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This book offers five proven principles so multinational companies can advance diversity, equity, and inclusion with a nuanced understanding of local contexts across countries and cultures.
DEI cannot be addressed globally through a single-culture worldview. The specifics of a successful DEI change effort in the United States may be irrelevant in another country. Succeeding locally – understanding the market and acknowledging local beliefs, regulations, and customs – is essential to succeeding globally. Thus, the question is, How do companies find the right balance between anchoring their efforts in the local context while pushing for change that may disrupt some of the cultural norms?
This book offers five overarching principles for transforming cultures to be inclusive globally:
1. Make it local.
2. Leaders change to lead change.
3. And it's good business too.
4. Go deep, wide, and inside out.
5. Know what matters, and count it.
These principles arise from Rohini Anand's own journey, as well as examples of more than thirty leaders from a variety of industries. Despite the urgency of the topic, little has been written on how to take cultural nuances into account while promoting social justice. This book makes a powerful contribution.
DEI cannot be addressed globally through a single-culture worldview. The specifics of a successful DEI change effort in the United States may be irrelevant in another country. Succeeding locally – understanding the market and acknowledging local beliefs, regulations, and customs – is essential to succeeding globally. Thus, the question is, How do companies find the right balance between anchoring their efforts in the local context while pushing for change that may disrupt some of the cultural norms?
This book offers five overarching principles for transforming cultures to be inclusive globally:
1. Make it local.
2. Leaders change to lead change.
3. And it's good business too.
4. Go deep, wide, and inside out.
5. Know what matters, and count it.
These principles arise from Rohini Anand's own journey, as well as examples of more than thirty leaders from a variety of industries. Despite the urgency of the topic, little has been written on how to take cultural nuances into account while promoting social justice. This book makes a powerful contribution.
Leadership is about creating new realities. In this new edition, leaders will learn how to use the power of synchronicity to manifest new realities into their organizations and unlock wisdom and creativity.
The third edition of this bestseller (over 275,000 copies sold) builds on the tested formula that helps organizations recognize the value of complaints using updated examples and concepts in the age of COVID-19.
The first edition of A Complaint Is a Gift introduced the revolutionary notion that customer complaints are not annoyances to be dodged, denied, or buried but are instead valuable pieces of feedback-not to mention your best bargain in market research. Complaints provide a feedback mechanism that can help organizations rapidly and inexpensively strengthen products, service style, and market focus. Most importantly, complaints that are well received create customer loyalty.
This new edition condenses the tried and true eight-step formula into a tighter, more efficient three-step formula. From her work with clients, the author has updated industry-specific complaint examples and added in new concepts, such as a process that enables employees to handle complaints with increased emotional resilience-something that is sorely needed since dealing with increasingly difficult customers is a common occurrence in the wake of the COVID-19 pandemic.
Handling complaints doesn't have to be a negative, soul-crushing experience. Janelle Barlow gives the right tools to treat each of them as a source of innovative ideas that can transform your business.
The first edition of A Complaint Is a Gift introduced the revolutionary notion that customer complaints are not annoyances to be dodged, denied, or buried but are instead valuable pieces of feedback-not to mention your best bargain in market research. Complaints provide a feedback mechanism that can help organizations rapidly and inexpensively strengthen products, service style, and market focus. Most importantly, complaints that are well received create customer loyalty.
This new edition condenses the tried and true eight-step formula into a tighter, more efficient three-step formula. From her work with clients, the author has updated industry-specific complaint examples and added in new concepts, such as a process that enables employees to handle complaints with increased emotional resilience-something that is sorely needed since dealing with increasingly difficult customers is a common occurrence in the wake of the COVID-19 pandemic.
Handling complaints doesn't have to be a negative, soul-crushing experience. Janelle Barlow gives the right tools to treat each of them as a source of innovative ideas that can transform your business.
Bestselling author Ken Blanchard and his coauthors bring his signature “business parable” style to a critical skill for today's workplace: collaboration.
Everyone knows that collaboration creates high-performing teams and organizations. Yet it often doesn't happen, because people and groups typically believe that they are doing what's needed-the problem is always outside: the other team member, the other department. So people stay in their silos and the creative energy collaboration generates is lost.
This book shows that collaboration begins with you. It is an inside-out process that starts with your heart (who you are) and head (what you know and believe), then moves to your hands (what you do). The authors help people develop a collaborative culture by utilizing differences, nurturing safety and trust, instituting clear purposes and goals, talking openly, and empowering themselves and others. When people recognize and change erroneous beliefs and actions regarding collaboration, failures can be turned into successes and breakthrough results achieved at every level.
Everyone knows that collaboration creates high-performing teams and organizations. Yet it often doesn't happen, because people and groups typically believe that they are doing what's needed-the problem is always outside: the other team member, the other department. So people stay in their silos and the creative energy collaboration generates is lost.
This book shows that collaboration begins with you. It is an inside-out process that starts with your heart (who you are) and head (what you know and believe), then moves to your hands (what you do). The authors help people develop a collaborative culture by utilizing differences, nurturing safety and trust, instituting clear purposes and goals, talking openly, and empowering themselves and others. When people recognize and change erroneous beliefs and actions regarding collaboration, failures can be turned into successes and breakthrough results achieved at every level.
Written by Dan Sullivan, the acclaimed speaker, author, consultant, and coach to entrepreneurs, this book provides refreshingly simple laws that will instantly shift your perspective to help you fully realize your personal and professional potential.
Growth is a fundamental human need. It is at the root of everything that gives us a feeling of accomplishment, satisfaction, meaning, and progress. Yet many people find their growth stalled at some point. In The Laws of Lifetime Growth, Dan Sullivan and Catherine Nomura offer ten simple laws that everyone can use to keep a fresh, innovative perspective on their lives and the world around them.
These laws are the distillation of Sullivan's years of coaching successful people, paying attention to what motivates them and what unlocks their greatest abilities. Each chapter is devoted to exploring one of the ten laws in detail, including stories of people from all walks of life who exemplify the law in action, common pitfalls that people often run into trying to apply the law, and practical strategies for getting past those obstacles. This second edition includes new examples, a self-assessment to measure your progress, and access to an interactive online tool. Once you start to integrate these laws into your life, you'll never outgrow them, they'll never become obsolete, and they will continue to lead you to greater happiness and fulfillment.
Growth is a fundamental human need. It is at the root of everything that gives us a feeling of accomplishment, satisfaction, meaning, and progress. Yet many people find their growth stalled at some point. In The Laws of Lifetime Growth, Dan Sullivan and Catherine Nomura offer ten simple laws that everyone can use to keep a fresh, innovative perspective on their lives and the world around them.
These laws are the distillation of Sullivan's years of coaching successful people, paying attention to what motivates them and what unlocks their greatest abilities. Each chapter is devoted to exploring one of the ten laws in detail, including stories of people from all walks of life who exemplify the law in action, common pitfalls that people often run into trying to apply the law, and practical strategies for getting past those obstacles. This second edition includes new examples, a self-assessment to measure your progress, and access to an interactive online tool. Once you start to integrate these laws into your life, you'll never outgrow them, they'll never become obsolete, and they will continue to lead you to greater happiness and fulfillment.
In a world with a surplus of ideas, what separates a good idea from a bad one? Learn how to cultivate a mindset that produces the kind of ideas people can't turn down.
Most professionals cannot generate a solid idea. They either offer up tired or reused ones, or they generate lots of ideas but none that are worth pursuing.
A great idea presents a well-formulated thought or plan of action that spurs growth, change, advancement, adaptation, or new insight. Worthwhile ideas move the needle; they change the playing field altogether.
The New Art of Ideas is designed to help readers consistently produce worthwhile ideas by becoming nimble and imaginative thinkers better equipped to compete and produce in a global economy. Robin Landa identifies the Three Gs of every good idea:
• Goal-Your vision for the end
• Gap-The underdeveloped area that your idea fills
• Gain-The overall benefits of your goal
With explanations and examples of each component, this book demystifies the process of effective ideation and hands you the key to unlock your creative potential.
Most professionals cannot generate a solid idea. They either offer up tired or reused ones, or they generate lots of ideas but none that are worth pursuing.
A great idea presents a well-formulated thought or plan of action that spurs growth, change, advancement, adaptation, or new insight. Worthwhile ideas move the needle; they change the playing field altogether.
The New Art of Ideas is designed to help readers consistently produce worthwhile ideas by becoming nimble and imaginative thinkers better equipped to compete and produce in a global economy. Robin Landa identifies the Three Gs of every good idea:
• Goal-Your vision for the end
• Gap-The underdeveloped area that your idea fills
• Gain-The overall benefits of your goal
With explanations and examples of each component, this book demystifies the process of effective ideation and hands you the key to unlock your creative potential.
This practical guide, the first to show how leaders can achieve extraordinary results through the positive energy generated by virtuous interactions with employees, is written by one of the giants in the study of positive leadership.
This book is about one of the most important factors that leads to spectacular performance in organizations. Kim Cameron, a true pioneer in the study of positive leadership, offers validated scientific evidence that all individuals are inherently attracted to and flourish in the presence of positive energy. Further, he shows that the positive relational energy generated by leaders' virtuous behaviors-for example, generosity, compassion, gratitude, trustworthiness, forgiveness, and kindness-is tightly linked to extraordinary organizational outcomes like greater innovation, higher profits, and increased engagement and retention.
Cameron has not written a feel-good tome about the power of positive thinking, “happiology,” or unbridled optimism. This book is a research-based exploration of how to capitalize on an inherent tendency in all living systems. He provides practical suggestions and exercises for how leaders can assess the level of their positive energy and recommends specific practices that will increase positive relational energy. Positively Energizing Leadership is a major contribution to the theory and practice of leadership.
This book is about one of the most important factors that leads to spectacular performance in organizations. Kim Cameron, a true pioneer in the study of positive leadership, offers validated scientific evidence that all individuals are inherently attracted to and flourish in the presence of positive energy. Further, he shows that the positive relational energy generated by leaders' virtuous behaviors-for example, generosity, compassion, gratitude, trustworthiness, forgiveness, and kindness-is tightly linked to extraordinary organizational outcomes like greater innovation, higher profits, and increased engagement and retention.
Cameron has not written a feel-good tome about the power of positive thinking, “happiology,” or unbridled optimism. This book is a research-based exploration of how to capitalize on an inherent tendency in all living systems. He provides practical suggestions and exercises for how leaders can assess the level of their positive energy and recommends specific practices that will increase positive relational energy. Positively Energizing Leadership is a major contribution to the theory and practice of leadership.
Building on the success of his classic bestseller Eat That Frog! -- nearly one million copies sold - Brian Tracy shows how everyone can turn negative frogs (negative thoughts, emotions, and behaviors) into positive princes (positive thoughts, emotions, and behaviors) in all areas of life and work.
PepsiCo's award-winning chief design officer reveals the secret to creating life-changing innovations: putting human needs at the center of any design process.
In every industry, new technologies have lowered the barrier to entry like never before. Either you design exceptional products, brands and experiences, or somebody will beat you to it. And Mauro Porcini - PepsiCo's and 3M's first ever chief design officer - says, the key to real, world-changing innovation is to put people first. Putting people first requires what Porcini calls unicorns: people who are in love with people and who have a genuine fire in them to create meaningful solutions for actual human beings. In this book, he describes them, celebrates them, and details their superpowers so you can find them, hire them, grow them, and retain them. Some have qualities you might expect-the ability to dream and an attention to detail-but when was the last time you heard an executive ask prospective hires if they were kind or humble? Porcini uses his journey across startups and multinational corporations, through successes and failures, to create a handbook for modern innovators. This book is written by a celebrated designer, high-level corporate executive, and a decent human being.
In every industry, new technologies have lowered the barrier to entry like never before. Either you design exceptional products, brands and experiences, or somebody will beat you to it. And Mauro Porcini - PepsiCo's and 3M's first ever chief design officer - says, the key to real, world-changing innovation is to put people first. Putting people first requires what Porcini calls unicorns: people who are in love with people and who have a genuine fire in them to create meaningful solutions for actual human beings. In this book, he describes them, celebrates them, and details their superpowers so you can find them, hire them, grow them, and retain them. Some have qualities you might expect-the ability to dream and an attention to detail-but when was the last time you heard an executive ask prospective hires if they were kind or humble? Porcini uses his journey across startups and multinational corporations, through successes and failures, to create a handbook for modern innovators. This book is written by a celebrated designer, high-level corporate executive, and a decent human being.
A longtime broadcast journalist, ABC News correspondent, and business communication strategist shows how you can craft an honest and authentic response to any scandal, rather than try to deny it, and ultimately bolster your brand.
In two decades as a television reporter, T. J. Winick covered many scandals. The biggest mistake he saw brands make was to try to “make it go away” by refusing to apologize, declining to comment, or going on the attack-anything to deflect attention. Often that kind of response becomes a scandal of its own.
In his book, Winick argues instead for transparency, honesty, authenticity, and empathy. Handled correctly, the way you address an egregious violation of your standards can increase your reputation capital. It can remind people of what those standards are and how strongly you believe in them.
Drawing on his intimate insider knowledge of the media, Winick addresses every conceivable aspect of how to respond to a scandal. He includes his Ten Crisis Commandments-universal dos and don'ts-and the seven qualities for an effective response. Using dozens of examples, he covers critical issues such as choosing when and how to apologize and when not to, creating a crisis communication plan and forming a response team, making the press your ally; choosing the right social media channel to deliver your message, navigating controversial social issues, and much more.
Winick's experience covering brands in crisis and then defending them makes this book an invaluable resource. “I have been both the hunter and the hunted,” he writes. If you've built your reputation capital through years of living the ideals you espouse, this book will help you protect and defend it when that inevitable crisis strikes.
In two decades as a television reporter, T. J. Winick covered many scandals. The biggest mistake he saw brands make was to try to “make it go away” by refusing to apologize, declining to comment, or going on the attack-anything to deflect attention. Often that kind of response becomes a scandal of its own.
In his book, Winick argues instead for transparency, honesty, authenticity, and empathy. Handled correctly, the way you address an egregious violation of your standards can increase your reputation capital. It can remind people of what those standards are and how strongly you believe in them.
Drawing on his intimate insider knowledge of the media, Winick addresses every conceivable aspect of how to respond to a scandal. He includes his Ten Crisis Commandments-universal dos and don'ts-and the seven qualities for an effective response. Using dozens of examples, he covers critical issues such as choosing when and how to apologize and when not to, creating a crisis communication plan and forming a response team, making the press your ally; choosing the right social media channel to deliver your message, navigating controversial social issues, and much more.
Winick's experience covering brands in crisis and then defending them makes this book an invaluable resource. “I have been both the hunter and the hunted,” he writes. If you've built your reputation capital through years of living the ideals you espouse, this book will help you protect and defend it when that inevitable crisis strikes.
This no-nonsense guide to social intelligence for project managers gives you a step-by-step process for building a bulletproof project team-no matter what gaps exist in personality, geography, culture, or communication style.
High-performing teams don't happen by magic. You need processes that are designed in a socially intelligent way if your team is going to overcome the modern world's tough challenges with coordination. To be a star project manager, you have to communicate with people in their individual learning styles, provide accountability in ways that won't be demotivating, and run meetings and minutes that people won't tune out. Your processes must be constructed in ways that respect the complex realities of social dynamics step by step.
You have to know your team before you can motivate them, and you have to motivate them before you can manage them. In this book are foolproof techniques to make sure your team connects with you, each other, and everyone they need to get the job done. After all, a team should be more than the sum of its parts-and it's up to the project manager to provide the glue that holds it all together.
High-performing teams don't happen by magic. You need processes that are designed in a socially intelligent way if your team is going to overcome the modern world's tough challenges with coordination. To be a star project manager, you have to communicate with people in their individual learning styles, provide accountability in ways that won't be demotivating, and run meetings and minutes that people won't tune out. Your processes must be constructed in ways that respect the complex realities of social dynamics step by step.
You have to know your team before you can motivate them, and you have to motivate them before you can manage them. In this book are foolproof techniques to make sure your team connects with you, each other, and everyone they need to get the job done. After all, a team should be more than the sum of its parts-and it's up to the project manager to provide the glue that holds it all together.
All humans have bias, and as a result, so do the institutions we build. Internationally sought after diversity consultant Tiffany Jana offers concrete ways for anyone to work against institutional bias no matter what their position is in an organization.
While it is easy to identify intentionally built systems of oppression like Jim Crow or the paralysis caused by the glass ceiling for women in the workplace, confronting systems that perpetuate subtle, unconscious bias is much harder. Erasing Institutional Bias will help people tackle structural bias regardless of their positional power. Eliminating systemic bias can seem an insurmountable task from the vantage point of an ordinary individual, yet Jana and Mejias empower readers to recognize that each of us has the ability to affect systemic bias through a deliberate, coordinated effort. Institutional bias afflicts all industries -including business, education, health care, government, tech, the arts, nonprofits, and finance and banking. Among the types of institutional bias addressed are hiring bias, gender bias, racial bias, occupational bias, and customer bias. Jana and Mejias focus their attention on bias in the workplace and give readers practices and activities to create organizational trust to challenge these implicit biases. Erasing Institutional Bias will help people recognize that each of us has the power to affect systemic bias. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking down systemic bias.
While it is easy to identify intentionally built systems of oppression like Jim Crow or the paralysis caused by the glass ceiling for women in the workplace, confronting systems that perpetuate subtle, unconscious bias is much harder. Erasing Institutional Bias will help people tackle structural bias regardless of their positional power. Eliminating systemic bias can seem an insurmountable task from the vantage point of an ordinary individual, yet Jana and Mejias empower readers to recognize that each of us has the ability to affect systemic bias through a deliberate, coordinated effort. Institutional bias afflicts all industries -including business, education, health care, government, tech, the arts, nonprofits, and finance and banking. Among the types of institutional bias addressed are hiring bias, gender bias, racial bias, occupational bias, and customer bias. Jana and Mejias focus their attention on bias in the workplace and give readers practices and activities to create organizational trust to challenge these implicit biases. Erasing Institutional Bias will help people recognize that each of us has the power to affect systemic bias. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking down systemic bias.