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"A groundbreaking blueprint for mastering “cross-pressures” in a rapidly changing world, teaching leaders to execute and innovate, think locally and globally, and project ambition and statesmanship alike—from a Stanford Business School lecturer and consultant to some of the biggest and most innovative CEOs

Since the start of this century, businesses have confronted a series of extreme and constant disruptions, including technological upheavals, a pandemic, and a global financial crisis. As a result, today's leaders, from startup founders to the managers of global giants, face unprecedented pressures from their bosses, investors, customers, peers, suppliers, and employees. For many, it's a recipe for disaster.

Part of the problem is that these challenges, while acutely felt, are rarely articulated in a way that makes them graspable and actionable. Robert E. Siegel has witnessed the impact of these cross-pressures from different perspectives. As a lecturer in management at Stanford's Graduate School of Business, operator, venture capitalist, and consultant, he sees countless teams of managers, at all sorts of companies, struggling to lead their companies into the future.

Featuring exclusive stories drawn from inside the business world, including from the CEOs of Harley-Davidson, Mubadala, Kering, Wells Fargo, and Box, this essential guidebook teaches readers“systems leadership,” Siegel's holistic framework that helps leaders understand and master five key dimensions where they are likely to feel contradictory pressures:

Priorities: The need to succeed at both execution and innovation
People: The need to project both strength and empathy
Sphere of influence: The need to focus both internally and externally
Geography: The need to think both locally and globally
Purpose: The need to pursue both ambition and statesmanship

Actionable and powerful, The Systems Leader is a playbook for riding turbulent waves instead of drowning in them—and for taking readers from chaos to clarity."

"Why are some people and organisations more inventive, pioneering and successful than others? And why are they able to repeat their success again and again?

In business, it doesn't matter what you do, it matters WHY you do it.

Start with Why analyses leaders like Martin Luther King Jr and Steve Jobs and discovers that they all think in the same way - they all started with why.

Simon Sinek explains the framework needed for businesses to move past knowing what they do to how they do it, and then to ask the more important question-WHY?

Why do we do what we do? Why do we exist? Learning to ask these questions can unlock the secret to inspirational business. Sinek explains what it truly takes to lead and inspire and how anyone can learn how to do it."

"Presents broad coverage of a diverse array of key topics defining the field, authored by leading scholars. Provides recommendations for theory development and future research. This landmark two-volume set rigorously compiles knowledge in organizational psychology to date and looks ahead with a roadmap for the future of the field. Organizational psychology is the science of psychology applied to work and organizations. It is a field of inquiry that spans more than a century and covers an increasingly diverse range of topics as the nature of work continues to evolve. The Oxford Handbook of Organizational Psychology provides a comprehensive treatment of key topics that capture the broad sweep of organizational psychology. It features contributions by 69 leading scholars who provide cutting-edge reviews, conceptual integration, and directions for future research. The 42 chapters of the handbook are organized into 10 major sections spanning two volumes, including such topics imperative to the field as:

- the core processes of work motivation, job attitudes and affect, and performance that underlie behavior at work

- phenomena that assimilate, shape, and develop employees (i.e. socialization, networks, and leadership)

- the challenges of managing differences within and across organizations, covering the topics of diversity, discrimination, and cross-cultural psychology

- the powerful influence of technology on the nature of work and work processes."

"Presents broad coverage of a diverse array of key topics defining the field, authored by leading scholars. Provides recommendations for theory development and future research. This landmark two-volume set rigorously compiles knowledge in organizational psychology to date and looks ahead with a roadmap for the future of the field. Organizational psychology is the science of psychology applied to work and organizations. It is a field of inquiry that spans more than a century and covers an increasingly diverse range of topics as the nature of work continues to evolve. The Oxford Handbook of Organizational Psychology provides a comprehensive treatment of key topics that capture the broad sweep of organizational psychology. It features contributions by 69 leading scholars who provide cutting-edge reviews, conceptual integration, and directions for future research. The 42 chapters of the handbook are organized into 10 major sections spanning two volumes, including such topics imperative to the field as:

- the core processes of work motivation, job attitudes and affect, and performance that underlie behavior at work

- phenomena that assimilate, shape, and develop employees (i.e. socialization, networks, and leadership)

- the challenges of managing differences within and across organizations, covering the topics of diversity, discrimination, and cross-cultural psychology

- the powerful influence of technology on the nature of work and work processes."

"Even with growing awareness and progress, gender stereotypes still run deep across the EU. They are built into our cultures, institutions, relationships and behaviours, shaping how women and men see themselves and each other. Stereotypes affect the choices people make, the opportunities they get and how they experience life at home and I public. Gender stereotypes influence the way public services are designed and can affect whether individuals seek support and receive the help they need."

This work is licensed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/).