Fans pick 100 books like CEO of Me

Deborah Tannen has a unique ear for the different ways that men and women communicate.

The book resonated with my personal experiences, and helped me to understand why I was having different kinds of conversations with men than with women – particularly around work issues. Professor Tannen emphasizes that these communication styles are taught to us when we are very young (and they are reflected in the different games men and women play as children).

But that means we can change our communication styles too – we can communicate more clearly about our work-related needs, and adapt our communication patterns to better align with the listener. Professor Tannen inspired me to bring research evidence to the attention of people who can use it in their daily lives.  

This book moved me at a very deep level, because Professor Frost makes the content very personal.

He wrote it when he was suffering (physically and emotionally), and his own pain made him acutely aware of ways that other people can alleviate pain (or conversely, make emotional pain become toxic). Many day-to-day workplace activities create emotional pain (e.g., a negative performance review, a downsizing decision) but people’s responses make all the difference.

Professor Frost’s focus is on managers who operate as “toxin handlers” in their workplaces, but any of us can be toxin handlers for our coworkers. The book helped me to be more mindful of workplace pain points and be more proactive in supporting my colleagues. 

When I read this book for the first time, my reaction was “wow.”

Professor Rousseau helped me to appreciate that everything (really, everything!) related to work was malleable and negotiable. We can all be more proactive in co-designing our own work arrangements, so that we can be happier people and deliver better value to our families, employers, and communities.

I say “negotiable” but the book is not motivated by self-interest. The book focuses on idiosyncratic deals that help employees to leverage their unique strengths, so that everyone (including managers and coworkers) benefit from employee i-deals.

Professor Rousseau’s recommendations are firmly anchored in empirical evidence, so her advice to employees is spot-on.  

This book explains how any employee – not matter their role – can take action to make their workplaces better (without burning career bridges behind them).

I am inspired by Professor Meyerson’s insistence that any employee (not just managers, not just the CEO) can be an agent for positive change. What I particularly love about this book is her focus on small wins. Positive change in work environments is about accumulating small changes, not about huge transformational restructures.

I also love the fact that the book’s recommendations can be applied to any social issue. You can follow your passion to make your workplace more inclusive, more environmentally sustainable, or more socially responsible.

I think about this book every day, even though it was written almost 25 years ago, and the edition I read explained how to manage your paper file folders! (One of my most-used apps, the to-do manager Things, is built on this system.)

I love how much time this book has saved me as I juggle running several businesses, staying active in my hobbies, and running a household. Allen’s approach to capturing your ideas and then deciding how to organize them so that you can keep track of what needs your attention is both simple and really profound.

For athletes who need to be as efficient as possible to reserve time and energy for training, this book is a lifesaver.

I can’t say enough about this book, which encourages doing what others wouldn’t do to succeed. It probes you to constantly answer the questions posed by the author. I kept writing down the questions I wanted to ask others.

This book will take you and your business to the next level. It will build character and habits that not only help you become aware of what may be holding you back but also empower you to take the stairs as you climb up. 

Even though many of us have an inner critic, the triggering event could be different. What I love about this book is it tells you what the triggers are, so you can stop the negative cycle.

This book has a questionnaire that helps you identify your most faulty patterns of thinking, also known as “life traps” in the book. There are a total of 11 life traps. 

After completing the quiz, I found out that social exclusion, emotional deprivation, and subjugation are most likely to set my inner critic off. With this knowledge, I am more aware of my negative beliefs and how they got developed in the past. I am then able to change the narrative.

I am a huge fan of financial guru Dave Ramsey. Why mention finance in a list of career recommendations? Because an excellent job is the best wealth builder! I listen to one of Dave Ramsey’s podcasts weekly, and that is where I learned about Ken Coleman, his books and career show.  

If What Color is Your Parachute helps you understand who you are and what type of work you want, Coleman’s The Proximity Principle offers a plan for landing that job. Coleman says the best jobs are at the intersection of your talents, passions, and mission. We become who we hang around. If we hang with readers, we will read. Coleman provides advice for getting around the right people and being in the right places to land your ideal job. 

This book came into my life when difficult decisions had to be made, and it turned out to be a sage advisor I needed then. It made me re-evaluate my commitments to myself, my partner, and my career, weigh the tradeoffs, and make the hard choices.

David Whyte made me challenge my disbalances between career and home, but most of all, he reminded me of the most neglected marriage with myself. This book invites a deep conversation about personal fulfillment whenever I open it.

As an artist, you’re the head of a company. Whether you realize it or not, you have staff: Photographers helping you, agents, managers, publicists, fellow artists, and the list goes on. You need to know how to manage these people in the most positive way possible.

I credit much of my success in the arts to acknowledging that I need to know how to work with and manage the people on my team. This book did not make me a master, but it’s one of the many books I’ve read on improving my people management skills. If you cannot work with and manage others, you will never get far in show business or any business.