Bücher veröffentlicht von Berrett-Koehler Publishers

The new edition of an international bestseller helps individuals and organizations shift to a new mindset that will improve performance, spark collaboration, accelerate innovation, and make your life and the lives of everyone around you better. Without even being aware of it, many of us operate from an inward mindset, a single-minded focus on our own goals and objectives. This book points out the many ways, some quite subtle and deceptive, that this mindset invites tension and conflict. But incredible things happen when people switch to an outward mindset. They intuitively understand what coworkers, colleagues, family, and friends need to be successful and happy. Their organizations thrive, and astonishingly, by focusing on others they become happier and more successful themselves! This new mindset brings about deep and far-reaching changes.  The Outward Mindset presents compelling true stories to illustrate the gaps that individuals and organizations typically experience between their actual inward mindsets and their needed outward mindsets. And it provides simple yet profound guidance and tools to help bridge this mindset gap. This new edition includes a new preface, updated case studies, and new material covering Arbinger’s latest research on mindsets. In the long run, changing negative behavior without changing one’s mindset doesn’t last—the old behaviors always reassert themselves. But changing the mindset that causes the behavior changes everything.

Making progress on complex, problematic situations requires a new approach to working together: transformative facilitation, a structured and creative process for removing the obstacles to fluid forward movement. It is becoming less straightforward for people to move forward together. They face increasing complexity and decreasing control. They need to work with more people from across more divides. In such situations, the most common ways of advancingsome people telling others what to do, or everyone just doing what they think they need toaren't adequate.One better way is through facilitating. But the most common approaches to facilitatingbossy vertical directing from above or collegial horizontal accompanying from alongsidearen't adequate. They often leave the participants frustrated and yearning for breakthrough.This book describes a new approach: transformative facilitation. It doesn't choose either the bossy vertical or the collegial horizontal approach: it cycles back and forth between them. Rather than forcing or cajoling, the facilitator removes the obstacles that stand in the way of people contributing and connecting equitably. It enables people to bring their whole selves to the process. This book is for anyone who helps people work together to transform their situation, be it a professional facilitator, manager, consultant, coach, chairperson, organizer, mediator, stakeholder, or friend. It offers a broad and bold vision of the contribution that facilitation can make to helping people collaborate to make progress.

This practical guide, the first to show how leaders can achieve extraordinary results through the positive energy generated by virtuous interactions with employees, is written by one of the giants in the study of positive leadership. This book reveals one of the most important but frequently ignored factors that lead to spectacular performance in organizations. Kim Cameron, a true pioneer in the study of positive leadership, offers validated scientific evidence that all individuals are inherently attracted to and flourish in the presence of positive energy, a principle known in biology as heliotropism. Further, he shows that the positive relational energy generated by leaders' virtuous behaviorssuch as generosity, compassion, gratitude, trustworthiness, forgiveness, and kindnessis tightly linked to extraordinary organizational outcomes like greater innovation, higher profits, and increased engagement and retention. Cameron has not written a feel-good tome about the power of positive thinking, ';happiology,' or unbridled optimism. This research-based explanation shows how to achieve performance that exceeds expectations. He provides practical suggestions, assessments, and exercises showing how leaders can improve their own positive energy and increase positive relational energy in their organizations. Positively Energizing Leadership is a major contribution to the theory and practice of leadership.

The new edition of the bestselling employee development classic includes advice on talent retention in the gig economy, and a new chapter on creating a career development culture in your organization. Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity, and results. But most managers feel like they just don't have time for more meetings. This book offers a better way: frequent, short conversations with employees about their career goals that can be integrated seamlessly into the normal course of business. Beverly Kaye and Julie Winkle Giulioni identify three broad types of conversations that will increase employees' awareness of their strengths, weaknesses, and interests; point out where their organization and their industry are headed; and help them pull all of that together to design their personalized career plans. And the new chapter includes an assessment so you can measure how well your current culture supports employee developmentand how to improve it.

Change is difficult but essentialEsther Derby offers seven guidelines for change by attraction, an approach that draws people into the process so that instead of resisting change, they embrace it. Even if you don't have change management in your job description, your job involves change. Change is a given as modern organizations respond to market and technology advances, make improvements, and evolve practices to meet new challenges. This is not a simple process on any level. Often, there is no indisputable right answer, and responding requires trial and error, learning and unlearning. Whatever you choose to do, it will interact with existing policies and structures in unpredictable ways. And there is, quite simply, a natural human resistance to being told to change. Rather than creating more rigorous preconceived plans or imposing change by decree, agile software developer turned organizational change expert Esther Derby offers change by attraction, an approach that is adaptive and responsive and engages people in learning, evolving, and owning the new way. She presents a set of seven heuristicsguides to problem-solvingthat empower people to achieve outcomes within broad constraints using their personal ingenuity and creativity. When you work by attraction, you give space and support for people to feel the loss that comes with change and help them see what is valuable about the future you propose. Resistance fades because people feel there is nothing to push againstonly something they want to move toward. Derby's approach clears the fog to provide a new way forward that honors people and creates safety for change.

"Practical leadership for difficult times, from a crisis management expert who has led response teams through the 9/11 Pentagon attack, NFL on-field medical emergencies, and the war in Ukraine. Dr. Thom Mayer knows first-hand that true leadership stems from our actions, not our positions, especially in times of crisis. Drawing on his experiences heading the 9/11 Pentagon rescue efforts, dealing with on-field emergencies in the NFL (he was at Damar Hamlin's bedside after his injury), training mobile response medical teams in Ukraine, and more, Mayer covers such topics as: Why trust is vital for innovation; The critical role of failure in devising new ways of leading; How questions fuel innovative action; Why every leader should have the title Chief Story Teller; The importance of distinguishing between data, knowledge, and wisdom. Each chapter begins with a provocative and seemingly contradictory statement, like the book's title, and includes stories, historical examples, and literary lessons selected to guide pragmatic and practical solutions. Leadership is worthless because it is something you say, a noun. But leading is priceless because it is a verb-it is the things we do that make a difference. From Pentagon generals to corporate CEOs to football players on the field to parents driving their kids to school, Mayer shows how leaders ensure that their actions will help others to succeed"--

"This book is a compass for leaders lost in the paradoxical space between being compassionate and holding people accountable. Compassion and accountability have generally been considered at odds with each other in the management space. Solely prioritizing accountability can create toxic work environments that result in the loss of top talent. On the other end of the pendulum, being overly compassionate leaves a vacuum around attention to results. Compassionate Accountability reveals the truth behind, and provides an actionable framework for, six common myths surrounding compassion: Compassion is empathy in action; Compassion is about alleviating suffering; Compassion is soft; Compassion is for selfless servant leaders; Some people just have it; Compassion and accountability are opposites. Finding harmony between compassion and accountability leads to improved results and a thriving culture because the fact is, true compassion can't exist without accountability"--

This guide shows readers how to transform a traditional organization into an evolutionary one with a framework and mindset that offer a new way of leading and approaching change. Now more than ever, society is demanding change, and organizations are being asked to shift into more conscious and agile business practices. Yet, most of what people believe about leadership, effective workplaces, and how to create lasting change is either incomplete or outright incorrect. And even if the desire to change is there, understanding of how to achieve it is elusive. This book holds the key. It introduces the Shift Evolutionary Leadership Framework (SELF), which helps leaders create the understanding and application needed to evolve high performance. At the core of the book are dozens of business patterns that cut across seven dimensions of organizational functioning. The traps of traditional organizations are contrasted with the high-performance practices of evolutionary organizations. Authors Michael Sahota and Audree Tata Sahota explain the steps of leading beyond changeevolving beyond servant leadership to make the inner shift needed to unlock the practical skills and techniques.Whether readers call this shift business agility, Teal Agility, evolutionary, or the future of work, it is possible to create high-performing organizations filled with energized people who are able to surf the waves of change.

Knowledge Café is a process for creating, exchanging, and optimizing knowledge, whether in-person or virtual. This popular and practical knowledge management tool supports a culture where projects and innovation thrive.The Knowledge Café is a mindset and environment for engaging, discussing, and exchanging knowledge within a group either face to face or virtually. At the café, participants can discuss hard-to-solve project issues or resolve a family or community crisis. This metaphorical town square supports knowledge circulation and rejuvenation and increases its velocity—making it a breeding ground for innovation. The aha moments at one Knowledge Café can match the benefits of multiple conferences, workshops, and training put together. When knowledge management (KM) is part of an organization’s culture, performance improves, collaboration increases, and the competitive advantage accelerates. No one can force knowledge transfer. We must create the right environment where knowledge is freely shared, rewarded, and fun. This book demonstrates why the Knowledge Café is such an effective KM tool and shows how to design optimal café experiences and increase learning agility.  The premium on knowledge and agility has never been greater. This book offers a technique for managing knowledge toward the greater good. Tips; templates; practical and relatable experiences; case studies; and examples of knowledge brokers, creators, and sharers across cultures are sprinkled throughout the book to show how the café interfaces with other KM techniques and in different work and project spaces.  

World-record endurance athlete and professional leadership coach Jason Caldwell draws on his amazing experiences to show how anyone can build and lead teams that accomplish incredible things.Thirty-five days, 14 hours, and 3 minutes. That's how long it took Jason Caldwell and the crew of the American Spirit to row 3,000 miles across the Atlantic Ocean during the 2016 Talisker Whiskey Atlantic Challenge--or, as it's known to those who attempt it, "The World's Toughest Row." They not only succeeded but set a world record. This was an extraordinary team effort. And that's what this book is about. Caldwell transfers the hard-won lessons of his transatlantic adventure out of the ocean and into your office, showing how to build and lead teams that do what others say cannot be done and sustain that level of performance. The thrilling details of Caldwell's quest to break the world's record deliver a "just-one-more-page" experience, during which you'll also learn lessons like • How to quit like a winner • Why results aren't the measure of a high-performance team • What four questions you should ask yourself before you set any goal • How to harness the power of emotion-first leadership • Why the best people aren't necessarily the right people for your teamThis book is a distillation of Caldwell's worldwide speaking programs delivered to packed crowds at Fortune 500 companies and universities worldwide. It is the answer to a question he is constantly asked: How were you and your teams able to accomplish such seemingly impossible goals? And it's also a guidebook that can teach anyone how to do the same.