Review of "The E-Myth Manager"

What a book! We just finished reading Michael Gerber's "E-Myth Manager" as a staff, and I found it simply remarkable. If you haven't heard of the E-Myth, it is this: the myth that most people who start small businesses are entrepreneurs AND the fatal assumption that an individual who understands the technical work of a business can successfully run a business that does that technical work.

But the beauty of the work lies within its wisdom for organizations regardless of their size, mission, staff, and much more...these principles are foundational to transforming organizations. I was very skeptical of the "systems approach" to organizations especially churches but now see if is the most efficient and effective way to deliver on the promise we have been called to.

I took exhaustive notes, not because I'm so smart or geeky but because this book will be pulled off the shelf many times over the next few years. Below are 10 key concepts I found plus CLICK HERE to download all the notes for yourself if you want the "Cliff Notes" of the book.

1. "Management, as we have come to know it, is the product of many years of insanity based on the idea that to manage means to control everything around us. Something humans were never born to do."
2. "Most organizations are filled with empty missions today."
3. "You must create a system to that the Vision will be optimally realized. Systems and Strategies are critical"
4. "Actively live life, rather than let life live you. STOP living on autopilot."
5. "Once the FLAVOR of the organization is communicated clearly as well as the standards and character...tactical components reveal themselves."
6. "Make sure everyone in the organization understands how money works and how it doesn't."
7. "You do not organize PEOPLE...you organize WORK."
8. "Know the ONE thing it is you're committed to providing the people you serve and focus your energy entirely on the perfection of the ability to fulfill that commitment. PROMISE (what are we here to accomplish?) and PROCESS (what is the best way to fulfill it?)"
9. "A systems dependent organization is significantly more humane than a people-dependent one. In a people-dependent organization, when Fred stops producing, Fred's history. In a systems-dependent organization, Fred's not the problem, the system is."
10. "The people you look to hire should be people who recognize their weaknesses -- perhaps more than their strengths -- and truly express the desire to rise above them. People who are self-aware are generally also willing to assume full responsibility for the role they play within the organization.