The Oz Principle: Getting Results Through Individual and Organizational Accountability

by Craig Hickman, Tom Smith, Roger Connors, et al.

Book Overview

The definitive book on workplace accountability by the New York Times bestselling authors of How Did That Happen? Since it was originally published in 1994, The Oz Principle has sold nearly 600,000 copies and become the worldwide bible on accountability. Through its practical and invaluable advice, thousands of companies have learned just how vital personal and organizational accountability is for a company to achieve and maintain its best results...

• Format: Hardcover
• Language: English
• ISBN: 1591840244
• ISBN13: 9781591840244
• Release Date: April 2004
• Publisher: Portfolio
• Length: 234 Pages
• Weight: 1.04 lbs.
• Dimensions: 0.9" x 6.3" x 9.2"
• Age Range: 18 years and up
• Grade Range: Postsecondary and higher

Customer Reviews

I built a company culture on this book!

I'm now using this book to build a corp. culture for the second time. I buy a copy for every employee. I know they don't all read it. But, we use it as the text for company meetings, training and performance expectations. Big help in getting people to take more responsibility for our success as a company.

Revised, Updated, and Invaluable

In this revised and updated edition, the co-authors share with their reader what they have learned since their book was first published in 1994. Then and now, their objectives are the same: "...to help people become more accountable for their thoughts, feelings, actions, and results; and so that they can move their organizations to even greater heights. And, as they move along this always difficult and often frightening path, we hope that they, like Dorothy and her companions, discover that they really do possess the skills they need to do whatever their hearts desire." In this volume, Connors, Smith, and Hickman invoke once again a core concept of a "Line" below which many (most?) people live much (most?) of the time. Theirs is the attitude of victimization: They get stuck on a "yellow brick road" by blaming others for their circumstances; they wait for "wizards" to wave their magic wands; and they expect all of their problems to disappear through little (if any) effort of their own. What to do? Connors, Smith, and Hickman explain (step-by-step) how to Live Above the Line by assuming much greater accountability for whatever results one may desire. This can be achieved through a four-step process:"See It": Recognize and acknowledge the full reality of a situation"Own It": Accept full responsibility for one's current experiences and realities as well as others'"Solve It": Change those realities by finding and implementing solutions to problems (often solutions not previously considered) while avoiding the "trap" of dropping back Below the Line when obstacles present themselves"Do It": Summon the commitment and courage to follow through with the solutions identified, especially when there is great risk in doing soHow easy it is to summarize this four-step process...and how difficult it is to follow it to a satisfactory conclusion. (When composing brief commentaries such as this, I always fear trivializing important points.) Connors, Smith, and Hickman have absolutely no illusions about the barriers, threats, and challenges which await those who embark on this "journey" to accountability. As they indicate in this new edition of their book, they have accumulated a wealth of information during the past decade which both illustrates and reconfirms the importance of making a personal choice to rise above one's circumstances and assume the ownership of what is required to achieve desired results. This is precisely what Theodore Roosevelt had in mind when praising "the man in the arena" and what W.E. Henley asserts in the final stanza of "Invictus": "It matters not how straight the gate,How charged with punishments the scroll,I am the master of my fate:I am the captain of my soul."Organizations are human communities within which everyone involved must somehow balance personal obligations to themselves with obligations to others. For me, the interdependence of these obligations best illustrates the importance of the Oz Principle: "Accountability for resul

Elevate with Accountability

The authors' central metaphor is eminently appropriate. They correlate L. Frank Baum's plot and characters with situations in the contemporary business world inorder to answer this question: How can accountability enable individuals and thereby their organizations to achieve the results they seek? The metaphor is developed as follows: The Yellow-Brick Road: "Getting Stuck in the Victim Cycle"; There's No Place Like Home: "Focusing on Results"; The Lion: "Mustering the Courage to Accept Accountability" The Tin Woodsman: "Finding the Heart to `Own' Accountability for One's Self"; The Scarecrow: "Obtaining the Wisdom to Assume Full Responsibility for Solving One's Problems"; and Dorothy: "Exercising the Means Needed to Solve Those Problems."Granted, Dorothy and her three companions (four if counting Toto) proceed together on the journey to the Emerald City and, along the way, depend upon each other to overcome all manner of obstacles. However, keep in mind that the Emerald City is not the ultimate objective for any of them. Dorothy's, for example, is to return home to Kansas. The purpose of that journey, Baum suggests, is to learn what they do not know inorder to recognize what they already have. The authors suggest that the same is true of most (if not all) of those who comprise a "cult" of victimization which ducks responsibility while telling everyone else what to do. According to Charles Sykes, "Crisscrossing the trip wires of emotional, racial, sexual, and psychological grievance, American life is increasingly characterized by the plaintive insistence, I am a victim." (Those with any direct and extensive experience with 4-7 year olds immediately recognize this as the adult version of "the blame game.") Connors, Smith, and Hickman examine what they characterize as "the destructive force of victimization" and suggest a step-by-step process by which to overcome it. Specifically, they explain HOW to proceed from consciously or unconsciously avoiding accountability for individual or collective results "Below the Line" to accepting accountability for individual and collective performance "Above the Line." I agree with the authors that a majority of workers choose to believe that they have no control over their jobs. They view themselves -- and justify themselves -- as "victims of circumstance." This book can be invaluable both to individuals and to teams because it will help them to understand how and why "the destructive force of victimization" results in low productivity, customer dissatisfaction, ineffectiveness, wasted talent, and dysfunctional teams. Those who saw the film no doubt recall the scene in which Dorothy and her companions learn that the Wizard of Oz has no magical powers whatsoever. Only then do they grasp the meaning and importance of the Oz Principle: Assume full responsibility for your thoughts, feelings, actions, and results inorder to direct and control your destiny. Most of those who see themselves as victims have a choice: re

Funny thing...this really works!

I was fortunate enough to be captivated by the title of this book when it first appeared in 1994. I read, enjoyed, and applied the principles of this book in my own professional and personal life. Before saying anything more, I strongly recommend this book to anyone who thinks there is room for improvement in their own life. If you believe you can be a better person by becoming more accountable for all your thoughts, feelings and actions, then you need to read this book. The concepts are not subject to the vagaries of time and society. They are simple truths and common sense.Rereading the latest edition of The Oz Principle has helped cement its rightful place among "easy to read books that pack an impactful message."The book follows a metaphor with which we are all familiar. This metaphor allows us all to see how easily we get caught in the role of the victim and how easily we play and perpetuate the blame game in our lives. The Steps to Accountability are placed before the reader in a way that invites him or her to see a situation for what it really is, own his or her role in that situation, solve the challenges presented by the situation and then to finally proactively act on the situation and do whatever needs to be done.I have recommended this book to hundreds of people over the years. I have yet to have anyone tell me it was a waste of time to read. Most of the time, people tell me how easy it was to read and grasp the concepts within it.This is truly one of the few books that has proven its worth professionally and personally over time. I rank it among the top ten best books written on how to get the most out of life. If you believe in personal integrity, if you believe in honor and virtue in the workplace and home, if you think there is room to improve and grow in your life, then this book is for you. You will always be accountable to yourself. Find out how to make the most of your time.

Reversing cultures of fear, blame, avoidance and dependency.

Using the Wizard or Oz as a metaphor, the authors convey the idea that a culture of victimization weakens people. The power to overcome victimization and achieve success lies within oneself. For an organization to succeed, employees must become willing to accept individual accountability. The book provides an approach to changing individual attitudes and shows how individuals can implement leadership and a culture of accountability in their own organization. Key action steps of the principle in taking accountability are: see it (the issue); decide to own it; personally work to solve it; and individually commit to do it. This book zeros in on a crucial issue offering a pragmatic approach that links individual and organizational success. The idea of a culture of accountability can be seen as the flip side of the all-to-common cultures of fear, blame, risk avoidance and dependency.