“Full of concrete, real-world examples, this guide is written with both understanding and encouragement-'Maybe you're already feeling this. Some days you feel isolated and alone,' they offer. With so many office jobs now being done at home, this couldn't have arrived at a better time.”
-Publishers Weekly

Remote work is growing at nearly 30 percent per year in major economies worldwide, meaning there are millions of people who once worked at a central location every day and are now finding themselves facing an entirely new way of working. This book is the best single resource for remote workers for getting work done effectively, building relationships that are both productive and satisfying, and maintaining a career trajectory when they are not in constant close contact with their employer or the organization.

The Long-Distance Teammate aims to tackle three important issues: the dynamics of remote work, the understanding of virtual strengths and vulnerabilities, and the necessary steps to creating appropriate processes and communication skills. This is a practical guide for both individual workers who want to regain some control over their work and those inside organizations responsible for the ongoing development of their most important resource: people.

“Maya Hu-Chan shares a blueprint for becoming a more empathetic, self-aware, and inclusive leader. Saving Face guides us to consider different perspectives, to think first and speak last, and to respect others above all else.”
-Frances Hesselbein, former CEO, Girl Scouts of the USA, and Presidential Medal of Freedom recipient


Organizations now need to attract, retain, and motivate teams and employees across distance, time zones, and cultural differences. Building authentic and lasting human relations may be the most important calling for leaders in this century. According to management and global leadership specialist Maya Hu-Chan, the concept of “saving face” can help any leader preserve dignity and create more empathetic cross-cultural relationships.

“Face” represents one's self-esteem, self-worth, identity, reputation, status, pride, and dignity. Saving face is often understood as saving someone from embarrassment, but it's also about developing an understanding of the background and motivations of others to discover the unique facets we all possess. Without that understanding, we risk causing others to lose face without even knowing it. Hu-Chan explains saving face through anecdotes and practical tools, such as her BUILD leadership model (Benevolence, Understanding, Interacting, Learning, and Delivery). This book illustrates how we can give face to create positive first impressions, avoid causing others to lose face, and, most importantly, build trust and lasting relationships inside and outside the workplace.

Since the 1980s, Appreciative Inquiry has proven to be one of the most powerful and effective methods for organizational change. Now two top consultants show how leaders can adapt its principles to become more personally and professionally resilient.

Appreciative Inquiry is a venerable and widely used organizational change method that emphasizes identifying what's working and building on those strengths. It is the focus on the best of what is and using that to generate the future that makes it so powerful. In answer to numerous requests from their clients, consultants and scholars McArthur-Blair and Cockell show how to apply the lessons of AI to build resilience in leaders. Every leader has moments of despair, that "dark night of the soul" where there seems to be no clear path forward. The authors' ALIVE process (Appreciate, Love and Inquire in order to Venture and Evolve) helps leaders forgive themselves for their own failures and those of others, focus on their strengths in times of despair, and amplify and grow those strengths so that they are better able to build hope in themselves and throughout their organizations. In times of rapid change like ours, building resilience is a vital leadership skill.

For newcomers and upper management alike, leadership can be overwhelming and overcomplicated. By building core tenets of leadership around two key words for each chapter, Bill Treasurer simplifies the equation.


Congratulations, new leader! You've joined the ranks during an exceptionally complicated time.

Our current workplace climate is fraught with political divisions, economic disparities, and ever-shifting social dynamics. Leaders are managing remote teams across larger geographic distances and facing new roadblocks to onboarding, giving performance feedback, and nurturing healthy relationships.

Leadership Two Words at a Time speaks directly to the plight of the new leader and is divided into three parts: Leading Yourself, Leading People, and Leading Work. Rather than overintellectualize the practice, Bill Treasurer breaks up the concept into essential and understandable learning nuggets-summed up by two-word headers-that provide the practical guidance and support that leaders often don't get. The result is time-tested wisdom that new leaders can grasp immediately and implement easily-and, with a little practice, master completely. Consider it a personal leadership playbook.

This book gives you the basic building blocks to gain both competence and confidence, take on greater responsibility, and learn what it takes to be and stay a leader.

In their much-anticipated sequel to the bestseller Ideas Are Free (over 50,000 copies sold), Alan Robinson and Dean Schroeder explain that employee ideas are no longer a “nice-to-have” but rather the very lifeblood of competitiveness, culture, and strategy. Their new book shows how to align every part of the organization around generating and implementing ideas at the front line.

Build organizations where employees feel truly safe to learn, contribute, and challenge the status quo.

The proven practical guide to psychological safety is now expanded with updated research and powerful new frameworks and tools.

Psychological safety—the belief that you can speak up without risk of punishment or humiliation—is crucial for high-performing teams and innovative organizations. This revised and expanded edition of Timothy Clark's groundbreaking framework provides leaders with a research-backed roadmap through four distinct stages that enable individuals to feel safe, valued, and empowered.

The four stages build progressively:

• Inclusion Safety (feeling included and accepted),
• Learner Safety (feeling safe to learn and ask questions),
• Contributor Safety (feeling safe to contribute and participate), and
• Challenger Safety (feeling safe to challenge the status quo and speak truth to power).

This new edition adds compelling quantitative evidence from Clark's global database of 1.2 million data points, validating the four-stage model across cultures and demographics. New chapters explore what psychological safety is not, the dangers of “nice” cultures, the relationship between psychological and physical safety, and practical measurement strategies.

Leaders will learn to banish fear, create performance-based accountability, and build environments where people thrive beyond expectations.

Stop running toward someone else’s definition of success, and start intentionally shaping your own. This prequel to Aesop’s famous tortoise and hare fable shows exhausted professionals how to shift from chasing external validation to creating internal meaning and alignment.

Stop chasing visibility. Start creating meaning.

In today’s high-pressure workplace, professionals are depleted from constantly proving themselves to others—yet struggling to find genuine satisfaction in their work. What if the breakthrough isn’t working harder within the system but instead reimagining what success means to you?

Stop Chasing, Start Creating reveals the untold story of Tano the tortoise before his famous race with the hare. In this prequel to the beloved Aesop’s fable, we discover that Tano wasn’t always the steady, purposeful creature we know. He once chased visibility, approval, and validation just like the rest of us—until a moment of awakening changed everything.

Through Tano’s journey from external pressure to internal clarity, readers discover the crucial difference between chasing meaning and creating it. Grounded in motivation science, this framework shifts professionals from extrinsic motivation (external rewards, recognition, and belonging) to intrinsic motivation (purpose, contribution, and alignment).

Perfect for burned-out professionals in healthcare, education, nonprofit management, and other purpose-driven fields, this story-first approach offers the metaphor-rich reflection modern workers crave without feeling like another productivity manual.

This book-the first to treat workplace culture like a garden instead of a construction project-offers the proven framework that transforms toxic environments into thriving ecosystems where all talent flourishes.

Organizations fail when they treat culture like a construction project. But they thrive when they treat it like a garden, cultivating conditions for growth rather than engineering behavior through rigid blueprints.

Award-winning consultant Abi Adamson introduces the SERN framework-Soil, Exposure, Roots, Nourishment-to guide leaders toward sustainable cultural transformation. Through compelling stories from her work redesigning cultures at Spotify, Sony Music, and the Gates Foundation, Adamson shows how to make the following positive changes:
• Detoxify organizational foundations
• Ensure that diverse perspectives get real influence
• Create authentic belonging
• Distribute resources equitably

Organizations using this approach report dramatic improvements in psychological safety, authentic engagement, and the ability to retain diverse talent pools. Unlike traditional culture initiatives focused on compliance and conformity, this framework helps leaders identify toxic environmental conditions, move beyond demographic headcounts to actual inclusion, enable people to contribute authentically, and recognize that equal treatment in unequal systems produces unequal outcomes.

Set during a pivotal moment when workplace culture programs are being dismantled or reimagined, this practical guide offers leaders a sustainable alternative-treating culture as a living ecosystem that requires ongoing cultivation rather than a one-time structural fix.

This manager's guide shows how to recognize and eliminate the leadership behaviors that kill morale, crush productivity, and drive top talent away.

The workplace is broken—and managers are the problem. Through coaching hundreds of frustrated employees, Tanya Uyigue has identified the toxic management patterns driving people to quit. Employees are exhausted by leaders who micromanage their every move, disappear for months without check-ins, or create environments where speaking up feels dangerous.

The truth is, your team isn't telling you what's actually wrong because they're afraid of being retaliated against, dismissed, or labeled as “difficult.” But their silence is costing you talent, productivity, and profitability.

What Your Team Won't Tell You exposes the seven destructive manager archetypes that poison workplace culture, and each chapter provides specific, actionable strategies to transform these toxic patterns into leadership strengths. When you create an environment where employees feel heard, valued, and empowered, retention soars, productivity increases, and engagement becomes authentic-not forced.