Dr tim irwin (31 résultats)

Hardcover. Etat : Very Good. 1. With dust jacket. It's a well-cared-for item that has seen limited use. The item may show minor signs of wear. All the text is legible, with all pages included. It may have slight markings and/or highlighting.

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Hardcover. Etat : Very Good. 1. With dust jacket. It's a well-cared-for item that has seen limited use. The item may show minor signs of wear. All the text is legible, with all pages included. It may have slight markings and/or highlighting.

Hardcover. Etat : Very Good. Open Books is a nonprofit social venture that provides literacy experiences for thousands of readers each year through inspiring programs and creative capitalization of books.

Etat : new.

Hardcover. Etat : Good. Book in Good condition.

Hardcover. Etat : Very Good. Book in Very Good condition.

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Hardback. Etat : New. The age-old question for every leader-how do we bring out the best in those we lead? Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. It is surprising how often we resort to criticism vs. an approach that actually results in a better worker and a better person.  What if we could speak Words of Life that transform those under our influence and ignite fires of intrinsic motivation? What if those we lead found great purpose in what they do and worked at their jobs with all their heart? Isn't that what leaders, parents and teachers really want? Ultimately, don't we hope to foster intrinsic motivation so that the individuals we lead become better employees, better students or better athletes? Recent discoveries of brain science and the wisdom of top CEO's that Dr. Tim Irwin interviewed for this book give us the answers we've long sought. In most organizations, the methods used to provide feedback to employees such as performance appraisal or multi-rater feedback systems, in fact, accomplish the exact opposite of what we intend. We inadvertently speak Words of Death. Brain science tells us that these methods tend to engage a natural "negativity bias" that is hardwired in us all. Science in recent years discovered that affirmation sets in motion huge positive changes in the brain. It releases certain neuro chemicals associated with well-being and higher performance. Amazingly, criticism creates just the opposite neural reaction. The most primitive part of the brain goes into hyper defense mode, compromising our performance, torpedoing our motivation and limiting access to our higher-order strengths. How do we redirect employees who are out-of-line without engaging our natural "negativity bias?" Leaders must forever ban the term, "Constructive Criticism." Brain science tells us that we can establish a connection between the employee's work and his or her aspirations. This book calls for a new approach to align workers with an organization's mission, strategy and goals, called Alliance Feedback.…

HRD. Etat : New. New Book. Shipped from UK. Established seller since 2000.

Etat : New.

Etat : New.

Etat : new.

Hardback. Etat : New. The age-old question for every leader-how do we bring out the best in those we lead? Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. It is surprising how often we resort to criticism vs. an approach that actually results in a better worker and a better person.  What if we could speak Words of Life that transform those under our influence and ignite fires of intrinsic motivation? What if those we lead found great purpose in what they do and worked at their jobs with all their heart? Isn't that what leaders, parents and teachers really want? Ultimately, don't we hope to foster intrinsic motivation so that the individuals we lead become better employees, better students or better athletes? Recent discoveries of brain science and the wisdom of top CEO's that Dr. Tim Irwin interviewed for this book give us the answers we've long sought. In most organizations, the methods used to provide feedback to employees such as performance appraisal or multi-rater feedback systems, in fact, accomplish the exact opposite of what we intend. We inadvertently speak Words of Death. Brain science tells us that these methods tend to engage a natural "negativity bias" that is hardwired in us all. Science in recent years discovered that affirmation sets in motion huge positive changes in the brain. It releases certain neuro chemicals associated with well-being and higher performance. Amazingly, criticism creates just the opposite neural reaction. The most primitive part of the brain goes into hyper defense mode, compromising our performance, torpedoing our motivation and limiting access to our higher-order strengths. How do we redirect employees who are out-of-line without engaging our natural "negativity bias?" Leaders must forever ban the term, "Constructive Criticism." Brain science tells us that we can establish a connection between the employee's work and his or her aspirations. This book calls for a new approach to align workers with an organization's mission, strategy and goals, called Alliance Feedback.…

Etat : New.

Etat : good. Befriedigend/Good: Durchschnittlich erhaltenes Buch bzw. Schutzumschlag mit Gebrauchsspuren, aber vollständigen Seiten. / Describes the average WORN book or dust jacket that has all the pages present.

Etat : New. 2018. Hardcover. . . . . .

Etat : New.

Etat : New. In English.

Paperback. Etat : Brand New. 240 pages. Spanish language. 6.00x0.55x9.00 inches. In Stock.

Etat : New.

Etat : New. 2018. Hardcover. . . . . . Books ship from the US and Ireland.

Hardback. Etat : New. New copy - Usually dispatched within 4 working days.

Hardback. Etat : New. The age-old question for every leader-how do we bring out the best in those we lead? Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. It is surprising how often we resort to criticism vs. an approach that actually results in a better worker and a better person.  What if we could speak Words of Life that transform those under our influence and ignite fires of intrinsic motivation? What if those we lead found great purpose in what they do and worked at their jobs with all their heart? Isn't that what leaders, parents and teachers really want? Ultimately, don't we hope to foster intrinsic motivation so that the individuals we lead become better employees, better students or better athletes? Recent discoveries of brain science and the wisdom of top CEO's that Dr. Tim Irwin interviewed for this book give us the answers we've long sought. In most organizations, the methods used to provide feedback to employees such as performance appraisal or multi-rater feedback systems, in fact, accomplish the exact opposite of what we intend. We inadvertently speak Words of Death. Brain science tells us that these methods tend to engage a natural "negativity bias" that is hardwired in us all. Science in recent years discovered that affirmation sets in motion huge positive changes in the brain. It releases certain neuro chemicals associated with well-being and higher performance. Amazingly, criticism creates just the opposite neural reaction. The most primitive part of the brain goes into hyper defense mode, compromising our performance, torpedoing our motivation and limiting access to our higher-order strengths. How do we redirect employees who are out-of-line without engaging our natural "negativity bias?" Leaders must forever ban the term, "Constructive Criticism." Brain science tells us that we can establish a connection between the employee's work and his or her aspirations. This book calls for a new approach to align workers with an organization's mission, strategy and goals, called Alliance Feedback.…

Hardback. Etat : New. The age-old question for every leader-how do we bring out the best in those we lead? Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. It is surprising how often we resort to criticism vs. an approach that actually results in a better worker and a better person.  What if we could speak Words of Life that transform those under our influence and ignite fires of intrinsic motivation? What if those we lead found great purpose in what they do and worked at their jobs with all their heart? Isn't that what leaders, parents and teachers really want? Ultimately, don't we hope to foster intrinsic motivation so that the individuals we lead become better employees, better students or better athletes? Recent discoveries of brain science and the wisdom of top CEO's that Dr. Tim Irwin interviewed for this book give us the answers we've long sought. In most organizations, the methods used to provide feedback to employees such as performance appraisal or multi-rater feedback systems, in fact, accomplish the exact opposite of what we intend. We inadvertently speak Words of Death. Brain science tells us that these methods tend to engage a natural "negativity bias" that is hardwired in us all. Science in recent years discovered that affirmation sets in motion huge positive changes in the brain. It releases certain neuro chemicals associated with well-being and higher performance. Amazingly, criticism creates just the opposite neural reaction. The most primitive part of the brain goes into hyper defense mode, compromising our performance, torpedoing our motivation and limiting access to our higher-order strengths. How do we redirect employees who are out-of-line without engaging our natural "negativity bias?" Leaders must forever ban the term, "Constructive Criticism." Brain science tells us that we can establish a connection between the employee's work and his or her aspirations. This book calls for a new approach to align workers with an organization's mission, strategy and goals, called Alliance Feedback.…

5 vol.: vol. 1: 57 pp. ; vol. 2: 58 pp. ; vol. 3: 42 pp.; vol. 4: 66 pp. ; vol. 5: 50 pp.; 5 vol.: 23.2 x 14.6 cm. (each); glue bound; black-and-white; edition size unknown; unsigned and unnumbered; offset-printed Volumes I-V of "Summary of a Workshop," a biannual series of symposiums on contemporary art sponsored by the Frederick R. Weisman Foundation and held at various North American locations. Each symposium was accompanied by a catalogue which summarized the conversations that took place. Volume I: "The Relationship Between Art and Architecture," held in Santa Monica, CA, January 21-22, 1989. Participants included: Frank O. Gehry, Daniel Buren, Jean-Louis Cohen, Cesar Pelli, Donald Judd, Irving Lavin, Germano Celant, Henry N. Cobb, Christopher Knight, Mildred Friedman, John Chamberlain, Peter Eisenman, Robert Irwin, Michael Graves, Nancy Wexler, Henry T. Hopkins, and Michael Rotondi. Volume II: "Art + Architecture + Society," held in Toronto, Canada, July 22-23, 1989. Participants included: Henry T. Hopkins, Michael Rotondi, Diana Agrest, Lynda Benglis, Scott Burton, Adele Freedman, April Greiman, Alanna Heiss, Craig Hodgetts, Walter Hopps, Catherine Ingraham, Eric Owen Moss, Matt Mullican, Larry Richards, David Ross, Alexis Smith, and Leon Whiteson. Volume III, "Art Fairs : Plans and Process," held in Los Angeles, CA, December 5-6, 1989. Participants included: O. Kelley Anderson Jr., Brian Angel, Dr. Alberto Anfossi, Rosina Gómez Baeza, Dr. Emil Bammatter, Thomas P. Blackman, Van Deren Coke, Michelle De Angelus, Milton Esterow, Anita Kaegi, Claudio Bruni Sakraischik, Allan Schwartzman, Leif Ståhle, Tamara Thomas, Robert Thomson. Volume IV, "Conservation and Contemporary Art," held in Richmond, VA, June 4-5, 1990. Participants included: Henry T. Hopkins, Billie Milam, Albert Albano, James Bernstein, Sharon Blank, Victoria Blyth Hill, Tom Branchick, William Leischer, Carol Mancusi-Ungaro, Ross Merill, Roy De Forest, Tim Ebner, George Herms, Duane Hanson, Rotraut Klein-Moquay, Ida Kohlmeyer, Miriam Shapiro, Paul Brach, Zora Sweet Pinney, and Nora Halpern Brougher. Volume V, "Support for the Arts in Unsupportive Times," held in Los Angeles, CA, December 4-5, 1990. Participants included: Nora Halpern Brougher, Henry T. Hopkins, Cee Scott Brown, Marie Cieri, Pamela Clapp, Gary Garrels, Stanley Grinstein, David Ireland, Steven D. Lavine, Bella Lewitzky, Lisa Lyons, Anne MacDonald, Peter Norton, Max Palevsky, Claire Peeps, Dr. Thomas Reese, Joy Silverman, Tina Summerlin, Ella King Torrey, Joel Wachs, and Frederick R. Weisman. "Twice each year the Frederick R. Weisman Art Foundation conducts workshops dealing with issues of importance to those involved in the creation, exposition, collection, conservation and education of international contemporary art in all of its manifestations. These workshops bring together approximately eighteen experts in closed session for two days. The topic is determined by the Foundation but the direction that conversation takes is determined by the participants. There is no agenda. The workshops are taped, transcribed, edited, published in the present form and distributed to participants, interested parties, museums and libraries." -- Henry T. Hopkins, director. Very Good / Fine. Set of 5 volumes. Light rubbing and yellowing of cover edges and light yellowing of pages, otherwise Fine. Contents clean and unmarked.…

Etat : New. This item is printed on demand. New copy - Usually dispatched within 5-9 working days.

Hardcover. Etat : new. Hardcover. The age-old question for every leaderhow do we bring out the best in those we lead? Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. It is surprising how often we resort to criticism vs. an approach that actually results in a better worker and a better person. What if we could speak Words of Life that transform those under our influence and ignite fires of intrinsic motivation? What if those we lead found great purpose in what they do and worked at their jobs with all their heart? Isnt that what leaders, parents and teachers really want? Ultimately, dont we hope to foster intrinsic motivation so that the individuals we lead become better employees, better students or better athletes? Recent discoveries of brain science and the wisdom of top CEOs that Dr. Tim Irwin interviewed for this book give us the answers weve long sought. In most organizations, the methods used to provide feedback to employees such as performance appraisal or multi-rater feedback systems, in fact, accomplish the exact opposite of what we intend. We inadvertently speak Words of Death. Brain science tells us that these methods tend to engage a natural negativity bias that is hardwired in us all. Science in recent years discovered that affirmation sets in motion huge positive changes in the brain. It releases certain neuro chemicals associated with well-being and higher performance. Amazingly, criticism creates just the opposite neural reaction. The most primitive part of the brain goes into hyper defense mode, compromising our performance, torpedoing our motivation and limiting access to our higher-order strengths. How do we redirect employees who are out-of-line without engaging our natural negativity bias? Leaders must forever ban the term, Constructive Criticism. Brain science tells us that we can establish a connection between the employees work and his or her aspirations. This book calls for a new approach to align workers with an organizations mission, strategy and goals, called Alliance Feedback. Anyone who has run a company, raised a family, lead an army, or coached a team struggles to find the key to help others excel and realize their potential. This book calls for a new approach to align workers with an organization's mission, strategy, and goals, This item is printed on demand. Shipping may be from our UK warehouse or from our Australian or US warehouses, depending on stock availability.…