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    • Books by Dr. Ichak Adizes
      • 🧠The Ideal Executive: Why You Cannot Be One and What To Do About It
        • Introduction
          • Organization of the book
        • 1. Barking Up The Wrong Tree
          • A Corporate Fairy Tale (The Outdated Paradigm)
          • What is "Management"?
          • The Fallacy
        • 2. The Functionalist View
          • The Tasks of Management
          • The (PAEI) Code
          • The (P)roducer – (Paei) style
          • The (A)dministrator - (pAei) style
          • The (E)ntrepreneur – (PaEi) style
          • The Integrator – (paeI) style
          • Summing up the Functionalist View
        • 3. What Causes Mismanagement?
          • The Myth Of The Perfect Manager
          • (PAEI) Incompatibilities
          • The impossible dream
        • 4. Mismanagement Styles
          • Confronting the Inevitable
          • The Lone Ranger (P---)
          • The Bureaucrat (-A--)
          • The Arsonist (--E-)
          • The SuperFollower (---I)
          • The Common Denominator
        • 5. Working Together
          • A complementary team
          • The Bad News
        • 6. Can We Talk?
          • A Window on Managerial Styles
          • The Inevitability of Miscommunication
          • Translator Needed
        • 7. Constructive Conflict
          • Good Conflict, Bad Conflict
          • Honoring Diversity
          • Back to the Paradigm
        • 8. Structuring Responsibilities Right
          • Organizational Ecology
          • Why Structure Matters
          • Structuring for Accountability
          • Back to the Functionalist View
          • A template for Good Structure
        • 9. Matching Style to Task
          • Diagnosing a Type
          • Coding Jobs: A Basic Template
          • The Complementary Team Jigsaw Puzzle
        • 10. The Right Process: the Dialogue
          • The Managerial Tower of Babel
          • Dealing with a (P) – A (P)roducer or Lone Ranger
          • Dealing With an (A) – An (A)dministrator or Bureaucrat
          • Dealing With an (E) – An (E)ntrepreneur or Arsonist
          • Dealing With an (I) - an (I)ntegrator or Superfollower
          • Keeping Your Styles Straight: A Cautionary Tale
        • 11. Converting Management by Committee into Teamwork
          • The Communication Blues
          • Questions, Doubts, and Disagreements
        • 12. The Right People and Shared Vision and Values
          • The Role of Leadership
          • Sharing Vision and Values
          • The Visioning Process
        • 13. Nurturing the Wrong Tree?
          • The Wrong Tree
          • Traditional management Squashes Potential
          • The Management Training Gap
        • 14. The Mission of Management and Leadership Education
          • Decision-Making Programmability
          • The Effectiveness of Training
          • Delegation and Decentralization
          • What Organizations Can Do Themselves
          • The Dark Side of Formal Education
      • 📈Mastering Change: Introduction to Organizational Therapy
        • Acknowledgments
        • Introduction to the new edition
        • Management, Executives, Leadership…
        • Conversation 1: Change and Its Repercussions
        • Conversation 2: On Parenting, Management, or Leadership
        • Conversation 3: Predicting the Quality of Decisions
        • Conversation 4: Efficiency and Effectiveness
        • Conversation 5: The Incompatibility of Roles
        • Conversation 6: Management, Leadership, and Mismanagement Styles
        • Conversation 7: What to Do About Change
        • Conversation 8: Responsibility, Authority, Power, and Influence
        • Conversation 9: Predicting the Efficiency of Implementing Decisions
        • Conversation 10: What Makes the Wheels Turn
        • Conversation 11: How to Communicate with People
        • Conversation 12: Perceiving Reality
        • Conversation 13: Quality of People
        • Conversation 14: How to Convert Committee Work into Teamwork
        • Conversation 15: The Adizes Program for Organizational Transformation
      • 🔄Managing Corporate Lifecycles
        • Introduction
        • Chapter 1. Change and Its Repercussions
        • Chapter 2. Courtship
        • Chapter 3. Infancy
        • Chapter 4. The Wild Years: Go-Go
        • Chapter 5. The Second Birth and the Coming of Age: Adolescence
        • Chapter 6: PRIME
        • Chapter 7: The Signs of Aging n
        • Chapter 8: The Aging Organizations: Aristocracy
        • Chapter 9: The Final Decay: Salem City, Bureaucracy, And Death
        • Chapter 10: Tools For Analysis
        • Chapter 11: Predicting The Lifecycle: A Metaphorical Dance
        • Chapter 12: PAEI And The Lifecycle: Stage By Stage
        • Chapter 13: Predicting The Capability To Solve Problems
        • Chapter 14: The Causes Of Organizational Aging
        • Chapter 15: Structural Causes Of Aging
        • Chapter 16: Organizational Therapy
        • Chapter 17: Treating Organizations On The Typical Path: A Contingency Approach
        • Chapter 18: The Optimal Path
    • Other Books
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  1. Library
  2. Books by Dr. Ichak Adizes

The Ideal Executive: Why You Cannot Be One and What To Do About It

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Last updated 1 year ago

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Why this book?

Change is constant. The process has been going on since the beginning of time and will continue forever. The world is changing physically, socially, and economically. Change is here to stay.

And change creates problems. In fact, the greater the quantity and velocity of the changes, the greater the quantity and complexity of the problems we will have.

Why does change create problems? Because everything – everything – is a system, whether we are talking about a human being or the solar system. And every system is by definition composed of subsystems. When change occurs, the subsystems do not change synchronously. Some subsystems change faster than others. The result is disintegration, and problems are the manifestation of that disintegration. Any problem you might have – with your car, your marriage, at work – analyze it and you will find that something has fallen apart, and it has fallen apart because of change.

These manifestations of disintegration caused by change, which we call problems, require solutions. And whatever decisions organizational leaders make about how to deal with those problems will create new changes, and those changes will create new discontinuities and thus tomorrow’s problems. The purpose of management, leadership, parenting, or governing – any form of organizational leadership – is to solve today’s problems and get ready to deal with tomorrow’s problems. And that means managing change.

How should it be done?

In one of my early books, How to Solve the Mismanagement Crisis (first published by Dow Jones Irwin in 1979 and subsequently reprinted several times by Adizes Institute), I introduced my theory of management: How to manage change, how to solve problems caused by change. The book, which presented a new approach to manage-16 Ichak Adizes, The Ideal Executive ment, was translated into 22 languages and in several countries it became a bestseller. It is taught in nearly every school of social sciences at universities in Israel, Denmark, Sweden, and Yugoslavia, among other nations, and is still in print in the United States, despite being published almost 25 years ago.

As my knowledge of the subject increased with the experience of working with hundreds of companies in 48 countries, I expanded each chapter of that book into a book of its own. The chapter on corporate lifecycles became Corporate Lifecycles: Why Organizations Grow and Die and What to Do About It (Paramus, N.J.: Prentice Hall, 1989). A new and enlarged third edition of this book has been published in 2004 as a series of three books by Adizes Institute: Corporate Lifecycles: HOW Organizations Grow Age and Die; Volume 2: WHY Organizations Grow Age and Die, and Volume 3: HOW to Manage Balanced Growth and Rejuvenate Organizations.

The chapter on how to bring and keep an organization in its Prime condition of vitality became The Pursuit of Prime (Santa Monica: Knowledge Exchange, 1996, also reprinted by Adizes Institute), and the chapter on how to manage change grew into a book titled Mastering Change (Santa Barbara: Adizes Institute, 1992). The parts of that introductory book that did not get expanded are being elaborated now in a set of three books, of which this is the first: The Ideal Executive: Why You Cannot Be One and What to Do About It (A New Paradigm for Management). In this book, I discuss why management education is barking up the wrong tree and why no one can be the perfect, textbook executive that management education is trying to develop.

The section on management and mismanagement styles – not collages of perfect traits that no one actually possesses, but the real styles of normal people – are covered in the second book, Management and Mismanagement Styles. In the third book of the new series I address the issue of how to deal with each management and mismanagement style: how to communicate, co-decide, implement, reward, manage change, etc.

It is not necessary to read the entire series in order to understand the principles discussed in these books; each book in the series can stand alone. That necessitates, however, that some concepts will be summarized or repeated from one book to another, in order to show the continuity of the logic: I cannot present point B unless the reader understands point A. In addition, because much has been learned during the past thirty years, a great deal of the information published in earlier books has been updated and corrected. Thus, for example, each book reviews the roles of management, and the ways in which those roles are incompatible. Even if you are already knowledgeable about those roles, I recommend that you reinforce your grasp of the material by reading the chapters that explain them.

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