Kathryn Petersen, Decision Tech's CEO, faces the ultimateleadership crisis: Uniting a team in such disarray that itthreatens to bring down the entire company. Will she succeed? Willshe be fired? Will the company fail? Lencioni's utterly grippingtale serves as a timeless reminder that leadership requires as muchcourage as it does insight.
Throughout the story, Lencioni reveals the five dysfunctions whichgo to the very heart of why teams even the best ones-oftenstruggle. He outlines a powerful model and actionable steps thatcan be used to overcome these common hurdles and build a cohesive,effective team. Just as with his other books, Lencioni has writtena compelling fable with a powerful yet deceptively simple messagefor all those who strive to be exceptional team leaders.
A timeless business classic, Who Moved My Cheese? uses a simple parable to reveal profound truths about dealing with change so that you can enjoy less stress and more success in your work and in your life.
It would be all so easy if you had a map to the Maze.
If the same old routines worked.
If they'd just stop moving "The Cheese."
But things keep changing...
Most people are fearful of change, both personal and professional, because they don't have any control over how or when it happens to them. Since change happens either to the individual or by the individual, Dr. Spencer Johnson, the coauthor of the multimillion bestseller The One Minute Manager, uses a deceptively simple story to show that when it comes to living in a rapidly changing world, what matters most is your attitude.
Exploring a simple way to take the fear and anxiety out of managing the future, Who Moved My Cheese? can help you discover how to anticipate, acknowledge, and accept change in order to have a positive impact on your job, your relationships, and every aspect of your life.
In The Ideal Team Player, Lencioni tells the story of Jeff Shanley, a leader desperate to save his uncle’s company by restoring its cultural commitment to teamwork. Jeff must crack the code on the virtues that real team players possess, and then build a culture of hiring and development around those virtues.
Beyond the fable, Lencioni presents a practical framework and actionable tools for identifying, hiring, and developing ideal team players. Whether you’re a leader trying to create a culture around teamwork, a staffing professional looking to hire real team players, or a team player wanting to improve yourself, this book will prove to be as useful as it is compelling.
A group of old school friends meet to catch up. They end up discussing the unexpected, unforeseen changes to their lives and one friend offers to tell a story about adapting to change. The story he tells involves four characters, two mice named Sniff and Scurry, and two “Littlepeople” named Hem and Haw. All of them are in a maze, looking for cheese, which they need to survive. For the “Littlepeople,” cheese also has a larger, metaphysical connotation in the sense that it also makes them happy—their Cheese is thus spelled with a capital C…PLEASE NOTE: This is key takeaways and analysis of the book and NOT the original book.
Inside this Instaread of Who Moved My Cheese:
· Overview of the book
· Important People
· Key Takeaways
· Analysis of Key Takeaways
The silver lining is that “who” problems are easily preventable. Based on more than 1,300 hours of interviews with more than 20 billionaires and 300 CEOs, Who presents Smart and Street’s A Method for Hiring. Refined through the largest research study of its kind ever undertaken, the A Method stresses fundamental elements that anyone can implement–and it has a 90 percent success rate.
Whether you’re a member of a board of directors looking for a new CEO, the owner of a small business searching for the right people to make your company grow, or a parent in need of a new babysitter, it’s all about Who. Inside you’ll learn how to
• avoid common “voodoo hiring” methods
• define the outcomes you seek
• generate a flow of A Players to your team–by implementing the #1 tactic used by successful businesspeople
• ask the right interview questions to dramatically improve your ability to quickly distinguish an A Player from a B or C candidate
• attract the person you want to hire, by emphasizing the points the candidate cares about most
In business, you are who you hire. In Who, Geoff Smart and Randy Street offer simple, easy-to-follow steps that will put the right people in place for optimal success.
From the Hardcover edition.
—John W. Fanning, Founding Chairman and CEO napster Inc.
“An unusually nuanced view of high-performance cultures.”
Within each corporation are anywhere from a few to hundreds of separate tribes. In Tribal Leadership, Dave Logan, John King, and Halee Fischer-Wright demonstrate how these tribes develop—and show you how to assess them and lead them to maximize productivity and growth. A business management book like no other, Tribal Leadership is an essential tool to help managers and business leaders take better control of their organizations by utilizing the unique characteristics of the tribes that exist within.
Before Joel Manby won the respect of America with his appearance on the CBS reality TV series Undercover Boss, he was a highly successful corporate executive. After the show aired, many of the 18 million viewers wrote to him about the profound impact of his servant leadership. In Love Works, Joel Manby introduces us to the power of agape love in the workplace.
After years of leading thousands of men and women, Manby has proven that leading with love is effective, even in a business environment. Manby challenges leaders to allow integrity and faith to guide leadership decisions, outlining seven time-proven principles that break down the natural walls within corporate cultures, empowering managers and employees, disarming difficulties, and cultivating an atmosphere that builds long-term success. Manby also leverages the undeniable truth that love builds healthy relationships at home---why not use the same behavior to build healthy relationships at work?
The fictional company in this remarkable book is grappling with real problems of high turnover and low morale -- so the managers begin to investigate what really drives the employees. What they discover is that the key to motivation isnt necessarily the promise of a bigger paycheck or title, but rather the fulfillment of crucial personal dreams. They also learned that people at every level need to be offered specific kinds of help and encouragement -- or our dreams will forever remain just dreams as we grow dissatisfied with our lives and jobs.
Beginning with his important thought that a company can only become the-best-version-of-itself to the extent that its employees are becoming better-versions-of-themselves, Matthew Kelly explores the connection between the dreams we are chasing personally and the way we all engage at work. Tackling head-on the growing problem of employee disengagement, Kelly explores the dynamic collaboration that is unleashed when people work together to achieve company objectives and personal dreams.
The power of The Dream Manager is that simply becoming aware of the concept will change the way you manage and relate to people instantly and forever. What's your dream?
In the years since the publication of First, Break All the Rules and Now, Discover Your Strengths, millions have come to the simple but powerful realization that to get the most out of people, you must build on their strengths. And yet, as Marcus Buckingham astutely points out, though the strengths-based approach is now conventional wisdom, the tools and systems inside organizations—performance appraisals, training programs, and succession planning systems—remain stubbornly remedial and exclusively focused on measuring skills, finding gaps, and attempting to plug them. It’s a crisis for individuals and organizations, with management ideas and everyday practice utterly out of sync.
That’s about to change. StandOut 2.0 is a revolutionary book and tool that enables you to identify your strengths, and those of your team, and act on them. The original edition of StandOut provided top-notch insights from one of the world’s foremost authorities on strengths, as well as access to a powerful, cutting-edge online assessment tool. StandOut 2.0 also includes the assessment and a robust report on your most dominant strengths. The report is easily exported so you can use it to present the very best of yourself to your team and your company.
StandOut 2.0 is your indispensable guide for building on your strengths to further your career—and help your team and organization win.
In Integrity, Dr. Cloud explores the six qualities of character that define integrity, and how people with integrity:Are able to connect with others and build trust Are oriented toward reality Finish well Embrace the negative Are oriented toward increase Have an understanding of the transcendent
Integrity is not something that you either have or don't, but instead is an exciting growth path that all of us can engage in and enjoy.
The economy crashes, the government misfires, businesses fail, leaders don't lead, managers don't manage, and people don't follow through, leaving us asking, "How did that happen?"
Surprises caused by a lack of personal accountability plague almost every organization today, from the political arena to large and small businesses. How Did That Happen? offers a proven way to eliminate these nasty surprises, gain an unbeatable competitive edge, and enhance performance by holding others accountable the positive, principled way.
As the experts on workplace accountability and the authors of The Oz Principle, Roger Connors and Tom Smith tackle the next crucial step everyone can take, whether working as a manager, supervisor, CEO, or individual performer: creating greater accountability in all the people on whom you depend.
In Tribal Leadership, Dave Logan, John King, and Halee Fischer-Wright show corporate leaders how to first assess their company’s tribal culture and then raise their companies’ tribes to unprecedented heights of success. In a rigorous eight-year study of approximately 24,000 people in over two dozen corporations, Logan, King, and Fischer-Wright discovered a common theme: the success of a company depends on its tribes, the strength of its tribes is determined by the tribal culture, and a thriving corporate culture can be established by an effective tribal leader. Tribal Leadership will show leaders how to employ their companies’ tribes to maximize productivity and profit: the author’s research, backed up with interviews ranging from Brian France (CEO of NASCAR) to “Dilbert” creator Scott Adams, shows that over three quarters of the organizations they’ve studied have tribal cultures that are adequate at best.
Patrick Lencioni’s The Five Dysfunctions of a Team is about the reasons teams fail to work together for the collective good of an organization and ways to overcome these problems…
PLEASE NOTE: This is key takeaways and analysis of the book and NOT the original book.
Inside this Instaread of The Five Dysfunctions of a Team:Overview of the bookImportant PeopleKey TakeawaysAnalysis of Key Takeaways
Whether you're a manger looking to implement employee appraisalsfor the first time, concerned with improving the quality andeffectiveness of the appraisal process, or simply trying to savetime and mental anguish Performance Appraisals & Phrases ForDummies provides the tools you need to save time and energywhile presenting fair and accurate evaluations that foster employeegrowth.
This convenient, portable package includes a full-lengthappraisal phrasebook featuring over 3,200 spot-on phrases andplenty of quick-hitting expert tips on making the most out of theprocess. You'll also receive online access to writable,customizable sample evaluation forms other timesavingresources.Includes more than 3,200 phrases for clear, and helpfulevaluationsHelps make evaluations faster, more effective, and far lessstressfulOffers far more advice and coaching than other performanceappraisal booksServes as an ideal guide for managers new to the appraisalprocess
With expert advice from Ken Lloyd, a nationally recognizedconsultant and author, Performance Appraisals and Phrases ForDummies makes the entire process easier, faster, and moreproductive for you and your employees.
Written by Joan E. Pynes—a noted expert in publicadministration—this authoritative work shows how strategichuman resources management is essential for managing change in anincreasingly complex environment. The bookIncludes new material on workplace violence and employeedisciplineReviews updates on the legal environment of HRMContains suggestions for managing a diverse workforceOffers a wealth of revised tables and exhibitsUpdates the most recent developments in collective bargainingin the public and nonprofit sectorsOutlines the most current approaches to recruitment andselectionPresents an overview of recent information on compensation andbenefitsGives an update of the technological advances used forstrategic human resources managementProvides examples of HRM policies from other countries
The book also includes an enhanced instructor's guide withexamination questions, PowerPoint® slides, experientialexercises, and video vignettes that are coordinated with chaptersin the book.
The contents covers: Adult Learning in Today’s WorldTraditional Learning TheoriesAndragogySelf-Directed LearningTransformative LearningExperience and LearningBody and Spirit in LearningMotivation and LearningThe Brain and Cognitive FunctioningAdult Learning in the Digital AgeCritical Thinking and Critical PerspectivesCulture and ContextDiscussion questions and activities for reflection are included atthe end of each chapter.
A company's ability to grow and stay on top of customer demandhas always depended heavily on the quality of its people. Now, morethan ever, businesses recognize that finding (and keeping) a highlyskilled and motivated workforce is pivotal to success. Maybe you'rea business owner and your company is growing, or you're an employeeat a small- to midsize-company and management has asked you to takeon some—or all—of their HR functions. Either way,knowing how to set up and implement successful HR practices (not tomention navigating the legal minefields in today's increasinglyregulated environment) can be tricky.
Human Resources Kit For Dummies is your one-stop resourcefor learning the nuts and bolts of HR. It gives you forms andtemplates that you can put to immediate and productive use.New information on anti-discrimination legislation; measuringperformance; hiring, firing, and retaining employees; and trainingand development plansThe latest info on online and social media policiesUpdated forms and contracts, from job application forms andsample employee policies to performance appraisals and benefit planworksheets
If you're currently working in Human Resources or areresponsible for employees in your business, the tools presentedhere help you maximize the effectiveness of your own HRprogram.
As a manager in today’s business world, you can’t just tell your direct reports what to do: You need to help them make their own decisions, enable them to solve tough problems, and actively develop their skills on the job.
Whether you have a star on your team who’s eager to advance, an underperformer who’s dragging the group down, or a steady contributor who feels bored and neglected, you need to coach them: Help shape their goals—and support their efforts to achieve them.
In the HBR Guide to Coaching Employees you’ll learn how to:Create realistic but inspiring plans for growthAsk the right questions to engage your employees in the development processGive them room to grapple with problems and discover solutionsAllow them to make the most of their expertise while compelling them to stretch and growGive them feedback they’ll actually applyBalance coaching with the rest of your workload
Arm yourself with the advice you need to succeed on the job, from a source you trust. Packed with how-to essentials from leading experts, the HBR Guides provide smart answers to your most pressing work challenges.
In this book, you’ll be taught specific face-to-face interventions you can use to enhance performance in every kind of workplace situation--from sales to creative brainstorming. There are also interventions uniquely suited to resolving problems ranging from low productivity to absenteeism to conflicts between individuals. You’ll learn precisely what to say and do so that each person you supervise will want to give you his or her best work--even when that person was previously thought to be a "problem employee." Packed with brand-new case studies from Fournies’s latest research into the dynamics of the modern workplace, this classic guide takes all the guesswork out of becoming the kind of inspired, "hands-on" manager that every company today is looking for!
Team of Teams by General Stanley McChrystal is an examination of the process he began of restructuring the Joint Special Operations Command management style, from a rigid command structure to a cooperative team comprised of smaller specialized teams. While fighting Al-Qaeda in Iraq (AQI), General McChrystal noted how the United States and coalition militaries were efficient war-fighting machines, but they were not adaptable or effective against the seemingly disordered AQI. In 2005, after a particularly destructive terrorist attack at the opening of a sewage plant near Baghdad, McChrystal began considering whether the efficient structure was actually hindering the counterinsurgency, preventing them from responding to threats in real time and delaying the capture of AQI leader Abu Musab al-Zarqawi.
Modern military management originated at the 1900 World's Fair, when Frederick Winslow Taylor revealed his work in steel production efficiency. Taylor believed that there is a right way to do any given thing…
PLEASE NOTE: This is key takeaways and analysis of the book and NOT the original book.
Inside this Instaread Key Takeaways & Analysis of Team of Teams
• Overview of book
• Introduction to the Important People in the book
• Key Takeaways and Analysis of Key Takeaways
Why do we work? The question seems so simple. But Professor Barry Schwartz proves that the answer is surprising, complex, and urgent.
We’ve long been taught that the reason we work is primarily for a paycheck. In fact, we’ve shaped much of the infrastructure of our society to accommodate this belief. Then why are so many people dissatisfied with their work, despite healthy compensation? And why do so many people find immense fulfillment and satisfaction through “menial” jobs? Schwartz explores why so many believe that the goal for working should be to earn money, how we arrived to believe that paying workers more leads to better work, and why this has made our society confused, unhappy, and has established a dangerously misguided system.
Through fascinating studies and compelling anecdotes, this book dispels this myth. Schwartz takes us through hospitals and hair salons, auto plants and boardrooms, showing workers in all walks of life, showcasing the trends and patterns that lead to happiness in the workplace. Ultimately, Schwartz proves that the root of what drives us to do good work can rarely be incentivized, and that the cause of bad work is often an attempt to do just that.
How did we get to this tangled place? How do we change the way we work? With great insight and wisdom, Schwartz shows us how to take our first steps toward understanding, and empowering us all to find great work.
In over 13 years as a trainer, facilitator and mediator, Gary Harper has taught thousands of people in both the public and private sectors to successfully manage conflict. He also teaches for the Centre for Conflict Resolution at the Justice Institute in Vancouver, BC.
StrengthsFinder 2.0 is available in hardcover version as well as kindle. It is a number 1 Best Selling novel in Amazon’s Personal Finance category. So it has something superfluous that people have already found helpful. To boost your strengths the best possible way, you can try Strengths Finder 2.0.
Haydn Shaw, popular business speaker and generational expert, has identified 12 places where the 4 generations typically come apart in the workplace (and in life as well). These sticking points revolve around differing attitudes toward managing one’s own time, texting, social media, organizational structure, and of course, clothing preferences. If we don’t learn to work together and stick together around these 12 sticking points, then we’ll be wasting a lot of time fighting each other instead of enjoying a friendly and productive team. Sticking Points is a must-read book that will help you understand the generational differences you encounter while teaching how we can learn to speak one another’s language and get better results together.
Introducing the new, realistic loyalty pact between employer and employee.
The employer-employee relationship is broken, and managers face a seemingly impossible dilemma: the old model of guaranteed long-term employment no longer works in a business environment defined by continuous change, but neither does a system in which every employee acts like a free agent.
The solution? Stop thinking of employees as either family or as free agents. Think of them instead as allies.
As a manager you want your employees to help transform the company for the future. And your employees want the company to help transform their careers for the long term. But this win-win scenario will happen only if both sides trust each other enough to commit to mutual investment and mutual benefit. Sadly, trust in the business world is hovering at an all-time low.
We can rebuild that lost trust with straight talk that recognizes the realities of the modern economy. So, paradoxically, the alliance begins with managers acknowledging that great employees might leave the company, and with employees being honest about their own career aspirations.
By putting this new alliance at the heart of your talent management strategy, you’ll not only bring back trust, you’ll be able to recruit and retain the entrepreneurial individuals you need to adapt to a fast-changing world.
These individuals, flexible, creative, and with a bias toward action, thrive when they’re on a specific “tour of duty”—when they have a mission that’s mutually beneficial to employee and company that can be completed in a realistic period of time.
Coauthored by the founder of LinkedIn, this bold but practical guide for managers and executives will give you the tools you need to recruit, manage, and retain the kind of employees who will make your company thrive in today’s world of constant innovation and fast-paced change.
Performance reviews are one of the best tools managers have to shape company talent and culture, develop strong channels of communication with employees, and create systemic change. However, the stress and struggle to find just the right words is often what managers and HR professionals dislike most about conducting employee evaluations. In this pithy, user-friendly handbook, author and writing teacher Sandra E. Lamb lays out the best methods and proven tactics to administer productive evaluations that benefit both parties—and the company. Lamb teaches managers how to design scoring systems for employees that track progress with hard data, how to best prepare for and conduct both in-person and written reviews, and the key words to use. Covering hard and soft skills, 3000 Power Words and Phrases for Effective Performance Reviews includes lists of powerful phrases and words that clearly describe performance—both positive and negative—including sections targeted to specific industries and jobs. This guide empowers managers at all levels to master the art of performance reviews that achieve results.
This expanded edition includes four new chapters, covering recent ideas about human capital, fertility and economic growth, the division of labor, economic considerations within the family, and inequality in earnings.
"Critics have charged that Mr. Becker's style of thinking reduces humans to economic entities. Nothing could be further from the truth. Mr. Becker gives people credit for having the power to reason and seek out their own best destiny."—Wall Street Journal
The book's premise is simple: that to become an effective coach, managers and leaders need master only a few techniques, even though mastery obviously requires practice. Each chapter focuses on a specific technique - or Golden Rule - of coaching to help practice make perfect.
Tried and tested by generations within and beyond the workplace, this succinct and engaging book gives readers the tools to:
- create more time for themselves, by delegating well
- build, and enjoy working with, effective teams
- achieve better results
- enhance their interpersonal skills.
It demonstrates that coaching is not simply a matter of helping others and improving performance, but is also a powerful force for self-development and personal fulfilment.
The Americans with Disabilities Act was signed into law in 1990 to protect and assist over 20 million people with disabilities. Though its mandates for business are far-reaching, many forms of discrimination are still practiced, denying opportunity for employees and potential employees with disabilites, as well as the companies that might hire and support them. Meanwhile, as many analysts argue, we are heading toward a high-skill labor shortage, with a largely untapped resource ready to fill the gap.
Based on a multi-year research project by a team of experts in human resource management, economics, and communications, Hidden Talent showcases the innovative practices of organizations that are actively hiring, training, and retaining people with disabilities--and thriving as a result. The authors reveal the roots of disability discrimination, and demonstrate the benefits, to employers and employees alike, of investing in disabled workers, featuring in-depth case examples. Additional resources, including an overview of the ADA, information on tax and legal incentives, and a listing of related publications, organizations, and websites, will make this book essential for anyone researching, managing, or experiencing the dynamics of disability in the workplace.
Professional firms are forever trying to get their people to act like professionals—to do the right things. Though their various incentives may create employee compliance, these don't often encourage excellence. His answer is clear: It is believing passionately in what you do, never compromising your standards and values, and caring about your clients, your people and your own career. In clear and compelling terms, Maister shows that this approach is not only ethical but also conducive to commercial success.
"Shines a light on what it takes to create high performance." John McFarlane, Chairman, Barclays, Chairman, TheCityUK
Coaching for Performance is the definitive book for coaches, leaders, talent managers and professionals around the world.
An international bestseller, featuring the influential GROW model, this book is the founding text of the coaching profession. It explains why enabling people to bring the best out of themselves is the key to driving productivity, growth, and engagement. A meaningful coaching culture has the potential to transform the relationship between organizations and employees and to put both on the path to long-term success.
Written by Sir John Whitmore, the pioneer of coaching, and Performance Consultants, the global market leaders in performance coaching, this extensively revised and extended edition will revolutionize the traditional approach to organizational culture. Brand new practical exercises, corporate examples, coaching dialogues, and a glossary, strengthen the learning process, whilst a critical new chapter demonstrates how to measure the benefits of coaching as a return on investment, ensuring this landmark new edition will remain at the forefront of professional coaching and leadership development.
So begins the story of Farmer Able. Everyone on his farm -- people and animals alike – are downright downtrodden by him. He's overbearing and compulsively obsessed with profits and productivity. He's a typical top-down, power-based manager, forever tallying production numbers in his well-worn ledgers. But the more he pushes the hoofs and horns and humans, the more they dig in their heels. That is until one day when he hears a mysterious wind that whispers: "It's not all about me." Can he turn things around and begin attending to the needs of those on his farm, thus improving their attitudes and productivity?
Farmer Able is an engaging parable that entertains as it enlightens. It reveals a profound truth about the dysfunction in organizations and how dramatic improvements can be made when leaders liberate employees to operate at their fullest potential and discover the significance in their work.
If you're looking to develop a new and profoundly satisfying leadership style, one that advocates serving others and creating ethical, engaging workplaces and innovative environments, this book will set you on your way. If you are tired of "business as usual," this lively story will get you thinking about how to inspire your employees and produce better results.
In this timely, provocative book, Jeffrey Pfeffer contends that many modern management commonalities such as long work hours, work-family conflict, and economic insecurity are toxic to employees—hurting engagement, increasing turnover, and destroying people’s physical and emotional health—and also inimical to company performance. He argues that human sustainability should be as important as environmental stewardship.
You don’t have to do a physically dangerous job to confront a health-destroying, possibly life-threatening, workplace. Just ask the manager in a senior finance role whose immense workload, once handled by several employees, required frequent all-nighters—leading to alcohol and drug addiction. Or the dedicated news media producer whose commitment to getting the story resulted in a sixty-pound weight gain thanks to having no down time to eat properly or exercise. Or the marketing professional prescribed antidepressants a week after joining her employer.
In Dying for a Paycheck, Jeffrey Pfeffer marshals a vast trove of evidence and numerous examples from all over the world to expose the infuriating truth about modern work life: even as organizations allow management practices that literally sicken and kill their employees, those policies do not enhance productivity or the bottom line, thereby creating a lose-lose situation.
Exploring a range of important topics including layoffs, health insurance, work-family conflict, work hours, job autonomy, and why people remain in toxic environments, Pfeffer offers guidance and practical solutions all of us—employees, employers, and the government—can use to enhance workplace wellbeing. We must wake up to the dangers and enormous costs of today’s workplace, Pfeffer argues. Dying for a Paycheck is a clarion call for a social movement focused on human sustainability. Pfeffer makes clear that the environment we work in is just as important as the one we live in, and with this urgent book, he opens our eyes and shows how we can make our workplaces healthier and better.
As a trainer interested in game design, you know that games are more effective than lectures. You've seen firsthand how immersive games hold learners' interest, helping them explore new skills and experience different points of view.
But how do you become the Milton Bradley of learning games? Play to Learn is here to help.
This book bridges the gap between instructional design and game design; it's written to grow your game literacy and strengthen crucial game design skills. Experts Sharon Boller and Karl Kapp share real examples of in-person and online games, and offer an online game for you to try as you read. They walk you through evaluating entertainment and learning games, so you can apply the best to your own designs.
Play to Learn will also show you how to:Link game design to your business needs and learning objectives. Test your prototype and refine your design. Deploy your game to motivated and excited learners.
So don't just play around. Think big, design well, and use Play to Learn as your guide.
In most organizations nearly everyone is doing a second job no one is paying them for—namely, covering their weaknesses, trying to look their best, and managing other people’s impressions of them. There may be no greater waste of a company’s resources. The ultimate cost: neither the organization nor its people are able to realize their full potential.
What if a company did everything in its power to create a culture in which everyone—not just select “high potentials”—could overcome their own internal barriers to change and use errors and vulnerabilities as prime opportunities for personal and company growth?
Robert Kegan and Lisa Lahey (and their collaborators) have found and studied such companies—Deliberately Developmental Organizations. A DDO is organized around the simple but radical conviction that organizations will best prosper when they are more deeply aligned with people’s strongest motive, which is to grow. This means going beyond consigning “people development” to high-potential programs, executive coaching, or once-a-year off-sites. It means fashioning an organizational culture in which support of people’s development is woven into the daily fabric of working life and the company’s regular operations, daily routines, and conversations.
An Everyone Culture dives deep into the worlds of three leading companies that embody this breakthrough approach. It reveals the design principles, concrete practices, and underlying science at the heart of DDOs—from their disciplined approach to giving feedback, to how they use meetings, to the distinctive way that managers and leaders define their roles. The authors then show readers how to build this developmental culture in their own organizations.
This book demonstrates a whole new way of being at work. It suggests that the culture you create is your strategy—and that the key to success is developing everyone.
For years now, leaders in almost every industry have accepted two completely false assumptions--that change is hard, and that engagement drives results. Those beliefs have inspired expensive attempts to shield employees from change, involve them in high-level decision-making, and keep them happy with endless “satisfaction surveys” and workplace perks. But what these engagement programs actually do, Cy Wakeman says, is inflate expectations and sow unhappiness, leaving employees unprepared to adapt to even minor changes necessary to the organization’s survival. Rather than driving performance and creating efficiencies, these programs fuel entitlement and drama, costing millions in time and profit.
It is high time to reinvent leadership thinking. Stop worrying about your employees’ happiness, and start worrying about their accountability. Cy Wakeman teaches you how to hire “emotionally inexpensive” people, solicit only the opinions you need, and promote self-awareness in your whole team. No Ego disposes with unproven HR maxims, and instead offers a complete plan to turn your office from a den of discontent to a happy, productive place.
Patrick Lencioni’s The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues posits that in order to succeed—especially in a work environment—one must be a team player. Business leaders must be able to identify and hire team players to secure the best possible advantage over their competitors and leverage all the benefits of teamwork. Ideal team players share three core virtues: They are hungry, humble, and smart. To illustrate the ideal team player model in practice, Lencioni offers the hypothetical example of Valley Builders, a construction firm in Napa. Using this extended hypothetical as referent, Lencioni illustrates the components of the ideal team and explains how to apply them.
Valley Builders was founded some 30 years ago by Bob Shanley. On the advice of his doctor, Shanley is retiring, but at a critical juncture: the firm has just inked deals on its two biggest jobs to date...
PLEASE NOTE: This is key takeaways and analysis of the book and NOT the original book.
Inside this Instaread Summary of The Ideal Team Player:
· Overview of the Book
· Important People
· Key Takeaways
· Analysis of Key Takeaways
About the Author
With Instaread, you can get the key takeaways, summary and analysis of a book in 15 minutes. We read every chapter, identify the key takeaways and analyze them for your convenience.
From mentoring interns to working with senior staff, you’ll get actionable advice for approaching various obstacles in your path. This book is ideal whether you’re a new manager, a mentor, or a more experienced leader looking for fresh advice. Pick up this book and learn how to become a better manager and leader in your organization.Begin by exploring what you expect from a managerUnderstand what it takes to be a good mentor, and a good tech leadLearn how to manage individual members while remaining focused on the entire teamUnderstand how to manage yourself and avoid common pitfalls that challenge many leadersManage multiple teams and learn how to manage managersLearn how to build and bootstrap a unifying culture in teams
Employees filed more than 95,000 discrimination, harassment and retaliation claims against their employers in 2008, with the biggest jump occurring in age discrimination and retaliation claims. In these tough economic times, it's evident that more employees are considering taking their grievances to court.
Enter The Essential Guide to Workplace Harassment & Discrimination, the essential reference for human resources professionals, managers and supervisors who are responsible for addressing and preventing harassment and discrimination problems in the workplace. Taking into consideration the practical realities of applying the law in everyday situations, this guide answers common questions that you're likely to encounter regularly.
Though you'll read thorough explanations, in plain English, of the important legal principles that professionals must understand in order to deal with discrimination in the workplace, you'll also get samples, quizzes and scenarios that will help you to apply these principles in real-world situations. Find guidance on:
. what harassment is and how to stop it
. when and how discrimination occurs
. how to draft and communicate effective policies
. how to conduct training
. how to handle employee complaints and investigate claims thoroughly
. how to protect the company with proper documentation
. what to expect if an employee files a charge or lawsuit
The Essential Guide to Workplace Harassment & Discrimination is packed with legal strategies and information for busy managers, giving you the tools to protect your employees -- and the company -- from workplace harassment and discrimination.
- Download forms for book on nolo.com
As the senior vice president of Walgreens, Randy Lewis created thousands of full-time jobs for people with disabilities. No Greatness without Goodness offers a firsthand account of what it takes to lead with courage in order to change people’s lives for the better. Randy’s motto is “What’s the use of having power if you don’t use it to do good?” In this book, you’ll learn how to start working for good, no matter where you are or how much power you hold.