Workplace Management

This new edition of this best-selling guide offers an integrated approach to process improvement that delivers quick and substantial results in quality and productivity in diverse settings. The authors explore their Model for Improvement that worked with international improvement efforts at multinational companies as well as in different industries such as healthcare and public agencies. This edition includes new information that shows how to accelerate improvement by spreading changes across multiple sites.

Tremendous forces for change are radically reshaping the world of work. Disruptive innovations, radical thinking, new business models and resource scarcity are impacting every sector. Although the scale of expected change is not unprecedented, what is unique is the pervasive nature of the change and its accelerating pace which people in organizations have to cope with. Structures, systems, processes and strategies are relatively simple to understand and even fix.

Sun Tzu's Art of War for Women helps women find the peaceful path to success through strategies made famous in the ancient Chinese text, The Art of War. Female wisdom, or common sense, is about avoiding needless confrontation, conserving energy for the things that matter, and seeking an outcome in which everyone wins. And for women, as for Sun Tzu, success doesn't come simply from knowing what to do, but from knowing who you are.

In their eagerly awaited book, Kim and Spear bring to light a new theory of high-achieving organizations. They examine how companies solve the most important problems better, faster, and easier than their competitors by quickly and regularly closing the gap between aspirations and real-world success. This book teaches companies that are struggling to perform how to achieve the continual greatness seen in the best of the best.

Leadership can be learned: New evidence from neuroscience clearly points to ways that leaders can significantly improve how they engage with and motivate others. This book provides leaders and managers with an accessible guide to practical, effective actions, based on neuroscience.

Two-time New York Times best-selling authors Roger Connors and Tom Smith show how leaders can achieve record-breaking results by quickly and effectively shaping their organizational culture to capitalize on their greatest asset - their people. Change the Culture, Change the Game joins their classic book The Oz Principle and their recent best seller How Did That Happen? to complete the most comprehensive series ever written on workplace accountability.

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.

Discover how to unlock the full potential of your employees—and stay true to your authentic self. Six Functions, One Vision is your go-to resource for leading with confidence, creating lasting change, and inspiring others to achieve greatness.

Who would you be if you felt at peace and had more time and money? An organized life enables you to have more freedom, less aggravation, better health, and to get more done. For nearly 20 years, Regina Leeds - named Best Organizer by Los Angeles magazine - has helped even the messiest turn their lives around. Anyone can get organized-she'll prove it to you!

Organizational Culture and Leadership is the classic reference for managers and students seeking a deeper understanding of the inter-relationship of organizational culture dynamics and leadership. Author Edgar Schein is the 'father' of organizational culture, world-renowned for his expertise and research in the field; in this book, he analyzes and illustrates through cases the abstract concept of culture and shows its importance to the management of organizational change.

Today's workplaces are dynamic, so it shouldn't surprise anyone that tension can develop quickly and ruinously. The Essential Workplace Conflict Handbook is the ideal resource for anyone ready to confront conflict at work rather than run from it. Managed correctly, conflict can be a positive source of innovation and creativity.

In Learning to Lead, Leading to Learn, leadership coach Katie Anderson and Toyota leader Isao Yoshino bring you a remarkable book about what it means to learn, to lead, and to care. With a career that spanned nearly four decades at Toyota Motor Corporation, Isao Yoshino’s stories help us understand how Toyota intentionally developed the culture of excellence for which it is renowned today, and how one person learned to lead so that he could lead to learn.

Linda Kohanov, author of the bestselling The Tao of Equus, pioneered a deep understanding of "the way of the horse," including the extraordinary nonverbal communication of skilled riders and the collaborative power of "herding cultures" through the centuries. She has adapted this profound, time-tested approach to modern life and the organizations in which top-down management hierarchies have become obsolete.

Get more of the management ideas you want, from the authors you trust. With insights from leading experts, this book will inspire you to identify areas for personal growth; assess your strengths, work preferences, values, and contributions; build your skill set and stay relevant; develop learning agility; map out a plan for where you'd like your career to go - both short and long term; find fulfillment in your work; and prepare for your next opportunity.

In Ruthless Consistency, Michael Canic identifies the three surprising reasons most strategic change initiatives fail: Leaders unwittingly send mixed messages that demotivate their people and undermine those initiatives; leaders focus on what they do instead of what their people experience; and leaders are not as committed as they think they are or need to be. The book then introduces an intuitive yet comprehensive model for success.

What if a company did everything in its power to create a culture in which everyone could overcome their own internal barriers to change and use errors and vulnerabilities as prime opportunities for personal and company growth? Robert Kegan and Lisa Laskow Lahey have found and studied such companies - deliberately developmental organizations. A DDO is organized around the conviction that organizations will best prosper when they are more deeply aligned with people's strongest motive, which is to grow.

No Ego is about increasing awareness of just how often individuals are operating out of ego at work, breeding drama and discord rather than innovation and constructive collaboration. It is high time to reinvent leadership thinking. The current work experience is so full of emotional waste that it's seen as a foregone cost in today's business environments. Cy Wakeman teaches straightforward strategies in which this time and energy can be re-commissioned and put toward the value that hired talent is intended to provide.

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.

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.

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.