Managing Emotional Mayhem lays a conceptual foundation, explores limiting beliefs, presents new adult skills and teaches us how to coach children in this transformative self-regulation process. 168 pages.

    Now he brings his insight into the workplace, in a book sure to change the shape of business for decades to come.In Working with Emotional Intelligence, Goleman reveals the skills that distinguish star performers in every field, from entry-level jobs to top executive positions. He shows that the single most important factor is not IQ, advanced degrees, or technical expertise, but the quality Goleman calls emotional intelligence. Self-awareness, self-confidence, and self-control; commitment and integrity; the ability to communicate and influence, to initiate and accept change--these competencies are at a premium in today's job market. The higher up the leadership ladder you go, the more vital these skills become, often influencing who is hired or fired, passed over or promoted. As Goleman shows, we all possess the potential to improve our emotional intelligence--at any stage in our career. He provides guidelines for cultivating these capabilities--and also explains why corporate training must change if it is to be effective.

    MoreThe Behavior Code includes user-friendly worksheets and other helpful resources.

    The reality of being poor brings out a survival mentality, and turns attention away from opportunities taken for granted by everyone else. If you work with people from poverty, some understanding of how different their world is from yours will be invaluable. Whether you're an educator--or a social, health, or legal services professional--this breakthrough book gives you practical, real-world support and guidance to improve your effectiveness in working with people from all socioeconomic backgrounds. Since 1995 A Framework for Understanding Poverty has guided hundreds of thousands of educators and other professionals through the pitfalls and barriers faced by all classes, especially the poor. Carefully researched and packed with charts, tables, and questionnaires, Framework not only documents the facts of poverty, it provides practical yet compassionate strategies for addressing its impact on people's lives.

    You can learn to skillfully conceptualize cases and structure interventions for your clients. You can have every skill and advantage as a therapist, but if you want to make the most of every session, both you and your client need to show up in the therapy room. Really show up. And this kind of mindful presence can be a lot harder than it sounds.Mindfulness for Two is a practical and theoretical guide to the role mindfulness plays in psychotherapy, specifically acceptance and commitment therapy (ACT). In the book, author Kelly Wilson carefully defines mindfulness from an ACT perspective and explores its relationship to the six ACT processes and to the therapeutic relationship itself. With unprecedented clarity, he explains the principles that anchor the ACT model to basic behavioral science. The latter half of the book is a practical guide to observing and fostering mindfulness in your clients and in yourself-good advice you can put to use in your practice right away. Wilson, coauthor of the seminal Acceptance and Commitment Therapy, guides you through this sometimes-challenging material with the clarity, humor, and warmth for which he is known around the world. More than any other resource available, Mindfulness for Two gets at the heart of Wilson's unique brand of experiential ACT training.The book includes a DVD-ROM with more than six hours of sample therapy sessions with a variety of therapists on QuickTime video, DRM-free audio tracks of Wilson leading guided mindfulness exercises, and more. To find out more, please visit www.mindfulnessfortwo.com.

    In this book you will see how commonly performed operations can be found to be useless or even harmful when properly evaluated. That these claims come from an experienced, practicing orthopedic surgeon who performs many of these operations himself, makes the unsettling argument particularly compelling. Of course no surgeon is recommending invasive surgery in bad faith, but Ian Harris argues that the evidence for the success for many common operations, including knee arthroscopies, back fusion or cardiac stenting, become current accepted practice without full examination of the evidence.

    When Your Mother Has Borderline Personality Disorder provides you with crucial information for understanding the patterns behind her Borderline Personality Disorder, as well as the tools you need to start your own recovery process.Find ways to reconcile your complicated thoughts and feelings with straightforward and easy-to-use techniques. You’ll also discover a number of sample dialogues that give you blueprints for safe and secure interactions in a variety of situations.When Your Mother Has Borderline Personality Disorder includes: You, your mother, and Borderline Personality Disorder—Learn why your mother behaves the way she does and how to maintain a relationship with her—without getting hurt. The help you need—Start healing with essential self-care strategies that will help you rebuild your self-esteem, cope with anxiety, protect your family, and more. Research-based tools—Get proven advice based on the most up-to-date approaches for managing a relationship with someone who has Borderline Personality Disorder. Get the help you need moving forward with the compassionate guidance of When Your Mother Has Borderline Personality Disorder.

    Gerard, PhD, its chief learning officer, candidly describe the triumphs and stumbles of a seven-year journey to lean healthcare, an effort that continues today and that has slashed medical errors, improved patient outcomes, raised staff morale, and saved $27 million dollars in costs without layoffs. Find out:> How lean techniques of value-stream-mapping and rapid improvement events cut the average “door-to-balloon” time for heart attack patients at two hospitals from 90 minutes to 37.> What ThedaCare leaders did to replace medicine’s “shame and blame” culture with a lean culture based on continuous improvement and respect for people.> How the lean principle of “building in quality at the source” broke down divisions among medical specialties allowing teams to develop patient care plans faster.> Why traditional modern management is the single biggest impediment to lean healthcare.> How the plan-do-study-act cycle coupled with rapid improvement events cut the wait time at a robotic radiosurgery unit from 26 days to six.> How the lean concept of “one piece flow” saved time in treating ischemic stroke patients, increasing the number of patients receiving a CT scan within 25 minutes from 51% to 89%.> How senior leaders at other healthcare organizations can begin their own lean transformations using a nine-step action plan based on what ThedaCare did — and what it would do differently.Toussaint and Gerard prove that lean healthcare does not mean less care. On the Mend shows that when care is truly re-designed around patients, waste and errors are eliminated, quality improves, costs come down, and healthcare professionals have more time to spend with patients, who get even better care.

    In his search for new friends and potential lovers, he becomes sucked into London’s gay drug culture, soon becoming addicted to partying and the phenomenon that is ‘chemsex’. Exploring his own journey through this dark but popular world, James looks at the motivating factors that led him to the culture, as well as examining the paths taken by others. He reveals the real goings-on at the weekends for thousands of people after most have gone to bed, and how modern technology allows them to arrange, congregate, furnish themselves with drugs and spend hours, often days, behind closed curtains, with strangers and in states of heightened sexual desire.Something for the Weekend looks compassionately at a growing culture that’s now moved beyond London and established itself as more than a short-term craze.

    Others have broken rules, missed deadlines, failed to live up to commitments, or just plain behaved badly—and nobody steps up to the issue. Or they do, but do a lousy job and create a whole new set of problems. Accountability suffers and new problems spring up. New research demonstrates that these disappointments aren't just irritating, they're costly—sapping organizational performance by twenty to fifty percent and accounting for up to ninety percent of divorces.Crucial Confrontations teaches skills drawn from 10,000 hours of real-life observations to increase confidence in facing issues like:- An employee speaks to you in an insulting tone that crosses the line between sarcasm and insubordination. Now what?- Your boss just committed you to a deadline you know you can't meet—and not-so-subtly hinted he doesn't want to hear complaints about it.- Your son walks through the door sporting colorful new body art that raises your blood pressure by forty points. Speak now, pay later.- An accountant wonders how to step up to a client who is violating the law. Can you spell unemployment?- Family members fret over how to tell granddad that he should no longer drive his car. This is going to get ugly.- A nurse worries about what to say to an abusive physician. She quickly remembers "how things work around here" and decides not to say anything.Everyone knows how to run for cover, or if adequately provoked, step up to these confrontations in a way that causes a real ruckus. That we have down pat. Crucial Confrontations teaches you how to deal with violated expectations in a way that solves the problem at hand, and doesn't harm the relationship—and in fact, even strengthens it.Crucial Confrontations borrows from twenty years of research involving two groups. More than 25,000 people helped the authors identify those who were most influential during crucial confrontations. They spent 10,000 hours watching these people, documented what they saw, and then trained and tested with more than 300,000 people. Second, they measured the impact of crucial confrontations improvements on organizational and team performance—the results were immediate and sustainable: twenty to fifty percent improvements in measurable performance.

    When restructures, mergers, bankruptcies, and layoffs hit the workplace, employees and managers naturally find the resulting situational shifts to be challenging. But the psychological transitions that accompany them are even more stressful. Organizational transitions affect people; it is always people, rather than a company, who have to embrace a new situation and carry out the corresponding change. As veteran business consultant William Bridges explains, transition is successful when employees have a purpose, a plan, and a part to play. This indispensable guide is now updated to reflect the challenges of today's ever-changing, always-on, and globally connected workplaces. Directed at managers on all rungs of the corporate ladder, this expanded edition of the classic bestseller provides practical, step-by-step strategies for minimizing disruptions and navigating uncertain times.

    Please read this book and help create workplaces with honest engagement and access for all." --Marshall Goldsmith, Thinkers 50 #1 Executive Coach and two-time #1 Leadership Thinker in the worldThe ugly truth about diversity is that some people worry they must give up their power for others to have a chance. La'Wana Harris's Inclusion Coaching method helps people realize that sharing power isn't the same as losing it.The elephant in the room with diversity work is that people with privilege must use it to allow others equal access to power. This is often why diversity efforts falter--people believe in diversity until they feel that they have to give something up. How do we talk them through this shift?La'Wana Harris introduces Inclusion Coaching, a new tool based on cutting-edge research that identifies the stages of preparation, implementation, and "self-work" necessary to help individuals, teams, and organizations build a sustainable culture of inclusion. Harris's six-stage COMMIT model--Commit to courageous action, Open your eyes and ears, Move beyond lip service, Make room for controversy and conflict, Invite new perspectives, and Tell the truth even when it hurts--provides a proven process for making people aware of their own conscious and unconscious biases and concrete steps to make inclusion an embedded reality.Harris offers managers and diversity coaches new models to empower everyone from employees to CEOs to "do" inclusion and address deep-rooted biases that are often invisible. She addresses the growing need to challenge bias and build authentic cultures where everyone can feel a sense of belonging.

    Even though the glass ceiling is cracked, most women stay comfortably beneath it, and everywhere we hear about vitally important “hardwired” differences between male and female brains. The neuroscience we read about in magazines, newspaper articles, books, and sometimes even scientific journals increasingly tells a tale of two brains, and the result is more often than not a validation of the status quo. Women, it seems, are just too intuitive for math, men too focused for housework.Drawing on the latest research in neuroscience and psychology, Cordelia Fine debunks the myth of hardwired differences between men’s and women’s brains, unraveling the evidence behind such claims as men’s brains aren’t wired for empathy, and women’s brains aren’t made to fix cars. She then goes one step further, offering a very different explanation of the dissimilarities between men’s and women’s behavior. Instead of a “male brain” and a “female brain,” Fine gives us a glimpse of plastic, mutable minds that are continuously influenced by cultural assumptions about gender.Delusions of Gender provides us with a much-needed corrective to the belief that men’s and women’s brains are intrinsically different--a belief that, as Fine shows with insight and humor--all too often works to the detriment of ourselves and our society.

    These powerful tools go far in helping clients connect with their values and give them the motivation needed to make a real, conscious commitment to change. Unfortunately, many of the metaphors that clinicians use have become stale and ineffective. That’s why you need fresh, new resources for your professional library.In this breakthrough book, two ACT researchers provide an essential A-Z resource guide that includes tons of new metaphors and experiential exercises to help promote client acceptance, defusion from troubling thoughts, and values-based action. The book also includes scripts tailored to different client populations, and special metaphors and exercises that address unique problems that may sometimes arise in your therapy sessions. Several ACT texts and workbooks have been published for the treatment of a variety of psychological problems. However, no one resource exists where you can find an exhaustive list of metaphors and experiential exercises geared toward the six core elements of ACT. Whether you are treating a client with anxiety, depression, trauma, or an eating disorder, this book will provide you with the skills needed to improve lives, one exercise at a time.With a special foreword by ACT cofounder Steven C. Hayes, PhD, this book is a must-have for any ACT Practitioner.

    Reach back into your childhood and recapture the leadership principles you learned from your favorite toys.What can LEGOS teach you about building your business through connection? How can Slinky Dog demonstrate the value of patience when you're growing your organization? What has every little boy learned from his Little Green Army Men that he can use in business strategy? Whether you are an executive, a manager, or a parent, in Toy Box Leadership you will find the toy box a great place for lessons to successfully influence and lead others.