“I have used his definitions of trust and distrust in every book I've written, because they are practical and actionable and, at the same time, deep and meaningful. It was important to me to dig into these definitions and explore how they play out at work, in relationships, and in our everyday lives.”
-Brené Brown, bestselling author of Dare to Lead

Best-selling author Charles Feltman updates his business classic, The Thin Book of Trust, with new resources and tools to build trust in the post-pandemic world.

Feltman's phenomenal bestseller with almost 100,000 copies sold across two editions outlines in a very simple and quick way the art of building trust between people in organizations as a core essential workplace competency.

The updated Thin Book of Trust offers a framework that supports trust building as a workplace competency. It is based on the idea that building trust is a competency, a set of skills that can be learned, improved, and practiced. It will help you
continuously improve your ability to build and maintain trust with others. It can also help you create and contribute to a high-trust culture at work.

The third edition includes a new study guide and a new resource download page.

Charles Feltman says: "Whether you lead others, contribute individually, or serve as a coach, consultant, facilitator, HR or OD professional, your ability to generate and sustain strong trust is critical to the success and well-being of your enterprise. It is my hope this new edition serves you well in becoming an exceptional trust-builder."

This new edition of the bestselling employee development classic includes advice on engagement and retention in today's more flexible employment environment, a new chapter on remote and hybrid work, and a deeper discussion of career development in your organization.

Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity, and results. But most managers feel they just don't have time for it. This book offers a better way: frequent, short conversations with employees about themselves, their goals, and the business that can be integrated seamlessly into the normal course of business.

Beverly Kaye and Julie Winkle Giulioni identify three broad types of conversations that will increase employees' awareness of their strengths, weaknesses, and interests; and point out where their organization and their industry are headed. The authors provide new assessments, worksheets, and a discussion guide to help employees and managers pull all of that together to create forward momentum. The accompanying AI Bookbot enhances this experience by offering real-time guidance, conversation prompts, and personalized insights based on the book's proven methodologies.

Start building bridges instead of barriers! This essential guide offers a simple 5-part framework that will help you have honest and enlightening conversations despite deep and fundamental disagreements.

It's not about saying the right words at the right time but something vastly deeper. In this book, you'll discover the 5 pillars of respectfully disagreeing:
• Challenge your perspective
• Be the student
• Cultivate your curiosity
• Seek the gray
• Agree to respect

But this is not a weighty tome. Each chapter features a cartoon, and Justin Jones-Fosu tackles this serious subject with a playful and compassionate tone. For example, he writes “I have become more and more intentional in my desire to respectfully disagree with others (except those who think putting ketchup on eggs is wrong…there is no hope for respect there).”

With a wide range of examples and exercises throughout, this is a timely and reader-friendly handbook to disagreeing with someone's ideology while passionately pursuing their humanity.

The definitive introduction for changemakers new to the world of nonprofit and small business boards of directors.

Bust the status quo of board room administrative tedium and passive participation to contribute to meaningful social transformation and impact in your organization. Authors Jukanovich and West offer changemakers new to the boardroom the mindset and strategies necessary to make a difference in the organizations they lead.

Mission-based, socially responsible, and transformational organizations are needed more today than ever. And the boards that lead them must be in tune with their stakeholder's culture. But so often they are held back by ineffective decision making and a lack of interpersonal trust.

This book breaks down the key elements of a successful boardroom and how to achieve them. From onboarding diverse talent to establishing trust through accountability, you will have the tools and actionable techniques needed to effectively make a difference in the world with healthier boardroom practices.

Discover the science-based secrets to reducing workplace stress, building unwavering resilience, and achieving success through the power of conversation.

Technology, isolation, and increasing demands for productivity are making the workplace a hotbed for stress-it's no surprise employees are abandoning traumatic workplaces in unprecedented numbers.

Ed Beltran,the CEO of a powerhouse leadership communication company, believes the antidote to stressed-out workplaces starts with conversation.

Beltran has developed a science-based model to reduce stress and help people build what he calls fierce resilience. By leveraging the power of conversations, individuals discover:
• their unique stressors
• master skills to neutralize stressors
• build unwavering resilience that elevates their emotional well-being.

This is no ordinary self-help book. The transformative process of fierce resilience goes well beyond developing mere coping skills. It helps people take control of their emotional health, become more resilient, and build organizations with resilience as a core part of their DNA.

The new edition of this internationally acclaimed guide to remote and hybrid leadership comes with an updated and enriched framework for the modern workplace. It introduces new principles and retains proven strategies for effective leadership across distances.

When The Long-Distance Leader was first published, it was pre-pandemic and remote work was in its infancy with 30% of managers leading at a distance-now that number is well over 50%.

As more organizations adopt a remote workforce, the challenges of leading at a distance become more urgent than ever. The cofounders of the Remote Leadership Institute, Kevin Eikenberry and Wayne Turmel, show leaders how to guide their teams by recalling the foundational principles of leadership whether their teams are remote, hybrid, co-working, or something entirely new!

The authors' "Three-O" Model refocuses leaders to think about outcomes, others, and ourselves-elements of leadership that remain unchanged, whether employees are down the hall or halfway around the world. By pairing it with the Remote Leadership Model, which emphasizes using technology as a tool and not a distraction, leaders can navigate the terrain of managing teams wherever they are.

This second edition features updated exercises that ensure projects stay on track, keep productivity and morale high, and build lasting relationships, along with a new chapter on hybrid workplaces.

For too long, women have been told to confine themselves-physically, socially, and emotionally. Eliza VanCort says now is the time for women to stand tall, raise their voices, and claim their space.

Women fight the pressure to make themselves small in private, professional, and public spaces. VanCort, a teacher, consultant, and speaker, provides the necessary tools for women to rewrite the rules and create the stories of their choosing safely and without apology.

VanCort identifies the five key behaviors of all “Space-Claiming Queens”: use your voice and posture to project confidence and power, end self-sabotage, forge connections, neutralize unsafe spaces, and unite across differences. Through personal narrative, research, and actionable strategies, VanCort provides how-tos on combating challenges, such as antimentors and microaggressions, and gives advice for building up your “old girls” club, asking for what you're worth, and owning your space without apology.

Bold, fun, and enlightening, this book is birthed from VanCort's incredible story. Having a mother with schizophrenia forced VanCort to learn to be small and invisible at an early age, and suffering a traumatic brain injury as an adult required her to rethink communication from the ground up. Drawing on these experiences, and those of real women everywhere, VanCort empowers women to claim space for themselves and for their sisters with courage, empathy, and conviction because “when we rise together, we rise so much higher.”

Improve communication, engagement, and culture with active listening.

When employees, colleagues, and customers are not being heard, organizational culture, employee happiness, and overall organizational success will suffer. How well do you listen?

Active listening is the doorway to increased belonging, loyalty, profitability, innovation, and so much more. It is the difference between thinking we understand what people want and knowing what they want. Want to build stronger relationships, avoid misunderstandings, and anticipate problems before they surface at work?

All you have to do is listen.

The Art of Active Listening introduces a 5-step framework that shows you how to listen successfully and act upon what you are hearing. Readers will discover how to:

1. Recognize the unsaid
2. Seek to understand
3. Decode
4. Act
5. Close the loop

Backed by her personal review of over 30,000 employee and customer surveys and facilitation of 100's of focus groups, Younger discovered one universal truth: We all want to be heard. We want our voices to matter. We want the work we do to matter.

When we get this right - when we listen to our employees and customers and care about them not just for what they can do but for who they ARE - they can and will move mountains.

Using the tools provided in this book, you can implement active listening, regardless of whether you're in-person or virtual, that benefits all team members and customers, strengthens overall engagement, improves organizational culture and creates a space for everyone to have a voice.

When those at work feel heard, they will do whatever it takes to achieve outcomes that serve your relationship and your organization.

Author of the bestselling DEI Deconstructed returns with a companion workbook filled with practical and actionable techniques for changemakers at all stages of their DEI journey.

The next step in your DEI journey starts here. Building on the knowledge base of DEI Deconstructed, Lily Zheng offers a workbook with 40 original exercises, worksheets, and other tools to help guide you and your organization toward more substantive and lasting DEI outcomes. Whether you're a new or veteran DEI practitioner looking to improve your practice, a leader looking to grow your leadership skills, or an advocate looking to play more powerful roles in movements, this book will give you the practical tools to do just that.

From self-work to organizational change, this workbook will upskill you with the core competencies required for impactful DEI work, such as – diagnosing inequity, working with constituents, building movements, creating psychological safety, stewarding inclusive cultures, resolving conflict and harm, and achieving systems change. Most importantly, it will give you valuable experience putting these skills into action. Each activity can stand on its own and is designed to stimulate valuable reflection and practice. Included are recommendations for targeted exercise roadmaps to supplement your learning journey. Taken all together, these exercises are a complete masterclass in any practitioner's DEI education.

Find out how bold actions by visionary leaders can inspire powerful stories that drive culture change.

Data indicates that most strategic efforts to change a company's culture fail. So how do companies succeed in this endeavor?

A top strategy professor and two highly successful CEOs found that, in companies that had successfully changed their culture, leaders had taken dramatic actions that embodied the new cultural values. These actions inspired stories that became company legends, repeated in every department and handed on to new employees.

Through compiling and analyzing 150 stories from business leaders who have achieved change, they identified 6 attributes that every successful culture change story has in common:

1. The actions are authentic
2. They revolve around the CEO
3. They signal a clean break with the past, and a clear path to the future
4. They appeal to employee heads and hearts
5. They're often theatrical or dramatic
6. They're told, and re-told, throughout the organization

With extensive and inspiring examples of stories containing these attributes, the authors illustrate how readers can harness the power of stories within their company in order to change or create a winning culture to align with any strategy.

Discover a more agile, democratic, and effective model of leadership, from legendary business scholar Edgar Schein and Silicon Valley executive Peter Schein.

Legendary organizational scholar Edgar Schein and former Silicon Valley executive Peter Schein say leadership today requires that people transcend their hierarchical roles and relate to each other as human beings-what they call humble leadership. In such relationships new ideas can flow freely, mistakes can come to light immediately, and course corrections can be made in real time rather than “by committee” or by order of the lone heroic CEO.

This second edition includes three new chapters. Chapter 1 zeros-in on the Schein's actionable definition of leadership-relative to management and administration-focused on leading people toward “new and better.” Chapter 2 introduces the concept of “situational humility”-leaders now need to shift between several types of relationships to deal with the accelerating complexity of a supply-constrained, “quiet-quitting,” and “two-days-in-the-office” world. And Chapter 5 explains how to create a culture of humble leadership.

Illustrated with examples from healthcare, government, the military, tech, and more, this is a compact, accessible guide to a leadership paradigm far better suited to a world that demands fast, nimble response to change, and a workplace hungry for mutual respect and trust.

A comprehensive new model for creating inclusive organizations, illuminating the vital role that inclusion plays in developing solutions to the critical social, environmental, and leadership challenges we face.

Most organizational DE&I efforts are focused on changing individual behaviors. But unless you change the organizational structures-the practices, processes, and systems that surround and support individual behaviors-your change efforts will not take root. Structural inclusion makes behavioral inclusion stick.

Andrés Tapia and Fayruz Kirtzman have found that five disciplines encompass the structures, mindsets, behaviors, and accountabilities required for creating inclusive organizations that will have transformational impact not only on their culture and people but also on society and the planet:

1: Manage the Risk: know how to deal with the legal, reputational, and cultural risks of either doing the wrong thing, or not doing the right thing.
2: Explode the Awareness: make sure leaders and employees are deeply informed about, and publicly committed to, the value of DE&I.
3: Maximize the Talent Systems: ensure that leaders and managers display inclusive behaviors when they manage and optimize talent.
4: Master the Logistics: integrate DE&I into operations in ways that lead to improved efficiencies.
5: See the Marketplace: expand to new consumer market segments, enhance cross culturally competent customer service, and form effective partnerships with overlooked communities.

The authors provide assessment tools and case studies of organizations that have implemented each discipline, highlighting what worked and what tripped them up. And they take a wider view, showing how inclusive organizations practicing the five disciplines can address what they call society's four vital tasks: diversify leadership, eradicate polarization, achieve justice, and save the planet. This is a complete guide to how to make your organization a systematic, process-oriented engineer of change for the full range of your stakeholders.

A compass for leaders lost in the paradoxical space between attention to people and attention to results-with Compassionate Accountability you don't have to choose!

Sadly, compassion and accountability are too often in tension-leaders feel they have to pick one or the other. But solely prioritizing accountability can create toxic work environments that drive away good talent. On the other end of the spectrum, being too nice can compromise performance and productivity.

Finding harmony between compassion and accountability is the ultimate catalyst for improved results and a thriving workplace.

The solution is recognizing that compassion and accountability are not opposites. In fact, accountability is an element of compassion. Compassionate Accountability is the process of building connection while getting results. This book shows how this foundational mindset, philosophy, and way of living can lead to a thriving organizational culture. It covers such topics as these:

• Why you can't practice compassion without accountability
• How to turn on the three “switches” of the compassion mindset-and the predictable damaging consequences when they're turned off
• The key role Compassionate Accountability plays in a healthy leadership culture
• Six areas to focus on to start building your culture of Compassionate Accountability
• Five common barriers to compassion for leaders-and how to overcome them

Plus, readers will find real case examples of how organizations have adopted Compassionate Accountability, along with quizzes and self-assessments to help them learn and apply the concepts.

Leaders seeking a renewed sense of fulfillment in their roles and increased leadership impact will find inspiration, guidance, and a road map for cultural transformation.

Light bulb moments in coaching are the creative insights that change minds and lives.

A new, highly actionable guide for disrupting the narratives holding clients back from resolving problems and making the changes they want in themselves, Breakthrough Coaching provides methods, resources, and exercises to help you activate immedi­ate and sustainable shifts in perspective and behavior, moving you forward on your path of coaching mastery.

Stop being haunted by doubt and discomfort. Discover how to quickly create safety and connection so your clients accept when you challenge their thinking. Then know what to say that evokes the creative flashes of insight that change their minds and lives forever.

Read Breakthrough Coaching to unlock access to:
•5 Modules of learning and discovery
•19 Resource Tools and 5 Practice Exercises
•Coaching case studies and examples
•And so much more

No longer will you worry “can I really say that?” or “should I have said more?” Instead, you'll be able to reveal deep desires and dreams, shine a light on blind spots and mental blocks, and open your client's minds to new perspectives that change their stories ripe with new possibilities-in less than an hour of your time together.

Offering a new lens on leadership and living, this research-based guide shows how to design experiences that can touch hearts, provoke minds, and change lives in powerful ways.

Transformative experiences are life events that change our sense of self in important ways. How do they work? What elements do they require? How can we learn to design them intentionally?

By embracing the research-based approach of ELVIS (the Experiential Learning Variables and Indicators System), this book details how to recast yourself as an Experience Design Leader, one that can provide those in your organization with the opportunities needed to reflect and grow as individuals.

Beginning with the ELVIS Framework, you will gain deep foundational insight into how transformative experiences work. And then with the ELVIS Toolkit, which includes seven practical design elements, you will have the key to unlocking these powerful experiences for yourself and others.

Whether you are new to the idea of designing experiences for others or are a seasoned veteran, ELVIS shows you how to tap into the psychology operating behind the most powerful and important experiences of our lives-those that shape who we are.

Design and cultivate remote work teams that actually work.

From the experts who brought you The Long-Distance Leader and The Long-Distance Teammate comes the proven and practical guide for leaders to consciously design teams, define and create their desired culture, and encourage and nurture employee engagement-all from a distance.

Team design and culture are often presented as separate concepts when they are in fact intertwined in the remote work setting. Using the 3C model of communication, collaboration, and cohesion, leaders will be given the tools to overcome challenges, such as proximity bias and deteriorating social connections, to create an environment where everyone can contribute and add value equally, regardless of location.

The 3Cs are

• Communication-While communication is a fundamental part of being human, it is also a critical foundation of successful work. Without it, teams break down.

• Collaboration-Remote leaders face the misguided belief that physical presence is required to have a collaborative team. The truth is that proximity has nothing to do with successful collaboration.

• Cohesion-This dimension includes decidedly nonstructural aspects, such as relationships, trust, and accountability. While difficult to measure, a team's cohesion is critical to its success.

Using this framework, leaders of all levels will learn to assess, design, and develop their communication channels, methods for remote collaboration, and ability to foster cohesion to build successful long-distance teams. While a hybrid culture will be different, it can, when done right, be better than what existed before.

This new edition of a classic, bestselling book has been revised and updated throughout and includes a new chapter on “Forgiveness in the Workplace”

“Ed Hess's Hyper-Learning is uniquely practical and is the essential starting point for charting new ways of thinking, living, working, leading, and being fulfilled in our new world.”
-Gary Roughead, Admiral, US Navy (retired) former Chief of Naval Operations

How will you pursue a meaningful life when smart technology takes over most of the jobs that humans currently do? Darden School of Business Professor Edward Hess says the answer is hyper-learning: developing our uniquely human qualities as agile, adaptive, iterative learners without fear or ego inhibiting that learning.

In the digital age, humans will succeed by doing what technology can't do well: being creative, imaginative, and innovative; engaging in higher-level critical thinking; making decisions in environments where there is a lot of uncertainty and little data; and connecting and collaborating with fellow humans. Hyper-learning is vital for optimizing every one of these tasks. Hess describes the core mindsets and behaviors that enable hyper-learning for individuals and teams and includes case studies of four business leaders who created personal hyper-learning development plans. This book is about harnessing the power of human emotions, choices, and behaviors to enable the highest levels of human cognitive, emotional, and behavioral performance.