CUNA Corner

'No Higher Honor'

April 23, 2012
KEYWORDS adviser , memoir , president , rice
/ PRINT / ShareShare / Text Size +

Condoleezza Rice spent eight years in the inner circle of former President George W. Bush’s administration. In her most recent book, “No Higher Honor: A Memoir of My Years in Washington,” published by The Crown Publishing Group, she describes:

 

 Secret negotiating rooms where the fates of world leaders and countries often hung in the balance; and

● How frighteningly close all-out war loomed in clashes involving various nations. 

As national security adviser during President Bush’s first term and then secretary of state, Rice traveled nearly continuously around the globe, seeking common ground among sometimes bitter enemies and forging agreement on divisive issues.

She also was the first woman and African American to serve as Stanford University’s provost from 1993-1999. There, she was responsible for a $1.5 billion annual budget and the academic program involving 1,400 faculty members and 14,000 students.

In addition to two bestsellers—“No Higher Honor” and “Extraordinary, Ordinary People: A Memoir of Family”—she also has authored and co-authored numerous other books.

A fellow of the American Academy of Arts and Sciences, she has been awarded 10 honorary doctorates.

Rice offers her perspective on politics, Washington, and  business.

“Today’s headlines and history’s judgment are rarely the same,” she states. “If you are too attentive to the former, you will most certainly not do the hard work of securing the latter.”

 

Click here to submit a book review or recommendation.

Post a comment to this story

heroes

What's Popular

Popular Stories

Recent Discussion

Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive