Other books that might interest you

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  Cultivate - The 6 Non-Negotiable...

  Walter Bond, Antoinette Bond

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  Cultivate: The Six Non-Negotiable Traits of a Winning Team is a robust and empowering narrative about three corporate team leaders discovering how to build a high-performing team. Over the course of the story, you'll follow these frustrated leaders as they take an introspective look into their own flaws, strengths, fears, habits, and shortcomings and learn firsthand how they impact their teams' cultures.The authors demonstrate how leaders build the cultures they work in and explain why it's up to them to manage and improve it. The book is packed with tried-and-true teamwork fundamentals that are simple to understand and apply. Listeners will also find: explanations of why companies are struggling to recruit, develop, and retain strong teams; practical and applicable tips for employee and team member retention; and explorations of the six traits of high-performing teams that are the signature of all elite business units.A can't-miss journey through the fundamentals of recruiting, building, and maintaining a high-performing team in your own organization, Cultivate is a valuable resource for executives, managers, and other business leaders struggling to adapt to the human resources and retention challenges posed by the new economy. In business, organizations are totally dependent on a leader's ability to CULTIVATE!

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  The Boldly Inclusive Leader -...

  Minette Norman

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  To create cultures where diverse teams flourish, we need boldly inclusive leaders.Organizations have made public commitments to diversity, equity, inclusion, and belonging, yet their leaders rarely have the skills to lead inclusively. Leadership consultant and former Silicon Valley executive Minette Norman is committed to changing that by sharing some of the most important things she’s discovered over the decades she spent in the corporate world, such as• every human being needs to feel they belong, • teams thrive when everyone feels safe enough to share their unique ideas and experiences, • innovation is a group activity,• empathy and compassion are leadership superpowers, and• leaders set the tone by what they say, do, reward, and tolerate.      This is not a book about quick fixes or paying lip service to the hot topic of inclusion. This is for leaders who want to boldly transform the workplace and are willing to leave their comfort zones. As a leader, you will learn to maximize your team’s potential and appreciate that inclusive leadership is an ongoing journey. As Minette shows, there is no flipping a switch or a neat, three-step formula. Inclusive leadership takes commitment and practice, but the rewards are enormous.

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  The Cost-Benefit Revolution

  Cass R. Sunstein

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  Why policies should be based on careful consideration of their costs and benefits rather than on intuition, popular opinion, interest groups, and anecdotes.  
  Opinions on government policies vary widely. Some people feel passionately about the child obesity epidemic and support government regulation of sugary drinks. Others argue that people should be able to eat and drink whatever they like. Some people are alarmed about climate change and favor aggressive government intervention. Others don't feel the need for any sort of climate regulation. 
  In The Cost-Benefit Revolution, Cass Sunstein argues our major disagreements really involve facts, not values. It follows that government policy should not be based on public opinion, intuitions, or pressure from interest groups, but on numbers-meaning careful consideration of costs and benefits. Will a policy save one life, or one thousand lives? Will it impose costs on consumers, and if so, will the costs be high or negligible? Will it hurt workers and small businesses, and, if so, precisely how much? 
   As the Obama administration's "regulatory czar," Sunstein knows his subject in both theory and practice. Drawing on behavioral economics and his well-known emphasis on "nudging," he celebrates the cost-benefit revolution in policy making, tracing its defining moments in the Reagan, Clinton, and Obama administrations (and pondering its uncertain future in the Trump administration). 
   He acknowledges that public officials often lack information about costs and benefits, and outlines state-of-the-art techniques for acquiring that information. Policies should make people's lives better. Quantitative cost-benefit analysis, Sunstein argues, is the best available method for making this happen-even if, in the future, new measures of human well-being, also explored in this book, may be better still.

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  Contemporary Practice and Theory...

  Timea Havar-Simonovich, Daniel...

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  Organizations are the central entities of the business world, comprising multiple people pursuing a collective goal while being linked to an external environment. Both academics and practitioners have kept up a continuing interest in advancing their understanding of organizations. 
  
  This is the first of two volumes dedicated to the state of the art of theories and practices of organizations. It is the outcome of contributions by alumni and alumnae of the ESB Business School at Reutlingen University. This first volume provides a discussion of contemporary organizational forms and properties, as well as on team aspects.

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  Corporate Chanakya

  Radhakrishnan Pillai

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  In the 4th century BC, Chanakya documented his ideas on leadership and strategy in the Arthashashtra. In the present book, the author simplifies these age-old formulae for success for today's leaders. In its sections on Leadership, Management & Training, Corporate Chanakya applies Chanakya's Wisdom across a host of areas including business organisation, strategy, decision making, finance, time management and responsibilities of a leader. Gain from this guide and discover the leader in you...

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  The 4 Stages of Psychological...

  Timothy R. Clark

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  This book is the first practical, hands-on 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. 
   
   
   
  Fear has a profoundly negative impact on engagement, learning efficacy, productivity, and innovation, but until now there has been a lack of practical information on how to make employees feel safe about speaking up and contributing. Timothy Clark, a social scientist and an organizational consultant, provides a framework to move people through successive stages of psychological safety. The first stage is member safety-the team accepts you and grants you shared identity. Learner safety, the second stage, indicates that you feel safe to ask questions, experiment, and even make mistakes. Next is the third stage of contributor safety, where you feel comfortable participating as an active and full-fledged member of the team. Finally, the fourth stage of challenger safety allows you to take on the status quo without repercussion, reprisal, or the risk of tarnishing your personal standing and reputation. This is a blueprint for how any leader can build positive, supportive, and encouraging cultures in any setting.

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