Aagaard, Claus, 190
absenteeism, 85
Accenture, 87–88
acceptance, 200–201
accountability
in AI-powered organizations, 164
for climate action, 191
collaboration and individual, 75–76, 80
for diversity and inclusion, 52
in flat organizations, 77
accounting, climate action and, 190–194
action authenticity, 92–93
Adams, Gary, 86
adhesive, cultural brokers as, 19, 20
Adnams, 190
advanced driver-assistance systems (ADAS), 99, 100
advocacy, 94–95
Afeyan, Noubar, 71
AI academies, 161–163
AI-powered organizations, 149–166
accountability in, 164
barriers to building, 149–150
barriers to change, facing, 153–154
budgeting for integration and adoption in, 154–155
decision making in, 151–152
educating everyone in, 161–163
feasibility, time investment, and value in, 155
incentives for change to, 165
leadership in, 161–163
making the shift to, 150–152
organizing for scale, 156–161
oversight and execution in, 160–161
reinforcing the change to, 163–166
setting up for success, 152–155
tracking/facilitating adoption in, 164–165
ways to derail, 162
Alibaba, 107
Amazon
climate action at, 170–171, 183
culture at, 70
data-enabled learning at, 107
Fire Phone, 68
flag organization in, 77
hiring algorithm at, 129
individual accountability at, 76
Amazon rain forest, 179
Amazon Web Services, 76
ambiguity, comfort with, 67, 70–73
American Sustainable Business Council, 173
analytics translators, 154, 163
anticipatory grief, 200, 201–202
anxiety, 201–202
Apple
App Store, 107
China Clean Energy Fund, 177–178
leadership and innovation at, 78
MobileMe, 68
Music, 104
applicant-tracking software, 110
Atlassian, 184
attention, to highest-priority interrupts, 13
authenticity
action, 92–93
climate action and, 174
gender identity and, 95
gender transitions and, 92–93
race and feelings of, 36–37
relational, 92–93
automatic execution strategy, 61–64
Baidu, 101
Bakker, Peter, 194
balance, 201
bathrooms, gender-neutral, 87
Beauty and Personal Care Sustainability Project, 179
Bell, Ella, 41
belonging, human need for, 87
Ben & Jerry’s, 181
Berinato, Scott, 199–203
Bezos, Jeff, 170–171
BHP, 174
biases
in hiring, 128
in interviewing, 121
minimizing in inquiry, 23
perceptions of excellence and, 4–6, 8–10
unconscious, promoting awareness of, 53
Bidwell, Matthew, 113
The Big Pivot (Winston), 172
Bing, 101
Black Employee Network, 46
#BlackLivesMatter, 43
BlackRock, 193
Bloomberg, 98
Blue Apron, 59–60
Bohmer, Richard, 73
boundaries, couple contracting and, 136, 137
Bowlby, John, 140
Boyatzis, Richard, 7
brain, learning and, 6–8
Brands for Good, 182
bridges, cultural brokers as, 19–20
Bridgewater Associates, 1
Brief, Arthur, 35
Britton, Joe, 173–174
Broomes, Anna-Maria, 36
Brother, 62
Brown, Michael, 40–41
Buckingham, Marcus, 1–15
Bureau of Labor Statistics, 112
Burger King, 188
Business Climate Leaders, 173
business models
AI-driven organizations and, 159
buy what we have, 56–58
climate action and, 168–169, 184, 188
continuous connection and, 56
Business Roundtable, 169
buy-what-we-have model, 56–58, 65
campaign donations, 172–173
Cannon-Brookes, Mike, 184
capital expenditures, 185–186, 190–191
Cappelli, Peter, 109–130
carbon emissions, 167–168
reducing, 174, 176, 187, 188, 190–191
career development
dual-career couples and, 131–148
race and, 46–48
CareerXroads, 116
Carney, Mark, 167
Casciaro, Tiziana, 17–29
Castilla, Emilio, 116
Catmull, Ed, 75
Center for American Progress, 85
Ceres, 173
certified climate bonds, 194
CFO Leadership Network, 192
Chevron, 92
chief financial officers, 189–194
Children’s Minnesota, 25–26
China Clean Energy Fund, 177–178
Chrysler, 77–78
Chubb, 20–21
Cigna, 92
cisgender, 91
Citizens United Supreme Court case, 172–173
Civil Rights Act, 89
climate action, 167–198
benefits of, 169–172
climate change deniers and, 197
current climate policies and, 171
customers and, 180–183
employees in, 183–184
finance functions and, 185–187, 189–194
HBR series on, 170
heat waves and, 185
leveraging stakeholders for, 168–169, 177–184
next-gen, 188–189
policies to fight for, 176
political influence and, 168–169
rethinking the business and, 184–188
rising temperatures, flooding, and, 175
rising temperatures, food shortages, and, 178
rising temperatures, nature collapse, and, 181
rising temperatures, water uncertainty, and, 186
talking about the climate crisis and, 194–198
Climate Action 100+, 193
cloud technologies, 98
coach-behavior model, 26, 60–61, 63
Coca-Cola Hellenic Bottling Company, 190–191
Cohen, Paige, 49–54
cold-start problem, 106
collaboration
in AI-powered organizations, 150
balancing, 80
in climate action, 191–192
cross-silo leadership and, 17–29
horizontal vs. vertical, 17–18
individual accountability and, 75–76
inquiry and, 22–24
interdisciplinary, 150
at interfaces, 18
monitoring processes for, 24
college recruiting, 117
color blindness
visual, 4–5
color-braveness, 43
comfort zones, moving out of for learning, 8
command-and-control economies, 175
communication
about the climate crisis, 194–198
about race, encouraging open, 41–44, 51–52
about trans-specific inclusion, 94–95
checking understanding in, 24
for climate action, 181–182
cross-silo dialogues, 25–26
of expectations for leaders, 52
psychological safety, candidness, and, 73–75
commuter marriages, 146–147
commuting distance, 129
competitive advantage, data and, 97–107
Conference Board Annual Survey, 110–111
conformity, 36–37
confrontation, 74–75
connected strategies, 55–66
automatic execution of, 61–64
buy what we have, 56–58
coaching behavior model in, 26, 60–61, 63
coaching behavior for, 60–61
repeat in, 64–66
selecting, 63
connection, continuous, 55–66
consensus, 75
contact hypothesis, 93–94
control, letting go of, 202
Cook, Scott, 106
couple contracting, 136–137
Couples That Work (Petriglieri), 133
creativity
different points of view and, 25–26
oxytocin in, 13–14
Creativity, Inc. (Catmull), 75
Crispin, Gerry, 116
crop-management systems, 102, 106
cross-silo leadership, 17–29
asking the right questions and, 21–24
breaking down silos and, 28–29
broadening employees’ vision and, 26–28
considering other perspectives in, 24–26, 29
cultural brokers and, 18–21
culture
of competence, 69–70
difficulty in changing, 67–68
for diversity and inclusion, 49–54
hiring interviews for fit with, 121–122
individual accountability and, 75–76
innovative, 67–80
leading change in, 78–80
psychological safety, candor, and, 73–75
racial justice and, 32–33
willingness to experiment in, 67, 70–73
curated-offering model, 56, 59–60, 63
curiosity, hiring for, 26
customer journey, 57–58, 64–66
customers
in buy-what-we-have model, 56–58
climate action and, 180–183
in cross-silo dialogues, 25–26
curated offerings to, 56, 59–60
deep understanding of, 60–61
leveraging in climate action, 168–169
product improvement and, 104
in respond-to-desire model, 56, 58–59
Daimler, 187
Dallas Cowboys, 10–11
Danish Oil & Natural Gas, 188
data
building moats with data-enabled learning, 99–105
competitive advantage from, 97–107
continuous connection and, 60–61
from experimentation, 72
imitating product improvements based on, 103–104
network effects from, 104, 105–107
product improvement and, 104
proprietary, 102–103
rapid learning cycles with, 105
relevance of user, 101–102
Davidson, Martin, 43
decision making, 80
in AI-powered organizations, 151–152, 166
money-based in dual-career couples, 135–139
defending behaviors, 94–95
Delaware State University, 46
Deloitte Canada, 22
demographics, 33–35
Dick’s Sporting Goods, 41
discipline, willingness to experiment and, 67, 70–73
discrimination
costs of, 83–86
frequency of, 84–85
hiring and, 114
disease-prediction systems, 101
Disney World, 55, 62, 64, 65, 187
diversity and inclusion (D&I)
accountability for, 52
in AI-powered organizations, 150
bathroom access and, 87
business case vs. moral case for, 32, 38–41
day-to-day work of, 49–54
different points of view and collaboration, 24–26, 29
evaluating success of, 53
hiring for, 114
illusion of, 34
for leadership positions, 47–48, 49–50
progress/lack of progress in, 53–54
pushback against, 39
racially just workplaces and, 31–54
referrals for hiring and, 116
revamping, 44–46
trans-, 81–96
trans-specific training for, 93–94
diversity fatigue, 36
double-primary couples model, 138
Dougherty, Deborah, 24
Dragon solutions, 102–103
dress codes, 87–88
DSM, 174
dual-career couples, 131–148
challenges facing, 132–133
contracting for, 136–137
loss and opportunity in, 142–145
money-based decision making by, 135–139
reinventing themselves, 139–142
transition points in, 133
working as a couple, 134–139
Ecobee, 101
education and training
about climate change, 196
of African-Americans, 34
for AI-powered organizations, 161–163
antibias and cultural competence, 44
in the art of inquiry, 22–24
in communication, 24
data-enabled, 97–98
for open conversations about race, 42–43, 51–52
race, workplace experiences and, 37, 46
trans-specific, 93–94
Eisenhower (Perret), 75
Eisenhower, Dwight D., 74–75
empathy, 26
ENEL, 187
engagement, employee
discrimination and, 85
diversity, inclusion, and, 53
entrepreneurs, black, 38–39
Epic Games, 102
Ernst & Young, 42
eTeki, 120
ethics
climate action and, 169–171
racial justice and, 31–33
social media monitoring and, 113–114, 128
trans-inclusive workplaces and, 82
evaluations
of AI-powered changes, 164
biases in rating others and, 4–6, 8–10
in hiring interviews and, 125–127
of hiring success, 110, 117, 130
Evolv, 122
excellence
describing, 12
failure and, 9–10
as an outcome, 10–12
Executive Leadership Council, 48
experimentation
in AI-driven organizations, 152, 164
cultural willingness for, 67, 70–73
disciplined, 79
innovation and, 79
expertise, exploring external, 27–28, 29
failure
excellence and, 9–10
finding causes of, 70
focused event analysis of, 25–26
safe space for African-Americans to experience, 47
tolerance for in innovative cultures, 67, 68–70, 80
fall-detection sensors, 62
family life, dual-career couples and, 131–148
FarmVille, 101–102
FBI, 40
fear
climate change and, 195
couple contracting and, 136, 137–139
feedback
definition of, 2
fallacies around, 1–15
focus on what vs. why in, 14
helping people excel with, 10–14
instruction vs., 1–2
language for, 11
perceptions of excellence and, 4–6, 8–10
present, past, and future exploration in, 13–14
psychological safety and, 47, 73–75
receiving, 4
in repeat stage of connection strategies, 64–65
self-centered basis of, 2–3
theory of the source of truth and, 2, 4–6
Fiat, 77–78
fight or flight response, 7
financial markets, climate change and, 193–194
Financial Stability Board, 192–193
financial tools, green, 190–191
Finding Meaning: The Sixth Stage of Grief (Kessler), 199
Fink, Larry, 193
Flagship Pioneering, 71–73
Flexner, Abraham, 27–28
focused event analysis (FEA), 25–26
Forum for the Future, 179
fossil fuels, divesting from, 182
Fountaine, Tim, 149–166
Fraser, Kathryn, 44
Freitag, 180
Gabarro, John, 35
Gardner, Heidi, 17
Gavett, Gretchen, 49–54, 194–198
gender
as learned behavior, 82–83
socialization of, 82–83
gender expression, 91
gender fluid, 91
gender identity
definition of, 91
glossary of terms related to, 91
trans-inclusive workplaces, 81–96
genderqueer, 91
gender transitions, 89–93
General Mills, 177
Gibassier, Delphine, 189–194
Gino, Francesca, 21
glass cliff assignments, 36
Glassdoor, 120
Goodall, Ashley, 1–15
flag organization in, 77
gender transition support at, 92
Glass, 68
Search, 106
Gregersen, Hal, 22
grief, 199–203
growth, assumptions about, 184
growth mindset
in African-Americans, 32
cultural brokers and, 20
GSK, 177
Haigu, Andrei, 97–107
hate crimes, 40
Hayhoe, Katharine, 194–198
heat waves, 185
Hewlett Packard Enterprise, 177
hiring, 109–130
black talent, 50
for cross-silo collaboration, 26
for culture fit, 121–122
for culture of competence, 69–70
data science in, 127–130
for diversity, 114
diversity in, 35–36
dual-career couples and, 145–148
focus on passive candidates in, 115–116
at Goldman Sachs, 122–127
interviewing process in, 120–121, 123–125
limiting applicants in, 117–119
machine learning models and, 121–122
measuring results of, 110, 117, 130
from outside vs. within, 111–114
outsourcing of, 110, 120, 127–130
posting phantom jobs and, 114–115
process for, 114–122
realistic job design and, 115
referrals for, 116
skills testing for, 119–120
social media monitoring and, 113–114, 128
traditional approach to, 109
H&M, 177
Hobson, Mellody, 43
Hoffman, Mitchell, 119
Holmes, Dane E., 122–127
Honeywell, 101
Hoyt, Chris, 116
HP, 62
HR departments, 44–46
HRExaminer, 120
hub-and-spoke organization, 156–160
Humble Inquiry (Schein), 22–23
hurdle rates, 185–187
identity
climate change denial and, 197
in dual-career couple reinvention, 141–142
work as a source of, 132
IDEO, 27
idiosyncratic rater effect, 4
“IFRS Standards and Climate-Related Disclosures,” 193
incentives
for change, 165
climate action and, 183
income, race and, 39–40
incompetence, no tolerance for, 67, 68–70, 80
individuation, 139–142
influencemap.org, 174
Ingersoll Rand, 179
initiatives, employee diversity for, 26–27
innovation
cultures supporting, 67–80
flag structure, strong leadership, and, 77–78
individual accountability and, 75–76
joint, climate action and, 179
leading cultural change for, 78–80
psychological safety, candidness, and, 73–75
technical, in AI-driven organizations, 159–160
test-and-learn mentality for, 152
tolerance for failure, not incompetence, and, 67, 68–70
willingness to experiment and, 67, 70–73
Instacart, 59–60
Institute of Management Accountants, 192
instruction, feedback vs., 1–2
Interface, 180
Intergovernmental Panel on Climate Change, 188
internal job boards, 112–113
International Accounting Standards Board, 193
internet of things, 62
Interpublic Group, 43
interviews, 120–121
asynchronous video, 123–125
investments, rethinking for climate action, 184–187, 193–194
James, Erika Hayes, 36
Jang, Sujin, 17–29
Jassy, Andy, 76
J.M. Huber, 185–186
job evaluation, 109
Jobs, Steve, 78
JobTestPrep, 120
Jobvite, 113
John, Daymond, 39
Johnson, Robert, 38–39
Johnson, Sheila, 38–39
Johnson & Johnson, 76
JPMorgan Chase, 46
Kaepernick, Colin, 41
Kahn, Lisa B., 119
Kaplan, Sarah, 39
Keller, J.R., 113
Kellogg, 177
Kessler, David, 199–203
key performance indicators, 183
killer experiments, 72
King, Mervyn, 192
knowledge domains, exploring, 27–28
Know Us, 43
Kraay, Norma, 22
Kübler-Ross, Elisabeth, 199, 202
Kuncel, Nathan, 119–120
Landry, Tom, 10–11
leaders and leadership
accountability of, 76
in AI-powered organizations, 161–163
attention to highest-priority interrupt by, 13
cross-silo, 17–29
in culture change, 51
decision making and, 151–152
in flat organizations, 77–78
hiring concerns of, 110–111
idiosyncrasies in excellent, 9
for innovative culture, 77–80
inquiry encouraged by, 22–24
in open conversations about race, 42–43
openness to criticism and, 74–75
racial diversity and, 33–49
spousal support for women in, 147
talking about climate change, 195–198
leadership development
for cultural brokers, 20–21
race and, 45
learning
the art of inquiry, 22–24
cross-silo collaboration and, 18
data-enabled, 97–107
from failure, 69
feedback and, 2
instruction and, 1–2
rapid learning cycles with data, 105
repeat dimension of connected strategies and, 64–66
theories of, 2
LeDoux, Joseph, 7
LendingPoint, 105
LendUp, 105
Level Playing Field Institute, 85
Levi Strauss, 183
LexisNexis, 98
LGBTQ+ people, 81
gender transition support for, 89–93
glossary of terms related to, 91
roots of stigma/discrimination and, 82–86
Li, Danielle, 119
Lloyds Bank, 120
lobbying, 173–174
LobbyWatch, 174
loss, sense of in dual-career couples, 142–145
Lush, 183
LVMH, 187
machine learning, 121–122, 127–130
Maese, Ellyn, 37
Manulife, 192
Maranto, Cheryl, 86
Marchionne, Sergio, 77–78
Marriott, 118
Mars, 190
Martinez, Larry, 92–93
matrix organizations, 21
Mayo, Anthony J., 31–54
McCarthy, Brian, 149–166
McDonald’s, 188
McEvily, Bill, 21
McFeely, Shane, 37
McGraw-Hill Education, 56, 64, 65
meaning, as sixth stage of grief, 202
mentors and mentoring, 46–47
microaggressions, 35
midlife crises, 139–142
mindfulness, 95
modeling
AI transformations, 163–164
inquiry, 22
open conversations about race, 42–43
modesty, false, 22
Moët Hennessy España, 19–20
morality, racial justice and, 32–33
Morgan Stanley, 43
multinationals, 173
Mumenthaler, Christian, 167
Music Genome Project, 103
My Marriott Hotel, 118
name usage, 88–89
Nest, 101
Nestlé, 187
Nestlé Waters, 182
network effects, 97–98, 104, 105–107
networks, scanning external for cross-silo collaboration, 27–28, 29
Net Zero Asset Owner Alliance, 193
New Songdo, South Korea, 24–25
coach-behavior strategies at, 61
Nkomo, Stella, 41
Nohria, Nitin, 38
Nuance, 102–103
Oatly, 181
On Grief and Grieving (Kübler-Ross and Kessler), 199
Oracle, 191
organizational structure
for AI-powered organizations, 156–160, 166
breaking down silos in, 28–29
cross-silo leadership and, 17–29
flat, strong leadership for, 77–78
hub-and-spoke, 156–160
innovative cultures and, 77–78
matrix, 21
removing silos in, 18
for scale in AI-driven organizations, 156–161
The Organization Man (Whyte), 109
outcomes, excellence as, 10–12
Out & Equal, 86
oversight, 160–161
oxytocin, 13–14
Palmeiro, Laura, 189–194
pandemic, 199–203
parasympathetic nervous system, 7–8
Paris Climate Accords, 173, 182, 194
PepsiCo, 182
performance
culture of competence and, 69–70
feedback based on faulty beliefs about, 2–3
humans’ unreliable rating of, 4–6, 8–10
as individual vs. universal, 4–6, 8–10
of outside hires vs. promotions from within, 113
Perret, Geoffrey, 75
perspectives
AI-powered organizations and, 150
cross-silo collaboration and, 24–26, 29
Petriglieri, Jennifer, 131–148
Pew Research, 132
Pfizer, 46
Philips Lighting, 188
Pisano, Gary P., 67–80
policies and procedures, trans-inclusive, 82, 86–93
political influence, 168–169, 172–176
praise, 12
primary-secondary couples model, 138
privacy, 61–62
social media monitoring and, 113–114, 128
problem solving, humility in, 22–23
Project Propel, 46
promotions
competence/incompetence and, 69–70
from within vs. hiring from outside, 111–114
pronoun usage, 88–89
psychological safety
dual-couple reinvention and, 140–142
innovative culture and, 73–75
stigma, discrimination, and, 47, 83–85
Purdie-Greenaway, Valerie, 43
purpose, climate action and, 183–184
questions and questioning
for cross-silo collaboration, 21–24
in cross-silo leadership, 29
in hiring interviews, 125–127
Rabelo, Verónica, 44
race and ethnicity
business case vs. moral case around, 32, 38–41
career development and, 46–48
demographics and, 33–35
encouraging open conversations about, 41–44, 51–52
leading change and, 38–48
political participation and, 35
racially just workplaces and, 31–54
revamping D&I programs and, 44–46
underrepresentation and lack of support for, 33–35
work experiences and, 35–38
RaceTogether, 40–41
random error, 4
R&D, 187
RDMD, 101
realism, 22
recruiting funnels, 109
recruiting processes, 122–127
recycling, 180
referrals, 116
Reid, Susan, 43
relational authenticity, 92–93
relationships
cross-silo collaboration and, 18
gender transitions and, 93
prioritizing, 17–18
stakeholder, leveraging, 177–184
Religious Freedom Restoration Act of 1993, 89
resilience, 95
cultural brokers and, 20
of data network effects, 107
respond-to-desire model, 56, 58–59, 63
rest and digest system, 7–8, 13
résumé-reading algorithms, 127
retention, 112–113
retirement, dual-couple reinvention and, 142–145
return on investment, 185
reverse discrimination, 42
risk, rethinking, 184–187
risk aversion, 152
Rivera, Lauren, 121
Roberts, Laura Morgan, 31–54
Rockefeller Foundation, 121
Rosette, Ashleigh, 36
Roth, Michael, 43
Ryan, Tim, 43
safety, loss of, 200
Saleh, Tamim, 149–166
Samuels, Karen, 44
SAP, 46
Saveurs et Vie, 191
savior mentality, 95
Sawyer, Katina B., 81–96
Schein, Edgar, 22–23
Schneider, Mark, 187
Schneider Electric, 177
SC Johnson, 182
search engines, 101
secure base, 140–142
Seinfeld, Jerry, 8
self-centeredness, feedback based on, 3
Seventh Generation, 182
Sexuality Research and Social Policy, 87
Shandwick, Weber, 38
shareholder profits, 169
Siemens, 174
Siggelkow, Nicolaj, 55–66
siloed organizations
AI-powered organizations vs., 150, 153
breaking down silos and, 28–29
cross-silo leadership and, 17–29
Silverman, Sarah, 8
Singleton, Laura, 38
Sirius XM, 104
1619 Project, 39–40
skunk works, 79–80
slavery, 39–40
smart televisions, 100
smart thermostats, 101
Smith, Nicholas, 92–93
social capital, 50
social games, 101–102
social media
data-enabled learning in, 106, 107
Society for Human Resource Management, 86, 111
sponsors, 47
Spotify, 104
stakeholder relationships, 177–184
Starbucks, 40–41
Stephenson, Randall, 43
Stevenson, Jane, 145–148
Stoffels, Paul, 76
strengths
feedback on weaknesses and, 7–8
humility, 22–23
learning based on, 6–8
success, racial justice and, 31
Sumser, John, 120
Supercell, 102
suppliers, 177–180
leveraging in climate action, 168–169
support
asymmetric, 141–142
in dual-career couples, 141–142, 144–145
for gender transitions, 89–93
for racial diversity, 33–35
for trans people, 86–95
suspension of disbelief, 140
sustainability, 170, 183, 189–194
Sustainable Brands, 182
Sustainable Development Goals, 187
Swiss Re, 167
sympathetic nervous system, 7
systematic error, 4
Target, 179
Task Force on Climate-related Financial Disclosures, 176, 192–193
teams and teamwork
diversity in cross-functional, 26–27
horizontal vs. vertical, 17–18
technology
budgeting for, 154–155
building AI-powered organizations, 149–166
continuous connection and, 55–66
data, competitive advantages, and, 97–107
hiring vendors and, 120
pace and level of innovation required in, 159–160
value or proprietary data and, 102–103
TEDWomen, 194
Terwiesch, Christian, 55–66
test-and-learn mentality, 152
Texas Instruments, 119
theory of excellence, 2–3
theory of the source of truth, 2, 4–6
Thomas, David A., 35
Thomas, Kecia, 46
Thomas-Hunt, Melissa, 49–54
Thomson Reuters, 98
Thoroughgood, Christian N., 81–96
Thorpe-Moscon, Jennifer, 36
360º Corporation, 39
Time to Vote, 183
Toigo Foundation, 34, 35, 45, 48
total quality management, 45
Toyota, 177
trans, definition of, 91
transgender, 91
Transgender Law Center, 86
trans-inclusive workplaces, 81–96
bathroom access in, 87
building resiliency in, 95–96
dress codes in, 87–88
gender transition support in, 89–93
policies for, 87–95
pronoun and name usage in, 88–89
roots of stigma, discrimination and, 82–86
skills for champions in, 94–95
support in, 86–94
transitioning, gender, 89–93
transparency
climate action and, 174, 175, 176, 192–193
innovative cultures and, 79
trust
automatic execution and, 61–62
dual-career couple reinvention and, 140–141
truth
feelings/experiences as source of, 5–6
theory of the source of, 2, 4–6
turn taking couples model, 138
Tyson, Bernard, 43
Uber, 58
uncertainty, comfort with, 67, 70–73
“United for the Paris Agreement,” 173
United Nations
Global Compact, 190
Net Zero Asset Owner Alliance, 193
Sustainable Development Goals, 187
U.S. Chamber of Commerce, 174
Uzzi, Brian, 25
value, data-enabled learning and, 99–100
VF Corporation, 179
video interviews, 123–125
Visa, 182
vision, 152–153
Walker, Madam C. J., 38
Wall Street Journal, 1
Wanous, John, 118
Washington, Ella, 37
water uncertainty, 186
weaknesses, feedback on, 7–8
“We Are Still In,” 173
Webster, Jennica R., 81–96
Welsh, Hugh, 174
Whyte, William H., 109
Winston, Andrew, 167–198
Wolfe, Claudine, 20–21
women
African-American, 46
dual-career couples and, 131–148
Wooten, Lynn Perry, 35
World Business Council for Sustainable Development, 194
World War II, 74–75
Wright, Julian, 97–107
Youth Climate Movement, 182
Zhang, Evelyn, 21
Zynga, 101–102