“The author, an academic who has been involved in anti-racism training, writes about the ways in which whites absolve themselves from improving racism in our society by using defensive strategies that allow them to maintain the status quo. These strategies include statements, beliefs, and assumptions that the author groups under the term "white fragility." She shows the reader what these assumptions are and how to change these assumptions to tackle racism more effectively.”
White Fragility Summary & Study Guide. (n.d.). Retrieved June 8, 2020, from http://www.bookrags.com/studyguide-white-fragility/?gclid=Cj0KCQjww_f2BRC-ARIsAP3zarGEB03Xz-SNq-1qv13EaU-Cz946Gi_mY8IUme8J2WitKia7tASN0zsaAuUXEALw_wcB#gsc.tab=0
ODE encourages departments and teams to read this book to provide structure around the discussion of becoming an Anti-Racist. There are many discussion guides available online if you google “White Fragility Book Discussion Guides.” By UNT World employees becoming Anti-Racists, they ultimately contribute to a more just and inclusive community.
The Busy Leader’s Handbook: How to Lead People and Places that Thrive
By Quint Studer
“Being a great leader means getting the fundamentals right. It also means consistently doing the “little things” that make a positive difference in the lives of employees, customers, and other stakeholders. This is a practical, easy-to-use book filled with gentle reminders of what we should be doing every day—especially when work is at its most intense. The Handbook is packed with proven best practices, tools, tips, and tactics for engaging employees, revitalizing cultures, delighting customers, and building high-performance companies. Short, succinct, and accessible, each chapter is “stand-alone,” offering helpful advice for meeting common business challenges. Plus, the strategies, approaches, and tactics are designed to be put into action immediately.”
This book is a great tool for developing new leaders in your department. The chapters are short and direct, perfect for any team who wants to develop and grow, but is short on time and resources. We recommend reading one chapter at a time, discussing how the information is relevant to your department, and implementing small immediate actions to bring about improvement.
Susan Nichols, Ph.D, BCBA-D
Interim Executive Director
UNT Kristin Farmer Autism Center
Dare to Lead
Dr. Brene Brown has studied vulnerability and leadership for over 20 years. Her research has led to Dare to Lead. The three main lessons from the book are:
- To be a daring leader, you need to be vulnerable
- Being transparent with your team creates respect
- Sharing values builds trust throughout a team
Higher education staff and faculty can benefit from learning from Dr. Brown by being more vulnerable and transparent with our teams and departments while building trust through shared values.
The Leadership Challenge (sixth edition)
This should be the first leadership book in any professional’s library. Amazon.com states the Five Practices of Exemplary Leadership(R)--the model that Jim and Barry derived from studying personal-best leadership experiences--continues to prove its validity as a clear, evidence-based path to achieving the extraordinary for individuals, teams, organizations, and communities. Real-life examples of the behaviors that all leaders at all levels demonstrate when they are at their personal best are provided, and the book clearly shows that leadership is not about personality; it's about an observable and learnable set of skills and abilities. The Leadership Challenge, Sixth Edition, turns the abstract concept of leadership into easy-to-grasp actions and behaviors that can be learned by anyone willing to step up and accept the challenge to lead.
Tools for talking when stakes are high
Difficult conversations occur in our professional lives as well as our personal lives. How we communicate during those conversations is critical to getting the message across as well as being heard. This book provides tools to more effectively communicate during difficult conversations.
Crucial Conversations gives you the tools you need to step up to life's most difficult and important conversations, say what's on your mind, and achieve the positive resolutions you want. You'll learn how to:
- Prepare for high-impact situations with a six-minute mastery technique
- Make it safe to talk about almost anything
- Be persuasive, not abrasive
- Keep listening when others blow up or clam up
- Turn crucial conversations into the action and results you want
The 5 Languages of Appreciation in the Workplace
As we think about increasing engagement within our teams, we must put a strong emphasis on motivating our employees which can be a difficult task. The 5 Languages of Appreciation in the Workplace can give you insight into individually recognizing your employees, thus contributing to a more engaged workforce.
At work, people express and receive appreciation in different ways. If you try to express appreciation in ways that aren’t meaningful to your co-workers, they may not feel valued at all. This is because you and your co-workers are speaking different languages. In, Dr. Chapman and Dr. White will help you identify the five languages of appreciation in order to:
- Express genuine appreciation to co-workers and staff — even on a tight budget.
- Increase loyalty with the employees and volunteers in your organization.
- Reduce cynicism and create a more positive work environment.
- Improve your ability to show appreciation for difficult colleagues.
- Convey the language of physical touch in appropriate ways.
The Oz Principle
The Oz Principle defines personal accountability and how one can contribute to the success of an organization through their Steps to Accountability Model: See it; Own It; Solve It; Do It.
This is the first book of three and focuses discussion around the power of personal accountability. This book sets the foundation for the next book in the series, Change the Culture, Change the Game, which addresses how personal and organizational accountability can impact your organizational culture and ultimately help you effectively achieve your goals. The final book in the series is How did that happen? Holding People Accountable for the Results the Positive Principled Way.
While the book was written for the corporate sector, the concepts are easily adaptable for Higher Education and provide the opportunity for engaging discussions with your team.
Change the Culture, Change the Game
ODE recommends Change the Culture, Change the Game (2012) by Connors and Smith. This book is perfect for any organization that is seeking to change their culture in order to get different results. This book demonstrates how to implement a culture of accountability within your organization. You'll discover how to help encourage a shift in thinking to get the game-changing results you want and explore the steps and tools needed to sustain such changes.
It easily applies to education and the concepts can be adopted by teams, departments or entire colleges who are seeking different results. For example, Lone Star College-University Park in Houston, TX utilized the concepts from this book in their effort to increase student graduation rates. Individual teams can also adopt the concepts from the book to increase engagement and personal accountability.
How Did That Happen?
Holding People Accountable for Results the Positive, Principled Way
This book is the third and final book in the accountability series by Connors and Smith. “peels back the onion on achieving sustained accountability." -Jeff Brundage, senior vice president of human resources, American Airlines. In this book, the authors base their tools to increasing accountability on three basic axioms: “the accountability assumption,” “the accountability fallacy,” and “the accountability truth.”
Higher education is often hesitant to have discussions about accountability, However, the three books, beginning with the The Oz Principle followed by Change the Culture, Change the Game and now How Did it Happen, lead us to examine our organizational culture and help provide a framework for discussion, for example on topics like increasing graduation rates, alumni participation, and efficiency in student services.
The Speed of Trust
Trust is the foundation that great teams are built on. Author, Stephen M. R. Covey, asserts that it is “the most overlooked, misunderstood, underutilized asset to enable performance. Its impact, for good or bad, is dramatic and pervasive. It’s something you can’t escape.” However, the author also asserts that trust be gained, built, and rebuilt, thus giving hope that trust is something that can be worked on or improved upon in relationships and on teams.
ODE recommends “The Speed of Trust: The One Thing That Changes Everything” by Stephen M. R. Covey. The author takes a practical look at how trust develops and/or is destroyed. He provides a guide to help individuals address their personal trust issues and work toward building stronger relationships. Without trust, healthy teams cannot develop and flourish.
ODE recommends that groups or teams read this book and discuss as a unit. Through honest discussion on the topic of trust, greater relationships can be developed. Contact ODE for discussion questions if your team would like to read this book. You can contact us at email@example.com.
Leaders Open Doors
By Bill Treasurer
“‘I got to open doors for people!’ These seven simple words, spoken by author Bill Treasurer's five-year-old son, cut straight to what matters most about leadership: True leaders open doors for people”.
This book is a game changer. I have used it in leadership development programs and within my own leadership journey. Its simplistic approach to leadership focuses on what really matters. He dives head first into the concept that leaders perceive problems as opportunities and empower those they lead by finding and opening doors to those opportunities. Throughout the text, Treasurer uses stories and examples from his research and career to drive critical leadership points home.
It is also a very easy read. Short, to the point, and full of reflective activities to help me internalize the learning. Anyone, at any point on their leadership journey, will benefit from this book.
As an added bonus, 100% of the royalties from the sales of his book are donated to organizations that open doors for people with special needs. https://leadersopendoors.com/
Amanda Fisher, M.S., CTP
Senior Learning & Development Specialist
Organizational Development & Engagement (ODE)
UNT System HR
The Anywhere Leader
How to Lead and Succeed in Any Business Environment
By Mike Thompson
This is a good read for today’s leaders who want to succeed in their roles despite the rapidly changing environment and the many surprising challenges that those changes can bring. The author Mike Thomson, is the CEO of a successful organizational development company who has helped many clients, such as, Walmart and Tyson, move forward successfully while overcoming adversities.
This book is expertly written as an easy read so that even aspiring leaders can relate. Many of the lessons in this book are from Mike Thompson’s personal experiences with failure. This book consists of a transparent dialogue allowing the reader to take a realistic view of how they are leading (or want to lead) in today’s unstable work environment.
The concepts discussed in this book can be adopted and applied in the education work world because leadership traits, such as adaptability, inclusiveness, discernment are applicable to every industry. In conclusion readers will finish this book having acquired more insight on how to be a more driven, receptive, and resourceful leader.
Paula Bearden, M.A.
Organizational Development Consultant & Employee Engagement Specialist
Organizational Development & Engagement (ODE)