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Adler S: The Four-Day Week Question

The Four-Day Week Question

Time, Work, Productivity, and the Future of the Weekend

Emotions are messy. Life is full of friction. Here’s what to do about it.

You’ve felt it — the meeting that goes sideways after one wrong word, the feedback that lands wrong no matter how carefully you planned it, the relationship that keeps getting stuck in the same loop. You’ve felt it inside yourself too: the moment you react before you mean to, the pressure that makes everything harder than it should be, the Sunday evening dread that has nothing to do with the actual work.

That tension has a name. It’s friction — and most of us have never been taught what to do with it.

In Friction, leadership researchers and organizational psychologists Maggie Sass and Ross Blankenship
make the case that friction isn’t random, it isn’t weakness, and it isn’t just “bad communication.” It’s a predictable force that shows up in three distinct places — inside you, between people, and in the systems and structures around you — and it’s quietly shaping everything from your own performance to your
team’s culture.

Drawing on findings from their National Emotions Survey of U.S. working adults, Sass and Blankenship introduce
a practical framework for understanding how emotional tension actually works at work, and what you can do to reduce the costly kind while using productive friction to sharpen thinking, deepen trust, and improve outcomes.

The heart of the book is 45 experiments, organized across all three types of friction, that you can put to
work immediately. Strategies like “Breathe Before the Story,” “Set the Temperature with Your First Sentence,” “Listen for What’s at Stake,” and “Premium Strategy, Regular Fuel” give you concrete experiments to try in the moments when friction shows up and you need to respond on purpose rather than on instinct.

Friction will help you:
<ul><li>Spot the warning signs of escalating tension before it becomes a
problem</li><li>Handle pressure without passing it on to your team</li><li>Have the hard conversations you’ve been avoiding </li><li>Build the kind of trust that makes your team resilient, not just
compliant</li><li>Recognize when the system itself is creating friction, and what
to do about it</li><li>Lead with more intention in conditions that feel faster and less
forgiving than they used to</li></ul>

Friction is for anyone who has ever been caught off guard by their own reaction, or someone else’s. It’s for the newly promoted manager who’s discovering that the job is 80% emotional and no one ever told them. It’s for the seasoned leader who’s tired of advice that assumes they can be a robot or a saint. It’s for the HR partner, the executive coach, the L&amp;D director, and the facilitator who can feel a room’s energy shift but need new language to help them navigate changing dynamics. And it’s for anyone who has ever thought: Where is the user’s manual for this mess?

Most leadership books ask you to choose: work on yourself, fix your relationships, or change your culture. Friction shows you why all three are connected by emotion and gives you the tools to work on all of them at once, backed by a companion website and downloadable worksheets.

The goal isn’t to eliminate friction. The goal is to lead through it, better.

How Tension, Emotion, and Change Reveal Better Leaders

Friction

The old map of management is no longer valid. From the industrial revolution's efficiency models to the digital era's scale obsession, the core tenets of business leadership are facing a "Great Extinction." As AI begins to handle not just data, but judgment itself, the traditional role of the manager is being fundamentally redefined.
In AI Management: Towards the Autonomous Enterprise, Dr. Jason Yi Liu-a business scholar and seasoned CEO who has managed thousands of employees across China and North America-delivers a provocative and practical manifesto for the AI-first era. Drawing from his frontline experience deploying AI systems in the real estate industry, Liu argues that we are moving beyond "using AI tools" to "becoming an AI-driven organism."
In this book, you will discover:The Demise of Bureaucracy: Why traditional middle management is collapsing and how to rebuild a "flat-to-liquid" organizational structure.
From SaaS to LaaS: Understanding the shift from "Software as a Service" to "Labor as a Service" and what it means for your bottom line.
The Autonomous Enterprise Framework: A step-by-step guide to achieving zero marginal cost and hyper-efficiency through AI Agents.
Leading with Values: How human leaders must shift their focus from process control to visionary curation and value-based decision-making.


Whether you are a startup founder looking to disrupt the market or a corporate leader navigating a digital transformation, this book provides the "first principles" thinking required to survive and thrive. It's time to stop managing machines and start leading the future.

AI Management

AI Economics isn't about robots; it's about the invisible incentives rewriting your life. Drawing on decades of academic research, economist Benjamin Shiller reveals a world where "going data nude" might be safer than locking your profile, and where your car needs protection from you, not the other way around.

Inside, you'll discover the new rules of the game:Why You Want the "Weirdness Premium": Efficiency is for algorithms. To get paid in the future economy, you need to be strange. Learn why the "Kangaroo Defense" is your best bet against automation.
The Myth of Private Data: Why "Secondhand Privacy" means your neighbor's data habits are actually dangerous to your wallet.
The Green Mountain Deception: A story of green paint, government fraud, and the moment technology made painting mountains impractical.



How this book was made: This book doesn't just write about the future of work; it simulated it. This manuscript is a collaboration between silicon and carbon:AI served as the ghostwriter, maximizing efficiency.
The Author specified the logic, stories, structure, and soul.
Human Professionals (editors and cover artist) provided the polish and nuance.



This is more than a book. It is a guide to the future and an example of the future itself.

How Technology Transforms Jobs, Markets, Life, & Our Future

AI Economics

If landing a job depends on storytelling rather than skill, something is seriously broken. For decades, job interviews have prioritized performance over actual ability. Behavioral questions-those rigid prompts designed to assess "real" capability-reward rehearsed anecdotes over genuine talent The result? A flawed hiring system that filters out strong candidates, reinforces biases, and confuses interview performance with real-work competence.

This book exposes the truth behind behavioral questions, showing how they fail to identify true potential while keeping exceptional candidates from opportunities they deserve. If you've ever left an interview frustrated that your skills mattered less than your ability to craft the perfect response, this book is for you.

For job seekers, it's a guide to navigating the absurdity of these interviews without losing authenticity. For hiring managers, it's a wake-up call to rethink outdated practices that don't actually predict success. And for everyone else, it's an eye-opening look at a system that affects us all-whether you're job hunting, leading a team, or simply questioning how modern workplaces operate.

The future of hiring demands change-this is where it begins.

Job Interviews & F***ing Behavioral Questions

AN INSTANT NEW YORK TIMESBESTSELLER
'Open To Work helps you stop fearing the future and start shaping it with purpose.' Jay Shetty'An instantly useful guide to futureproofing your career.' Adam Grant'Open to Work lays out a smart and clear path to the future of work' Brené BrownIn a world where AI is transforming work at a rapid pace, Open to Work is your essential guide to thriving - no matter your role, industry or experience.Written by Ryan Roslansky, CEO of LinkedIn, and Aneesh Raman, LinkedIn's Chief Economic Opportunity Officer, this book offers an unparalleled perspective from inside the world's largest professional network. Drawing on LinkedIn data, Microsoft research, and stories from across a billion members, the authors reveal the real-time changes reshaping jobs, careers and companies in the AI era.Open to Work shows why the future belongs not to those who resist change, but to those who adapt to it - by developing uniquely human skills like creativity, curiosity and communication. With practical frameworks, inspiring stories and a 90-day action plan, this book empowers you to use AI as a tool, not a threat, and to build a career that's as dynamic as the technology transforming it.Whether you're a business leader, entrepreneur or simply open to new possibilities, this is the must-read playbook for anyone who wants to get ahead - and stay ahead - as work is reinvented.From the world's largest professional network. Your future starts here.

How to Get Ahead in the Age of Ai

Open to Work

While headlines focus on risks and regulations associated with AI, this groundbreaking book offers business leaders what they truly need-a visionary yet practical roadmap to harness artificial intelligence as a catalyst for unprecedented human and organizational growth.

Winning in Business with Superintelligent AI

Smarter than You

A revealing look at the decline in formal employment in favor of hiring contractors, freelancers, temps, and marginal workers, who are excluded from traditional benefits and career ladders. Companies cannot exist without workers, but they are increasingly reluctant to have employees. Instead of providing the benefits and protections that have traditionally come with employee status, businesses are turning to tactics that let them treat people as interchangeable parts, to be used and discarded as needed. Drawing on an original survey of over 6,000 workers, Disposable Workers reveals the striking extent of this transformation across the occupational hierarchy, affecting everyone from janitors to nurses. Paul Osterman identifies three distinct categories of disposable workers: contractors, freelancers, and marginal employees. The marginal category, unique to Osterman's analysis, describes workers who are employees from a narrow legal standpoint but are held at arm's length by their firm-left without job security, skill training, or opportunities for promotion. Many low-wage service workers toil in marginal jobs, but so do white-collar professionals such as adjunct university faculty and staff attorneys at law firms. When the three categories are added up, they account for more than 35 percent of the American workforce. Not all disposable workers object to their arrangements. But most contractors and marginal employees would prefer standard employment, and there is a significant cost to their current status. In response, Disposable Workers offers a range of policy recommendations, including mechanisms to prevent over-reliance on contracting and freelancing as well as reforms to improve job quality for part-timers and marginal employees. As the deconstruction of employment affects more and more workers, the importance of such measures will only grow.

The Transformation of Employment

Disposable Workers

WiWi klipp & klar

Arbeitsbeziehungen (Employment Relations) prägen das Verhältnis von Arbeit und Kapital sowie von individueller Interessenvertretung und kollektiver Regulierung. Dieses Lehrbuch bietet eine fundierte, prägnante und zugleich anwendungsorientierte Einführung in die Strukturen, Akteure und Dynamiken der Arbeitsbeziehungen in Deutschland, eingebettet in ihren historischen und internationalen Kontext.&nbsp;
Auf Basis zentraler theoretischer Ansätze analysiert das Buch die Interessen, Handlungslogiken und Machtverhältnisse von Arbeitgebern, Beschäftigten, Gewerkschaften, Verbänden und dem Staat. Ein klar strukturierter Überblick über den rechtlichen Rahmen, Formen und Modelle der Mitbestimmung sowie ausgewählte personalwirtschaftliche Fragestellungen ermöglicht ein vertieftes Verständnis betrieblicher und gesellschaftlicher Aushandlungsprozesse. Besondere Aufmerksamkeit gilt den Herausforderungen einer sich wandelnden Arbeitswelt. Digitalisierung, Globalisierung und der Bedeutungswandel kollektiver Interessenvertretung werfen neue Fragen nach demokratischer Teilhabe, sozialer Gerechtigkeit und nachhaltiger Arbeitsgestaltung auf. Das Buch richtet sich an Studierende der Sozial-, Rechts- und Wirtschaftswissenschaften ebenso wie an Praktiker*innen im Personalmanagement, in der Interessenvertretung sowie in Politik und Verbänden. Darüber hinaus bietet es Impulse für alle, die sich für die Zukunft von Arbeit, Mitbestimmung und Demokratie interessieren.&nbsp;
Ihr Bonus: Laden Sie die Springer-Nature-Flashcards-App kostenlos herunter und nutzen Sie exklusives Zusatzmaterial für eine gezielte Wissensüberprüfung.&nbsp;
Der Inhalt&nbsp;

Zentrale Akteure der Employment Relations&nbsp;
Rechtlicher Rahmen der Arbeitsbeziehungen
Formen und Modelle der Mitbestimmung
Bedeutung der Wirtschaftsdemokratie in unsicheren Zeiten&nbsp;

Die Autorin Prof. Dr. Julia Hansch ist Professorin für Allgemeine Betriebswirtschaftslehre mit den Schwerpunkten Personal und Corporate Governance. Ihre einschlägige Forschung zu Mitbestimmung und Employment Relations sowie internationale Erfahrung unterstreichen ihre Expertise für moderne Arbeitsbeziehungen.&nbsp;

Employment Relations klipp & klar

AI is rewriting the rules of success. It's time to learn the seven skills that will allow you to thrive in the new world of work.

As AI continues to revolutionize business and work, it has never been more vital for professionals and leaders at every stage to futureproof themselves in preparation for what is to come. SuperSkills empowers you to build on your experience with the seven essential skills for the future of work and learn to recognize when you are drifting with the algorithm rather than designing your own path.

Once you've mastered these traits, you'll be equipped with a resilient, future-focused skillset, essential for navigating the upcoming technological shift. Drawing on his experience as a future-of-work strategist, Rahim Hirji shows you how to build the confidence to chart a path forwards. 

By the time you've finished, you won't just be prepared for the future - you'll be prepared to shape it.

Themes include: AI transformation, future of work, adaptability, lifelong learning, innovation mindset, human skills

The Seven Human Skills for the Age of AI

SuperSkills

KI ist nicht das Projekt. KI ist der Stresstest Ihrer Führung.
Während viele Unternehmen Pilot um Pilot starten, entstehen parallel neue Risiken: unklare Verantwortung, Schatten-Governance, Kostenexplosion, Compliance-Lücken - und eine Organisation, die schneller wird, aber nicht stabiler.
Die Wirbelsäule der Zukunft liefert den fehlenden Bauplan: Wie Sie KI als Transformationsmotor nutzen, ohne Ihre Organisation zu überdehnen.
Sie erhalten ein praxiserprobtes Leadership- und Governance-System, das Vision, Kultur, Portfolio und Betrieb zusammenführt - damit aus KI-Inseln ein skalierbares Programm wird.

- Board-taugliche Entscheidungsrahmen inkl. Rollen, Eskalationswegen und Steering-Committee-Setup
- One-Page Governance-Canvas + 8 präzise Board-Fragen für Strategy Sessions
- Programm- und Portfolio-Logik: Priorisierung, Ressourcensteuerung, Pilot-Gates, Lernzyklen
- Use-Case-Blueprints, u. a. Customer Data Product, Decision Support und GenAI-Produktinnovation
- KPI-Dashboard-Template: von Pilot zu Skalierung zu Produkt
- Pilot-Readiness-Checklist für Privacy, Security und IP
- FinOps für KI: Kostenmodelle, Reporting und Skalierung ohne Budget-Schock
- Must-Klauseln für NDA, AVV, IP-Ownership und Exit-Regeln
- Reskilling als Business Case: Wertschöpfung erhöhen statt Wissen verlieren
- Kultur- und Change-Hebel: psychologische Sicherheit, Feedback, Lernreife und Führungsrituale
Die Zukunft gehört nicht den Lautesten und nicht den Schnellsten. Sie gehört den Unternehmen, die mit einer starken Wirbelsäule Klarheit in Entscheidungen, Disziplin in der Umsetzung und Stärke in der Führung verbinden.
Genau das zeigt dieses Buch: wie Unternehmen ihre Wirbelsäule stärken, Komplexität beherrschen und Wandel in echte Wirkung verwandeln.

Leadership, KI und die industrielle Revolution der Organisationen

Die Wirbelsäule der Zukunft

Build a culture of continuous learning that strengthens capability, engagement and long-term business performance. The Learning Organization by Stella Collins is a strategic guide for senior learning and development professionals, HR leaders and people managers looking to future-proof workforce skills and create sustainable learning cultures. As skills gaps widen and traditional training models struggle to deliver impact, this book shows how organizations can shift from costly, content-heavy approaches to more effective self-directed learning strategies. Drawing on neuroscience, behavioral science and workplace learning principles, this book explains how employees learn best and how organizations can create environments that support motivation, habit formation and continuous development. You'll learn how to: - Create a culture of self-directed learning - Use neuroscience to improve motivation and engagement - Develop sustainable learning habits across teams - Measure the impact of workplace learning initiatives - Build inclusive and bias-free learning experiences With practical strategies and evidence-based insights, The Learning Organization helps businesses develop agile, capable workforces equipped to adapt, grow and succeed in changing environments. Themes include: learning culture, self-directed learning, workforce development, neuroscience at work, employee engagement, organizational learning

Using Self-Directed Learning to Drive Workforce Engagement and Performance

The Learning Organization

The science of making the most of in-person work - whether it's one day a week or fiveFor the first time in history, millions of workers can do their jobs from anywhere - and the result is the most contentious workplace debate in generations. Now In Person offers the post-pandemic data that demonstrates why hybrid working is here to stay, and how to make it work for everyone.Harvard-trained economists Natalia Emanuel and Emma Harrington are leading researchers on remote and in-person work. They've spent years tracking millions of work hours across industries, analyzing Fortune 500 companies, startups, tech companies and call centres. Their findings?Remote work is good for crossing tasks off a to-do list, but it erodes the quality of our work, stifles creativity, and has negative effects on mental health.When we work face-to-face - at least some of the time - we are more:PROFITABLEACCURATETRUSTINGTRUSTWORTHYWorking side-by-side can be a powerful force to supercharge company performance. But many office policies miss this mark, focusing on employee attendance, instead of colleague alignment. Emanuel and Harrington offer solutions on how to craft the right policy that grants autonomy and flexibility, while maintaining creativity and profitability.After years of confusion, animosity, and conflicting mandates, In Person finally delivers the answers in a clear, evidence-based roadmap for making smarter decisions.Here, at last, is the data instead of the drama.

How Working Together Fuels Creativity, Productivity, and Growth

In Person

The Four-Day Week Question

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