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Leadership legend and bestselling author Ken Blanchard returns with trust expert and thought leader Randy Conley to present a structured playbook based on the bestselling Simple Truths of Leadership.
The companion playbook to Simple Truths of Leadership expands on the book's 52 essential principles of servant leadership and trust building. This structured playbook provides weekly prompts and exercises to help you track your progress toward your leadership goals. It focuses on one Simple Truth per week and includes:
• A summary of each Simple Truth
• A game plan for using each truth in your workplace, including thought-provoking questions and exercises to challenge your thinking and cause you to consider new ideas about leadership
• A Call to Action to “Try It This Week”
With so much of today's workforce feeling disengaged from the work they do, it's critical for leaders to move away from self-serving methods and embrace servant leadership to put their followers' needs before their own. And by journaling alongside servant leadership principles, you will be able to turn the common sense behind these simple truths into common practice for you and your organization.
The companion playbook to Simple Truths of Leadership expands on the book's 52 essential principles of servant leadership and trust building. This structured playbook provides weekly prompts and exercises to help you track your progress toward your leadership goals. It focuses on one Simple Truth per week and includes:
• A summary of each Simple Truth
• A game plan for using each truth in your workplace, including thought-provoking questions and exercises to challenge your thinking and cause you to consider new ideas about leadership
• A Call to Action to “Try It This Week”
With so much of today's workforce feeling disengaged from the work they do, it's critical for leaders to move away from self-serving methods and embrace servant leadership to put their followers' needs before their own. And by journaling alongside servant leadership principles, you will be able to turn the common sense behind these simple truths into common practice for you and your organization.
Avoid the speed trap! Discover how changemakers can find lasting solutions to urgent social problems through a proven 5-step process for listening thoughtfully, building broad support, and exploring unconventional options.
Society celebrates leaders who promise fast, easy solutions to the world's problems-but quick fixes are just mirages that fade, leaving us with the same broken systems. The truth is, effective social change happens through slow, intentional actions. The author, a globally acclaimed social entrepreneur, offers a 5-step process for taking the slow lane to change-the lane that gets you to the right place faster:
• Listening-Listen to build trust, which can change hearts and minds and allow for something new to emerge.
• Holding the urgency-Accept that even in moments of crisis you can move only at the speed of trust instead of rushing into action.
• Sharing the agency-Create an inclusive environment where everyone can lead.
• Healing democracy-Build bridges that allow marginalized people to participate.
• Maintaining curiosity-Be inspired by nontraditional sources.
Using dozens of examples-prison reform in England, urban development in Venezuela, healthcare in the Navajo Nation, early childhood education in New York, and many more-The Slow Lane shows how, by following the principles taught in this book, readers can create lasting change.
Society celebrates leaders who promise fast, easy solutions to the world's problems-but quick fixes are just mirages that fade, leaving us with the same broken systems. The truth is, effective social change happens through slow, intentional actions. The author, a globally acclaimed social entrepreneur, offers a 5-step process for taking the slow lane to change-the lane that gets you to the right place faster:
• Listening-Listen to build trust, which can change hearts and minds and allow for something new to emerge.
• Holding the urgency-Accept that even in moments of crisis you can move only at the speed of trust instead of rushing into action.
• Sharing the agency-Create an inclusive environment where everyone can lead.
• Healing democracy-Build bridges that allow marginalized people to participate.
• Maintaining curiosity-Be inspired by nontraditional sources.
Using dozens of examples-prison reform in England, urban development in Venezuela, healthcare in the Navajo Nation, early childhood education in New York, and many more-The Slow Lane shows how, by following the principles taught in this book, readers can create lasting change.
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.
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.
The Antiracist Heart delivers a unique path to antiracist activism and introspection by applying neuroscience exercises, questionnaires, and journaling prompts based on the book How to Have Antiracist Conversations.
Have you wanted to stand up for the values you believe in, yet found yourself inexplicably held back? Do you long for a way to hold people accountable that doesn't simultaneously demean them? The Antiracist Heart combines cutting-edge neuroscience with ways to build Martin Luther King Jr's vision of Beloved Community, delivering practical tools for the internal and interpersonal work of antiracism. This book prepares the reader to have a new kind of conversation when racist harms occur – one that doesn't shy away from hard truths yet doesn't demonize anyone.
Based on the framework of How to Have Antiracist Conversations, the activities in this handbook empower readers to disrupt the ways racism plays out in daily life. In each chapter, Manning, a clinical psychologist and antiracist activist, and Peyton, a neuroscience expert and educator, both trainers in Nonviolent Communication, unpack key concepts like bias and trauma using brain science alongside practices for self-connection and dialogue.
The exercises are:
• Flexible
• Designed to work for individuals or groups
• For people of the Global Majority (BIPOC) or white people
• For those with or without experience in addressing the effects of racism
By better understanding the neuroscience of how brains develop in response to culture, readers gain skills to interrupt implicit biases and racist constructs deep within the brain. The activities invite introspection and a radical form of self-compassion that make antiracist dialogues and actions possible, thus creating real change.
Have you wanted to stand up for the values you believe in, yet found yourself inexplicably held back? Do you long for a way to hold people accountable that doesn't simultaneously demean them? The Antiracist Heart combines cutting-edge neuroscience with ways to build Martin Luther King Jr's vision of Beloved Community, delivering practical tools for the internal and interpersonal work of antiracism. This book prepares the reader to have a new kind of conversation when racist harms occur – one that doesn't shy away from hard truths yet doesn't demonize anyone.
Based on the framework of How to Have Antiracist Conversations, the activities in this handbook empower readers to disrupt the ways racism plays out in daily life. In each chapter, Manning, a clinical psychologist and antiracist activist, and Peyton, a neuroscience expert and educator, both trainers in Nonviolent Communication, unpack key concepts like bias and trauma using brain science alongside practices for self-connection and dialogue.
The exercises are:
• Flexible
• Designed to work for individuals or groups
• For people of the Global Majority (BIPOC) or white people
• For those with or without experience in addressing the effects of racism
By better understanding the neuroscience of how brains develop in response to culture, readers gain skills to interrupt implicit biases and racist constructs deep within the brain. The activities invite introspection and a radical form of self-compassion that make antiracist dialogues and actions possible, thus creating real change.
Juana Bordas
The Power of Latino Leadership, Second Edition, Revised and Updated
2695
$26.95
Unit price perJuana Bordas
The Power of Latino Leadership, Second Edition, Revised and Updated
2695
$26.95
Unit price per
Experience the power of inclusion, community, and taking action! An updated, expanded edition.
By 2045 Latinos will make up 1 in 4 Americans. They are projected to be 78% of the new entries into the labor force in the next ten years. By sheer numbers alone, Latinos will shape the 21st Century. What does it take to lead such a varied and vibrant people who hail from twenty-six countries and are a blend of different races? And what can leaders of all cultures and ethnicities learn from how Latinos lead?
Juana Bordas takes us on a journey to the very heart and soul of Latino leadership. She offers 10 principles that richly illustrate the inclusive, people-centered, socially responsible, and life-affirming ways Latinos have led their community. This model is uniquely suited to this century's multicultural, global age.
This new and expanded edition includes a chapter on intergenerational leadership that recognizes vast generational shifts are occurring: ten thousand Baby Boomers retire every day and Millennials and Zs are the largest generations in history. Six out of 10 Latinos are millennials. This new chapter can guide us in preparing the next generations to take the helm of leadership.
This unprecedented and wide-ranging book shows that Latino leadership is indeed powerful and distinctive and has lessons that can inform leaders of every background.
By 2045 Latinos will make up 1 in 4 Americans. They are projected to be 78% of the new entries into the labor force in the next ten years. By sheer numbers alone, Latinos will shape the 21st Century. What does it take to lead such a varied and vibrant people who hail from twenty-six countries and are a blend of different races? And what can leaders of all cultures and ethnicities learn from how Latinos lead?
Juana Bordas takes us on a journey to the very heart and soul of Latino leadership. She offers 10 principles that richly illustrate the inclusive, people-centered, socially responsible, and life-affirming ways Latinos have led their community. This model is uniquely suited to this century's multicultural, global age.
This new and expanded edition includes a chapter on intergenerational leadership that recognizes vast generational shifts are occurring: ten thousand Baby Boomers retire every day and Millennials and Zs are the largest generations in history. Six out of 10 Latinos are millennials. This new chapter can guide us in preparing the next generations to take the helm of leadership.
This unprecedented and wide-ranging book shows that Latino leadership is indeed powerful and distinctive and has lessons that can inform leaders of every background.
Winner of the Thinkers50 2023 Leadership Award
One of Thinkers50's Ten Best Management Books of 2023
“A timely, actionable book on the virtues that every great leader needs to learn.”
—ADAM GRANT, #1 New York Times bestselling author of Think Again and host of the TED podcast WorkLife
Leadership is simply a series of moments, and this book gives you the tools to turn each moment into an opportunity to leave a positive legacy for those you lead.
In this ground-breaking book, award-winning leadership expert and business leader Kirstin Ferguson has written a much-needed practical guide for every modern leader. Whether you are the head of one of the largest companies in the world, supervising a small team, or guiding your family, it will be your ability to integrate your head and heart that will influence your success in leading others and navigating our complex world.
Combining studies from leading thinkers in the field with her own research, and more than three decades of personal experience, Kirstin explains the 8 key attributes of a head and heart leader and provides the tools to measure your own approach. Along the way, she shares her conversations with modern leaders from a broad range of backgrounds whose stories will surprise you, challenge your thinking and inspire you to be the type of leader the world needs.
More Honors for Head & Heart:
Royal Society of Arts Career Book Award
Next Big Idea Club “Must Read”
Shortlisted in the 2023 Porchlight Business Book Awards
Shortlisted in the 2023 Australian Business Book Awards
Named in HR Magazine Winter Reading list
One of Thinkers50's Ten Best Management Books of 2023
“A timely, actionable book on the virtues that every great leader needs to learn.”
—ADAM GRANT, #1 New York Times bestselling author of Think Again and host of the TED podcast WorkLife
Leadership is simply a series of moments, and this book gives you the tools to turn each moment into an opportunity to leave a positive legacy for those you lead.
In this ground-breaking book, award-winning leadership expert and business leader Kirstin Ferguson has written a much-needed practical guide for every modern leader. Whether you are the head of one of the largest companies in the world, supervising a small team, or guiding your family, it will be your ability to integrate your head and heart that will influence your success in leading others and navigating our complex world.
Combining studies from leading thinkers in the field with her own research, and more than three decades of personal experience, Kirstin explains the 8 key attributes of a head and heart leader and provides the tools to measure your own approach. Along the way, she shares her conversations with modern leaders from a broad range of backgrounds whose stories will surprise you, challenge your thinking and inspire you to be the type of leader the world needs.
More Honors for Head & Heart:
Royal Society of Arts Career Book Award
Next Big Idea Club “Must Read”
Shortlisted in the 2023 Porchlight Business Book Awards
Shortlisted in the 2023 Australian Business Book Awards
Named in HR Magazine Winter Reading list
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.
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.
Create workplaces where neurodivergent talent—your organizational canaries—can thrive, benefiting everyone, with this award-winning guide.
Despite valuable skills and strong work ethics, neurodivergent individuals (such as members of ADHD, autism, Tourette’s syndrome, and learning differences communities as well as others who bring different ways of thinking and experiencing life) face significant employment barriers. It means that their unique talents and perspectives are often excluded, and their canary warnings about problems like bullying, ineffective work organization, or ethical slippery slopes that harm all are ignored.
This practical guide helps CEOs, managers, HR leaders, and changemakers build truly inclusive workplaces by addressing systemic problems and improving work for everyone. Drawing on over twenty-five years of global experience and research on uniquely inclusive organizations, the book offers the following tools:
Despite valuable skills and strong work ethics, neurodivergent individuals (such as members of ADHD, autism, Tourette’s syndrome, and learning differences communities as well as others who bring different ways of thinking and experiencing life) face significant employment barriers. It means that their unique talents and perspectives are often excluded, and their canary warnings about problems like bullying, ineffective work organization, or ethical slippery slopes that harm all are ignored.
This practical guide helps CEOs, managers, HR leaders, and changemakers build truly inclusive workplaces by addressing systemic problems and improving work for everyone. Drawing on over twenty-five years of global experience and research on uniquely inclusive organizations, the book offers the following tools:
- An intersectional approach to neuroinclusion
- Holistic understanding of human differences (social, cognitive, emotional, physical)
- Comprehensive talent practices from job descriptions to leadership development
- Global perspectives celebrating diverse neurodivergent voices
- Actionable strategies for change at any organizational level
The seventh edition of this pragmatic guide to determining right and wrong in the workplace is updated with new case studies, exercises, and ancillary materials.
Using a unique stakeholder-based approach, this book takes business ethics out of the theory realm and provides practical ways to analyze any business decision. Including dozens of cases, Joseph Weiss looks beyond the impacts of ethical lapses on share price and profit to focus on relationships between stakeholders, including individuals, groups, corporations, and governments.
The new seventh edition includes seven new cases and ten new Point/Counterpoint exercises, which challenge students to argue both sides of a contemporary issue. It incorporates the latest research as well as updated cases dealing with recent scandals at organizations such as Boeing, Facebook, and Uber. Professors will have access to online support, including teaching notes, PowerPoint slides, and sample tests. The book is equipped with a step-by-step guide to implementing stakeholder analysis, tips to help students apply ethical principles in their personal and professional lives, and comprehensive coverage of employee workplace issues.
Addressing relevant topics such as risk management, preferential hiring, and sexual harassment in conjunction with the digital divide, bribery, the environment, and more, Business Ethics, seventh edition explores ethical implications in today's increasingly interconnected global business environment.
Using a unique stakeholder-based approach, this book takes business ethics out of the theory realm and provides practical ways to analyze any business decision. Including dozens of cases, Joseph Weiss looks beyond the impacts of ethical lapses on share price and profit to focus on relationships between stakeholders, including individuals, groups, corporations, and governments.
The new seventh edition includes seven new cases and ten new Point/Counterpoint exercises, which challenge students to argue both sides of a contemporary issue. It incorporates the latest research as well as updated cases dealing with recent scandals at organizations such as Boeing, Facebook, and Uber. Professors will have access to online support, including teaching notes, PowerPoint slides, and sample tests. The book is equipped with a step-by-step guide to implementing stakeholder analysis, tips to help students apply ethical principles in their personal and professional lives, and comprehensive coverage of employee workplace issues.
Addressing relevant topics such as risk management, preferential hiring, and sexual harassment in conjunction with the digital divide, bribery, the environment, and more, Business Ethics, seventh edition explores ethical implications in today's increasingly interconnected global business environment.
Time management remains a huge challenge for most people. This book shares the habits and processes used by top leaders worldwide to minimize distractions and maximize accomplishments.
In researching more than 1,260 managers and executives from more than 108 different organizations, Steve and Rob Shallenberger discovered that 68 percent of them feel like their number one challenge is time management, yet 80 percent don't have a clear process for how to prioritize their time.
Drawing on their forty years of leadership research, this book offers three powerful habits that the top 10 percent of leaders use to Do What Matters Most. These three high performance habits are developing a written personal vision, identifying and setting Roles and Goals, and consistently doing Pre-week Planning. And Steve and Rob make an audacious promise: these three habits can increase anyone's productivity by at least 30 to 50 percent. For organizations, this means higher profits, happier employees, and increased innovation. For individuals, it means you'll find hours in your week that you didn't know were there--imagine what you could do!
You will learn how acquiring this skillset turned an "average" employee into her company's top producer, enabled a senior vice president to reignite his team and achieve record results, transformed a stressed-out manager's work and home life, helped a CEO who felt like he'd lost his edge regain his fire and passion, and much more. By implementing these simple and easy-to-understand habits, supported by tools like the Personal Productivity Assessment, you will learn how to lead a life by design, not by default. You'll feel the power that comes with a sense of control, direction, and purpose.
En nuestra investigación de más 1260 gerentes, descubrimos que más del 68% sentían que su mayor desafío es cómo priorizar su tiempo, pero el 80% de los mismos carecían de un proceso para organizarlo y centrarse en lo que más importa. Este libro trata sobre los tres hábitos de alto rendimiento que te empoderarán para tomar el control de tu horario, priorizar el tiempo y aumentar la productividad entre un 30 y 50%. Esto se traduce en un mejor liderazgo, un aumento de las ventas, una mayor productividad, más beneficios y una cultura mejorada. A nivel personal, implica un mejor equilibrio vital, mejoras en la salud, menos estrés, mejores relaciones, más dinero y un enfoque preciso en tus prioridades.
In researching more than 1,260 managers and executives from more than 108 different organizations, Steve and Rob Shallenberger discovered that 68 percent of them feel like their number one challenge is time management, yet 80 percent don't have a clear process for how to prioritize their time.
Drawing on their forty years of leadership research, this book offers three powerful habits that the top 10 percent of leaders use to Do What Matters Most. These three high performance habits are developing a written personal vision, identifying and setting Roles and Goals, and consistently doing Pre-week Planning. And Steve and Rob make an audacious promise: these three habits can increase anyone's productivity by at least 30 to 50 percent. For organizations, this means higher profits, happier employees, and increased innovation. For individuals, it means you'll find hours in your week that you didn't know were there--imagine what you could do!
You will learn how acquiring this skillset turned an "average" employee into her company's top producer, enabled a senior vice president to reignite his team and achieve record results, transformed a stressed-out manager's work and home life, helped a CEO who felt like he'd lost his edge regain his fire and passion, and much more. By implementing these simple and easy-to-understand habits, supported by tools like the Personal Productivity Assessment, you will learn how to lead a life by design, not by default. You'll feel the power that comes with a sense of control, direction, and purpose.
En nuestra investigación de más 1260 gerentes, descubrimos que más del 68% sentían que su mayor desafío es cómo priorizar su tiempo, pero el 80% de los mismos carecían de un proceso para organizarlo y centrarse en lo que más importa. Este libro trata sobre los tres hábitos de alto rendimiento que te empoderarán para tomar el control de tu horario, priorizar el tiempo y aumentar la productividad entre un 30 y 50%. Esto se traduce en un mejor liderazgo, un aumento de las ventas, una mayor productividad, más beneficios y una cultura mejorada. A nivel personal, implica un mejor equilibrio vital, mejoras en la salud, menos estrés, mejores relaciones, más dinero y un enfoque preciso en tus prioridades.
This practical, comprehensive guide to designing and running more effective meetings will result in less time wasted, more collaborative decision-making, and measurably improved business outcomes.
This valuable resource lays out a structured method for designing and leading better meetings. Its facilitative approach marks a transition from the leader as “the expert with the answers” to a new world where the leader's job is to ask the right questions and manage context. To ask the right questions, facilitators need access to a wide range of tools and expertise to match the tool with the situation. With facilitative tools properly applied, leaders can build consensus around important questions, creating buy-in among team members and stakeholders, which will make their work so much more effective. At the end of every meeting, the participants, not the presenter, will own the content, which is key. Used correctly, these resources can help build a culture of engagement and motivation. This book is an easy-to-navigate catalog of tools collected and tested by the MG Rush Facilitation consultancy to provide evidence-based results.
This valuable resource lays out a structured method for designing and leading better meetings. Its facilitative approach marks a transition from the leader as “the expert with the answers” to a new world where the leader's job is to ask the right questions and manage context. To ask the right questions, facilitators need access to a wide range of tools and expertise to match the tool with the situation. With facilitative tools properly applied, leaders can build consensus around important questions, creating buy-in among team members and stakeholders, which will make their work so much more effective. At the end of every meeting, the participants, not the presenter, will own the content, which is key. Used correctly, these resources can help build a culture of engagement and motivation. This book is an easy-to-navigate catalog of tools collected and tested by the MG Rush Facilitation consultancy to provide evidence-based results.
What Would It Be Like to Restore Sanity? What would it be like to work together again in creative and generous ways? What would it be like to be curious about who you're with rather than judging or fearing them? What would it be like to engage together in exploring possibilities rather than withdrawing in conflict or disagreement? What would it be like to be working well together?
From 50 years working with leaders globally, I state with full confidence that leadership has never been more difficult. And it's not our fault. We've been good and caring leaders, we've led people in empowering, engaging ways to create meaningful, productive work. But now we face external conditions far beyond our control to change, dynamics intensifying at shocking speed.
The perfect storm is here, created by the coalescence of climate and human-created catastrophes. As leaders dedicated to serving the causes and people we treasure, confronted by this unrelenting tsunami, what are we to do? I state my answer to this also with full confidence:
We need to restore sanity by awakening the human spirit. We can achieve this only if we undertake the most challenging and meaningful work of our leader lives: Creating Islands of Sanity.
An Island of Sanity is a gift of possibility and refuge created by people's commitment to form healthy community to do meaningful work. It requires sane leaders with unshakable faith in people's innate generosity, creativity, and kindness. It sets itself apart as an island to protect itself from the life-destroying dynamics, policies, and behaviors that oppress and deny the human spirit. No matter what is happening around us, we can discover practices that enliven our human spirits and produce meaningful contributions for this time.
From 50 years working with leaders globally, I state with full confidence that leadership has never been more difficult. And it's not our fault. We've been good and caring leaders, we've led people in empowering, engaging ways to create meaningful, productive work. But now we face external conditions far beyond our control to change, dynamics intensifying at shocking speed.
The perfect storm is here, created by the coalescence of climate and human-created catastrophes. As leaders dedicated to serving the causes and people we treasure, confronted by this unrelenting tsunami, what are we to do? I state my answer to this also with full confidence:
We need to restore sanity by awakening the human spirit. We can achieve this only if we undertake the most challenging and meaningful work of our leader lives: Creating Islands of Sanity.
An Island of Sanity is a gift of possibility and refuge created by people's commitment to form healthy community to do meaningful work. It requires sane leaders with unshakable faith in people's innate generosity, creativity, and kindness. It sets itself apart as an island to protect itself from the life-destroying dynamics, policies, and behaviors that oppress and deny the human spirit. No matter what is happening around us, we can discover practices that enliven our human spirits and produce meaningful contributions for this time.
Take ownership of your work and unleash the power of agency in your organization!
To help give employees the power, influence, and voice necessary to truly excel in their workplace, organizational development experts Miller and Katz reveal the importance of agency and offer practical advice on how to achieve it.
With more knowledge workers entering the workplace, many are being stifled by traditional employee-manager relationships that hamper their ability to fully contribute and feel engaged at work. And in a constantly changing and competitive world of work, organizations must evolve to keep up with worker satisfaction or else face a decrease in performance and loss in talent.
The solution? Enabling your employees to exercise their individual agency in the workplace. Through an actionable roadmap that highlights common pitfalls and practical steps necessary for establishing a culture of greater agency, this book will provide individuals, teams, managers, and leaders with concrete ways to clarify their current level of agency and identifies specific actions they can take to exercise greater agency.
To help give employees the power, influence, and voice necessary to truly excel in their workplace, organizational development experts Miller and Katz reveal the importance of agency and offer practical advice on how to achieve it.
With more knowledge workers entering the workplace, many are being stifled by traditional employee-manager relationships that hamper their ability to fully contribute and feel engaged at work. And in a constantly changing and competitive world of work, organizations must evolve to keep up with worker satisfaction or else face a decrease in performance and loss in talent.
The solution? Enabling your employees to exercise their individual agency in the workplace. Through an actionable roadmap that highlights common pitfalls and practical steps necessary for establishing a culture of greater agency, this book will provide individuals, teams, managers, and leaders with concrete ways to clarify their current level of agency and identifies specific actions they can take to exercise greater agency.
This sixth edition of the number one bestselling employee retention book in the world (over 800,000 copies sold) puts a new emphasis on diversity and inclusion but keeps the same appealing format: twenty-six simple strategies from A to Z.
Retention and engagement are perennial concerns for every business in any economy. For two decades, this Wall Street Journal bestseller has offered twenty-six simple strategies-from A to Z-that managers can use to address their employees' real concerns and keep them engaged.
The revised and updated sixth edition includes a timely focus on diversity and inclusion in every chapter. For example, chapter 6 focuses on family. Different cultures view family responsibilities differently, so the authors address how a manager might take that into consideration when a treasured employee asks for extended leave to care for a grandparent. A new section called Conversation Starters offers discussion questions and ideas for how to spark more conversation around the topics in the book.
This new edition will ensure that Love 'Em or Lose 'Em will continue to help managers all over the world create a supportive workplace culture so they can fight burnout and keep the people they can least afford to lose.
Retention and engagement are perennial concerns for every business in any economy. For two decades, this Wall Street Journal bestseller has offered twenty-six simple strategies-from A to Z-that managers can use to address their employees' real concerns and keep them engaged.
The revised and updated sixth edition includes a timely focus on diversity and inclusion in every chapter. For example, chapter 6 focuses on family. Different cultures view family responsibilities differently, so the authors address how a manager might take that into consideration when a treasured employee asks for extended leave to care for a grandparent. A new section called Conversation Starters offers discussion questions and ideas for how to spark more conversation around the topics in the book.
This new edition will ensure that Love 'Em or Lose 'Em will continue to help managers all over the world create a supportive workplace culture so they can fight burnout and keep the people they can least afford to lose.
From Great Place to Work, which produces the popular FORTUNE 100 Best Companies to Work For ranking, comes a new definition of what it takes to make an organization great FOR ALL--for the business, for people and for the world.
For 20 years Great Place to Work has published their gold-standard list of the 100 Best Companies to Work For. But their latest research shows that what was good enough to be a "great" workplace 10 or 20 years ago is not good enough now. Even at the best workplaces, leaders can--and must--do better. CEO Michael C. Bush and his team connect the dots to show how the emerging economy is about developing every ounce of human potential. Today's business climate is defined by speed, social technologies and people expecting "values" besides value. As a result, leaders have to create an outstanding culture for everyone, no matter who they are or what they do for the organization. They have to build a Great Place to Work For All.
The authors share new research on how Great Places to Work For All outperform in the stock market and grow revenue 3x faster than less-inclusive rivals. Bush and his team tell surprising, inspiring stories about how closing gaps in the work experience between groups of employees pays off for everyone. They document the ways Great Places to Work For All benefit the individuals working there and contribute to a better global society. And they introduce a new leadership framework, showing the advantages of what the authors define as Level 5 "For All" leaders. In effect, the times demand executives who not only are business-savvy but also are devoted to fairness, have deep faith in people, and empower all individuals to reach their full human potential. This is a call to lead so that organizations bring out the best in everyone.
For 20 years Great Place to Work has published their gold-standard list of the 100 Best Companies to Work For. But their latest research shows that what was good enough to be a "great" workplace 10 or 20 years ago is not good enough now. Even at the best workplaces, leaders can--and must--do better. CEO Michael C. Bush and his team connect the dots to show how the emerging economy is about developing every ounce of human potential. Today's business climate is defined by speed, social technologies and people expecting "values" besides value. As a result, leaders have to create an outstanding culture for everyone, no matter who they are or what they do for the organization. They have to build a Great Place to Work For All.
The authors share new research on how Great Places to Work For All outperform in the stock market and grow revenue 3x faster than less-inclusive rivals. Bush and his team tell surprising, inspiring stories about how closing gaps in the work experience between groups of employees pays off for everyone. They document the ways Great Places to Work For All benefit the individuals working there and contribute to a better global society. And they introduce a new leadership framework, showing the advantages of what the authors define as Level 5 "For All" leaders. In effect, the times demand executives who not only are business-savvy but also are devoted to fairness, have deep faith in people, and empower all individuals to reach their full human potential. This is a call to lead so that organizations bring out the best in everyone.
This powerful guide draws on strategies from Black resistance movements and merges historical wisdom with modern technology to combat the DEI backlash and build sustainable workplace equity in today’s hostile climate.
As the unprecedented backlash against diversity, equity, and inclusion intensifies—with corporations dismantling initiatives, lawmakers passing anti-DEI legislation, and post–George Floyd promises abandoned—this tactical handbook arms advocates with revolutionary resistance strategies drawn from Black historical movements.
Dr. Janice Gassam Asare transforms centuries of Black resistance wisdom—from Underground Railroad networks to civil rights organizing tactics—into modern resistance plans, wielding ethical AI as a force multiplier to create sustainable change that outlasts corporate whims and political cycles.
Each chapter grounds modern workplace tactics in revolutionary approaches of more than twenty prominent Black historical figures, including the following:
This isn’t just about surviving the backlash. It’s about reimagining workplaces where everyone thrives.
As the unprecedented backlash against diversity, equity, and inclusion intensifies—with corporations dismantling initiatives, lawmakers passing anti-DEI legislation, and post–George Floyd promises abandoned—this tactical handbook arms advocates with revolutionary resistance strategies drawn from Black historical movements.
Dr. Janice Gassam Asare transforms centuries of Black resistance wisdom—from Underground Railroad networks to civil rights organizing tactics—into modern resistance plans, wielding ethical AI as a force multiplier to create sustainable change that outlasts corporate whims and political cycles.
Each chapter grounds modern workplace tactics in revolutionary approaches of more than twenty prominent Black historical figures, including the following:
- Ida B. Wells—Documentation techniques for workplace injustice inspired by her work
- Ella Baker and Fred Hampton—Coalition-building methods from the American civil rights movement
- Toni Morrison and Angela Davis—Narrative control strategies drawn from their celebrated writing
This isn’t just about surviving the backlash. It’s about reimagining workplaces where everyone thrives.
A celebrated professor and practitioner of entrepreneurship provides the definitive handbook on entrepreneurial strategy. Based on more than 150 case studies of successful business that started from the ground up.