We Are Change

Sixteen award-winning children's book artists illustrate the civil rights quotations that inspire them in this stirring and beautiful book. Featuring an introduction by Harry Belafonte, words from Eleanor Roosevelt, Maya Angelou, and Dr. Martin Luther King, Jr. among others, this inspirational collection sets a powerful example for generations of young leaders to come. It includes illustrations by Selina Alko, Alina Chau, Lisa Congdon, Emily Hughes, Molly Idle, Juana Medina, Innosanto Nagara, Christopher Silas Neal, John Parra, Brian Pinkney, Greg Pizzoli, Sean Qualls, Dan Santat, Shadra Strickland, Melissa Sweet, and Raúl the Third.

What started as a small New York City youth group quickly became one of the most prominent grassroots activist/citizen journalist organizations, with over 260 chapters worldwide. We Are CHANGE emerged from the ashes of a post-9/11 New York and would eventually change the world in a historic effort of epic proportions. The group became a leading force within key political movements, including the 9/11 Truth movement, the antiwar movement, the liberty/patriot movement, and Occupy Wall Street, and confronted some of the most powerful war criminals, propagandists and institutions, on their deepest, darkest lies and secrets. Featuring the insider account of a founding member, keynote speeches and important dialogue from 21st century thought-leaders, and much more, We Are CHANGE exposes covert reconnaissance operations against peaceful activist groups, explores pressing philosophical questions, and shares tales of trials and tribulations, as well as brotherhood and camaraderie.

The Coronavirus pandemic has revealed a very big secret we’ve been keeping from ourselves and each other: We can be remarkably agile in the face of change. How is it that we are able to so radically and rapidly change our daily behavior in order to follow the social distancing and stay-at-home policies during the pandemic, and yet--pandemic or not--we typically find it difficult, if not impossible, to reach smaller personal goals like dieting, getting organized or changing destructive habits? The pandemic is life-threatening, so it ignites our survival instincts, activating that part of our brains charged with speedily and efficiently getting us to safety. But cholesterol, alcohol, and physical passivity are all life-threatening, and many of us humans have done a lousy job changing in regard to these issues, even when we have reliable information that they are killing us. Why do we struggle to change what would so obviously help ourselves individually? Ross Ellenhorn’s book, How we Change (and the Ten Reasons Why We Don’t) gives a fascinating answer. A clinician and thought leader in the mental health and addiction fields, he suggests that we’re often looking in the wrong direction when we try to decipher the factors that support human change. He suggests that it’s much more fruitful to look at why we don’t change, than figure out why we do. By looking at the reasons we don’t change, we give ourselves the best chance of actually changing in meaningful ways. Ellenhorn explains how we are wired to double down on the familiar because of what he calls the "Fear of Hope" - the act of protecting ourselves from further disappointment—and identifies the “10 Reasons Not to Change” to help us see why we behave the way we do when we are faced with the challenge of hope. Among them are: · To change means raising your expectations and thus risking that you’ll disappoint yourself. · Once you change, you are more accountable to make other changes than if you stayed the same · When you change, your future become much less predictable. · Change means destroying psychological monuments you’ve built to commemorate past injuries · Every time you change, you raise the possibility of losing or disrupting your relationship with certain people By addressing this little known reality of fear of hope, and how it influences the 10 Reasons Not to Change, Ellenhorn actually gives us hope, helping us to work toward the change we seek. Ellenhorn speaks to the core of our insecurities and fears about ourselves, with a humor and kindness. By turning our judgments about self-destructive behaviors into curious questions about them, he teaches us to think about our actions to discover what we truly want - even if we’re going about getting it in the wrong way. How We Change is a brilliant approach that will forever alter our perspective - and help us achieve the transformation we truly seek.

Moving, relatable, and totally true childhood biographies of Martin Luther King Jr., Susan B. Anthony, Helen Keller, Malala Yousafzai, and 12 other inspiring activists. Every activist started out as a kid—and in some cases they were kids when their activism began! But even the world’s greatest champions of civil liberties had relatable interests and problems—often in the middle of extraordinary circumstances. Martin Luther King, Jr. loved fashion, and argued with his dad about whether or not dancing was a sin. Harvey Milk had a passion for listening to opera music in different languages. Dolores Huerta was once wrongly accused of plagiarizing in school. Kid Activists tells these childhood stories and more through kid-friendly texts and full-color cartoon illustrations on nearly every page. The diverse and inclusive group encompasses Susan B. Anthony, James Baldwin, Ruby Bridges, Frederick Douglass, Alexander Hamilton, Dolores Huerta, Helen Keller, Martin Luther King Jr., Nelson Mandela, Iqbal Masih, Harvey Milk, Janet Mock, Rosa Parks, Autumn Peltier, Emma Watson, and Malala Yousafzai.

Community organizers work at their jobs because they are passionate, because they believe that change is possible, and because they enjoy working with people. Although it's not an occupation that leads to great wealth, community organizers can make a living at it. They get salaries, pensions and health insurance. They raise families. They do well by doing good. This book explores the world of community organizing through the voices of real people working in the field, in small towns and city neighborhoods--women and men of different races and economic backgrounds, ranging in age from those in their twenties to those in their sixties. Fourteen in-depth profiles tell the life stories of a cross-section of the diverse people who choose the life of an organizer. Other chapters, focused on issues of organizing, are tapestries of experience woven from the 81 interviews the authors conducted.

ARE YOU READY TO MAKE CHANGE HAPPEN? Originally inspired by a desire to leave her daughters a lasting legacy, WE the Change emerged as an extraordinary roadmap for anyone yearning to transform their life, organization, or community. Merging her life-changing experience walking El Camino de Santiago, a 500-mile medieval footpath across Spain, with thirty years as an organizational change and leadership consultant, Shannon Wallis offers readers an intimate and powerful, yet practical, way to authentically create what they want. WE the Change encourages and guides you, step-by-step, through the challenging terrain that every woman faces when she's trying to launch something new. Through each chapter you will: Uncover and deepen your authentic vision Discover specifically what's standing in your way Learn practical tools to overcome obstacles Create a potent support system that keeps you moving forward IT'S TIME TO MAKE THE IMPOSSIBLE POSSIBLE!

During the 2015 federal election, the Liberal Party pledged that, if elected, they would end the “first past the post” electoral system, where whichever candidate receives the most votes wins a riding even if they have not received a majority of all votes cast. In early 2017, the Liberals reneged on their campaign promise, declaring that there was a lack of public consensus about how to reform the system. Despite the broken promise – and because of the public outcry – discussions about electoral reform will continue around the country. Challenging the idea that first past the post is obsolete, Should We Change How We Vote? urges Canadians to make sure they understand their electoral system before making drastic changes to it. The contributors to this volume assert that there is perhaps no institution more misunderstood and misrepresented than the Canadian electoral system – praised by some for ensuring broad regional representation in Ottawa, but criticized by others for allowing political parties with less than half the popular vote to assume more than half the seats in Parliament. They consider not only how the system works, but also its flaws and its advantages, and whether or not electoral reform is legitimate without a referendum. An essential guide to the crucial and ongoing debate about the country’s future, Should We Change How We Vote? asks if there are alternative reforms that would be easier to implement than a complete overhaul of the electoral system.

“This is the management book of the year. Clear, powerful and urgent, it's a must read for anyone who cares about where they work and how they work.” —Seth Godin, author of This is Marketing “This book is a breath of fresh air. Read it now, and make sure your boss does too.” —Adam Grant, New York Times bestselling author of Give and Take, Originals, and Option B with Sheryl Sandberg When fast-scaling startups and global organizations get stuck, they call Aaron Dignan. In this book, he reveals his proven approach for eliminating red tape, dissolving bureaucracy, and doing the best work of your life. He’s found that nearly everyone, from Wall Street to Silicon Valley, points to the same frustrations: lack of trust, bottlenecks in decision making, siloed functions and teams, meeting and email overload, tiresome budgeting, short-term thinking, and more. Is there any hope for a solution? Haven’t countless business gurus promised the answer, yet changed almost nothing about the way we work? That’s because we fail to recognize that organizations aren’t machines to be predicted and controlled. They’re complex human systems full of potential waiting to be released. Dignan says you can’t fix a team, department, or organization by tinkering around the edges. Over the years, he has helped his clients completely reinvent their operating systems—the fundamental principles and practices that shape their culture—with extraordinary success. Imagine a bank that abandoned traditional budgeting, only to outperform its competition for decades. An appliance manufacturer that divided itself into 2,000 autonomous teams, resulting not in chaos but rapid growth. A healthcare provider with an HQ of just 50 people supporting over 14,000 people in the field—that is named the “best place to work” year after year. And even a team that saved $3 million per year by cancelling one monthly meeting. Their stories may sound improbable, but in Brave New Work you’ll learn exactly how they and other organizations are inventing a smarter, healthier, and more effective way to work. Not through top down mandates, but through a groundswell of autonomy, trust, and transparency. Whether you lead a team of ten or ten thousand, improving your operating system is the single most powerful thing you can do. The only question is, are you ready?