understanding Tribalism
-Instead of viewing employees as isolated individuals, leaders should recognize them as members of interconnected groups.
-Observe and analyze the existing tribal structures within the company.
Analyzing Tribal Attributes
-Identify the “common enemies” that unite or divide groups.
-Understand the role of “symbols” and “language” in creating tribal identity.
-Analyze the flow of information and influence within each tribe.
Leveraging Tribal Dynamics
-Use tribal dynamics to facilitate, rather than resist, change.
-Gain “buy-in” from influential tribal members.
-Build a sense of shared purpose and identity.
Leadership and Dedication
-Focus on building subordinate dedication and respect, not just compliance.
-Prioritize communication and transparency.
-Create an environment where individuals feel valued and secure.
Facilitating Healthy Tribes
-Identify and address unhealthy tribal behaviors.
-Promote collaboration and reduce inter-tribal conflict.
-Foster a sense of belonging and shared values across the organization.
Change Management
-Understand that resistance to change is natural tribal behavior.
-Craft change strategies that work with, not against, tribal tendencies.
-By understanding these group dynamics, leaders can create a more harmonious and productive work environment.
Bosses… Some good… Some
Main takeaways:
Understanding Tribalism
-Instead of viewing employees as isolated individuals, leaders should recognize them as members of interconnected groups.
-Observe and analyze the existing tribal structures within the company.
Analyzing Tribal Attributes
-Identify the “common enemies” that unite or divide groups.
-Understand the role of “symbols” and “language” in creating tribal identity.
-Analyze the flow of information and influence within each tribe.
Leveraging Tribal Dynamics
-Use tribal dynamics to facilitate, rather than resist, change.
-Gain “buy-in” from influential tribal members.
-Build a sense of shared purpose and identity.
Leadership and Dedication
-Focus on building subordinate dedication and respect, not just compliance.
-Prioritize communication and transparency.
-Create an environment where individuals feel valued and secure.
Facilitating Healthy Tribes
-Identify and address unhealthy tribal behaviors.
-Promote collaboration and reduce inter-tribal conflict.
-Foster a sense of belonging and shared values across the organization.
Change Management
-Understand that resistance to change is natural tribal behavior.
-Craft change strategies that work with, not against, tribal tendencies.
-By understanding these group dynamics, leaders can create a more harmonious and productive work environment.
December 23, 2009
For me, reading this book was painful. I don't know if it's because so many others in my business had said it was a great book, or becuase I just didn't like it. There was one female character that you might say was in a position of power and the boss in this book allocated her the task of organising the fashion show for the new work uniforms and organising the end of order party, while the men problem solved, made decisions and used their brains to better the business. For a book written in 2003 I had big problems with this part of the story.
It learnt very little that could be used in the business world, although I did learn little snippets here and there about tribes in history or business in history which were the small seconds of light in this book.
I'm still trying to figure out why so many people I work with "love" this book.
It learnt very little that could be used in the business world, although I did learn little snippets here and there about tribes in history or business in history which were the small seconds of light in this book.
I'm still trying to figure out why so many people I work with "love" this book.
August 5, 2020
По форме это бизнес-роман, но не такой живой, как Цель или 5 пороков, тут автор скатывается в нотации и выдержки из других книг. Но идеи которые он приводит замечательно укладываются в цельную картину.
По содержанию - описание альтерантивной структуры для организации, построенной на идеях Личной и Групповой Безопасности и Значимости. Бонусом идут размышления о лидерстве и мотивации.
5\5 и обязательно читать всем менеджерам и им сочувствующим.
По содержанию - описание альтерантивной структуры для организации, построенной на идеях Личной и Групповой Безопасности и Значимости. Бонусом идут размышления о лидерстве и мотивации.
5\5 и обязательно читать всем менеджерам и им сочувствующим.
June 18, 2018
The books is written in the “business novel” style, similar to “The Goal” and “The Phoenix Project”, where the main protagonist, a capable manager, is given the mission to rescue an organization from a problematic, high stakes situation. He quickly realizes that his past experience won’t help this time, and falls into despair. By chance, he’s put in contact with a mysterious, wise, advisor who accepts to mentor and guide him through a paradigm change, using a Socratic style, which eventually leads him to higher enlightenment (and, of course, a new corner office.)
I found the character of the advisor (Butch) a little irritating, and the storytelling somewhat tedious at times, but of course, one doesn’t expect a book like this to be a literary gem, and at least it avoids detours into character development and personal side stories (as The Goal does.)
The book does succeed in exploring a compelling social model for understanding motivation in an organizational context. The “tribal attributes” are progressively “discovered” by the main character (Greg) as the story progresses, and presented in a combination of conceptual reasoning, examples from the story and other “anecdotes” from variety of contexts (companies, historical and political events, etc.)
The book lacks, however, a summary of the model. The different dimensions and tribal attributes are shown in the text as “sticky notes” Greg is writing as he goes from one epiphany to the next, but there’s no consolidated summary.
I found the character of the advisor (Butch) a little irritating, and the storytelling somewhat tedious at times, but of course, one doesn’t expect a book like this to be a literary gem, and at least it avoids detours into character development and personal side stories (as The Goal does.)
The book does succeed in exploring a compelling social model for understanding motivation in an organizational context. The “tribal attributes” are progressively “discovered” by the main character (Greg) as the story progresses, and presented in a combination of conceptual reasoning, examples from the story and other “anecdotes” from variety of contexts (companies, historical and political events, etc.)
The book lacks, however, a summary of the model. The different dimensions and tribal attributes are shown in the text as “sticky notes” Greg is writing as he goes from one epiphany to the next, but there’s no consolidated summary.
October 20, 2022
Ujęte w opowieść przedstawienie modelu plemiennego służącego do rozumienia i sterowania zachowaniami jednostek oraz grup. Greg dostaje zadanie niemożliwe. Jak zwykle w historiach biznesowych wszystko jest źle z firmą, zespołem a zadanie z tych, od których zależy przetrwanie.
Historia jak historia, sam model jednak jest wart uwagi, próbuje jednocześnie adresować zachowania indywidualne i grupowe i pokazuje jak nimi zarządzać. Sterowanie odbywa się czterema parametrami: Bezpieczeństwem Indywidualnym, Bezpieczeństwem Plemienia, Wartością Indywidualną i Wartością Plemienia. Jeżeli plemię to firma a wróg to konkurencja, to sukces jest blisko.
Historia jak historia, sam model jednak jest wart uwagi, próbuje jednocześnie adresować zachowania indywidualne i grupowe i pokazuje jak nimi zarządzać. Sterowanie odbywa się czterema parametrami: Bezpieczeństwem Indywidualnym, Bezpieczeństwem Plemienia, Wartością Indywidualną i Wartością Plemienia. Jeżeli plemię to firma a wróg to konkurencja, to sukces jest blisko.
March 11, 2018
Построение сильной организации и становление сильного руководителя описано в формате бизнес романа. Тем самым читать книгу намного интереснее и захватывающе. Несмотря на интересный формат в книге есть системность, очень чётко прослеживаются шаги, необходимые для построения сильной организации. Красной нитью идёт акцент на самой важной составляющей любой организации - ЛЮДЯХ.
Пожалуй одна из самых важных, прочитанных книг. Количество заметок, выписок и идей зашкаливает. Рекомендую к прочтению и перечитыванию!
Пожалуй одна из самых важных, прочитанных книг. Количество заметок, выписок и идей зашкаливает. Рекомендую к прочтению и перечитыванию!
December 18, 2017
Great management book!
August 16, 2018
Awesome book!
A must read for every leader ou change agents aiming to make a real difference on organizations
A must read for every leader ou change agents aiming to make a real difference on organizations
February 24, 2020
Really nice introduction to team dynamics and tribal leadership
February 26, 2020
A very interesting and captivating story, that does not lose the points and insights of great leadership in the modern world.
August 18, 2019
(The English review is placed beneath Russian one)
Для тех, кому понравилась книга «Цель», будет интересна и эта книга. Читая книгу «Boss. Бесподобный или бесполезный», меня не покидало ощущение, что её писал ученик Голдратта. Это ощущается даже в том, как Рэймонд Иммельман держат читателя в напряжении - получилось точно как у Голдратта (сюда же то, что обоих главных героев учит некий гуру). Конечно, это две разные книги, в том смысле, что один посвятил её менеджменту, а другой – управлению персоналом (мотивация, лидерство и так далее). Но, не смотря на это, книгу «Boss. Бесподобный или бесполезный» всё же приятнее и интереснее читать, чем горы скучной и не интересной литературы (включая бизнес-книги) по управлению человеческими ресурсами.
Главная идея книги – создать на предприятии одну общую (с общими целями) команду. Вместо слова «команда» Рэймонд Иммельман использует слово «племя». Как и в книги «Цель», где главный герой отправляется на убыточный и неэффективный завод, в книге Рэймонда, героя отправляют на новое и такое же неэффективное предприятие. Как и у Голдратта, в книге «Boss. Бесподобный или бесполезный» герою нужно пройти через несколько озарений (ключевых идей управления персоналом), чтобы в конце достойно выполнить поставленную перед ним цель, т.е. выполнить сверхважный заказ.
Центральным правилом будет создать на заводе из многих разрозненных племён, враждующих между собой и с центральным офисом (включая новоназначенного главного героя), одно монолитное племя которое руководствуется интересами завода (которые становятся интересами и всех рабочих).
По моему мнению, самым интересным стала идея о разных племенах внутри компании, которые нужно увидеть и ликвидировать. К примеру, племена могу даже начать формироваться по тому, кто какую одежду носит. Если рабочие носят белые халаты, а руководство – жёлтые, то будет образованно два племени, которое будет отстаивать свои, а не общие интересы и которые будут показывать друг на друга в случаи провала проекта. Племенем могут быть: бухгалтерский отдел, отдел маркетинга и продаж, административный отдел и так далее.
В общем, не зря книгу много кто рекомендует и не зря на её обложке написано, что это «Бизнес-роман №1 в России».
For those who liked the book "The Goal" by Eliyahu Goldratt will be interesting also this book. While reading the book "Great Boss, Dead Boss", I couldn't help but feel as if it was written by Goldratt's student. It can be felt even in the way that Ray Immelman keeps the reader in suspense - it turned out exactly like Goldratt's (for example, both main characters are taught by a certain guru). Of course, these are two different books, in the sense that one dedicated it to management and the other to human resources management (motivation, leadership, etc.). But despite this, the book "Great Boss, Dead Boss" is still more pleasant and interesting to read than a mountain of boring and not interesting literature (including business books) on human resources management.
The main idea of the book is to create one common (with common goals) team at the enterprise. Instead of the word "team", Ray Immelman uses the word "tribe". As in "The Goal", where the protagonist goes to an unprofitable and inefficient factory, Ray Immelman's book sends the protagonist to a new and equally inefficient enterprise. The character also needs to go through a few insights (key ideas of human resources management), in order to finally fulfill the goal set for him, i.e., to fulfill a very important order.
The central point will be to create at the plant of many disparate tribes, fighting among themselves and with the central office (including the newly appointed main character), one monolithic tribe, which is guided by the interests of the plant (which become the interests of all workers).
In my opinion, the most interesting idea was the idea of different tribes within the company, which should be seen and eliminated. For example, tribes can even begin to form by who wears what clothes. If the workers wear white robes, and the management - yellow, then two tribes will be formed, which will defend their own, not the common interests, and which will point to each other in case of failure of the project. Tribesmen may be: accounting, marketing and sales, administration, and so on.
In general, it is not in vain that a lot of people recommend the book, and it is not in vain that it is written on its cover that it is "Business novel №1 in Russia".
Для тех, кому понравилась книга «Цель», будет интересна и эта книга. Читая книгу «Boss. Бесподобный или бесполезный», меня не покидало ощущение, что её писал ученик Голдратта. Это ощущается даже в том, как Рэймонд Иммельман держат читателя в напряжении - получилось точно как у Голдратта (сюда же то, что обоих главных героев учит некий гуру). Конечно, это две разные книги, в том смысле, что один посвятил её менеджменту, а другой – управлению персоналом (мотивация, лидерство и так далее). Но, не смотря на это, книгу «Boss. Бесподобный или бесполезный» всё же приятнее и интереснее читать, чем горы скучной и не интересной литературы (включая бизнес-книги) по управлению человеческими ресурсами.
Главная идея книги – создать на предприятии одну общую (с общими целями) команду. Вместо слова «команда» Рэймонд Иммельман использует слово «племя». Как и в книги «Цель», где главный герой отправляется на убыточный и неэффективный завод, в книге Рэймонда, героя отправляют на новое и такое же неэффективное предприятие. Как и у Голдратта, в книге «Boss. Бесподобный или бесполезный» герою нужно пройти через несколько озарений (ключевых идей управления персоналом), чтобы в конце достойно выполнить поставленную перед ним цель, т.е. выполнить сверхважный заказ.
Центральным правилом будет создать на заводе из многих разрозненных племён, враждующих между собой и с центральным офисом (включая новоназначенного главного героя), одно монолитное племя которое руководствуется интересами завода (которые становятся интересами и всех рабочих).
По моему мнению, самым интересным стала идея о разных племенах внутри компании, которые нужно увидеть и ликвидировать. К примеру, племена могу даже начать формироваться по тому, кто какую одежду носит. Если рабочие носят белые халаты, а руководство – жёлтые, то будет образованно два племени, которое будет отстаивать свои, а не общие интересы и которые будут показывать друг на друга в случаи провала проекта. Племенем могут быть: бухгалтерский отдел, отдел маркетинга и продаж, административный отдел и так далее.
В общем, не зря книгу много кто рекомендует и не зря на её обложке написано, что это «Бизнес-роман №1 в России».
For those who liked the book "The Goal" by Eliyahu Goldratt will be interesting also this book. While reading the book "Great Boss, Dead Boss", I couldn't help but feel as if it was written by Goldratt's student. It can be felt even in the way that Ray Immelman keeps the reader in suspense - it turned out exactly like Goldratt's (for example, both main characters are taught by a certain guru). Of course, these are two different books, in the sense that one dedicated it to management and the other to human resources management (motivation, leadership, etc.). But despite this, the book "Great Boss, Dead Boss" is still more pleasant and interesting to read than a mountain of boring and not interesting literature (including business books) on human resources management.
The main idea of the book is to create one common (with common goals) team at the enterprise. Instead of the word "team", Ray Immelman uses the word "tribe". As in "The Goal", where the protagonist goes to an unprofitable and inefficient factory, Ray Immelman's book sends the protagonist to a new and equally inefficient enterprise. The character also needs to go through a few insights (key ideas of human resources management), in order to finally fulfill the goal set for him, i.e., to fulfill a very important order.
The central point will be to create at the plant of many disparate tribes, fighting among themselves and with the central office (including the newly appointed main character), one monolithic tribe, which is guided by the interests of the plant (which become the interests of all workers).
In my opinion, the most interesting idea was the idea of different tribes within the company, which should be seen and eliminated. For example, tribes can even begin to form by who wears what clothes. If the workers wear white robes, and the management - yellow, then two tribes will be formed, which will defend their own, not the common interests, and which will point to each other in case of failure of the project. Tribesmen may be: accounting, marketing and sales, administration, and so on.
In general, it is not in vain that a lot of people recommend the book, and it is not in vain that it is written on its cover that it is "Business novel №1 in Russia".
September 7, 2022
Good
This entire review has been hidden because of spoilers.
June 27, 2013
1. A strong tribe must have a common enemy
2. A strong tribe has crearly defined symbols
3. A strong tribe offers a superordinate identity to all sub-tribes
4. A strong tribe has a credible, just cause for its continued existance
5. A strong tribe has an accepted rite of passage
6. A strong tribe has clear external measures of success
7. A strong tribe understands and protects its source of power
8. A strong tribe knows how it compares to the "untouchables"
9. A strong tribe has clear and credible credible criteria for tribal membership
10. Tribes communicate in a non-traditional, subjective and intuitive manner
11. A strong tribe develops its own unique language
12. Tribal roles are fundamentally different from accepted functional roles
13. Strong tribes record and celebrate significant events that reinforce their identity and value
14. A strong tribe has a clearly defined and well-known justice mechanism
15. A strong tribe has a clearly defined icon that embodies the tribal value
16. A strong tribe has a walled city - a place of refuge where things of value to the tribe are kept
17. A strong tribe possesses objects of value that embody the tribes value
18. A strong tribe has a revered figure head
19. A strong tribe celebrates and cares for the skills, tools and implements required for its prosperity
20. A strong tribe expects unquestioning loyality.
21. A strong tribe has clearly defined roles, responsabilities, values, authority, power structure and chain of command
22. A strong tribe has a leader dedicated to the tribes succes.
2. A strong tribe has crearly defined symbols
3. A strong tribe offers a superordinate identity to all sub-tribes
4. A strong tribe has a credible, just cause for its continued existance
5. A strong tribe has an accepted rite of passage
6. A strong tribe has clear external measures of success
7. A strong tribe understands and protects its source of power
8. A strong tribe knows how it compares to the "untouchables"
9. A strong tribe has clear and credible credible criteria for tribal membership
10. Tribes communicate in a non-traditional, subjective and intuitive manner
11. A strong tribe develops its own unique language
12. Tribal roles are fundamentally different from accepted functional roles
13. Strong tribes record and celebrate significant events that reinforce their identity and value
14. A strong tribe has a clearly defined and well-known justice mechanism
15. A strong tribe has a clearly defined icon that embodies the tribal value
16. A strong tribe has a walled city - a place of refuge where things of value to the tribe are kept
17. A strong tribe possesses objects of value that embody the tribes value
18. A strong tribe has a revered figure head
19. A strong tribe celebrates and cares for the skills, tools and implements required for its prosperity
20. A strong tribe expects unquestioning loyality.
21. A strong tribe has clearly defined roles, responsabilities, values, authority, power structure and chain of command
22. A strong tribe has a leader dedicated to the tribes succes.
This entire review has been hidden because of spoilers.
November 20, 2016
Well this is definitely something.
I had quite a confused reaction at the beginning, because it's a novel about internal corporate communication. I mean, there is a protagonist, Greg, who has a mentor and a factory and a challenge and all that jazz. The hero also goes to a spiritual journey to Africa (they didn't bother to list a specific country). So we have that.
As a novel it's terrible. If it was a movie, Greg would be played by Tom Cruise, mentored by Tony Soprano, ignorant towards his wife and always getting the good hand in every game. Even the biggest boss fight took 2 pages and nobody got hurt.
But this strange narrative made me be more involved into the whole thing and now I might like it way more than I would if it was structured as any usual business book.
The book discusses corporate structures, forming communities and increasing motivation. They call it creating a Tribe - and lists out various features of it. While some of the ideas are quite simple (Leader that is involved is important;O), many were really interesting (Importance of corporate slang).
In general, some great insights, some weird storylines, some tears shredded, some advice taken.
I had quite a confused reaction at the beginning, because it's a novel about internal corporate communication. I mean, there is a protagonist, Greg, who has a mentor and a factory and a challenge and all that jazz. The hero also goes to a spiritual journey to Africa (they didn't bother to list a specific country). So we have that.
As a novel it's terrible. If it was a movie, Greg would be played by Tom Cruise, mentored by Tony Soprano, ignorant towards his wife and always getting the good hand in every game. Even the biggest boss fight took 2 pages and nobody got hurt.
But this strange narrative made me be more involved into the whole thing and now I might like it way more than I would if it was structured as any usual business book.
The book discusses corporate structures, forming communities and increasing motivation. They call it creating a Tribe - and lists out various features of it. While some of the ideas are quite simple (Leader that is involved is important;O), many were really interesting (Importance of corporate slang).
In general, some great insights, some weird storylines, some tears shredded, some advice taken.
July 19, 2010
Blogged a review: http://blog.jackvinson.com/archives/2...
Earlier I had wondered how this book related to Bob Sutton's new "Good Boss, Bad Boss?" http://www.amazon.com/exec/obidos/ASI...
or to the blog entry on "How Great Bosses Think about It and Do It" http://www.psychologytoday.com/blog/w...
While I haven't read Sutton's book yet, the Psychology Today article was primarily around innovation, though I would imagine a motivated workforce would be a better place for innovation.
Earlier I had wondered how this book related to Bob Sutton's new "Good Boss, Bad Boss?" http://www.amazon.com/exec/obidos/ASI...
or to the blog entry on "How Great Bosses Think about It and Do It" http://www.psychologytoday.com/blog/w...
While I haven't read Sutton's book yet, the Psychology Today article was primarily around innovation, though I would imagine a motivated workforce would be a better place for innovation.
October 4, 2013
my personal opinion is that this should be a book that most of our leaders today, in those big corporations should read. it offers a good example of human behavior at work and how one, if understands basic things about their employees can turn a company around and have its people work for a more than a salary. In order to be able to lead you need to understand the people you are leading, identify and KNOW them. Only then you will be able o lead them.
September 9, 2012
Since I have read the book, I cannot help but look at organizations through the lens of tribal behavior. It is a rare occasion that a book has such an immediate impact on how you view your work environment.
February 6, 2014
A recommend read! It has given me another model in which to view origanisations and helps me better understand why we act the way we do to survive within them.
September 22, 2015
Great book how-to-build a strong and powerful tribe and become a strong leader.
Want to read
September 27, 2012As one wise person said: 'If you motivate an idiot, you'll have a motivated idiot'.
May 1, 2017
Nereali!
Displaying 1 - 21 of 21 reviews