In today’s "hustle culture," many workers end up ruining their lives in their attempts to get ahead in their careers. They sacrifice the time and energy they should be spending on their lives outside of work. In It Doesn’t Have to Be Crazy at Work, Basecamp founders Jason Fried and David Heinemeier Hansson contend that there’s a better way to work: By establishing more reasonable, sustainable goals and business practices, companies can create a healthy, relaxed work culture that radically improves employees’ lives.

In this guide, you’ll learn how to build an organization employees would be thrilled to work for, without compromising profitability. We’ll detail the three qualifications to look for when scouting for any potential hire and explain why it’s vital to give your employees time to work in private. In our commentary, we’ll provide counterpoints from books such as No Rules Rules and The Cold Start Problem. Additionally, we’ll supplement Fried and Hansson’s productivity-related advice with ideas from books like Deep Work and Indistractable.

Many women feel barred from advancing their careers but can’t identify the barriers holding them back. In How Women Rise, Sally Helgesen and Marshall Goldsmith argue that these barriers seem invisible because they’re the result of women’s overly self-critical mindset—the product of their desire to meet the rigid gender expectations placed on them by society and to avoid the backlash that occurs when they don’t. This mindset causes most women to develop at least one of 12 common habits that limit their professional success. To break free of these self-inflicted limitations, women must recognize and deconstruct their detrimental thoughts and behaviors.

In this guide, we’ve reorganized Helgesen and Goldsmith’s 12 limiting habits into four main thought patterns. The guide will explain these patterns, the detrimental behaviors they cause, and how to overcome them. In our commentary, we’ll share advice and perspectives from other sources on women’s success, such as Lean In by Sheryl Sandberg and The Confidence Code by Katty Kay and Claire Shipman.

In The Boy Who Was Raised as a Dog, child psychiatrist Bruce Perry describes a series of child abuse and neglect cases to illustrate how trauma impacts the developing brain and explain how he and his colleagues established a more effective therapy model for traumatized children.

In our guide, we’ll explain the psychiatric principles that Perry discovered during his years of working with traumatized children, including the stress response, the effects of trauma in infancy versus trauma at a later age, dissociation in response to trauma, and the role that relationships play in the treatment of traumatized children. We’ll also look at specific case studies that contributed to Perry’s Neurosequential Model of Therapeutics. Our commentary explores research supporting and expanding on Perry’s ideas, as well as scientific and social context on how trauma can manifest and the nuances of treatment.

According to Oxford philosopher Nick Bostrom, there’s a very real possibility that AI could one day rival, and then vastly exceed, human intelligence. When and if this happens, the future of humankind would depend more on AI-generated decisions than human decisions, just as the survival of many animal species has depended more on human decisions than those of the animals in question ever since humans became more intelligent than other animals.

Depending on how AI behaves, creating it could be the solution to some of humanity’s most persistent problems, or it could be the worst—and last—mistake of human history.

In this guide, we’ll consider why Bostrom thinks superintelligent AI is a realistic possibility, why he thinks it could be dangerous, and the safeguards he says need to be developed. Along the way we’ll compare his perspective to that of other futurists, such as Peter Thiel and Yuval Noah Harari, and we’ll look at the impact of AI developments since the book’s publication.

Why do the decisions that leaders make often go unquestioned? What causes workers to stay silent when they have concerns? In Leadership Is Language, former Navy captain L. David Marquet argues that answers lie in the language that leaders use to communicate to their team—language that discourages workers from voicing their opinions. Marquet provides a new approach to leadership that empowers workers to play an active role in decision-making. By adopting Marquet’s strategies, you can transform your organization into an adaptive, innovative, and high-performing workplace led by engaged and passionate workers.

In this guide, we’ll explain why traditional leadership language is ineffective in the modern workplace and examine Marquet’s approach to better leadership communication. Along the way, we’ll supplement Marquet’s insights with the perspectives of other leadership and communication experts.

Published in 1977, Servant Leadership is Robert K. Greenleaf’s answer to the failure of modern institutions to meet the needs of those they serve and employ. He argues that institutions and the individuals within them should adopt the philosophy of servant leadership: prioritizing their followers’ needs, thus enabling those followers to achieve their goals and empowering them to be of service to others in turn. According to Greenleaf, servant leaders have the potential to improve society dramatically, in every facet of life—in business, religion, philanthropy, education, and so on.

In this guide, you’ll learn about the fundamentals of servant leadership: what it is, the qualities servant leaders have, and how servant leadership solves institutional problems. You’ll also learn about how trustees can become servant leaders by building ideal institutions and how individuals in various institutions can become servant leaders. We’ll supplement Greenleaf’s ideas with other experts’ perspectives on leadership, research on the potential benefits and pitfalls of servant leadership, and concrete suggestions for strengthening the institutions you belong to.

Ray Dalio is the founder of Bridgewater Associates, the largest hedge fund in the world. In Principles: Work and Life, he shares the guiding principles powering his success and Bridgewater’s.

Principles is a manual for rational thinking. The main theme is that finding truth is the best way to make decisions, and that ego, emotion, and blind spots prevent you from discovering the truth. Dalio shares his major strategies to circumvent these weaknesses, including total receptivity, extreme honesty and transparency, productive conflict, and credibility-centered decision making.

In our Principles guide, you’ll learn:

• How to get past your ego in pursuit of your goals
• Why you need other people to improve your probability of being right
• The five-step process for getting what you want out of life

Peter F. Drucker is widely regarded as one of the most influential thinkers in the field of modern management. Drawing from his decades of experience as a consultant, Drucker authored dozens of books on organizational management and innovation, and he’s been cited as a major influence on many of today’s business leaders. The Essential Drucker is composed of key chapters from Drucker’s most respected works and provides an overview of Drucker’s core ideas.

In this guide, we’ll distill the heart of Drucker’s writings, from the roles and duties of management to the skills managers need to keep a workforce productive. We’ll explore the responsibilities of management to society and its importance in fostering innovation. We’ll also turn to other business writers who’ve expanded from Drucker’s principles, companies that have successfully implemented Drucker’s concepts, and experts who offer ideas that contrast with those that Drucker presents.

In 2004, General Stanley McChrystal took over as commander of the U.S. Joint Special Operations Task Force fighting Al Qaeda in Iraq. The sprawling organization—encompassing strategists, analysts, and elite special forces from every branch of the U.S. military—was struggling to make headway against an unconventional enemy and environment.

In Team of Teams, McChrystal describes how he transformed the slow-moving bureaucratic task force into an agile, adaptable network of teams united by a "shared consciousness", trust, and decentralized decision-making. After years of being outmaneuvered by Al Qaeda, the reinvented task force pulled together to eliminate terrorist leader Abu Musab al Zarqawi and began winning the fight against terrorism in Iraq. These accomplishments hold lessons for all kinds of organizations struggling with unconventional challenges and environments today.

In When They Win, You Win, employee experience expert Russ Laraway explains that employee engagement in the workforce is at an all-time low, but it’s not the employees who are at fault; it’s their managers. Poorly trained, ineffective managers are everywhere, and they’re costing companies billions of dollars every year. However, Laraway says he has the solution: By developing a few key leadership skills, you can greatly improve your team’s morale and performance. Laraway also offers tools to gauge your effectiveness as a manager.

This guide begins by examining Laraway’s belief that bad management is everywhere and is causing enormous harm to employees and companies alike. We then share his ideas for how managers can succeed in three key areas: goals, coaching, and career development. Our commentary discusses the impacts of employee engagement (or disengagement), digs deeper into how and why Laraway’s ideas might help you become a better manager, and provides additional actionable advice.