25 Powerful Books That Shaped Our Company

Just over a year ago a book called Reinventing Organizations inspired a radical shift at our company, as Fitzii eliminated traditional management roles in favor of a self-managing “Teal” structure.

Books are still the most powerful way to convey influential ideas. So, for those people always on the lookout for inspiring new concepts, we created a list of the books that have most impacted our company, and most impacted the individuals on our team.

Here are…

The Books That Most Impacted Fitzii 


Reinventing OrganizationsReinventing Organizations by Frederic Laloux

Reinventing Organizations describes a new type of organizational structure called Evolutionary-Teal. The book describes how this approach compares to traditional organizational models that have evolved throughout history, and then details the unique benefits Teal can provide. It draws on in-depth research into twelve Teal companies and reveals three defining characteristics: Self-management, Wholeness and Evolutionary Purpose. We have enjoyed many benefits of being a self-managing Teal company, and Frederic Laloux has turned into a wonderful supporter of our work. If there’s just one book that you check out from our list, we hope it’s this one!



The Decision Maker by Dennis Bakkedecision maker

The author of this book is the former CEO of one of the twelve self-managing companies that Reinventing Organizations profiled. It’s a business fable that illustrates how increased empowerment can work. When leaders learn to put real control in the hands of their people and teach them to use the “advice process,” they tap into incalculable potential. Bakke shows us that “decision making is the best way to develop people; and that should not stop at business school.” Fitzii has incorporated the advice process in our standard practices, and this book was a great help in showing how to do it. It’s also a great book for those teams who don’t want to go full self-management right away, but rather first start practicing increased empowerment.




Start with Why by Simon Sinekstart with why

Start With Why is all about purpose, and how we can use it to inspire others and attract those who believe what we believe. Once you read it your communications will never fail to “start with why.” Our “why” at Fitzii has always been to make hiring better so that more people get into jobs they are a fit for. But we also look at “why” on an individual level, so that when we’re hiring new people on our team, we start by making sure that they are as inspired by our purpose as we are, and then we evaluate whether “how” they do their best work fits with our environment and culture, and whether their “what” (skills and experience) will get the job done. 




Leaders Eat Last by Simon Sinek41PIURhA30L._SL300_

This next book from Sinek looks at what truly inspires people to love, and be dedicated to, their work. Sinek concludes that the way most businesses are run these days are limiting their own potential with a short-sight to the bottom line, and not nearly enough care for the people they employ. Most of the team at Fitzii read, and were inspired by, the amazing examples of empowerment and engagement in this book before we found Reinventing Organizations and decided to go all-in on self-management – it definitely greased the wheels of change.



The Wisdom of the Enneagram by Don Richard Riso & Russ HudsonEnneagram

There are lots of personality typologies and systems out there. In our experience, Enneagram of Personality is the only one that gives you practical guidance on becoming a healthier, more integrated human being. It has been our favourite starting point for understanding what makes each of us unique, what motivates us, and how to integrate towards our greatest potential. Nothing short of a cult classic with the Fitzii crew, and also our friends at CauseLabs, another B Corp who are experimenting with self-management.




Feedback That Works: How To Build and Deliver Your Message by Sloan R. Weitzelfeedback

Giving feedback is a super-important, fundamental skill in a self-managed Teal business like Fitzii because if you see a problem, it’s your responsibility to deal with it constructively. When dealing with that problem includes giving feedback, this book is packed with practical advice about how to deliver it in an effective, three-part way:

Situation: Clarify the specific time and place the event happened.

Behaviour: Describe the specific behaviours (body language, tone of voice, choice of words) without interpreting it.

Impact: Acknowledge the emotional effect the person’s behaviour had on you.


Drive: The Surprising Truth About What Motivates Us by Daniel Pinkdrive

This is an oft-cited classic that sheds light on a major issue in business – that most companies have created structures that actually decrease, instead of increase, employee motivation. Pink reviews all the research and comes to a simple conclusion that the three major things that actually motivate us at work are purpose, mastery and autonomy. Fitzii has built all our people processes around these ideas, and they are a wonderful complement with our internal practices.




To Sell is Human: The Surprising Truth About Moving Others by Daniel Pinkto sell

This other book by Dan Pink points out that the internet has shifted the power from the seller to the buyer, which means that sales is no longer a profession for manipulators – in fact, these days, everyone’s in sales. And that means that the best tactics are all about providing value that PULLS in customers, and avoiding old-school PUSH tactics that make everyone feel icky anyway. Almost the whole team at Fitzii read the book and unanimously cried – Hallelujah!




The B Corp Handbook by Ryan Honeymanb corp

For any who have wondered how to use business as a force for good, how your efforts are comparing to the companies leading the way in sustainability, or why it’s worth considering at all, Ryan’s book provides the answer. He gives a detailed explanation of the B-Corp movement and the B Impact Assessment, explaining why third party verification of your efforts is relevant, and how pursuing this path of the triple bottom line (social, environmental and financial) is the way of the future.





A Million Miles in a Thousand Years by Donald Miller

This is a compelling and funny memoir about the funk the author got into (and out of) after he achieved success in selling his first book. From a filmmaker he learned about the steps of the Hero’s Journey, and was inspired to start living his life as if he was the protagonist in an epic tale. After writing this book, Miller went on to found StoryBrand, which uses the Hero’s Journey concept to help companies more authentically be “the guide” of the journey their customers (the heroes) are on. Fitzii has built all our messaging and key processes on this model – it’s simple, effective, and it makes you feel all warm and fuzzy about your marketing and service delivery.



Peak by Chip Conleypeak

In this book Conley creates a Maslow-inspired hierarchy of needs through which to view the relationship a business has with its employees, customers, and shareholders, and through this lens shares incredible business insights and practices. Fitzii has adopted the employee pyramid of needs to explain how we aim to help jobseekers move up from Job to Career to Calling and find increasingly meaningful work. This book will inspire you to make your business better in many different ways.






The Five Dysfunctions of a Team by Patrick Lencionidysfuntion

At Fitzii, we embrace Lencioni’s belief that all successful teamwork starts with vulnerability-based trust. It’s a similar concept to Reinventing Organizations’ idea of wholeness. And we have sought, relentlessly, to build that trust – in our meetings, our interactions, even our performance feedback.







Getting Naked by Patrick Lencioninaked

This other classic Lencioni book discusses fears in business, and the limitations they place on allowing you to create long term relationships with clients. Showing vulnerability, admitting when you don’t know something, and asking dumb questions are all fears we experience when communicating with clients. What this book has taught our team is that pride and ignorance get in the way of our ability to do our job well. By showing vulnerability our clients can see that we are committed to serving them.




The Innovator’s Solution by Clayton M. Christensen & Michael E. Raynorinnovators

In a previous work, The Innovator’s Dilemma, Christensen examines why so many companies fail to remain competitive when facing disruption, which doubles as a playbook for the disruptors themselves. The Innovators Solution provides thorough and practical advice that Fitzii used, together with our parent company the Ian Martin Group, to decide how we would structure and treat Fitzii as an innovative subsidiary within the larger established company.





FREE by Chris Andersonfree

The former editor of WIRED, who is even more famous for writing The Long Tail, blew minds with this book, about the second most powerful four-letter F-word. It’s crazy to think that before this came out, economists and marketers completely missed spotting the revolution – and it’s inevitable conclusion – that the price of software is always in a race to free. Since then, companies like Google, Evernote, SurveyMonkey, MailChimp and thousands more have proven the counter-intuitive insight that you’ll make more money when you give a lot away – exactly why at Fitzii we’re providing our applicant tracking software totally free.






Predictable Revenue by Aaron Ross and Marylou Tylerpredicatable

This book details the outbound sales strategy that propelled Salesforce.com’s success into the enterprise space (without making any cold calls!). The authors argue that key tweaks to the sales process can have the biggest pay offs, especially things you can eliminate, automate, outsource, or delegate. The book is packed with practical recommendations that have brought about many positive changes in the Fitzii sales process, from separating prospecting & closing activities, to spotting time waster prospects, better managing customer’s “how-to” needs, and improving our outbound email campaigns.


Books That Impacted Individuals at Fitzii

Here’s some more books that impacted specific people at Fitzii…

Mindset: The New Psychology of Success by Carol Dweckmindset

This is one of those books I want to read every year. It removed my excuses for not growing, and freed me from believing that who I am today is who I will always be. Dweck outlines how we can live out of a fixed mindset that believes talent is innate, or out of a growth mindset that believes talent comes from study, application and practice. Believing you can grow is essential to producing that result. -James




Man’s Search for Meaning by Viktor Franklmeaning

Frankl was a psychiatrist who spent years imprisoned in a Nazi camp and found that the people who survived were those who found meaning in their suffering. After being freed, he developed an approach to psychotherapy out of the position that our primary drive is our search for meaning. Half of this book is a retelling of his experiences, and the other is an explanation of his psychological belief system. Both parts will stick with you forever. For me in particular, it was the powerful and empowering idea that we each decide (and have complete control over) how we view any and every situation, including those at work.  -Edwin



Quiet: The Power of Introverts in a World that Can’t Stop Talking by Susan CainQuiet-Final-Jacket

While I’m not a true introvert (maybe introvert-light), this book spoke to me on a couple of levels. Having always preferred to spend hours buried in a book, and in thinking quietly before speaking, Quiet helped me to understand my personality in a more meaningful way.  Cain also reaffirmed my belief in the downside and danger of society’s near total embrasure of the culture of personality, forced collaboration, and the loud, self-promoting ideal of extroversion.  She passionately demonstrates how introverts are devalued and overlooked by a society enamoured with this ideal, often to its detriment. Strength. Innovation. Conviction. All can present themselves quietly and effectively if we choose to listen. -Ron



Necessary Dreams by Anna Felsdreams

Long before I heard of Facebook, Sheryl Sandberg, or leaning in, Anna Fels’s book, Necessary Dreams, gave me courage to be a woman with big ambitions. In a world that doesn’t often affirm women’s ambitions, the evidence and arguments of Dr. Fels’ book emboldened me to pursue to my desires and potential. I have to think that’s at least in part why I choose to work as a leader in a start-up; taking risks; building something; goin’ for it. Lean In was a similarly helpful, empowering book, but for me, it’s Necessary Dreams that has been talisman of my own ambition.  -Luz



The Adventures of Johnny Bunko by Daniel H. Pinkjohnny-bunko

Somewhat out of place among all these heavyweights, is The Adventures of Johnny Bunko, the only manga-illustrated business book I’ve ever read. It packs a lot of wisdom into a 20-minute read and six (work)life lessons, including “There is no plan”, “Make excellent mistakes” and “Leave an imprint.” I happened to hear Dan Pink speak about this book just around the time I was contemplating the scary notion of quitting my full-time job to start a company. The book, and Dan’s talk, combined to create one of those “aha” moments that gave me the courage to go for it (and that company became Fitzii). If you know a high school student, buy them this book.  -Ian




Hackers by Steven Levyhackers

Levy’s noted book on the “heroes of the computer revolution” follows the advent of computing from the 1950s to the early 1980s. You’ll recognize most of the names here, like Bill Gates, Steve Jobs, and Steve Wozniak, but they only account for half the story. The other half is in here as well. A must read for anyone interested in the tech sector.  -Andy




David and Goliath by Malcolm Gladwell41989tFt5PL._SL300_

In a nutshell, how to take perceived disadvantages and turn them into advantages. This book had a tremendous impact on how I looked at my day to day work. It is a personal challenge to call prospects who have no idea who you are, and who have never heard of Fitzii before. This book made me want to have a “David” year. Even though we are a small fish in a big pond, we have an opportunity to do things differently. We can come to battle on our terms, using our own weapons, and not have to play the same game others have for decades. I find change especially hard (as do many others), but this book is giving me the courage to try new approaches to our sales strategy. – Jonna


The Art of War by Sun TzuThe-Art-of-War

While I was a shy young guy studying management for the first time, I was given this book by a mentor, and it impressed me a lot. One of the oldest treatises on war, it talks about strategies to use in order to get power, and to keep it. Sun Tzu’s suggestions are quite violent, but can be used as a metaphor for business conflict. What’s most interesting to me, is that for Sun Tzu the best strategy to get power is to avoid war, and instead use information and intelligence.  The most important thing, in war and business, is to have the best knowledge of a situation.  -Jaoued



The Pragmatic Programmer by Andrew Hunt & David Thomasprogrammer

There aren’t a lot of technical books on this list, but for the coder, The Pragmatic Programmer is a fantastic guide to common-sense programming practices.  It does an amazing job of taking a broad perspective while delivering very concrete advice on practical programming, with applicability to virtually any language. It’s great book to pick up once in a while as a refresher, and to give new insights and techniques for solving whatever problems you’re currently working on.  -Greg


Whaddya think of the list? If you have any comments about any of these books, we’d love to hear them!


Against All Odds: A Story of Hiring Success

I want to tell you a story. I want to tell you a story about a guy named James.

James is a singer, a songwriter, and a classically trained musician.

As the co-founder of the folk duo, Ash & Bloom, James spent 10 years on the road touring and making great music.

Despite finding real success in the industry, James was feeling the effects of a life spent living in motel rooms and touring vans.  Personal relationships were suffering, other pursuits and passions (the ones that actually refreshed and fueled his musical creativity) were falling by the wayside, and the stress and effort of becoming successful was changing who he was.

When James looked in the mirror, he didn’t like the person he found looking back. He was faced with a life defining choice – continue his pursuit of musical success despite the personal cost, or find another line of work that would help him to be healthier and happier, at the expense of leaving the music industry behind.

For James, the choice was obvious. And that choice led him to Fitzii. James standing

The recruiting world knows what a false positive is. That candidate who looked terrific on paper, sounded great in the interview, and when they got on the job… well, let’s just say it’s back to the drawing board.

Unfortunately, everyone seems to have these hiring horror stories, and every company who finds themselves in this situation pays the price. And if you’re the owner of a small business, you can’t afford the cost of a false positive.

But what about the false negative? The one who got away, because the hiring manager didn’t like the resume, or the computer keyword search screened out the application. Not only has your company lost out on a great hire, you also face the possibility that your competitor may benefit from your mistake.

So how do hiring managers avoid costly false positives, not lose out on potentially great candidates, and at the same time, maintain an efficient and cost-effective hiring process?

Answering that question is exactly why we created the Fitzii Assessment.

After James left the music industry, he was faced with a daunting task – finding a “real-world” job, without any applicable “real-world” experience. He knew he had great instincts for business, and was willing to work really hard, but his only other experience outside of music was working part-time in a cabinet-making shop.

James didn’t stand a chance by traditional hiring standards. But, he actually scored pretty well in the Fitzii Assessment.

Each and every one us at Fitzii believes that by finding great fits between candidates and employers and connecting more people with meaningful work, we can help move the needle on that sad stat – that most employees aren’t engaged in their jobs.

With this in mind, the Fitzii Assessment was created to address what we believe to be the single biggest barrier to finding great matches for open jobs – resume screening.

The HR world has long known that resume screening doesn’t work. Back in the late-90s, a meta-analysis was done of 85 years of various studies, covering 19 different employee selection methods and their correlation with overall job performance. This landmark investigation found that the only way to have a good chance of hiring success is to combine multiple “predictively-valid” methods of selection. Things like work sample tests, structured behavioural interviews, skills and experience scoring, and psychometric tests all scored well (over .31) in predictive validity.

Resume screening, on the other hand scored just .18, one of the lowest of all selection methods; barely better than flipping a coin.

So instead of just collecting the resume and forcing hiring managers to look through them one-by-one, the Fitzii Assessment takes applicants through a 10-15 minute evaluation using attributes which are predictively valid.

The first section is a skills and experience review, which replaces resume screening with a standardized review of the qualifications hiring managers are looking for.

The second section is a personality (psychometric) test, which evaluates whether the person has the right traits to both enjoy and succeed in that particular job. Fitzii’s psychometric partner has correlated personality with success for more than 15 million employees over the last 30 years to create these predictive benchmarks.

And finally, the third section is about work-environment fit, where the candidate’s preferences for the type of culture, management style, and environment are compared with the role. This isn’t scientifically predictive, but can be a great indicator of red flags.

And it all comes together in a custom interview guide, where you can view the “Impact Statement” (the difference they want to make) of each candidate, and use recommended behavioural questions for a structured interview (another one of those high scoring methods).

The goal of the Fitzii Assessment is to see every candidate as a “whole person,” and help identify those who are most likely to both enjoy and excel on the job. The traits that underlie an individual’s personality are much more highly correlated with success on the job than a set of duties listed on a resume. Plus, it’s very easy to exaggerate and mislead on a resume, but far more difficult, and unlikely, to hide the characteristics that actually build a personality type.

James’ experience in the job market underscores the issue.  “I feel like the traditional application process is a sham on both sides. The employer pretends they want somebody perfect, and the applicant pretends to meet those standards. If both sides were honest with each other, they would both have more success at finding a real fit.”

Fitzii’s Hiring Success guru, Luz Iglesias, agrees. “The act of writing a resume is a deception in and of itself. The applicant isn’t telling the employer who they really are, and the employer is pretending that all that really matters is what’s written on the resume.”

One of the (many) problems with this model is that hiring managers hire candidates based on the resume, but fire employees based on personality. A recent study found that 46% of newly-hired employees failed within 18 months, and only 11% of them were unsuccessful because of technical competence – the vast majority were due to personality and attitude.

“Of all the competencies that predict on the job success,” Luz Iglesias says, “the two that are most highly correlated – the ones that neither employer nor employee can live without – are integrity and conscientiousness. And a resume doesn’t tell you if the candidate possesses those traits.”

If any other hiring manger had even seen James’ resume, they would have dismissed him immediately. They would never have seen that James’ personality traits predict that he is a hard-working, meticulous, and proactive problem solver with a high drive for results.

“I find it incredible,” says Luz, “not only that Fitzii found James, but that no one else was even willing to look at him. In James, we have a fantastic employee who contributes to the success of the business in a meaningful way, every day. He also complements the culture of the team in a way that makes everyone else better.”

This is what Fitzii does. This is how Fitzii is trying to make the world a better place, one hire at a time.

So let me tell you a story. A story about a guy named James.

James is a customer support specialist, a content creator, and a project manager at Fitzii.

Since coming to work with us, he has brought tremendous purpose, vision, and value, both as a co-worker and a friend.  He has made Fitzii better, and has found the kind of meaningful, fulfilling work that we believe all job-seekers deserve.

Oh, and that music thing?  He hasn’t entirely left that behind either.