Change is everywhere these days—at times it seems like barely controlled chaos. Yet within this turmoil are the seeds of a higher order. When a new system arises from the ashes of the old, science calls the process “emergence.” By engaging it, you can help yourself and your organization or community to successfully face disruption and emerge stronger than ever.

In this profound book, Peggy Holman offers principles, practices, and real-world stories to help you work with compassion, creativity, and wisdom through the entire arc of change—from disruption to coherence. You'll learn what to notice, what to explore, what to try, and what mindset opens new possibilities.

This work can be challenging but also tremendously rewarding. It enables new and unlikely partnerships and develops breakthrough projects. You become part of a process that transforms the culture itself.

Change is everywhere these days—at times it seems like barely controlled chaos. Yet within this turmoil are the seeds of a higher order. When a new system arises from the ashes of the old, science calls the process “emergence.” By engaging it, you can help yourself and your organization or community to successfully face disruption and emerge stronger than ever.

In this profound book, Peggy Holman offers principles, practices, and real-world stories to help you work with compassion, creativity, and wisdom through the entire arc of change—from disruption to coherence. You'll learn what to notice, what to explore, what to try, and what mindset opens new possibilities.

This work can be challenging but also tremendously rewarding. It enables new and unlikely partnerships and develops breakthrough projects. You become part of a process that transforms the culture itself.

Leading thinker and change consultant Peggy Holman provides leaders, trainers, and other agents of change grappling with disruption with a theory of "emergence" and tools for fostering it in organizations.

We're overusing the earth's finite resources, and yet excessive consumption is failing to improve our lives. In Enough Is Enough, Rob Dietz and Dan O'Neill lay out a visionary but realistic alternative to the perpetual pursuit of economic growth—an economy where the goal is not more but enough.

They explore specific strategies to conserve natural resources, stabilize population, reduce inequality, fix the financial system, create jobs, and more—all with the aim of maximizing long-term well-being instead of short-term profits. Filled with fresh ideas and surprising optimism, Enough Is Enough is the primer for achieving genuine prosperity and a hopeful future for all.

It’s time for a new kind of economy We’re overusing the earth’s finite resources, and yet excessive consumption is failing to improve our lives. In Enough Is Enough, Rob Dietz and Dan O’Neill lay out a visionary but realistic alternative to the perpetual pursuit of economic growth—an economy where the goal is not more but enough. They explore specific strategies to conserve natural resources, stabilize population, reduce inequality, fix the financial system, create jobs, and more—all with the aim of maximizing long-term well-being instead of short-term profits. Filled with fresh ideas and surprising optimism, Enough Is Enough is the primer for achieving genuine prosperity and a hopeful future for all. “Humans seem to be intent on confirming the argument of biologist Ernst Mayr that higher intelligence may be a lethal mutation. But the grim prognosis is not inevitable. This lucid, informed, and highly constructive book shows that with the will to act, solutions can be found to build a steady-state economy geared to meeting human needs.” —Noam Chomsky “Rob Dietz and Dan O’Neill bring clarity and style to their impassioned and meticulous analysis, offering the way to a better quality of life and a sustainable future for all.” —Kate Pickett, Professor of Epidemiology, University of York; cofounder, The Equality Trust; and coauthor of The Spirit Level “Dietz and O’Neill create a remarkable vision—a world with enough prosperity and happiness for everyone, not just for a few. This book will restore your hope in the future and give you specific things you can do to help!” —Thom Hartmann, internationally syndicated talk show host and author of twenty-four books

Perpetual economic growth has "worked" for human civilization for centuries, but we've finally hit the wall, economically, socially, and environmentally. Advocates for growth can't deny one thing--the resources of the planet are finite, and running out fast, causing poverty, financial meltdowns, and wealth inequality. The authors show that cultivating a culture of "enough" can turn things around, and actually make us richer and happier.

Discover What Makes Family Businesses Beat the Odds and Thrive over Generations

Families are complicated; family businesses even more so. Like other companies, family-run enterprises must develop leadership and entrepreneurial skills. But they must also manage family dynamics that rarely mirror the best practices in the latest Harvard Business Review.

Allan Cohen and Pramodita Sharma, scholars with deep professional and personal roots in family businesses, show how enterprising families can transmit the hunger for excellence across generations. Using examples of firms that flourished and those that failed, they describe the practices that characterize entrepreneurial individuals, families, and organizations and offer pragmatic advice that can be tailored to your unique situation.

Discover What Makes Family Businesses Beat the Odds and Thrive over Generations

Families are complicated; family businesses even more so. Like other companies, family-run enterprises must develop leadership and entrepreneurial skills. But they must also manage family dynamics that rarely mirror the best practices in the latest Harvard Business Review.

Allan Cohen and Pramodita Sharma, scholars with deep professional and personal roots in family businesses, show how enterprising families can transmit the hunger for excellence across generations. Using examples of firms that flourished and those that failed, they describe the practices that characterize entrepreneurial individuals, families, and organizations and offer pragmatic advice that can be tailored to your unique situation.

Many family firms fail because the entrepreneurial spirit that drove the first generation isn't nurtured and developed in the generations that follow. Sharma and Cohen show how any family firm can create a "company of founders."


Companies that are owned and run by families need to develop leadership and entrepreneurial skills just like any other company, but family firms face obstacles that "hire and fire" companies don't. Family dynamics rarely perfectly mirror the best practices in the latest Harvard Business Review.

So what factors in the family and work environments enable the creation of leaders who share the entrepreneurial fire of the founders? Is there a specific education, training and experiential pathway that tips the odds of entrepreneurial success across generations? How do some firms manage to bypass family conflicts, disparate visions of the future, sibling rivalries, generational transition traps, death and divorces, that seem to mark the demise of so many family businesses?

Cohen and Sharma draw on their deep and extensive research on family businesses to reveal the secrets of enterprising families, using examples of both firms that flourished and those that failed. While this book is written with top leadership in mind, it's especially focused on the needs of the second and third generations. Cohen and Sharma emphasize that the most important skill of all is thinking like an entrepreneur--something that succeeding generations in family firms often miss.

A fast and engaging read, Equity helps leaders create more inclusive organizations using human-centered design and behavior change principles.

Even the most passionate advocates for diversity, equity, and inclusion have been known to treat equity as the middle child—the concept they skip over to get to the warm, fuzzy feelings of inclusion. But Minal Bopaiah shows throughout this book that equity is critical if organizations really want to leverage differences for greater impact.

Equity allows leaders to create organizations where employees can contribute their unique strengths and collaborate better with peers. Bopaiah explains how leaders can effectively raise awareness of systemic bias and craft new policies that lead to better outcomes and lasting behavioral changes. This book is rich in real-world examples, such as managing partners at a consulting firm who learn to retell their personal stories of success by crediting their systemic advantages and news managers at NPR who redesign their processes to support greater diversity among news sources. This slender book expands DEI past human resources initiatives and shows how leaders can embed equity into core business functions like marketing and communications.

Filled with humor, heart, and pragmatism, Equity is a guidebook for change, answering the question of how that so many leaders are asking today.

A fast and engaging read, Equity helps leaders create more inclusive organizations using human-centered design and behavior change principles.

Even the most passionate advocates for diversity, equity, and inclusion have been known to treat equity as the middle child—the concept they skip over to get to the warm, fuzzy feelings of inclusion. But Minal Bopaiah shows throughout this book that equity is critical if organizations really want to leverage differences for greater impact.

Equity allows leaders to create organizations where employees can contribute their unique strengths and collaborate better with peers. Bopaiah explains how leaders can effectively raise awareness of systemic bias and craft new policies that lead to better outcomes and lasting behavioral changes. This book is rich in real-world examples, such as managing partners at a consulting firm who learn to retell their personal stories of success by crediting their systemic advantages and news managers at NPR who redesign their processes to support greater diversity among news sources. This slender book expands DEI past human resources initiatives and shows how leaders can embed equity into core business functions like marketing and communications.

Filled with humor, heart, and pragmatism, Equity is a guidebook for change, answering the question of how that so many leaders are asking today.

A fast and engaging read, Equity helps leaders create more inclusive organizations using human-centered design and behavior change principles.

Even the most passionate advocates for diversity, equity, and inclusion have been known to treat equity as the middle child – the concept they skip over in order to get to the warm, fuzzy feelings of inclusion. But as Minal Bopaiah shows throughout this book, equity is critical if organizations really want to leverage differences for greater impact.

Equity probes the unconscious biases that blind us to seeing systems, making explicit what is often unseen. This slender book introduces us to leaders who have overcome the obstacles to equity and led transformative change. Managing partners at a consulting firm who learn to retell their story of success by crediting the system that supports them. News managers at NPR who discover how they can create systemic support for diversifying sources on the air. A philanthropic foundation that collaborates with grantees to better communicate the importance of equity in healthcare to policy-makers. And creative professionals who have begun weaving inclusion, diversity, equity, and accessibility into the content they create, thereby transforming how customers and audiences view the world.

Filled with humor, heart, and pragmatism, Equity is a guidebook for change, answering the question of “how?” that so many leaders are asking today.

All humans have bias, and as a result, so do the institutions we build. Internationally sought after diversity consultant Tiffany Jana offers concrete ways for anyone to work against institutional bias no matter what their position is in an organization.
   
Building upon the revelatory power of her book Overcoming Bias, which addressed managing individual and interpersonal bias, Erasing Institutional Bias scales up the framework to impact systemic change in organizations. Jana and coauthor Ashley Diaz Mejias bring together in-depth research on how biases become embedded into workplace cultures with practical and engaging tools that will mobilize readers toward action. They confront specific topics such as racism, sexism, hiring and advancement bias and retribution bias, meaning when organizations develop a culture of aggression, and offer solutions for identifying and controlling them.

This book urges readers to ask questions such as, “Are we attempting to create systems in which all people can thrive? What kind of world and what kind of workplaces are we cultivating?” These questions, the authors say, must first be answered by ourselves, recognizing our own role in perpetuating harmful biases that come to define institutions.

In a world divided, Erasing Institutional Bias is designed to raise awareness about imbalances and help us hold ourselves accountable for creating a world that works for everyone. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking it down. Jana and Mejias inspire and equip us so that we can all affect organizational change, together.

All humans have bias, and as a result, so do the institutions we build. Internationally sought after diversity consultant Tiffany Jana offers concrete ways for anyone to work against institutional bias no matter what their position is in an organization.
   
Building upon the revelatory power of her book Overcoming Bias, which addressed managing individual and interpersonal bias, Erasing Institutional Bias scales up the framework to impact systemic change in organizations. Jana and coauthor Ashley Diaz Mejias bring together in-depth research on how biases become embedded into workplace cultures with practical and engaging tools that will mobilize readers toward action. They confront specific topics such as racism, sexism, hiring and advancement bias and retribution bias, meaning when organizations develop a culture of aggression, and offer solutions for identifying and controlling them.

This book urges readers to ask questions such as, “Are we attempting to create systems in which all people can thrive? What kind of world and what kind of workplaces are we cultivating?” These questions, the authors say, must first be answered by ourselves, recognizing our own role in perpetuating harmful biases that come to define institutions.

In a world divided, Erasing Institutional Bias is designed to raise awareness about imbalances and help us hold ourselves accountable for creating a world that works for everyone. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking it down. Jana and Mejias inspire and equip us so that we can all affect organizational change, together.

All humans have bias, and as a result, so do the institutions we build. Internationally sought after diversity consultant Tiffany Jana offers concrete ways for anyone to work against institutional bias no matter what their position is in an organization.



While it is easy to identify intentionally built systems of oppression like Jim Crow or the paralysis caused by the glass ceiling for women in the workplace, confronting systems that perpetuate subtle, unconscious bias is much harder. Erasing Institutional Bias will help people tackle structural bias regardless of their positional power. Eliminating systemic bias can seem an insurmountable task from the vantage point of an ordinary individual, yet Jana and Mejias empower readers to recognize that each of us has the ability to affect systemic bias through a deliberate, coordinated effort. Institutional bias afflicts all industries -including business, education, health care, government, tech, the arts, nonprofits, and finance and banking. Among the types of institutional bias addressed are hiring bias, gender bias, racial bias, occupational bias, and customer bias. Jana and Mejias focus their attention on bias in the workplace and give readers practices and activities to create organizational trust to challenge these implicit biases. Erasing Institutional Bias will help people recognize that each of us has the power to affect systemic bias. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking down systemic bias.

Sustainable company growth isn't just a pipedream. This 3-part blueprint is your guide to avoiding the traps that cause growth to stall.

As companies mature, their underlying growth naturally slows—this is called the 'growth curse'. It's a pervasive problem that plagues companies, CEOs, and board members alike. In order to safeguard a company's future, a strategic form of governance in which the board plays a more active role on behalf of all stakeholders, must be activated.

This book is comprised of 3 parts. First it shows companies how to identify the traditional traps that hinder growth. The second part provides companies with a blueprint for building their board, defining long-term strategy, and adjustments necessary to serve continued growth. The final part delves into the specific ways that the board and executives must collaborate in relation to strategic renewal.

Reimagining the limits of growth and how companies are run as a consequence provides an escape from the 'growth curse' at last.

Sustainable company growth isn't just a pipedream. This 3-part blueprint is your guide to avoiding the traps that cause growth to stall.

As companies mature, their underlying growth naturally slows-this is called the ‘growth curse'. It's a pervasive problem that plagues companies, CEOs, and board members alike. In order to safeguard a company's future, a strategic form of governance in which the board plays a more active role on behalf of all stakeholders, must be activated.

This book is comprised of 3 parts. First it shows companies how to identify the traditional traps that hinder growth. The second part provides companies with a blueprint for building their board, defining long-term strategy, and adjustments necessary to serve continued growth. The final part delves into the specific ways that the board and executives must collaborate in relation to strategic renewal.

Reimagining the limits of growth and how companies are run as a consequence provides an escape from the ‘growth curse' at last.