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The 30s are roaring. It’s a time in women’s lives for breaking personal and professional barriers. But try Googling “successful women in their 30s,” and you’ll be served up articles like these:

• “Why Are Women In Their 30s Still Single?”
• “Are Professional Women In Their Mid-30s Too Independent?”
• “Why Women Lose The Dating Game”

Denise Restauri, the founder and CEO of Girlquake and the executive producer of the inaugural Forbes Women’s Summit, knows that women are doing so much more than looking for a date in their 30s, and yet the media largely ignores their trials and triumphs. Their Roaring Thirties: Brutally Honest Career Talk From Women Who Beat The Youth Trap spotlights thirtysomething women who have an inner fire that has powered them through sudden changes, sick parents, workplace sexism, startup stresses, baby questions and much more. Candid, illuminating interviews with female executives, professors, lawyers and entrepreneurs provide a vital perspective on the many challenges these women face, along with what drives them to succeed. Their Roaring Thirties is sparking a new conversation to help millennials make sense of what’s to come and show Baby Boomers what drives the women building tomorrow’s great companies. Join the conversation today.

• Sales Rank: #409069 in eBooks
• Published on: 2014-09-10
• Released on: 2014-09-10
• Format: Kindle eBook

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2 of 2 people found the following review helpful.
What can 30-something women teach me?
By Daniel W. Bena
Denise is remarkable in the impact she has, and her drive for amplifying the voices of girls and women. When I first heard the premise of this book, in all candor, I didn't think there would be much for a 50-year-old male to learn from, or have in common with, thirty-something women. Gosh, was I wrong!!! Their candor and individual lessons of hope (starting with the author's own story!), while sometimes conveyed a roller-coaster ride of emotions, all leave the reader with something to take away with them. Whether it's about love, or passion, or forgiveness, or social conscience, or driving for change...I guarantee you that you will get something positive out of reading this book! Well done, Denise!

2 of 2 people found the following review helpful.
Important book to read as a twentysomething too
By NYCReader
Send this book to the ereaders of as many ambitious 30-something friends/mentees that you can -- they'll relate so much -- AND to late-20somethings you know. I'm 28 and read this in one day - I just couldn't stop reading one story after another. Denise is filling an important void on the bookshelf -- you won't be disappointed reading this "what I know now" and "what I wish I knew then" advice from professional 30somethings, especially if you're close to transitioning into that new decade. Thank you to all the women who shared their brutally honest and deeply passionate stories!

2 of 2 people found the following review helpful.
A must-read
By Lindy Li
Denise is an extraordinary woman who has woven together a collection of stories that will leave you forever changed in some way. Some of the most important lessons in life can't be learned through the classroom but only through one's own experiences or those of others. This book is a lodestar for women as well as men of every age and walk of life.

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The Oz Principle is the groundbreaking work that demonstrates the vital role of accountability in the achievement of business results and the improvement of both individual and organizational performance. With more than a half million copies sold, The Oz Principle has emerged as one of the most influential and useful business ideas of recent times. The Oz Principle shows how to overcome The Blame Game that is so prevalent in organizations today. By taking the Steps to Accountability� and helping people See It�, Own It�, Solve It�, and Do It�, the authors help people move Above the Line� to take ownership for overcoming obstacles and getting results. The audio book spells out how to capture the power of positive accountability by helping people at every level of the organization ask the question, “What else can I do?” to achieve the result. The Oz Principle changed the fate of hundreds of companies because it works! People want to be accountable. Taking ownership of a business is exciting. So is improved performance. That’s why accountability has become a core management value for thousands of organizations throughout the world.

• Sales Rank: #316932 in Books
• Published on: 2011-02-04
• Formats: Audiobook, CD, Unabridged
• Original language: English
• Number of items: 8
• Dimensions: 5.50" h x .63" w x 6.50" l, .50 pounds
• Running time: 28858 seconds
• Binding: Audio CD
• 8 pages

Review
“The Oz Principle describes what we’ve all suspected - that it isn’t just America in crisis, but the American character. The good news is that Connors, Smith, and Hickman also describe the ‘yellow brick road’ we must follow to rebuild the dominant qualities to achieve success.”

—Stephen R. Covey, author of The Seven Habits of Highly Effective People

About the Author
Roger Connors�and Tom Smith are cofounders of Partners In Leadership, Inc., the worldwide leader in accountability training, with more than 700 clients in fifty-six countries. They are also authors of How Did That Happen? and their newest release Change The Culture, Change The Game.�Craig Hickman is the coauthor of the international bestsellers Creating Excellence and Mind of a Manager, Soul of a Leader, and other business books.

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273 of 289 people found the following review helpful.
Before Adopting This Book For Your Business...
By William A. Reed
Before adopting this for your business it is worth considering whether it will achieve your goals and if it will have unintended consequences.

One of the first things you may notice in this book is that the authors have trademarked the commercial use of the two phrases "above the line�" and "below the line�". The horizontal "line" separates two types of behavior and attitudes, which represents the OZ principle. This might be some indication of their intentions.

Above the line thinking is about being accountable and below the line thinking is about "the blame game". In other words, the authors posit that we live in a culture of entitlement and pseudo-victimization where we are motivated to avoid accountability and blame others for failure. Consequently, this book (and its associated training courses) is often selected by management to obtain more "accountability" (and less excuses) from their employees.

Such a simplistic formula with a few twists and many anecdotal stories provide the necessary fuel for a highly successful book as well as a robust training and consulting practice. But, the expected results for your organization may not live up to the hype. This should be somewhat obvious on critical reflection, if you believe that people are not nearly as one-dimensional as this approach suggests.

I am all for accountability but have some concerns with this approach. First, its all-encompassing, individually-focused assessment of attitudinal performance is grossly over-simplistic, but interestingly appealing to organizations that are seeking simple solutions to their performance problems. It also appears to satisfy a number of individuals and managers who find solace in uncomplicated prescriptions to guide their staff behaviors. But, if you adopt this approach, be sure your managers don't use it to silence your employees and essentially reduce all problems to a single cause by attributing the accountability to one person.

According to the authors, when individuals are "confused", adopt a "wait and see" position, or try to "cover their tail", they are acting below the line, which comes across as a pejorative if not an accusatory label. This attribution is based on the notion that members do have the power to perform above the line should they so choose. So it is always deemed to be the employee's fault. What is missing here is the possibility that problems might lay elsewhere (such as in processes, coordination, resources, etc.) or result from multiple causes.

Above the line behavior is described as steps to accountability, which include "see it", "own it", "solve it", and "do it". While this is rather basic, it could be valuable training for some, to focus on basic execution rather than being paralyzed by inaction.

More important though is the primary flaw in this theory, which is its failure to deal with the realities of power and control in organizational settings. While there is a brief mention of empowerment (p. 203) the authors imply that this is the fault of employees. "...employees allow themselves to feel like victims of managers, management behaves accordingly, and results get held hostage by indecision and inaction" (p. 204).

In reality, information, connections, and resources are also important keys to empowerment, but somehow employees are accountable for gaining access to these without upsetting existing organizational structures or fearing any potential punishment for coloring outside the lines.

Some readers may be confused about the authors' concept of "accountability" which is the core theme of the book. Managers typically hold employees accountable which is clearly an expression of power. Yet, it is unlikely that employees could be seen as holding their boss accountable, at least with any punitive force.

Consequently, the authors sidestep this issue by redefining the word "accountability" to be "a personal choice to rise above one's circumstances and demonstrate the ownership necessary for achieving desired results" (p. 47).

However, simply redefining the word for their own use and pretending that it will somehow allow individuals to acquire resources and become accountable seems highly dubious. It is more likely that those with powerful positions will retain its pejorative use. In other words accountability is still a one way street in the land of OZ.

At the same time, the authors have a plan to "hold" employees accountable (now reverting to the traditional meaning of the word) by using a three step process (p. 192) that offers praise to employees who achieve specific measurable goals. While the employees may be invited to share in the goal setting, the asymmetrical availability of power and the ability to mete out rewards and punishments still reside with only one party.

Another underlying premise of this book is that individuals (whatever their position) are in complete control of the outcomes of their work. This is a long-held traditional view of organizations based on reductionist logic which has been significantly challenged in the Complexity literature (see my other reviews). In reality, very few substantive problems are the result of single causality.

To the extent that long-term outcomes are reliant on some forces beyond individual control, it is not just unfair to implement the version of accountability described in this book, but also possibly counterproductive. A better approach might be to drop the accountability rhetoric altogether and focus more on encouraging personal mastery, adaptation, and cooperative knowledge sharing. In other words, it is doubtful if the Oz principle is particularly good for accountability, motivation, or outcomes.

If you found this review useful, please click "Yes".

7 of 7 people found the following review helpful.
This book changed my Life
By Curtis W Hallenbeck
I read this book at a time in my life when it felt like the whole world was against me. I was going through a divorce, there were multiple layoffs at my job(including a close friend that I convinced to come work with me) and I had just had a huge amount of workload dumped on me with no extra pay. I very quickly fell into a victim cycle. This book helped me to See how I controlled my own destiny. By taking accountability into my own hands I was motivated to not let anyone or any event deny me from being successful. After reading this book and making a commitment to always strive to be above the line I was able to get a promotion, move on from my failed marriage, improve my health and complete my first Marathon and help others be successful in their own way.

Many reviewers have degrade this book as corporate nonsense to make the employees take the blame. I won't deny that probably is the case in several companies, however, there are great lessons in this book that helped me realize that blaming corporate gets me nowhere. My actions have the ability to improve my situation, but rarely does playing the blame game ever produce desired results.

1 of 1 people found the following review helpful.
Not my cup of tea
By Teri Brown
I am required to read this for work and to me this is just a big book of name dropping.
I do not like the content and it is not an easy read. Yes I went there, below the line. But I wont victimize myself.
Unless you are required to read there are way better books out there for businesses.

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• Sales Rank: #8589131 in Books
• Published on: 2006
• Number of items: 1
• Binding: Paperback

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The inspiring Careers for You series shows career explorers how to examine the job market through the unique lens of their own interests--and find new happiness in the workplace. Vital information on each job includes:

• The latest data on training and education
• Stories of success from each field
• Advice on assessing job skills and marketing them well in an interview
• Expert advice on finding and getting the job
• Resources for further career exploration in each specific field

• Sales Rank: #1429996 in Books
• Published on: 2004-04-14
• Released on: 2004-04-14
• Original language: English
• Number of items: 1
• Dimensions: 8.50" h x .60" w x 5.50" l, .35 pounds
• Binding: Paperback
• 160 pages

From the Back Cover

[category] Careers

Careers for Sports Nuts & Other Athletic Types

Behind every superstar is a team of people getting paid to do what they love. The world of sports is a wide-open playing field for people of various talents looking for rewarding, fulfilling careers. If you can't get enough sports and want to earn a lucrative salary doing what you love, this practical guide is for you. In Careers for Sports Nuts, you'll learn how the sports obsessed like yourself can earn a healthy living as:

• Head Coaches
• Athletic Trainers
• Publicists
• Managers
• Directors of Concessions
• Physical Educators
• Sports Medicine Professionals
• Score Keepers
• Broadcasters
• Game Officials
• Fitness Center Operators
• Administrators

Inside you'll find all the information you need on salaries, working conditions, and opportunities for professional advancement. Written for newcomers and career changers alike, Careers for Sports Nuts will show you how to gain the competitive advantage to land your dream job.

About the Author
McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide

Most helpful customer reviews

0 of 0 people found the following review helpful.
Five Stars
By Rock Desmarais
Arrived on time and in good quality.

10 of 13 people found the following review helpful.
Sports Nuts
By A Customer
The book Careers for Sports Nuts and Other Athletic Types by Ray Heitzmann is a great informational book. The book tells about occupations in the athletic department. For example the book describes jobs like physical therapy, coaching, sports communication and much more. This book is more for high school students who want to go into athletics for an occupation. I believe this book is a great book. I choose this book because I want to go into athletics; this book helped me narrow my choices.

The book Careers for Sports Nuts and Other Athletic Types reminds me of the lawyers in Inherit the Wind. In Inherit the Wind the lawyers are very successful. For example one of t he charters ran for president three times. I also recommend reading Inherit the Wind.

0 of 0 people found the following review helpful.
What to be when I grow up
By Octavia
The book assisted me with my Senior Seminar class needed to graduate my Bachelor program. It aided in the research necessary to decide what we wanted to do with out degrees after we graduated. It was an expedient shipment and affordable.

See all 3 customer reviews...

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