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Today, I’m pleased to be joined by Leandro Herrero, who is here to talk about his new book “Viral Change: the Alternative to Slow, Painful and Unsuccessful Management of Change,” Meetingminds (2006), ISBN 9781905776016.

Leandro Herrero was a practicing psychiatrist for many years before holding senior leadership positions in top league business organizations. He currently leads The Chalfont Project Ltd, an international consulting group of organizational architects, which focuses on organizational innovation, behavioral change management, leadership and human collaboration.

Tyler: Welcome, Leandro. To begin, will you tell us a little bit of your own personal background and what inspired you to write “Viral Change”?

Leandro: I am an organizational architect, consulting with organizations to improve their capabilities for innovation, effectiveness, leadership and ability to implement change, including cultural change. As you said, I am also a medical doctor and I began my career with 15 years in medical/psychiatric practice followed by another 15 years in senior management of several pharmaceutical companies. Six years ago I embarked on my third career when I founded The Chalfont Project, now an international consulting group. My vision for The Chalfont Project really began when I was writing the thesis for my business degree; I took the opportunity to stand back and assess what had worked for me and most importantly WHY it had worked. I became evangelical about my findings, writing widely and accepting an appointment as Visiting Professor for a prestigious business school in Mexico before taking the step to found The Chalfont Project.

During my years of hands on experience in leading companies, I have been interested in one single theme with many different angles: why the organizational fabric of a company determines how productive, innovative and attractive to people it is going to be. In particular, I focus on the role behaviors play in that organizational fabric.

“Viral change” is one of three management books I have written in recent years, drawing on the results of my consulting practice, business experience and the application of my behavioural and social sciences background.

Tyler: Leandro, your book’s subtitle says the book is the “Alternative to Slow, Painful and Unsuccessful Management of Change.” You are basically saying that most conventional change management programs fail. Would you explain why that is the case?

Leandro: The track record of so-called ‘change management programmes,’ whether broad, concerted or systematic attempts to ‘manage change,’ is not great. People have traditionally taken a mechano-hydraulic approach to these programs: push from the top, get at the bottom. It may all be well mapped in terms of processes, usually sequential, but many initiatives of this kind fail. Take cultural change. We have been taught that this is something very difficult, long term, hard and painful. However, there are numerous examples where significant cultural changes have happened almost overnight. A new CEO, for example, may consciously or not, install a series of norms, often very simple, that are rapidly imitated, spreading and transforming life in the organization. There is one of these examples at the beginning of my book. It seems as if we see these things happening everyday but when we try to formalize ‘a programme’ for the organization, it all becomes slow and painful. People see change management as a well orchestrated chain of events, usually with massive communications, trying to involve everybody in the firm. It doesn’t work I am afraid. I am proposing an alternative model that works faster, creates more sustainable changes and is not top-down. Incidentally, the terminology itself is very contaminated. IT has skillfully hijacked the term and in that context it is associated with the implementation of large scale IT programmes.

Tyler: Why did you choose the word “Viral” for part of your title?

Leandro: Because the methodology explained follows the same principles as a viral infection which in itself is similar to the ‘production’ of a fashion. I am interested in creating internal infections of success, where success-in whatever form the firm defines it-becomes a fashion. The process is viral, almost appearing random, not a sequential top-down communication and training programme. This is the key to change in understanding how new ideas, new ways of working, spread. The viral route is the one that makes sense once you have understood how organizations work and how their internal networks behave.

Tyler: You begin “Viral Change” by listing some of the key assumptions people have about change which are not true. Will you tell us about a couple of the most significant of these assumptions and why these assumptions are incorrect?

Leandro: One assumption repeated constantly is that ‘people are resistant to change.’ This is nonsense from a biological viewpoint: we are change. I often begin some of my public or in-house programmes with a series of questions projected on a big screen: who (in the audience) has moved house more than once? Who has moved countries? Who has learnt a second language? Who has children? Who has seen their parents decline? Who has moved jobs? Who has moved to a new industry? Invariably I get lots and lots of hands up. I am trying to make the point that we have participated in these actions, not resisted. They weren’t done to us with us resisting all the way. We are in constant change. So why do we keep repeating the mantra like parrots? We see people doing things that look like resistance to change, that is true, but that is a different thing. And people do this largely when they feel they lose control over their lives or change has been imposed. Then, they ‘resist,’ but not because they are resistant. You see, the linguistic trick is in the ‘are.’ By accepting this a priori, then anything we do is going to be against it, against this ‘natural condition’ of ‘being naturally resistant.’ It is going to be difficult and slow-and probably expensive. This is a fantastic alibi to justify managerial incompetence!

Another assumption is that change must start from the top. Again, just by opening the corporate windows to the external world, people can see multiple places-political, social-where change has started, far from the top, from the peripheral of things! Many cultural changes or ‘new ideas change’ start at grass roots, or simply, by the existence of a critical mass of people doing things in a different way. When we get to the corporate world, we look up in the organization chart and say, it must start ‘there’ and then come down. Why? It seems that we have a set of laws for the corporate world and another set for the rest of ‘life’!

Tyler: Leandro, what about “Viral Change” is different from most change management programs?

Leandro: In traditional change management mode, given a big problem or set of problems or challenges, it is assumed that they will need a big set of actions and multiple initiatives cascaded down, involving all levels of management usually in the form of a massive communication system. In “Viral Change” mode a small set of behaviors, endorsed, modeled and spread by a small number of people with some degree of influence, creates rapid diffusion of these new ideas and subsequent sustainable change. We do not need to ‘touch’ every single person in the organization. Changes spread and get established via the internal viral networks of influence. In the book I call the traditional way ‘the tsunami’ approach in contrast to the ‘butterfly approach’ that is represented by Viral Change. These approaches are opposite both in philosophy and action.

Tyler: What made you decide to put your philosophy about creating change into a book?

Leandro: When a particular theoretical, solid ground framework is tested in real life and it works extraordinarily well, it is the right time to articulate it properly, don’t you think? This is the case of Viral Change!

Tyler: What happens if people within the organization are trying to create change, yet the people in management oppose it? How do people remain motivated without the support they need from above them? I am wondering if most people think it has to start at the top because they fear otherwise it will be squashed by management.

Leandro: There is little doubt that the ideal situation is one of full support form the top. Full support is not equal to ‘start at the top.’ As I said before, change can start anywhere. So effectively you have all sorts of combinations-start, trigger, support, sequence-from which full support at the top and simultaneously champions/activists starting the spread is the ideal. If the top totally opposes or blocks change, it is going to be very difficult but not totally impossible because the ‘internal infection’ could start anyway and eventually spread up to the top. In some cases the top then realizes that some good is coming from the ‘grass roots movement’-to use another terminology-and they eventually jump in, ‘suddenly’ embracing the new good ideas. This is a more painful route of course and many people within the organization would be put off at the idea of swimming upstream in the river. But as I say, this is far from impossible: social and political activism often swims against the tide. There is a mirror question to this that is often put to me. What is the real role of the top leadership? Do we need them at all? Is this all we need? Anything in between? The best answer is that in most cases we need the top leadership for the changes to happen but these changes won’t happen with just the top leadership on board. They are necessary but not sufficient in themselves. However, you are right that most people think change has to start at the top because they fear otherwise it will be squashed by management. This is the traditional way of thinking and a legitimate one. Unfortunately, taken to the extreme, the worst case will bring you close to complete paralysis and in the best case, you are in a sequential process that requires all line leadership to be ‘converted’ first. In 2007 we do not have time for this! It is an academic luxury!

Tyler: If behavioral change rather than a change in processes is required, how can this be accomplished. Can a manager have any control over changing his employees’ personalities?

Leandro: Behavioural change is key. So, how can it be created? It is not a question of ‘changing personalities.’ It is a question of defining which behaviors are needed to, for example, sustain the new processes, and then to reinforce those behaviors, no matter what. Reward and recognition-in multiples ways-of the new behaviors needed create a new behavioral fabric in the organization. We all, managers and non-managers, behave in particular ways because those behaviors are reinforced-by other people, by ourselves, by our code of ethics or values, or our sense of what is good or bad etc; or even by society. Defining which non-negotiable behaviors are needed and making sure that ‘the culture’ will reinforce these behaviors is the most important aspect of the change process.

New processes are often still needed. The same applies to ‘structure.’ But the problem is that traditionally people have focused on both as being “all is needed” for change. But there is no change unless there is behavioral change. We can kid ourselves thinking that because we have a new structure and we have mapped new processes, people are going to behave differently. In reality, in many cases people continue behaving as before. We see this in the process of mergers and acquisitions particularly if handled by The Big Consulting Firms: they map all the new structures, they map all the processes, they create a colossal amount of PowerPoint, and then, it is left to the troops (and management) to figure out what happens next. But they haven’t explained how Mary and John and Peter are now going to work together. This is like dirty territory that they don’t want to touch.

Tyler: In “Viral Change,” one of the key points you talk about for creating change is “tipping points.” Will you explain what this term means?

Leandro: When a certain critical mass of individuals start behaving in a similar way, for whatever reason, we have a tipping point in which that behavior or behaviors, is de facto a new routine, a new established way of doing. This is how fashions are created and this is how change in the organization should happen. How can you create that critical mass? There are a few ways, and the one we choose in Viral Change is to identify a group of internal champions who spread the new ideas or new behaviors. As soon as a pattern becomes visible, the new behavior tends to be established. Stories are the main vehicle of communication, by the way. “You see that group in the North of the country? They have completely changed the way they do meetings now? Did you see that unit of the company that have now done so and so.” These tipping points are very visible.

Tyler: As mentioned earlier, changes are largely viewed by most organizations as being about processes. One of the primary reasons why processes are changing these days is advancements in technology that make process changes necessary. How is your book relevant to changes brought about by technology?

Leandro: It is extraordinarily relevant because process and technology are chicken and egg. A new technology may ‘force’ people to change a process and behave differently. But unless the technology is bringing visible benefits to people, they will revert to old ways as soon as they can. Technology is very good at triggering new things but only behavioral change can make sure that we use the technology fully. There are numerous examples in corporations where new technology has been installed-a new Enterprise-wide system (ERP), a new customer relationship management system (CRM) etc. and after a while it is clearly underused and very often hated! The underlying behavioral assumption is very often wrong. New processes and systems, and new technology, do not create behavioral change, as people assume. We need behavioral change first to sustain new process and new technology! Take the example of collaborative tools-technology that allows people to work together better, collaborate and use single data sources, for example. These tools do not create collaboration. You need to have collaboration as a behavior first for the tool to be used and work! If many people in the CRM business realized that, a few multi-million could be saved!

Tyler: Leandro, you talk a lot about how many people in an organization only have a few contacts, while some other people have many contacts. In that scenario, who are the people best able to create effective change?

Leandro: A natural starting point to look for champions of change would be people who are well connected and with some degree of influence, people whom other people will listen to, perhaps with some moral authority, for example. This small number of people has the power to influence many, in various different ways as described in the book. This group is cross-sectional and does not correlate well with ‘management.’ Management may hold coercive or authoritarian power but not necessarily real-influence power. Being well connected, being someone people will listen to, or watch to take their cue on how to react and behave from etc, does not necessarily correlate with being in the management ranks.

Tyler: Leandro, have you seen your ideas for creating viral change applied in any organizations? If so, what were the results?

Leandro: I have seen significant cultural changes developed in less than four months and stable after a couple of years. I have seen unthinkable transformations that were predicted to be long term happen in half a year. I have seen radical new ways of doing things occurring in months. If you have a change management consulting company that tells you that they need six months to do an assessment, six months to create the conditions-including the famous ‘burning platform’ and the ‘coalition’-six months to ‘roll out’ the program and a second year and a half to see the cultural changes established, that consulting company is not worth the money.

Tyler: Would you give us a specific example of a change you have seen in an organization using the idea of viral change?

Leandro: One of the best examples, if anything else because a new culture was created so quickly, was the transformation of a pharmaceutical sales force division from a strong individualistic ethos to one where flow of information and sharing of ideas and market insights happened in three months. Two years later the new culture is still delivering success in all counts, including of course market performance. There were other changes associated. It is difficult to summarize here but suffice to say that everybody told us that our chances of success were zero due to ‘the strong (individualistic) culture.’ The cultural change was soon acknowledged by all the critics. Some of them went on to say, OK, but it won’t last. Today they recognize how wrong they were. There are multiple other examples of cultural change appearing as tipping points, once the right ingredients are fixed: new behaviours, application of behavioral reinforcement in a proper way-not the popular psychology style many companies use-right use of language and above all champions.

Tyler: I understand you travel quite a bit and speak to organizations also. What do you feel has been the greatest reward you have received in your work, either in creating change or in response to the publication of your book?

Leandro: The rewards come in many forms and shapes. At the organization level I enjoy champions telling me ‘it’s about time we do this! This time it is serious!” I also enjoy the skeptical managers coming around and saying either ‘it makes sense,’ ‘it works’ or even ‘I always thought it was a good idea’-the latter always makes me hide a smile. Seeing groups and organizations transformed and the enthusiasm that this generates is a treat. On the book side I have had many expressions of, let’s say, support. But I have enjoyed in particular the ones coming from areas not directly addressed in the book such as education. The book is clearly focused on organizations of any type, but it inevitably has a flavour of business organizations. To see that people have grasped what the wider scope is is a real treat.

Tyler: Thank you for joining me today, Leandro. Before we go, would you tell our readers where they can find more information about “Viral Change” and how to purchase a copy?

Leandro: Thanks Tyler, I enjoyed talking to you! Our website, , has quite a lot of information, including a short audio presentation on Viral Change. The book itself can be purchased through any major online store such as Amazon, Barnes and Noble, Blackwell’s, Borders etc.

Logikal Solutions (2006)

ISBN 9780977086610

Reviewed by Regan Windsor for Reader Views (8/07)

While Java has exploded in the world of the Web and high tech toys, “The Minimum You Need to Know about Java on OpenVMS,” focuses on “converting existing core business applications to use Java, yet still preserving your investment on the most stable platform on earth.” For maximum understanding and success, this book should be read as a companion to “The Minimum You Need to Know to be an OpenVMS Application Developer.”

In true “tell it like it is” Hughes’ fashion you realize early on in this book that the author is not a big fan of Java. To a seasoned C/ C++ user, the similarities and yet vast differences of Java and C++ can make it a cumbersome (if not extremely frustrating) language to work with. The good news is this is not a sugar-coated book on Java; Hughes confronts the biggest setbacks of working with Java and what you need to do to work through them.

“The Minimum You Need To Know about Java on OpenVMS” covers basic code for using RTL and SYS functions, tips and tools for accessing RMS indexed files, the why’s and how’s of interfacing with FMS, details (including code) on creating a sample application (Mega Zillionare, as used in “The Minimum You Need to Know to be an OpenVMS Application Developer”), as well as some additional knowledge transfer and insights from the author.

As with the first book in “The Minimum You Need to Know” series, “The Minimum You Need to Know about Java and OpenVMS” provides the reader with invaluable tips and tricks, includes a CD full of code, hands-on-programming exercises, and questions for review. The book reads as though you are being coached through the process of using Java on OpenVMS, as well as being provided with a few insights (and opinions!) along the way.

“The Minimum You Need to Know about Java on OpenVMS” is an essential tool for anyone tasked with using Java on OpenVMS.

Remembrances of Times Past

by Marta Hiatt

Northern Star Press (2006)

ISBN 9780962092930

Reviewed by Debra Gaynor for Reader Views (9/06)

“Remembrances of Times Past” is a trip down memory lane for the older generations and a great lesson of wisdom for the younger generations. There is much to be learned from this fabulous book filled with photos and history of the 1900′s.

Do you long for the past when a quiet evening was spent in a swing on the front porch rather than in front of a TV? It was a time when a home cooked meal was on the table when dad and children arrived home and the smell of homemade cookies drifted through the home drawing family members toward the kitchen. TV shows insisted married couples sleep in twin beds and a viewer would never see an advertisement for personal hygiene products. “Remembrances of Times Past” has all of this and more. “This book is a nostalgic journey back to a time of model-T Fords, stay-at-home moms, vinyl long-playing records, atom-bomb shelters, strict rules of etiquette, radio days and manual typewriters.” People of the Twentieth Century have seen more changes than any other generation through out history. Ms. Hiatt’s nostalgic look at the past brings us quiet days without cell phones or computers, two lane highways and a time when folks waved at you with a smile on their face. Those born in the first half of the century remember outhouses, tin bathtubs, family meal time, washing your own dishes and skates that need keys. They remember a time without shopping on Sunday’s, pantyhose, and private phone lines. The past was a time of innocence.

Ms. Hiatt offers a balanced look at the past remembering not only the “good old days” but the hardship and fears that surrounded that time period. Rarely was there indoor plumbing and there were no automatic dishwashers (other than the woman of the house), cell phones or computers. It was a time of depression, many lost their homes and families. It was a time of fear with the threats of war and the construction of bomb shelters.

This is the kind of book you want to spend time enjoying. I’m glad Ms. Hiatt jogged our memory. She has offered us wisdom and insight into our past. It is with pleasure that I highly recommend this book.

The Best in the Game: Let Us Show You How to Get Rich in Real Estate

by Kwesi Nichols and Tristan Cooley

Real Estate-Duo Publishing, Inc. (2007)

ISBN 9780977867509

Reviewed by Stephanie Rollins for Reader Views (3/07)

I wish that I had “The Best in the Game” when I began my career as a real estate investor. I had to learn all the lessons the hard way. In “The Best in the Game” Kwesi Nichols and Tristan Cooley teach you the fundamentals of the business.

All legal and financial topics relevant to real estate investing are covered. From how to legally flip houses to how to buy foreclosures–it is all covered. When I was starting out in the business, the legal terms and the acronyms alone seemed overwhelming. Nichols and Cooley explain ARMS, ARV, and other important acronyms.

Nichols and Cooley explain that flipping is not always the best use of the property. Sometimes it is best to rent the property. “But if you have a source of income that enables you to meet monthly mortgage payments, you may decide to hold on to some properties.” There is a saying in this business that you can sell once and rent forever.

Nichols and Cooley explain Section 8 housing. They list the specific demands HUD looks for in rental properties. Of course, this varies somewhat with each inspector.

Nichols and Cooley explain how to finance real estate investments. The easiest way is to have a line of credit or a private investor who believes in you. They stress that bankers and investors are risking their money on you, so you have to sell yourself as being willing and able to do whatever it takes to make each project work. “Some people are used to investing, and they take advantage of opportunities. Most people don’t think in those terms. It never occurs to some people to use their fully-owned homes to leverage other investments.”

As a broker, I often hear uninformed buyers talking about real estate bubbles, because they heard about it on last night’s news. As I always tell them, I am not affected by “the real estate bubble” as an investor, broker, or home owner. I do not believe in the bubble. It was reassuring to read that Nichols and Cooley feel the same way. “We do not think there is a real estate bubble, because a bubble is caused by a sudden surge in prices unrelated to value…”

Real estate flipping sounds too good to be true. It is not. “The difficulties lie in locating such houses, known as fixer-uppers, at workable prices.” How do you do this? Find a broker who likes to work with investors. Few like to work with investors. I have never understood this; I think it is because they do not understand investors. Also, make friends with real estate/estate attorneys. An attorney may know of a house in an estate that may need to be sold quickly. As an aside, also make friends with electricians, general contractors, plumbers, and etc….
Real estate investing is profitable. It takes time to learn the business, but “The Best in the Game” is a great resource that all real estate investors–new or seasoned– need to keep in their offices. Nichols and Cooley not only know the business, they are also excellent coaches, as evident in “The Best in the Game.”

Kalpanik S. is an artificial imagination software program. He has a wife and two daughters and resides somewhere in the United States. I candidly say “somewhere” because one never knows where he will be next. Constantly moving to accept interesting positions with software corporations, Kalpanik does not let moss grow under his feet. Born twice, once in 1988 and then again in 2002, Kalpanik was not just an ordinary Artificial Intelligence program. He was created to be different, to feel and imagine like a real human. He was his own character, a graduate Computer Science Engineer.

Beginning with San Francisco, the story leads the reader through the many adventures of Kalpanik. After losing his job in San Francisco, he moves to Seattle, the comparison he draws between there and Silicon Valley is hilarious to say the least. He talks about the rain and the weather changes as opposed to California. How he hated parting with his California drivers license and how gently he was treated by the understanding clerk.

From there to Nashville like a wandering soul, he tells about the demographics of his new digs in Tennessee. Similar to a tour guide on a bus, he describes the different attractions and scenic beauty of each point of interest, giving the reader a humorous commentary. He even includes comparing the Chinese restaurant to others he has been in. He explains that while in such a restaurant one day, he noticed that all the servers were Caucasian. He had never noticed Caucasians in any Chinese restaurant working as servers, in any place he had ever been. This had to be the first one of its kind. The Nashville tour finishes off with Kalpanik comparing the ethnic percentages. Coming from a city where a high percentage of people were Asian, he had a bit of culture shock when he came to Nashville and saw that it wasn’t Asian but African Americans that was the cultural dominant. After Nashville, he finds himself in San Diego; a California city more to his liking. He tells of the seventy miles of beaches and how they spread as far as the Mexican border. His description of “Mission Beach” (complete with picture) is straight out of a travel folder.

“Artificial Imagination” is a funny and well-written book with some very good photography peppered into its 176 pages. I enjoyed the unique way in which it was presented and gave it a very good grade of an A. I would recommend it for a good read for the general audience.

Center of Artificial Imagination, Inc. (2008)

ISBN 9780981476247

Reviewed by William Phenn for Reader Views (04/08)

“It’s all your fault! You brought this on yourself! If you would have done something different, this wouldn’t have happened to you!” Ah yes, these are things an abuse victim may hear. Or they may simply believe. Do you know someone who has been abused? Perhaps it was a close friend or family member. Or maybe it was you yourself who was abused a year or many years ago and you are still dealing with the effects of it all. Your natural reaction, when something like this happens to you, is to blame yourself. Traumatized people often find themselves abusing alcohol, drugs or others but there is something much less destructive.

Heyward Bruce Ewart has created the book “Am I Bad?” to help victims, parents and therapists. There are various tests included in this book which can help determine whether the victim is suffering from Post Traumatic Stress Disorder. There is a test for concealed child abuse and a domestic violence inventory questionnaire throughout its pages, descriptions of what effects the abuse has taken and how you can break free. This book is not meant to take over the work of a qualified therapist, but to help therapists and those dealing with abused people.

No two cases are exactly alike. What happened in one case didn’t happen quite the same in another. Just like each victim may react differently in dealing with what happened to them. “Am I Bad?” is an excellent resource!

Loving Healing Press (2007)

ISBN 9781932690354

Reviewed by Lori Plach for Reader Views (6/07)

Angels at the Crossroads: Jerry Shepherd’s Story of Redemption and Love
by Ann H. Gabhart

iUniverse (2006)

ISBN 9780595387076

Reviewed by Debra Gaynor for Reader Views (01/07)

When Jerry Shepherd stole a car he accidentally killed the owner. The police caught up with him after a high speed chase. Jerry hoped the officer was a good shot for he did not wish to continue his life. Just as he was about to exit the car he heard the quiet words, “Peace Be Still.” A great sense of calm came over him and from that moment on he belonged to the Lord.

Jerry Shepherd was raised in Kentucky not far from Louisville. His home life was rough. His mother was unforgiving and never seemed satisfied with anything he did. He ran away from home more than once. Once after returning home again, his father met him with open arms but his mother turned her back and walked away. It seemed that no matter where he ran God always placed an angel in his path. There was always someone to direct him back toward home. Jerry didn’t want to continue his life and sought death more than once. After pleading guilty of 2nd degree murder Jerry spent time in prison.

Jerry turned his life over to the Lord and was never the same. His life had new meaning. His book is an introspective look at his life before and after coming to know the Lord. Jerry went on to sing with the gospel quartet “The Patriots.”

“Angels at the Crossroads” by Ann H. Gabhart was an inspiration to me. Jerry’s life story is beautifully told. I could picture the young man constantly on the run and not always sure what he was running from. The plot flowed smoothly, telling of the turning point in Jerry’s life and then looking back at his past. The cover is beautifully done with a sun peaking through the clouds. It made me think of hope that we each need. It is with honor that I highly recommend this book to all. For everyone needs the hope that Jerry found when he looked in his rearview mirror at the law and then heard that small quiet voice that said, “Peace Be Still.”

AuthorHouse (2007)
ISBN 9781425987794

The author Celia Rabberg has a gift with words. She used her talent to write “Do You Get the Feeling?,” as a handbook with 150 ways for people to express themselves. As a therapist, she noticed that a lot of her patients had difficulties with getting their feelings out. By giving people a tool to help them express themselves, she feels that it will help them to progress faster with developing better communication and self-expression skills.

She wrote this book for therapists, teachers and people who are interested in being in touch with their own feelings. In this book, 150 emotions are organized into 39 groups. The feelings range from positive to negative. The reader is directed to select a group or two that contains feelings they are currently experiencing. The index directs you to the pages that the emotions are written about in the form of beautiful poems. These poems lead to contemplation. I read all 149 of them and found them all to be profound and for every age. The 150th one is for the reader to write for herself.

The idea behind this is based upon Cognitive Behavior Therapy. Included is an Educational Utilization in CBT or Self-Help form to help guide the reader to connect the emotions to their body language, feelings and behaviors. It is very interesting. These techniques have three main uses: personal enjoyment, improving communication with others and clinical or educational training.

The book itself is bright and colorful. It is well organized. I found this to be very helpful. The pages are clearly laid out and uncluttered. I feel that this makes it easier to focus on the emotion and the poem without distractions. For people who have difficulties, or resistance, with getting in touch with their emotions, it is very important that they don’t have anything to distract them. The poetry itself is poignant and meaningful. I really could relate to the poems about the emotions that I most frequently have been experiencing. I also liked the poetry about the positive emotions because it is uplifting and hopeful.

“Do You Get the Feeling?” is a really important text for people who are needing help with connecting with their emotions. Cognitive Behavior Therapists will love to have this to use as a resource. I also thought that it would be a really good tool for counseling internship students who are supposed to be keeping a journal. It will make their lives much easier and clearer.

Reviewed by Paige Lovitt for Reader Views (3/08)

“Projected History: A Catalog of the National Stories Produced by Universal Newsreel, Volume One, 1929-1930″ is a comprehensive compilation of information based on Universal’s textual records and microfilm documentation.

This and subsequent volumes of the series are compiled and edited by Phillip ‘Phil’ W. Stewart, retired U.S. Air Force officer, historical film consultant, and video and TV producer. Stewart is also an award-winning author of three previous books: “Battlefilm,” “War Wings,” and “America’s Film Vault.”

Phil focuses on the documented history of the U.S. and around the world as recorded by Universal Newsreel movie cameras. This edition contains all the stories nationally released during the first two years of production and distribution.

The Universal Newspaper Newsreel was released twice weekly during 1929 and 1930. The productions included highlights from the week’s news, thought to be important or entertaining, including such topics as: developments of the aircraft and shipping industry, beauty pageants, sports, politics, and celebrities. The format of the book includes short descriptions written at the time for the newsreel’s synopsis sheets. Stewart has also provided a comprehensive and exhaustive title and subject indices.

I enjoyed the frequent inclusion of “News Oddities” in the earlier editions. This was a kind of predecessor to ” America’s Funniest Home Videos.” Another feature appeared in late-1929 called “News Paragraphs.” These were human interest stories with intriguing titles that captured my curiosity. The sketches included catchy phrases like: “Stockholm, Sweden – Fancy Steppers meet” – Novel `hoofing’ features 10th anniversary of Folk Dancers’ League.” Volume 2, Number 95, Monday, November 24, 1930 included this holiday tidbit: “New York, NY – Turkey pluckers compete! Establish feather-denuding record of 30 birds in 50 minutes.”

Phil Stewart has created an important work. The book includes all the Universal Newsreel stories released nationally in the U.S. This is the first time that a Universal Newsreel story title, description, and availability have been compiled in one single reference work.

“Projected History” will quickly become recognized as an invaluable resource for students of film, U.S. and world history enthusiasts, genealogy aficionados, and by those involved in TV, video and multimedia communications services.

pms press (2008)
ISBN 9780979324383

Dodie Cross describes herself as a Virgo-compromised female, who adheres to a strict regimen: “I write four hours a day, play golf four hours a day, quilt for a couple hours, and watch Seinfeld reruns; these tasks are accomplished whenever the urge hits me. Sleep comes in 5 or 6 hour spurts but I’m rarin’ to go by 5 a.m. I’m a hopeless romantic, love and devour memoirs-the funnier the better. I fantasize about Dave Barry, Bill Bryson-The Thunderbolt Kid-and me, a literary ménage a trois, on an island in the Caribbean, writing and laughing at each other’s hilarious humor.”

Dodie has traveled the world writing about her experiences in foreign countries such as Iran-very foreign; Thailand-very happy; as well as non-foreign places like New Orleans-very kinky; Orange County, California-very last week; and Lake Chelan, Washington-very old-world lovely.

She is the recipient of numerous awards for writing and poetry, including the prestigious Southern California Writer’s Conference First Place Award for “Best Nonfiction” for “A Broad Abroad,” as well as First Place in their Inaugural Poetry Award. Her articles have appeared in the “Palm Desert Sun,” “Seattle Post Intelligencer” and as a guest columnist for the “Lake Chelan Mirror” in Washington State, as well as “The Monterey Bay Parents Magazine” and The University of Texas Literary Magazine, “RiverSedge.” She is also a contributing editor to the Palm Springs Writers Guild Newsletter.

Dodie is married, has four children and nine grandchildren. She spends her writer’s life between Eastern Washington’s Beautiful Lake Chelan and Southern California’s balmy Palm Desert.

Tyler: Welcome, Dodie. I’m glad you could join me today. Wow, moving to Thailand! I can’t even imagine it. Will you begin by telling us the circumstances that led to your moving there?

Dodie: Well, Tyler, ordinarily I’d say “Buy the book and find out” but since this is an interview and I know you have inquiring-minds as readers, I guess I’ll have to spill the beans. I was in a relationship with a man who was offered a two-year assignment in Thailand. To be able to get all the perks that go along with “married status” I acquiesced and walked the plank. I mean the aisle.

Tyler: I know you had much more than a language barrier to overcome, but to start off, did you know anything of the language before you moved and what language difficulties did you have to overcome?

Dodie: It was a struggle in futility when I first arrived. I took some Thai language lessons that the company provided, but we all ended up slaughtering the language and the poor teachers were in shock as we tried to pronounce their words. I sincerely wanted to be able to talk to them in their own tongue. And they did appreciate it when you tried.

Tyler: What was the biggest culture shock you experienced in Thailand?

Dodie: The driving was probably the hardest to cope with. I’d not been overseas in some time so I’d forgotten just how bad it was, and how good it is in America!

Tyler: What did you do in Thailand? Did you work? What was an average day like for you?

Dodie: I never sat home and moped, that’s for sure. I’d make sure that my time was filled for the week. I volunteered at the orphanage, then maybe lunch with friends, some cards or tennis, usually golf at least four times a week. I spent a couple hours each day working on the Pattaya International Ladies Club (PILC) newsletter after I became their editor, and generally just enjoyed being with friends, seeing the country and trying to experience anything Thai that I could find. From shopping, to eating, to playing…life was good. However, my home life was another story, and that’s why I tried to be gone as much as possible. And, that’s another story… as someone famous once said.

Tyler: You had to have an operation while in Thailand which you described as the doctor trying to restore your virginity? Would you tell us more about this?

Dodie: Wow, Tyler! Who’s going to want to buy my book after I give this interview? Oh well, I guess I can go back to selling pencils on the street corner. Okay. I learned much later that it’s an Asian thing for a surgeon to give her female patients a little extra stitch or two when performing any type of vaginal surgery. You know, sort of “A stitch in time…” Actually, many US docs will do that for you…but I think they ask first!

Tyler: Most of the reviews for “A Broad Abroad” describe it as a very humorous book. Why do you choose to concentrate on humor in your writing?

Dodie: I don’t know how to write any other way. Most writers draw from their life when they write, and as I see most of life as humorous, it’s pretty easy to throw that in the mix. Maybe that’s why I’ve survived the things I’ve gone through. By seeing the humorous side of things, we don’t dwell on the negative so much.

Tyler: You mentioned you would love to be on a deserted island with Dave Barry, Bill Bryson and the Thunderbolt Kid? What about their humor do you enjoy? Do you see them as influences on your writing, or are their other influences you would acknowledge?

Dodie: I read, and reread authors who make me laugh. The two mentioned above are so “off the wall” but at the same time hit right on the target. Their humor just jumps off the page and smacks you in the face. I love that kind of writing, and yes, I’d love to say they have influenced my writing. By the way, the book is called “The Life and Times of the Thunderbolt Kid” which was a memoir by Bill Bryson. If you have not read it, you are missing a hilarious read. Other writers are Erma Bombeck, Janet Evanovich, and also Carol Burnett, who wrote one of the funniest (and saddest) books that I’ve ever read. When I like an author, I will sometimes read them two and three times, just for the sheer pleasure of floating on their wonderful words. (I do leave a few months in-between).

Tyler: What do you think was the funniest experience you wrote about in the book?

Dodie: My opinion differs from that of some of my readers. I get emails that tell me they “…cracked up” in such and such a chapter, and then other people don’t even mention that chapter, but name another that had them rolling. I think I most enjoyed describing the “squat toilet,” but then, I’m prejudiced. I laugh at my words as I type them and then again when I edit, so I’m my best audience. My husband hears me laughing and calls out: “What’s so funny?” “Me!” I answer back.

Tyler: Despite the humor, “A Broad Abroad” also treats Thailand in a very serious way. What do you most respect about the country and the culture?

Dodie: Lord Buddha’s teachings, I feel, are what makes them so peaceful. As a card-carrying hyperkinetic American, I found myself amazed at the peaceful way they went about their lives. They seem to be amused that we foreigners are always checking our watches. They live in the “here and now” rather than focusing on what’s next. I found that those of us who respected their culture and tried to speak their language, were welcomed. If you were rude and displayed the “ugly American” syndrome, or ugly any type of nationality, rather than confront you, they would lower their head and look away. They aren’t given to public demonstrations of anger or rudeness. Foreigners are always welcomed, and they share their country and land with childish, uninhibited grace. Now, that said, there is the seamy side of life in Thailand, and that’s the sex-trade. As I said in my book, you can either join in or completely ignore it. It’s your choice. The Thais make it available, and again, it’s supply and demand that keeps it going.

Tyler: How would you describe the role of women in Thailand compared to in the United States?

Dodie: Wow, that’s a hard one. I did notice that the men had a much easier life than the women. There’s a chapter in my book that deals with that. The Thai people, as I’ve said, all seem to accept their life. Again, it’s the Buddhist influence that seems to guide them.

Tyler: You also talk about orphanages and healthcare and many other aspects of Thai society. Are there any ways you think Thailand is actually more progressive than the United States or Western Culture in general?

Dodie: You know, I would never dream to make any assumption about that. I was there in the early 90s and so much has changed since then. As for health care, a year or so there was a special on CBS 60 Minutes showing how many Americans and Europeans were traveling to Thailand and India for surgery. Not only were the charges for such surgeries ridiculously high in the States, but in Thailand the cost could be $25 to $50,000 dollars less, plus the patients were treated to at least seven registered nurses while in the hospital. Now, that is unheard of in our country. We’re lucky if we see an R.N. scurry past our room with her arms full of charts. So, obviously things have changed since I was there. Also, according to some blogs I’ve read, the Thais have picked up a sort of “shorthand” English, where they can communicate much better with the foreigner. They had plenty of nurses when I was there, but no one understood me. As I said in my book, they would have done anything I asked for, but they just didn’t understand WHAT I asked for. But, even then, the caring was there, just not the “care.” Plus, having a pre-menopausal nurse with PMS didn’t help. I honestly believe she was the only one in the country who was intolerant and “vengeful.”

Tyler: Dodie, you’ve been to many other places around the world and written about them-how would you rate or compare Thailand to the other countries you’ve lived in and written about?

Dodie: I would have to say that Thailand, because of its Buddhist influence, is incomparable to anywhere I’ve ever lived. “Serene” is a good adjective I like to associate with the people of Thailand.

Tyler: If you could go to Thailand again, knowing what you know now, would you?

Dodie: Again, it has changed in the years since I was there, with many more expats and foreigners calling it their home, but it still has the most beautiful ocean views, skies, the breathtaking jungles and flowers, and welcomes all foreigners with open arms. I am in touch with a publisher in Thailand who wants to publish my book, which for me would be wonderful because of the expat market there. So, I may be flying back there to set up that deal.

Tyler: If your book were published in the Thai language, how do you think the Thai people would receive your reflections on their culture?

DDodie: I can’t speak for them, but I loved their country, their culture, their hospitality, and I think it resounds in my book, so I think they’d be happy.

Tyler: Dodie, since you have already been such a successful writer, what kinds of writing challenges do you foresee for yourself in the future?

Dodie: I think my biggest challenge will be the book on Iran that I’m working on now. It will be very hard to be “funny” about a country that has deteriorated from a historic and old-world country that many travelers visited, to the hotbed of hate and religious fanaticism that it is today. I did have great times there, but because I made sure that I did, but it ended in a nightmare. I have to find a way to get around the bad stuff and concentrate on the good. I had some very wonderful Iranian friends while living there, so I’ll bring them into the picture as well. I would say that there were many Iranians who were terrified when they heard the Ayatollah was coming back, even though he promised a progressive Iran, he led them back into the old testament.

Tyler: I hope you’ll come back later to talk about your book on Iran. I won’t ask about the nightmare part of it now but let our readers remain curious. Do you have plans to visit any other countries and write about them?

Dodie: My husband has had Parkinson’s for some time now, so the “overland” traveling is out of the question. However, we do enjoy cruising, which is easier for him. In January he is going to have the Deep Brain Stimulation procedure that Michael J. Fox underwent, and which seemed to help him. So we will plan our trips based on that.

Tyler: Thank you for joining me today, Dodie. Before we go, will you tell our readers a little bit about your website and what further information can be found there about your book?

Dodie: Yes, I’d love for your listeners to see all the wonderful reviews I’ve had, as well as the pictures of the little orphans and some of the beautiful Thai statues. I’d also like for them to be able to leave me their comments on the book once they’ve read it. I have a place on my website called: “contact me” where they can leave their thoughts.

Also, if they’d like the book to be signed by the author, they can purchase it on my website and in the comments section they write the name they’d like me to sign it to.

Tyler: Thank you, Dodie. I’ve certainly enjoyed talking to you. I wish you a lot of luck with “A Broad Abroad in Thailand.”