Payton Fisher

In 2010 world-renowned innovation expert Clayton M. Christensen gave a powerful speech to the Harvard Business School's graduating class. Drawing upon his business research, he offered a series of guidelines for finding meaning and happiness in life. He used examples from his own experiences to explain how high achievers can all too often fall into traps that lead to unhappiness. Full of inspiration and wisdom, this book will help students, midcareer professionals, and parents alike forge their own paths to fulfillment.

A raucous and raw tale awaits in Shawn D. Nelson's part-memoir/part-business book, Let Me Save You 25 Years. As the Founder and CEO of Lovesac, Nelson unveils a magnificent and unvarnished account of his entrepreneurial journey spanning a quarter-century. With unapologetic honesty, he shares both triumphant victories and humbling defeats, painting a vivid and authentic picture of the entrepreneurial rollercoaster.

I’ve been in this life for fifty years, been trying to work out its riddle for forty-two, and been keeping diaries of clues to that riddle for the last thirty-five. Notes about successes and failures, joys and sorrows, things that made me marvel, and things that made me laugh out loud. How to be fair. How to have less stress. How to have fun. How to hurt people less. How to get hurt less. How to be a good man. How to have meaning in life. How to be more me. Recently, I worked up the courage to sit down with those diaries.

It was a hard-learned lesson but Jim Powell finally understood that isolating his group of friends and family was no longer the best idea. It was a strategy that had once kept them safe, but lately seemed to be doing exactly the opposite. Staying out of town and away from people had led to them missing critical intelligence—that there were people in their community actively plotting against Jim.

Despite lofty ambitions and university degrees, most young professionals enter the workforce lacking confidence, self-awareness, and direction. Millions of Americans feel that staggering tuition payments, internships, and entry-level jobs, have left them unprepared for their careers. Influential leaders, entrepreneurs, and athletes assert that years of experiences provided their most valuable education. The Laws of Influence saves you that time by compiling decades of career-defining lessons into a ready framework for success.

Author Thomas Erikson explains that there are four key behavior types that define how we interact with and perceive the people around us. Understanding someone’s pattern of behavior is the key to successful communication. Erikson breaks down the four kinds of behavior types - Reds who are dominant and commanding, Yellows who are social and optimistic, Greens who are laid-back and friendly, and Blues who are analytical and precise - and explains how to identify and interact with each type of person.

Josh "the Shark" Altman has achieved extraordinary success in a traditional industry and in the most competitive real estate market in the country - all without being "discovered" or catching the proverbial big break. He worked for it. He figured it out. He failed. He learned. He wrote his own script. The key to his success? Confidence - informed, intelligent, calculated confidence. Calculated confidence means training yourself in your chosen field, knowing it so well that you can trust your gut instincts to guide you toward the best possible option.

The million-copy best seller by "the man who remade motherhood" ( Time) has now been revised, expanded, and brought thoroughly up-to-date—with the latest information on everything from diapering to day care, from midwifery to hospital birthing rooms, from postpartum nutrition to infant development. The Searses draw from their vast experience both as medical professionals and as parents to provide comprehensive information on virtually every aspect of infant care.

Reward and recognition programs can be costly and inefficient, and they primarily reward employees who are already highly engaged and productive performers. Worse still, these programs actually decrease employee motivation because they can make individual recognition, rather than the overall success of the team, the goal. Yet many businesses turn to these measures first-unaware of a better alternative. So, when it comes to changing your organizational culture, carrots and sticks don't work!