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Second edition of this bestselling book on creating robust, thriving, positive communities using seven ancient principles any organization can follow.
Now with 25% new content, including a chapter on building virtual communities.
Healthy communities strive for their members to support one another, share their passions, and achieve personal growth. This book will help you learn to be connected and defeat loneliness by understanding where and how we belong. No matter the kind of organization, company, or social group, this book is a guide for leaders seeking to build a community or strengthen the ones they already have.
Drawing on both 3,000 years of history and his personal experience, Charles Vogl lays out seven time-tested principles for developing connected communities that last. These include:
•Boundary: The boundary between members and outsiders
•Initiation: The activities that mark a new member
•Rituals: The things we do that have meaning
•Temple: A place set aside to find our community
•Stories: What we share that allows others and ourselves to know our values
•Symbols: The things that represent ideas that are important to us
•Inner Rings: A path to growth as we participate
With hands-on tools for applying these principles to any group-formal or informal, mission driven or social, physical or virtual-this book will guide you in your journey to become a community builder that brings people together
Now with 25% new content, including a chapter on building virtual communities.
Healthy communities strive for their members to support one another, share their passions, and achieve personal growth. This book will help you learn to be connected and defeat loneliness by understanding where and how we belong. No matter the kind of organization, company, or social group, this book is a guide for leaders seeking to build a community or strengthen the ones they already have.
Drawing on both 3,000 years of history and his personal experience, Charles Vogl lays out seven time-tested principles for developing connected communities that last. These include:
•Boundary: The boundary between members and outsiders
•Initiation: The activities that mark a new member
•Rituals: The things we do that have meaning
•Temple: A place set aside to find our community
•Stories: What we share that allows others and ourselves to know our values
•Symbols: The things that represent ideas that are important to us
•Inner Rings: A path to growth as we participate
With hands-on tools for applying these principles to any group-formal or informal, mission driven or social, physical or virtual-this book will guide you in your journey to become a community builder that brings people together
This is the 20th anniversary revised and updated edition of a classic in the field of human resources-over 70,000 copies were sold of the previous two editions. This book revolutionized the HR field by demonstrating the vital importance of linking HR solutions to achieving specific business goals.
This is a brand new edition of the classic book that introduced a concept that has since become a cornerstone of the human resource, learning, and organizational development fields: training and HR solutions do not take place in a vacuum but must be tied to an organization's business goals. This means partnering with clients to identify what specific kinds of solutions will help them achieve these goals. Performance consulting is a strategic process that produces measurable business results by maximizing performance of people and organizations.
This 20th anniversary edition features four new chapters as well as new examples and has been updated throughout. Much of the new material focuses on measuring the results of performance consulting-there is extensive treatment of two-sided accountability, data collection, development of precise objectives, measurement of success, and sustainable improvement. And this remains a profoundly practical book, filled with tips and techniques, as well as downloadable tools, checklists, and graphics at the end of every chapter.
This is a brand new edition of the classic book that introduced a concept that has since become a cornerstone of the human resource, learning, and organizational development fields: training and HR solutions do not take place in a vacuum but must be tied to an organization's business goals. This means partnering with clients to identify what specific kinds of solutions will help them achieve these goals. Performance consulting is a strategic process that produces measurable business results by maximizing performance of people and organizations.
This 20th anniversary edition features four new chapters as well as new examples and has been updated throughout. Much of the new material focuses on measuring the results of performance consulting-there is extensive treatment of two-sided accountability, data collection, development of precise objectives, measurement of success, and sustainable improvement. And this remains a profoundly practical book, filled with tips and techniques, as well as downloadable tools, checklists, and graphics at the end of every chapter.
From one of the founding executives of FedEx comes the first full inside story of how Fed Ex came to be one of the world's most successful, innovative, and admired companies. Frock reveals the details of how the company was conceived, launched, and kept afloat despite incredible obstacles.
For many small organizations and businesses, it can be tempting to think that traditional PR is too expensive. Media relations and PR expert Jennifer R. Farmer shows that you don't need a big budget to make a big impact.
The success of an organization, whether it is a nonprofit or an entrepreneurial venture, depends on a proactive and robust public relations arm. According to author Jennifer R. Farmer, the key to breaking through in the media is to follow the CCRR framework: be credible, be creative, be responsive, and be relentless.
For small organizations, public relations may feel like a luxury to be indulged in at some point in the distant future. This book argues that you don't need a multimillion-dollar budget to have a powerful and influential public relations program. Instead, organizations as a whole should be as committed to public relations as they are to the work they are spearheading. Farmer offers sharp insights to better design and implement low- or no-cost PR strategies that can help any organization garner continual media attention and therefore support.
Extraordinary PR, Ordinary Budget makes the convincing case that small and mission-based organizations, in both the public and private sectors, must have a strategic PR apparatus that is central to their work. Effective PR is more than getting media hits and paid placement-it's a critical component of organizational development based on relationship building.
The success of an organization, whether it is a nonprofit or an entrepreneurial venture, depends on a proactive and robust public relations arm. According to author Jennifer R. Farmer, the key to breaking through in the media is to follow the CCRR framework: be credible, be creative, be responsive, and be relentless.
For small organizations, public relations may feel like a luxury to be indulged in at some point in the distant future. This book argues that you don't need a multimillion-dollar budget to have a powerful and influential public relations program. Instead, organizations as a whole should be as committed to public relations as they are to the work they are spearheading. Farmer offers sharp insights to better design and implement low- or no-cost PR strategies that can help any organization garner continual media attention and therefore support.
Extraordinary PR, Ordinary Budget makes the convincing case that small and mission-based organizations, in both the public and private sectors, must have a strategic PR apparatus that is central to their work. Effective PR is more than getting media hits and paid placement-it's a critical component of organizational development based on relationship building.
Socially responsible investors try to avoid putting their assets in companies that do damage in the world. Resilient investing goes further. The authors redefine the very meaning of “assets” and “investing” and show how to design a strategy to give you, and the planet, the best possible chance of thriving. After all, we're in this together!
A new and thoroughly revised edition of marketing and positioning genius Mark Levy, which helps readers unleash their inner creativity, problem solving skills, while also generating content. This is The Artist's Way for business people and social media people. Accidental Genius uses a similar methodology of freewriting to create business plan, find solutions, and generate new content. Over 10,000 of the original edition sold.
Resiliency--the ability to adapt to life's changes and crises--is key to a healthy, productive life. Based on his deep knowledge of the new science of resiliency, Dr. Al Siebert explains how and why some people are more resilient than others and how resiliency can be learned at any age. Through anecdotes, exercises, and examples, Dr. Siebert details a unique five-level program for becoming more resilient.
Authentic Conversations explores everyday workplace conversations and shows their power in transforming organizations and driving organizational performance. Traditional workplace conversations – which are based on a parent-child model – stymie growth and erode commitment. The Showkeirs advocate instead authentic conversations that are based on an adult-adult model. These conversations tell the truth, let go of the illusion of control, and view people as in charge of their own motivation. The result is a conversation revolution that creates greater commitment, real accountability for results, and improved organizational performance.
This bestselling conflict resolution book has helped thousands of people effectively collaborate across deep divides. Now it’s been updated with 50 percent new material for an increasingly polarized world.
“Adam Kahane worked with us on the future of our country. The four scenarios we built have come to life one after another, and today we are living the best one....Kahane explains how scenario planning can transform the future. In Colombia we can attest that such transformation is really possible.” —Juan Manuel Santos, President of Colombia and Nobel Peace Prize recipient
In today’s fractured world, collaboration is increasingly difficult yet more crucial than ever. Often, to get something done that really matters, we need to work with people we don’t agree with, like, or trust. Drawing from thirty-plus years of experience working with leaders in over fifty countries, Adam Kahane shows why conventional collaboration—requiring harmony and agreement—is obsolete. Instead, he provides a groundbreaking approach that embraces discord, experimentation, and genuine cocreation.
Kahane introduces three key stretches to navigate difficult collaborations:
“Adam Kahane worked with us on the future of our country. The four scenarios we built have come to life one after another, and today we are living the best one....Kahane explains how scenario planning can transform the future. In Colombia we can attest that such transformation is really possible.” —Juan Manuel Santos, President of Colombia and Nobel Peace Prize recipient
In today’s fractured world, collaboration is increasingly difficult yet more crucial than ever. Often, to get something done that really matters, we need to work with people we don’t agree with, like, or trust. Drawing from thirty-plus years of experience working with leaders in over fifty countries, Adam Kahane shows why conventional collaboration—requiring harmony and agreement—is obsolete. Instead, he provides a groundbreaking approach that embraces discord, experimentation, and genuine cocreation.
Kahane introduces three key stretches to navigate difficult collaborations:
- Stretch to embrace conflict and connection
- Stretch to experiment and learn
- Stretch to step into the game
In this groundbreaking guide to building an ethical economy, Peter Brown and his colleagues at the Quaker Institute for the Future show readers how a system that embodies the core Quaker principle of "right relationship" can deliver a more equitable and sustainable future.
Gregory A. Garrett CPCM
Contract Administration and Closeout (Actionpack)
1595
$15.95
Unit price perGregory A. Garrett CPCM
Contract Administration and Closeout (Actionpack)
1595
$15.95
Unit price per
Many of today's business leaders champion learning as essential to business success, backing their belief with massive investments in Training and Development (T&D). In fact, T&D investments reach $56 billion per year in the U.S. alone. In this era of unprecedented opportunity, the time is right for T&D to become a full-fledged "player" in the world of business.
At issue, the authors contend, is T&D's inability to seize this opportunity and deliver unmistakable value to its most influential customers-the exectuvies who pay for trainiing services but are unable to see clear business value being returned on their companies' training investments. The authors also contend that T&D must alter the traditional precepts that keep it "separate form the business" and "out of the loop" strategically.
Van Adelsberg and Trolley suggest that the key to delivering unmistakable business value lies in transforming T&D-in spirit and in practice-from a funciton to a business. The authors draw on their experiences working inside Moore Corporation, DuPont, Mellon Bank, Kaiser Permanente, Texas Instruments, and other top businesses to illustrate how "Running Training Like a Business":
1. Eliminates the many hidden costs of training;
2. Re-focuses T&D from delivering training content to addressing business issues;
3. Makes T&D a full stategic partner in business decision making;
4. Ensures that training measurement is "baked in, not bolted on";
5. Improves the effectiveness and efficiency of internal and/or external T&D organizations.
Trolley and van Adelsberg lead the reader through a proven four-step process for transforming traditional training organizations into training enterprises capable of delivering unmistakable value, quarter after quarter and year after year.
At issue, the authors contend, is T&D's inability to seize this opportunity and deliver unmistakable value to its most influential customers-the exectuvies who pay for trainiing services but are unable to see clear business value being returned on their companies' training investments. The authors also contend that T&D must alter the traditional precepts that keep it "separate form the business" and "out of the loop" strategically.
Van Adelsberg and Trolley suggest that the key to delivering unmistakable business value lies in transforming T&D-in spirit and in practice-from a funciton to a business. The authors draw on their experiences working inside Moore Corporation, DuPont, Mellon Bank, Kaiser Permanente, Texas Instruments, and other top businesses to illustrate how "Running Training Like a Business":
1. Eliminates the many hidden costs of training;
2. Re-focuses T&D from delivering training content to addressing business issues;
3. Makes T&D a full stategic partner in business decision making;
4. Ensures that training measurement is "baked in, not bolted on";
5. Improves the effectiveness and efficiency of internal and/or external T&D organizations.
Trolley and van Adelsberg lead the reader through a proven four-step process for transforming traditional training organizations into training enterprises capable of delivering unmistakable value, quarter after quarter and year after year.
Combining the talents of a professor of religion and an expert on workplace dynamics, this book continues the tradition begun by its bestselling predecessor, What Would Buddha Do (more than 30,000 copies sold), as yet another perfect tool for bringing bite-size chunks of Buddhist wisdom to give meaning to and resolve common conflicts found in everyday work.
With a government held hostage by poisonous partisan gridlock, there has never been a greater need for changing our political process. The transpartisan movement offers hope for finding common ground.
Our country's motto is “E Pluribus Unam-“out of many, one”-but you'd never know it now, says activist Mark Gerzon. The United States seems hopelessly divided. In the past, Americans could disagree without demonizing each other. But now healthy partisan debate has been replaced by brutal political brawling, where nothing but winning matters. Loyalty to party has replaced love of country.
The solution, says Gerson, is to become transpartisan. This doesn't mean adopting a new set of political beliefs. “Transpartisan” is an adjective, not another ism. You can be a transpartisan Democrat, a transpartisan Republican, or a transpartisan independent. It is about the how, not the what, a way of conducing politics and solving problems that is the opposite of the hyperpartisanship destroying our country. If you're open to learning instead of insisting you already have all the answers; if you're open to change instead of remaining where you've always been; if you're open to working with people you disagree with instead of vilifying them; if you're open to finding new solutions instead of clinging to the same old positions; in short, if you place country above party, you are a transpartisan!
Gerzon describes the roots and core beliefs of the movement, and uses real-world examples to show how transpartisans are already making a difference all over America. This book, at its core, is about what has made America great - and what can restore that greatness if we seize the opportunities before us.
Our country's motto is “E Pluribus Unam-“out of many, one”-but you'd never know it now, says activist Mark Gerzon. The United States seems hopelessly divided. In the past, Americans could disagree without demonizing each other. But now healthy partisan debate has been replaced by brutal political brawling, where nothing but winning matters. Loyalty to party has replaced love of country.
The solution, says Gerson, is to become transpartisan. This doesn't mean adopting a new set of political beliefs. “Transpartisan” is an adjective, not another ism. You can be a transpartisan Democrat, a transpartisan Republican, or a transpartisan independent. It is about the how, not the what, a way of conducing politics and solving problems that is the opposite of the hyperpartisanship destroying our country. If you're open to learning instead of insisting you already have all the answers; if you're open to change instead of remaining where you've always been; if you're open to working with people you disagree with instead of vilifying them; if you're open to finding new solutions instead of clinging to the same old positions; in short, if you place country above party, you are a transpartisan!
Gerzon describes the roots and core beliefs of the movement, and uses real-world examples to show how transpartisans are already making a difference all over America. This book, at its core, is about what has made America great - and what can restore that greatness if we seize the opportunities before us.
In this capstone work of his career, the creator of open space technology applies his lifetime of knowledge and experience to showing how self-organization is the most powerful force in creating high-performing organizations and to detailing the steps to unleash and leverage this power.
Appreciative Intelligence provides a new answer to what enables successful people to dream up their extraordinary and innovative ideas; why employees, partners, colleagues, investors, and other stakeholders join them on the path to their goals, and how they achieve these goals despite obstacles and challenges. It is not simple optimism. People with appreciative intelligence are realistic and action oriented--they have the ability not just to identify positive potential, but to devise a course of action to take advantage of it.
Drawing on their own original research and recent discoveries in psychology and cognitive neuroscience, Thatchenkery and Metzker outline the evidence for appreciative intelligence, detail its specific characteristics, and show how you can develop this skill and use it in your own life and work. They show how the most successful leaders are able to spread appreciative intelligence throughout an organization, and they offer tools and exercises you can use to increase your own level of appreciative intelligence and so become more creative, resilient, successful, and personally fulfilled.
Drawing on their own original research and recent discoveries in psychology and cognitive neuroscience, Thatchenkery and Metzker outline the evidence for appreciative intelligence, detail its specific characteristics, and show how you can develop this skill and use it in your own life and work. They show how the most successful leaders are able to spread appreciative intelligence throughout an organization, and they offer tools and exercises you can use to increase your own level of appreciative intelligence and so become more creative, resilient, successful, and personally fulfilled.
In today's fast-paced business environment, frequent feedback and “course correction” is absolutely vital. But about the only time most managers offer employees feedback is during scheduled (and generally infrequent) performance appraisals, which tend to be stiff, formal, and-whether intentionally or not-adversarial, and therefore ineffective. Formula 2+2 offers a simple yet powerful approach to revolutionizing feedback conversations. It details the five secrets of effective feedback:
• Timeliness
• Balance
• Focus
• Specificity
• Follow-up
Formula 2+2 shows how to foster a culture of continuous feedback which increases the effectiveness of the manager, protects the spirit and dignity of employees, and provides a systematic approach to reinforcing and improving employee performance.
• Timeliness
• Balance
• Focus
• Specificity
• Follow-up
Formula 2+2 shows how to foster a culture of continuous feedback which increases the effectiveness of the manager, protects the spirit and dignity of employees, and provides a systematic approach to reinforcing and improving employee performance.