Organizational Behavior Management

In his new audiobook, The Heart-Led Leader, Spaulding turns his focus to ourselves - to who we are. Authentic leaders, Spaulding says, live and lead from the heart. The values and principles that guide our lives and shape our ability to lead others is far more important than our titles or our ability to crunch numbers or the impressive degrees we display on our walls. To effect true transformational change, heart-led leaders draw on the qualities of humility, vulnerability, transparency, empathy, and love.

Mastering Executive Transitions: The Definitive Guide, by Navid Nazemian, explores the intersection between executive leaders and their career transitions, the research of transitions versus the reality of it, and the increased complexity and demands from executives coupled with shorter tenure and executive overwhelm. This book demonstrates how the biggest transition mistakes can be avoided and provides a proven framework to transition most successfully.

When it comes to running a business, the most important decisions a leader makes are not about products or locations - they're about people. For the past 33 years, Dee Ann Turner has been recruiting, training, and retaining some of the best employees in the restaurant business. Now she's ready to share her secrets on how to build, sustain, and grow an organizational culture that attracts world-class talent and consistently delights customers, no matter what your industry.

We typically work most directly with a small group of no more than 10 people, and in that team, we have a high degree of influence. Charlie Gilkey, an internationally known thought leader on productivity, planning, strategy, and leadership for creative people, explains how changing our team's habits can change our company's culture since that culture is always just an aggregation of its various teams' work habits.

Team Topologies is a practical, step-by-step, adaptive model for organizational design and team interaction based on four fundamental team types and three team interaction patterns. It is a model that treats teams as the fundamental means of delivery, where team structures and communication pathways are able to evolve with technological and organizational maturity. In Team Topologies, IT consultants Matthew Skelton and Manuel Pais share secrets of successful team patterns and interactions to help listeners choose and evolve the right team patterns for their organization.

Through her global consulting projects, keynote speeches, and work with thousands of leaders, Karen has seen first-hand how a pervasive lack of clarity strangles business performance and erodes employee engagement. Ambiguity is the corporate default state, a condition so prevalent that “tolerance for ambiguity” has become a clichéd job requirement. It doesn’t have to be this way.

Experience a quantum leap in your personal mindset and career toolset through 30 transformative insights from our world’s greatest minds. Mining the best and brightest revelations from FranklinCovey’s global podcast, On Leadership with Scott Miller, Scott personally introduces you to 30 Master Mentors, featuring the single most transformative insight from each of them. Whether you are challenged, affirmed, informed, or inspired—Master Mentors guarantees you will experience a transformative shift in your personal mindset, life skillset, and career toolset.

Every day major headlines tell the story of a new and better American marketplace. Established corporations have begun reevaluating the quality of their products, the ethics of their supply chains, and how they can give back by donating portions of their profits to meaningful causes. Meanwhile millions of entrepreneurs who want a more responsible and compassionate marketplace have launched a new breed of socially focused business models.

Red teaming. It is a practice as old as the Devil's Advocate, the 11th-century Vatican official charged with discrediting candidates for sainthood. Today, red teams - comprised primarily of fearless skeptics and those assuming the role of saboteurs who seek to better understand the interests, intentions, and capabilities of institutions or potential competitors - are used widely in both the public and private sector.

In the modern workplace, employees collaborate. Managers are expected to be effective team leaders and employees are expected to be valued teammates. But many teams struggle. Being part of a struggling team can be unpleasant, but it can also hurt your career and waste company resources.

With so many forces of change buffeting the business world today, a scary state of flux has replaced any sense of certainty, stability, and familiarity, delivering a wake-up call to make crucial changes happen, make them happen quickly, and make them stick. Traditional approaches to change management fall into one of two categories, but neither of these models offer a full picture to what really happens in an organization. Siobhan McHale offers a third option: organizations are complex ecosystems that require a Hive Mind or Group Intelligence (GQ) to bring about meaningful and lasting change.

Radical Candor is the sweet spot between managers who are obnoxiously aggressive on the one side and ruinously empathetic on the other. It is about providing guidance, which involves a mix of praise as well as criticism - delivered to produce better results and help employees develop their skills and boundaries of success. Great bosses have strong relationships with their employees, and Scott has identified three simple principles for building better relationships with your employees.

Pulitzer Prize winner James B. Stewart shows for the first time how four of the biggest names on Wall Street - Michael Milken, Ivan Boesky, Martin Siegel, and Dennis Levine - created the greatest insider-trading ring in financial history and almost walked away with billions - until a team of downtrodden detectives triumphed over some of America's most expensive lawyers to bring this powerful quartet to justice.

Conscious Leadership demystifies strategies that have helped Mackey shepherd Whole Foods through four decades of incredible growth and innovation, including its recent sale to Amazon. Each chapter will challenge you to rethink conventional business wisdom through anecdotes, case studies, profiles of conscious leaders, and innovative techniques for self-development, culminating in an empowering call to action for entrepreneurs and trailblazers — to step up as leaders who see beyond the bottom line.

The founder of Menlo Innovations and author of the business culture cult classic Joy, Inc. offers an inspirational guide to leaders seeking joy in the challenge of leading others. Filled with colorful anecdotes from Sheridan's personal journey and wisdom from many leadership mentors, Chief Joy Officer offers an approachable, down-to-earth philosophy and practice that will help even the most disillusioned of middle managers bring a renewed sense of purpose to their work building others.

Nobody wants to fail. But in highly complex organizations, success can happen only when we confront our mistakes, learn from our own version of a black box, and create a climate where it's safe to fail. We all have to endure failure from time to time, whether it's underperforming at a job interview, flunking an exam, or losing a pickup basketball game. But for people working in safety-critical industries, getting it wrong can have deadly consequences.

We experience change in four phases. The first is panic. Then we adapt. Then we find a new normal. And then, finally, we reach the phase we could not have imagined in the beginning, the moment when we realize that we wouldn’t go back. Build for Tomorrow is designed to accelerate that process—to help you lessen your panic, adapt faster, define the new normal, and thrive going forward. And it arrives as we all, in some way, have felt a shift in our lives.

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.

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.

ATTENTION STUDENTS: If you need to write a paper on mistakes of CEOs, then this is the perfect reference. It's simple, easy to understand, and right to the point. This book focuses on mistakes of CEOs in large organizations. First it discusses the importance of these CEOs to the workplaces they reside over. Next it examines various indicators that determine their success. Last, and most importantly, it explores the mistakes these CEOs make and the impact those mistakes have on their organizations. The text is educational and informational, and it is written for easy reader understanding at ...