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Thanks for telling us about the problem. Return to Book Page. Preview — Managing the Matrix by Dawn Metcalfe. Get A Copy. Kindle Edition , pages. Published March 7th by Wiley first published January 1st More Details Other Editions 5. Friend Reviews. To see what your friends thought of this book, please sign up.
To ask other readers questions about Managing the Matrix , please sign up. Lists with This Book. This book is not yet featured on Listopia. Community Reviews. Showing Rating details. More filters. Sort order. Nov 05, Sarah Bahar rated it it was amazing. What I loved particularly about this book was the fact that it takes you on an entirely relatable journey, through the story of the two main characters, and then wraps each chapter up with concrete takeaways. It manages to get down a lot of what we've all experienced and turn it into something thoughtful and ordered that we can learn from.mail.wegoup777.online/map52.php
Managing the Matrix: The Secret to Surviving and Thriving in Your Organization
We all know we are supposed to try and see other people's perspective to help us work together, but I wonder how often we do actually try - this book really fi What I loved particularly about this book was the fact that it takes you on an entirely relatable journey, through the story of the two main characters, and then wraps each chapter up with concrete takeaways. We all know we are supposed to try and see other people's perspective to help us work together, but I wonder how often we do actually try - this book really firms up the need for it and offers lots of practical advice on how to do it.
She has a clear knack for knowing what the most common problems we face in the workplace are and offers real insight on how to solve them to help us succeed. Mostly focused on emotional intelligence. It would've been nice if there was more about matrix management. Jan 10, Prachiti Talathi Gandhi rated it liked it Shelves: reading-challenge.
The concept of Emotional Intelligence, the mentoring process is explained in a simple language by using a story telling style. I enjoyed reading the book. Jacqueline Williams rated it it was ok Nov 05, Ibrahim Altamimi rated it really liked it Nov 05, Dutch Lee rated it really liked it Jun 29, Ahmed Said rated it it was ok Dec 21, Javier de la Garza rated it it was ok Jun 13, For each individual to bring their best self forward, a sense of belonging must first be established. Diversity and inclusion are often treated as a single initiative owned exclusively by HR.
But for real change to happen, every individual leader needs to buy into the value of belonging — both intellectually and emotionally. Part of this process requires tuning in to empathy; each person remembering a time when they were excluded, shamed, interrupted, and so on, so they can apply those lessons outwardly, she says.
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Top-down approaches drive compliance, not commitment. From senior leaders to frontline employees, every individual must see and understand their role in company culture. This means identifying differences in employee experience and values across the organization so that change can be made relevant for each person and knowing that lasting change must activate different parts of the system — top down, bottom up, and middle out — in different ways.
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Too often, leaders focus diversity and inclusion efforts disproportionately on the employee pipeline, but the employee experience continues far beyond an offer letter. Organizations must adapt their processes to scale diverse and inclusive behaviors.
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Who gets to speak and how often? Are you leaving out anyone whose input would be valuable? That also means understanding how your teams work best, and when tension and discord are actually beneficial. And when these habits are put into action in an environment that supports honest conversations and healthy tension, real change becomes possible. People are wired to react with fear and distrust when their beliefs are challenged. While fear can be a powerful motivator, it also encourages people to narrow their perspective — the opposite desired effect for creating a more inclusive workplace.
Finding ways to frame challenges through a lens of possibility — and elevating the power of shared experiences and storytelling to do so — creates greater potential for positive change. One of our clients decided to do a commitment tree; every employee wrote down their personal, individual commitment to diversity and inclusion, and they put those in a very public place so they could see signs of their progress and celebrate those.
The products and services you put into the world reflect your values — and your biases. What is your brand saying about who you are as a culture? In what ways is your employee base not congruent with your customer base? What experiences are being left out or misunderstood? Here are the latest Insider stories. More Insider Sign Out. Sign In Register. Sign Out Sign In Register. Latest Insider.
Managing the Matrix | Wiley Online Books
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