Are you burning brightly-or burning out-in your spiritual, mental, physical, and emotional life? Do you find yourself being torn between work and family? Between what you have to do and what you want to do? In Burn Brightly Without Burning Out, Richard K. Biggs examines twenty delicate contrasts we all face and urges readers to gradually improve the balance between work and the other aspects of life. Filled with examples and exercises, each brief chapter reveals timeless truths, offers practical application tips, and issues a call to action."I love the big message of this small book," writes John Maxwell in the foreword. "Whether you're struggling to find work/life balance, or seeking to better the quality of life you now enjoy, Richard can help."

Compiling extensive research findings with real insights from the business world, this must-read book on performance appraisal explores its evolution from the classic appraisal to its current form, and the methodology behind its progression. Looking forward, Aharon Tziner and Edna Rabenu emphasize that well-conducted appraisals combine a mixture of classic and current, and are here to stay. The book first presents a primer to performance appraisals, covering the role of management, the appraisers, and external and political influences. The authors then present ways to improve the appraisal system through training, methodology and diversification. Consequently, they outline the key questions and opportunities facing the research and business communities, including the rapidly developing technological and democratic workforce. In particular, the authors highlight the need for the creation of a ''climate of performance'' and innovation in research, for the betterment of both the individual employee and society as a whole. Improving Performance Appraisal at Work is a comprehensive guide for researchers in business and management, human resource management and organizational behavior. The authors cover an extensive array of issues relating to the role of employee performance appraisal, making this book an excellent advisory text for those in professional human resource roles.

This lively guide showcasing original and carefully curated research illustrates the dynamic relationship between discourse and organizational psychology. It maps the origins and development of discursive approaches in the field of organizational psychology and provides a timely review of the challenges that may confront researchers in the years to come, thereby charting the current and future boundaries of the field. A Guide to Discursive Organizational Psychology delineates a potential research agenda for discursive organizational psychology. Contributions include empirically rich discussions of both traditional and widely studied topics such as resistance to change, inclusion and exclusion, participation, multi-stakeholder collaboration and diversity management, as well as newer research topics such as language negotiations, work time arrangements, technology development and discourse as intervention. Discursive devices for addressing these phenomena include interpretive repertoires, modes of ordering, rhetorical strategies and sense-making narratives. This timely book will serve as a guide for students or researchers who are new to discourse analysis in the field of organization and management studies, and provide new perspective to anyone seeking to enhance their conceptual and methodological understanding of the field. It marks a central reference point for anyone interested in the intersection of discursive approaches and organizational psychological phenomena. Contributors include: P. Dey, C. Gaibrois, A.-K. Heydenreich, P. Hoyer, C.D. Jacobs, C. Michels, J.C. Nentwich, R. Pfyl, D. Resch, F. Schulz, C. Steyaert, F. Ueberbacher

How do great leaders thrive in uncertain times? By changing their mindsets about power. If you let go of hierarchy, chaos will reign...or so many leaders believe. But when leaders find the courage to distribute rather than hoard power, creativity multiplies, trust deepens, and inclusivity expands...and a new kind of order emerges. For decades, leaders forced their organizations to look like a pyramid, with all authority flowing from the top. That didn't work. Next, experts told leaders to adopt "bottom-up" leadership. But that's not working either. Top-down and bottom-up are the same organizational shape. And neither approach really enables innovation, collaboration, or enthusiasm. The problem is the Pyramid. A few rare leaders have seen the pyramid for the trap that it is and have learned to embrace a new shape and mindset: Constellations. Organizations designed as constellations are dynamic and flexible networks of distinct yet interwoven individuals. Each member of the team feels like a singular star and is also connected to others to form something greater. That is how Visa reimagined how we pay for things, how Wikipedia beat the richest company in the world and how Barack Obama and his grassroots team revolutionized political campaigning. These leaders did what most leaders dread - they gave away power. In this practical and personal journey, Barzun brilliantly layers lessons across history and industries with his own experiences as an internet entrepreneur, political organizer, and US ambassador to the United Kingdom and Sweden. With lessons for leaders of all types, The Power of Giving Away Power shows how the Constellation mindset shines in some of the most impactful organizations and innovations the world has ever known. And it encourages us all to recognize, as Barzun writes, "the power we can create by seeing the power in others" - and making the leap to lead. Together.

Answering pressing questions regarding employee selection and mobbing culture in the workplace, Andrew R. Timming explores the unique intersection of the biological sciences and human resource management. With a rich set of theoretical and empirical chapters, the author shines an innovative light on the fields of human resource management, organizational behavior and evolutionary psychology, engaging with the nature vs. nurture debate as well as offering a ground-breaking explanation for workplace bullying, unconscious bias, and employee selection decision-making. At times poignant and controversial, the book illustrates the dark side of human nature, with a unique focus on our primordial instincts. An excellent exploration into an emerging area, this Footprint will be ideal for human resource management and organizational behavior academics, as well as those interested in applied evolutionary, social, organizational, and experimental psychology.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. A Research Agenda for Entrepreneurial Cognition and Intention suggests new directions and approaches to study the internal thought processes of entrepreneurs by examining areas that have been under-researched, ignored or overlooked. Proposing new views on the idea of an entrepreneurial personality, new methodologies and theories of cognition and influence of personality, the contributors go beyond the study of individual intentions to evaluate group intentions. Furthermore, the book proposes that current research methods limit our understanding of entrepreneurial processes by not connecting to the wider entrepreneurial audience. With this in mind, key chapters focus on the role and relevance of language and gender in entrepreneurship. Academic researchers and advanced students looking to explore the latest research methods and statistical approaches will find this Research Agenda extremely useful for creating new research pathways. The case studies will also be exceptionally useful for those with a wider interest in entrepreneurship and those who wish to have a greater understanding of entrepreneurial intention. Contributors include: G.A. Alsos, G. Bertrand, M. Brannback, C.G. Brush, A.L. Carsrud, R. Germon, P.G. Greene, D.M. Hechavarria, A. Ingram, I. Jaen, F. Kropp, N. Krueger, F. Linan, A. Maalaoui, J. Mezei, S. Nikou, T.F. Nogueira, C. Perez, M. Razgallah, L. Schjoedt, K.G. Shaver, R. Yitshaki

This insightful book provides a comprehensive overview of modern occupational health psychology, collated by leading international academics. The authors offer timely and expert discussion on core themes in this rapidly developing, state-of-the-art field. Each of the eleven original chapters describes an essential topic within occupational health psychology, all focusing on the most progressive and contemporary international research. Included are chapters on subjects with established research history, for example occupational stress and job satisfaction, alongside newly emerging additions such as work addiction and executive coaching. This book will be an invaluable and unique reference source for organizational health academics, researchers and postgraduate students. Workplace Psychological Health is also offered as a useful companion text to human resource professionals and practitioners wanting to maintain continuing professional development.

'Entrepreneurial identities permeate virtually every facet of the venturing process, but the study of these identities has received surprisingly little attention among scholars. Thomas Duening and Matthew Metzger address this problem with this insightful and timely edited volume. They have compiled an impressive array of research that covers both macro- and micro-level explorations of entrepreneurial identities. Most importantly, these chapters provide numerous examples of tangible advice to interested educators about how to foster the entrepreneurial spirit and build the entrepreneurial identity within their own students. This book is a must-read for anyone interested in entrepreneurial identities.' - Charles Murnieks, Oregon State University, US Entrepreneurship is an academic discipline that, despite decades of growth in research and teaching activity lacks a traditionally distinct or common pedagogy. In this book, editors Thomas N. Duening and Matthew L. Metzger explore entrepreneurial identity as a new basis upon which curricula can be constructed for aspiring entrepreneurs. Critically, this perspective is based on the insight that there is a fundamental difference between venture development and entrepreneur development. Unfortunately, most current interventions for aspiring entrepreneurs focus on the former at the expense of the latter. The editors have collected work from an international team of authors with diverse views on how identity theory applies to entrepreneur development. Chapters focus primarily on macro-level identity issues (that is, how do these entrepreneurial archetypes form, persist, and sometimes change) or micro-level identity issues (that is, how can educators and resource providers identify, communicate, and incentivize identity construction among aspiring entrepreneurs). This book provides a general theoretical background and offers numerous suggestions for application and further research. One example of this is the 'For Further Reading' feature at the end of each chapter which is perfect for assisting those who want to delve deeper into various topics. This essential resource will be of interest to researchers, resource providers and students alike. Contributors include: D. Boje, A. Donnellon, T.N. Duening, R. Gill, B. Mathias, M.L. Metzger, R. Smith, K. Williams-Middleton

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang

The companion to the bestselling book on leading change, Still Moving Still Moving Field Guide is a companion to the bestselling Still Moving: How to Lead Mindful Change. Designed as a practical resource, the Field Guide takes the reader on a journey to hone their leadership skills in order to lead change with confidence. Step by step, readers will progress through the Still Moving concepts. New to the guide is the innovative Change Vitality model (an energizing holistic way of leading change) that puts all the Still Moving concepts into one effective picture. The author breaks down each element of the Change Vitality model and explores what the element is, how to recognize it, and why it helps leaders lead change well. The model also shows how to rate your own leadership in a particular skill, and includes tales from the field on putting the skill into action. The guide also contains further reading and resources to help cultivate the skills presented. This important book: Offers a practical guide for developing the change leadership skills outlined in Still Moving Contains application stories with real life leaders in change Presents the Change Vitality model - a new, holistic and research-based framework for how to lead change with greater ease Provides an interactive immersion journey into the Still Moving content Includes spaces for journaling and self-reflection Written for all curious change leaders, change coaches, change consultants, and HR professionals, the Still Moving Field Guide is filled with practical ideas on how to use the Still Moving concepts with yourself, your team, and the wider systems you are seeking to transform.

Almost every person works at some point in their lives. The Research Handbook on Work and Well-Being examines the association of particular work experiences with employee and organizational health and performance. Ronald J. Burke and Kathryn M. Page bring together an impressive collection of contributions where well-being is considered an umbrella term for happiness, satisfaction, flow, engagement, commitment and organizational identification, among other concepts. Chapters describe successful organizational efforts to achieve high levels of employee well-being and creating psychologically healthy workplaces. They cover topics such as transformational leadership, organizational support, training and development and supportive work-family policies and programs. Acknowledging that work experiences and conditions can also contribute to dissatisfaction, insecurity, illness, injuries and even death, they also examine negative work experiences and conditions such as abusive supervision, occupational stress, little control and insecurity. Practical and engaging, this Handbook will appeal to academics and students interested in work and health. Containing the latest research evidence, it will also offer valuable insights to human resource managers, organizational wellness managers and occupational health practitioners. Contributors include: B.L. Ahrens, H.C. Atkinson, D.W. Ballard, T.M. Brobst, R.J. Burke S. Clarke, J.P. Dahms, A. Day, J.K. Dimoff, K.J. Emich, P. Fairlie, M.J. Grawitch, S. Gregersen, J. Halbesleben, N. Hartling, F. Hull, E.K. Kelloway, D. Klotz, C. Korunka, B. Kubicek, M. Lafleche, T. LaMontagne, L.M. Lavaysse, W. Lewchuk, H. Lingard, J. Leilanie Del Prado Lu, A. Milner, K. Moore, V.J. Morganson, A. Nienhaus, K. Page, A. Pervez, N. Reavley, A.M. Richardsen, T.Taris, C. Thomson, M. Turner, S. Vincent-Hoper, J. Weston, T.A. Wright, C.M. Youssef-Morgan

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. A Research Agenda for Entrepreneurial Cognition and Intention suggests new directions and approaches to study the internal thought processes of entrepreneurs by examining areas that have been under-researched, ignored or overlooked. Proposing new views on the idea of an entrepreneurial personality, new methodologies and theories of cognition and influence of personality, the contributors go beyond the study of individual intentions to evaluate group intentions. Furthermore, the book proposes that current research methods limit our understanding of entrepreneurial processes by not connecting to the wider entrepreneurial audience. With this in mind, key chapters focus on the role and relevance of language and gender in entrepreneurship. Academic researchers and advanced students looking to explore the latest research methods and statistical approaches will find this Research Agenda extremely useful for creating new research pathways. The case studies will also be exceptionally useful for those with a wider interest in entrepreneurship and those who wish to have a greater understanding of entrepreneurial intention. Contributors include: G.A. Alsos, G. Bertrand, M. Brannback, C.G. Brush, A.L. Carsrud, R. Germon, P.G. Greene, D.M. Hechavarria, A. Ingram, I. Jaen, F. Kropp, N. Krueger, F. Linan, A. Maalaoui, J. Mezei, S. Nikou, T.F. Nogueira, C. Perez, M. Razgallah, L. Schjoedt, K.G. Shaver, R. Yitshaki

Two pioneering researchers identify key causes of workplace burnout and reveal what managers can do to promote increased productivity and health. Burnout is among the most significant on-the-job hazards facing workers today. It is also among the most misunderstood. In particular, we tend to characterize burnout as a personal issue-a problem employees should fix themselves by getting therapy, practicing relaxation techniques, or changing jobs. Christina Maslach and Michael P. Leiter show why this is not the case. Burnout also needs to be managed by the workplace. Citing a wealth of research data and drawing on illustrative anecdotes, The Burnout Challenge shows how organizations can change to promote sustainable productivity. Maslach and Leiter provide useful tools for identifying the signs of employee burnout, most often exhaustion, cynicism, and ineffectiveness. They also advise managers on assembling and interpreting worker self-evaluation surveys, which can reveal workplace problems and potential solutions. And when it comes to implementing change, Maslach and Leiter offer practical, evidence-driven guidance. The key, they argue, is to begin with less-taxing changes that employees nonetheless find meaningful, seeding the ground for more thorough reforms in the future. Experts estimate that more than $500 billion and 550 million workhours are lost annually to on-the-job stress, much of it caused by dysfunctional work environments. As priorities and policies shift across workplaces, The Burnout Challenge provides pragmatic, creative, and cost-effective solutions to improve employee efficiency, health, and happiness.

Psychological ownership as a phenomenon and construct attracts an increasing number of scholars in a variety of fields. This volume presents a comprehensive and up-to-date review of the psychological ownership literature with particular attention paid to the theory, research evidence, and comments on managerial applications. The authors address key elements that examine an employee's ownership feelings for his or her employing organization. The chapters address, among others, the following themes: the meaning of psychological ownership, the genesis of ownership feelings, the experiences and paths down which people travel that give rise to experiences of ownership, and the consequences (the personal and work outcomes) that stem from the sense of ownership. While the majority of the book is focused on feelings of ownership that exist at the individual-level, the authors introduce the construct of collective psychological ownership as well. This work acknowledges that teamwork has become increasingly commonplace in organizations and that like individuals, teams can come to a collective sense of ownership for a variety of targets within their work environment. The book closes by drawing upon the existing science of psychological ownership to provide a perspective on its applied (managerial) implications. This book will make a noteworthy addition to scholars' libraries: university libraries will also value it among their collections. Students of organizational psychology, management, organizational behavior, sociology and communication and their professors will find much of interest here.

The Handbook of Advances in Trust Research presents new and important developments in trust research. The contributors are all prominent and highly respected experts in the field. Firstly, they provide a contemporary overview of the most crucial issues in current trust research including contracts, innovation and negotiation, trust and control. Thereafter, themes which have gained prominence since the original Handbook are considered, such as trust and the financial crisis, public trust in business, and trust and HRM. The book also explores recent theoretical advances and points the way for future research on trust. The Handbook contributes to an area of key importance to business and society and will appeal to practitioners and students of organization theory, strategy, sociology, organizational psychology and economics. Contributors: R. Bachmann, K.T. Dirks, N. Gillespie, T. Gubler, J.D. Harris, R. Hurley, A.A.C. Keevil, F. Kroeger, R.J. Lewicki, P.P. Li, G. Moellering, J. Nickerson, B. Nooteboom, B. Polin, L. Poppo, R.H. Searle, F. Six, P.W.L. Vlaar, A. Weibel, A.C. Wicks, A. Zaheer

With an emphasis on everyday life, this respected text offers a lively and perceptive account of the key theories and ideas which dominate the field of consumption and consumer culture. This third revised and expanded edition is a major update of the text of the second edition, adding new chapters on youth culture and consumption, retail psychology, gender and consumption, the globalization of food and FairTrade, and digital consumption and platform capitalism. Various theoretical perspectives - such as theories of practice, semiotics, to psychoanalysis - are used to illustrate concepts and trends in consumption, whilst a wide range of engaging and up-to-date case studies are employed throughout to provide historical context and illustrate forms of consumption. Written by an experienced teacher, the book offers an accessible and thought-provoking introduction to the concept of consumption for students in sociology, cultural studies, history, anthropology, and social psychology.

Draws on internationally recognized Tavistock system * Builds on principles set out in related 'Introduction' * Contains contributions from leading thinkers and practitioners in a range of related disciplines

Learn the most up-to-date developments in applied psychology with one authoritative collection The Handbook on the State of the Art in Applied Psychology delivers 19 state-of-the-art addresses on a selected topic in applied psychology. Together, they constitute an up-to-date and authoritative reference that describes the most cutting-edge material in the most prominent domains of applied psychology. The accomplished academics and editors Dr. Peter Graf and Dr. David Dozois put the focus on areas where the most profound recent progress has been made. They also emphasize the link between science and practice, showcasing basic science research that has practical implications for real world problems. Readers will benefit from up-to-date research on topics as varied as occupational commitment and organizational productivity, forgiveness, shared cultural spaces, environmental decision making, and the early identification of reading problems. In addition to the papers included in the collection, the Handbook on the State of the Art in Applied Psychology features: An insightful preface focused on the theme of connecting basic research to practical solutions in the real world An overview of the chapters and their arrangement in the collection An author and subject index to assist readers in finding the information they seek A focus on the most cutting-edge advancements in the field of applied psychology, with an emphasis on the impact of technological innovation and increased recognition of cultural determinants of behavior Perfect for applied psychology researchers, workers, teachers, and students around the world, Handbook on the State of the Art in Applied Psychology also belongs on the bookshelves of anyone looking for an efficient way to get up to speed on the latest developments on a wide variety of relevant topics in applied psychology.

How can managers motivate their employees? After conducting detailed field studies of work groups in settings as diverse as insurance company offices and regatta sailboats, Judith Komaki has identified two key behaviours that seem to distinguish effective from ineffective managers; monitoring workers' performance and communicating consequences. Drawing on her research over the last ten years, Komaki combines behavioural and cognitive theories of leadership and puts forward a new model for the study of leadership from an operant perspective.

This book introduces the reader to the management consultancy technique of Organizational Role Analysis--a technique with the immensely practical purpose of helping managers to stay "in role and on task." As such, it provides a coherent, superbly illustrated framework for in-depth coaching. The ORA method is grounded in a process of consultation that derives from the conjunction of open systems theory, and psychodynamic understandings of human behavior. It enables the collaborative resolution of the mental and emotional tensions represented in the client's work role as he/she strives to manage the dynamics between the organization-in-the-mind and the organization-in-reality.While the method of Organizational Role Analysis presented in this book has been evolving for three decades, published accounts of the work have been sparse, spasmodic, and relatively obscure. This book brings together the work of experienced practitioners from around the globe who illuminate the guiding concepts with lively, practical examples that illustrate the variety of ways in which managers can receive coaching in-depth. These accounts are complemented by an extensive bibliography for further reading.Contributors: John Bazalgette, Ullrich Beumer, Hanna Biran, Irving Borwick, Jane Chapman, Laurence J. Gould, W. Gordon Lawrence, Susan Long, Rose Redding Mersky, John Newton, Bruce Reed, and Burkard Sievers

Sections are headed by longer framing chapters by prominent theorists and practitioners to provide big picture orientation to the process of grief therapy Chapters provide brief descriptions of specific therapeutic tools and methods, each introduced with a statement of the clients for whom the method is appropriate Each chapter includes an illustrative case study and information on how to adapt the technique to different clients or circumstances All chapters are closely edited in all cases to promote continuity in voice and accessibility of the text throughout

Whilst the topic is gathering significant interest, this is the first book to present a guide to coaching and playfulness. It has the ‘why didn’t I think of this’ factor: once said, it seems obvious but, until then, few people had thought of it. Written by two coaching practitioners, the book provides a practical and cohesive manual for coaches to incorporate playfulness into their praxes. Fully researched, and evidence provided to support the practice throughout.

First published in 1994, this book examines the extent to which television affects the people who watch it. Television is frequently blamed for increased violence, shortened attention spans, the decline of literacy and political indoctrination. In this book, the author considers the theories and evidence against television and argues that much of the panic is unfounded. Instead, he asserts that the danger of television is that it is the central apparatus of consumer society. He states that the success of television is measured not in terms of the enjoyment we get from programs, but by how much money we spend as a result of watching them.

Conquer the most essential adaptation to the knowledge economy The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth offers practical guidance for teams and organizations who are serious about success in the modern economy. With so much riding on innovation, creativity, and spark, it is essential to attract and retain quality talent--but what good does this talent do if no one is able to speak their mind? The traditional culture of "fitting in" and "going along" spells doom in the knowledge economy. Success requires a continuous influx of new ideas, new challenges, and critical thought, and the interpersonal climate must not suppress, silence, ridicule or intimidate. Not every idea is good, and yes there are stupid questions, and yes dissent can slow things down, but talking through these things is an essential part of the creative process. People must be allowed to voice half-finished thoughts, ask questions from left field, and brainstorm out loud; it creates a culture in which a minor flub or momentary lapse is no big deal, and where actual mistakes are owned and corrected, and where the next left-field idea could be the next big thing. This book explores this culture of psychological safety, and provides a blueprint for bringing it to life. The road is sometimes bumpy, but succinct and informative scenario-based explanations provide a clear path forward to constant learning and healthy innovation. Explore the link between psychological safety and high performance Create a culture where it's "safe" to express ideas, ask questions, and admit mistakes Nurture the level of engagement and candor required in today's knowledge economy Follow a step-by-step framework for establishing psychological safety in your team or organization Shed the "yes-men" approach and step into real performance. Fertilize creativity, clarify goals, achieve accountability, redefine leadership, and much more. The Fearless Organization helps you bring about this most critical transformation.