Monthly Archives: January 2016

THE UN-PRESCRIPTION FOR AUTISM Now Available on NetGalley

Cover art for Un-Prescription for Autism by Janet Lintala When medication works, it works. Yet what about when it’s used to mask symptoms of a larger issue? For children (and adults) with autism spectrum disorder, this happens all the time. Medication for irritability and aggression is often prescribed before a thorough investigation of the reasons for such behavior. As Janet Lintala, founder of the Autism Health! clinic, discusses on her website, “[The Un-Prescription for Autism] explains what is making them irritable, and gives helpful suggestions for providing relief at the source. This can reduce or eliminate the need for unnecessary medications.”

THE UN-PRESCRIPTION FOR AUTISM: A Natural Approach for a Calmer, Happier, and More Focused Child by Janet Lintala with Martha W. Murphy helps parents correct or ameliorate underlying issues common to those on the autism spectrum. Autism isn’t “treatable”–but people with autism are, and Janet Lintala has proven, actionable tools to lead to better health and happiness on the spectrum.

Journalists, booksellers, book reviewers, librarians, and media professionals interested in health with autism spectrum disorder are invited to request The Un-Prescription for Autism for review.

Each year, more than 50,000 U.S. families receive an autism diagnosis. On top of turmoil and worry, they share the same urgent question: What can we do to help our child?

The answers parents find can be contradictory…even dangerous. The conventional approach (employed by too many pediatricians) is to medicate difficult behaviors into submission—suppressing symptoms while leaving underlying health challenges untouched. Surfing the Internet for alternatives just leads to confusion.

Now, Dr. Janet Lintala, founder of the Autism Health center and an autism mom herself, shares the natural protocols used in her practice to dramatically improve the function and well-being of children on the spectrum. Drawing on the latest research developments, as well as personal and clinical experience, she targets the underlying issues (chronic inflammation, oxidative stress, gastrointestinal dysfunction, immune dysregulation) associated with the behavior, bowel, and sleep problems so common to autism.

Correcting these overlooked conditions with digestive enzymes, probiotics, antifungals, and other nonpsychiatric treatments brings transformative results: less pain, less aggression, and a child who is more receptive to behavioral and educational interventions.

While the medical profession is slow to change, autistic kids need help immediately. The Un-Prescription for Autism provides clear explanations, detailed protocols, and examples to help parents act quickly to restore their child’s health, self-control, and language—paving the way for reaching their full potential.

JANET LINTALA, DC founded and heads Autism Health!, serving children and adults in 12 states. Her advice integrates the clinical expertise of a nonprescription autism practice with the firsthand experience only an autism parent can deliver. MARTHA W. MURPHY is an award-winning health writer.

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NetGalley is a service for people who read and recommend books, such as book reviewers, journalists, librarians, professors, booksellers, and bloggers.

There are a number of different reading options for this e-galley:

Find all of AMACOM’s e-galleys on NetGalley.

You can review how to get AMACOM’s digital galley request approval on NetGalley HERE.

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Podcast: Jason Wingard on Keeping Up with Business Education

Jacket cover of Learning to SucceedIn today’s ever-evolving world, successful companies don’t remain successful by continuing to do exactly what they did before. The best companies are dynamic–and driven by employees and leaders who constantly learn new ways and new skills. Jason Wingard sat down with the AMA Edgewise team to discuss his book, LEARNING TO SUCCEED: Rethinking Corporate Education in a World of Unrelenting Change, and how to make your organization one that actively embraces learning throughout its ranks.

Jason Wingard, author of Learning to Succeed: Rethinking Corporate Education in a World of Unrelenting Change, has a formula for how to keep up with the ever-changing business environment. On this episode he lays out a concise training strategy and how to overcome barriers to learning integration, with great tips for how to keep up with the expanding global market.

Listen to Jason Wingard on the AMA Edgewise Podcast.

Jason Wingard, author of Learning for Life

 

JASON WINGARD, PH.D., is Dean and Professor of the School of Continuing Education at Columbia University and President and CEO of The Education Board, Inc. Previously, he was Chief Learning Officer of Goldman Sachs and Vice Dean of Executive Education at the Wharton School, University of Pennsylvania. He is also the author of LEARNING FOR LIFE: How Continuous Education Will Keep Us Competitive in the Global Knowledge Economy (AMACOM October 2015).

 

Listen to more interviews with AMACOM authors on the AMA Edgewise Podcast.

Q&A with David Livermore, author of DRIVEN BY DIFFERENCE – Part II

The following is Part II of a Q&A with David Livermore, author of DRIVEN BY DIFFERENCE: How Great Companies Fuel Innovation Through Diversity (AMACOM February 2016). Below, Livermore discusses challenges that companies face as they implement diversity initiatives, and what they can take away from the examples in his book. You can find Part I of this Q&A here.

 

 

Q: How did you discover the 5D Process for Culturally Intelligent Innovation?

A: As both a researcher and business leader, I’ve been helped immensely by the work of people like Clay Christiansen on disruptive innovation and the innovation models that come from Stanford’s d.school. These models together with our research on cultural intelligence are what led to the discovery of the 5D Process for Culturally Intelligent Innovation.

The process includes the kinds of things included in most books and models on innovation, such as identifying a pain point, coming up with a solution to relieve that pain, and designing with the end-user in mind. What we wanted to discover, however, was how those consistent innovation practices need to be adapted for culturally diverse teams of innovators or users.

For example, Jeff Bezos insists that high level meetings at Amazon include an empty chair, which represents the customer. Apart from cultural intelligence, you might assume a customer wants what you want. But by using the 5D Process, a team can design for a diversity of customers. And if the room already includes a diverse team, all the better, because it provides built-in insights around what the customers represented by the empty chair want.

Q: What is the number one issue that derails diverse teams and how can it be overcome?

A: I think it’s the absence of a strategy for how to effectively address and use the diversity on the team. By nature, we’re attracted and drawn to people who think and act like we do, so without an intentional strategy to lean into and use the differences on a team, they inevitably create conflict and gridlock.

An effective strategy begins with looking at the two forms of diversity that most powerfully influence what happens on a team—visible diversity and underrepresentation. Instead of being afraid to name the differences, a culturally intelligent strategy explicitly identifies the differences and then creates processes that minimize the interpersonal conflict that ensues from the differences and maximize the informational diversity from the team.

Apart from a strategy for how to effectively use your diversity, it’s unlikely the diversity will lead to innovation and may actually work against it.

Q: In your opinion, which companies are getting it right and how can others learn from them?

A: No leader or company gets it right all the time. In fact, mistakes are one of the best ways to improve cultural intelligence and come up with innovative solutions. But our research has uncovered dozens of companies that have worked hard at developing a strategy for culturally intelligent innovation. Several of them are featured throughout the book, including Google, IKEA, Coca-Cola, Qatar Airways, and Novartis.

Novartis uses their employee resource groups to effectively design medications for culturally diverse patients. In the world of finance, you have CEOs like Ajay Banga (MasterCard) and Brian Moynihan (Bank of America) who personally chair their companies’ diversity and inclusion councils because they believe there’s a direct link between their diversity efforts internally and customer satisfaction. And despite the diversity challenges facing most tech companies, Jack Ma, founder of Alibaba, says, “One of the secret sauces for Alibaba’s success is that we have a lot of women.” Women hold 47 percent of all jobs at Alibaba and 33 percent of all senior positions.

Q: If readers took only one thing away from the book, what would you hope it would be?

A: It’s my hope that all of us will slow down the impulse to view a different perspective as threatening, wrong, or inferior and instead, to see it as an opportunity for growth.

In those moments when we see things differently from those around us, we have a few choices: We can hold on to our views, defend them, and argue for their superiority. We can let go of our views and entirely acquiesce to the views of others. Or we can allow our perspectives to be broadened, enriched, expanded, and deepened. Culturally intelligent innovation begins with changing our impulse from Why can’t you see it like I do? to Help me see what I might be missing! Together, we can work together to come up with innovative solutions to solve problems big and small.

DAVID LIVERMORE, PH.D., is President and Partner at the Cultural Intelligence Center, a consultancy at the forefront of CQ assessment and development. The author of Leading with Cultural Intelligence, he has been cited by The Economist, Forbes, The New York Times, and The Wall Street Journal.

Q&A with David Livermore, author of DRIVEN BY DIFFERENCE – Part I

The following is Part I of a Q&A with David Livermore, author of DRIVEN BY DIFFERENCE: How Great Companies Fuel Innovation Through Diversity (AMACOM February 2016). Below, Livermore discusses why “diversity” in numbers is only step one towards a truly diverse–and effective–workplace. Stay tuned for Part II next week.

 

 

Q: What prompted you to write this book?

A: I’m insatiably curious. That’s what drives any research or writing project I pursue. And the same is true for this book. I was reviewing some of our research that revealed a troubling finding—homogenous teams often perform better than diverse teams do. Homogenous teams get things done more quickly and, as a result, they consistently come up with more innovative solutions than diverse teams do when left to themselves. That’s not a very popular message in an age when everybody is talking about the importance of diversity.

However, diversity unquestionably offers a rich resource for innovative solutions. It’s just that it’s not automatic. It requires a culturally intelligent strategy for effectively using a team’s diversity to come up with more innovative solutions. Our research findings revealed some recurring practices that are essential for tapping the potential of diversity. I wasn’t content to simply see those findings reported in the tables of an academic journal. I wanted to see these insights help teams and organizations in the real world.

Q: You argue that hiring a diverse workforce is not sufficient. Why not?

A: If you’ve ever had a roommate, not to mention a spouse, you probably know the answer to this. “Different” ways of doing things is a novelty at first, but under stress, they often become the source of conflict and annoyance. It’s easier to work with people who think, act, and behave the same as us. So simply hiring a more diverse workforce is not sufficient. And it can actually make productivity and innovation worse.

Our research reveals that cultural intelligence is the moderating factor in whether diversity is an asset or liability for innovation. Cultural intelligence (CQ®) is a research-based measurement that predicts how an individual will work and relate with people from different cultural backgrounds. Diverse teams comprised of members with low CQ, significantly underperform homogeneous teams. But diverse teams comprised of members with moderate or high CQ, significantly outperform homogenous teams on pretty much every measurement—not the least of which is innovation.

Q: In the book, you mention a vital area of concern – diversity fatigue. What is diversity fatigue and how should it be addressed in the workplace?

A: Many individuals, particularly in workplaces across North America and Western Europe, can’t bear the thought of one more diversity workshop. Shame and an emphasis upon punitive measures for not embracing diversity are prevalent in many approaches to this topic and that rarely brings about lasting change. Other times, diversity measures are viewed as solely being about compliance or as having little to do with bottom line results.

On a brighter note, many organizations have moved toward an emphasis on teaching about unconscious bias—the automatic impulse an individual associates with certain cultural groups. I’m a big supporter of this effort and we’ve collaborated with some of the leading researchers at Harvard in this space.

Awareness is the first step, but it’s not enough. The question I often hear is I know my biases, so now what? This is where cultural intelligence (skills) comes in. And then teams need to develop a strategy for using a fusion of their cultural differences to drive innovative results. Together, these solutions offer a fresh, sophisticated way of approaching diversity.

DAVID LIVERMORE, PH.D., is President and Partner at the Cultural Intelligence Center, a consultancy at the forefront of CQ assessment and development. The author of Leading with Cultural Intelligence, he has been cited by The Economist, Forbes, The New York Times, and The Wall Street Journal.

CAREER COURAGE Now Available on NetGalley

Cover art for Career Courage by Katie C. Kelley What do you want to be when you grow up? Wait. You’re already grown up?

CAREER COURAGE: Discover Your Passion, Step Out of Your Comfort Zone, and Create the Success You Want by Katie C. Kelley provides readers the tools to answer this #1 question for real this time. Whether you’re mid-career and longing to do something else, a mom returning to the job market after years of lead parenting, or a millennial living at home and trying to propel yourself up and out, this book will guide you through the self-examination needed to carve out a career that makes you feel alive and fulfilled.

Journalists, booksellers, book reviewers, librarians, and media professionals interested in career self-help are invited to request Career Courage for review.

Get out of the rut—and into a new career.

What do you want to be when you grow up? That question nags at us long after childhood. Why is it so hard to figure out? Because finding your true calling takes courage. It means conquering fears, shedding misguided ideas, and mustering the strength to let go of a safe job and stage your next act.

Career Courage serves as a personal coach through the soul-searching and planning process ahead, whether you’re a college grad contemplating choices, a seasoned professional seeking new directions, or a stay-at-home mom preparing to reenter the workplace. Packed with exercises and stories of inspiring second acts, the book poses tough questions about motivation, confidence, character, risk tolerance, and more. The answers will power your journey forward as you learn to:

Clarify what really matters • Express your point of view • Build strong relationships and a robust network • Stay focused on finances • Think like an entrepreneur • Prioritize a truly fulfilling life • And more

A career that seemed promising can feel like a dead end today. Career Courage helps you break free and create your own brand of success.

KATIE C. KELLEY is People Development Director for Fuerst Group, parent company of KEEN footwear and Chrome Industries. Her own career pivots include stints as a psychotherapist, a medical salesperson, an ABC Television Contributor, and, most recently, as an executive coach with clients that included Google and Time Inc. She lives in Portland, Oregon.

Logo for NetGalley
NetGalley is a service for people who read and recommend books, such as book reviewers, journalists, librarians, professors, booksellers, and bloggers.

There are a number of different reading options for this e-galley:

Find all of AMACOM’s e-galleys on NetGalley.

You can review how to get AMACOM’s digital galley request approval on NetGalley HERE.