Leader

3 Sides of You by S. Seich is a unique book built around a personality test that is available only on the web. The test itself is called the Profiler™ which is a self-perception inventory. The Profiler™ contains three sections of 56 questions (168 questions total) which test how you Think, Work, and Love. When you've finished the test, the results are a 3-sided profile and Boss Style. The possible combinations are 2,744, which makes for a very individualized assessment.

In the ANSIR system (ANSIR stands for A New Standard In Relating), an individual is assigned a Profile Boss. Boss determines Life Purpose; that is, this purpose draws together innate strengths and talents of dominant support Styles (the other 2 Styles in the profile that aren't Boss) and pretty much dictates and shapes these Styles toward self fulfillment. Life Purpose is never Thinking--only Working and Emoting. This is the drive and juice for our individual purposes. Five of the Styles find fufillment through work (Idealist, Visionary, Healer, Philosopher, and sometimes Evokateur) and the rest of the Styles find fulfillment through the Emoting realm. Since it seems that the areas the individuals are most unhappy in are work and love, it makes sense that the Life Purpose Boss would be in either of those two realms.

According to the book, Thinking is a discernible, predictable pattern of balancing and applying knowledge. How individuals process order, solve problems, and rationalize outcomes. Working is the conscious application of knowledge according to acquried skills and innate abilities of individuals. Emoting is an unconscious response pattern guided by unique intangibles, such as emotions, feelings, and nature. Boss (Life Purpose) is your profiled "why"--your reason for being.

The 14 Boss Styles in the ANSIR system are as follows:

The Physicals Extremists; Realist Keenest intellect is through physical interaction.
The Instinctives Scintillator; Sentinel Keenest intellect is from muscular feedback/gut smarts.
The Logicals Diligent; Sage Keenest intellect is rationalization.
The Practicals Eccentrik; Idealist Keenest intellect is solution determination.
The Emotionals Kinsmen; Empath Keenest intellect is emotion sensitivity.
The Intuitives Visionary; Evokateur Keenest is emotion-based guidance.
The Spiritualists Healer; Philosopher Keenest intellect is self-reliance.

I've have taken many personality tests on the web and on paper, but I've never encountered a personality system that's based on self-perception and self-propulsion, and that concentrates on the individual as knowing what's best and why. Also, the Ansir system is heavy on what's right with you as opposed to why you're defective and need "fixed". Ansir maintains that there's nothing wrong with you--that it's a matter of removing reticence, and living your life as born and meant.

3 Sides of You: Unlocking The Way You Think, Work, and Love is a hefty 516 pages that gives you indepth and practical information on not only your own profile, but all of the ANSIR Styles. Sections in the book include indepth Profiles for each of the 14 Styles--in each of the 3 realms, as well as thorough information on Boss/Life Purpose, work attributes and occupation matches to plan a more fulfilling career, and Style compatibility.

If you take the ANSIR Profiler™, but find your results inaccurate, this could be for several reasons. A main reason is that you've been living someone else's life with someone else's ideas of what's best for you. You are encouraged to re-take the test until it fits, and the book is very helpful for understanding the profound and unique differences among the 14 Styles if you need more clarity on your profile.

I've owned this book since it first came out, as well as its precursor Rare Conversations that is no longer available. I've also been a student of personality for as long as I can remember, and I've yet to come across a personality system that is as affirming, eerily accurate, thorough, and insightful as the ANSIR system.

In conclusion, I highly recommend this book if you want to understand self and others, and if you've been short-changing yourself by living a mediocre life--and not living as born and meant.

http://SelfDevelopment.BellaOnline.com

I received my copy in the mail yesterday and I haven't been able to put it down. I have learned more about myself from this book than I thought anyone could know about me. S. Seich's writing will have you bouncing up and down the full range of emotions. One page I'll be laughing at how accurate the descriptions are. A while later I find myself bawling like a baby because somebody understands -- I'm a grown up for God's sake! The thing that stands out most to me is it's okay to be different. This is a feel good book that doesn't preach or want you to change. The author just talks to you like he's telling you a story about someone you both know. Later you realize that a powerful message was received - like a parable. It will change the way you think and feel about yourself. As for me, I feel a lot more confident and not so concerned about being different from other people. I think 3 SIDES OF YOU should be compulsory reading for parents & teachers -- for the sake of the kids.

Ever wondered if anyone *really* understood you, or if you could *really* understand yourself? Wonder no more. "Three Sides of You" is beyond Myers-Briggs or IQ tests. Sandra Seich's book examines how you think, how you work, and how you feel--the three sides of you--and shows how each of these separate parts work to create the "whole" you. After taking the test the "Three Sides of You" book will reveal a deeper part of yourself in an amazing way. You'll never see yourself, or others, the same way again.

This is one of the best books I have not read on conservatism. The sheer depth of insight that I did not see is blinding. I most certainly look forward to not reading his next book.

...than most books currently in print. ("Living History" comes to mind.) And unlike Al Gore's recent tomes, no one can make jokes about Jonah's book being in a remainder bin in two weeks or being used as a doorstop. Possessing the sort of evanescent quality one only otherwise finds in libraries of books on French military bravery, Jonah's book is accurately described as "the quickest, most transparent, and brief listing of the world's top conservative thinkers" (from "Oh Say Can You See: Reviews of Hard-to-Find Books"). I highly recommend this book to people who, quite frankly, confess that they can never find the time to read.

Jonah, err, Mr. Goldberg, do you ever read the reviews to your non-existent book?

Lucinda Watson made reality her dream of understanding how very successful people get where they are. The book is lucid and informative. More importantly it is inspirational. The great collection of interviews serves as a learning voyage into the minds of greatness and determination.

This book is very well organized, systematic, and most of all very very inspirational. It is a compilation of stories from 20 highly successful people. It is about how they made it, their inspirations, their values and beliefs and how all these factors combine to make them who they are today. These people are divided into 3 categories: CEO's, Entrepreneurs, and Visionaries. This distinction is very useful because there are different traits that are associated with each category. To be successful is to hold firm to your own beliefs, but we all know this is difficult because you will be taking enormous amount of risks and inevitably be facing a lot of insecurities. This book will remind you that you are not alone and many of these highly successful people have gone through the same thing. This book is a must read for anyone who wants to find support in achieving their goals and dreams.

This is a great book--full of interesting insights and sound advice, yet fun and spunky--just like the author.

What Bruning has done in "Jungle Ace" is remarkable: he manages figuratively to bring to full flesh-and-blood life a man who has been dead for nearly 60 years. When I finished reading this biography, I felt I knew and understood Gerry Johnson: felt the weight of the command burden he carried, the exhilaration of victory in combat, the self-doubt when losses occurred, the grinding boredom of life in the SWPA, and the never-ending homesickness. I also got a sense of what he would be like in different situations: as a friend, as a commander, as a classmate.

This is exceedingly hard to do, but Bruning has done it: he somehow got long-ago memories jumpstarted, got people talking. While I accept that some of the quoted conversations probably did not take place word for word as presented, I feel the approach helps the book make the man more real. Charles Martin, in his bio of Tom McGuire, did the same thing, and it worked for both authors.

Thanks, Mr. Bruning for bringing a too-little known hero to light. You can be sure that my children will read about Gerry Johnson. When will you write another aviation biography? How about Charles H. MacDonald of the 475th FG?

Just finished reading this book a few days ago, and I've got to say that it's one of the best WWII non-fiction books I've ever read. Not only is it easy to read and exciting, but Mr. Bruning skillfully covers some of the more technical aspects of Johnson's air combat battles.

Good for hard-core WWII air combat nuts (like me!) as well as the average reader. Anyone with any interest in combat aircraft, WWII, or great reading material in general will love this book!

-Scott Rudi

John's latest, "Jungle Ace," ranks without a doubt as one of the best biographies that I have ever read. John spent several years painstakingly researching for this book, and it shows in the incredible level of detail contained in these pages. Without boring us with this detail, the book highlights John's ability to tell a story with just the right word selection to paint a vivid, movie-like picture in the reader's mind. "Jungle Ace" follows the life of P-38 fighter ace Jerry Johnson from schoolboy to aviation candidate to grisly combat conditions, all in amazing clarity that will immerse you into the story, as if you were standing side by side with Johnson himself. As tense and taughtly written as a best-selling fiction novel, author Bruning has created a story that even non-aviation history buffs will enjoy thoroughly...

For those readers looking to see just how demanding, unforgiving and gruesome air combat in the steaming jungles of the South Pacific islands could be, this is the book for you. "Jungle Ace" is a rich, vivid and thoroughly honest chronicle of a young Oregon man who helped save the world. A rewarding read that goes beyond the military history genre.

Ferrari, by Robin S Shoma, is an entertaining
book.Most of the cool pictures are about the
Ferraris,which is a car I love. My favorite part is when
the Ferraris are racing other cars.
I recommend everyone who loves racing and cars
to read it!!!

Robin Sharma does a masterful job of expanding on Dr.Covey's Seven Habits of Highly Effective People with his 8 Rituals of Visionary Leaders. As a certified Seven Habits Facillitator for the past 12 years, I found the book very stimulating and reinforcing to my Seven Habits practices and Principled Leadership. For example, Yogi Raman's Time Model for Visionary Leadership requiring Time leadership closely parallels Dr.Covey's Time Management Matrix focusing on the important/not urgent in leading a Quadrant II life style. The Yogi also recommends weekly planning around prioritized roles and goals. Again, I applaud Mr. Sharma for providing additional insights into my personal quest for achieving my Mission and Purpose in life. He also provides interesting perspectives that are helpful to me in my own "emotional intelligence" work as I advocate and teach Dr.Goleman's Five competencies of Emotional
Intelligence-Self awareness, self-regulation, motivation, empathy and social skills. I am recommending this work to all my friends and students who share the quest for a "life of service and purpose to make a difference"-"leave a legacy".

One of the best books I have read recently! It helps you put back in perpective what are the most valuable and important things in life and how to find peace armony and beauty where it really lies!
Reading this book has inspired me greatly to love and take care of myself and therefore I have decided and implemented to quit smoking that was a self harming habit!
I hope it will impress and inspire you too!
Other books I recommend are the four agreements by Minquel Ruiz and Recapitulation by Victor Sanchez!
Enjoy your reading!

How I wish I'd seen this book when I was in B-school! Ms. Spalla's common sense and practical "how-tos" would have made the transition from classroom to executive suite much smoother.
Should be required reading for every business student.
Lea Ellison, MBA
Class of 1990, The Anderson School at UCLA

We bought the Spalla book the day before a 4-hour car trip, and I used that opportunity to read Leading Ladies aloud to my husband. We were both greatly impressed with the quality of the insights and succinct and practical advice provided. The author gives hard answers for hard questions about women in business. Sometimes the answers aren't what we want to hear, but they are always right on target. We encourage the author to go to books-on-tape. My husband enjoyed the book's content but was especially impressed with her writing style. Although it is prose, there is a rhythm that makes many of the parts seem poetic. An enchanting and educational read.

Speaking from the perspective of a thirty-something professional man... Leading Ladies succeeds where most other leadership books fail! Most books provide some far out theoretical framework for leadership - not Leading Ladies. This book capitalizes on natural abilities and habits that already exist in both men and women. In other words, you don't have to try very hard to make the tips in this book work for you. Leading Ladies is a great addition to the library of any busy professional that wants to make the "work" of leadership a more natural endeavor.

Prof. Zvandasara has a excellent way of explaining very complex behavioural phenomena in a language everyone can understand. The task all leaders have is a daunting one and can only be carried out well if the leader has a good understanding of the followers. Those being led should also be aware of their different behaviours and how they can help their leaders do their job well for the benefit of everybody. This book is therefore a very important tool for a more efficient running of every organization, club and association.

Dr. Zvandasara provides a much needed handbook on the practice of leadership. I find this book to be a genuine reflection of deep insight, on the part of the author, into the wide range of manipulative behaviors that every leader, in every setting, has to deal with from time to time. From the first chapter, I got hooked all the way to the last as the author graphically presents true-to-life situations followed by practical guidelines on how to deal with each. The uniqueness of the book derives from its originality; and it gets the reader to think. Every leader needs to read this book.

Leading the Leader displays true insight into the human behavior of problematic followers. Zvandasara's experiences are related in an entertaining style while remaining practical in essence. Behavior profiles like "The Buddy" and many others are descried and the do's and don'ts listed, along with potential solutions. The setting is church leadership. Its main function is to provide an overall awareness of manipulative behavior that is hurting his/her overall effectiveness. It could also work well as a tool to hand out to followers. Backbiters, venomous snakes and other manipulative critters will be visible to everyone and afraid to show their ugly faces. You will have fun and be enlightened at the same time as you read 'Leading the Leader'.

If you've ever wanted to be part of a special interest group or a corporate lobbying machine, but didn't know where to start, experts Michael Watkins, Mickey Edwards and Usha Thakrar have written a handbook for you. The authors write intelligently and provide information in great detail with no fluff. We [...] recommend this book to those in business and organizations of all sizes who are - or should be - playing the influence game.

Reading 'Winning the Influence Game' was an eye opening experience on how important it is understand how government can influence business. The authors have provided a blueprint for creating a strategy which can change government from an adversary to an ally. More importantly, a well thought out strategy can become your most valuable competitive weapon. If I had viewed government as a partner 10 years ago, there is no doubt in my mind that my venture capital business would be much larger and far more profitable today.

Too many leaders, focused on starting or expanding businesses, think that markets and competition exist in a vacuum. This very insightful book reminds us that the background of government regulation is also make-or-break. The authors' insights and strategies are intellectually well-grounded, yet oriented to someone who has to apply them in the real world. A must have.

A Company of Citizens is concerned with two themes. First, "workers in today's Knowledge Age," mindful of their contributions and responsibilities, increasingly expect to become full citizens of their organizations with rights to self-govern and to develop practices of cooperation. Secondly, the Greek city-state of Athens in the fourth and fifth century B.C. is presented as the most significant example of a large organization/society that operated as a thoroughgoing democracy, and, as such, is suggested by the authors as the best practical model for modern firms desirous of a transformation to democracy. But the connection between the democracy of Athens which existed primarily at the level of the state and participatory democracy in modern, private enterprises is hardly straightforward. The authors contend that reality for today's employees is one of being forced to "check their values and sense of purpose" at the door to their firms, much to the detriment of the firms.

A large portion of the book consists of a discussion and breakdown of what the authors term the core elements of the Athenian democratic system: "democratic values, governance structures, and participatory practices." The basis of the widespread participation by Athenian citizens in the affairs of state was an unprecedented freedom and equality. There was not a layer of elites that trumped the various citizen assemblies, and any leaders chosen remained accountable to those assemblies. There was frequent rotation of citizens among the various bodies performing legislative, executive, and judicial functions. The art and responsibility of governing was widely distributed among Athenian citizens.

The authors focus on the Athenian concerns for defense and the domination of neighboring city-states as evidence of the positive workings of the Athenian democracy. But the authors make little mention of the economy of Athens, which is surprising since this book attempts to address the relevance of the Athens model to modern private enterprises. They make the claim that redistribution of private assets was not part of Athenian policies. But the redistribution of power or economic goods in the name of fairness and the wellbeing of communities is invariably part of democracies. That is a fundamental principle of modern social-democratic states, and, one guesses, of the Athens city-state.

For both communities and organizations, issues of "who can be members" and "the permanency of membership" are primary. An oddity by today's standards, citizenship in the Athens city-state was limited to native-born males. Unfortunately, the authors seem to have been unduly swayed by that restriction by pondering whether levels of membership will need to be established in firms employing workers with varying degrees of importance to their firms' success. However, a caste system is a dubious proposition for a modern democratic community. As a further consideration, in most genuine communities, members are protected by the group and not cast aside in difficult times. Yet the authors see "downsizing" as a possible action by democratic communities, though perhaps distasteful. The damage to an organization's fabric is not discussed.

The oft-repeated, hollow slogan of modern companies, "the people are the company," certainly had validity in Athens. There can be no state without citizens. But modern companies have legal, independent standing and are generally owned by outside shareholders, not workers. The reality is that workers are more like "wage slaves," not citizens of their companies with long-term, essential standing, legal or otherwise. The authors briefly touch on the necessity of redefining and reprioritizing the concept of "stakeholder" in modern companies. Obviously, a company of citizens cannot be trumped by absentee owners and still be a democratic community.

Closely tied to the issue of ownership of a firm is the role of management. The difficulties in transforming a company being operated by a managerial elite backed by a board of directors to one governed by employee-citizens cannot be exaggerated. A company of citizens cannot simply be mandated with power being retained by some overriding authority, no matter how enlightened. The authors point out that a democracy evolves through experimentation and mistakes by citizens. It is difficult to envision a modern CEO permitting his authority to be eliminated, let alone diminished, or allowing himself to be rotated out of the job. In addition, a huge issue is whether modern workers can really embrace and accept the responsibilities of democracy.

The emphasis on the Athens city-state is instructive from the standpoint of describing a "strong" democracy, despite some of its shortcomings. But one could ask whether it is even necessary to turn to ancient history to shed light on employees trying to find empowerment within their workplaces. The labor movement has struggled since the beginnings of industrialization to gain a voice for workers within enterprises. The authors do not present in the main text any examples of companies where employees are full citizens. It would have been interesting for the authors to comment on the well known example of the Saturn Corporation as to its fit as a company of citizens. Or perhaps the works council systems found in Europe could have been mentioned.

The authors repeatedly make the point that a company of citizens must be concerned with a "steep performance challenge," but why the condition? One would think that those advocating for democracy would do so on the fundamental basis of citizens controlling their destiny and not on the existence of some unusual circumstance. The book is thought provoking. But far too much space is devoted to the Athens city-state and the attempt to capture its workings in a set of textbook-like generalizations. There is little in this book that leads one to believe that the U.S. will be establishing companies of citizens any time soon. Nor is the book much in the way of a blueprint of how to do so. In some respects this book can be added to a large list of management books that talk employee empowerment, but don't quite get it.

History was never my favorite subject so I was a little leery of how much I might appreciate from a book about ancient Athens. How wonderful to find refreshing insights and practical teachings page after page! The authors use Athens as more of an illuminating example or clever case-study than a mantra for what modern managers should do now. They address both historical challenges and modern day dilemmas to get at the heart of how to build community while supporting individuality at the same time. Through stories that could almost seem ripped from today's headlines, they show refreshing ways of working together, learning from one another, and networking for the good of a geographic or business community. I was especially impressed with chapter 5, Practicing Citizenship, because it offered a series of Athenian practices that (as the authors said) "embody the combination of 'doing' and 'learning'--things that modern managers still tend to keep in separate jars." In my work, helping people and organizations discovery alternative ways to learn and work together, I'm sure to surprise people with some fresh approaches that are anything but new.

Ancient Greeks bear gifts to management.
By RICHARD DONKIN.
1,073 words
27 February 2003
Financial Times
16
English
(c) 2003 Financial Times Limited. All Rights Reserved

The authors of a new book argue that the ordered society of Pericles' Athens offers transferable models of organisation for the modern company.

There is a memorable scene in the Monty Python film The Life of Brian, where a group of Jewish resistance fighters asks: "What did the Romans do for us?" before producing an ever-growing list of achievements. It is just as well that the Python team did not include the Greeks or the scene would have run and run.

Ancient Greece has so much to offer that it is perhaps surprising that the management book-publishing industry has taken its time to evaluate the Greek city state for ideas that may be applied in the modern company. It is not as if business publishers have been coy about historical studies. We need only look at the exhaustive examinations of the methods of Sun Tzu, the fourth-century BC Chinese general, and Niccolo` Machiavelli, the Florentine Renaissance politician.

The interest in both is understandable, since they had much to say about the dark arts of manipulation and strategy, perceived for so long to be instructive for bosses who wanted to be sure of their power base.

But what could the city state of ancient Athens with its democratic traditions have to offer the autocratically run company?

The authors of a new book* believe the time has come for greater democracy and citizenship in the workplace. They argue that the ordered society of ancient Athens - what they describe as the world's first "company of citizens" - offers transferable models of organisation for the modern company.

It is tempting to dismiss this collaboration between Josiah Ober, a classics professor at Princeton University, and Brook Manville, a chief learning officer in Saba Software, a human resources and management consultancy, as a flight into faddism. But their comparisons provide an intriguing reflection on the modern company.

They do not, for example, explicitly compare today's companies with another Greek model, Spartan society - but there do seem to be similarities. The Spartans were reared as warriors and trained in military systems from childhood. Society was controlled from the centre. What the authors describe as a "grim and joyless military camp" sounds like the pared-down efficiency expected of lean manufacturing or the no-frills office.

There is a big difference, however, between tightly controlled Spartan society and the various degrees of semi-autonomous decision-making work teams in more progressive manufacturing businesses today. Some companies, flush with the ideas of empowerment, do appear to be heading towards more consensual models of organisation. But they have yet to achieve the devolution enjoyed some 2,400 years ago by the citizens of Athens.

As the authors point out, the decision to build the Parthenon, still one of the world's most potent symbols of democracy, emanated from accountable leaders who proposed it in an open forum and had the work plan approved by a citizens' assembly. "It did not spring from the head of an egotistical tyrant," they write. How many corporate decisions today can boast such participative involvement of employees?

The Parthenon remains, say the authors, "a product of tens of thousands of people working together to create something of lasting value and excellence, a reminder to us that similar excellence can be achieved today."

The achievement of such excellence was founded on a strong emphasis on the involvement of citizens in decision-making, the system of poletia that embodied a sense of civic duty, common purpose, learning, governance and community values. If the same spirit could be replicated in a company's workforce, say the authors, it could produce the same kind of sustained dynamic performance that characterised the success of Athenian society.

But, as they point out, the Athenian poletia was not socially engineered from above. "(It) did not start with a strategy, then devise a structure then finally plug the people into the framework. It began with the people themselves, and let values and structure and design emerge through the aligning practices of citizenship." But it relied on the direct involvement of citizens in the direction of society. "We do not say that a man who takes no interest in politics minds his own business; we say that he has no business here at all," said Pericles, the Athenian statesman.

There is a big difference between this view and that of the typical board-run company. It is one thing to communicate decisions to staff. It is quite another to involve those staff in the decision-making process. As the authors acknowledge, most experiments in workplace democracy to date have taken place in village-sized enterprises, such as the St Luke's advertising agency, the Oticon strategic management group and a jet engine plant run by General Electric in Durham, North Carolina.

They argue, however, that the Athenian model of organisation, consisting of "networks of networks" of citizens based primarily on neighbourhood groups called demes, could be scaled up to cover communities of tens of thousands of people.

The authors are not completely starry-eyed about the Athenian model. Ultimately, after 200 years, it was replaced by hierarchical rule after the city's conquest by Macedon. Athenian citizenship was never inclusive. It did not grant citizenship to women and it exploited the practice of slavery, although a small minority of slaves did manage to prosper and some even won their freedom.

But there is no doubting the power of involved citizens in democracy or that of involved employees in a genuinely democratic enterprise. Even so, can we really expect the chief executives of traditional businesses to become more accountable to employees? Recent developments in corporate governance are forcing boards to become more accountable to shareholders. Moreover, increasing numbers of organisations appear to be acquainting themselves with the stakeholder concept of the organisation. But this has yet to extend to any sophisticated understanding or practice of corporate citizenship.

Greek civilisation emerged in a turbulent world of warring nation states. Athens discovered that the organisational power unleashed by its system of governance endowed it with a real competitive advantage. That alone is enough to justify a more active experimentation in corporate citizenship today.

This is a great guide for the seeker or believer who has a heart to serve and needs a process to explore their personal uniqueness. The servant profile of passion, spiritual gifts and personality is a simple yet effective framework for facilitating a person to find pertinent ministry outlets. Having experienced the process personally, I found the design and flow of the course to be especially good, from the video vignettes to the huddle groups to the gift affirmation process, in which you have others help give perspective to your gifts. I also found the immplementation and leadership materials to be quite helpful in proposing and putting to work a gift-based ministry design in the local church. The only downside to the Network gift-based approach MIGHT be the "modernist" flavor that permeates the material. If you identify more with "postmodern" perspectives you might find Rick Warren's SHAPE process a bit more resonating. Overall though, a very good book that has had a signifigant impact in how churches are designing ministries and placing volunteers for service....I heartily recommend it.

Network is an amazing system and assessment tool that assists Christians in discovering and applying their spiritual gifts and talents to building God's Kingdom. These materials are definietly the means of growing transformed disciples who will transform the world through dedicated and enthusiastic service in God's Kingdom. This tool provides a three step process: 1) Discovery of an individual's Servant Profile which includes, spiritual gifts, Passion/area of minstry and personal work style, 2) Consultation and 3) Ministry placement. This system provides training modules for Teachers and Consultants and helps a church to define its minitry opportunitues for those looking to become more involved. The Leader's guide provides easy to follow teaching plans and the consultant guide gives the ins and outs of consultations with example phrases and detailed outlines. It provides a complete means of helping an individual understand his or her calling in God's Kingdom!

I just completed the class this book accompanies. This was a milestone event for my wife and me. Both of us were saying "No wonder I'm like this and you're like that." I would recommend this for you not only to find your place in church (which it can help you with), but also to find your place in life. This book can focus you in on your Passion (where you should be), your Gifts (what you should be doing) and your Personal Style (how you will be doing it). This book will shine a light on you. Stop fighting your innate makeup and tendencies. And figure out just exactly what you are and how God made you.