Other books that might interest you

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  The Four Elements of Success - A...

  Laurie Beth Jones

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  Laurie Beth Jones, management expert and business consultant extraordinaire, noticed that of the personality/temperament profiles in the market today, none of them provided a tool that was simple, visual, intuitive, and powerful enough to create a shift in thinking as well as relating. So she developed The Path Elements Profile (PEP), which can be used in recruitment, placement, retention, team building, and customer relations as businesses transform many individuals into a harmonizing, humming force for good. Within the framework of the book will be scriptural examples as well as modern-day business stories. 
  Based upon the elements of Earth, Water, Wind and Fire, the Path Elements Profile helps determine both individual and team behavioral tendencies that affect everything from career choice to daily “to do” lists. We choose to act on what we value, and each element type values very different things:Fire personality types love and thrive on challengeWater personality types thrive on harmony and calmWind personality types love chaos and changeEarth personality types love order and structure 
    
  PART I of this book provides an overview of the elements themselves as individual personality types. Jones will explain each element's strengths and challenges and will have the readers identify their own as well as those of their team members. 
  Then in PART II, readers will assess their teams. There are 28 one-day principles, that, if followed, will take readers on a simple yet radical journey to a transformed workplace. 
  An assessment test for your team’s elemental strengths and weaknesses, accompanying graphics, and appendices are included in the audiobook companion PDF download.

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  Inclusify - The Power of...

  Stefanie K. Johnson

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  In this groundbreaking guide, a management expert outlines the transformative leadership skill of tomorrow—one that can make it possible to build truly diverse and inclusive teams which value employees' need to belong while being themselves. 
  Humans have two basic desires: to stand out and to fit in. Companies respond by creating groups that tend to the extreme—where everyone fits in and no one stands out, or where everyone stands out and no one fits in. How do we find that happy medium where workers can demonstrate their individuality while also feeling they belong? 
  The answer, according to Stefanie Johnson, is to Inclusify. In this essential handbook, she explains what it means to Inclusify and how it can be used to strengthen any business. Inclusifying—unlike "diversifying" or "including"—implies a continuous, sustained effort towards helping diverse teams feel engaged, empowered, accepted, and valued. It's no use having diversity if everyone feels like an outsider, she contends. 
  In her research, Johnson found common problems leaders exhibit which frustrate their attempts to create diverse and cohesive teams. Leaders that underestimated the importance of group coherence and dynamics often have employees who do not feel like they belong; leaders that ignore the benefits of listening to different perspectives leave some people feeling like they cannot be their authentic selves. 
  By contrast, leaders who Inclusify can forge strong relationships with their teams, inspire greater productivity from all of their workers, and create a more positive environment for everyone. Having a true range of different voices is good for the bottom line—it allows for the development of the best, most innovative, and creative solutions that are essential to success. 
  Inclusify reveals the unexpected ways that well-intentioned leaders undermine their teams, explains how to recognize the myths and misperceptions that drive these behaviors, and provides practical strategies to become an Inclusifyer. By learning why uniqueness and belonging are so imperative, leaders can better understand what makes their employees tick and find ways to encourage them to be themselves while ensuring they feel like they are fully part of the group. The result is a fully engaged team filled with diverse perspectives—the key to creating innovative and imaginative ideas that drive value.

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  Transforming Leadership

  James MacGregor Burns

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  The New York Times–bestselling author and Pulitzer Prize winner examines the history of leadership, and the crucial role of leaders in a healthy democracy.   In Transforming Leadership, James MacGregor Burns illuminates the evolution of leadership structures—from the chieftains of tribal African societies, through Europe’s absolute monarchies, to the blossoming of the Enlightenment’s ideals of liberty and happiness during the American Revolution.   Along the way, he looks at key breakthroughs in leadership and the towering leaders who attempted to transform their worlds—Elizabeth I, Washington, Jefferson, Gandhi, Eleanor Roosevelt, Gorbachev, and others. Culminating in a bold and innovative plan to address the greatest global leadership challenge of the twenty-first century, the long-intractable problem of global poverty, Transforming Leadership will spark lively discussion in classrooms and boardrooms throughout the country.  

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  Trading For A Social Or...

  IntelligentHQ.com

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  A social enterprise is a business that trades for a social and/or environmental purpose.
  
  Social enterprises generally have a remit to do good in some way by solving a social or environmental problem. These organisations typically know who they are trying to help and why. One difference between social enterprises and charities is that these are organisations that aim to meet their needs for income through vending products and services. They will often not look for grants and donations to keep going. That said, they may use grants to get underway at the outset, or may look for alternative sources of financing such as debt finance (loans), equity finance or community finance. The founder of social enterprises generally launches them with a view to making a difference in the area targeted.

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  Technology That Every CIO Needs...

  Dr. Jim Anderson

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  As the CIO of your company, it's your job to stay on top of all of the different forms of technology that the company uses to accomplish its business goals. This task is made even harder by all of the changes that are always occurring in the various technology fields. 
   
  As the CIO you need to be understand how to pick the correct type of database to be used on projects. You need to watch the rollout of other large-scale IT projects and learn from them: what went right and what went wrong. 
  
   
  What You'll Find Inside: 
  
  The 7 Stages of Big Data Analytics That Every CIO Needs to Know About
  CIOs Need To Plan For the End of a Cloud Relationship
  Why CIOs Need To Get Good At Reusing Technology
  When It Comes To Data Mining – Is The CIO In Charge? 
  
  
   
  The IT world that we live in these days seems to be awash in big data. As the CIO you are going to be called on to make important decisions about how your firm handles its own big data issues. You'll need to pick the right solutions and ensure that you are not being locked into proprietary vendor solutions. 
   
  It seems as though every firm is in the process of moving more and more of their computing into "the cloud". As the CIO it's going to be your responsibility to make sure that you have a plan for how you want to handle your cloud vendor at the start of the relationship as well as at the end of it. 
   
  The value of the IT department to the rest of the company becomes apparent when other departments need your help in sifting through vast quantities of data. Make sure that you have a plan for how you are going to do this. Also make sure that you have a help desk that is going to be ready to provide your customers with the support that they'll need. 
   
  This book has been written in order to provide you with a great starting point for ensuring that you've done everything that you can to stay on top of the latest technology that is being used by your company. Follow the suggestions in this book and you'll know what technologies to use and when to use them. 
   
  For more information on what it takes to be a great CIO, check out my blog, The Accidental Successful CIO, at: 
   
  www.TheAccidentalSuccessfulCIO.com

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  151 Quick Ideas to Recognize and...

  Ken Lloyd

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  Most managers understand the importance of giving their employees recognition and rewards, but when it comes to actually doing so, they often come up empty or use outdated, ineffective strategies. 151 Quick Ideas to Recognize and Reward Employees will help managers stock up. Recognition and rewards are consistently found to be among the most powerful of all motivators for employees at any job level. In fact, when employees are asked to describe their most satisfying experiences at work, they frequently mention situations in which they received recognition and rewards for their performance. And, importantly, when managers are skilled in providing this type of feedback, their employees typically reward them with increased productivity, commitment, and overall performance. However, just like customers who always order the same old entree at a restaurant, managers tend to choose the same old kinds of recognition and rewards. Some traditional rewards still work well, of course, but there is always room for new ideas.151 Quick Ideas to Recognize and Reward Employees offers you the full menu of recognition and reward strategies. It comes with detailed descriptions of the most popular ideas in business, plus others that are destined to become classics. Ideas such as:— Enriching jobs by giving employees more autonomy and decision-making responsibilities.— Purchasing personally signed books suited to the potential you see in eachemployee.— Awarding special coupons for free gasoline or transportation.— Hiring a masseuse to rub out stiff necks and backs.— Making your employees more invested by offering profit-sharing.— Plus many free or low-cost rewards.Included with each of the 151 strategies is an “assignment” that you can use as a roadmap to bring the idea to life.

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