Books like Wooden on Leadership — picked by fans

In diving into this book, I couldn't help but draw parallels between Maxwell's teachings and our foundational principles of Organizational Behavior Management (OBM). Although Maxwell isn't exactly a card-carrying behavior scientist, his wisdom on topics like vision, influence, and commitment resonates deeply with OBM practices I've come to advocate for.

He's revamped the book with modern examples, making it all the more relevant in today's business world. Yet, the core truths—those unshakeable leadership tenets—remain. Through my lens, blending Maxwell's insights with OBM's evidence-based strategies can empower anyone navigating the complex world of leadership.

This isn't just another leadership book; it's a bridge between traditional leadership wisdom and the pragmatic, results-driven approach of OBM. Highly recommended for those with a passion for melding theory with real-world solutions.

Meadows, a pioneer in this arena, had an extraordinary gift for making complex systems thinking accessible without dumbing it down.

She left us all too soon. I do return to this book, especially her concept of "leverage points": places within systems where small shifts create disproportionate change. Her insight that changing paradigms proves more powerful than adjusting surface parameters directly informed my research on organizational edges.

What I treasure most is how she wrote with both rigour and humility. She acknowledged that systems are messy, that we can't predict everything, that unintended consequences are inevitable; yet she shows us how to work with complexity rather than against it.

When I'm helping organizations navigate transformation, her frameworks help me identify where to intervene for maximum impact. The chapter on system traps and opportunities has probably saved me from dozens of well-intentioned but ultimately counterproductive interventions.

This is the book I gift… show more.

This book provides profound insights into optimizing workplace dynamics.

With 40 years of expertise, Daniels serves up behavioral strategies that, while not directly focused on education, were game changers for me, inspiring me to adapt these principles to the realm of schools. This edition, tailored for the modern work environment, champions the power of positive reinforcement and stresses the importance of genuine recognition.

What resonated deeply was the universal applicability of these techniques, which I've passionately extrapolated to educational contexts. This isn't just a book; it's a blueprint for fostering innovation and building a robust organizational culture. For those who, like me, enjoy bridging disciplines to discover transformative solutions, this read is indispensable.

Upon immersing myself in this book, it felt like connecting with a mentor, especially considering my deep respect for Daniels's earlier work, Bringing Out the Best in People. But make no mistake, this isn't your typical leadership guide. Through the Organizational Behavior Management (OBM) prism, Daniels reframes leadership by emphasizing not merely the actions of leaders but the consequential behaviors of their followers.

Sound familiar? It should. In both my experiences as a mixed martial arts and boxing coach and my endeavors in the educational sector, I've seen a consistent truth: The effectiveness of a leader or coach is mirrored in the performance of their team or students. Much like how a coach's strategy is made manifest in a fighter's execution, a school leader's influence is visible in the engagement and outcomes of their students.

Navigating through education, there's a clear intersection with Daniels's insights. As we endeavor to mold… show more.

I love basketball and was thrilled that John Wooden, ESPN's best 20th-century coach, wrote on leadership. What intrigued me even more is that the book contains few basketball stories. Its theme is universal: How a leader builds a value-and vision-based organizational culture, resulting in perennial success.

Everyone knows that Wooden’s UCLA team won 10 NCAA championships in a span of 12 years, but I was surprised to learn that it took Wooden 15 years to transform UCLA and win the first title.

I admire Wooden’s key to leadership: “Success is peace of mind, which is a direct result of self-satisfaction in knowing you made the effort to become the best you are capable of becoming.” As a byproduct of this success, UCLA won 10 titles. Now, I understand why my team—the Knicks—is not getting there.

What does mountaineering have to do with leadership? Far more than you might think.

Alison Levine extrapolates her experiences leading the first all-women team to attempt to summit Mt. Everest into clear lessons that, if you grasp them early, will turn you into an expedition leader at work. The book wraps great leadership advice in a compelling adventure story (Do they make it to the summit?), told with Alison’s signature wit.

It’s a quick and enjoyable read and a great start to your leadership library.

Like all of Seth Godin’s books, this one is crammed full of examples of people who you want to get to know because they have done something truly great. He shares the story of the Grateful Dead, who transformed music and concerts; the head of the Acumen Fund, who transformed philanthropy; and a guy named Joel Spolsky, who created a job board that attracted the most talented programmers in the world. He draws you into these leaders’ stories and then shows you how you can be just like any one of them. 

So, what is a tribe? In Godin’s definition, a tribe is a group of people connected to one another, connected to a leader, and connected to an idea. He posits that all a group needs to be a tribe is a shared interest and a way to communicate. He also argues that you can’t have a tribe without… show more.

Before I read this book, I thought that having a great company culture meant hiring a DJ to spin in your office on Fridays or stocking the breakroom with delicious snacks. Delivering Happiness showed me I had it all wrong.

This book taught me that culture is a feeling: It’s something we create through our behaviors, actions, and values. I learned to ask myself, “How do I want people to feel?” and align my actions as a leader accordingly. That’s the mindset that allowed me to build the culture my company became known for.

This is a kind of reverse-quirky choice among quirky books about leadership because it gives what I might call the conventional view of leadership, with leaders being people who are simply exemplary in every way your grandmother told you to be. The book does so excellently; I took away lots of actionable tips, and I enjoyed the real personal stories of leadership.

It’s just a very likable book, and you can’t go wrong reading it or taking its recommendations. Those recommendations will make you a gosh-darn good person to be around, which will go a long way–but maybe not quite all the way–as a leader. 

I really like that this book discusses, in detail, the relationship between acting well in business and being successful. It grabbed my attention that this book thoroughly explores the main reasons that underpin the need for more human-focused organisations, such as: the value of humanised management, the upsurge of disruptive technologies, demographic changes, and others. It is very valuable that this text also provides the reader with very actionable ways to develop more humanised organisations. I found it interesting that various meaningful examples from the public, private, and non-profit sectors are dissected in a thorough manner, accompanied by a myriad of strategies to bring about significant shifts in these sectors.