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The final guide in the acclaimed Five Inclusive Disciplines trilogy introduces an actionable 5-step framework for building truly equitable, high-performing teams and unlocking their collective power to deliver groundbreaking results.
In today's fast-paced, interconnected world, breakthroughs don't come from individuals-they come from teams. And not just any teams, but diverse and inclusive ones. With decades of experience and cutting-edge research, Andrés Tapia and Michel Buffet provide a revolutionary model that empowers teams to harness the full potential of diverse perspectives.
At the heart of the book are The 5 Disciplines, which guide teams to tap into their collective power:
• Connecting – to build affiliation
• Caring – to nurture psychological safety
• Synchronizing – to harness collective intelligence
• Cultural Dexterity – to integrate diverse perspectives
• Powersharing – to ensure equitable contributions
The result? Unparalleled creativity, engagement, and performance. Through insightful guidance, practical tools, and a proven framework, The 5 Disciplines of Inclusive Teams shows how teams can unlock their collective power to achieve breakthrough results, transforming not only their organizations but also the future.
In today's fast-paced, interconnected world, breakthroughs don't come from individuals-they come from teams. And not just any teams, but diverse and inclusive ones. With decades of experience and cutting-edge research, Andrés Tapia and Michel Buffet provide a revolutionary model that empowers teams to harness the full potential of diverse perspectives.
At the heart of the book are The 5 Disciplines, which guide teams to tap into their collective power:
• Connecting – to build affiliation
• Caring – to nurture psychological safety
• Synchronizing – to harness collective intelligence
• Cultural Dexterity – to integrate diverse perspectives
• Powersharing – to ensure equitable contributions
The result? Unparalleled creativity, engagement, and performance. Through insightful guidance, practical tools, and a proven framework, The 5 Disciplines of Inclusive Teams shows how teams can unlock their collective power to achieve breakthrough results, transforming not only their organizations but also the future.
Most managers focus on near-term results, struggling to find the time and motivation to develop direct reports in any significant way. Yet fast-paced business environments demand managers who can grow their employees' skills. Axelrod and Coyle's work offers managers guidance on how to develop their staff in significant ways, while getting results, every day.
M. Tamra Chandler
How Performance Management Is Killing Performance—and What to Do About It
2995
$29.95
Unit price perM. Tamra Chandler
How Performance Management Is Killing Performance—and What to Do About It
2995
$29.95
Unit price per
Performance reviews don't work--they demotivate and drag performance. Chandler presents the answer with the Performance Management Reboot process, an employee-driven solution that powers people up.
Most people associate performance management with the annual performance review, which is universally dreaded by employees and HR alike. No evidence exists that such reviews do anything to improve performance, and yet they endure. Tamra Chandler wants to replace them with something that actually works.
This means more than just a little tweaking. As Chandler explains in vivid detail, the present process is completely broken and outdated. It's a cookie-cutter, fear-based, top-down approach that emphasizes negatives over positives, pits people and departments against each other, and has never motivated anyone to do anything but try to avoid it.
Her alternative, the Performance Management Reboot, is designed for the way people actually work today, and is grounded in the latest scientific findings about motivation. It's a customized, transparent, employee-driven process that values collaboration over competition, and rewards people for acquiring new skills and increasing their contribution instead of hitting some arbitrary benchmarks.
Chandler's illustrated guide cracks the code to building high performance and engaged employees, while optimizing performance management for today's increasingly connected, volatile, and multi-generational business world.
Most people associate performance management with the annual performance review, which is universally dreaded by employees and HR alike. No evidence exists that such reviews do anything to improve performance, and yet they endure. Tamra Chandler wants to replace them with something that actually works.
This means more than just a little tweaking. As Chandler explains in vivid detail, the present process is completely broken and outdated. It's a cookie-cutter, fear-based, top-down approach that emphasizes negatives over positives, pits people and departments against each other, and has never motivated anyone to do anything but try to avoid it.
Her alternative, the Performance Management Reboot, is designed for the way people actually work today, and is grounded in the latest scientific findings about motivation. It's a customized, transparent, employee-driven process that values collaboration over competition, and rewards people for acquiring new skills and increasing their contribution instead of hitting some arbitrary benchmarks.
Chandler's illustrated guide cracks the code to building high performance and engaged employees, while optimizing performance management for today's increasingly connected, volatile, and multi-generational business world.
The latest offering from the bestselling duo of Bev Kaye and Sharon Jordan-Evans-who have sold over 800,000 copies of their previous titles in twenty-two languages-offers a radically simple idea: you can avoid having “exit” interviews when employees are leaving if you have “stay" interviews that will keep them.
Since 1999 Bev Kaye and Sharon Jordan-Evans have been teaching managers how to conduct stay interviews, a concept they originated. It seems so simple-just ask what would make your key employees stay. Yet most managers will admit they are not conducting stay interviews (and their bosses are not conducting them either!). Why? Because they're afraid of opening Pandora's box. They ask, “What if I ask my talented people what will keep them and they all say money or a promotion or a Tesla?” Good point. So the fear of being unable to deliver on someone's request gets in the way of having the most crucial dialogue of all.
This book highlights why stay interviews are important; it underscores the real costs of talent lost, both tangible and intangible. Kaye and Jordan-Evans teach managers to hold these conversations and to do so with joy-not dread. They equip them with an easy four-step process they can use when an employee tosses them a tough-to-deliver-on request. It works like magic. There is to date no stay interview guide designed for and written directly to managers; this will be the first.
Since 1999 Bev Kaye and Sharon Jordan-Evans have been teaching managers how to conduct stay interviews, a concept they originated. It seems so simple-just ask what would make your key employees stay. Yet most managers will admit they are not conducting stay interviews (and their bosses are not conducting them either!). Why? Because they're afraid of opening Pandora's box. They ask, “What if I ask my talented people what will keep them and they all say money or a promotion or a Tesla?” Good point. So the fear of being unable to deliver on someone's request gets in the way of having the most crucial dialogue of all.
This book highlights why stay interviews are important; it underscores the real costs of talent lost, both tangible and intangible. Kaye and Jordan-Evans teach managers to hold these conversations and to do so with joy-not dread. They equip them with an easy four-step process they can use when an employee tosses them a tough-to-deliver-on request. It works like magic. There is to date no stay interview guide designed for and written directly to managers; this will be the first.
The Citizens United Case has become infamous as the greatest legal con job in American history--the Supreme Court decided that corporations, as virtual persons, have the same free speech rights as you or I. This vital update shows how the movement to overturn Citizens United has passed in 16 states, but warns that the forces of money in politics are fighting back with FEC vs. McCutcheon and a recent reversal of a 100 year-old law in Montana against corporate money. The fight ain't over people (real ones that is)!
This long awaited 2nd edition of a classic title expands and deepens the story of Mike Wilson, an unlikely servant leader.
At a time of increasing concern about ethics at the top, The Serving Leader makes the case for an approach to leadership that is both more moral and more effective than the ruthless, anything-for-the-bottom-line approach that has brought disgrace-and often ruin- to many once-mighty organizations. "Serving leaders" lead by serving others, not by using them. As one of the characters in the book notes, "A leader qualifies to be first by putting other people first." It sounds paradoxical, but it works-and The Serving Leader shows precisely how and why.
While Ken Jennings and John Stahl-Wert use a parable to outline the basics of servant leadership, all the people in it are based on real people, the organizations depicted are based on real organizations-and the results they achieved are what really happened. On one level The Serving Leader is the most practical guide available to implementing servant leadership; on a deeper level, it is a book about the personal journey of growth that real leadership requires.
This 2nd edition features a new foreword by Ken Blanchard, a new introduction by the authors, and a new chapter checking back in with Mike, the main character, to see what he has learned 12 years after he embraced servant leadership.
At a time of increasing concern about ethics at the top, The Serving Leader makes the case for an approach to leadership that is both more moral and more effective than the ruthless, anything-for-the-bottom-line approach that has brought disgrace-and often ruin- to many once-mighty organizations. "Serving leaders" lead by serving others, not by using them. As one of the characters in the book notes, "A leader qualifies to be first by putting other people first." It sounds paradoxical, but it works-and The Serving Leader shows precisely how and why.
While Ken Jennings and John Stahl-Wert use a parable to outline the basics of servant leadership, all the people in it are based on real people, the organizations depicted are based on real organizations-and the results they achieved are what really happened. On one level The Serving Leader is the most practical guide available to implementing servant leadership; on a deeper level, it is a book about the personal journey of growth that real leadership requires.
This 2nd edition features a new foreword by Ken Blanchard, a new introduction by the authors, and a new chapter checking back in with Mike, the main character, to see what he has learned 12 years after he embraced servant leadership.
Organizations need innovation, and there is a source right under their noses. Research has shown that people with multiple cultural experiences have higher levels of creativity-David Thomas shows how to create a workplace in which multiculturals can thrive and everyone can benefit from their insights.
In today's rapidly evolving business world continual innovation is now a must. Scholar and consultant David C. Thomas says the same forces of globalization that have created today's superheated competitive environment have also provided a potential hidden advantage: the multiculturals in your midst.
Thomas cites ample research and examples showing that people who have experienced more than one culture are more creative that those with more limited experience. Multiculturals have a broader worldview. Having to integrate different cultural values forces them to develop more complex ways of thinking and makes them better able to see new patterns and connections. Their heightened empathy, the result of learning to adapt to sometimes wildly different cultures, helps them build support for their ideas and work effectively on the teams that implement them.
This book makes a powerful business case for recognizing and cultivating a new dimension of diversity. Thomas looks at how different people express their multicultural identities and how to establish the organizational conditions under which multiculturals can flourish, And he shows how even the most monocultural among us can develop the characteristics of a multicultural mind.
In today's rapidly evolving business world continual innovation is now a must. Scholar and consultant David C. Thomas says the same forces of globalization that have created today's superheated competitive environment have also provided a potential hidden advantage: the multiculturals in your midst.
Thomas cites ample research and examples showing that people who have experienced more than one culture are more creative that those with more limited experience. Multiculturals have a broader worldview. Having to integrate different cultural values forces them to develop more complex ways of thinking and makes them better able to see new patterns and connections. Their heightened empathy, the result of learning to adapt to sometimes wildly different cultures, helps them build support for their ideas and work effectively on the teams that implement them.
This book makes a powerful business case for recognizing and cultivating a new dimension of diversity. Thomas looks at how different people express their multicultural identities and how to establish the organizational conditions under which multiculturals can flourish, And he shows how even the most monocultural among us can develop the characteristics of a multicultural mind.
Innovation comes from creative tension, not harmonious interaction, says “Dean of Innovation” Jeff DeGraff. He identifies four basic approaches to innovation and shows how leaders can manage the inevitable conflicts between them to create brilliant, unexpected hybrid solutions.
From years of research and practical experience as a consultant, Jeff DeGraff has learned that when it comes to any innovation initiative, disharmony is crucial. We innovate when we disrupt, and we first have to disrupt each other.
DeGraff identifies four contrasting types of innovators. There's the wild experimentation of the Artist, the pragmatic caution of the Engineer, the urgent competitiveness of the Athlete, and the patient community building of the Sage. He includes exercises so readers can find where they fit into this framework and shows how to build, manage, and embrace the dynamic discord of a team that contains all four types. When you combine the visionary thinking of the Artist and the practical thinking of the Engineer, you get innovation that's both revolutionary and manageable, highly ambitious without high risk. When you combine the results-oriented attitude of the Athlete with the values-oriented attitude of the Sage, you get innovation that's both a good investment and good for the world. This is a profound but highly accessible guide for achieving breakthrough solutions by utilizing the full-and seemingly contradictory-spectrum of innovative thinking.
From years of research and practical experience as a consultant, Jeff DeGraff has learned that when it comes to any innovation initiative, disharmony is crucial. We innovate when we disrupt, and we first have to disrupt each other.
DeGraff identifies four contrasting types of innovators. There's the wild experimentation of the Artist, the pragmatic caution of the Engineer, the urgent competitiveness of the Athlete, and the patient community building of the Sage. He includes exercises so readers can find where they fit into this framework and shows how to build, manage, and embrace the dynamic discord of a team that contains all four types. When you combine the visionary thinking of the Artist and the practical thinking of the Engineer, you get innovation that's both revolutionary and manageable, highly ambitious without high risk. When you combine the results-oriented attitude of the Athlete with the values-oriented attitude of the Sage, you get innovation that's both a good investment and good for the world. This is a profound but highly accessible guide for achieving breakthrough solutions by utilizing the full-and seemingly contradictory-spectrum of innovative thinking.
In this thoroughly updated and expanded edition of the bestselling guide (over 20,000 of the 1st edition sold) to employee recognition, author Cindy Ventrice explores how managers need to adapt their recognition strategies to deal with global, virtual, and generational realities. Additions include chapters on workplace culture, fairness, and remote communication.
This powerful guide draws on strategies from Black resistance movements and merges historical wisdom with modern technology to combat the DEI backlash and build sustainable workplace equity in today’s hostile climate.
As the unprecedented backlash against diversity, equity, and inclusion intensifies—with corporations dismantling initiatives, lawmakers passing anti-DEI legislation, and post–George Floyd promises abandoned—this tactical handbook arms advocates with revolutionary resistance strategies drawn from Black historical movements.
Dr. Janice Gassam Asare transforms centuries of Black resistance wisdom—from Underground Railroad networks to civil rights organizing tactics—into modern resistance plans, wielding ethical AI as a force multiplier to create sustainable change that outlasts corporate whims and political cycles.
Each chapter grounds modern workplace tactics in revolutionary approaches of more than twenty prominent Black historical figures, including the following:
This isn’t just about surviving the backlash. It’s about reimagining workplaces where everyone thrives.
As the unprecedented backlash against diversity, equity, and inclusion intensifies—with corporations dismantling initiatives, lawmakers passing anti-DEI legislation, and post–George Floyd promises abandoned—this tactical handbook arms advocates with revolutionary resistance strategies drawn from Black historical movements.
Dr. Janice Gassam Asare transforms centuries of Black resistance wisdom—from Underground Railroad networks to civil rights organizing tactics—into modern resistance plans, wielding ethical AI as a force multiplier to create sustainable change that outlasts corporate whims and political cycles.
Each chapter grounds modern workplace tactics in revolutionary approaches of more than twenty prominent Black historical figures, including the following:
- Ida B. Wells—Documentation techniques for workplace injustice inspired by her work
- Ella Baker and Fred Hampton—Coalition-building methods from the American civil rights movement
- Toni Morrison and Angela Davis—Narrative control strategies drawn from their celebrated writing
This isn’t just about surviving the backlash. It’s about reimagining workplaces where everyone thrives.
From Great Place to Work, which produces the popular FORTUNE 100 Best Companies to Work For ranking, comes a new definition of what it takes to make an organization great FOR ALL--for the business, for people and for the world.
For 20 years Great Place to Work has published their gold-standard list of the 100 Best Companies to Work For. But their latest research shows that what was good enough to be a "great" workplace 10 or 20 years ago is not good enough now. Even at the best workplaces, leaders can--and must--do better. CEO Michael C. Bush and his team connect the dots to show how the emerging economy is about developing every ounce of human potential. Today's business climate is defined by speed, social technologies and people expecting "values" besides value. As a result, leaders have to create an outstanding culture for everyone, no matter who they are or what they do for the organization. They have to build a Great Place to Work For All.
The authors share new research on how Great Places to Work For All outperform in the stock market and grow revenue 3x faster than less-inclusive rivals. Bush and his team tell surprising, inspiring stories about how closing gaps in the work experience between groups of employees pays off for everyone. They document the ways Great Places to Work For All benefit the individuals working there and contribute to a better global society. And they introduce a new leadership framework, showing the advantages of what the authors define as Level 5 "For All" leaders. In effect, the times demand executives who not only are business-savvy but also are devoted to fairness, have deep faith in people, and empower all individuals to reach their full human potential. This is a call to lead so that organizations bring out the best in everyone.
For 20 years Great Place to Work has published their gold-standard list of the 100 Best Companies to Work For. But their latest research shows that what was good enough to be a "great" workplace 10 or 20 years ago is not good enough now. Even at the best workplaces, leaders can--and must--do better. CEO Michael C. Bush and his team connect the dots to show how the emerging economy is about developing every ounce of human potential. Today's business climate is defined by speed, social technologies and people expecting "values" besides value. As a result, leaders have to create an outstanding culture for everyone, no matter who they are or what they do for the organization. They have to build a Great Place to Work For All.
The authors share new research on how Great Places to Work For All outperform in the stock market and grow revenue 3x faster than less-inclusive rivals. Bush and his team tell surprising, inspiring stories about how closing gaps in the work experience between groups of employees pays off for everyone. They document the ways Great Places to Work For All benefit the individuals working there and contribute to a better global society. And they introduce a new leadership framework, showing the advantages of what the authors define as Level 5 "For All" leaders. In effect, the times demand executives who not only are business-savvy but also are devoted to fairness, have deep faith in people, and empower all individuals to reach their full human potential. This is a call to lead so that organizations bring out the best in everyone.
A timely sequel with breakthrough strategies from Jane Hyun, the author of Breaking the Bamboo Ceiling, to help Asian Americans build their leadership and influence skills by embracing their cultural strengths and mapping an achievable career path.
How can Asian Americans lead and influence in a way that feels culturally authentic?
19 years after her groundbreaking book, global leadership strategist Jane Hyun unveils Leadership Toolkit for Asians – a guide for Asian Americans to build their capacity to lead and influence with a blueprint that is achievable and culturally relevant.
Asian Americans are the least likely demographic to be promoted or to have a mentor or sponsor– they make up 13% of the professional workforce, but less than 3% of executive positions. This dynamic hurts everyone, and the solution calls us to embrace our unique perspectives while organizations create a more fertile environment for growing Asian talent.
This toolkit-based on Hyun's work with thousands of leaders-is filled with self-assessments, checklists, quizzes, and stories of Asian American leaders to help you put ideas into action. It will show you how to leverage your life experiences to craft a bespoke leadership journey.
• Assess: Identify your goals, cultural values and assets
• Equip: Navigate effectively with people who are different from you, push back against stereotypes, strengthen your networks, apply a developmental model to help you get there
• Transform: Create your own model and engage advocates as you put it into practice
How can Asian Americans lead and influence in a way that feels culturally authentic?
19 years after her groundbreaking book, global leadership strategist Jane Hyun unveils Leadership Toolkit for Asians – a guide for Asian Americans to build their capacity to lead and influence with a blueprint that is achievable and culturally relevant.
Asian Americans are the least likely demographic to be promoted or to have a mentor or sponsor– they make up 13% of the professional workforce, but less than 3% of executive positions. This dynamic hurts everyone, and the solution calls us to embrace our unique perspectives while organizations create a more fertile environment for growing Asian talent.
This toolkit-based on Hyun's work with thousands of leaders-is filled with self-assessments, checklists, quizzes, and stories of Asian American leaders to help you put ideas into action. It will show you how to leverage your life experiences to craft a bespoke leadership journey.
• Assess: Identify your goals, cultural values and assets
• Equip: Navigate effectively with people who are different from you, push back against stereotypes, strengthen your networks, apply a developmental model to help you get there
• Transform: Create your own model and engage advocates as you put it into practice
This sixth edition of the number one bestselling employee retention book in the world (over 800,000 copies sold) puts a new emphasis on diversity and inclusion but keeps the same appealing format: twenty-six simple strategies from A to Z.
Retention and engagement are perennial concerns for every business in any economy. For two decades, this Wall Street Journal bestseller has offered twenty-six simple strategies-from A to Z-that managers can use to address their employees' real concerns and keep them engaged.
The revised and updated sixth edition includes a timely focus on diversity and inclusion in every chapter. For example, chapter 6 focuses on family. Different cultures view family responsibilities differently, so the authors address how a manager might take that into consideration when a treasured employee asks for extended leave to care for a grandparent. A new section called Conversation Starters offers discussion questions and ideas for how to spark more conversation around the topics in the book.
This new edition will ensure that Love 'Em or Lose 'Em will continue to help managers all over the world create a supportive workplace culture so they can fight burnout and keep the people they can least afford to lose.
Retention and engagement are perennial concerns for every business in any economy. For two decades, this Wall Street Journal bestseller has offered twenty-six simple strategies-from A to Z-that managers can use to address their employees' real concerns and keep them engaged.
The revised and updated sixth edition includes a timely focus on diversity and inclusion in every chapter. For example, chapter 6 focuses on family. Different cultures view family responsibilities differently, so the authors address how a manager might take that into consideration when a treasured employee asks for extended leave to care for a grandparent. A new section called Conversation Starters offers discussion questions and ideas for how to spark more conversation around the topics in the book.
This new edition will ensure that Love 'Em or Lose 'Em will continue to help managers all over the world create a supportive workplace culture so they can fight burnout and keep the people they can least afford to lose.
Take ownership of your work and unleash the power of agency in your organization!
To help give employees the power, influence, and voice necessary to truly excel in their workplace, organizational development experts Miller and Katz reveal the importance of agency and offer practical advice on how to achieve it.
With more knowledge workers entering the workplace, many are being stifled by traditional employee-manager relationships that hamper their ability to fully contribute and feel engaged at work. And in a constantly changing and competitive world of work, organizations must evolve to keep up with worker satisfaction or else face a decrease in performance and loss in talent.
The solution? Enabling your employees to exercise their individual agency in the workplace. Through an actionable roadmap that highlights common pitfalls and practical steps necessary for establishing a culture of greater agency, this book will provide individuals, teams, managers, and leaders with concrete ways to clarify their current level of agency and identifies specific actions they can take to exercise greater agency.
To help give employees the power, influence, and voice necessary to truly excel in their workplace, organizational development experts Miller and Katz reveal the importance of agency and offer practical advice on how to achieve it.
With more knowledge workers entering the workplace, many are being stifled by traditional employee-manager relationships that hamper their ability to fully contribute and feel engaged at work. And in a constantly changing and competitive world of work, organizations must evolve to keep up with worker satisfaction or else face a decrease in performance and loss in talent.
The solution? Enabling your employees to exercise their individual agency in the workplace. Through an actionable roadmap that highlights common pitfalls and practical steps necessary for establishing a culture of greater agency, this book will provide individuals, teams, managers, and leaders with concrete ways to clarify their current level of agency and identifies specific actions they can take to exercise greater agency.
What Would It Be Like to Restore Sanity? What would it be like to work together again in creative and generous ways? What would it be like to be curious about who you're with rather than judging or fearing them? What would it be like to engage together in exploring possibilities rather than withdrawing in conflict or disagreement? What would it be like to be working well together?
From 50 years working with leaders globally, I state with full confidence that leadership has never been more difficult. And it's not our fault. We've been good and caring leaders, we've led people in empowering, engaging ways to create meaningful, productive work. But now we face external conditions far beyond our control to change, dynamics intensifying at shocking speed.
The perfect storm is here, created by the coalescence of climate and human-created catastrophes. As leaders dedicated to serving the causes and people we treasure, confronted by this unrelenting tsunami, what are we to do? I state my answer to this also with full confidence:
We need to restore sanity by awakening the human spirit. We can achieve this only if we undertake the most challenging and meaningful work of our leader lives: Creating Islands of Sanity.
An Island of Sanity is a gift of possibility and refuge created by people's commitment to form healthy community to do meaningful work. It requires sane leaders with unshakable faith in people's innate generosity, creativity, and kindness. It sets itself apart as an island to protect itself from the life-destroying dynamics, policies, and behaviors that oppress and deny the human spirit. No matter what is happening around us, we can discover practices that enliven our human spirits and produce meaningful contributions for this time.
From 50 years working with leaders globally, I state with full confidence that leadership has never been more difficult. And it's not our fault. We've been good and caring leaders, we've led people in empowering, engaging ways to create meaningful, productive work. But now we face external conditions far beyond our control to change, dynamics intensifying at shocking speed.
The perfect storm is here, created by the coalescence of climate and human-created catastrophes. As leaders dedicated to serving the causes and people we treasure, confronted by this unrelenting tsunami, what are we to do? I state my answer to this also with full confidence:
We need to restore sanity by awakening the human spirit. We can achieve this only if we undertake the most challenging and meaningful work of our leader lives: Creating Islands of Sanity.
An Island of Sanity is a gift of possibility and refuge created by people's commitment to form healthy community to do meaningful work. It requires sane leaders with unshakable faith in people's innate generosity, creativity, and kindness. It sets itself apart as an island to protect itself from the life-destroying dynamics, policies, and behaviors that oppress and deny the human spirit. No matter what is happening around us, we can discover practices that enliven our human spirits and produce meaningful contributions for this time.
Create workplaces where neurodivergent talent—your organizational canaries—can thrive, benefiting everyone, with this award-winning guide.
Despite valuable skills and strong work ethics, neurodivergent individuals (such as members of ADHD, autism, Tourette’s syndrome, and learning differences communities as well as others who bring different ways of thinking and experiencing life) face significant employment barriers. It means that their unique talents and perspectives are often excluded, and their canary warnings about problems like bullying, ineffective work organization, or ethical slippery slopes that harm all are ignored.
This practical guide helps CEOs, managers, HR leaders, and changemakers build truly inclusive workplaces by addressing systemic problems and improving work for everyone. Drawing on over twenty-five years of global experience and research on uniquely inclusive organizations, the book offers the following tools:
Despite valuable skills and strong work ethics, neurodivergent individuals (such as members of ADHD, autism, Tourette’s syndrome, and learning differences communities as well as others who bring different ways of thinking and experiencing life) face significant employment barriers. It means that their unique talents and perspectives are often excluded, and their canary warnings about problems like bullying, ineffective work organization, or ethical slippery slopes that harm all are ignored.
This practical guide helps CEOs, managers, HR leaders, and changemakers build truly inclusive workplaces by addressing systemic problems and improving work for everyone. Drawing on over twenty-five years of global experience and research on uniquely inclusive organizations, the book offers the following tools:
- An intersectional approach to neuroinclusion
- Holistic understanding of human differences (social, cognitive, emotional, physical)
- Comprehensive talent practices from job descriptions to leadership development
- Global perspectives celebrating diverse neurodivergent voices
- Actionable strategies for change at any organizational level
The comprehensive and foundational text for critically analyzing and applying actionable DEI techniques and strategies, written by one of LinkedIn's most popular experts on DEI.
The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and under-developed strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.
DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders' sincerity, and offers a roadmap that bridges the neatness of theory with the messiness of practice. Through embracing a pragmatic DEI approach drawing from cutting-edge research on organizational change, evidence-based practices, and incisive insights from a DEI strategist with experience working from the top-down and bottom-up alike, stakeholders at every level of an organization can become effective DEI changemakers. Nothing less than this is required to scale DEI from interpersonal teeth-pulling to true systemic change.
By utilizing an outcome-oriented understanding of DEI, along with a comprehensive foundation of actionable techniques, this no-nonsense guide will lay out the path for anyone with any background to becoming a more effective DEI practitioner, ally, and leader.
The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and under-developed strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.
DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders' sincerity, and offers a roadmap that bridges the neatness of theory with the messiness of practice. Through embracing a pragmatic DEI approach drawing from cutting-edge research on organizational change, evidence-based practices, and incisive insights from a DEI strategist with experience working from the top-down and bottom-up alike, stakeholders at every level of an organization can become effective DEI changemakers. Nothing less than this is required to scale DEI from interpersonal teeth-pulling to true systemic change.
By utilizing an outcome-oriented understanding of DEI, along with a comprehensive foundation of actionable techniques, this no-nonsense guide will lay out the path for anyone with any background to becoming a more effective DEI practitioner, ally, and leader.
These leadership lessons work for leaders at every level when everything goes wrong, from the doctor who saved lives after the 9/11 attacks, in war-torn Ukraine, and on the NFL sidelines.
Dr. Thom Mayer doesn’t just talk about leadership: he lives it in the world’s most high-stakes situations. From commanding the 9/11 Pentagon rescue operation to rushing onto NFL fields during medical emergencies to training doctors in war-torn Ukraine, Mayer has learned that leadership isn’t about titles or positions. It’s about action.
In this practical guide, Mayer reveals eleven provocative principles that flip conventional leadership wisdom: “Leadership is worthless . . . but leading is priceless.” “Power is worthless . . . but influence is priceless.” “Success is worthless . . . but failure is priceless.” Through gripping stories from the Pentagon’s smoking corridors, NFL sidelines, and Ukrainian hospitals, he shows how real leaders emerge not from corner offices but from moments of crisis when someone must step up and act.
Whether readers are managing a team, raising a family, or facing a crossroads, Mayer’s hard-won insights will transform how readers think about influence, teamwork, and making decisions under pressure. This isn’t theoretical leadership. Mayer offers battle-tested wisdom from someone who has led when lives hung in the balance.
Now in paperback with a new discussion guide for leadership development programs.
Dr. Thom Mayer doesn’t just talk about leadership: he lives it in the world’s most high-stakes situations. From commanding the 9/11 Pentagon rescue operation to rushing onto NFL fields during medical emergencies to training doctors in war-torn Ukraine, Mayer has learned that leadership isn’t about titles or positions. It’s about action.
In this practical guide, Mayer reveals eleven provocative principles that flip conventional leadership wisdom: “Leadership is worthless . . . but leading is priceless.” “Power is worthless . . . but influence is priceless.” “Success is worthless . . . but failure is priceless.” Through gripping stories from the Pentagon’s smoking corridors, NFL sidelines, and Ukrainian hospitals, he shows how real leaders emerge not from corner offices but from moments of crisis when someone must step up and act.
Whether readers are managing a team, raising a family, or facing a crossroads, Mayer’s hard-won insights will transform how readers think about influence, teamwork, and making decisions under pressure. This isn’t theoretical leadership. Mayer offers battle-tested wisdom from someone who has led when lives hung in the balance.
Now in paperback with a new discussion guide for leadership development programs.