"In finite games, like football or chess, the players are known, the rules are fixed, and the endpoint is clear. The winners and losers are easily identified. In infinite games, like business or politics or life itself, the players come and go, the rules are changeable, and there is no defined endpoint. There are no winners or losers in an infinite game; there is only ahead and behind. The more I started to understand the difference between finite...

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...

A practical guide to navigating workplace conflicts by better understanding the power dynamics at play in every interaction.

When the term quiet quitting is applied to employees whose efforts don't exceed what's in their job descriptions, it fails to recognize the current reality of real wages that have significantly decreased over the past 50 years while executive pay has skyrocketed. The author argues that quiet quitting should be replaced with a different label -- calibrated contributing -- that reflects an employee's rational choice to do the work they're paid for rather...

"Best-selling author Mark Miller brings his research clout to the number one challenge to organizations today: employee engagement. In signature, relatable, fable style, Miller shows us that it is not a problem with employees, it is truly up to the leaders to make the office a place where their employees want to be"--

"Cognitive Risk is a book about the least understood, but most pervasive risk to mankind - cognitive risks. Cognitive risks are subconscious and unconscious influence factors on human decision-making: heuristics and biases. To understand the scope of cognitive risk we look at case studies, corporate and organizational failure and the science that explains why we systemically make errors in judgment and repeat the same errors. Cognitive risk takes...

Mentors seldom use their roles to engage in identity work that celebrates the unique characteristics of their mentees. But research shows that mentors have a critical opportunity to redefine the often-gendered rhetoric of success that rewards ideal working at the cost of well-being. Drawing from a recent study, the authors offer tips for mentors and mentees on challenging toxic behaviors and unreasonable expectations and instead prioritizing health,...

In a global survey by the Katzenbach Center, 80 percent of respondents believed that their organization must evolve to succeed. But a full quarter of them reported that a change effort at their organization had resulted in no visible results. Why? The fate of any change effort depends on whether and how leaders engage their culture: the self-sustaining patterns of behaving, feeling, thinking, and believing that determine how things are done in an...

Using simple stories and techniques, this inspiring book shows that by using simplicity as an operating principle, we can eliminate the busy work that puts a chokehold on us every day, and instead spend time on the work that we value. --

"Two distinguished scholars offer eight steps to help organizations discover and embrace an authentic higher purpose--something that will dramatically improve every aspect of any enterprise, including the bottom line. What does a lofty notion like purpose have to do with business basics like the bottom line? Robert E. Quinn and Anjan J. Thakor say pretty much everything. Leaders and managers are taught that employees are self-interested and work resistant,...