In The Unicorn Project, we follow Maxine, a senior lead developer and architect, as she is exiled to the Phoenix Project, to the horror of her friends and colleagues, as punishment for contributing to a payroll outage. She tries to survive in what feels like a heartless and uncaring bureaucracy and to work within a system where no one can get anything done without endless committees, paperwork, and approvals. One day, she is approached by a ragtag bunch of misfits who say they want to overthrow the existing order, to liberate developers, to bring joy back to technology work. 

Bill, an IT manager at Parts Unlimited, has been tasked with taking on a project critical to the future of the business, code named Phoenix Project. But the project is massively over budget and behind schedule. The CEO demands Bill must fix the mess in 90 days, or else Bill’s entire department will be outsourced. With the help of a prospective board member and his mysterious philosophy of the Three Ways, Bill starts to see that IT work has more in common with manufacturing plant work than he ever imagined.

More than ever, the effective management of technology is critical for business competitiveness. For decades, technology leaders have struggled to balance agility, reliability, and security. The consequences of failure have never been greater - whether it's the healthcare.gov debacle, cardholder data breaches, or missing the boat with Big Data in the cloud. And yet, high performers using DevOps principles, such as Google, Amazon, and Netflix, are routinely and reliably deploying code into production hundreds, or even thousands, of times per day.

In Project to Product, value stream network pioneer and technology business leader Dr. Mik Kersten introduces the Flow Framework - a new way of seeing, measuring, and managing software delivery. The Flow Framework will enable your company's evolution from project-oriented dinosaur to product-centric innovator that thrives in the age of software. If you're driving your organization's transformation at any level, this is the audiobook for you.  

Team Topologies is a practical, step-by-step, adaptive model for organizational design and team interaction based on four fundamental team types and three team interaction patterns. It is a model that treats teams as the fundamental means of delivery, where team structures and communication pathways are able to evolve with technological and organizational maturity. In Team Topologies, IT consultants Matthew Skelton and Manuel Pais share secrets of successful team patterns and interactions to help listeners choose and evolve the right team patterns for their organization.

L'enfant naît câblé pour apprendre et pour aimer. Chaque jour, les neurosciences nous révèlent son incroyable potentiel. Pourtant, par manque d'information, nous lui imposons un système éducatif inadapté qui freine son apprentissage et n'encourage pas sa bienveillance innée. Plus de 40 % de nos enfants sortent du primaire avec des lacunes qui les empêcheront de poursuivre une scolarité normale.

Managing people is difficult wherever you work. But in the tech industry, where management is also a technical discipline, the learning curve can be brutal - especially when there are few tools, texts, and frameworks to help you. In this practical guide, author Camille Fournier (tech lead turned CTO) takes you through each stage in the journey from engineer to technical manager. 

Physicist and entrepreneur Safi Bahcall reveals a surprising new way of thinking about the mysteries of group behavior that challenges everything we thought we knew about nurturing radical breakthroughs. Drawing on the science of phase transitions, Bahcall reveals why teams, companies, or any group with a mission will suddenly change from embracing wild new ideas to rigidly rejecting them.

Radical Candor is the sweet spot between managers who are obnoxiously aggressive on the one side and ruinously empathetic on the other. It is about providing guidance, which involves a mix of praise as well as criticism - delivered to produce better results and help employees develop their skills and boundaries of success. Great bosses have strong relationships with their employees, and Scott has identified three simple principles for building better relationships with your employees.

The idea is simple: You don't have to choose between being a pushover and a jerk. Using Radical Candor - avoiding the perils of Obnoxious Aggression, Manipulative Insincerity, and Ruinous Empathy - you can be kind and clear at the same time. Kim Scott was a highly successful leader at Google before decamping to Apple, where she developed and taught a management class.