Mitchell Kusy – författare

“The day this person left our company is considered an annual holiday!” THIS QUOTE, taken from Kusy and Holloway’s research on toxic personalities, echoes the frustration and confusion that come from working with or managing an extremely difficult person. Just one toxic person has the capacity to debilitate individuals, teams, and even organizations. Toxic Workplace! is the first book to tackle the underlying systems issues that enable a toxic person to create a path of destruction in an organization, pervading others’ thoughts and energies, even undermining their very sense of well-being. Based on all-new research with over 400 leaders, many from the Fortune 500 list, this book illustrates how to manage existing toxic behaviors, create norms that prevent the growth or regrowth of toxic environments, and ultimately design organizational communities of respectful engagement. Kusy and Holloway’s research reveals the warning signs that indicate a serious behavioral problem and identifies how this toxicity spreads in systems with long-term effects on organizational climate, even after the person has left. Their two-year, cutting-edge research study provides very specific actions that leaders need to take to reduce both the intensity and frequency of toxic personalities at work. No other book provides this menu of options from a systems perspective with practical relevance in real work situations. You’ll learn how to identify the toxic personality and describe the leader reactions and approaches that typically don’t work. Toxic Workplace! provides hands-on approaches that work with research-based strategies at the individual, team, and organizational level.Toxic Workplace! will provide new insights on how leaders lead, how organizational cultures sustain themselves, and how teams deal with toxic personalities.

Authors Scott J. Allen and Mitchell Kusy redefine what we think of as traditional leadership in this tangible book that ascribes flexible yet concrete and proven actions to what can be a very abstract term.Rather than delving into lengthy exposition and analysis to help you understand what leadership is and how to develop it for yourself, this practical book enables you to design a straightforward system tailored to your team and organizational needs.Free of complicated theories, The Little Book of Leadership Development focuses on what really works to motivate others, encourage productivity, and equip future leaders. The book delivers streamlined instructions on fifty practical strategies, including:modeling behaviors,sharing information,building accountability,stretching teams,and providing feedback.Managers with the ability to self-reflect and a willingness to implement these ideas will see quick improvements--in communication, efficiency, morale, and every other measure. The Little Book of Leadership Development goes straight to the heart of what it takes to be a great leader, so you can spend less time studying skills and more time developing a committed team of emerging leaders.

Leaders continually receive multiple messages on how to lead successful organizational change. “Create buy-in. Model the way. Connect strategies to the organization’s vision. Garner input. Engage others in decisions. Co-design strategies.” The confusion created by these multiple messages has contributed to a high failure rate in change initiatives, as organizations struggle with watered-down approaches that offer generic solutions instead of tailored, practical guidance. This book is a compendium of simple, easy-to-implement change strategies that work - all in one source.When working with organizations such as American Express, Mayo Clinic, Eaton, Honeywell, Target, AT&T, US Bancorp, Kraft Foods, 3M, Johnson & Johnson, Nabisco, PepsiCo, and The New York Times, the authors have witnessed firsthand how leaders struggled with conflicting messages from various “flavor-of-the-month” models. The complexity of today’s organizational environments -- especially post-pandemic -- has only magnified this challenge. Leaders seek clarity amid the noise and need strategies that are adaptable to their unique environments. The Playbook for Leading Change provides simple, concrete strategies that, with a little help from AI, can be customized for immediate action—so leaders can breathe a sigh of relief with more confidence. When these strategies are implemented in manageable “baby steps” using five core change principles, the probability of success improves significantly.This book presents hard evidence in a nonacademic fashion by showing why these strategies work and how to engage them most effectively. It helps leaders move beyond “gut instinct,” which sometimes works but often fails, and instead adopt evidence-based approaches that can be applied with confidence. With organizational environments becoming increasingly complex, the need for clear, reliable, and practical solutions to change challenges is more compelling than ever.Essentially, the authors provide a precise and quick read that will lead to tactical strategies for leading organizational change. They have taken the best-of-the-best practices from their three contexts (as leaders, consultants, and professors) and merged them into a single, straightforward book -- it offers one-stop shopping for those who need practical guidance on navigating change. The Playbook for Leading Change demystifies the process, equipping leaders with tools and insights that cut through the confusion and enable them to lead change initiatives with greater success.

Leaders continually receive multiple messages on how to lead successful organizational change. “Create buy-in. Model the way. Connect strategies to the organization’s vision. Garner input. Engage others in decisions. Co-design strategies.” The confusion created by these multiple messages has contributed to a high failure rate in change initiatives, as organizations struggle with watered-down approaches that offer generic solutions instead of tailored, practical guidance. This book is a compendium of simple, easy-to-implement change strategies that work - all in one source.When working with organizations such as American Express, Mayo Clinic, Eaton, Honeywell, Target, AT&T, US Bancorp, Kraft Foods, 3M, Johnson & Johnson, Nabisco, PepsiCo, and The New York Times, the authors have witnessed firsthand how leaders struggled with conflicting messages from various “flavor-of-the-month” models. The complexity of today’s organizational environments -- especially post-pandemic -- has only magnified this challenge. Leaders seek clarity amid the noise and need strategies that are adaptable to their unique environments. The Playbook for Leading Change provides simple, concrete strategies that, with a little help from AI, can be customized for immediate action—so leaders can breathe a sigh of relief with more confidence. When these strategies are implemented in manageable “baby steps” using five core change principles, the probability of success improves significantly.This book presents hard evidence in a nonacademic fashion by showing why these strategies work and how to engage them most effectively. It helps leaders move beyond “gut instinct,” which sometimes works but often fails, and instead adopt evidence-based approaches that can be applied with confidence. With organizational environments becoming increasingly complex, the need for clear, reliable, and practical solutions to change challenges is more compelling than ever.Essentially, the authors provide a precise and quick read that will lead to tactical strategies for leading organizational change. They have taken the best-of-the-best practices from their three contexts (as leaders, consultants, and professors) and merged them into a single, straightforward book -- it offers one-stop shopping for those who need practical guidance on navigating change. The Playbook for Leading Change demystifies the process, equipping leaders with tools and insights that cut through the confusion and enable them to lead change initiatives with greater success.

You have likely heard stories from friends, family members, and colleagues who quit a job because of a toxic person—an individual who belittles, shames, humiliates, shames, or bullies. You may not have realized that these individuals not only take their tolls on our emotional psyches, but the financial outcomes of their organizations as well. Through this book’s many case examples, as well as evidence-based practices and templates, each chapter singles out one main issue and how to resolve it with respect and clarity. Dr. Kusy presents concrete practices that will restore civility and respect into your organization as well as with increased financial performance. Some of these practices include: Calculating the real financial cost of toxic people in your organization.Providing direct and respectful feedback to a toxic peer, direct report, and even your boss.Replacing traditional exit interviews -- that often don’t work very well -- with a method for dealing with toxic chameleons who "knock down and kiss up."Hiring, engaging talent, and even firing people based on a new approach to values-based performance management.You will emerge with a newfound understanding that restores personal well-being and increased financial performance.