In 1956, pioneering psychedelic researchers Abram Hoffer and Humphry Osmond were invited to join members of the Red Pheasant First Nation near North Battleford, Saskatchewan, to participate in a peyote ceremony hosted by the Native American Church of Canada. Inspired by their experience, they wrote a series of essays explaining and defending the consumption of peyote and the practice of peyotism. They enlisted the help of Hoffer’s sister, journalist Fannie Kahan, and worked closely with her to document the religious ceremony and write a history of peyote, culminating in a defense of its use as a healing and spiritual agent. Although the text shows its mid-century origins, with dated language and at times uncritical analysis, it advocates for Indigenous legal, political, and religious rights and offers important insights into how psychedelic researchers, who were themselves embattled in debates over the value of spirituality in medicine, interpreted the peyote ceremony. Ultimately, they championed peyotism as a spiritual practice that they believed held distinct cultural benefits. A Culture’s Catalyst revives a historical debate. Revisiting it now encourages us to reconsider how peyote has been understood and how its appearance in the 1950s tested Native-newcomer relations and the Canadian government’s attitudes toward Indigenous religious and cultural practices.

Culture Catalyst: Seven Strategies to Bring Positive Change to Your Organization “Culture—not vision or strategy—is the most powerful factor in any organization. It determines the receptivity of staff and volunteers to new ideas, unleashes or dampens creativity, builds or erodes enthusiasm, and creates a sense of pride or deep discouragement about working or being involved there. Ultimately, the culture of an organization—particularly in churches and nonprofit organizations, but also in any organization—shapes individual morale, teamwork, effectiveness, and outcomes.” –from Chapter One Often, organizational leaders confuse culture with vision and strategy, but they are very different. Vision and strategy usually focus on products, services, and outcomes, but culture is about the people—an organization’s most valuable asset. Culture Catalyst: Seven Strategies to Bring Positive Change to Your Organization offers a practical resource for discovering the deficits in an existing organization’s culture, and includes the steps needed to assess, correct, and change culture from lackluster to vibrant and inspirational, so that it truly meets the needs of the organization. Prominent leadership consultant Sam Chand describes the five easily identifiable categories of organizational culture (Inspiring, Accepting, Stagnant, Discouraging, and Toxic), and includes diagnostic methods that leaders can use to identify the particular strengths and needs of their organization’s culture. To help in this process, there is also a separate, free, online assessment tool (www.samchandculturesurvey.com). Once an organization’s culture is clearly identified, leaders can put in place a strategy for applying the seven keys of CULTURE (Control, Understanding, Leadership, Trust, Unafraid, Responsive, and Execution) that will make their culture one that stimulates people to be and do their very best and ultimately reach their highest goals.

Shakespeare Survey is a yearbook of Shakespeare studies and production. Since 1948, the Survey has published the best international scholarship in English and many of its essays have become classics of Shakespeare criticism. Each volume is devoted to a theme, or play, or group of plays; each also contains a section of reviews of that year's textual and critical studies and of the year's major British performances. The theme for volume 64 is 'Shakespeare as Cultural Catalyst'. The complete set of Survey volumes is also available online at http://www.cambridge.org/online/shakespearesurvey. This fully searchable resource enables users to browse by author, essay and volume, search by play, theme and topic, and save and bookmark their results.

In 1956, pioneering psychedelic researchers Abram Hoffer and Humphry Osmond were invited to join members of the Red Pheasant First Nation near North Battleford, Saskatchewan, to participate in a peyote ceremony hosted by the Native American Church of Canada. Inspired by their experience, they wrote a series of essays explaining and defending the consumption of peyote and the practice of peyotism. They enlisted the help of Hoffer's sister, journalist Fannie Kahan, and worked closely with her to document the religious ceremony and write a history of peyote, culminating in a defense of its use as a healing and spiritual agent. Although the text shows its mid-century origins, with dated language and at times uncritical analysis, it advocates for Indigenous legal, political and religious rights and offers important insights into how psychedelic researchers, who were themselves embattled in debates over the value of spirituality in medicine, interpreted the peyote ceremony. Ultimately, they championed peyotism as a spiritual practice that they believed held distinct cultural benefits. "A Culture's Catalyst" revives a historical debate. Revisiting it now encourages us to reconsider how peyote has been understood and how its appearance in the 1950s tested Native-newcomer relations and the Canadian government's attitudes toward Indigenous religious and cultural practices.

What determines our behaviors as human beings at the individual and organizational level? Although it often feels as though either our biology or our personality (or both) guides our decisions about issues large and small, increasing evidence suggests that ... culture trumps everything. This book investigates the powerful ways in which a variety of factors, to include behavioral norms, alternative corporate models, habit patterns, connectedness, trust, language, and time perspective, impact the creation of "quintessence" in organizations. It is this quintessence -- or lack thereof -- that ultimately determines the success and sustainability of organizations. As leaders, we get the organizations we deserve, as a direct result of the cultures we nourish (or neglect). If we want to ensure the best possible outcomes for ourselves and our organizations, we must focus on developing the cultures that foster success for all stakeholders, because ... culture trumps everything.

In a thrilling debut by sixteen-year-old Helena Coggan, a girl with a terrible secret is tested to her limits as her fractured world teeters on the brink of war. Eighteen years ago, a dimensional break ripped open the sky, drawing humans into an ancient conflict. Otherworldly souls rained down and fused with those of people, dividing the population into the green-eyed, magical Gifted and the dark-eyed, nonmagical Ashkind. A devastating war followed, and the Gifted have managed a fragile peace ever since, largely through a brutal law enforcement organization known as the Department. Fifteen-year-old Rose’s father, David, has a leading role in the Department. Rose and David are Gifted, but they are also something else — something terrible. Their lives depend on keeping it secret. But when a mysterious murder threatens to tear Rose’s world apart, forcing long-buried secrets into the open, her loyalties are put to the test. How much does Rose really know about her father’s past? How far is the Department willing to go to maintain order? And, when the time comes, who will Rose choose to protect?

A Wall Street Journal Bestseller Learn how to Empower and Lead a Healthy, High-Performance Organization from the Inside Out in this Wall Street Journal Bestseller! Sometimes corporate leaders forget that businesses are human systems. Revenue, innovation, and growth are all generated by human beings. Every organization is a human system, an amalgamation of personalities, behaviors, moods, actions, and interactions. All too often, personalities when on overdrive, cause defensive aggressive or passive defensive polarities in how people work together. This causes relational friction, dysfunction, dissatisfaction, and stress - all adversely impacting organizational culture. Offering a unique combination of experiential coaching, evidence-based leadership tools, and actionable strategies, this book empowers business leaders with the wisdom and insights they need to assess how personality overdrive is causing relationship breakdowns and unnecessary conflict. Ignite Culture gives CEOs, HR, and Business Leaders a first-hand view into what causes dysfunction in the workplace and what to do about it. You learn how to cultivate a healthy company culture, increase employee engagement and performance, spark innovation among teams and align people towards a common cause. Inside, you learn to: -Understand how important introspection and self-discovery are to personal and organizational performance. -Learn the impact of our behavior on the spaces in which we work. -Experiment with new ways to alter old behaviors that inhibit growth. -Be equipped to coach and mentor others on owning their impact. -Catalyze positive change across the organization. -Inspire peak performance and achieve market leadership. "Margaret is an expert in the field of culture change and development. Her work has helped thousands of people across companies heal trust, mend broken relationships, and create space for people to start working together more effectively. Her real stories and experiences combine with research to create an authentic and powerful resource. This is the book every leader needs to read!" -Dr. Marshall Goldsmith, #1 Executive Coach and New York Times bestselling author of The Earned Life. Get Ignite Culture today!

Making the Healthcare Shift is a practical guide for healthcare leaders across the globe who have the fortitude to transform their organizations to both compete and win in the age of healthcare consumerism. Healthcare organizations finally have both the motive and means to engage and empower consumers. While healthcare organizations have recognized the need to change, they often don’t know where or how to begin. As the industry sits on the edge of transformation, marketing strategists, Scott Davis and Jeff Gourdji, reveal how traditional healthcare organizations (payers, providers, pharma companies) can prepare for the changes to come and re-invent how they engage with consumers. Making the Healthcare Shift includes over 60 executive interviews with the biggest names in healthcare and a quantitative research study. Some of these names include Mayo Clinic, Blue Cross Blue Shield plans, and Pfizer. Scott and Jeff identify five shifts organizations can make to better compete and win in this evolving landscape and offer practical advice on how to make those shifts become a reality.

"This book shows best practices and challenges in music education and considers how music has evolved throughout the years as society increasingly turns its attention to online learning and covers a range of topics such as music integration, personalized education, music teacher training, and music composition"--