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.”

In The Magic of Tiny Business, by ECOBAGS® founder and pioneering green business champion, Sharon Rowe shows entrepreneurs and business owners how to build a profitable, right-scaled, sustainable business that doesn't compromise their values.

“This is a powerful book-tiny is mighty. Sharon Rowe's simple shift in thinking is a profound idea, precisely what we need to hear.”
-Seth Godin, author of Linchpin

Too many of us feel trapped by work that keeps us from living our purpose. We fantasize about starting our own business, yet we're warned against falling into debt, working eighty hours a week, and coping with the pressure to grow. Eco-Bags Products founder Sharon Rowe says there's another way: go tiny.

Like a tiny house, a tiny business is built on maintaining a laser focus on what is essential by living an intentional life. As an entrepreneur and mother, Rowe is most concerned with putting family first, maintaining financial security, and doing something that makes an impact in the world. Using the success story of Eco-Bags Products, Rowe distills the step-by-step process of building a profitable, right-scaled, sustainable venture that doesn't compromise your values. She shows you how to test your concept, manage your money and priorities, and more, while staying true to the "tiny" ethos.

The current model of leadership isn't working for the planet because business has diminished values and outlooks that are traditionally thought of as feminine. Seeking to reclaim feminine power and restore balance for both women and men, this book charts a new path based on timeless Indian wisdom.


Our current one-sided notion of a leader's power is a root cause of a host of contemporary problems, including social breakdown, environmental degradation, an epidemic of depression, and corruption in business and government. Whether we are male or female, we have been trained to value leadership qualities that are traditionally thought of as masculine: hierarchical, individualistic, militaristic. Reaching into ancient spiritual and mythical teachings, the authors revive a feminine archetype of leadership: generative, cooperative, creative, empathetic. In the Indian yogic tradition, these qualities are associated with Shakti, the source of creation, sustenance and transformation that powers the cycle of life.

Bhat and Sisodia seek to restore a long-lost balance, for men and women alike, of masculine and feminine energies. All leaders should learn to value and understand "Shakti Leadership," meaning acting from a consciousness of life-giving creativity and sustainability to achieve self-mastery and be of selfless service. When leaders of both sexes learn to embrace this mindset, we can restore sanity, elevate humanity and heal the planet by evolving consciously together.

From the Center for Creative Leadership, this essential guide is updated with new insights, tips, and tools to help organizations get the most out of 360-degree feedback.

This is a hands-on guide for implementing effective 360-degree feedback systems as part of leadership development initiatives in organizations. Written for professionals who work inside organizations and external consultants working with clients, the book draws on over twenty years of research and practice by the Center for Creative Leadership (CCL). The book provides step-by-step guidelines for successful 360-degree feedback as well as best practices observed and tested with CCL's broad base of clients.

The second edition is updated with advances in the field over the past ten years and features new chapters on ensuring validity, why the process can fail, and the future of leadership development. The book includes worksheets, checklists, and other tools to use or adapt with a 360-degree process in any organization.

Center for Creative Leadership (CCL) is a top-ranked, global provider of programs that develop better leaders through its exclusive focus on leadership education and research.

This hilarious and profound workplace guide proves the rigorously rational and the supremely sympathetic can meet in the middle and merge their strengths. Readers will discover how blending with their opposite opens the pathway to being their truest selves.


We're all familiar with the introvert/extrovert divide, but there is another dichotomy that is just as significant. From the famed Myers-Briggs personality scale, Feelers put more weight on personal concerns and the people involved, and Thinkers are guided by objective principles and impersonal facts. This simple distinction lays the groundwork for the profoundly different ways that individuals make sense of and engage in both the workplace and the world.

Devora Zack, herself a proud snowflake, says we can directly control only three things: what we say, what we think, and what we do. Zack makes a strong case that the best use of our energy is to focus on our own reactions and perceptions rather than trying to fix or change others. The book includes an assessment that readers can take to learn their placement on the Thinker/Feeler spectrum before exploring different modes of communication and motivation based on personality type. Zack guides her readers to channel their emotions and successfully connect with those on the other side, both inside and outside of the workplace.

Consumers of the future are going to want their consumption hand in hand with a demonstrated commitment to bettering our world- it is the companies that can deliver on this that will thrive in the coming decades.

More and more, employees, customers, and investors want their work and money to not only provide for their own material needs but to also help create a better world for all. Bestselling author John Izzo teams up with Jeff VanderWein to show leaders and companies how to transform their corporate culture so they can succeed in the midst of this Purpose Revolution.
Today people want more than just a good job or a good deal--increasingly, they want to feel like they're doing good as well, that their work and money are contributing to some greater purpose. John Izzo and Jeff VanderWielen call it The Purpose Revolution, and in this revelatory book they argue that it will dramatically transform the world of business.
While they describe the Purpose Revolution's impact on consumers and investors, their prime focus is on how to activate purpose among employees and how to embed purpose in the culture of your organization. Because you can't fake purpose--it has to be a genuine part of your organizational DNA if you're going to attract customers and investors. Using many examples, the authors illustrate how to lead in this new age of social good, how to attract and engage talented employees, how to create a purposeful culture, and how to win loyalty from employees, customers, and investors.

Leadership has for too long been treated as a function and not as a relationship. Zina Sutch and Patrick Malone argue that successful leadership must be based on love (altruism and empathy) and laughter (positive emotions and joy).


Recent bestselling books have completely altered the way we understand how humans work and play together. The Altruistic Brain and Born to Be Good show that humans are deeply wired for empathy and compassion. The Social Animal and Emotional Intelligence prove that our emotional selves help us make better decisions and motivate others. However, the tactics we use to train leaders bear little reflection of these advancements; we're still creating competent but emotionally distant leaders who “manage human assets” and lead by setting goals, deadlines, and deliverables.

Zina Sutch and Patrick Malone hope to flip a light switch and illuminate, above all else, that leadership begins with heart and soul. In five succinct chapters, they show that we lead best when we tap into our genetically driven human nature to love and nurture, connect and trust. This book seeks to reintroduce the warmth of human interaction and emotion into the leadership tool kit.

Master the balance between working on your career and working in it. Intelligence Isn't Enough helps Black professionals make strategic decisions and learn the unspoken rules for success.


Recounting the despair she felt as a frustrated young Black professional, Carice Anderson knows that many Black professionals are relying on their education alone to break into the workplace. In this book, she empowers young Black professionals everywhere with the right knowledge by exposing them to advice and little-known principles of career success from her interviews with thirty successful Black leaders.

Intelligence Isn't Enough is divided into six chapters that guide readers through what Anderson calls the six “major corporate muscles”:

● IQ
● Mental attitude
● People matters
● Cultural intelligence
● Personal branding
● Communication

This book includes personal stories, quotes, lessons learned, and advice from both the author and Black leaders who have worked in some of the finest institutions across North America, Africa, and Europe. Readers will learn tips and tools to strategically chart their career paths and advance in the workplace for lifelong success.

“This is an extraordinary book, written by an extraordinary woman. Qazi is a master storyteller, capturing the emotion as well as the subtleties of what she wants to communicate. And as the first Islamic member of the U.S. Counterterrorism Center, there is a lot that she wants to tell readers about.”
–Anna Jedrziewski, Retailing Insight

Why would a girl from Denver join ISIS, a radical movement known for its mistreatment of women? Why would a teenage Iraqi girl strap on a suicide bomb and detonate it? Farhana Qazi, the first Muslim woman to work for the U.S. government's Counterterrorism Center, has been fascinated, even obsessed, by this phenomena for over a decade and has circled the globe searching for answers. What she has found are women, sometimes confused, sometimes taken advantage of, and sometimes as radical and dedicated as their male counterparts, women whose stories she tells. Here is the book that reframes the story so readers can see the female terrorists as they are- ordinary women co-opted by radical men, other extremist women, or motivated by their own experience of oppression. The untold story of the women of these movements is important to understand and recognize if the world hopes to contain the expansion of these ever present threats.

Bob Nelson, author of the multimillion-copy bestseller 1001 Ways to Reward Employees, and human performance expert Mario Tamayo offer hundreds of practical, creative tips for helping employees-and their managers-make work more fun.


Every business needs happy, engaged, and motivated employees, whether it's a major corporation or one of the over thirty million small businesses in America today. Most elements in modern business work against this basic need: constant change and increasing stress from both the speed of business and its complexity, as well as the expansive application of technology to all aspects of business.

Work Made Fun Gets Done gives the reader simple, practical ideas for instantly bringing fun into the workplace. Based on examples from scores of real companies like Pinterest, Asana, Bank of America, Genentech, Zappos, Honda, General Mills, Microsoft, and many more, as well as the authors' collective experience, this book provides clear behavioral examples on exactly what managers can do to immediately lighten the tone of the work environment and excite their teams. The book, written in a fun style, contains lighthearted illustrations and callout boxes to highlight fun practices.

Learn how to take the right risks for lasting success. Begin Boldly provides a framework for making the kind of bold moves that will get your career off to its best start!

Many women enter the workforce feeling like they can never make a mistake, and as a result, they don't take risks in the crucial early stages of their careers. Women, and BIPOC women especially, are disproportionally penalized for mistakes, so any risk begins to feel like a bad risk. A 2019 KPMG study found that fewer than 43 percent of women surveyed were willing to take “big” risks, including volunteering to do a major presentation or asking for a pay raise.

Christie Hunter Arscott equips readers with the ability to differentiate between reckless and intelligent risks using an actionable model built around three mindsets: a curious mindset, a courageous mindset, and an agile mindset. With a step-by-step method for taking risks, making refinements, and assessing rewards, Arscott's approach gives women a flexible and repeatable framework to guide them through this critical career skill.

Liftoff empowers women to take chances on themselves so that risk-taking becomes an enlightening and empowering antidote for self-doubt.

This book will include a discussion guide.

A practical and irreverent guide to taking the sting out of feedback and reclaiming it as a motivating, empowering experience for everyone involved.


Feedback! Ugh. Say the word to a colleague, your spouse, or a friend, and watch the person's blood pressure rise and defenses go up. For most of us, it's a word loaded with experiences that may include bias, politics, pain, regret, and anger. However, if we take a step back and think about its true intent, we realize that feedback needn't be a bad thing. We humans want to improve, grow, and advance, and we need insights that can help us move in the right direction. If we close ourselves off from understanding how others experience us, then we close ourselves off to a life of learning and growth. The authors address how feedback got such a bad rap and how we can fix it. They provide three key Fs (focused, fair, and frequent) for positive feedback. They also include a slew of practical exercises and strategies to change how we view and experience feedback.

Once vilified by pro-life and pro-choice supporters alike, Aspen Baker has now shown that “pro-voice” might be the best method to move past conflict and hatred around abortion. With her nonprofit, Exhale, she has demonstrated that it's possible to get people talking respectfully even about the most polarizing topics.

When Aspen Baker had an abortion at the age of twenty-four, she felt caught between the warring pro-life and pro-choice factions, with no safe space to share her conflicted feelings, which didn't fit into either side's party line. In this hopeful and moving book, Baker shows how she and Exhale, the organization she cofounded, developed a philosophy and a set of tools that enables anyone to have respectful, compassionate exchanges about even the most divisive topics. Initially distrusted by both sides, Exhale now receives post-abortion referrals from pro-life and pro-choice organizations and has become a leader and innovator by pioneering a more respectful, supportive dialogue about this highly emotional issue.

Baker examines the history of the abortion debate, identifying the mistakes and misunderstandings on both sides that have led us to the current painful divide. She shares how Exhale discovered creative ways to build a caring, nonjudgmental space for women and men to share their feelings about abortion, such as starting a post-abortion telephone service and piloting a nationwide story-sharing tour led by women who'd had abortion experiences. They call their approach “pro-voice.”

This book shows how pro-voice can be adopted by anyone interested in dialogue rather than dogma. Peace, in this perspective, isn't a world without fighting or conflict but one where conflict can be engaged in-fiercely and directly-without dehumanizing ourselves or our opponents. Our world is full of gray areas. It's vital we learn practices like pro-voice to help us move from paralysis to progress.

Collaborative strategies work when they're designed by teams-where each person is heard, valued, and held accountable. This book is a practical guide for project team leaders and individual contributors who want their teams to play by a better set of rules.

Where do teams go wrong? Having the right people with the right skills doesn't mean they'll know how to work together as a team. David and Mary Sherwin maintain it's all in the design. Through a blend of straightforward activities, conversational stories, and dialogues that help model different forms of team interaction, this book will help teams:
• Create workday rituals that aid them in making better decisions and following through on their work responsibilities

• Identify patterns of behavior that are getting in the way of team performance, and design and test potential ways to them 

• Reinforce habits that help team members bring the human element into their interactions and foster open communication
Readers of this book will be more prepared to set up and survive challenging projects alongside their coworkers with a shared sense of ownership, and an eye towards retaining the integrity of their teams in the long term. Using a process that has worked at some of the world's cutting edge companies, the authors detail the steps to take control of team design and plan for success. The key is to give every team member a voice in designing the team's rules, and in keeping it aligned with the design over the life of the team.

New York Times bestseller! "To build a world that works for everyone, we must first make the radical decision to love every facet of ourselves. . . . 'The body is not an apology' is the mantra we should all embrace."
-Kimberlé Crenshaw, legal scholar and founder and Executive Director, African American Policy Forum

In a revolutionary departure from the capitalist-driven self-help and body-positivity movement, poet, author, and humanitarian Sonya Renee Taylor forges an inextricable bond between radical self-love and social justice. The first step is recognizing that we have all been indoctrinated into a system of body shame that profits off our self-hatred. This second edition includes stories from Taylor's travels around the world combating body terrorism and shines a light on the path toward liberation guided by love. In a brand new chapter, Taylor confronts each of the "isms" and phobias, especially racism, sexism, ableism, homophobia, and transphobia, showing how radical self-love manifests in each space. Radical self-love not only dismantles shame and self-loathing in us but has the power to dismantle global systems of injustice-because when we make peace with our bodies, only then do we have the capacity to truly make peace with the bodies of others. Readers can also engage more deeply using the accompanying workbook, which builds on the ten tools and radical reflection and unapologetic inquiry exercises woven throughout the book.

A detailed framework for leaders to move past outdated workplace blame and shame strategies to cultivate resilient teams capable of facing adversity and setbacks confidently.

Workplace finger-pointing stifles creativity, reduces productivity, and limits psychological safety. Although no one sets out to be judgmental, learning new habits is hard. Two experienced leadership and agilists coaches share a road-tested leadership model that continuously embraces humility and failure as part of the growth process to deliver results.

By facilitating blame-free retrospective meetings, leaders chart a productive path forward. They amplify three essential motivators of purpose, autonomy, and co-intelligence within their team. Layered on with four resilience factors: inclusive collaboration, transparent power dynamics, collaborative learning, and embracing conflict. After applying these strategies, learning leaders will help their teams and themselves become more resilient and better equipped to handle any unexpected and challenging tasks that comes their way.

Bestselling author Jennifer Kahnweiler (Quiet Influence and The Introverted Leader-over 20,000 copies sold each) offers a five-step process that will help introverts and extroverts understand and appreciate each other and work together to achieve more than they ever could on their own.

Mick and Keith. Jobs and Woz. FDR and Eleanor. Gilbert and Sullivan. History is filled with examples of successful introvert-extrovert partnerships. But how can two people who sometimes seem to be from different planets not just work together but make extraordinary products, create great works of art, and even change history?

Jennifer Kahnweiler says the key is to remember that these relationships are most successful when opposites stop emphasizing their differences and use approaches that move them towards results. She provides a five-step process that helps introverts and extroverts understand each other's “cultures,” use their inevitable conflicts to spur creativity, find the right roles within their partnership, enjoy each other's company, and adapt and adjust their roles when working with clients. These partnerships require constant maintenance-opposites don't attract, they have to work at it. But when they succeed they produce exponential results. Blending the two points of view allows both partners to see and act on things neither partner would have separately.