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This soul endures and, beyond that, it soars!! The dark scenes are detailed, but never to the glory of evil. The human relationships are touching, believable. Any soul that has known ecstacy in Life/ movement/ nature, has had to climb out of the dark places of evil, has dared to BE in relationships, will find a story worth savoring.
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Fear is extremely damaging to organizations. It can harm trust, communication, quality, knowledge sharing, cooperation, innovation, retention, and overall organization effectiveness. Whether you are interested in improving morale, communication, and performance company-wide, or you just need to improve your relationship with one person, you'll find something useful here. This is not just the same old recycled advice you'll see in leadership books. Some of the ideas will be familiar to experienced people in the field, but the authors expand them and put them into a new perspective based on their work. They contribute many new ideas and examples that you won't find elsewhere.
Portions of the book are particularly helpful for well-intentioned managers who just don't understand why people don't fully trust them. If you're not getting the level of communication, ideas, and candor needed to bring your organization to the next level, fear may be the problem. If you hear a manager say, "I don't know why they didn't tell me sooner," give him or her this book. Most of us don't realize all the little things we do to discourage good communication.
My favorite concepts in this book include the cycle of mistrust and undiscussables. The cycle of mistrust provides a great understanding of how our perceptions and assumptions influence the behavior of other people. It's a great model for leadership, teambuilding and communication workshops. You'll be sure to recognize a few "undiscussables" in your own workplace. An undiscussable might be a sensitive issue that employees whisper about to one another, but not with those who might have the power to do something about it. It's just too risky to speak up. Management might not learn about it until they experience the shock of scathing comments in an anonymous employee survey, or they hear about it from someone in another company! You can prevent this from happening by driving fear out of the workplace and by creating an environment that makes it easier for people to speak up in the first place.
In this context, Kathleen D.Ryan and Daniel K.Oestreich, with the following core questions, illustrate some important elements of the trust-fear continuum. They say that if your answers to these questions are all 'yes,' your workplace is clearly fear-based:
* Do a high proportion of people in your organization frequently hesitate to speak up about certain issues?
* Does a fear of speaking up exist at many levels in your organization?
* Are people in your workplace associating managers and supervisors with th presence of fear?
* Are leaders in your organization exhibiting behavior that causes employees to be afraid?
* Are people reacting with strong emotions to a perceived environment of fear?
* Is fear having an impact on work and how it is getting done?
Thus, by describing the following 'core behaviors,' they define the vision of a high-trust workplace: *mutual helpfulness and understanding, *serving as a reality check for one another, *providing feedback for one another, on strengths as well as areas that need improvement, *influencing each other's ideas and decisions; willingness to be influenced, *humor; enjoyment of each other's company, *creative, synergistic problem solving where the results are greater than the sum of the parts, *respect for different backgrounds and talents; reliance on one another's expertise to ensure the best results, *willingness and ability to work through conflicts and disagreements, *common commitment to the same goal; commitment to one another's success, *a high level of rapport and honesty with one another, *straightforward communication.
They argue that the vision of a high-trust workplace can draw people naturally away from the cycle of fear and mistrust toward a new set of possibilities for better workplace relationships, and hence high-performance organization.
Highly recommended.
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While this period in history had not been my typical choice in fiction, I had been impressed with the author's Brides of Culdee Creek series. I was pleasantly rewarded with a enthralling tale of mystery and love. Morgan's versatility as an author is
astounding. Morgan has a gift in weaving a story that exposes the soul of its characters, draws in the reader and wraps them in authentic culture and history. At the same time, the story presents the way to true, abundant and everlasting life. Amazing. A book worth experiencing.
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Rick Kamen, author of HEIRLOOM STORIES FROM THE HARNESSMAKER'S SON
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