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Nearly all of today’s major innovation workshops and programs call on organizations to drive innovation. What they miss is that innovation comes from the personal creativity of individuals. And creativity doesn’t require an advanced education or technical skills. All employees can be creative. Often, all they lack is a fitting mindset and the right skills.

On the most fundamental level, leaders must bring divergent groups together and forge a consensus on a path forward. But what makes that possible? Humility - a deep regard for the dignity of others - is the key, says distinguished leadership educator Marilyn Gist. Leadership is a relationship, and humility is the foundation for all healthy relationships. Leader humility can increase engagement and retention. It inspires and motivates.

Organizations need to offer customers breakthrough products, services, and solutions to effectively compete in today’s innovation-hungry economy. The challenge is customers often don’t know precisely what they want. As Henry Ford is reputed to have said, “If I had asked people what they wanted, they would have said faster horses."

The digital age will raise the question of how we humans will stay relevant in the workplace. To stay relevant, we have to be able to excel cognitively, behaviorally, and emotionally in ways that technology can’t. Professor Ed Hess believes that requires us to become hyper-learners: continuously learning, unlearning, and relearning at the speed of change.

Project Management for Small Projects shows you how to tailor bureaucratic planning processes to a sleek minimum while still keeping your project running like a well-oiled machine. This third edition has been updated to align with the Project Management Institute’s Project Management Body of Knowledge (PMBOK®) and provides new tools, templates, and techniques to support the revised processes. In addition, there is new material on agile project management and on the essential leadership skills for small-project managers.

American monopolies dominate, control, and consume most of the energy of our entire economic system; they function the same way as cancer does in a body, and like cancer, they weaken our systems while threatening to crash the entire body economics. American monopolies have also seized massive political power and use it to maintain their obscene profits and CEO salaries while crushing small competitors.

In the early 2000s, federal enforcement efforts sent white collar criminals at Enron and WorldCom to prison. But since the 2008 financial collapse, this famously hasn’t happened. Corporations have been permitted to enter into deferred prosecution agreements and avoid criminal convictions, in part due to a mistaken assumption that leniency would encourage cooperation and because enforcement agencies don’t have the funding or staff to pursue lengthy prosecutions. He offers a series of bold proposals for ensuring that corporate malfeasance can once again be punished.

It's official. For the first time, the World Health Organization has classified burnout as a health problem. Renowned motivational speaker Eileen McDargh proposes that to tackle it, we must learn to break out of energy-draining thoughts and behaviors. Resilience, she argues, is strictly a matter of energy management - by better managing your energy, you can both build resiliency and overcome burnout. McDargh guides the listener through the process of identifying energy drains and implementing strategies for handling them, whatever phase of life you are in.

Agile transformations are supposed to make organizations modern, competitive, and relevant. But in the well-intentioned effort to move into the future, change leaders find themselves frustrated by pushback, limited impact, poor practices, and unfair criticism. What’s going on? Jesse Fewell's book cuts through the “quick-fix” hype of agile theory and explains a recurring transformational pattern that unpacks what holds organizations back.

As the audiences we market to become ever more digital, agile frameworks are emerging as the best and only way to manage marketing. This book is a signpost showing the way toward the agile future of marketing operations, explaining how every role, from social media intern up to chief marketing officer, can work in unison, responding to the market’s demanding challenges without losing focus on the big picture.

Knowing how to transform conflict is critical in both our personal and professional lives. Yet, by and large, we are terrible at it. The reason, says longtime mediator Chad Ford, is fear. When conflict comes, our instincts are to run or fight. To transform conflict, Ford says we need to turn toward the people we are in conflict with, put down our physical and emotional weapons, and really love them with the kind of love that leads us to treat others as fellow human beings, not as objects in our way.

This all happened while Perkins was a Peace Corps volunteer. Then he became an "economic hit man" (EHM), convincing developing countries to build huge projects that put them perpetually in debt to the World Bank and other US-controlled institutions. Although he'd learned in business school that this was the best model for economic development, he came to understand it as a new form of colonialism.

How can we bring together a world - polarized by so many seemingly intractable conflicts - through tourism? Yes, but a different kind of tourism, one that harnesses the power of travel to create a more connected and peaceful world. Aziz Abu Sarah argues that it’s through one-on-one contact that we’ll begin to heal divides. And he knows this firsthand.

NASA, Pixar Animation Studios, and BMW all use the Process Communication Model as a way of training leaders to connect effortlessly with anyone. This book simplifies the complex model to make it easy for anyone to use. Today, more than ever, leaders need a new style of leadership. They are realizing that true transformation happens through meaningful relationships, and discovering that the key to sustainable connections that create possibility and potential is through communication.

In conversations with people all over the world, from government officials and business leaders to taxi drivers and schoolteachers, Blair Sheppard, global leader for strategy and leadership at PricewaterhouseCoopers, discovered they all had surprisingly similar concerns. In this prescient and pragmatic book, he and his team sum up these concerns in what they call the ADAPT framework.

This is a hands-on guide for implementing effective 360-degree feedback systems as part of leadership development initiatives in organizations. Written for professionals who work inside organizations and external consultants working with clients, the book draws on over 20 years of research and practice by the Center for Creative Leadership (CCL). The book provides step-by-step guidelines for successful 360-degree feedback as well as best practices observed and tested with CCL's broad base of clients.

Americans agree on very little these days, but red state conservatives and blue state progressives can agree on one critical point: Wall Street can no longer be trusted. Yet most of us continue to invest our money in the stocks and bonds of Fortune 500 companies, transferring our capital far from where we live and work. Local investing expert Michael Shuman offers another alternative.

In the latest fruit of a brilliant career, Michael Nagler argues that nonviolence - not just as a tactic but as a way of being - is the only way to unite deeply divided people and enable progressive movements and leaders of all stripes to fulfill their promise and potential. So many of the problems that beset us - war, poverty, isolation, and the climate crisis - have their roots in an old story about the universe: We are purposeless matter in a random void, and scarcity, competition, and violence are inevitable.

"Champion for introverts" Jennifer Kahnweiler offers a road map for everyone in the workplace - including leaders, human resource managers, and team members - to create inclusive, introvert-friendly cultures. Kahnweiler provides an assessment to determine how introvert friendly your organization is and looks at every aspect of organizational life - hiring, training, leading, communicating, meeting, designing workplaces, and more - through an inclusive lens.

Many people struggle with remote meetings: a cocktail of factors, such as technical barriers and invisible group norms, increase the uncertainty and risk of the already vulnerable task of collaborating and sharing ideas. When remote meetings go badly, they go really badly. Few things feel as lonely and intimidating as speaking to a screen with unreadable faces staring back in silence. This book will help you improve the quality of your remote meetings.