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Apprenez à gérer les personnalités toxiques au travail. Des experts en stratégie d'entreprise livrent leurs conseils pour apprendre à gérer les personnalités toxiques au travail, quel que soit leur profil : paranoïaque, anxieux, narcissique, hystérique, etc. S'appuyant sur des cas concerts, ils montrent comment trouver la bonne attitude et les bonnes paroles afin de désamorcer les tensions et de rétablir des relations apaisées.

ESTE É UM RESUMO DA OBRA O PODER DO UAU, DE FUNCIONÁRIOS DA ZAPPOS. PARA SE APRODUNDAR, LEIA A OBRA COMPLETA. Um ambiente divertido, onde não há hierarquias ou chefes formais. Uma empresa on-line que não se restringe ao mundo digital, que se preocupa com a comunidade e organiza eventos beneficentes. Se você é funcionário, dependendo da situação, pode até inventar a vaga que mais combina com as suas aptidões ou começar uma spin-off dentro da companhia.

The Unofficial Employee Handbook: Mastering the Art of Office Shenanigans is not just a book—it's a survival guide for thriving in the cubicle chaos. So, put on your best poker face for those endless meetings from hell and learn the art of a perfectly timed nap without getting caught. Embrace the chaos, cherish the camaraderie, and remember to find humor in the everyday madness of corporate life.

Prepare to be inspired by real-life stories of individuals who have faced similar situations and emerged victorious. Discover how they rallied their allies, leveraged their strengths, and skillfully negotiated their way to success. Each chapter combines practical advice with captivating storytelling, ensuring that you not only gain valuable insights but also enjoy the process. The book goes beyond generic advice by providing you with practical, day-to-day strategies that you can implement immediately.

Polar Bear Pirates are highly focused, successful characters; they can't help but motivate everyone around them, and just like you, they love to have some fun. In their latest quest, they take on the Sleepwalkers, the workplace zombies who are with you in body but never take a step beyond the ordinary because their minds have drifted into sleep mode. Going through the motions, thinking the same old stuff, and delivering the same results, they stand out like beacons of disappointment.

DEI is an eight-billion-dollar industry that is not yet accessing its full potential through real solutions and results. However, through a powerful formula of policies and practices that motivate employees to be more socially and self-aware, The Inclusive Organization is a revolutionary yet practical resource for individuals at any stage of their career. Jenkins discusses human behavior, workplace psychology, and shares her DEI-tested framework for success.

Ahoy, ambitious professionals! Embark on a transformative voyage of career growth with Mastering the Art of Asking for a Raise, a captivating guide that sets you on a course towards recognition, reward, and the brilliance you deserve.

Nur drei Jahre nach dem Erscheinen von "New Work needs Inner Work" leben wir in einer Welt, die nicht nur komplexer, sondern auch wesentlich unsicherer ist. Inmitten von Stapelkrisen brauchen wir mehr denn je neue Kompetenzen und innere Klarheit. Unsere aktuellen Herausforderungen sind Ausdruck eines tiefgreifenden Paradigmenwechsels. Dadurch verändert sich die Welt der Arbeit, aber auch die Gesellschaft als Ganze. Wie können wir in unseren Organisationen und Unternehmen die Selbstentfaltung der Welt begleiten und fördern?

The corporate masks we wear hide many a secret. The most potent are not the secret financial numbers or confidential strategy documents hidden away in locked drawers or in safes but the simple ones—good filter coffee generosity and thirty minutes of me-time. This book offers a selection of fascinating and useful secrets that can help you be far more successful at your workplace. As a bonus they can make you happier as well. Harish Bhat wields his pen with his signature insight to delight inspire provoke and change the way you see offices forever.

Unless you’re consciously including people, you’re almost certainly unconsciously excluding people. Discover 99 decisions and 5 simple habits for creating more inclusive organisations, inside and out. Rather than top-down change initiatives involving huge teams, Catherine Garrod advocates for combining skill and will to guide people in their everyday thinking. Then developing reporting to create social accountability and track departmental progress.

DEI consultant and corporate speaker, Risha Grant, shares her practice of learning how to welcome and embrace people’s full humanity, without BS, full stop. What’s BS? It’s bullshit for sure, but more specifically it’s the powerful and often invisible belief systems we’ve been steeped in since birth—the judgment and bias we carry with us that impact our own lives and the many others we encounter every day. Risha teaches us about the inner work and the outer work we need to do to dismantle our “biasphere,” and change how we see ourselves and how we interact with others.

Le travailleur moyen consacre un tiers de sa journée à ses e-mails. Et vous ? La surcharge d'e-mails nuit à notre efficacité et à notre bien-être. Pris dans un bavardage numérique constant, nous ne pouvons pas nous concentrer pleinement sur nos tâches et encore moins répondre à des exigences de créativité ou d'innovation. Cal Newport, auteur à succès du New York Times, propose une vision audacieuse pour se libérer de la tyrannie de la boîte de réception et ainsi ouvrir une nouvelle ère de productivité.

Mark Graban, author of the bestselling Lean Hospitals, shares stories and insights from his popular podcast, My Favorite Mistake, to teach leaders and teams how to create a culture of continuous improvement where mistakes are seen as opportunities for growth. Drawing on interviews with over 200 successful entrepreneurs, executives, and thought leaders, Graban reveals how to transform mistakes into breakthroughs and cultivate a workplace where employees feel safe to experiment, innovate, and take risks.

"Good" teams build camaraderie, confidence in their abilities, and a solid process for working together. But these internal dynamics—while positive in themselves—can create a wall between the team and the outside world. And that wall can prevent the team from adapting to change and delivering value to the organization. In this updated edition, Deborah Ancona and Henrik Bresman describe an externally focused team model—the X-team—that is even more relevant today than when it was first introduced.

Traditional talent processes served the purposes of the last decade, the last millennium even. But we have reached a point where people practices must become more human-centric, intelligent, more robust in their skills and capability matching, more learning and growth-oriented, more enabling, more rigorous in their transparency and inclusivity and better able to deliver the talent optimization that organizations will need in the coming decade. Organizations who are fair, transparent, inclusive, respectful of their people are the ones who will thrive into the future.

Going beyond policies and procedures, The Dignity Gap gets to the head, heart, and hands of all of us who make up today's workspace and challenges the norms causing the gaps we see. You will increase retention, productivity, engagement, and a positive workplace culture when you close The Dignity Gap.

Free to Roam! by veteran digital nomad Dougie Lux is the definitive guide for remote workers looking to embrace adventure and take advantage of their newfound freedom. The current estimates are 15.5 million digital nomads in the US, and upwards of 35 million worldwide—and those numbers are growing fast!

Legendary organizational scholar Edgar Schein and former Silicon Valley executive Peter Schein say leadership today requires that people transcend their hierarchical roles and relate to each other as human beings—what they call humble leadership. In such relationships, new ideas can flow freely, mistakes can come to light immediately, and course corrections can be made in real time rather than “by committee” or by order of the lone heroic CEO.

Business leaders today are struggling to manage conflicting imperatives, those of the emerging digital world and those of the bureaucratic world of the past. The act of digital transformation requires a deep change in the moral outlook and ethical assumptions of a business.

The American workplace exhibits a growing imbalance when it comes to human identity. Leaders are frequently defined in the absence of their critical social identifiers, but the exclusion of these identifiers is a mistake and ignores essential physical, cultural, and spiritual realities. Rather than abandoning an individual's social identities, the ones we choose and the ones we do not, Leading While Black draws on the lived experiences of executive-level leaders of the Christian faith and Black identity, and offers a testament to the power of a living God in the social fabric of public life.