Workplace Leadership

Everyone has something they want to change. Marketers want to change their customers' minds and leaders want to change organizations. Start-ups want to change industries and nonprofits want to change the world. But change is hard. Often, we persuade and pressure and push, but nothing moves. Could there be a better way? This book takes a different approach. Successful change agents know it's not about pushing harder, or providing more information, it's about being a catalyst.

"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.

Many corporations have slick, flashy mission statements that ultimately do little to motivate employees and less to impress customers, investors, and partners. But there is a way to share your excitement for the future of your company in a clear, compelling, and powerful way, and entrepreneur and business growth expert Cameron Herold can show you how.

In Immunity to Change, authors Robert Kegan and Lisa Laskow Lahey show how our individual beliefs - along with the collective mindsets in our organizations - combine to create a natural but powerful immunity to change. By revealing how this mechanism holds us back, Kegan and Lahey give us the keys to unlock our potential and finally move forward. And by pinpointing and uprooting our own immunities to change, we can bring our organizations forward with us.

The Song of Significance is a rousing contemplation on work: why it is the way it is, why it’s gotten so bad, what all of us–especially leaders–can do to make it better.

This audiobook is a practical guide that shows how leaders can build psychological safety in their organizations, creating an environment where employees feel included, fully engaged, and encouraged to contribute their best efforts and ideas. Perhaps, the leader’s most challenging task is to increase intellectual friction while decreasing social friction.

Starting in 1997, Bob Chapman and Barry-Wehmiller pioneered a dramatically different approach to leadership that creates off-the-charts morale, loyalty, creativity, and business performance. The company utterly rejects the idea that employees are simply functions to be moved around, "managed" with carrots and sticks, or discarded at will. Instead Barry-Wehmiller manifests the reality that every single person matters, just like in a family. That's not a cliché on a mission statement; it's the bedrock of the company's success.

Organizations are coming to the reality that work-life balance is no longer solely an issue for working women. As we progress further into the 21st century, workers and ways of working are changing. We have four generations operating together in the workplace and a tremendous variety of professional expectations, values, goals, and needs. People want to work, but more and more need work to work better in their lives.

Ethical challenges ranging from designing a diversity and inclusion strategy to creating a process for handling harassment allegations or establishing an employee discipline or termination process can overwhelm even senior leaders. This quick-guide walks you through these and many more critical ethical challenges you’ll face when managing a team and workplace.

Consciousness is the main source of organizational greatness. "Conscious business", explains Fred Kofman, means finding your essential values through your work. A conscious business seeks to promote the intelligent pursuit of happiness in all its stakeholders. It produces sustainable, exceptional performance through the solidarity of its community and the dignity of each member.

As one of the globe's most trusted leadership mentors, John C. Maxwell debunks the myths that hold people back from leaning into and developing their influence. In this inspiring call-to-action, he shows middle managers how to leverage their unique positions and become 360 degree leaders by exercising influence in all directions - up (to the boss), across (among their peers), and down (to those they lead).

Was it a typo when the CEO mandated that the organization "institutionalize incompetents"? If not, how did the company wind up institutionalizing incompetence instead? How to Work for an Idiot is still the confessions of a recovering Idiot Boss. After decades of writing and consulting, Dr. Hoover finally realized that many of the people he kept trying to "energize" and "enlighten" were, well, idiots. More importantly, he was an idiot for thinking he could change them. This new edition is bigger and better - and filled with even more idiots - than before.

Unfortunately, far too many people don’t like where they work. Some organizations are unhealthy and full of disrespectful behavior. Other workplaces are simply uninspiring. For various reasons, countless people feel trapped, indifferent, or bored at work. The authors of this book believe that people should be able to like where they work. When employees like the places they work, it’s not only good for their mental health and well-being, it’s also good for their organizations - both financially and otherwise.

Some people have it, and others don’t. Jeffrey Pfeffer explores why in Power. One of the greatest minds in management theory and author or co-author of thirteen books, including the seminal business-school text Managing With Power, Jeffrey Pfeffer shows listeners how to succeed and wield power in the real world.

We've reviewed the ideas, insights, and best practices from the past year of Harvard Business Review to keep you up-to-date on the most cutting-edge, influential thinking driving business today. With authors from Michael E. Porter to Katrina Lake and company examples from Alibaba to 3M, this volume brings the most current and important management conversations right to your fingertips.

Stretching across 500 miles of northern Spain, the Camino de Santiago has been a pilgrimage route for centuries. Setting off as a competitive, shrewd negotiator with little patience for small talk, Victor Prince emerged as a very different person - more balanced, more caring, more present in the moment, but looking to the future. Prince translates this growth experience into seven leadership skills, each linked to values that have guided Camino travelers for centuries.

Steven Mandis charts the evolution of Goldman Sachs from an ethical standard to a legal one and uncovers the forces behind what he calls Goldman's "organizational drift". Drawing from his firsthand experience; sociological research; analysis of SEC, congressional, and other filings; and a wide array of interviews with former clients, detractors, and current and former partners, Mandis exposes the pressures that forced Goldman to slowly drift away from the very principles on which its reputation was built.

With in-depth research, interviews, and provocative analysis, Mira Kamdar offers a penetrating view of India and its cultural and economic impact on the United States and the world. From Bollywood to the Indian diaspora to India's effect on global politics, she reports on the people, companies, and places shaping the new India. Kamdar examines the challenges India faces while celebrating India's tremendous vitality and the opportunities this Asian democracy has to shape its own and all of our destinies.

Your organization's culture is the key to its success. Strategic planning is essential. People's competencies should be measured and their weaknesses shored up. People crave feedback. These may sound like basic truths of our work lives today. But actually, they're lies. As Marcus Buckingham and Ashley Goodall show in this provocative, inspiring book, there are some big lies - distortions, faulty assumptions, wrong thinking - running through our organizational lives.

The Loudest Duck is a book for managers and executives faced with the productivity and leadership challenges of a heterogeneous, multicultural workplace. It's a book for anyone working his or her way up the ladder in this new corporate world order. It's a book for anyone who belongs to a non-dominant group, be it women, people of color, short people, or employees who don't play golf but whose bosses do.