In the culture of today’s church, successful leadership is often judged by what works, while persistent faithfulness takes a back seat. If a ministry doesn’t produce results, it is dropped. If people don’t respond, we move on. This pursuit of “greatness” exerts a crushing pressure on the local church and creates a consuming anxiety in its leaders. In their pursuit of this warped vision of greatness, church leaders end up embracing a leadership narrative that runs counter to the sacrificial call of the gospel story.When church leaders focus on faithfulness to God and the gospel, however, it’s always a kingdom-win—regardless of the visible results of their ministry. John the Baptist modeled this kind of leadership. As John’s disciples crossed the Jordan River to follow after Jesus, John freely released them to a greater calling than following him. Speaking of Jesus, John said: “He must increase, but I must decrease.” Joyfully satisfied to have been faithful to his calling, John knew that the size and scope of his ministry would be determined by the will of the Father, not his own will. Following the example of John the Baptist and with a careful look at the teaching of Scripture, Tim Suttle dares church leaders to risk failure by chasing the vision God has given them—no matter how small it might seem—instead of pursuing the broad path of pragmatism that leads to fame and numerical success.

    These are necessary, but not sufficient. Using evidence from from neuroscience and his work with leaders, Dr. Cloud shows that the best performers draw on another vital resource: personal and professional relationships that fuel growth and help them surpass current limits. Popular wisdom suggests that we should not allow others to have power over us, but the reality is that they do, for better or for worse. Consider the boss who diminishes you through cutting remarks versus one who challenges you to get better. Or the colleague who always seeks the limelight versus the one who gives you the confidence to finish a difficult project. Or the spouse who is honest and supportive versus the one who resents your success. No matter how talented, intelligent, or experienced, the greatest leaders share one commonality: the power of the others in their lives. Combining engaging case studies, persuasive findings from cutting-edge brain research, and examples from his consulting practice, Cloud argues that whether you’re a Navy SEAL or a corporate executive, outstanding performance depends on having the right kind of connections to fuel personal growth and minimize toxic associations and their effects. Presenting a dynamic model of the impact these different kinds of connections produce, Cloud shows readers how to get more from themselves by drawing on the strength and expertise of others. You don’t have a choice whether or not others have power in your life, but you can choose what kinds of relationships you want.

    They describe the factors that influence how people shift in their perspectives and become open to the Gospel. They provide practical tools to help people enter the kingdom, as well as guidelines for how new believers can live out their Christian faith.

    Every life is an unprecedented experiment. We are all pioneers. I created Get Untamed: The Journal as an interactive experience in charting our own way—so we can let burn that which is not true and beautiful enough and get started building what is.” —Glennon Doyle With Untamed, Glennon Doyle—writer, activist, and “patron saint of female empowerment” (People)—ignited a movement. Untamed has been described as “a wake-up call” (Tracee Ellis Ross), “an anthem for women today” (Kristen Bell), and a book that “will shake your brain and make your soul scream” (Adele). Glennon now offers a new way of journaling, one that reveals how we can stop striving to meet others’ expectations—because when we finally learn that satisfying the world is impossible, we quit pleasing and start living. Whether or not you have read Untamed, this journal leads you to rediscover, and begin to trust, your own inner-voice. Full of thought-provoking exercises, beloved quotations from Untamed, compelling illustrations, playful and meditative coloring pages, and an original introduction, in Get Untamed: The Journal, Glennon guides us through the process of examining the aspects of our lives that can make us feel caged. This revolutionary method for uprooting culturally-constructed ideas shows us how to discover for ourselves what we want to keep and what we’ll let burn so that we can build lives by design instead of default. A one-of-a-kind journal experience, Get Untamed proves Glennon’s philosophy that “imagination is not where we go to escape reality, but where we go to remember it.”

    After five-years of hard living, Tullian had come to the end of himself. He got up and went down the street to church. What he found there shocked him--a community of Christians who joyfully and radically lived out the Gospel in ways he’d never seen before. The encounter showed him a new way of living in the world–and he came to personal faith in Christ.Tullian's experience convinced him that young Christians today don’t want a faith community that tries to come off as appealing and trendy. Christ followers are called to embrace a standard that’s “out of this world.” Why? Because the only way to make a difference in the world is by being different.To help his readers re-imagine a radically “unfashionable” lifestyle, Tullian examines what Gospel-infused priorities would look like in relationships, community, work, finances and culture. Readers will come away with a clear picture of what it means to live subversively–and redemptively–for God.

    An essential book that unlocks the secrets of highly successful groups and provides readers with a toolkit for building a cohesive, innovative culture, from the New York Times bestselling author of The Talent Code

    She shows how to build a workforce that’s positive, committed, passionate...how to really motivate people, even on a tight budget...how to lead with authenticity, clarity, consistency, and inspiration. These skills offer powerful, quantifiable business value. They are completely learnable--and this book is the fastest way to master them. It distills the world’s best thinking on getting the best from people: the truth, and nothing but the truth!

    In 1867 an infant girl called Luli is born into a middle-class Chinese family on the mainland. Her fate is altered when instead of being put to the breast of her mother, her father declares her a misfortune and she is left at the famous Chaozhou wall where many parents and grandparents abandon their unwanted girls. But the child’s mother is desperate to save her and beseeches one of her sons to step in and deliver the baby to safety.At the same time in the affluent house of a scholar on the island of Hong Kong, house slaves Sun Ling and Jingwei are sworn sisters, bound by their shared struggles. When the hardship and abuse become too much too bear, the girls escape and make a run for freedom, then find themselves on a ship bound for the western coast of the Americas. When the paths of these three forgotten girls of China meet, the ocean journey is treacherous and not for the faint-hearted. In the midst of monumental difficulties, their lives converge, and they traverse many obstacles, but will do anything for one another in their oath to stay together and fulfill their hope for a better future in Chinatown, on the shores of San Francisco.

    Whether you are a cross-cultural worker or simply live in a cross-cultural neighborhood, you'll find this book to be a valuable resource for understanding and relating to others from a different climate.

    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.

    Nadia Bolz-Weber takes no prisoners as she reclaims the term pastrix (a negative term used by some Christians who refuse to recognize women as pastors) in this wildly entertaining and deeply resonant memoir about an outrageous, unlikely life of faith. From a commune of haggard-but-hopeful slackers to the wobbly chairs and war stories of Alcoholic Anonymous, from a funeral in a smoky downtown comedy club to an unexpected revelation during the Haitian stations of the cross, PASTRIX is a journey of cranky spirituality that intersects religion with real life, weaving incredible narrative, hilarious rants, and poignant honesty to portray a life deeply flawed and deeply faithful-giving hope to the rest of us.

    God doesn't have boundaries, and faith doesn't have to be limited to what someone else has told us. God is alive. Faith is alive. Velvet Elvis helps us find our faith. And even if it doesn't, it encourages us to keep looking. Faith doesn't end with this book. But it just might begin...

    Headlee is a talented, honest storyteller, and her advice has helped me become a better spouse, friend, and mother.”  (Jessica Lahey, author of New York Times bestseller The Gift of Failure)Today most of us communicate from behind electronic screens, and studies show that Americans feel less connected and more divided than ever before. The blame for some of this disconnect can be attributed to our political landscape, but the erosion of our conversational skills as a society lies with us as individuals.And the only way forward, says Headlee, is to start talking to each other. In We Need to Talk, she outlines the strategies that have made her a better conversationalist—and offers simple tools that can improve anyone’s communication. For example: BE THERE OR GO ELSEWHERE. Human beings are incapable of multitasking, and this is especially true of tasks that involve language. Think you can type up a few emails while on a business call, or hold a conversation with your child while texting your spouse? Think again.CHECK YOUR BIAS. The belief that your intelligence protects you from erroneous assumptions can end up making you more vulnerable to them. We all have blind spots that affect the way we view others. Check your bias before you judge someone else.HIDE YOUR PHONE. Don’t just put down your phone, put it away. New research suggests that the mere presence of a cell phone can negatively impact the quality of a conversation.Whether you’re struggling to communicate with your kid’s teacher at school, an employee at work, or the people you love the most—Headlee offers smart strategies that can help us all have conversations that matter.

    Some churches advocate 1-on-1 discipling, others try getting everyone into a small group, while still others training through mission trips or service projects. Yet others focus all their efforts on attracting people to a large group gathering to hear biblical teaching and preaching. But does one size really fit everyone?Based on careful biblical study and years of experience making disciples in the local church, Bobby Harrington and Alex Absalom have identified five key relationships where discipleship happens in our lives. In each relational context we need to understand how discipleship occurs and we need to set appropriate expectations for each context.Discipleship That Fits shows you the five key ways discipleship occurs. It looks at how Jesus made disciples and how disciples were formed in the early church. Each of the contexts is necessary at different times and in different ways as a person grows toward maturity in Christ: Public Relationships : The church gathering corporately for worship Social Relationships : Networks of smaller relationships where we engage in mission and live out our faith in community Personal Relationships : Small groups of six to sixteen people where we challenge and encourage one another on a regular basis Transparent Relationships : Close relationships of three to four where we share intimate details of our lives for accountability The Divine Relationship : Our relationship with Jesus Christ where we grow through the empowering presence of the Holy SpiritFilled with examples and stories, Alex and Bobby show you how to develop discipleship practices in each relational context by sharing how Jesus did it, how the early church practiced it, and how churches are discipling people today.

    His second book is the natural extension of Start with Why, expanding his ideas at the organizational level. Determining a company’s WHY is crucial, but only the beginning. The next step is how do you get people on board with your WHY? How do you inspire deep trust and commitment to the company and one another? He cites the Marine Corps for having found a way to build a culture in which men and women are willing to risk their lives, because they know others would do the same for them. It’s not brainwashing; it’s actually based on the biology of how and when people are naturally at their best. If businesses could adopt this supportive mentality, employees would be more motivated to take bigger risks, because they’d know their colleagues and company would back them up, no matter what. Drawing on powerful and inspiring stories, Sinek shows how to sustain an organization’s WHY while continually adding people to the mix.