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An accomplished Fortune 50 executive translates for a western audience the lessons he learned from the land of his birth, India. Bob Miglani was stressed out, burnt out, and stuck until he rediscovered the enduring lessons of his childhood: celebrate impermanence, serve others, and move forward no matter what. Bob's message: chaos isn't going away--embrace it!
The first and only guidebook that specifically outlines methodologies for diagnosing and dealing with all of the “hidden” or covert factors that can subtly sabotage even the most meticulously planned change processes.
A revolutionary guide to catalyzing multi-system change and planetary healing.
Experience 7 practices combined with powerful frameworks to create a more integrated and conscious future from the bestselling author of Theory U.
We are living in a time of unprecedented crisis and breakdown. But amid the chaos, small "islands of coherence" are emerging-localized pockets of pioneering thought leaders taking action to begin to catalyze multi-system transformation.
Incorporating proven frameworks like Social Fields and the Collective Evolutionary Mirror, the authors share transformative real-world stories of these islands of coherence from the frontlines of change across the globe. You'll go inside the experiences of paradigm-shifting change makers and gain powerful practices for sensing and actualizing the future that wants to emerge.
This book outlines 7 critical contributions for elevating our civilization including:
•becoming aware
•generative listening
•dialogue and co-sensing
•presencing
•ecosystem leadership
•co-creating across boundaries
•build unity
With this holistic guide, you'll discover how your local actions can cascade into a planetary movement for human and ecological flourishing. The next renaissance is emergent-be a part of birthing it into reality.
Experience 7 practices combined with powerful frameworks to create a more integrated and conscious future from the bestselling author of Theory U.
We are living in a time of unprecedented crisis and breakdown. But amid the chaos, small "islands of coherence" are emerging-localized pockets of pioneering thought leaders taking action to begin to catalyze multi-system transformation.
Incorporating proven frameworks like Social Fields and the Collective Evolutionary Mirror, the authors share transformative real-world stories of these islands of coherence from the frontlines of change across the globe. You'll go inside the experiences of paradigm-shifting change makers and gain powerful practices for sensing and actualizing the future that wants to emerge.
This book outlines 7 critical contributions for elevating our civilization including:
•becoming aware
•generative listening
•dialogue and co-sensing
•presencing
•ecosystem leadership
•co-creating across boundaries
•build unity
With this holistic guide, you'll discover how your local actions can cascade into a planetary movement for human and ecological flourishing. The next renaissance is emergent-be a part of birthing it into reality.
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.
Privatization has been on the right-wing agenda for years, but now it has the power of the Bush administration behind it. Health care, schools, Social Security, public lands, the military, prisons--all are considered fair game. But does privatization really serve the public good? Or is it a payoff to powerful corporations intent on replacing the government with a Òprivate profit culture,Ó in which there is no meaningful public accountability and the bottom line rules all? In this powerful book, legendary activist Si Kahn and public philosopher Elizabeth Minnich argue that privatization is a threat whose seriousness few appreciate.
Kahn and Minnich expose the damage privatization has done in several specific areas of society, as well as to society as a whole. They argue that corporations are, by their very nature, unable to effectively fulfill what have traditionally been the responsibilities of government. Some things that are worth doing simply canÕt, indeed shouldnÕt, be done purely for profit. Unless there is a balance between the public and private sectors, vulnerable populations will be chronically underserved and critical public functions will be under-funded to the point of virtual elimination.
Privatization is usually dealt with in dry economic terms, but Kahn and Minnich take an unusual and lively approach to the issue. Combining stories, analysis, impassioned argument, and even song lyrics, they discuss how the concept of privatization has evolved and look at the different forces that work for and against it, emphasizing the extreme anti-government ideology motivating many privatization advocates. And they outline principles and practices for combating privatization and its proponents.
The Fox in the Henhouse makes a powerful case that the market is not the measure of all things, and that a vital public sector is an indispensable component of a healthy democracy.
Kahn and Minnich expose the damage privatization has done in several specific areas of society, as well as to society as a whole. They argue that corporations are, by their very nature, unable to effectively fulfill what have traditionally been the responsibilities of government. Some things that are worth doing simply canÕt, indeed shouldnÕt, be done purely for profit. Unless there is a balance between the public and private sectors, vulnerable populations will be chronically underserved and critical public functions will be under-funded to the point of virtual elimination.
Privatization is usually dealt with in dry economic terms, but Kahn and Minnich take an unusual and lively approach to the issue. Combining stories, analysis, impassioned argument, and even song lyrics, they discuss how the concept of privatization has evolved and look at the different forces that work for and against it, emphasizing the extreme anti-government ideology motivating many privatization advocates. And they outline principles and practices for combating privatization and its proponents.
The Fox in the Henhouse makes a powerful case that the market is not the measure of all things, and that a vital public sector is an indispensable component of a healthy democracy.
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.
One of businesses greatest modern challenges is navigating the inevitable culture clashes that come with a global workplace. Michael Landers says the solution is deceptively simple: by becoming aware of your own culturally conditioned beliefs and practices, you can more easily recognize and adapt to those other cultures.
In an era when people and money are flowing fast across international boundaries, physically and virtually, culture crashes have become increasingly frequent, says international business consultant Michael Landers. A culture crash is what happens when someone unwittingly offends, frustrates or mystifies a person from a different culture. This can lead to lost business, hurt feelings, damaged relationships, even international incidents, as when Bill Gates shook his South Korean host with one hand when he was supposed to use two (very disrespectful).
So are culture crashes inevitable? No! All cultures fall into certain broad categories, and if you can figure out what kind of culture you're dealing with you can avoid committing a major faux pas. Landers first helps you become aware of your own culturally conditioned behaviors, perceptions and values, which seem so “normal” you don't even notice them (kind of like thinking you're not the one with an accent). Then he shows you how to figure out where a culture lies along continuums like individualistic vs. collectivist, direct vs. indirect, punctual vs. relaxed, and formal vs. informal. Filled with dozens of instructive and entertaining stories, this book will point you in the right direction as you navigate through the new global era.
In an era when people and money are flowing fast across international boundaries, physically and virtually, culture crashes have become increasingly frequent, says international business consultant Michael Landers. A culture crash is what happens when someone unwittingly offends, frustrates or mystifies a person from a different culture. This can lead to lost business, hurt feelings, damaged relationships, even international incidents, as when Bill Gates shook his South Korean host with one hand when he was supposed to use two (very disrespectful).
So are culture crashes inevitable? No! All cultures fall into certain broad categories, and if you can figure out what kind of culture you're dealing with you can avoid committing a major faux pas. Landers first helps you become aware of your own culturally conditioned behaviors, perceptions and values, which seem so “normal” you don't even notice them (kind of like thinking you're not the one with an accent). Then he shows you how to figure out where a culture lies along continuums like individualistic vs. collectivist, direct vs. indirect, punctual vs. relaxed, and formal vs. informal. Filled with dozens of instructive and entertaining stories, this book will point you in the right direction as you navigate through the new global era.
On-the-Job Training (OJT) is the single most used training method in organizations today. But it is also the most misused-because very few of those doing OJT are ever trained how to do it. In Hands-On Training Gary Sisson draws on his thirty-five years of experience to lay out a simple, systematic approach to OJT that can be understood and applied by anyone in any organization-- managers, line or staff supervisors, employees and both internal and external human resource and training professionals.
Bestselling author Lynda Gratton-one of the top twenty management thinkers in the world according to the Financial Times-follows up her bestseller Hot Spots, (over 16,000 sold) by taking a deep look at people who GLOW-individuals in organizations who radiate energy and attract others to them - who are able to create, find, and flourish in hot spots of innovation.
In the newly updated edition of this classic empowerment business fable-over 400,000 copies sold-Ken Blanchard and John Carlos show you how to shift to an empowered, employee-driven work environment.
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.
Recounting controversial First Amendment cases from the Red Scare era to Citizens United, William Bennett Turner shows how we've arrived at our contemporary understanding of free speech. His strange cast of heroes and villains, some drawn from cases he litigated, includes Communists, Jehovah's Witnesses, Ku Klux Klansmen, the world's leading pornographer, prison wardens, dogged reporters, federal judges, a computer whiz, and a counterculture comedian. Figures of Speech offers a brief and insightful history of speaking up-and facing the consequences.
The workbook version of this international bestseller guides you through getting more of the important things done. You'll stop procrastinating and start eating those frogs in no time!
The workbook follows the same twenty-one-chapter format as the book. Each chapter includes four exercises with space to do the exercises on the pages. The workbook will also include a narrative character who is struggling with procrastination in her work and home lives and uses the recommendations from Eat That Frog! to improve her time management performance.
The workbook follows the same twenty-one-chapter format as the book. Each chapter includes four exercises with space to do the exercises on the pages. The workbook will also include a narrative character who is struggling with procrastination in her work and home lives and uses the recommendations from Eat That Frog! to improve her time management performance.
Applying the concept of historical waves originally propounded by Alvin Toffler in The Third Wave, Herman Maynard and Susan Mehrtens foresee a "fourth wave," an era of integration and responsibility far beyond Toffler's revolutionary description of third-wave postindustrial society. Whether we attain this stage of global well-being, however, will depend on how well our business institutions adapt and change.
The Fourth Wave examines the ways business has changed in the second and third waves and must continue to change in the fourth. Maynard and Mehrtens foresee a radically different future in which business principles, concern for the environment, personal integrity, and spiritual values are integrated. The authors also demonstrate the need for a new kind of leadership-managers and CEOs who embrace an attitude of global stewardship; who define their assets as ideas, information, creativity, and vision; and who strive for seamless boundaries between work and private lives for all employees.
The Fourth Wave examines the ways business has changed in the second and third waves and must continue to change in the fourth. Maynard and Mehrtens foresee a radically different future in which business principles, concern for the environment, personal integrity, and spiritual values are integrated. The authors also demonstrate the need for a new kind of leadership-managers and CEOs who embrace an attitude of global stewardship; who define their assets as ideas, information, creativity, and vision; and who strive for seamless boundaries between work and private lives for all employees.
Laura Stack, aka The Productivity Pro®, offers an up-to-date guide packed with advice to help busy executives make sure they are both efficient and effective
Inspired by Peter Drucker's classic The Effective Executive, Laura Stack offers a productivity bible for the 21st century. She focuses on time management strategies today's executives can use to quickly obtain profitable, productive results by managing the intersection between two critical values: effectiveness and efficiency.
Effectiveness, Stack says, is identifying and achieving the best objectives for your organization-doing the right things. Efficiency is accomplishing them with the least time, effort, and cost possible-doing things right. If you're not clear on both, you're wasting your time. As Drucker put it, “There is nothing so useless as doing efficiently that which should not be done at all.”
Stack identifies twelve practices that will enable executives to be effective and efficient, grouped in three broad areas: strategy, teamwork, and tactics. For each practice she offers tips, techniques, and advice based on her work with individuals and organizations all over the world. There are dozens and dozens of great ideas here for making your organization, your team, and yourself vastly more productive.
Inspired by Peter Drucker's classic The Effective Executive, Laura Stack offers a productivity bible for the 21st century. She focuses on time management strategies today's executives can use to quickly obtain profitable, productive results by managing the intersection between two critical values: effectiveness and efficiency.
Effectiveness, Stack says, is identifying and achieving the best objectives for your organization-doing the right things. Efficiency is accomplishing them with the least time, effort, and cost possible-doing things right. If you're not clear on both, you're wasting your time. As Drucker put it, “There is nothing so useless as doing efficiently that which should not be done at all.”
Stack identifies twelve practices that will enable executives to be effective and efficient, grouped in three broad areas: strategy, teamwork, and tactics. For each practice she offers tips, techniques, and advice based on her work with individuals and organizations all over the world. There are dozens and dozens of great ideas here for making your organization, your team, and yourself vastly more productive.
Helping others is one of the most universal things that people do every day in their work and lives. Yet often this help is not helpful or is resented or refused. In this seminal book, a preeminent author and scholar analyzes the dynamics of helping relationships and shows how to provide help that is really helpful.
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.