https://www.stoar.com/sixtybooks/ en-us Sixty of the best management books of the last hundred years, one episode each: what the book says, where it has aged badly, and how its ideas apply to neurodivergent leaders and teams and to work with AI built in. Produced by Stoar Consulting and Coaching, Dallas, Texas. Management's best books, read for neurodivergent leaders and the age of AI Logan Williamson, LPC Logan Williamson, LPClogan@stoar.com false episodic yes The Culture Code 14 full stoar-sixty-books-14-culture-code https://www.stoar.com/sixtybooks/#ep-14 Fri, 11 Sep 2026 12:00:00 GMT The Culture Code: The Secrets of Highly Successful Groups, by Daniel Coyle (2018). Kindergarteners beating executives, and the planted bad apple that dropped team performance 30 to 40 percent. For neurodivergent leaders: belonging cues are precisely the channels that differ between neurotypes, and the bad apple study explicitly excluded the people the label gets used on. Kindergarteners beating executives, and the planted bad apple that dropped team performance 30 to 40 percent. For neurodivergent leaders: belonging cues are precisely the channels that differ between neurotypes, and the bad apple study explicitly excluded the people the label gets used on. 00:13:30 false The Five Dysfunctions of a Team 13 full stoar-sixty-books-13-five-dysfunctions https://www.stoar.com/sixtybooks/#ep-13 Thu, 10 Sep 2026 12:00:00 GMT The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni (2002). The pyramid every executive can draw, built on a novel about a company that never existed. For neurodivergent leaders: keep the goal of the trust layer and drop the prescribed method, because mandated personal disclosure is a tax collected unevenly and reliability is a legitimate form of trust. The pyramid every executive can draw, built on a novel about a company that never existed. For neurodivergent leaders: keep the goal of the trust layer and drop the prescribed method, because mandated personal disclosure is a tax collected unevenly and reliability is a legitimate form of trust. 00:12:55 false Quiet 12 full stoar-sixty-books-12-quiet https://www.stoar.com/sixtybooks/#ep-12 Wed, 09 Sep 2026 12:00:00 GMT Quiet: The Power of Introverts in a World That Can't Stop Talking, by Susan Cain (2012). The Extrovert Ideal, Kagan's high-reactive infants, why group brainstorming underperforms, and the 2018 study finding open-plan offices cut face-to-face interaction by about seventy percent. For neurodivergent leaders: keep the environmental critique, and keep introversion and processing differences in separate categories. The Extrovert Ideal, Kagan's high-reactive infants, why group brainstorming underperforms, and the 2018 study finding open-plan offices cut face-to-face interaction by about seventy percent. For neurodivergent leaders: keep the environmental critique, and keep introversion and processing differences in separate categories. 00:13:22 false First, Break All the Rules 11 full stoar-sixty-books-11-first-break-all-the-rules https://www.stoar.com/sixtybooks/#ep-11 Tue, 08 Sep 2026 12:00:00 GMT First, Break All the Rules: What the World's Greatest Managers Do Differently, by Marcus Buckingham (1999). Gallup's twelve questions, the four keys, and casting rather than fixing. For neurodivergent leaders: defining outcomes instead of steps converts a pile of accommodations into ordinary management and removes the need to disclose in order to work. Plus the danger hiding in people do not change that much. Gallup's twelve questions, the four keys, and casting rather than fixing. For neurodivergent leaders: defining outcomes instead of steps converts a pile of accommodations into ordinary management and removes the need to disclose in order to work. Plus the danger hiding in people do not change that much. 00:12:55 false Mindset 10 full stoar-sixty-books-10-mindset https://www.stoar.com/sixtybooks/#ep-10 Mon, 07 Sep 2026 12:00:00 GMT Mindset: The New Psychology of Success, by Carol Dweck (2006). The praise experiments, fixed and growth, and not yet. Then two meta-analyses across 365,915 students finding an average effect of almost nothing, with real benefit concentrated in students who were already failing. For neurodivergent leaders: praise the strategy rather than the effort, and never answer an accommodation request with mindset language. The praise experiments, fixed and growth, and not yet. Then two meta-analyses across 365,915 students finding an average effect of almost nothing, with real benefit concentrated in students who were already failing. For neurodivergent leaders: praise the strategy rather than the effort, and never answer an accommodation request with mindset language. 00:13:40 false Grit 9 full stoar-sixty-books-09-grit https://www.stoar.com/sixtybooks/#ep-09 Sun, 06 Sep 2026 12:00:00 GMT Grit: The Power of Passion and Perseverance, by Angela Duckworth (2016). West Point, the spelling bee, and effort counting twice. Then the 2017 meta-analysis across 66,807 people finding grit correlates with conscientiousness at .84 and adds little beyond it. For neurodivergent leaders: the consistency-of-interest items read like an ADHD screener, and that is precisely the facet the evidence found weakest. West Point, the spelling bee, and effort counting twice. Then the 2017 meta-analysis across 66,807 people finding grit correlates with conscientiousness at .84 and adds little beyond it. For neurodivergent leaders: the consistency-of-interest items read like an ADHD screener, and that is precisely the facet the evidence found weakest. 00:14:53 false Hidden Potential 8 full stoar-sixty-books-08-hidden-potential https://www.stoar.com/sixtybooks/#ep-08 Sat, 05 Sep 2026 12:00:00 GMT Hidden Potential: The Science of Achieving Greater Things, by Adam Grant (2023). The Golden Thirteen, character skills, scaffolding, and who gets identified as promising. For neurodivergent leaders: ask for advice rather than feedback so it lands on the task, treat scaffolding as the right word for accommodation minus the assumption it is temporary, and note that learning styles are a myth while processing differences are not. The Golden Thirteen, character skills, scaffolding, and who gets identified as promising. For neurodivergent leaders: ask for advice rather than feedback so it lands on the task, treat scaffolding as the right word for accommodation minus the assumption it is temporary, and note that learning styles are a myth while processing differences are not. 00:15:21 false Range 7 full stoar-sixty-books-07-range https://www.stoar.com/sixtybooks/#ep-07 Fri, 04 Sep 2026 12:00:00 GMT Range: Why Generalists Triumph in a Specialized World, by David Epstein (2019). Tiger and Federer, kind and wicked learning environments, match quality, and analogical thinking. For neurodivergent leaders: serial deep interests are range in its strongest form, a patchy history may be a search rather than a failure, and the advice to drop your familiar tools needs splitting into conclusions and scaffolding. Tiger and Federer, kind and wicked learning environments, match quality, and analogical thinking. For neurodivergent leaders: serial deep interests are range in its strongest form, a patchy history may be a search rather than a failure, and the advice to drop your familiar tools needs splitting into conclusions and scaffolding. 00:16:37 false Radical Candor 6 full stoar-sixty-books-06-radical-candor https://www.stoar.com/sixtybooks/#ep-06 Thu, 03 Sep 2026 12:00:00 GMT Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, by Kim Scott (2017). The um story, the Bob story, and the two axes on every whiteboard in tech. Then the 1996 meta-analysis showing over a third of feedback interventions make performance worse, and why. For neurodivergent leaders: ruinous empathy is the usual harm, feedback aimed at the self backfires, and caring personally is a stance rather than a warm delivery. The um story, the Bob story, and the two axes on every whiteboard in tech. Then the 1996 meta-analysis showing over a third of feedback interventions make performance worse, and why. For neurodivergent leaders: ruinous empathy is the usual harm, feedback aimed at the self backfires, and caring personally is a stance rather than a warm delivery. 00:15:58 false Turn the Ship Around 5 full stoar-sixty-books-05-turn-the-ship-around https://www.stoar.com/sixtybooks/#ep-05 Wed, 02 Sep 2026 12:00:00 GMT Turn the Ship Around!: A True Story of Turning Followers into Leaders, by L. David Marquet (2012). A submarine captain discovers his officers will relay an order they know is impossible, and stops giving orders. Control, competence and clarity, and the phrase that replaced asking permission. For neurodivergent leaders: nearly every mechanism here is an accommodation the Navy adopted for operational reasons and never called one, from scripted directness to narrating the step before you take it. A submarine captain discovers his officers will relay an order they know is impossible, and stops giving orders. Control, competence and clarity, and the phrase that replaced asking permission. For neurodivergent leaders: nearly every mechanism here is an accommodation the Navy adopted for operational reasons and never called one, from scripted directness to narrating the step before you take it. 00:17:55 false Outliers 4 full stoar-sixty-books-04-outliers https://www.stoar.com/sixtybooks/#ep-04 Wed, 02 Sep 2026 12:00:00 GMT Outliers: The Story of Success, by Malcolm Gladwell (2008). Hockey birthdays, the ten thousand hour rule, and the plane crash chapter. Then the meta-analysis that found deliberate practice explains under one percent of performance in the professions. For neurodivergent leaders: arbitrary cutoffs manufacture the gaps they claim to measure, in youth hockey and in ADHD diagnosis alike, and an industry that replaced hinting with plain speech cut its crash rate. Hockey birthdays, the ten thousand hour rule, and the plane crash chapter. Then the meta-analysis that found deliberate practice explains under one percent of performance in the professions. For neurodivergent leaders: arbitrary cutoffs manufacture the gaps they claim to measure, in youth hockey and in ADHD diagnosis alike, and an industry that replaced hinting with plain speech cut its crash rate. 00:19:42 false The Effective Executive 3 full stoar-sixty-books-03-the-effective-executive https://www.stoar.com/sixtybooks/#ep-03 Tue, 01 Sep 2026 12:00:00 GMT The Effective Executive, by Peter Drucker (1967). Drucker's five practices: know thy time, focus on contribution, build on strength, first things first, and decisions tested by disagreement. Written in 1967, and read here as the accessible workplace built by accident: the time log because the felt sense of time lies, contribution over style, spiky profiles as the point, and dissent as a structural requirement. Drucker's five practices: know thy time, focus on contribution, build on strength, first things first, and decisions tested by disagreement. Written in 1967, and read here as the accessible workplace built by accident: the time log because the felt sense of time lies, contribution over style, spiky profiles as the point, and dissent as a structural requirement. 00:17:51 false Atomic Habits 2 full stoar-sixty-books-02-atomic-habits https://www.stoar.com/sixtybooks/#ep-02 Tue, 01 Sep 2026 12:00:00 GMT Atomic Habits, by James Clear (2018). The baseball bat, British Cycling, and the four laws: obvious, attractive, easy, satisfying. Which of Clear's claims rest on real research and which are untested. For neurodivergent leaders: make it obvious is the ADHD accommodation in different words, never miss twice beats never miss, and accountability is structure, not an extra. The baseball bat, British Cycling, and the four laws: obvious, attractive, easy, satisfying. Which of Clear's claims rest on real research and which are untested. For neurodivergent leaders: make it obvious is the ADHD accommodation in different words, never miss twice beats never miss, and accountability is structure, not an extra. 00:19:59 false Good to Great 1 full stoar-sixty-books-01-good-to-great https://www.stoar.com/sixtybooks/#ep-01 Tue, 01 Sep 2026 12:00:00 GMT Good to Great, by Jim Collins (2001). Level Five leadership, the right people on the bus, the Stockdale Paradox, the hedgehog, and the flywheel. Then what happened to Circuit City, Fannie Mae, and Wells Fargo, and why the framework is hard to falsify. For neurodivergent leaders: quiet leadership over performance, seats shaped to the person, and a flywheel that keeps turning on a bad day. Level Five leadership, the right people on the bus, the Stockdale Paradox, the hedgehog, and the flywheel. Then what happened to Circuit City, Fannie Mae, and Wells Fargo, and why the framework is hard to falsify. For neurodivergent leaders: quiet leadership over performance, seats shaped to the person, and a flywheel that keeps turning on a bad day. 00:21:22 false