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Adapted from Brian Tracy's international time-management bestseller, Eat That Frog!, this book will give today's stressed-out and overwhelmed students the tools for lifelong success.
Students at all levels struggle with how to manage their time. In high school they often find they need this skill for the first time, as they juggle classes, extracurricular activities (which are all but mandatory if you want to go to college), jobs, internships, family responsibilities, and more. In college they have more freedom and less structure, which makes time management even more critical.
Brian Tracy's Eat That Frog! has helped millions around the world get more done in less time. Now this life-changing global bestseller has been adapted to the specific needs of students. Tracy offers readers tips, tools, and techniques for structuring time, setting goals, staying on task (even when you're not interested), dealing with stress, and developing the skills to achieve far more than you ever thought possible. This is the book that parents and teachers have long been wishing Brian Tracy would write.
Students at all levels struggle with how to manage their time. In high school they often find they need this skill for the first time, as they juggle classes, extracurricular activities (which are all but mandatory if you want to go to college), jobs, internships, family responsibilities, and more. In college they have more freedom and less structure, which makes time management even more critical.
Brian Tracy's Eat That Frog! has helped millions around the world get more done in less time. Now this life-changing global bestseller has been adapted to the specific needs of students. Tracy offers readers tips, tools, and techniques for structuring time, setting goals, staying on task (even when you're not interested), dealing with stress, and developing the skills to achieve far more than you ever thought possible. This is the book that parents and teachers have long been wishing Brian Tracy would write.
In the age of identity politics, the fear of selling out is rampant-but Zheng and Hansen say there's nothing wrong with it and show how to do it without betraying your deepest values and beliefs.
What happens when you're a proud person of color, but you fall in love with a white person? What if you don't believe in working for megacorporations, but one offers you a six-figure salary, and you have a family to feed? Will you sell out, and is that wrong?
The truth is we're all sellouts. Our life circumstances change in ways we can't predict. Offering practical assessment scenarios and hard-hitting questions, Zheng and Hansen propose new ways of authentically thinking about marginalization, privilege, and self-interest, including five key components of ethically selling out:
• Lose the purity politics-you're a human being, not a model member of a group.
• Embrace your changing identities, roles, and expectations‑-see change as growth, not betrayal.
• Maintain a sense of meaning-hang on to your personal values as you navigate life's changes.
• Seek a chosen family and community-isolation only reinforces negative reactions to selling out.
• Constantly question your world-don't accept the status quo!
What happens when you're a proud person of color, but you fall in love with a white person? What if you don't believe in working for megacorporations, but one offers you a six-figure salary, and you have a family to feed? Will you sell out, and is that wrong?
The truth is we're all sellouts. Our life circumstances change in ways we can't predict. Offering practical assessment scenarios and hard-hitting questions, Zheng and Hansen propose new ways of authentically thinking about marginalization, privilege, and self-interest, including five key components of ethically selling out:
• Lose the purity politics-you're a human being, not a model member of a group.
• Embrace your changing identities, roles, and expectations‑-see change as growth, not betrayal.
• Maintain a sense of meaning-hang on to your personal values as you navigate life's changes.
• Seek a chosen family and community-isolation only reinforces negative reactions to selling out.
• Constantly question your world-don't accept the status quo!
A revealing and practical guide to community organizing that pulls together the accumulated lessons, strategies, and secrets from Si Kahn's 44 years of experience at the forefront of many civil rights, labor rights, and other social justice battles.
The third edition of this bestseller (over 275,000 copies sold) builds on the tested formula that helps organizations recognize the value of complaints using updated examples and concepts in the age of COVID-19.
The first edition of A Complaint Is a Gift introduced the revolutionary notion that customer complaints are not annoyances to be dodged, denied, or buried but are instead valuable pieces of feedback-not to mention your best bargain in market research. Complaints provide a feedback mechanism that can help organizations rapidly and inexpensively strengthen products, service style, and market focus. Most importantly, complaints that are well received create customer loyalty.
This new edition condenses the tried and true eight-step formula into a tighter, more efficient three-step formula. From her work with clients, the author has updated industry-specific complaint examples and added in new concepts, such as a process that enables employees to handle complaints with increased emotional resilience-something that is sorely needed since dealing with increasingly difficult customers is a common occurrence in the wake of the COVID-19 pandemic.
Handling complaints doesn't have to be a negative, soul-crushing experience. Janelle Barlow gives the right tools to treat each of them as a source of innovative ideas that can transform your business.
The first edition of A Complaint Is a Gift introduced the revolutionary notion that customer complaints are not annoyances to be dodged, denied, or buried but are instead valuable pieces of feedback-not to mention your best bargain in market research. Complaints provide a feedback mechanism that can help organizations rapidly and inexpensively strengthen products, service style, and market focus. Most importantly, complaints that are well received create customer loyalty.
This new edition condenses the tried and true eight-step formula into a tighter, more efficient three-step formula. From her work with clients, the author has updated industry-specific complaint examples and added in new concepts, such as a process that enables employees to handle complaints with increased emotional resilience-something that is sorely needed since dealing with increasingly difficult customers is a common occurrence in the wake of the COVID-19 pandemic.
Handling complaints doesn't have to be a negative, soul-crushing experience. Janelle Barlow gives the right tools to treat each of them as a source of innovative ideas that can transform your business.
Bestselling author Ken Blanchard and his coauthors bring his signature “business parable” style to a critical skill for today's workplace: collaboration.
Everyone knows that collaboration creates high-performing teams and organizations. Yet it often doesn't happen, because people and groups typically believe that they are doing what's needed-the problem is always outside: the other team member, the other department. So people stay in their silos and the creative energy collaboration generates is lost.
This book shows that collaboration begins with you. It is an inside-out process that starts with your heart (who you are) and head (what you know and believe), then moves to your hands (what you do). The authors help people develop a collaborative culture by utilizing differences, nurturing safety and trust, instituting clear purposes and goals, talking openly, and empowering themselves and others. When people recognize and change erroneous beliefs and actions regarding collaboration, failures can be turned into successes and breakthrough results achieved at every level.
Everyone knows that collaboration creates high-performing teams and organizations. Yet it often doesn't happen, because people and groups typically believe that they are doing what's needed-the problem is always outside: the other team member, the other department. So people stay in their silos and the creative energy collaboration generates is lost.
This book shows that collaboration begins with you. It is an inside-out process that starts with your heart (who you are) and head (what you know and believe), then moves to your hands (what you do). The authors help people develop a collaborative culture by utilizing differences, nurturing safety and trust, instituting clear purposes and goals, talking openly, and empowering themselves and others. When people recognize and change erroneous beliefs and actions regarding collaboration, failures can be turned into successes and breakthrough results achieved at every level.
In a world with a surplus of ideas, what separates a good idea from a bad one? Learn how to cultivate a mindset that produces the kind of ideas people can't turn down.
Most professionals cannot generate a solid idea. They either offer up tired or reused ones, or they generate lots of ideas but none that are worth pursuing.
A great idea presents a well-formulated thought or plan of action that spurs growth, change, advancement, adaptation, or new insight. Worthwhile ideas move the needle; they change the playing field altogether.
The New Art of Ideas is designed to help readers consistently produce worthwhile ideas by becoming nimble and imaginative thinkers better equipped to compete and produce in a global economy. Robin Landa identifies the Three Gs of every good idea:
• Goal-Your vision for the end
• Gap-The underdeveloped area that your idea fills
• Gain-The overall benefits of your goal
With explanations and examples of each component, this book demystifies the process of effective ideation and hands you the key to unlock your creative potential.
Most professionals cannot generate a solid idea. They either offer up tired or reused ones, or they generate lots of ideas but none that are worth pursuing.
A great idea presents a well-formulated thought or plan of action that spurs growth, change, advancement, adaptation, or new insight. Worthwhile ideas move the needle; they change the playing field altogether.
The New Art of Ideas is designed to help readers consistently produce worthwhile ideas by becoming nimble and imaginative thinkers better equipped to compete and produce in a global economy. Robin Landa identifies the Three Gs of every good idea:
• Goal-Your vision for the end
• Gap-The underdeveloped area that your idea fills
• Gain-The overall benefits of your goal
With explanations and examples of each component, this book demystifies the process of effective ideation and hands you the key to unlock your creative potential.
“Professor Coffee's compelling new approach to holding fraudsters to account is indispensable reading for any lawmaker serious about deterring corporate crime.”
-Robert Jackson, former Commissioner, Securities and Exchange Commission
In the early 2000s, federal enforcement efforts sent white collar criminals at Enron and WorldCom to prison. But since the 2008 financial collapse, this famously hasn't happened. Corporations have been permitted to enter into deferred prosecution agreements and avoid criminal convictions, in part due to a mistaken assumption that leniency would encourage cooperation and because enforcement agencies don't have the funding or staff to pursue lengthy prosecutions, says distinguished Columbia Law Professor John C. Coffee. “We are moving from a system of justice for organizational crime that mixed carrots and sticks to one that is all carrots and no sticks,” he says.
He offers a series of bold proposals for ensuring that corporate malfeasance can once again be punished. For example, he describes incentives that could be offered to both corporate executives to turn in their corporations and to corporations to turn in their executives, allowing prosecutors to play them off against each other. Whistleblowers should be offered cash bounties to come forward because, Coffee writes, “it is easier and cheaper to buy information than seek to discover it in adversarial proceedings.” All federal enforcement agencies should be able to hire outside counsel on a contingency fee basis, which would cost the public nothing and provide access to discovery and litigation expertise the agencies don't have. Through these and other equally controversial ideas, Coffee intends to rebalance the scales of justice.
-Robert Jackson, former Commissioner, Securities and Exchange Commission
In the early 2000s, federal enforcement efforts sent white collar criminals at Enron and WorldCom to prison. But since the 2008 financial collapse, this famously hasn't happened. Corporations have been permitted to enter into deferred prosecution agreements and avoid criminal convictions, in part due to a mistaken assumption that leniency would encourage cooperation and because enforcement agencies don't have the funding or staff to pursue lengthy prosecutions, says distinguished Columbia Law Professor John C. Coffee. “We are moving from a system of justice for organizational crime that mixed carrots and sticks to one that is all carrots and no sticks,” he says.
He offers a series of bold proposals for ensuring that corporate malfeasance can once again be punished. For example, he describes incentives that could be offered to both corporate executives to turn in their corporations and to corporations to turn in their executives, allowing prosecutors to play them off against each other. Whistleblowers should be offered cash bounties to come forward because, Coffee writes, “it is easier and cheaper to buy information than seek to discover it in adversarial proceedings.” All federal enforcement agencies should be able to hire outside counsel on a contingency fee basis, which would cost the public nothing and provide access to discovery and litigation expertise the agencies don't have. Through these and other equally controversial ideas, Coffee intends to rebalance the scales of justice.
All humans have bias, and as a result, so do the institutions we build. Internationally sought after diversity consultant Tiffany Jana offers concrete ways for anyone to work against institutional bias no matter what their position is in an organization.
While it is easy to identify intentionally built systems of oppression like Jim Crow or the paralysis caused by the glass ceiling for women in the workplace, confronting systems that perpetuate subtle, unconscious bias is much harder. Erasing Institutional Bias will help people tackle structural bias regardless of their positional power. Eliminating systemic bias can seem an insurmountable task from the vantage point of an ordinary individual, yet Jana and Mejias empower readers to recognize that each of us has the ability to affect systemic bias through a deliberate, coordinated effort. Institutional bias afflicts all industries -including business, education, health care, government, tech, the arts, nonprofits, and finance and banking. Among the types of institutional bias addressed are hiring bias, gender bias, racial bias, occupational bias, and customer bias. Jana and Mejias focus their attention on bias in the workplace and give readers practices and activities to create organizational trust to challenge these implicit biases. Erasing Institutional Bias will help people recognize that each of us has the power to affect systemic bias. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking down systemic bias.
While it is easy to identify intentionally built systems of oppression like Jim Crow or the paralysis caused by the glass ceiling for women in the workplace, confronting systems that perpetuate subtle, unconscious bias is much harder. Erasing Institutional Bias will help people tackle structural bias regardless of their positional power. Eliminating systemic bias can seem an insurmountable task from the vantage point of an ordinary individual, yet Jana and Mejias empower readers to recognize that each of us has the ability to affect systemic bias through a deliberate, coordinated effort. Institutional bias afflicts all industries -including business, education, health care, government, tech, the arts, nonprofits, and finance and banking. Among the types of institutional bias addressed are hiring bias, gender bias, racial bias, occupational bias, and customer bias. Jana and Mejias focus their attention on bias in the workplace and give readers practices and activities to create organizational trust to challenge these implicit biases. Erasing Institutional Bias will help people recognize that each of us has the power to affect systemic bias. Each of us can evaluate our own current role in perpetuating systemic bias and define our new role in breaking down systemic bias.
Richard A. Swanson
Foundations of Human Resource Development, Third Edition
7495
$74.95
Unit price perRichard A. Swanson
Foundations of Human Resource Development, Third Edition
7495
$74.95
Unit price per
The third edition of this classic is a must-have text for the human resource development (HRD) profession. It has with brand-new material on the impact of technology, globalization, and emerging business trends on HRD practice.
Human resource development (HRD) is a large field of practice but a relatively young academic discipline. For the last two decades, Foundations of Human Resource Development has fulfilled the field's need for a complete and thoughtful foundational text. This essential text provides an up-to-date overview of the HRD profession, along with the terminology and processes required for sound HRD research and practice. Readers will gain a basic understanding of
• HRD models and theories that support best practice
• The history and philosophical foundations of the field
• HRD's role in learning, performance, and change in organizations
This new edition has been updated throughout and contains new chapters on assessment, technology, globalization, and future challenges. Examples of best practices are included, along with variations in core thinking, processes, interventions, tools, and much more. This must-have reference will help both practitioners and academics add clarity to their professional journeys.
Human resource development (HRD) is a large field of practice but a relatively young academic discipline. For the last two decades, Foundations of Human Resource Development has fulfilled the field's need for a complete and thoughtful foundational text. This essential text provides an up-to-date overview of the HRD profession, along with the terminology and processes required for sound HRD research and practice. Readers will gain a basic understanding of
• HRD models and theories that support best practice
• The history and philosophical foundations of the field
• HRD's role in learning, performance, and change in organizations
This new edition has been updated throughout and contains new chapters on assessment, technology, globalization, and future challenges. Examples of best practices are included, along with variations in core thinking, processes, interventions, tools, and much more. This must-have reference will help both practitioners and academics add clarity to their professional journeys.
Randall Englund
Creating an Environment for Successful Projects, 3rd Edition
7500
$75.00
Unit price perRandall Englund
Creating an Environment for Successful Projects, 3rd Edition
7500
$75.00
Unit price per
Now in its third edition, this project management classic has been updated with an array of field-tested tools to help upper management ensure the success of projects within organizations.
For twenty years, Creating an Environment for Successful Projects has been a staple for upper managers who want to help projects succeed. This new edition includes case studies from companies that have successfully applied the approach, along with practical tools such as templates, surveys, and benchmark reports for savvy leaders who want to ensure project success throughout their organizations. The insights in this book will help management speed projects along instead of getting in their way. All too often, well-intentioned managers put roadblocks in the team's way instead of empowering them with the tools they need to succeed. This approach to project environments, grounded in decades of research and practice, will help you make your organization the most project-friendly it's ever been.
For twenty years, Creating an Environment for Successful Projects has been a staple for upper managers who want to help projects succeed. This new edition includes case studies from companies that have successfully applied the approach, along with practical tools such as templates, surveys, and benchmark reports for savvy leaders who want to ensure project success throughout their organizations. The insights in this book will help management speed projects along instead of getting in their way. All too often, well-intentioned managers put roadblocks in the team's way instead of empowering them with the tools they need to succeed. This approach to project environments, grounded in decades of research and practice, will help you make your organization the most project-friendly it's ever been.
Diversity initiatives are falling short. This book shows leaders how to develop the skills needed to build sustainably inclusive organizations using a tested, research-based model developed by the global organizational consulting firm Korn Ferry.
Workplaces are increasingly diverse, yet the top of the house continues to look the same. This is diversity without inclusion. And without inclusion at all levels, organizations miss out on greater innovation, talent optimization, access to diverse marketplaces, and the ability to successfully navigate disruption. More effective leadership is needed to drive this transformation.
Andrés Tapia and Alina Polonskaia, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry's extensive research and the actual experiences and perspectives of inclusive leaders to identify five disciplines of inclusive leadership:
• Build interpersonal trust
• Integrate diverse perspectives
• Optimize talent
• Apply an adaptive mindset
• Achieve transformation
They outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to tackle tough diversity challenges. This book will help leaders build the skills to meet the demands of the present and leverage opportunities in uncharted territories that will take their organizations to the next level.
Workplaces are increasingly diverse, yet the top of the house continues to look the same. This is diversity without inclusion. And without inclusion at all levels, organizations miss out on greater innovation, talent optimization, access to diverse marketplaces, and the ability to successfully navigate disruption. More effective leadership is needed to drive this transformation.
Andrés Tapia and Alina Polonskaia, senior client partners at international consulting powerhouse Korn Ferry, draw on Korn Ferry's extensive research and the actual experiences and perspectives of inclusive leaders to identify five disciplines of inclusive leadership:
• Build interpersonal trust
• Integrate diverse perspectives
• Optimize talent
• Apply an adaptive mindset
• Achieve transformation
They outline the competencies behind each discipline, describe individual and organizational exemplars of inclusive leadership, and show how the five disciplines enable leaders to tackle tough diversity challenges. This book will help leaders build the skills to meet the demands of the present and leverage opportunities in uncharted territories that will take their organizations to the next level.
In forty-two succinct, surprising essays, legendary scholar Henry Mintzberg brings management down from the clouds and onto solid ground.
"Enough of heroic leadership, it's time for engaging management!" is the rallying cry from management and leadership giant Henry Mintzberg. He establishes this theme in the first story in the book, about the CEO of a failing airline who always flew comfortably in first class, blithely unaware of the terrible things happening with his customers in coach (in this case, being served famously inedible scrambled eggs). Managing can't be about sitting where you have become accustomed, insulating yourself--it has to be about eating the scrambled eggs.
So Mintzberg urges leaders to call their own call centers, work with their workers, expect extraordinary ideas from ordinary people. Be a keynote listener, not a keynote speaker. Don't say "top management" if you won't say "bottom management." In this best-of collection from his popular, entertaining and irreverent blog, Mintzberg writes that he captures "a lifetime of learning about managing and organizing and strategizing, while getting out many of the ideas that I buried in obscure publications... If some strike you as outrageous, please understand that my most outrageous ideas tend to be my truest." This is Mintzberg at his most playful, but always with serious intent.
"Enough of heroic leadership, it's time for engaging management!" is the rallying cry from management and leadership giant Henry Mintzberg. He establishes this theme in the first story in the book, about the CEO of a failing airline who always flew comfortably in first class, blithely unaware of the terrible things happening with his customers in coach (in this case, being served famously inedible scrambled eggs). Managing can't be about sitting where you have become accustomed, insulating yourself--it has to be about eating the scrambled eggs.
So Mintzberg urges leaders to call their own call centers, work with their workers, expect extraordinary ideas from ordinary people. Be a keynote listener, not a keynote speaker. Don't say "top management" if you won't say "bottom management." In this best-of collection from his popular, entertaining and irreverent blog, Mintzberg writes that he captures "a lifetime of learning about managing and organizing and strategizing, while getting out many of the ideas that I buried in obscure publications... If some strike you as outrageous, please understand that my most outrageous ideas tend to be my truest." This is Mintzberg at his most playful, but always with serious intent.
An authentic brand community is more than just people buying your product or working alongside one another. This book articulates the critical roles of mutual concern, common values, and shared experiences in creating fiercely loyal customer and collaborator relationships.
Smart organizations know that creating communities is the key to unlocking unprecedented outcomes. But too many mistakenly rely on superficial transactional relationships as a foundation for community, when really people want something deeper. Carrie Melissa Jones and Charles Vogl argue that in an authentic and enriching community, members have mutual concern for one another, share personal values, and join together in meaningful shared experiences, whether online or off. On the deepest level, brands must help members grow into who they want to be.
Jones and Vogl present practices used by global brands like Yelp, Etsy, Twitch, Harley Davidson, Salesforce, Airbnb, Sephora, and others to connect in a meaningful way with the people critical for their success. They articulate how authentic communities can serve organizational goals in seven different areas: innovation, talent recruitment, customer retention, marketing, customer service, building transformational movements, and creating community forums. They also reveal principles to grow a new brand community to critical mass. This is the first comprehensive guide to a crucial differentiator that gives organizations access to untapped enthusiasm and engagement.
Smart organizations know that creating communities is the key to unlocking unprecedented outcomes. But too many mistakenly rely on superficial transactional relationships as a foundation for community, when really people want something deeper. Carrie Melissa Jones and Charles Vogl argue that in an authentic and enriching community, members have mutual concern for one another, share personal values, and join together in meaningful shared experiences, whether online or off. On the deepest level, brands must help members grow into who they want to be.
Jones and Vogl present practices used by global brands like Yelp, Etsy, Twitch, Harley Davidson, Salesforce, Airbnb, Sephora, and others to connect in a meaningful way with the people critical for their success. They articulate how authentic communities can serve organizational goals in seven different areas: innovation, talent recruitment, customer retention, marketing, customer service, building transformational movements, and creating community forums. They also reveal principles to grow a new brand community to critical mass. This is the first comprehensive guide to a crucial differentiator that gives organizations access to untapped enthusiasm and engagement.
This is the first book to define and explore Black fatigue, the intergenerational impact of systemic racism on the physical and psychological health of Black people-and explain why and how society needs to collectively do more to combat its pernicious effects.
“Living while black” is a new and viral term that catalogues the many unjust experiences and inequities that define what it means to be black. Having to constantly deal with these experiences leads to what diversity and inclusion thought leader Mary-Frances Winters calls “black fatigue,” a particular form of extreme tiredness that continues to tear the nation apart. In this book she chronicles the fear, frustration, anguish, and anger that is a unique and normalized part of living while black and prevails intergenerationally.
In every aspect of life, from socioeconomics, education, and the workforce to criminal justice and health outcomes, the trajectory for black people is getting worse. Black folks are quite literally sick and tired of being sick and tired. This book will lead to more invigorating conversations around race and offers coping mechanisms and self-care advice that centers on the needs of black people to combat black fatigue.
“Living while black” is a new and viral term that catalogues the many unjust experiences and inequities that define what it means to be black. Having to constantly deal with these experiences leads to what diversity and inclusion thought leader Mary-Frances Winters calls “black fatigue,” a particular form of extreme tiredness that continues to tear the nation apart. In this book she chronicles the fear, frustration, anguish, and anger that is a unique and normalized part of living while black and prevails intergenerationally.
In every aspect of life, from socioeconomics, education, and the workforce to criminal justice and health outcomes, the trajectory for black people is getting worse. Black folks are quite literally sick and tired of being sick and tired. This book will lead to more invigorating conversations around race and offers coping mechanisms and self-care advice that centers on the needs of black people to combat black fatigue.
How can people best develop their leadership skills to match their personality, to amplify their strengths, and to compensate for their weaknesses? This is the first book to answer this question with the latest version of the DiSC model of human behavior, which is one of the most widely used, most scientifically based, and most effective approaches to assessing and improving leadership styles and skills.
Change is difficult but essential-Esther Derby offers seven guidelines for change by attraction, an approach that draws people into the process so that instead of resisting change, they embrace it.
Organizational change efforts often fail because they focus on top-down methods that rely on coercion, rewards, or positional authority. Well-meaning leaders talk about driving change, as though employees are cattle or cars. At best, this results in compliance--not engagement or commitment. And at worst it simply doesn't work.
Drawing from her experience working with some of today's most successful companies, Esther Derby argues for what she calls change by attraction: giving space and support for people to feel the loss that comes with change and help them see what is valuable about the future you propose. Resistance fades because people feel there is nothing to resist--there is only something they want to move toward. In this book Derby outlines her seven rules for change by attraction: Strive for Congruence; Honor the Past; Assess What Is; Pay Attention to Networks; Experiment; Guide, Don't Standardize; and Use Your Self.
Organizational change efforts often fail because they focus on top-down methods that rely on coercion, rewards, or positional authority. Well-meaning leaders talk about driving change, as though employees are cattle or cars. At best, this results in compliance--not engagement or commitment. And at worst it simply doesn't work.
Drawing from her experience working with some of today's most successful companies, Esther Derby argues for what she calls change by attraction: giving space and support for people to feel the loss that comes with change and help them see what is valuable about the future you propose. Resistance fades because people feel there is nothing to resist--there is only something they want to move toward. In this book Derby outlines her seven rules for change by attraction: Strive for Congruence; Honor the Past; Assess What Is; Pay Attention to Networks; Experiment; Guide, Don't Standardize; and Use Your Self.