Larry David, the man behind two of the most successful and critically acclaimed sitcoms in television history, is the focus of this biography. This unofficial guide follows the career that has accorded him status as a comic genius and garnered a fanatical following-from his early exploits as a stand-up comic to his role as producer and cocreator of Seinfeld and HBO's Curb Your Enthusiasm. It explores the back-story of the conception and development of Curb Your Enthusiasm, a mostly improvised sitcom in which the actor stars as a fictionalized version of himself. The comic's on- and off-screen relationships with colleagues and friends such as Richard Lewis, Ted Danson, Wanda Sykes, Mary Steenburgen, and the cast members of Seinfeld are discussed, and a detailed episode guide to every season of Curb Your Enthusiasm completes this informative and entertaining glimpse into the life and creative process of a great comic talent.

Build a dynamic work culture that inspires employees and promotes organizational growth Evidence shows culture drives fiscal performance. It's no secret that a toxic work culture can drive away employees and drive down profits. Creating a dynamic work culture that promotes both employee and business growth is key to ensuring an organization's success. However, culture is a moving target and hard to get right. In Great Mondays, brand strategist Josh Levine introduces a proven formula for building and managing a workplace culture that maximizes employee engagement, performance, and retention for long-term business success. Written in a punchy, outcomes-driven style, Great Mondays reveals the six components for driving culture change in any type of organization: -Purpose: the motivating force--the North Star of an organization that both inspires and guides -Values: the powerful culture guardrails that establish behavioral expectations of employees and leaders -Behaviors: the culturally-aligned symptoms and actions of a work culture -Recognition: the ways in which organizations can more effectively reward employees -Rituals: the regular activities that create and strengthen relationships between individuals -Cues: the physical and behavioral reminders designed to reconnect everyone to the organization's purpose and goals for the future With real-life case studies drawn from Silicon Valley heavy hitters, prominent nonprofits, major corporations, and respected universities, leaders of all levels will find expert guidance and proven strategies they can put to use to create a dynamic culture where employees thrive and business grows.

*** WINNER OF THE NATIONAL CRITICS CIRCLE AWARD FOR BIOGRAPHY *** *** LONGLISTED FOR THE PEN/JACQUELINE BOGRAD WELD AWARD FOR BIOGRAPHY *** 'The Queen is an invaluable work of non-fiction' - David Grann, Sunday Times and New York Times bestselling author of Killers of the Flower Moon This is the gripping true tale of a villain who changed American history. In the 1970s, Linda Taylor became a fur-wearing, Cadillac-driving symbol of the undeserving poor - the original 'welfare queen'. In the press she was the ultimate template for this insidious stereotype; Ronald Reagan himself cited her criminal behaviour in his presidential campaign, turning public opinion firmly against state benefits and those who used them. But Taylor was demonized for the least of her crimes. She was a con artist, a thief, a kidnapper, maybe even a murderer - and certainly one of the most gifted and deranged criminals of modern times. The Queen is the never-before-told story of a beguilingly complex American character, lost in the rush to create a vicious stereotype. 'Anyone who knew welfare knew, I thought, that the welfare queen is a myth. Turns out she isn't' - Jamie Fisher, TLS 'Levin's brilliant exploration of the politics of welfare reform teaches an essential lesson. Where myths and stereotypes predominate, facts, logic and evidence lose out . . . Levin's story calls upon us to think harder. Gripping' Washington Post

Do you feel the pressure in today's hockey culture to train all year, play in numerous out-of-town tournaments, and pay thousands of extra dollars so that your hockey player can compete with the best? If so, you're not alone. Today's prevailing wisdom states that year-round intense hockey training, starting at the youngest ages, is necessary to develop elite hockey players. It argues that families must choose between hockey and school events, family dinners, study time, and other sports. The good news is that families need not feel pressured to choose because this prevalent hockey training philosophy is not only in many ways unethical, it is also detrimental. Year-round intense hockey schedules are damaging youth hockey player's futures. Too much hockey is hurting athletes academically, socially, and ironically, athletically as well.
We don't have to accept this state of affairs. Although time is running out, we can still restore sanity and integrity to the game of hockey. This won't be easy. It'll require families to start resisting the arguably enormous pressure to always do more. Community associations, coaches, professional hockey players, and many others will need to step up in order to change the tide.
It's time to save our game.