Building Culture

When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley.

We often wonder what Jesus will ask us when we meet Him face to face. We believe that some of his first questions will be about discipleship. How have we followed His Great Commission to make disciples? How many disciples did we raise up to do greater things than we ourselves achieved? Who "imitates our lives as we imitate Christ"? Jesus did not command us to build the church; He called us to make disciples.

Employees that don't take ownership of their work. Friction between departments. Inconsistent results. These are the top challenges that face most businesses today. These common issues create high turnover and force managers into crisis mode where they're consumed putting out daily fires. Over time, the very nature of the business changes and a new culture emerges; one shaped by the lowest level of acceptable behavior. Beyond the Hammer approaches these concerns in two highly engaging sections.

In High Ten: An Inspiring Story About Building Great Team Culture, Martin Rooney draws from his extensive experience developing top-level teams around the world to help leaders of all kinds foster and sustain winning cultures. This engaging parable shows you that every business, sports team, and family has a culture.

While the success of Disneyland is largely credited to Walt and Roy Disney, there was a third, mostly forgotten dynamo instrumental to the development of the park: fast-talking Texan C. V. Wood. Three Years in Wonderland presents the never-before-told, full story of "the happiest place on earth".

In The Culture Solution, business consultant and The New York Times best-selling author of The Dream Manager and Off Balance presents the six enduring principles of a dynamic culture, designed in a way that is both intensely practical and inspiring. If you want to grow your business; attract, grow, and retain top talent; learn the key to hiring in the 21st century; teach every person in your organization that they have a role to play in making the culture better today than it was yesterday, this book is for you and every person on your team.

Imagine a school where students, parents, teachers, and leaders joyfully take responsibility for their own choices, behavior, and learning because they have mastered connection. Through the lens of applied neuroscience, Loving Our Students on Purpose will empower you with the tools to shift from the weariness of reactive behavior management to purposeful behavior education, which will result in teachers enjoying teaching and students enjoying learning.

Are you a student leader looking to make a lasting impact on your organization and leave a legacy of excellence? Look no further than "The Student Leadership Handbook: Building a Culture of Excellence and Empowerment," your ultimate guide to transforming your collegiate organization and developing the skills needed to become an exceptional leader.

"What an asshole!" How many times have you said that about someone at work? You're not alone! In this groundbreaking book, Stanford University professor Robert I. Sutton builds on his acclaimed Harvard Business Review article to show you the best ways to deal with assholes...and why they can be so destructive to your company.

Become the effective, proactive leader you aspire to be with this practical tool kit for leading people and organizations.

Each and every one of us has a unique perspective on what it takes to be a successful leader. And we all understand that there is no cookie cutter formula that will hand you the magic keys to unlocking a high-performance culture. The 9L's will expound on the key principles, the core concepts that each and every person can apply and use, no matter what their background or leadership beliefs are!

Building Digital Culture aims to answer a simple question: How can organisations succeed when the environment they operate in is changing so quickly? The last thing businesses need today is a digital strategy. Instead, their strategy needs to be fit for our fast-changing digital world, where businesses have more data than they know what to do with, a media landscape that's exploded in size and complexity, the risk of a new disruption around every corner, and only one certainty: that this change won't let up.

The updated Thin Book of Trust offers a framework that supports trust building as a workplace competency. It is based on the idea that building trust is a competency, a set of skills that can be learned, improved, and practiced. It will help you continuously improve your ability to build and maintain trust with others. It can also help you create and contribute to a high-trust culture at work.

What makes leaders stand out above the crowd? It very often has a lot to do with the relationships they build at home, at work, and in their communities. Relational leaders invest in good habits today so they will be successful tomorrow. Author and ministry coach Boyd Bailey has identified 30 habits that will help you build healthy relationships by promoting a culture of trust, love, and respect with the people you serve. Through practical advice and stories of leaders in action, you will learn how to listen with empathy, lead by example, and so much more.

Your organization's culture can feel like something that has a life of its own; it's long-standing, inherited, and seemingly impermeable - in fact, a strong culture is often an obstacle to doing new things or going in new directions. But leaders are the stewards of a company's culture and have the power to shape it. The best leaders know that organizational culture is a fundamental and powerful management tool that can drive positive outcomes.

In too many organizations, great ideas and unusual solutions can be suppressed, ignored, or attacked. Departments defend their turf, and people choose what is safe over what is better. Bad ideas move forward and good ideas die, which can lead to disastrous results - financial or otherwise. Luckily, there is a workable path out of this dysfunction. Kim Barnes’ process of constructive debate shows how to establish conditions that encourage the free exchange, discussion, and development of ideas and eliminate conditions that prevent potentially useful ideas from getting heard.

The most important attribute high-performing organizations have in common is that they are well led. Every organization dreams of having enough leaders. Yet too many organizations take a haphazard or inconsistent approach to leadership development. The result is a dearth of leaders and a failure to leverage the full capacity of the enterprise.

In Reconnect: Building School Culture for Meaning, Purpose, and Belonging, a team of distinguished educators from Teach Like a Champion and Uncommon Schools deliver practical guidance and concrete advice for teachers, administrators, and community members who seek to dramatically improve the lives of children and young people by fostering a sense of belonging in schools. In the book, you'll find hands-on solutions to build or rebuild students' sense of shared work and community in an era of increasing isolation and disconnections.

Ideas are everywhere, but those with the greatest problem-solving, business-transforming, and life-changing potential are often hard to identify. Even when we recognize good ideas, applying them to everyday obstacles - whether in the workplace, our homes, or our civic institutions - can seem insurmountable. According to Matthew Syed, it doesn't have to be this way. In Rebel Ideas, Syed argues that our brainpower as individuals isn't enough. To tackle problems from climate change to economic decline, we'll need to employ the power of "cognitive diversity".

Conklin’s audiobook is an interesting and informal discussion with the listener about the five principles of human performance; principle by principle, section by section. These five theories about how humans perform in organizations are principles, the building blocks of human performance, through which we have established a new way to think about safety and reliability in our worlds...and changing the way we think about work is a vital step toward improvement.