Leaders Eat Last

- High-Ouput Management - Five Disfunctions of a Team - The Goal - Principles by Ray Dalio - Good Profit by Charles Koch All of the books above cover some aspect of what you want but don’t seem to cover the whole picture. Further, a lot of it comes down to shared mental models. If you are coming from the perspective of action taking then the other person also assumes that you will take the action. I think Leader Eat Last explains this brilliantly and actually significantly changed the way I am trying to approach leadership as well as how I work with other people in general.

Everything by Simon Sinek, but most important for me is "Leaders Eat Last" [0]. I haven't read the last one (The Infinite Game), but I've heard it's pretty good as well. Also Extreme Ownership [1] and Dichotomy of Leadership [2] by Jocko Willink and Leif Babin. All of these books had tremendous impact on me as a leader and I highly recommend them. [0]: https://www.amazon.com/Leaders-Eat-Last-Together-Others/dp/B... (https://www.amazon.com/Leaders-Eat-Last-Together-Others/dp/B00HQ3K34M/) [1]: https://www.amazon.com/Extreme-Ownership-U-S-Navy-SEALs-eboo... (https://www.amazon.com/Extreme-Ownership-U-S-Navy-SEALs-ebook/dp/B00VE4Y0Z2) [2]: https://www.amazon.com/Dichotomy-Leadership-Balancing-Challe... (https://www.amazon.com/Dichotomy-Leadership-Balancing-Challenges-Ownership/dp/B07BN5NGQ5/)

- Leaders Eat Last, Simon Sinek - Creativity Inc., Ed Catmull - Reinventing Organizations, Frederic Laloux - Joy at Work, Dennis W Bakke - Valve Employee Handbook, Valve Software This list is heavily skewed toward self-organization because I work for a company (Zappos) that is currently transitioning to a self-organization model. I thought I'd answer the question about what books I wish my "manager" would read even though I don't have a manager because in a self-org environment, you do have leaders that emerge organically. The main difference between "manager" and "leader" is that managers influence their charges with coersion (even if subtle and unintentional) while a leaders ability to influence comes from the bottom-up and is more meritocratic based on perceived experience and ability by those being led. Most companies hope to promote the leaders so their manager structure is reflective of the actual effective social leadership structure, but all companies get it wrong often.