Here are 100 books that Indivisible fans have personally recommended if you like
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I spent 20 years leading global teams in Silicon Valley, and I had few role models for empathetic, human, and inclusive leadership. I was committed to being the leader I wished I’d had all those years. I had a lot of success, a big VP-level job, and I loved my work. Then, I got a new manager who bullied, undermined, and silenced me. I decided I wanted to help leaders do better. I became an author, speaker, and consultant focused on inspiring leaders to create an environment where everyone is heard, seen, and respected.
I discovered this book several years ago when I was leading a global team across North America, Europe, and Asia and desperately trying to navigate cultural differences and communication styles. The book was eye-opening for me as the author shared real-world examples of misunderstandings and differences in how people from different cultures interact in the workplace.
I especially appreciated Erin’s guidance for leading people in highly hierarchical cultures as I was trying to figure out how to get my large team of leaders in China to speak up about what was really going on (and I was going about it all wrong). For me, this book is the book to make us all better, more open-minded citizens of the world.
Whether you work in a home office or abroad, business success in our ever more globalized and virtual world requires the skills to navigate through cultural differences and decode cultures foreign to your own. Renowned expert Erin Meyer is your guide through this subtle, sometimes treacherous terrain where people from starkly different backgrounds are expected to work harmoniously together.When you have Americans who precede anything negative with three nice comments French, Dutch, Israelis, and Germans who get straight to the point ( your presentation was simply awful") Latin Americans and Asians who are steeped in hierarchy Scandinavians who think the…
I spent 20 years leading global teams in Silicon Valley, and I had few role models for empathetic, human, and inclusive leadership. I was committed to being the leader I wished I’d had all those years. I had a lot of success, a big VP-level job, and I loved my work. Then, I got a new manager who bullied, undermined, and silenced me. I decided I wanted to help leaders do better. I became an author, speaker, and consultant focused on inspiring leaders to create an environment where everyone is heard, seen, and respected.
When I received an advanced reader copy of this book from the author, Stephen Shedletzky (aka Shed), I was prepared to read with a critical eye because I had already felt I knew a lot about building psychologically safe team cultures. However, as soon as I read the opening of the book, where Shed shares the story behind Boeing’s 737 Max crashes in 2018 and 2019, I was hooked.
I appreciated the depth of the book. It’s not only about why leaders need to create a psychologically safe environment in which people can speak up and how they can do it; it’s also about how they make it worth taking the risk of speaking up. I loved the stories and found the whole book highly compelling.
We know the impacts of poor leadership: lackluster performance, missed opportunities, deleterious cultures, and, in some cases, disaster. While these issues are all too common, leaders also possess an immense opportunity. They can create a speak-up culture, one in which people feel it is both safe and worth it to share their ideas, concerns, disagreements, and even mistakes-all for the betterment of the organization.
Speak-Up Culture is for leaders at all levels? from senior executives who believe in putting people and purpose first; to mid-level supervisors who wish to lead better and nurture the voice of their people; to aspiring…
I spent 20 years leading global teams in Silicon Valley, and I had few role models for empathetic, human, and inclusive leadership. I was committed to being the leader I wished I’d had all those years. I had a lot of success, a big VP-level job, and I loved my work. Then, I got a new manager who bullied, undermined, and silenced me. I decided I wanted to help leaders do better. I became an author, speaker, and consultant focused on inspiring leaders to create an environment where everyone is heard, seen, and respected.
I could not stop listening to this book, read by the author, Rob Volpe. It’s filled with compelling, entertaining, and moving stories of Rob’s interactions with people from all walks of life as he conducts consumer insights interviews. To me, the book is not only a masterclass in both storytelling and empathy but also a book about the power of listening with an open mind and heart, which is why I believe it should be a leadership must-read (even if it’s not technically a leadership book).
I loved Rob’s personal stories and was fascinated by the stories from his consumer interviews. You have to read it to witness how Rob seamlessly moves from a conversation about an interviewee’s brother’s ghost to preferences in soup flavors!
Empathy is in short supply these days-and it's hurting us. From the rise in workplace bullying to increased anxiety and depression, a lack of empathy for one another is wearing away at the gears of society, grinding us down to the nubs. The very technology that is supposed to keep us connected is actually driving us apart, with face-to-face interactions on the decline, and news filtered through an echo chamber that shelters us from other points of view.
But all is not lost. Just as physical workouts strengthen your body, there are…
I spent 20 years leading global teams in Silicon Valley, and I had few role models for empathetic, human, and inclusive leadership. I was committed to being the leader I wished I’d had all those years. I had a lot of success, a big VP-level job, and I loved my work. Then, I got a new manager who bullied, undermined, and silenced me. I decided I wanted to help leaders do better. I became an author, speaker, and consultant focused on inspiring leaders to create an environment where everyone is heard, seen, and respected.
As someone who has been silenced at various times in my career, I was immediately drawn to this book. I expected it to be about how to find our voices, but it was so much deeper and more nuanced than that. I loved how Elaine talked about how there are times when silence serves us well, and I especially appreciated her exploration of how we silence others, often unconsciously.
I appreciated the way Elaine shared her own journey of unlearning silence, as well as many stories and case studies throughout the book—it stayed out of the theoretical and felt grounded in real life. I also loved the optimistic and inspiring invitation in the conclusion. Count me in!
We are scholars and writers, coaches and company builders, optimists, and (on our best days) accelerators of action. It’s been the privilege of our lives to work as change agents at some of the world’s most influential companies—and with some of the world’s most inspiring business leaders. But at the core of our identities, we are educators, which is why we write books about leadership. We believe that what we’ve learned in the process of changing things can be useful to anyone who seeks to lead, particularly now, when the scale and complexity of our shared challenges can seem overwhelming.
We love to win. In all the flux and churn of the DEI debate, one thing that’s getting lost is that DEI done right helps organizations to win.
But well-intentioned DEI efforts can still sometimes do the opposite, causing more harm than good. How could this happen? The simplest answer is that there are still some managers out there who haven’t read this excellent book.
It’s highly practical, deeply insightful, and a must-read for anyone looking to get more out their workforce with dignity and excellence.
The definitive comprehensive and foundational text for critically analyzing and applying actionable DEI techniques and strategies, written by one of LinkedIn’s most popular experts on DEI.
The importance of diversity, equity, and inclusion in the workplace cannot be understated. But when half-baked and under-developed strategies are implemented, they often do more harm than good, leading the very constituents they aim to support to dismiss DEI entirely.
DEI Deconstructed analyzes how current methods and “best practices” leave marginalized people feeling frustrated and unconvinced of their leaders’ sincerity, and offers a roadmap that bridges the neatness of theory with the messiness of…
As a child, I was inspired by the feats of the first astronauts and cosmonauts, culminating with the Apollo expeditions to the Moon. As I grew up, I found that I was more of a historian than an engineer or a physicist. So, I began writing the stories of some of the people who were involved in the 1960s space race. I have since written about topics ranging from the strategic missiles that kicked off the space race to the Hubble Space Telescope, and today, I am the editor of Quest: The History of Spaceflight Quarterly.
The Space Shuttle program opened up space travel to women and visible minorities, changing the whole meaning of who astronauts are.
This book tells the story of the first group of shuttle astronauts and their exploits in the Space Shuttle era in a form that I enjoyed, and that will appeal to readers who aren’t familiar with the history of the shuttle program.
The never-before-told story of NASA’s 1978 astronaut class, which included the first American women, the first African Americans, the first Asian American, and the first gay person to fly to space. With the exclusive participation of the astronauts who were there, this is the thrilling, behind-the-scenes saga of a new generation that transformed space exploration
The story of NASA’s Astronaut Class 8, or “The F*cking New Guys,” as their military predecessors nicknamed them, is an unprecedented look at these extraordinary explorers who broke barriers and blasted through glass ceilings. Egos clashed, ambitions flared, and romances bloomed as the New Guys…
I have been an organizational psychologist and executive coach for more than two decades, advising high-level executives, including Fortune 500 leaders, to build workplace cultures in which all employees can flourish. Yet, for many employees of color, the workplace is so challenging that many feel professionally stifled. I realized many years ago that to accomplish my own goals; I needed to take control of my career and not depend upon the vagaries of individual leaders. I needed to set goals, take a long game view, be honest with myself and my leaders, and help leaders understand how changing some habits could help them and me succeed in a disrupted world.
The First, The Few, The Only is the first book I have read that accurately captures the angst of my day-to-day experience as a high-achieving woman of color in corporate America. I love that the book also proposes empowering systemic and individual actions to enhance those experiences.
A deeply personal call to action for women of color to find power from within and to join together in community, advocating for a new corporate environment where we all belong-and are accepted-on our own terms.
Women of color comprise one of the fastest-growing segments in the corporate workforce, yet often we are underrepresented-among the first, few, or only ones in a department or company. For too long, corporate structures, social zeitgeist, and cultural conditioning have left us feeling exhausted and downtrodden, believing that in order to "fit in" and be successful, we must hide or change who we are.…
I don’t have a passion for the diversity, equity, and inclusion topic. I have an obligation. When I didn’t see or understand the horrific injustice of systemic oppression, I couldn’t do anything about it. Now that I see it, I cannot ignore it. I’ve become an expert through my work in organizational development. I work with technology, healthcare, financial services and educational services clients around the globe, and in 2016 I founded GAR (Gender, Age, Race) Diversity Consulting. Prior to GAR, I was a director in the National Diversity and Inclusion office at Kaiser Permanente, and I worked for many years as a global management and technology consultant with American Management Systems, Inc (now CGI).
I love this book and have used it in many workplace training environments—both in-person and virtual. The stories in this book helped me to better understand my worldviews and mental models and how those models affect my thinking and actions toward others. The questions posed at the end of each story provide sensitive, caring, insightful, and non-judgmental opportunities for self-reflection, group sharing, and personal growth. This book is a powerhouse for inspirational human change!
From incomparable storyteller and beloved diversity and inclusion expert, Steve L. Robbins, comes the 10th Anniversary Edition of his classic book used by scores of companies globally for diversity training.
This 10th anniversary edition of the beloved classic features 10 new stories written by Dr. Robbins that help readers gain deeper insight into the role our brains play in shaping our thoughts and actions, and what we can do to be more curious and open-minded in our diverse world. Based on his study of the fields of behavioural science and cognitive neuroscience, Robbins explores unconscious bias in many of its…
I don’t have a passion for the diversity, equity, and inclusion topic. I have an obligation. When I didn’t see or understand the horrific injustice of systemic oppression, I couldn’t do anything about it. Now that I see it, I cannot ignore it. I’ve become an expert through my work in organizational development. I work with technology, healthcare, financial services and educational services clients around the globe, and in 2016 I founded GAR (Gender, Age, Race) Diversity Consulting. Prior to GAR, I was a director in the National Diversity and Inclusion office at Kaiser Permanente, and I worked for many years as a global management and technology consultant with American Management Systems, Inc (now CGI).
I wept when I learned that the author of this book passed away. That’s how much value I place on this book, and reflects how much I, or anyone with an open mind can learn from it. For anyone perplexed by the shifting lexicon of diversity, equity, and inclusion, this book is for you. The author defines diversity, discusses issues in the field, provides tools for self-awareness, and shows how to communicate effectively in diverse environments. His book is a treasure for anyone managing conflict and/or leading change in diverse organizations. A brilliant book for practitioners.
The diverse workforce is not only the future; it is here and now. And, with the help of "The Diversity Toolkit", managers of all levels can learn easily to adapt and be sensitive to the new workforce realities. The "Diversity Toolkit" features easy-to-use tips for improving communications skills, practical guidance for perfecting team relationships, and helpful suggestions for attaining leadership skills. This practical guide will ensure that readers will achieve tangible results effectively and efficiently.
I’ve been passionate about personally and professionally lifting women up throughout my career. Today, it is how I spend my time and energy – in a way that makes a difference to those individuals and the greater world. Books have always filled my insatiable desire to continuously learn and explore mysterious, unknown worlds. As a writer, I read books to expand my understanding and push my comfort zones. I also read them so that I can share with others what I have learned in the hopes they will have a positive impact on them – a pay-it-forward of sorts. I hope you enjoy the books on this list as much as I have!
Authenticity is the key to success in the workplace.
I love how Tricia tackles head on how she overcame her fear and shame to embrace her authentic self in the workplace resulting in personal and professional success.
Her book provides a step-by-step approach that enables embracing authenticity achievable for everyone, even those who feel workplace stereotypes prevent them from doing so and understand fear is inhibiting them from doing so.
In the competitive world of Silicon Valley, corporate lawyer Tricia Montalvo Timm knew that talent and drive weren't enough to succeed. She had to belong. Timm took a cue from her days as a child actor, when she had to change her name to get auditions. As an adult, she downplayed her Latino heritage and her life as a mother to fit in. And it worked: at the height of her success, she sold software company Looker to Google for $2.6 billion. But when a LinkedIn post about her roots went viral, she knew she…
