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The Complete Directory for People with Disabilities

also bring about chaos for managers who have many new ideas. The book emphasizes the importance of avoiding a false sense of urgency for some innovations or the change that establishes a rushed timetable. Instead, they suggest allowing time for the change to be understood and absorbed by individual stakeholders. The slim book only has nine short chapters that incorporate examples and strategies useful for every library manager, no matter what kind of library or operation he or she oversees. The first five chapters introduce the reader to a brief background on the issues and difficulties of bringing about change in a library. It shows how complex a goal it can be just to enlist the support of staff when trying to implement new ideas and initiatives in a library. The chapters provide advice on communicating with staff and channeling a message of change effectively from beginning to end. The authors emphasize the importance of employee empowerment and the critical role that employee active participation plays in the decision-making process of achieving the desired change. The last four chapters offer the reader advice to actually implement change and move forward with ideas and proposals. One critical issue discussed in chapter 8 is the importance of evaluating one’s own actions while accomplishing important goals and objectives. While it is easy to avoid selfevaluation, the book demonstrates its importance for understanding why desired change was accomplished in the first place. Overall, the book can be read quickly for fast implementation of new ideas. The book is essential for library managers dealing with launching new directions or procedures, along with the unexpected human resistance that precedes adapting to changes. The book is well-organized and easy to follow, and it provides great examples to illustrate many scenarios and ideas. It would be useful for any professional responsible for operations and services that depend on others’ participation.