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Leadership legend and bestselling author Ken Blanchard and trust expert and thought leader Randy Conley present this carefully curated collection of fifty-two essential leadership principles that are easy to implement and practice.
Effective leadership comes down to implementing everyday, commonsense practices to help organizations thrive-and yet so many leaders are still missing these fundamental principles from their personal and professional lives. Renowned business experts Ken Blanchard and Randy Conley disclose the simple truths about leadership they have gathered over their long and distinguished careers to help bring common sense into common practice.
Featuring two sections-servant leadership and building trust-this book is a collection of Blanchard's greatest hits. It is chock-full of profound and memorable (and in some cases counterintuitive) leadership wisdom, such as
• Create autonomy through boundaries.
• People who plan the battle rarely battle the plan.
• A relationship with no trust is like a cell phone with no internet. All you can do is play games.
• The most important part of leadership is what happens when you're not there.
This book will help readers incorporate these integral practices into their leadership style, build trust through servant leadership, and make a difference in their own life and the lives of those they influence.
Effective leadership comes down to implementing everyday, commonsense practices to help organizations thrive-and yet so many leaders are still missing these fundamental principles from their personal and professional lives. Renowned business experts Ken Blanchard and Randy Conley disclose the simple truths about leadership they have gathered over their long and distinguished careers to help bring common sense into common practice.
Featuring two sections-servant leadership and building trust-this book is a collection of Blanchard's greatest hits. It is chock-full of profound and memorable (and in some cases counterintuitive) leadership wisdom, such as
• Create autonomy through boundaries.
• People who plan the battle rarely battle the plan.
• A relationship with no trust is like a cell phone with no internet. All you can do is play games.
• The most important part of leadership is what happens when you're not there.
This book will help readers incorporate these integral practices into their leadership style, build trust through servant leadership, and make a difference in their own life and the lives of those they influence.
“This book reminds us of what we have in common: the power to create a good life for ourselves and for others, no matter what the world has in store for us.” -Michael J. Fox
Disabled people are strong. There is no group in history with more consistent experience at making their mark despite the deck being stacked against them. Al Etmanski's mission is to push back against ableism and show disabled people as authoritative sources on creativity, resilience, love, and meaning. In this inspiring book, he lays out ten lessons we can learn from the disabled, each one illustrated with stories of real people. Some names are familiar, like Stephen Hawking, Helen Keller, Stevie Wonder, Michael J. Fox, and Temple Grandin. Others less so, like Caroline Casey, who became the first Western female mahout (elephant rider) and rode solo across India despite being legally blind; Aaron Phillip, a trans woman with cerebral palsy who is a professional model; or Liz Etmanski, the author's daughter, a spoken-word poet and artist with Down syndrome. Recognizable or not, you will have no trouble relating to their stories and experiences and applying their insights to enrich your life.
Disabled people are strong. There is no group in history with more consistent experience at making their mark despite the deck being stacked against them. Al Etmanski's mission is to push back against ableism and show disabled people as authoritative sources on creativity, resilience, love, and meaning. In this inspiring book, he lays out ten lessons we can learn from the disabled, each one illustrated with stories of real people. Some names are familiar, like Stephen Hawking, Helen Keller, Stevie Wonder, Michael J. Fox, and Temple Grandin. Others less so, like Caroline Casey, who became the first Western female mahout (elephant rider) and rode solo across India despite being legally blind; Aaron Phillip, a trans woman with cerebral palsy who is a professional model; or Liz Etmanski, the author's daughter, a spoken-word poet and artist with Down syndrome. Recognizable or not, you will have no trouble relating to their stories and experiences and applying their insights to enrich your life.
Based on the New York Times bestseller The Body Is Not an Apology, this is an action guide to help readers practice the art of radical self-love both for themselves and to transform our society.
Readers of The Body Is Not an Apology have been clamoring for guidance on how to do the work of radical self-love. After crowdsourcing her community, Sonya Renee Taylor found her readers wanted more concrete ideas on how to apply this work in a larger social and structural context. Your Body Is Not an Apology is the action guide that gives them just that-tools and structured frameworks they can apply immediately to start changing the world. Taylor guides readers with concrete ideas and, as always, practical applications that move us beyond theory and into doing and being radical self-love change agents in the world. This workbook, along with the new edition of the book, will put people in action in their organizations, in politics, in their doctor's offices, and at their jobs.
Readers of The Body Is Not an Apology have been clamoring for guidance on how to do the work of radical self-love. After crowdsourcing her community, Sonya Renee Taylor found her readers wanted more concrete ideas on how to apply this work in a larger social and structural context. Your Body Is Not an Apology is the action guide that gives them just that-tools and structured frameworks they can apply immediately to start changing the world. Taylor guides readers with concrete ideas and, as always, practical applications that move us beyond theory and into doing and being radical self-love change agents in the world. This workbook, along with the new edition of the book, will put people in action in their organizations, in politics, in their doctor's offices, and at their jobs.
Bestselling authors adrienne maree brown and Sonya Renee Taylor create an unforgettable and transformational experience of journaling your way into your most authentic self.
This journal will help you claim permission to live your purpose. Based on the bestselling philosophies of radical self-love, emergent strategy, and pleasure activism, this journal gives you permission to love yourself deeply as you are.
Journaling to these prompts will help you surrender to your body's needs instead of forcing yourself into cramped disciplines. It will encourage you to become awed by the natural beauty of your divine self instead of being rampantly self-critical. It will aid you in embracing your shadows and accepting responsibility for your impact all while liberating you to just be.
This structured journal provides six key practices, with prompts for each practice that center on curiosity, surrender, grace, and satisfaction.
This journal will help you claim permission to live your purpose. Based on the bestselling philosophies of radical self-love, emergent strategy, and pleasure activism, this journal gives you permission to love yourself deeply as you are.
Journaling to these prompts will help you surrender to your body's needs instead of forcing yourself into cramped disciplines. It will encourage you to become awed by the natural beauty of your divine self instead of being rampantly self-critical. It will aid you in embracing your shadows and accepting responsibility for your impact all while liberating you to just be.
This structured journal provides six key practices, with prompts for each practice that center on curiosity, surrender, grace, and satisfaction.
Bestselling author Ken Blanchard and his coauthors bring his signature “business parable” style to a critical skill for today's workplace: collaboration.
Everyone knows that collaboration creates high-performing teams and organizations. Yet it often doesn't happen, because people and groups typically believe that they are doing what's needed-the problem is always outside: the other team member, the other department. So people stay in their silos and the creative energy collaboration generates is lost.
This book shows that collaboration begins with you. It is an inside-out process that starts with your heart (who you are) and head (what you know and believe), then moves to your hands (what you do). The authors help people develop a collaborative culture by utilizing differences, nurturing safety and trust, instituting clear purposes and goals, talking openly, and empowering themselves and others. When people recognize and change erroneous beliefs and actions regarding collaboration, failures can be turned into successes and breakthrough results achieved at every level.
Everyone knows that collaboration creates high-performing teams and organizations. Yet it often doesn't happen, because people and groups typically believe that they are doing what's needed-the problem is always outside: the other team member, the other department. So people stay in their silos and the creative energy collaboration generates is lost.
This book shows that collaboration begins with you. It is an inside-out process that starts with your heart (who you are) and head (what you know and believe), then moves to your hands (what you do). The authors help people develop a collaborative culture by utilizing differences, nurturing safety and trust, instituting clear purposes and goals, talking openly, and empowering themselves and others. When people recognize and change erroneous beliefs and actions regarding collaboration, failures can be turned into successes and breakthrough results achieved at every level.
This practical guide, the first to show how leaders can achieve extraordinary results through the positive energy generated by virtuous interactions with employees, is written by one of the giants in the study of positive leadership.
This book is about one of the most important factors that leads to spectacular performance in organizations. Kim Cameron, a true pioneer in the study of positive leadership, offers validated scientific evidence that all individuals are inherently attracted to and flourish in the presence of positive energy. Further, he shows that the positive relational energy generated by leaders' virtuous behaviors-for example, generosity, compassion, gratitude, trustworthiness, forgiveness, and kindness-is tightly linked to extraordinary organizational outcomes like greater innovation, higher profits, and increased engagement and retention.
Cameron has not written a feel-good tome about the power of positive thinking, “happiology,” or unbridled optimism. This book is a research-based exploration of how to capitalize on an inherent tendency in all living systems. He provides practical suggestions and exercises for how leaders can assess the level of their positive energy and recommends specific practices that will increase positive relational energy. Positively Energizing Leadership is a major contribution to the theory and practice of leadership.
This book is about one of the most important factors that leads to spectacular performance in organizations. Kim Cameron, a true pioneer in the study of positive leadership, offers validated scientific evidence that all individuals are inherently attracted to and flourish in the presence of positive energy. Further, he shows that the positive relational energy generated by leaders' virtuous behaviors-for example, generosity, compassion, gratitude, trustworthiness, forgiveness, and kindness-is tightly linked to extraordinary organizational outcomes like greater innovation, higher profits, and increased engagement and retention.
Cameron has not written a feel-good tome about the power of positive thinking, “happiology,” or unbridled optimism. This book is a research-based exploration of how to capitalize on an inherent tendency in all living systems. He provides practical suggestions and exercises for how leaders can assess the level of their positive energy and recommends specific practices that will increase positive relational energy. Positively Energizing Leadership is a major contribution to the theory and practice of leadership.
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.
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.
The third edition of this classic is a must-have text for the human resource development (HRD) profession. It has with brand-new material on the impact of technology, globalization, and emerging business trends on HRD practice.
Human resource development (HRD) is a large field of practice but a relatively young academic discipline. For the last two decades, Foundations of Human Resource Development has fulfilled the field's need for a complete and thoughtful foundational text. This essential text provides an up-to-date overview of the HRD profession, along with the terminology and processes required for sound HRD research and practice. Readers will gain a basic understanding of
• HRD models and theories that support best practice
• The history and philosophical foundations of the field
• HRD's role in learning, performance, and change in organizations
This new edition has been updated throughout and contains new chapters on assessment, technology, globalization, and future challenges. Examples of best practices are included, along with variations in core thinking, processes, interventions, tools, and much more. This must-have reference will help both practitioners and academics add clarity to their professional journeys.
Human resource development (HRD) is a large field of practice but a relatively young academic discipline. For the last two decades, Foundations of Human Resource Development has fulfilled the field's need for a complete and thoughtful foundational text. This essential text provides an up-to-date overview of the HRD profession, along with the terminology and processes required for sound HRD research and practice. Readers will gain a basic understanding of
• HRD models and theories that support best practice
• The history and philosophical foundations of the field
• HRD's role in learning, performance, and change in organizations
This new edition has been updated throughout and contains new chapters on assessment, technology, globalization, and future challenges. Examples of best practices are included, along with variations in core thinking, processes, interventions, tools, and much more. This must-have reference will help both practitioners and academics add clarity to their professional journeys.
Diversity initiatives are falling short. This book shows leaders how to develop the skills needed to build sustainably inclusive organizations using a tested, research-based model developed by the global organizational consulting firm Korn Ferry.
Workplaces are increasingly diverse, yet the top of the house continues to look the same. This is diversity without inclusion. And without inclusion at all levels, organizations miss out on greater innovation, talent optimization, access to diverse marketplaces, and the ability to successfully navigate disruption. More effective leadership is needed to drive this transformation.
Andrés Tapia and Alina Polonskaia, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry's extensive research and the actual experiences and perspectives of inclusive leaders to identify five disciplines of inclusive leadership:
• Build interpersonal trust
• Integrate diverse perspectives
• Optimize talent
• Apply an adaptive mindset
• Achieve transformation
They outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to tackle tough diversity challenges. This book will help leaders build the skills to meet the demands of the present and leverage opportunities in uncharted territories that will take their organizations to the next level.
Workplaces are increasingly diverse, yet the top of the house continues to look the same. This is diversity without inclusion. And without inclusion at all levels, organizations miss out on greater innovation, talent optimization, access to diverse marketplaces, and the ability to successfully navigate disruption. More effective leadership is needed to drive this transformation.
Andrés Tapia and Alina Polonskaia, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry's extensive research and the actual experiences and perspectives of inclusive leaders to identify five disciplines of inclusive leadership:
• Build interpersonal trust
• Integrate diverse perspectives
• Optimize talent
• Apply an adaptive mindset
• Achieve transformation
They outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to tackle tough diversity challenges. This book will help leaders build the skills to meet the demands of the present and leverage opportunities in uncharted territories that will take their organizations to the next level.
By the winners of the Association for Talent Development's 2022 Thought Leader award!
Prove your effectiveness to anyone-and achieve professional success-by adopting the same ROI methods and metrics that leading companies use.
In an era of evidence-based inquiry, people need to be able to measure their success. In their new book, Patricia Phillips and Jack Phillips aim to help readers see the value of their work and then share it with others.
The Show the Value process involves connecting projects with a business measure, collecting and analyzing data to track progress, and presenting the results to the right audiences. Readers will learn how to keep their work relevant, their careers on track, and their organizations healthy. The book includes extensive examples, diagnostic tools, and implementable practices that show how to measure and improve the success of any type of project. It will also help readers avoid disappointing results by designing for the desired results.
Written for specialists, professionals, managers, and independent contractors who want to achieve success in their work, this book is a step-by-step guide on how to show the value of their initiatives, offering a simplified version of the ROI Methodology.
Prove your effectiveness to anyone-and achieve professional success-by adopting the same ROI methods and metrics that leading companies use.
In an era of evidence-based inquiry, people need to be able to measure their success. In their new book, Patricia Phillips and Jack Phillips aim to help readers see the value of their work and then share it with others.
The Show the Value process involves connecting projects with a business measure, collecting and analyzing data to track progress, and presenting the results to the right audiences. Readers will learn how to keep their work relevant, their careers on track, and their organizations healthy. The book includes extensive examples, diagnostic tools, and implementable practices that show how to measure and improve the success of any type of project. It will also help readers avoid disappointing results by designing for the desired results.
Written for specialists, professionals, managers, and independent contractors who want to achieve success in their work, this book is a step-by-step guide on how to show the value of their initiatives, offering a simplified version of the ROI Methodology.
In their much-anticipated sequel to the bestseller Ideas Are Free (over 50,000 copies sold), Alan Robinson and Dean Schroeder explain that employee ideas are no longer a “nice-to-have” but rather the very lifeblood of competitiveness, culture, and strategy. Their new book shows how to align every part of the organization around generating and implementing ideas at the front line.
Change is difficult but essential-Esther Derby offers seven guidelines for change by attraction, an approach that draws people into the process so that instead of resisting change, they embrace it.
Organizational change efforts often fail because they focus on top-down methods that rely on coercion, rewards, or positional authority. Well-meaning leaders talk about driving change, as though employees are cattle or cars. At best, this results in compliance--not engagement or commitment. And at worst it simply doesn't work.
Drawing from her experience working with some of today's most successful companies, Esther Derby argues for what she calls change by attraction: giving space and support for people to feel the loss that comes with change and help them see what is valuable about the future you propose. Resistance fades because people feel there is nothing to resist--there is only something they want to move toward. In this book Derby outlines her seven rules for change by attraction: Strive for Congruence; Honor the Past; Assess What Is; Pay Attention to Networks; Experiment; Guide, Don't Standardize; and Use Your Self.
Organizational change efforts often fail because they focus on top-down methods that rely on coercion, rewards, or positional authority. Well-meaning leaders talk about driving change, as though employees are cattle or cars. At best, this results in compliance--not engagement or commitment. And at worst it simply doesn't work.
Drawing from her experience working with some of today's most successful companies, Esther Derby argues for what she calls change by attraction: giving space and support for people to feel the loss that comes with change and help them see what is valuable about the future you propose. Resistance fades because people feel there is nothing to resist--there is only something they want to move toward. In this book Derby outlines her seven rules for change by attraction: Strive for Congruence; Honor the Past; Assess What Is; Pay Attention to Networks; Experiment; Guide, Don't Standardize; and Use Your Self.
Who are some of the most confident, fabulous people on the planet? Drag queens-and Jackie Huba wants to teach you how to channel the courage and confidence of drag in your personal and professional lives.
We all want to be fabulous. But too often we let self-doubt derail us from pursuing our passions and accomplishing our biggest goals. This was the situation Jackie Huba found herself in. At the lowest point in her life she serendipitously stumbled upon the wonderful world of drag queens, and to her surprise, she found them inspiring and energizing. They were supremely confident, utterly fearless, strong, powerful, and unabashedly and completely themselves-no apologies, no compromises. So she immersed herself in the world of drag, eventually becoming a female drag queen herself aka Lady Trinity.
Fiercely You is a creative, playful approach to the serious problems that women face regarding confidence and risk-taking. Drawing on her own experiences and interviews with the world's top drag queens, Huba offers five keys to the Queendom that will help readers ignore criticism and live life more fearlessly. This is not a guide to drag, it's a guide to life-but in a sense, all life is drag. As RuPaul, the most famous drag queen in the world, herself says, “We're born naked, and the rest is drag.” Huba and her coauthor Shelly Stewart Kronbergs-who explains the psychology research that supports each of Huba's keys-help readers become the amazing person they see inside their heads and feel in their hearts.
We all want to be fabulous. But too often we let self-doubt derail us from pursuing our passions and accomplishing our biggest goals. This was the situation Jackie Huba found herself in. At the lowest point in her life she serendipitously stumbled upon the wonderful world of drag queens, and to her surprise, she found them inspiring and energizing. They were supremely confident, utterly fearless, strong, powerful, and unabashedly and completely themselves-no apologies, no compromises. So she immersed herself in the world of drag, eventually becoming a female drag queen herself aka Lady Trinity.
Fiercely You is a creative, playful approach to the serious problems that women face regarding confidence and risk-taking. Drawing on her own experiences and interviews with the world's top drag queens, Huba offers five keys to the Queendom that will help readers ignore criticism and live life more fearlessly. This is not a guide to drag, it's a guide to life-but in a sense, all life is drag. As RuPaul, the most famous drag queen in the world, herself says, “We're born naked, and the rest is drag.” Huba and her coauthor Shelly Stewart Kronbergs-who explains the psychology research that supports each of Huba's keys-help readers become the amazing person they see inside their heads and feel in their hearts.
Why do teams settle for bad ideas or kill good ones? Popular consultant B. Kim Barnes's unique process of constructive debate shows how teams can create better ideas and outcomes by eliminating obstacles to honest discussion, creativity, and collaboration.
In too many organizations, great ideas and unusual solutions can be suppressed, ignored, or attacked. Departments defend their turf, and people choose what is safe over what is better. Honest opinions often show up in the “meeting after the meeting” because people fear conflict or repercussions. Bad ideas move forward and good ideas die, which can lead to disastrous results-financial or otherwise. Luckily, there is a workable path out of this dysfunction. Kim Barnes's process of Constructive Debate shows how to establish conditions that encourage the free exchange, discussion, and development of ideas and eliminate conditions that prevent potentially useful ideas from getting heard. By using this tested model, any company or team can improve outcomes and bring out everyone's best ideas.
In too many organizations, great ideas and unusual solutions can be suppressed, ignored, or attacked. Departments defend their turf, and people choose what is safe over what is better. Honest opinions often show up in the “meeting after the meeting” because people fear conflict or repercussions. Bad ideas move forward and good ideas die, which can lead to disastrous results-financial or otherwise. Luckily, there is a workable path out of this dysfunction. Kim Barnes's process of Constructive Debate shows how to establish conditions that encourage the free exchange, discussion, and development of ideas and eliminate conditions that prevent potentially useful ideas from getting heard. By using this tested model, any company or team can improve outcomes and bring out everyone's best ideas.
To help large and small businesses repair our broken talent pipeline, Ed Gordon offers counter-intuitive, bottom-up solutions through which corporations partner with NGOs, educational groups, local chambers of commerce and other stakeholders to rebuild the wellspring.
Employee engagement is shockingly low-but it's not an employee problem; it's a leadership problem. Bestselling author Mark Miller says it's up to leaders to create a workplace where their employees truly want to be-and he reveals four keys to doing it.
According to Gallup's 2017 report, only 33% of workers are engaged at work--and the numbers have been low for years. Leaders have tried and failed to address this critical problem. Based on Mark Miller's research, this book both simplifies and operationalizes the necessary behaviors to reverse this troubling trend. The missing link is realizing that the pandemic of low engagement is not a problem with the workers, it is a problem with the leaders.
In this charming fable, Blake, a young CEO, is convinced something is not quite right in his organization. Sales, profits, and customer satisfaction are barely improving, the competition is gaining on them and no one appears to care. And when he's honest with himself, he's lost his fire as well. He just can't put his finger on the problem. Blake seeks out his old friend and first mentor, Debbie Bruster. She sends Blake on a journey to discover the key to engaging leadership. By the end of his journey, Blake has discovered a powerful philosophy to guide his decisions in the future, and four drivers of engagement to implement today.
According to Gallup's 2017 report, only 33% of workers are engaged at work--and the numbers have been low for years. Leaders have tried and failed to address this critical problem. Based on Mark Miller's research, this book both simplifies and operationalizes the necessary behaviors to reverse this troubling trend. The missing link is realizing that the pandemic of low engagement is not a problem with the workers, it is a problem with the leaders.
In this charming fable, Blake, a young CEO, is convinced something is not quite right in his organization. Sales, profits, and customer satisfaction are barely improving, the competition is gaining on them and no one appears to care. And when he's honest with himself, he's lost his fire as well. He just can't put his finger on the problem. Blake seeks out his old friend and first mentor, Debbie Bruster. She sends Blake on a journey to discover the key to engaging leadership. By the end of his journey, Blake has discovered a powerful philosophy to guide his decisions in the future, and four drivers of engagement to implement today.
“A thoughtful, practical read about the future of the flexible office.”-Adam Grant
“Office shock” is an abrupt, unsettling change in where, when, how, and even why we work. In this visionary book, three prominent futurists argue that the office is both a place and a process-offices and officing-with a new range of choices, including what they call the emerging officeverse.
To see the possibilities with fresh eyes, we must use future-back thinking to ask, What is the purpose of your officing? What are the outcomes-especially regarding climate-you want to achieve? With whom do you want to office? How will you augment your intelligence? Where and when will you office? How will you create an agile office?
Traditional offices were often unfair, uncomfortable, uncreative, and unproductive. This book explores how to seize this great opportunity to transform office work.
“Office shock” is an abrupt, unsettling change in where, when, how, and even why we work. In this visionary book, three prominent futurists argue that the office is both a place and a process-offices and officing-with a new range of choices, including what they call the emerging officeverse.
To see the possibilities with fresh eyes, we must use future-back thinking to ask, What is the purpose of your officing? What are the outcomes-especially regarding climate-you want to achieve? With whom do you want to office? How will you augment your intelligence? Where and when will you office? How will you create an agile office?
Traditional offices were often unfair, uncomfortable, uncreative, and unproductive. This book explores how to seize this great opportunity to transform office work.