Belonging Factor: How Great Brands and Great Leaders Inspire Loyalty, Build Community and Grow Profits

Publish Your Purpose Press
Free sample

MOST ORGANIZATIONS have well-written, well-intentioned culture and values statements. They review them at big meetings and plaster them on the walls in the building. Designed to inform how the brand and the people behave, they're intended to have a positive impact on people, process and profits.


The problem: A staggering majority of them are bullsh!t. But there is a way to reimagine your values, your culture and your brand in a way that inspires tremendous loyalty, builds community and delivers profits. Entrepreneur and award-winning sales leader Devin Halliday can show you how.


The Belonging Factor is a system based on five shared characteristics of the greatest brands and most successful leaders. ​​

It is designed for CEOs, executives, senior leaders and anyone interested in building an authentic, inspired, diverse culture, centered in a deep sense of belonging.


In this book, Devin Halliday shares stories of brands and leaders who are getting it done, and those that aren't. The simple tools and practical application make the Belonging Factor a must-have resource, no matter your title or position. Whether you're running your own company, coaching a team or just have a passion for success because of people, not on the backs of them, the Belonging Factor is the book you need to inspire people, improve process and deliver profits.

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About the author

I’m on a personal mission to unlock and develop the potential in others, so that they may do more in the world.


I am a Northern California native, living in Pittsburgh, Pennsylvania. I’ve explored the people, places and cultures across this beautiful planet. I’ve been amazed. I’ve been humbled. I’ve been outraged. But mostly, I’ve been inspired.


After nearly twenty years leading people and delivering award-winning results in a Fortune 15 technology company, I started a new and fulfilling chapter. As Founder and Chief Belonging Architect of Rudiment Solutions – A People Empowerment Company, I am able to bring a lifetime’s worth of inspiration and influence to those looking to achieve more.


As the author of the upcoming book, “BE/LONG/ING FACTOR” and host of the Belonging Factor Podcast, I get to share my personal mission with the world.


I believe people are the core rudiment of any successful endeavor. Through dynamic leadership and people-focused processes, I help others quickly identify opportunities and challenges, create effective strategies and engage teams to exceed expectations.

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Additional Information

Publisher
Publish Your Purpose Press
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Published on
Sep 9, 2019
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Pages
164
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ISBN
9781946384805
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Language
English
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Genres
Business & Economics / Careers / General
Business & Economics / Leadership
Business & Economics / Workplace Culture
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Content Protection
This content is DRM protected.
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Read Aloud
Available on Android devices
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Eligible for Family Library

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This highly anticipated follow-up to the bestselling title The Phoenix Project takes another look at Parts Unlimited, this time from the perspective of software development.

In The Unicorn Project, we follow Maxine, a senior lead developer and architect, as she is exiled to the Phoenix Project, to the horror of her friends and colleagues, as punishment for contributing to a payroll outage. She tries to survive in what feels like a heartless and uncaring bureaucracy and to work within a system where no one can get anything done without endless committees, paperwork, and approvals.

One day, she is approached by a ragtag bunch of misfits who say they want to overthrow the existing order, to liberate developers, to bring joy back to technology work, and to enable the business to win in a time of digital disruption. To her surprise, she finds herself drawn ever further into this movement, eventually becoming one of the leaders of the Rebellion, which puts her in the crosshairs of some familiar and very dangerous enemies.

The Age of Software is here, and another mass extinction event looms—this is a story about rebel developers and business leaders working together, racing against time to innovate, survive, and thrive in a time of unprecedented uncertainty...and opportunity.

“The Unicorn Project provides insanely useful insights on how to improve your technology business.”—DOMINICA DEGRANDIS, author of Making Work Visible and Director of Digital Transformation at Tasktop

———

“My goal in writing The Unicorn Project was to explore and reveal the necessary but invisible structures required to make developers (and all engineers) productive, and reveal the devastating effects of technical debt and complexity. I hope this book can create common ground for technology and business leaders to leave the past behind, and co-create a better future together.”—Gene Kim, November 2019
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In his work with organizations around the world, Simon Sinek noticed that some teams trust each other so deeply that they would literally put their lives on the line for each other. Other teams, no matter what incentives are offered, are doomed to infighting, fragmentation and failure. Why?

The answer became clear during a conversation with a Marine Corps general. "Officers eat last," he said. Sinek watched as the most junior Marines ate first while the most senior Marines took their place at the back of the line. What's symbolic in the chow hall is deadly serious on the battlefield: Great leaders sacrifice their own comfort--even their own survival--for the good of those in their care.
     
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Sinek illustrates his ideas with fascinating true stories that range from the military to big business, from government to investment banking.
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Marquet was a Naval Academy graduate and an experienced officer when selected for submarine command. Trained to give orders in the traditional model of “know all–tell all” leadership, he faced a new wrinkle when he was shifted to the Santa Fe, a nuclear-powered submarine. Facing the high-stress environment of a sub where there’s little margin for error, he was determined to reverse the trends he found on the Santa Fe: poor morale, poor performance, and the worst retention rate in the fleet.

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