三和一善 | If you are capable of achieving change, these books may help you take the first step.

Whether you are returning to the office or working from home, a toxic company culture can make you feel trapped. Maybe your domineering boss doesn't respect your time, maybe your two employees can't get along, or maybe women and minorities are not as popular as white men.

 

No matter what goes wrong, we have good news: there are steps you can take to improve the situation. If you are ready to start changing your office culture, check out the following seven extraordinary readings-even with some assholes.

 

How to be an ally: Actions you can take for a stronger and happier workplace by Melinda Briana Epler

How to be an ally: Actions you can take for a stronger and happier workplace by MELINDA BRIANA EPLER

Through the power of allies, each of us can create a fair and innovative workplace that makes everyone feel safe, valued and able to thrive. Listen to our Book Bite summary, read by Melinda Briana Epler in the Next Big Idea App

 

Toxic: A Guide to Rebuilding Respect and Tolerance in a Hostile Workplace Clive Lewis

Toxic: A Guide to Rebuilding Respect and Tolerance in a Hostile Workplace Clive Lewis

A business psychologist used his decades of experience in human resources and mediation to extract the problems and root causes of toxic workplaces before showing how to prevent and solve toxic work. Listen to our Book Bite summary in the Next Big Idea App, read by author Clive Lewis

 

Deep down: How to recover from racial trauma in the workplace, Minda Harts

Inside: How to recover from racial trauma in the workplace, by MINDA HARTS

From the powerful author of The Memo, this is a self-help book essential for women of color to recover and thrive in the workplace. Listen to the Book Bite summary read by author Minda Harts in the Next Big Idea App

 

Did that just happen? ! : Beyond

Did it just happen? ! : Beyond "Diversity"-Creating a Sustainable and Inclusive Organization by Stephanie Pind Amarck and Lauren Wadsworth

 

This manual from two clinical psychologists breaks down the ways in which organizations (and everyone) can increase their cultural awareness and become fairer in their work and personal relationships. Listen to our Book Bite summary, read by Stephanie Pinder-Amaker and Lauren Wadsworth in the Next Big Idea App

 

Think Talk Create: Building a workplace suitable for humans David Brendel and Ryan Stelzer

THINK TALK CREATE: Creating a workplace suitable for humans by David BRENDEL and RYAN STELZER

A wonderful counter-narrative used to restore humanity to the bottom line of the modern workplace of the 21st century, the digital obsession culture. Listen to our Book Bite summary, read by co-authors David Brendel and Ryan Stelzer in the Next Big Idea App

 

三和一善

 

Inclusiveness: the power of uniqueness and belonging to building an innovative team Stefanie K. Johnson

Tolerance: Unique power and the power to build innovative teams Author: STEFANIE K. JOHNSON

In this groundbreaking guide, a management expert outlines the transformative leadership skills of the future-skills that can build truly diverse and inclusive teams, value the sense of belonging of employees, and still be themselves. Listen to our Book Bite summary, read by Stefanie K. Johnson in the Next Big Idea App

 

Doing Business: Engaging Women in and Uplifting the Community, Shannon Deer and Cheryl Miller

Do business well: Involve women and improve the quality of the community, Shannon Deer and Cheryl Miller

Doing business well outlines six principles that business leaders can implement to effectively hire women who have experienced imprisonment, poverty, addiction, and/or engaged in sex trafficking. Listen to our Book Bite summary in the Next Big Idea App, read by authors Shannon Deer and Cheryl Miller

 

Download the Next Big Idea app to get "Book Bite" summaries of hundreds of these new non-fiction books.

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三和一善 | より感情的な企業になるために

三和一善 | より感情的な企業になるために: 這 5 個跡象表明您的公司將員工置於利潤之上 大多數高管可能會對將組織建立在人類情感之上——或者成為“情感企業”的想法感到畏縮。但是，如果他們希望自己的公司在大辭職期間生存和發展，那麼他們應該支持這個想法。   雖然這樣的談話通常被歸為“人高於利潤”的範疇，但它實際上是關於以人為本，這可以在不影響底線的情況下完成。事實上，反過來也是如此，這些員工幸福感高的公司的成功就清楚地表明了這一點。   ...

三和一善 | How temporary executives can bring unexpected benefits to your company

Some companies mistakenly believe that short-term leaders will not invest in long-term success. Instead, they may help you find it.

There are many reasons why companies adopt some leaders instead of long-term executives, but the main reason is that for these organizations, it makes financial sense. You can get the benefits of executives without the high annual salary and comprehensive benefits that they command.

 

So who and what are "partial leaders"? Essentially, it is an executive who assists the company and shares their expertise for a short period of time. For many years, some leaders have been playing back-office roles-human resources, finance, etc., but now they are common in the entire top management.

 

Some executives can also focus on key initiatives instead of getting caught up in daily disturbances or office politics. Some executives can complete their work and provide professional benefits at a very low cost.

 

I expect this type of leadership will become more common when the pandemic finally subsides. As people evaluate their lives and leave in droves, experienced leaders will look for new opportunities to use their expertise and acumen, but may not want to sign up for ten years of service. As an alternative, companies that need to fill top management and plan for a strategic change can rely on some leaders to bring new perspectives to the organization while avoiding the hassle of traditional executive recruitment.

 

For these reasons, I believe that fractional leadership is likely to continue to be popular and play a role in the changing face of work. However, it is important for companies and executives to maximize the use of score leadership strategies and clarify some misunderstandings about this style. The following are some common misunderstandings.

 

Misunderstanding 1: Minority leaders cannot understand the company

You might think that people who skydive to the company will not have a deep understanding of the products or services your company provides or the industry in which it operates, but some leaders should not do this. They provide expertise in sales, marketing, leadership or transformation. In other words, it boils down to the difference between generalists and experts. The company already has internal experts who understand the product or service. What they lack are executives who can turn existing company assets into something bigger and better.

 

This learning experience as a leader is very important. Research shows that learning from failure is a key part of becoming an effective leader. People who have not led the company through the crisis will face a steep learning curve the first time they must act. Therefore, it makes more sense to hire someone who has been there before, rather than hiring someone new to your industry. For this reason, please consider hiring some leaders who have obvious leadership experience and not just technical knowledge.

 

三和一善

 

Misunderstanding 2: faction leaders cannot have the same impact

Another major misunderstanding is that people who temporarily join the company cannot have the same impact as those who have stayed in the company for many years. But we all know that working time does not equate to success. Experience, expertise, and initiative are indeed the case—all of which are owned by some leaders. Hiring a partial leader also takes much less time than hiring a full-time executive, so they can intervene almost immediately and begin to make an impact quickly.

 

Remember, the influence of a leader can be negative or positive; research shows that more than 50% of leaders fail. The experience of holding leadership positions makes some leaders less likely to fail, which means that they can avoid the negative impact of the company's dependence on the wrong executives. They also help small and medium companies to compete on the same level as their larger competitors. It may be difficult to quantify the impact of the evening game in this way, but it is not trivial.

 

Myth 3: Minority leaders continue to develop broken strategies

You might think that short-term leaders are more inclined to continue using broken strategies because they have insufficient personal investment to make major changes. Maybe you might believe that they will let short-lived motivations guide them instead of trying to change an organization they will no longer participate in soon. On the contrary, some leaders are appointed because they know how to make change work. Positive changes are the KPIs on which they live.

 

Unlike internal leaders who suffer from burnout—they may plan to leave more than the company’s strategy—some leaders are refreshed and ready to leave a lasting mark. Having worked in multiple organizations, they know how to plan, execute and create change. Some executives are ready to deal with the new challenges that each role brings, change the status quo and drive performance in a positive direction. It doesn't make sense to expect different results from the same old team, which is why it pays to bring in outsiders.

 

New ways of working will appear sooner than we thought. COVID-19 has stimulated changes that are already underway and has rewritten certain basic expectations of the way we work. Some leaders can help the company navigate this period of change and thrive in everything that follows. This is a choice that more companies and talented leaders should accept. 

三和一善 | ブロックチェーンドメインの脅威ー林嘉麗

三和一善 | ブロックチェーンドメインの脅威ー林嘉麗: 區塊鏈讓域名更加私密——無論好壞 微軟的一份報告引起了人們對一種新域名的警告，它說網絡犯罪分子濫用這種域名的時機已經成熟。 微軟最近發布的數字防禦報告包括典型的流氓網絡威脅庫，包括網絡釣魚、勒索軟件和供應鏈攻擊。但它在列表中增加了一個不尋常的惡棍：區塊鏈域。   “下一個重大威脅”是微軟最新的年度安全報告如何描述寫入分佈式賬本中的域名，該賬本由多台計算機維護，而不是存儲在傳統的集中式註冊表中。   將域名存儲在區塊鏈上會使它們難以關閉，甚至難以追踪其所有者。如果沒有特殊的軟件或設置，這也會使它們無法訪問。   ...

三和一善 | 冷戦から「コード戦争」へ

 從冷戰到“代碼戰”：為什麼政府現在需要技術人才

一位前國務卿顧問寫道，為了贏得經濟和政治權力的競爭，政策制定者需要精通數字技術。

亞馬遜的 Alexa 將來到您附近的醫院

區塊鏈讓域名更加私密——無論好壞

醫生辦公室的最新情況：在停車場運送集裝箱

在敘利亞內戰爆發前的幾個月裡，我率領一個國務院代表團前往敘利亞進行了一次有爭議的訪問，其中包括與巴沙爾·阿薩德 (Bashar al-Assad) 的會面。我們的目的是在技術領域的一系列安全問題上給敘利亞獨裁者施加壓力。廣泛使用的消費技術的武器化使得監視、傳播虛假信息以及發展和摧毀政治運動變得更加容易。我們的代表團在那裡施加政治和經濟壓力，試圖讓阿薩德朝著正確的方向前進。

 

讓這個走進阿薩德辦公室的代表團與其他代表團不同的是，它不是由五角大樓或中央情報局的外交官或政府官員組成。它由來自 Cisco Systems、Verisign、Microsoft 等美國公司的高級管理人員組成。我們的觀點是，在這種情況下，公司擁有更具說服力的權力，並且鑑於主題，高管們實際上擁有所討論主題的專業知識。

 

就阿薩德和敘利亞而言，數字技術最終確實產生了致命的影響。阿薩德政權在包括 Facebook 在內的開放社交媒體平台上進行數字組織，然後針對在線組織的抗議活動地點進行攻擊。當他們拘留人時，他們會拿走他們的手機，強迫他們登錄 Facebook，然後根據此人的帖子和 Facebook 好友做出殺還是讓他們活著的決定。敘利亞政府開發的 Android 應用程序表面上似乎是與 Covid 大流行相關的應用程序，其中一個偽裝成應用程序來測量用戶的體溫，但它也充當強大的間諜軟件，訪問用戶的數據、文本和聯繫人列表和向敘利亞政府提供實時地理定位數據。

 

三和一善

 

美國和我們的科技公司沒有說服阿薩德。相反，他與俄羅斯站在一起，就像俄羅斯飛機轟炸阿薩德的敘利亞對手一樣，俄羅斯和在政府內外工作的黑客為阿薩德發動了網絡戰。

 

有很多事情可以從中吸取教訓，但對我來說突出的一件事是，包括美國在內的民主國家需要做更多的事情來有意將具有技術和技術政策技能的人帶入政府。在我任職政府期間，我經常坐在一個房間裡，房間裡滿是頭銜、長長的簡歷和大量的責任，但對技術的了解卻為零。果然，所討論的主題越來越需要了解正在重塑權力和治理的技術，從監控到人工智能，從加密到社交媒體，再到量子計算等等。如果你的頭銜是“先生”並不重要。如果您不知道硬件和軟件之間的區別，請使用秘書”或“大使夫人”。

 

土地是農業時代的原材料。鐵是工業時代的原材料。數據是當今和未來世界的原材料。農業時代對政治和經濟權力的競爭主要依賴於奪取和控制物理領土。工業時代對政治和經濟權力的競爭意味著掌握機器和新的戰爭武器，包括飛機、坦克和戰艦。了解如何收集、管理和武器化數據，正在塑造 2020 年代政治和經濟權力的競爭。我們已經從冷戰轉變為代碼戰。工業時代的冷戰戰士，常常迷失在這個世界上。這就產生了對政府中一種新型人的需求——知道如何最大限度地實現承諾並最大限度地減少新興技術的危險。

 

我最近看到的這方面是在國家安全領域，就像在敘利亞的情況一樣。但這種需求不僅僅體現在國家安全和外交政策上。我們需要了解精準農業的人制定農業政策。我們需要知道如何構建技術平台，為消費者市場的數千萬客戶可靠地提供商品、信息和服務的人，將他們的專業知識帶入公共系統的健康和退伍軍人事務。我們需要最擅長了解需要哪些技能以及如何在我們的勞動力中發展這些技能的高管和人力資源經理，以便將這些技能帶給美國最大的雇主：政府，在公共服務部門有超過 2400 萬人在公共服務部門工作。地方州和國家級。

 

 

如果擁有技術技能的人被賦予真正的責任並參與改變和拯救生命的項目，他們就會進入政府。我很幸運，巴拉克·奧巴馬和希拉里·克林頓為我創造了一個職位，讓我能夠領導各種項目，從保護剛果東部難民營中的弱勢婦女免受性暴力到培訓發展中國家的民間社會組織如何通過數字化提高其有效性.越來越多的技術人員正試圖將他們的技能應用於改善貧困社區的健康、財富和福祉的挑戰。政府提供了大規模這樣做的機會。我們這些技術世界中的人喜歡規模，我們的努力可以創造倍增效應，重塑數百萬人的生活。政府通常不是最靈活的組織，但它幾乎總是規模最大的組織。

 

在沒有創新者進入政府的情況下，它將繼續失敗，變得越來越弱，我們都會因此而變得更糟。正如 HG Wells 在二戰結束時所寫的那樣，“適應或滅亡，現在一如既往，是大自然不可阻擋的當務之急。”

三和一善 | 5 ways to use empathy and emotion for greater success

三和一善 | 5 ways to use empathy and emotion for greater success: Sandra Worthy is a chemical engineer and is quitting alcohol. Fortune 100 executives have become full-time entrepreneurs. In her new book, she discusses how a growth mindset can help you control how you experience change. She personally relies on these concepts and ...