Sort by:
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.
Leading futurist Bob Johansen shows how a new way of thinking, enhanced by new technologies, will help leaders break free of limiting labels and see new gradients of possibility in a chaotic world.
The future will get even more perplexing over the next decade, and we are not ready. The problem is that we're restricted by rigid structures that do not serve our larger goals-we think they inform us, but in fact, they tend to limit us. Simplistic stories of what's going on will be alluring but dangerous. Just in time, new technology and media tools will make it much easier to think beyond the categories, buckets, slots, and boxes that people use today to prepare for threats and imagine new opportunities.
Full-spectrum thinking is the ability to seek clarity and understanding across gradients of possibility. Utilizing successful examples of spectrum-thinking, such as gender fluidity and the autism spectrum, noted futurist Bob Johansen reveals how a spectrum unifies us rather than divides us by seeing each individual as inhabiting various points on the same landscape. By recognizing technology as an integral part of creating this spectrum, Johansen demonstrates that we can apply full-spectrum thinking to achieve breakthroughs in business, leadership, innovation, politics, community relations, and many other domains.
The future will get even more perplexing over the next decade, and we are not ready. The problem is that we're restricted by rigid structures that do not serve our larger goals-we think they inform us, but in fact, they tend to limit us. Simplistic stories of what's going on will be alluring but dangerous. Just in time, new technology and media tools will make it much easier to think beyond the categories, buckets, slots, and boxes that people use today to prepare for threats and imagine new opportunities.
Full-spectrum thinking is the ability to seek clarity and understanding across gradients of possibility. Utilizing successful examples of spectrum-thinking, such as gender fluidity and the autism spectrum, noted futurist Bob Johansen reveals how a spectrum unifies us rather than divides us by seeing each individual as inhabiting various points on the same landscape. By recognizing technology as an integral part of creating this spectrum, Johansen demonstrates that we can apply full-spectrum thinking to achieve breakthroughs in business, leadership, innovation, politics, community relations, and many other domains.
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.
Leaders all have stories-the events, perspectives, and behaviors that constitute who they are-but few are aware of what that story is or what is says about them. Leadership development expert Tim Tobin show how, by thinking of themselves as literally writing a story -with a plot, theme, characters, and an arc-leaders can take control of their story and become more effective, insightful, and inspiring.
You are more than a mouse in someone else's maze. In this business fable, Harvard Business School professor and bestselling author Deepak Malhotra encourages readers to control your own destiny rather than chase blindly after it.
Benefit corporations include positive impact on society, workers, the community, and the environment as part of their legally defined goals in addition to profit. This is the first authoritative guide for attorneys and executives to the statutes, rules, and requirements for this growing and radically different type of corporation
There is currently no single work that covers the theory and practice of benefit corporation law, even though legislation has now been adopted by thirty-two US jurisdictions. There are already 3,000 benefit corporations in the United States, and the number of companies, as well as the number of investors, is increasing.
The book is primarily intended to explain to lawyers why their clients may want this form of corporation, how to help them opt in, and then how to operate-although it's also intended to be usable by interested nonlawyers. It includes a context-setting discussion of the CSR movement and how traditional corporate law conflicts with the general move to responsible corporate governance. The appendices-forms for converting to benefit corporation status, a comparison of different statutes, a decision-making rubric, and more-will be particularly helpful to both practitioners and the DIY crowd-including start-ups that are trying to reduce legal costs.
There is currently no single work that covers the theory and practice of benefit corporation law, even though legislation has now been adopted by thirty-two US jurisdictions. There are already 3,000 benefit corporations in the United States, and the number of companies, as well as the number of investors, is increasing.
The book is primarily intended to explain to lawyers why their clients may want this form of corporation, how to help them opt in, and then how to operate-although it's also intended to be usable by interested nonlawyers. It includes a context-setting discussion of the CSR movement and how traditional corporate law conflicts with the general move to responsible corporate governance. The appendices-forms for converting to benefit corporation status, a comparison of different statutes, a decision-making rubric, and more-will be particularly helpful to both practitioners and the DIY crowd-including start-ups that are trying to reduce legal costs.
World-renowned business strategist and bestselling author (The Experience Economy, 140,00 copies sold), Joe Pine teams up with Kim Korn to take the next step after The Experience Economy. They offer a revolutionary new model to help businesses understand and develop a strategy for harnessing the limitless potential of digital technology to create memorable, enriching customer experiences.
This inspiring memoir is about working for a more just, compassionate, and sustainable world, while cultivating the wisdom that supports and deepens this work. Everyone who is trying to make waves – to bring about needed social and institutional change – will enjoy this real-world guide to effectively navigating the currents to achieve success while also maintaining balance, compassion, and hope. Charles Halpern, one of America's most distinguished public interest advocates and social innovators, shares his revealing experiences and learnings along a journey from corporate attorney to activist and social entrepreneur. People of all ages will learn about integrating the inner and outer work of their lives through the practice of wisdom.
Veteran project manager and University of California professor Zachary Wong identifies the eight most common people problems in managing projects and offers a flexible, customizable approach to solving them, based on a lifetime of research.
Being a team leader is a demanding job that is expected to get even more demanding in the coming years. You're expected to be part parent, part referee, part coach, part manager and part frustrated. And today's workforce is more diverse, more knowledgeable, more complex and more dynamic than ever before. So where are the new tools for this ever-more complex job? Drawing on decades of experience as a senior manager at Chevron, a management consultant, and an “Honored Instructor” at U.C. Berkeley, Zachary Wong identifies the top eight people skills that project team leaders need. To master these skills he Wong doesn't prescribe specific habits or behaviors. Instead, he gives team leaders a tool or model to help them see and diagnose people problems more clearly and then offers different options and ideas to help them decide which actions best fit their situation and who they are-he empowers team leaders rather than constrains them. This book takes a uniquely flexible approach to the always-vexing problem of getting the best contributions from the people on your team.
Being a team leader is a demanding job that is expected to get even more demanding in the coming years. You're expected to be part parent, part referee, part coach, part manager and part frustrated. And today's workforce is more diverse, more knowledgeable, more complex and more dynamic than ever before. So where are the new tools for this ever-more complex job? Drawing on decades of experience as a senior manager at Chevron, a management consultant, and an “Honored Instructor” at U.C. Berkeley, Zachary Wong identifies the top eight people skills that project team leaders need. To master these skills he Wong doesn't prescribe specific habits or behaviors. Instead, he gives team leaders a tool or model to help them see and diagnose people problems more clearly and then offers different options and ideas to help them decide which actions best fit their situation and who they are-he empowers team leaders rather than constrains them. This book takes a uniquely flexible approach to the always-vexing problem of getting the best contributions from the people on your team.
This book provides the first deep understanding of a new approach to OD, one better suited to dealing with the complexity and rapid pace of change today.
This is the first authoritative source on an exciting new development in transformational change practices at individual, group, organizational, and societal levels. Dialogic OD theory integrates the latest thinking on the power of narrative and language to create social reality with the latest thinking on applying the science of complexity to changing organizations. This contrasts with the tendency in traditional “diagnostic” OD to think about organizations as fixed objects to be scientifically investigated by conducting an accurate diagnosis-ensuring that conversations convey objective reality (the facts)-and change as something that is episodic and can be planned and managed. Dialogic OD emerged as an approach for dealing with the complex adaptive challenges that organizations face today.
The book has three main sections: an introductory section that explains Dialogic OD and the dialogic mindset, its origins, how it differs from as well as integrates other forms of consulting and change, and implications for practice; a theory section that explains the main philosophical and scientific theories since the 1980s that support or contribute to dialogic thinking; and a practice section that covers how to work from a dialogic mindset with examples of specific practices.
This is the first authoritative source on an exciting new development in transformational change practices at individual, group, organizational, and societal levels. Dialogic OD theory integrates the latest thinking on the power of narrative and language to create social reality with the latest thinking on applying the science of complexity to changing organizations. This contrasts with the tendency in traditional “diagnostic” OD to think about organizations as fixed objects to be scientifically investigated by conducting an accurate diagnosis-ensuring that conversations convey objective reality (the facts)-and change as something that is episodic and can be planned and managed. Dialogic OD emerged as an approach for dealing with the complex adaptive challenges that organizations face today.
The book has three main sections: an introductory section that explains Dialogic OD and the dialogic mindset, its origins, how it differs from as well as integrates other forms of consulting and change, and implications for practice; a theory section that explains the main philosophical and scientific theories since the 1980s that support or contribute to dialogic thinking; and a practice section that covers how to work from a dialogic mindset with examples of specific practices.
The authors of the bestseller The Secret (over 350,000 copies sold)-legendary bestselling author Ken Blanchard and top Chick-fil-A executive Mark Miller-offer profound wisdom and practical advice for how to keep growing in your leadership effectiveness throughout your life.
Leadership is critical for any company's success, but how can you put a concrete, measurable value on it? For the first time, David Ulrich shows how anyone can effectively evaluate the impact of leadership quality on the market value of any firm.
Everyone agrees that much of the success of any company depends on the quality of its leadership. Yet there is has been no rigorous, comprehensive way of rating leadership quality as it relates to company market value-until now.
In this book leading scholar, author, and consultant Dave Ulrich provides a “leadership capital index” – a thorough way of assessing how the quality of a company's leadership impacts its value (e.g., like a Moody's index for leadership). Drawing on ten years of work Ulrich finally offers an alternative to the instinctive and subjective approaches people have been forced to take in the past.
In successive chapters, Ulrich develops multiple dimensions of this leadership capital index, including leaders' personal abilities (their personal proficiency, strategic proficiency, execution proficiency, people proficiency, and leadership brand proficiency) and organizational leadership capabilities (cultural capability, talent management, performance accountability, information management systems, and work process). The result is a groundbreaking book that opens up a major new area of understanding and analysis of business and leadership.
Everyone agrees that much of the success of any company depends on the quality of its leadership. Yet there is has been no rigorous, comprehensive way of rating leadership quality as it relates to company market value-until now.
In this book leading scholar, author, and consultant Dave Ulrich provides a “leadership capital index” – a thorough way of assessing how the quality of a company's leadership impacts its value (e.g., like a Moody's index for leadership). Drawing on ten years of work Ulrich finally offers an alternative to the instinctive and subjective approaches people have been forced to take in the past.
In successive chapters, Ulrich develops multiple dimensions of this leadership capital index, including leaders' personal abilities (their personal proficiency, strategic proficiency, execution proficiency, people proficiency, and leadership brand proficiency) and organizational leadership capabilities (cultural capability, talent management, performance accountability, information management systems, and work process). The result is a groundbreaking book that opens up a major new area of understanding and analysis of business and leadership.
Written by bestselling author and renowned ROI guru Jack Phillips, this book presents a model for accurately measuring, monitoring, and anticipating one's return on investment for any organizational program or project. Show Me the Money solves the challenges of measuring the hard-to-measure, and placing monetary value on the hard-to-value.
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.
Working Assets Co-founder and successful journalist Peter Barnes details a revolutionary market-based approach to “upgrading” capitalism. He presents an original framework for the future that retains society's common heritage and unique cultural character by creating a ‘we' sector to counterbalance the current, corrosive ‘me' sector.