What is *The Oz Principle* by Roger Connors about?

*The Oz Principle* outlines a framework for fostering accountability in individuals and organizations using the *Wizard of Oz* metaphor. It teaches four steps—**See It** (recognize reality), **Own It** (take responsibility), **Solve It** (find solutions), and **Do It** (act decisively)—to shift from a victim mentality to proactive problem-solving. The book emphasizes that lasting success requires cultural accountability, not quick fixes.

Who should read *The Oz Principle*?

Leaders, managers, and teams struggling with accountability or organizational stagnation will benefit most. It’s also valuable for professionals in change management, HR, or organizational development seeking actionable strategies to build trust, improve productivity, and drive results.

Is *The Oz Principle* worth reading?

Yes, particularly for its practical, timeless advice on accountability. The book combines real-world case studies, a clear four-step framework, and relatable metaphors, making it a *New York Times* bestseller. Critics note some repetitiveness, but its focus on shifting organizational culture remains highly relevant.

What are the four steps of accountability in *The Oz Principle*?

1. **See It**: Acknowledge current challenges openly. 2. **Own It**: Take responsibility without blaming external factors. 3. **Solve It**: Collaborate to identify solutions. 4. **Do It**: Implement actions persistently. These steps help individuals and organizations stay “Above the Line” (proactive) rather than “Below the Line” (excuses/blame).

How does *The Oz Principle* use the *Wizard of Oz* metaphor?

Characters symbolize accountability principles: * **Cowardly Lion**: Courage to *See It* (face reality). * **Tin Woodsman**: Heart to *Own It* (take ownership). * **Scarecrow**: Wisdom to *Solve It* (find solutions). * **Dorothy**: Resolve to *Do It* (take action). The metaphor simplifies complex concepts into relatable lessons.

What is “Above the Line” thinking in *The Oz Principle*?

“Above the Line” refers to proactive accountability—focusing on solutions rather than excuses. Contrasted with “Below the Line” behaviors (denial, blame, or confusion), it encourages ownership of outcomes. This mindset shift is central to driving organizational success.

Can *The Oz Principle* improve organizational culture?

Yes. By embedding accountability into daily operations, teams align actions with goals, reduce finger-pointing, and boost innovation. Case studies show companies overcoming low morale and inefficiency by adopting its principles.

What are key quotes from *The Oz Principle*?

* **“When everyone is accountable for achieving organizational results… the right things tend to happen.”** * **“Accountability is a personal choice to rise above circumstances.”** These quotes underscore the book’s core message: ownership drives success.

The Oz Principle

Roger Connors

3.59(3295 Reviews)

Leadership & Corp Culture

Overview of The Oz Principle

The Oz Principle reveals how accountability transforms organizations. This bestselling "worldwide bible on accountability" has shaped nearly 600,000 leaders' mindsets, including half the Dow Jones companies. Stephen Covey called it the "yellow brick road" to success. Ready to step above the blame line?

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Chapter 1

The Yellow Brick Road to Accountability

In the whirlwind of corporate scandals, economic uncertainties, and workplace challenges, one book has emerged as the definitive guide to personal and organizational accountability. "The Oz Principle" has transformed countless organizations, producing billions in shareholder value while improving employee morale and satisfaction. This modern business classic draws its power from a timeless story-L. Frank Baum's "The Wizard of Oz"-using Dorothy's journey as a metaphor for the path to accountability. Embraced by executives at companies like Johnson & Johnson, IBM, and Pfizer, the book has achieved cult status among leadership circles. Even Oprah Winfrey reportedly keeps copies on hand for staff development. What makes this book so compelling is its simple yet profound message: the power to overcome obstacles and achieve results lies within us all, just as Dorothy discovered she possessed the means to return home all along.

Chapter 2

Victimization: The Modern Business Epidemic

The modern workplace suffers from a destructive epidemic: victimization. This mindset manifests when people blame circumstances or others for their inability to achieve results, creating a culture where excuses flourish and accountability withers. The authors draw a clear distinction between operating "Below The Line" (in the victim cycle) and "Above The Line" (in accountability). Below The Line, people engage in excuse-making, finger-pointing, confusion, and helplessness. This descent typically begins subtly-with reasonable-sounding explanations for why goals weren't met-but gradually escalates into blame and eventually becomes embedded in organizational culture. Consider Cisco Systems, which ignored declining demand signals until forced to write down $2.5 billion in inventory and lay off 8,500 people, with shares losing 90% of value. The victim cycle follows predictable stages that anyone can recognize. It starts with ignoring or denying problems-like American auto manufacturers who dismissed Japanese competition until it was almost too late. Next comes the "it's not my job" phase, where people acknowledge issues but avoid involvement. The finger-pointing stage follows, with departments blaming each other in an endless cycle that solves nothing. People then claim confusion ("given all these mixed signals, how can you hold me responsible?") or demand micromanagement ("just tell me exactly what to do"). The final stages involve elaborate excuse-making and passively waiting for problems to resolve themselves. One manufacturing executive spent a year blaming corporate management, his team, and his predecessor for poor results before finally recognizing his own victim mentality. The cost of this victimization extends beyond financial metrics. It erodes trust, dampens innovation, and creates toxic work environments where people focus more on protecting themselves than achieving results. As one frustrated CEO observed, "We spend more time explaining why we missed our numbers than figuring out how to make them."

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Chapter 3

Redefining Accountability: More Than Taking Blame

Most people view accountability negatively-something that happens when performance fails or problems develop. Dictionary definitions reinforce this view, describing accountability as "subject to having to report, explain, or justify." This fear-inducing approach causes people to spend energy justifying poor results rather than focusing on improvement. In many organizations, the mere mention of "being held accountable" triggers defensive responses and anxiety, creating a culture of blame rather than growth. The Oz Principle offers a transformative definition: "Accountability is a personal choice to rise above one's circumstances and demonstrate the ownership necessary for achieving desired results-to See It, Own It, Solve It, and Do It." This proactive definition emphasizes asking "What else can I do?" rather than explaining past failures. It shifts the focus from finding fault to finding solutions, from past-oriented blame to future-oriented action. This perspective shift changes everything. Rather than a reactive concept focused on the past, accountability becomes a proactive mindset focused on influencing future outcomes. It's not about confession or punishment but about empowerment and results. When people embrace this definition, they move from victims of circumstance to architects of solutions, from passive observers to active participants in success. Consider Dennis Antinori, a sales VP at IVAC, who demonstrated this when faced with a twelve-month delay in new product launches. Rather than allowing his team to blame product development, he reframed their challenge: "The real problem is a sales problem, not a new products problem." By accepting reality and asking "What else can we do?" his team found creative solutions that delivered an outstanding 15% sales increase despite having no new products to sell. They focused on maximizing existing product lines, deepening customer relationships, and improving service quality - all actions within their control. True accountability also embraces joint responsibility. Like a baseball team where multiple players might converge on a pop fly, organizational success requires everyone taking responsibility beyond strict job descriptions. One company president described joint accountability as "everyone working together so we don't drop the ball; but when it does get dropped, everyone dives to pick it up." This collective approach has been successfully implemented in companies like Southwest Airlines, where gate agents, flight attendants, and pilots all share responsibility for on-time departures, rather than pointing fingers when delays occur. The shift to positive accountability requires consistent reinforcement through leadership behavior, organizational systems, and daily practices. Successful organizations create environments where people feel safe taking ownership, where mistakes are viewed as learning opportunities, and where the question "What else can we do?" becomes part of the cultural DNA. Regular team meetings focused on solutions rather than blame, recognition programs that celebrate proactive problem-solving, and leadership that models accountability all contribute to this cultural transformation.

Chapter 4

See It: Finding Courage to Face Reality

The journey Above The Line begins with seeing reality clearly, which requires courage-the quality symbolized by the Lion in Oz. Even typically accountable people occasionally get stuck in denial, unable or unwilling to acknowledge uncomfortable truths. Intel chairman Andrew Grove noted that every company faces critical moments requiring dramatic change to reach higher performance-missing these moments leads to decline. IBM's painful decline exemplifies corporate blindness to reality-they stubbornly protected their mainframe business despite clear industry shifts toward smaller computers. While competitors capitalized on new markets, IBM "sat on superb technology out of fear it would cannibalize their bread and butter mainframe business." Despite losing $24 billion in market value by 1986, Chairman John Akers insisted "nothing went wrong" even as IBM continued losing another $18 billion. In 1994, new CEO Louis Gerstner immediately helped IBM see reality, writing "It is not helpful to feel sorry for ourselves... We must focus our efforts on solutions and actions." He established five 90-day priorities that formed the basis of IBM's historic turnaround. People resist seeing reality for understandable reasons: they fear the consequences of acknowledging problems or have become comfortable with the status quo. AT&T employees clung to their physical offices despite a telecommuting initiative, unable to accept that "the office isn't a place to come, sit down and stare at a computer." Honest feedback, though sometimes painful, creates the accurate picture of reality essential for accountability. Since no individual can perfectly perceive reality alone, drawing from multiple perspectives helps recognize when you're Below The Line. Betty Bingham, a corporate HR VP temporarily reassigned to a division, felt victimized when headquarters didn't want her back. Instead of wallowing in self-pity, she sought direct feedback from colleagues and discovered her methods had caused deep resentments. With this awareness, she changed her approach and rebuilt her reputation.

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Chapter 5

Own It: Finding Heart to Accept Responsibility

The Tin Woodsman symbolizes the second dimension of accountability-finding the heart to own your circumstances. This step requires accepting responsibility for your role in creating your current situation, regardless of external factors. Brian Porter's story illustrates this principle. After accepting a lucrative position at Sunshine Pool Products over Citicorp, Brian discovered three months later that the company had been sold. The new president undermined his authority by offering higher commissions to salespeople who bypassed him. When confronted, the president admitted he didn't trust Brian's inexperience. Initially, Brian felt betrayed and victimized. Through conversations with his colleague Andy, however, he gradually recognized how his own actions contributed to his circumstances-he'd been seduced by promises of wealth and prestige, ignored warning signs, and failed to secure written agreements. By owning these choices, Brian could move forward rather than remain stuck in blame. Ownership requires seeing both sides of every situation. While there are always "victim facts" that make us feel taken advantage of, there are also "accountable facts" about our own role in creating circumstances. People who achieve results, like Lee Iacocca, quickly acknowledge mistakes and own circumstances to avoid the victim cycle. Even true victims of circumstances beyond their control must be accountable for where they go from here. The principle cuts across all cultures and companies: when everyone treats a situation as their own, results improve. Josh Tanner's story demonstrates this perfectly. After leaving a blue-chip company for a startup, he received shocking negative feedback about his analytical bent and bureaucratic orientation. Initially stuck Below The Line, Josh struggled to connect his behavior with others' perceptions. Through coaching, he gradually acknowledged how his actions contributed to his circumstances, realizing "getting stuck Below The Line feels like being trapped in a room with no windows or doors." Once he owned his situation, he gained the commitment to change those circumstances, shifted his colleagues' perceptions, and earned his promotion to vice president of marketing.

Chapter 6

Solve It: Finding Wisdom to Overcome Obstacles

The Scarecrow represents the third dimension of accountability-finding wisdom to solve problems. This capability involves persistently asking "What else can I do?" when facing obstacles rather than giving up or making excuses. Toyota exemplifies a Solve-It company, putting its collective brainpower to work on problems competitors haven't yet seen or owned. Despite global overcapacity and sluggish sales, Toyota expanded capacity while rethinking everything-reorganizing operations, incorporating more technology in factories, and reworking its legendary "lean production" system. Rather than closing plants like European and American competitors, Toyota focuses on cost-cutting to improve efficiency. Moving quickly to the Solve It step can make a critical difference when facing challenges. For the underemployed "Duppies" (depressed urban professionals) who lost high-paying tech jobs, solving it means preparation: becoming professionally nimble, continuing education, networking outside your industry, and building financial reserves. Robert Frey's experience turning around Cin-Made demonstrates the power of solving problems Above The Line. After purchasing this troubled composite can manufacturer, Frey found profits disappearing amid stagnant products, outdated equipment and poor labor relations. Moving the organization Above The Line required sharing financial information, implementing profit-sharing, and persistently coaching employees past the "that's not my job" mentality. Despite resistance to change, workers gradually embraced problem-solving and cost control, leading to remarkable results: 98% on-time delivery, minimal absenteeism, 30% productivity improvement, fewer grievances, and higher wages. Six essential skills form the foundation of effective problem-solving: 1) Stay Engaged-avoid giving up when problems persist; 2) Persist-constantly ask "What else can I do?"; 3) Think Differently-as Einstein noted, problems can't be solved with the same thinking that created them; 4) Create New Linkages-forge innovative relationships with competitors, suppliers or other departments; 5) Take the Initiative-assume full accountability for discovering solutions; and 6) Stay Conscious-overcome auto-pilot mode by challenging assumptions.

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Chapter 7

Do It: Finding Courage to Take Action

The final step Above The Line requires accepting risk and taking action to achieve results. Without this step, you'll never overcome circumstances to achieve desired results. FedEx exemplifies this philosophy with their "Absolutely, Positively Whatever It Takes" approach, as demonstrated by driver Buster Knull who helped install wheel stems to ensure on-time shipment, and Steven Schott who borrowed a bicycle and walked miles in 90-degree heat to complete deliveries when his vans broke down. Most people fail to Do It because they can't resist the gravitational pull from Below The Line, which easily draws them back into the victim cycle. This happens primarily due to fear of the risks associated with taking full responsibility for results. The line between Solve It and Do It separates good companies from great ones-great organizations welcome risks associated with action. Terry's story exemplifies moving Above The Line when facing workplace challenges. As a newly hired MBA, Terry received leadership of an important product development team. His team worked intensely, even sleeping in conference rooms to meet deadlines. However, when they proudly presented their completed work to the director, they received an unexpectedly cold response-the director barely acknowledged their effort and later claimed to have misplaced their materials. Initially feeling victimized, Terry considered leaving the company. After reading The Oz Principle, however, he chose accountability instead. Taking the See It step, he discovered the company was facing potential collapse from other failed products, and his team had remained insulated from these urgent problems. He learned his secretive approach had alienated colleagues in a culture that valued teamwork. Through the Own It step, Terry recognized his shortsightedness in not seeking feedback or understanding company dynamics. The Solve It step led him to rebuild relationships and prove himself a team player. By fully implementing Do It, Terry transformed perceptions, eventually becoming director of development himself-now coaching others through the Steps To Accountability.

Chapter 8

Leading from Above The Line

Like Glinda the Good Witch who guided the Oz travelers without doing their work for them, effective leaders help others discover their own path Above The Line. They provide direction and coaching that allows people to tap their inherent capabilities and achieve results. Above The Line leaders demonstrate key characteristics: they don't remain Below The Line for long, actively seek and provide feedback, hold themselves to the same standards as others, and genuinely help others follow their example. Rupert Murdoch exemplifies this leadership approach, having built News Corp into the most profitable media company through accountability rather than excuses. Whether being conservative or taking bold risks like pursuing satellite platforms, Murdoch consistently asks, "What else can we do to get the results we want?"-the quintessential Above The Line question. Leaders must model accountability for their organization, taking responsibility for consequences of all decisions and actions. Jack Welch transformed GE by promoting accountability with values of "self-confidence, candor, and unflinching willingness to face reality." Bosses who deflect blame create environments where subordinates waste energy on self-protection rather than results. Coaching people Above The Line requires patience rather than a one-time event. Many leaders mistakenly believe that once people understand the concept of accountability, they'll never fall Below The Line again. This "event approach" misuses accountability as a hammer, pushing people back into victim mode. Instead, coaching requires patience and nurturing. When coaching someone Above The Line, follow five key steps: Listen sympathetically to victim stories; Acknowledge genuine obstacles; Ask what else they can do to achieve results; Coach using the Steps To Accountability; and Commit to helping create an action plan with specific follow-up.

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Chapter 9

Building a Culture of Accountability

Creating an accountable organization requires five key activities: training everyone at every level, coaching accountability, asking Above The Line questions, rewarding accountability, and holding people accountable. Training must help people recognize Below The Line viewpoints, assist them in transitioning to a new view of accountability, and work to lock in new Above The Line perspectives. Many view accountability negatively-as something that happens when things go wrong, as punishment, or as burdensome reporting. Creating greater accountability must begin by helping people recognize their negative views and showing them how much energy they waste operating Below The Line. Making accountability a way of life requires constant encouragement to replace Below The Line attitudes with Above The Line thinking. Terms like "Below The Line," "Above The Line," and "See It, Own It, Solve It, Do It" create a common frame of reference everyone can understand. Accountability must be woven into every aspect of organizational operations from performance appraisals to decision-making patterns. Six powerful devices can instill greater accountability in your organization: 1) Use Trigger Words like "Above The Line" and "See It, Own It, Solve It, Do It" as behavioral cues; 2) Tell Inspiring Stories about moving from Below to Above The Line; 3) Manage by Walking Around to coach people Above The Line; 4) Use the Framework in all business activities; 5) Create Role Models by setting examples and recognizing exemplary behavior; and 6) Create Above The Line Experiences that give people opportunities to practice accountability. To hold people accountable positively rather than punitively, follow three guidelines: clearly define desired results (focusing on outcomes, not just activity); determine mutually agreeable progress report times (letting the accountable person suggest when to report); and deliver praise or coaching at appropriate moments (asking "What else can you do?" rather than solving problems yourself).

Chapter 10

Confronting Perennial Organizational Issues

Most companies periodically avoid resolving perennial, costly issues that drain resources, diminish morale, and impede progress. The Latin phrase "est factum vitae" (it's a fact of life) becomes the enemy of change and accountability when organizations accept problems as unchangeable realities. This passive acceptance often manifests in statements like "that's just how things work here" or "we've always done it this way." Only by confronting these issues head-on can companies increase profits, improve performance, and create vibrant workplaces where innovation thrives. Poor communication consistently tops organizational problem lists, creating cascading effects that impede progress between employees and managers, functions, divisions, and teams. Common manifestations include incomplete information sharing, delayed feedback loops, siloed departments, and misaligned expectations. Cross-functional battles between departments have become organizational traditions despite being shortsighted Below The Line behaviors. These conflicts often arise from competing metrics, misaligned incentives, and territorial thinking. One organization's R&D and marketing departments feuded so intensely that product innovation stalled for a year, costing millions in lost opportunities. After applying The Oz Principle, they realized "We were nuts. We were both in the same boat, but were doing our level best to sink each other." This breakthrough led to collaborative processes that doubled their innovation output. Organizations frequently struggle with conflicting priorities where success comes to those who view these not as mixed messages but as challenges of balance and growth. For instance, the tension between quality and speed, cost control and innovation, or standardization and customization requires nuanced solutions rather than either/or thinking. Work-life balance has become crucial, with studies showing that 73% of the rising generation preferring better balance over higher salary. As companies downsize and demand more with less, employees face increasing pressure to maintain productivity while managing personal commitments. Both management and employees must acknowledge this reality and make personal trade-offs that work best for them, whether through flexible scheduling, remote work options, or clear boundary setting. A disease called "programitis" has infected corporate America-the endless pursuit of management fads and programs that promise quick fixes to complex problems. From strategic planning to total quality management to business reengineering, these prepackaged solutions come and go, often leaving little impact beyond initial enthusiasm and implementation costs. Companies typically spend millions on these initiatives, only to see them fade away when the next trend emerges. The cure for programitis lies in recognizing that any management philosophy can produce results, but only when accompanied by accountability throughout the organization and a sustained commitment to real change. Successful organizations focus less on the latest management trend and more on building a culture of ownership and results-oriented thinking.

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Chapter 11

The Unending Journey to Results

Organizations that embrace accountability consistently achieve remarkable results across diverse industries and challenges. Precor, a fitness equipment manufacturer already successful in their market, undertook a comprehensive cultural transformation focusing on accountability and innovation. This shift wasn't just superficial - they implemented new feedback systems, encouraged risk-taking, and established clear metrics for success. The results were striking: a 13% revenue increase and 66% profitability improvement within 18 months, demonstrating how even successful companies can reach new heights through accountability. Eli Lilly's response to criticism about minority business support exemplifies moving Above The Line. Rather than defending their position or making token gestures, they took proactive ownership by helping create and mentor a minority-owned engineering firm. This initiative included providing business development guidance, technical expertise, and direct contract opportunities. Their approach transformed criticism into opportunity and established a model for other corporations to follow. AmerisourceBergen's story particularly illustrates the power of anticipatory accountability. When facing the loss of a major account worth millions in annual revenue, instead of falling into crisis mode, they immediately mobilized their sales force with a clear action plan. Their accountability mindset led to acquiring 67 new accounts through targeted outreach and relationship building. Most impressively, they replaced 70% of the projected loss before the original account even transitioned away, demonstrating how accountability can turn potential disasters into opportunities for growth. ALARIS Medical Systems' transformation stands as one of the most comprehensive examples of accountability's impact. After implementing The Oz Principle's accountability practices throughout their organization, they achieved multiple breakthrough results: product quality increased from 88% to 97%, delivery success improved from 80% to 99.8%, and their stock price rose by an astounding 900%. CEO Dave Schlotterbeck attributed this success to three key factors: employees at all levels taking ownership of their circumstances, teams establishing their own ambitious but achievable targets, and a culture of continuous improvement driven by personal and collective accountability. The journey to accountability parallels the Yellow Brick Road in The Wizard of Oz - it's continuous and often challenging, but ultimately rewarding. Like Dorothy and her companions, organizations and individuals must recognize that the power to achieve results lies within themselves. This involves daily choices to stay Above The Line, regular self-assessment of accountability practices, and the courage to confront and overcome obstacles. Success in accountability isn't a destination but a continuous journey of growth, learning, and improvement. The most successful organizations understand that accountability isn't just about meeting targets - it's about creating a sustainable culture where every member feels empowered to take ownership, make decisions, and drive results. Whether facing market challenges, internal transformations, or competitive pressures, the principles of accountability provide a proven pathway to superior performance and lasting success.

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Key Themes in The Oz Principle

victim mentality
ownership mindset
organizational blame culture
proactive problem solving
joint responsibility

Quotes from The Oz Principle

Victimization: The Modern Business Epidemic.
Accountability withers where excuses flourish.
'What else can I do?' rather than explaining past failures.
It's not about confession or punishment but about empowerment.
Finding courage to face reality.

Characters in The Oz Principle

Roger ConnorsAuthor and expert on workplace accountability
DorothyMetaphorical protagonist from The Wizard of Oz
Dennis AntinoriSales VP who demonstrated proactive accountability
L. Frank BaumAuthor of the story used as the book's metaphor

About the Author

Roger Connors, bestselling author of The Oz Principle and a leading expert in organizational accountability and culture change, combines decades of executive experience with actionable insights for driving business results.

A Brigham Young University graduate and former CEO of Partners In Leadership, Connors co-developed the influential “Three Tracks to Creating Greater Accountability” framework. This framework has been implemented by Fortune 50 companies and translated into 14 languages.

His New York Times and Wall Street Journal bestselling titles, including Change the Culture, Change the Game and How Did That Happen?, establish him as a pioneer in linking accountability to organizational success. As chairman of Zero to Ten and an adjunct faculty member at Utah Valley University’s Woodbury School of Business, Connors bridges academic rigor with real-world leadership strategies.

The Oz Principle has been embraced by over a million professionals worldwide and remains a cornerstone in management training programs, cementing Connors’ reputation among the Top 10 Organizational Culture Professionals globally.

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1M+ learners

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

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108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

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"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

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"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

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"Makes me feel smarter every time before going to work"

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@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

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Chapter 11

The Oz Principle

OverviewOverview of The Oz Principle

One book. Many ways to hear it.

The Yellow Brick Road to Accountability

Victimization: The Modern Business Epidemic

See every word as you hear it

Redefining Accountability: More Than Taking Blame

See It: Finding Courage to Face Reality

Get more out of The Oz Principle

Own It: Finding Heart to Accept Responsibility

Solve It: Finding Wisdom to Overcome Obstacles

See every word as you hear it

Do It: Finding Courage to Take Action

Leading from Above The Line

Get more out of The Oz Principle

Building a Culture of Accountability

Confronting Perennial Organizational Issues

See every word as you hear it

The Unending Journey to Results

You made it to the end of The Oz Principle

Key Themes in The Oz Principle

Quotes from The Oz Principle

Characters in The Oz Principle

About the Author

Download Summary of The Oz Principle

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1,000,000+ curious minds.

1,000,000+ curious minds.

One book. Many ways to hear it.

The Yellow Brick Road to Accountability

Victimization: The Modern Business Epidemic

See every word as you hear it

Redefining Accountability: More Than Taking Blame

See It: Finding Courage to Face Reality

Get more out of The Oz Principle

Own It: Finding Heart to Accept Responsibility

Solve It: Finding Wisdom to Overcome Obstacles

See every word as you hear it

Do It: Finding Courage to Take Action

Leading from Above The Line

Get more out of The Oz Principle

Building a Culture of Accountability

Confronting Perennial Organizational Issues

See every word as you hear it

The Unending Journey to Results

You made it to the end of The Oz Principle

Users also liked

Discover more

Overview of The Oz Principle