In Defying Limits, Dave Williams shares the events that have defined his life, showing us that whether we’re gravity-defying astronauts or earthbound terrestrials, we can all live infinite, fulfilled lives by relishing the value and importance of each moment. The greatest fear that we all face is not the fear of dying but the fear of never having lived. Each of us is greater than we believe. Together, we can exceed our limits to soar farther and higher than we ever imagined.

The never-before-told story of NASA’s 1978 astronaut class, which included the first American women, the first African Americans, the first Asian American, and the first gay person to fly to space. With the exclusive participation of the astronauts who were there, this is the thrilling, behind-the-scenes saga of a new generation that transformed space exploration.

The inside look at how the battle of the space billionaires began and why it matters, Escaping Gravity is former NASA Deputy Administrator Lori Garver’s firsthand account of how a handful of revolutionaries outmaneuvered the system of political patronage and bureaucracy that threatened the space agency. The success of Elon Musk’s SpaceX, Jeff Bezos’s Blue Origin, Richard Branson’s Virgin Galactic, and countless other commercial space efforts were preceded by decades of work by a group of people Garver calls “space pirates.”

When NASA sent astronauts to the moon in the 1960s and 1970s the agency excluded women from the corps, arguing that only military test pilots—made up exclusively of men—had the right stuff. It was an era in which women were steered away from jobs in science and deemed unqualified for space flight. Eventually, though, NASA recognized its blunder and opened the application process to a wider array of hopefuls, regardless of race or gender. From a candidate pool of 8,000 six elite women were selected in 1978—Sally Ride, Judy Resnik, Anna Fisher, Kathy Sullivan, Shannon Lucid, and Rhea Seddon.

Since Turn the Ship Around! was published in 2013, hundreds of thousands of readers have been inspired by former Navy captain David Marquet’s true story. Many have applied his insights to their own organizations, creating workplaces where everyone takes responsibility for his or her actions, where followers grow to become leaders, and where happier teams drive dramatically better results.

Gene Kranz was present at the creation of America's manned space program and was a key player in it for three decades. As a flight director in NASA's Mission Control, Kranz witnessed firsthand the making of history. He participated in the space program from the early days of the Mercury program to the last Apollo mission, and beyond. He endured the disastrous first years when rockets blew up and the United States seemed to fall further behind the Soviet Union in the space race.

The retired four-star general and and best-selling author of My Share of the Task shares a powerful new leadership model. Former General Stanley McChrystal held a key position for much of the War on Terror, as head of the Joint Special Operations Command. In Iraq, he found that despite the vastly superior resources, manpower, and training of the US Military, Al Qaeda had an advantage because of its structure as a loose network of small, independent cells. To defeat such an agile enemy, JSOC had to change its focus from efficiency to adaptability.

We've all had experiences with two dramatically different types of leaders. The first type drain intelligence, energy, and capability from the people around them and always need to be the smartest people in the room. These are the idea killers, the energy sappers, the diminishers of talent and commitment. On the other side of the spectrum are leaders who use their intelligence to amplify the smarts and capabilities of the people around them.

The Fearless Organization offers practical guidance for teams and organizations who are serious about success in the modern economy. With so much riding on innovation, creativity, and spark, it is essential to attract and retain quality talent, but what good does this talent do if no one is able to speak their mind? The traditional culture of "fitting in" and "going along" spells doom in the knowledge economy. Success requires a continuous influx of new ideas, new challenges, and critical thought, and the interpersonal climate must not suppress, silence, ridicule, or intimidate.

The missing link to long-term Lean success! Despite the fact that companies worldwide have adopted Lean production, none has sustained the same levels of excellence as Toyota. Why? Leadership. In The Toyota Way to Lean Leadership, Jeffrey Liker and Gary L. Convis, a former executive V.P. and managing officer of Toyota, help executives and senior managers get employees to refocus their efforts - from simply performing their singular function to continuously improving in collaboration across the organization.

In his last book, Turn the Ship Around!, Marquet told the incredible story of abandoning command-and-control leadership on his submarine and empowering his crew to turn the worst performing submarine to the best performer in the fleet. Now, with Leadership is Language he gives businesspeople the tools they need to achieve such transformational leadership in their organizations.

Multiple Shingo Award-winning management and operations expert Jeffrey K. Liker provides a deep dive into Toyota's world-changing processes, showing how you can learn from it to develop your own improvement program that fits your conditions. Thanks in large part to this book, managers across the globe are creating workforces and systems that produce the highest-quality products and services, establish and retain customer loyalty, and drive business profitability and sustainability.

In Impact Players, New York Times best-selling author and researcher Liz Wiseman reveals the secrets of these stellar professionals who play the game at a higher level. Drawing on insights from leaders at top companies, Wiseman explains what the most influential players are doing differently, how small and seemingly insignificant differences in how we think and act can make an enormous impact, and why - with a little coaching - this mindset is available to everyone who wants to contribute at their highest level.

In Team of Teams, retired four-star General Stanley McChrystal and former Navy SEAL Chris Fussell made the case for a new organizational model combining the agility, adaptability, and cohesion of a small team with the power and resources of a giant organization. Now, in One Mission, Fussell channels all his experiences, both military and corporate, into powerful strategies for unifying isolated and distrustful teams.

Getting a new job or a big promotion is like building a house: You need to get the foundation right for both. With a job, the quick-drying cement is how well you do in your first hundred days, since they establish the foundation for long-term momentum and great performance.