Change To Strange

To achieve sustained competitive advantage, you must create and deliver something that’s valuable, rare, and hard to imitate–and you can’t do that with a run-of-the-mill workforce. Your workforce needs to be strikingly different, obsessively focused on delivering on your unique value proposition. Compared with everyone else’s workforce, your people need to be downright strange! This book is about everything it takes to build a workforce that’s strange and extraordinary enough to execute your most powerful strategies and your unique value proposition. It’s about understanding exactly how your workforce needs to be different...creating an end-to-end Strange Workforce Value Chain...implementing workforce systems that support your unique goals...establishing detailed metrics based on what makes you unique...using those metrics to drive clarity throughout your entire organization, and steer it toward success. If you’re tasked with executing strategy through people, and “balanced scorecards” and “strategy maps” just haven’t been enough, take your next and greatest leap forward: make the Change to Strange. · Why “normal” workforces just won’t cut it anymore Everyone says their people make the difference. Most everyone’s wrong. · Create your strange workforce in four steps Imagine, pinpoint your gaps, prioritize, and act. · What your customers must notice for you to win Link your real performance drivers to specific workforce deliverables. · Rearchitect your workforce to break from the pack Organize to get strategic results from the right people. · Leverage the magic of measurement Implement metrics that work–and keep them working.

In this book, Marc Caplan argues that the literatures of ostensibly marginal modern cultures are key to understanding modernism. Caplan undertakes an unprecedented comparison of nineteenth-century Yiddish literature and twentieth-century Anglophone and Francophone African literature and reveals unexpected similarities between them. These literatures were created under imperial regimes that brought with them processes of modernization that were already well advanced elsewhere. Yiddish and African writers reacted to the liberating potential of modernity and the burdens of imperial authority by choosing similar narrative genres, typically reminiscent of early-modern European literatures: the picaresque, the pseudo-autobiography, satire, and the Bildungsroman. Both display analogous anxieties toward language, caught as they were between imperial, "global" languages and stigmatized native vernaculars, and between traditions of writing and orality. Through comparative readings of narratives by Reb Nakhman of Breslov, Amos Tutuola, Yisroel Aksenfeld, Cheikh Hamidou Kane, Isaac Meyer Dik, Camara Laye, Mendele Moykher-Sforim, Wole Soyinka, Y. Y. Linetski, and Ahmadou Karouma, Caplan demonstrates that these literatures' "belated" relationship to modernization suggests their potential to anticipate subsequent crises in the modernity and post-modernity of metropolitan cultures. This, in turn, leads him to propose a new theoretical model, peripheral modernism, which incorporates both a new understanding of "periphery" and "center" in modernity and a new methodology for comparative literary criticism and theory.

As a tribute to the company and its people, the recently retired CEO of Messer, Pete Strange, wrote this book to share the company's history with the whole Messer team. As he writes in the introduction: "This is a book about some people who used their ideas, their energy and their love to set direction for a company amid the currents of change. The story is about Messer Construction, but make no mistake - the subject of the book is leadership. The story will follow a timeline but only because history gives context to the choices and actions of the people. It was the people who made the difference. They created their own story, rather than allowing the times, the pressures, or the opportunities to dictate it for them. One goal for this book is to share some strategies that may help Messer leaders of the future... More important to me is the opportunity to share the stories of some amazing people who met the test of leadership - they helped others get better results, make better decisions, and think long term." Messer Construction officially began in 1932, although the genesis of the company was a decade earlier when Frank Messer and Jacob Warm ventured into the construction business with limited capital and a lot of entrepreneurial will. In many ways, it's the classic American Dream story, complete with two strong leaders, business obstacles, crucial early victories, subsequent shortfalls and learnings, and ultimately, success. And so the story begins...

Mommy helps Daisy to lose her attachment to her pacifier.

Dru Anderson has what her grandmother called the touch. When her dad turns up dead--but still walking--Dru knows she's next. Will Dru discover just how special she really is before coming face-to-fang with whatever is hunting her?

Five original stories where strange changes occur, from a boy and a cat changing places and a young man learning the price of selfishness to an invisible princess finding herself.

A monumental, genre-defying novel that David Mitchell calls "Michel Faber’s second masterpiece," The Book of Strange New Things is a masterwork from a writer in full command of his many talents. It begins with Peter, a devoted man of faith, as he is called to the mission of a lifetime, one that takes him galaxies away from his wife, Bea. Peter becomes immersed in the mysteries of an astonishing new environment, overseen by an enigmatic corporation known only as USIC. His work introduces him to a seemingly friendly native population struggling with a dangerous illness and hungry for Peter’s teachings—his Bible is their “book of strange new things.” But Peter is rattled when Bea’s letters from home become increasingly desperate: typhoons and earthquakes are devastating whole countries, and governments are crumbling. Bea’s faith, once the guiding light of their lives, begins to falter. Suddenly, a separation measured by an otherworldly distance, and defined both by one newly discovered world and another in a state of collapse, is threatened by an ever-widening gulf that is much less quantifiable. While Peter is reconciling the needs of his congregation with the desires of his strange employer, Bea is struggling for survival. Their trials lay bare a profound meditation on faith, love tested beyond endurance, and our responsibility to those closest to us. Marked by the same bravura storytelling and precise language that made The Crimson Petal and the White such an international success, The Book of Strange New Things is extraordinary, mesmerizing, and replete with emotional complexity and genuine pathos.

In 1963, Betty Friedan unleashed a storm of controversy with her bestselling book, The Feminine Mystique. Hundreds of women wrote to her to say that the book had transformed, even saved, their lives. Nearly half a century later, many women still recall where they were when they first read it. In A Strange Stirring, historian Stephanie Coontz examines the dawn of the 1960s, when the sexual revolution had barely begun, newspapers advertised for "perky, attractive gal typists," but married women were told to stay home, and husbands controlled almost every aspect of family life. Based on exhaustive research and interviews, and challenging both conservative and liberal myths about Friedan, A Strange Stirring brilliantly illuminates how a generation of women came to realize that their dissatisfaction with domestic life didn't't reflect their personal weakness but rather a social and political injustice.

Build a workforce that's 100% optimized for your unique value proposition and obsessed with delivering on it! bull; Why you need a "strange" workforce, and how to build one: practical techniques, realworld examples, and an end-to-end framework. bull; How to architect the HR and business systems that let you break from the pack. bull; Way beyond "benchmarking": implementing and leveraging workforce metrics that are unique to your company and your strategies.