Management: leadership and motivation Books
Business Expert Press Slow Down to Speed Up: Lead, Succeed, and Thrive
Book SynopsisThis book is a powerful new resource for leaders from the C-Suite to the front line. Filled with innovative new approaches, pragmatic tools, and real-life success stories, this book tackles the universal challenge of getting better, faster, more sustainable results in a world of nonstop demands and constant connectivity.Inside, you'll find the concepts and tools that help leaders successfully strategize, prioritize, lead with purpose, find balance, and gain a competitive edge in today’s fast-paced business environment. Based on Dr. Liz Bywater’s 20 years of professional experience helping individuals, teams, and organizations thrive, the book contains real-world illustrations of the challenges faced by today’s business leaders. Beyond that, it provides actionable guidance to help readers make the best decisions, create a proactive, future-focused work culture, catapult individual and team performance, and lead extraordinarily successful organizations.
£18.00
Business Expert Press Rules Don't Work for Me: My Code for Business and Life
Book SynopsisIt is tough to succeed in these days whether it's the business of life of the business of business. It can be especially tough for outliers. Here is the personal code for success for one outlier. Of course, it all depends on how one defines success. If success means happiness at home and in the workplace, this is the code for you.In this book we will explore nine principles to live and work by from an outlier perspective. This is not saying these principles and this personal code are the only way. They are just one way. The hope is that you will find your own way and embrace your own outlierness and uniqueness.The principles are: Know Thyself, Develop Courage, Develop Mastery, Grow Your Pennies, Be Tenacious, Have Faith, Lead the Way, Challenge the System, and Save the World.Along with these principles, the author will share a little of her story and stories from clients who came to her for career coaching. I have changed the names of clients to protect their confidentiality.Perhaps you wonder. What is an outlier? There is no one perfect definition. It means you may think different than others or feel left out or you don't relate to the status quo, or the status quo makes no sense. It may mean that whenever you follow whatever rules are set for you that those same rules don't seem to work for you. Consider rethinking the rules.
£26.55
Business Expert Press Cultivating an Entrepreneurial Mindset
Book SynopsisBoth success and failure start in the mind. From Tamiko’s years of practical experience in coaching entrepreneurs, she has uncovered the #1 reason that some of her clients succeeded while others failed: mindset. This book will help business/MBA students, aspiring and emerging entrepreneurs, executives, and leaders to think like entrepreneurs in 12 critical focus areas.Readers will uncover hidden thoughts that sabotage success as an entrepreneur. The author will cause you to experience a paradigm shift from an employee mindset to an entrepreneurial mindset. The text provides takeaways and practical action items to cultivate entrepreneurial thinking that will revolutionize the approach to business.
£21.80
Business Expert Press The Truth About Collaborating: Why People Fail and How to Succeed
Book SynopsisNow, more than ever before, organizations are encouraging work collaboration both in-person and remotely to increase productivity, enhance innovation, and attain the best results. However, leaders and teams often lack the essential knowledge, tools, and techniques required to avoid failure and achieve optimal outcomes.This book offers a refreshing approach that provides unique insights, examples, tools, techniques, checklists, and templates for successful collaborations. It opens with a review of the collaboration decagon of competencies–a self-test to reveal strengths, gaps, and practical tips to apply. Then, collaboration mindfulness is explained and guidelines based on the COIN model explain how to put this crucial mindset into action. Next, practical advice is offered for how to both encourage and manage discussion and disagreement throughout all four phases of the collaboration process.Having a clear focus for the collaboration topic as a problem or an opportunity is reviewed in detail, with tips on how to decide and discuss most efficiently. Guidelines for how to manage conflict and deal with challenging people are offered, based on strategies for each of the four conflict stages. Additionally, whole-brain techniques are explained to help collaboration teams invent the most unique options and solutions for innovation and change. The book concludes with proven strategies for how to overcome eight common obstacles to collaborations with confidence.
£25.16
Business Expert Press Leadership Through A Screen: A Definitive Guide to Leading a Remote, Virtual Team
Book SynopsisLeadership Through the Screen is a business leadership guidebook that tells a story. The book defines and helps provide key solutions for some of the greatest leadership challenges facing global managers today. Written in an easy-to-read manner, each chapter highlights a single issue through the eyes of a fictional VP of marketing. The authors have done the research and included it in these pages so that business leaders do not have to.This book is meant to serve as a map to help modern managers weave their way through many of the fundamental challenges of leading people in a global and virtual realm. It provides the tools, knowledge, and potential solutions these leaders can use to forge successful and productive virtual teams.
£21.80
Business Expert Press Transforming the Next Generation Leaders: Developing Future Leaders for a Disruptive, Digital-Driven Era of the Fourth Industrial Revolution (Industry 4.0)
Book SynopsisA company’s leadership pipeline is expected to deliver its next generation of leaders who are capable of leading now. It is evident that conventional leadership development practices are no longer adequate. Organizations need to incorporate the next-generation leadership competencies globally in order to address the development needs of their rising leaders.The current digital transformation that underpins the Fourth Industrial Revolution (also known as Industry 4.0) has ushered in a new business environment that is fast, open, and responsive, resulting in a number of organizational and leadership challenges. How do organizations develop the next generation of leaders to meet these challenges? This book is designed to provide insights into an understanding of the best practices and contemporary approaches to the identification, assessment, selection, and development of future leaders of an organization with a focus on executive and transition coaching as a development tool.
£21.80
Business Expert Press Managerial Communication for Professional Development
Book SynopsisManagerial Communication for Professional Development offers a unique functions approach to managerial skills.It explores what the communication managers actually do in business across the planning, organizing, leading, and controlling functions when professional skills are needed the most. The windows into practical reality adds contemporary information pertinent to key concepts in the chapters.Focusing on topics such as public image, impression management, reprimanding employees’ unproductive behaviors at work, effective presentations skills, employment communication best practices, and claims and argument missteps managers make during crisis. The contents of this book will help managers and future managers understand the professional development skills essential to management communication functions.
£21.80
Business Expert Press Practicing Leadership
Book SynopsisLeadership is a universal phenomenon that has preoccupied scholars, politicians and others for centuries. In the management context leadership has been consistently identified as playing a critical role in the success or failure of organizations and some surveys have pegged almost half of an organization’s performance on the quality and effectiveness of its leadership team. Apart from organizational performance, researchers have consistently found a strong correlation between leadership styles and behaviors and the job satisfaction and performance of subordinates.When formal interest in the study of leadership first began in the 19th and early 20th centuries, the so-called “great man” theory, which assumed that certain individual characteristics or traits could be found in leaders but not in non-leaders and that those characteristics could not be developed but must be inherited, was quite popular and many assumed that leaders were simply “born and not made”. As time passed, however, the consensus within the community of leadership scholars and consultants shifted significantly to the current working proposition that while some people do indeed appear to be natural leaders from birth it is nonetheless possible for many others with sufficient desire and willpower to develop into a “leader” by following a continuous process of work, self-study, education, training and experience. Practicing Leadership is intended to serve as a guide to basic principles of leadership and begins with an overview of definitions and conceptions of leadership and then continues with discussions of the roles and activities expected from an effective leader; personality traits and attributes which can be learned and perfected by persons that aspire to leadership positions; styles of leadership, which encompass the strategies used by leaders to engage with their followers and leadership in developing countries.
£21.80
Business Expert Press Cross-Cultural Leadership Studies
Book SynopsisLeadership is a universal phenomenon that has been consistently identified as playing a critical role in the success or failure of organizations. This book begins with an overview of the history and evolution of leadership studies and traces some of the major “schools” of leadership studies that have attracted the interest of researchers since the 19th century. Also discussed are the various theories and models of leadership that have emerged over that period.The author introduces cross-cultural leadership studies and then discusses cross-cultural competencies of global leaders, which are the practical applications of the information available from the researchers to the day-to-day activities of leaders in business organizations around the world. Finally, the book assesses the research on cross-cultural leadership, culture, and leadership in developing countries.
£21.80
Business Expert Press Chief Kickboxing Officer: Applying the Fight Mentality to Business Success
Book SynopsisBusiness and fighting are two sides of the same coin. Every businessperson, regardless of job role, engages daily in small acts of negotiation and conflict; understanding what are the characteristics of our conduct, and what are its strengths and weakness, will help us develop more effective relationships.Chief Kickboxing Officer shows how the fighting and business mindsets cross over in this process of discovery and, in particular, what lessons can be learnt from a highly-refined and scientific type of fighting system: the martial arts.By looking at four types of behavioral and leadership styles and mapping each of them onto a martial art, this book allows the readers to learn lessons best suited to their personality.
£21.80
Business Expert Press Be Different!: The Key to Business and Career Success
Book SynopsisThe fundamental goal of any business is to be different—to be better than those with whom it is competing. Every company should be on a journey to be the preferred provider of products or services to its markets by offering a great customer/client experience. A preferred provider is the company that customers and clients preferentially want to do business with, and often can charge a premium for what they provide.The fundamental goal of any individual is to be different—to be better than those with whom they are competing for that next job, whether internally or externally at a new company. Their goal is to demonstrate to the hiring manager that they are the best choice for that position. This book teaches how to be different. It is based on personal experience serving in the trenches as a CEO as well as a director on public, private and nonprofit boards.
£21.80
Business Expert Press On All Cylinders: Succeeding as an Entrepreneur and a Leader
Book SynopsisThe attacks of 9/11 and The Great Recession created a new economy: the new normal. The result has been greater demands for management to unleash the power within diverse workforces and rapidly respond to market and technology changes. Business owners and management express frustration with their ability to accomplish goals with their personnel who seem apathetic about their businesses.This book will help any leadership team use their talents to nimbly respond to shifting demands and create a better future for their business and their communities by transitioning from traditional management structures to a system of leadership behaviors. The components of that system include aligning the workforce, communicating rapidly and effectively throughout the organization, emphasizing ethical behavior, collaborating with clients and associates, and making informed decisions to improve operations and implement changes.The desired result is to develop an inclusive and high-performing workplace and innovation of new products and services that expand market positions and respond to market changes. These elements were critical to the author’s success leading an organization ready to close it’s doors to a market leader, and can help any business improve performance and profits in this 21st Century new normal economy.
£21.80
Business Expert Press Level-Up Leadership: Engaging Leaders for Success
Book SynopsisLevel Up Leadership is the first book with applied leadership development in one comprehensive read.Sharing knowledge gained by the author for over twenty years, this book will change your way of thinking about leadership in a profound and advantageous way. is the first book with applied leadership development in one comprehensive read, gained by the author over twenty-years. This book will change your way of thinking about leadership in a profound and advantageous way. How? The book is designed to train your mind to think and act as an authentic leader. Your professional demeanor will enhance as you master the six factors covered in this book.There are a plethora of leadership competencies that can be mastered. However, this book focuses on six that every leader must master to be successful. In addition to the seven chapters, four complimentary case studies apply your knowledge and leadership competency. Engaging leaders for success begins with your own personal skill development. Aspiring leaders will learn to develop skills that followers are eager to learn. Do not waste another moment, buy this book and watch your skills increase exponentially.The additional resource materials are expansive. Make this day be the day that you begin to earn the credential of executive leader. After reading this book, you will become a certified leader. Read it then contact me. I guarantee it!
£26.55
Business Expert Press Present! Connect!: Create and Deliver Presentations that Capture, Entertain, and Connect to ANY Audience
Book SynopsisMost people have the skills needed to become a successful presenter, but they don’t use them. When they do learn how to use these skills, they begin to enjoy the successful outcome of a focused, thoughtful, and informative presentation. This the premise of author Tom Guggino’s career as a leading presentation coach. As a former stand-up comedian, Tom applies the secrets of communicating your passion, commitment, and unique personal style. He has developed The Presentation Process to make professionals, executives, and students become effective presenters who enjoy making a presentation that fulfills its promise. Tom Guggino shares his acclaimed knowledge as a premier practitioner of helping people bring out their own talents to become a successful presenter.Present! Connect! combines a one-on-one conversational style with photos, cartoons and case studies that can improve your presentation skills quickly. Get ready to tap into your successful skills and start having fun presenting.
£23.70
Business Expert Press Three Key Success Factors for Transforming Your Business: Mindset, Infrastructure, Capability
Book SynopsisThere are many different change management models–some are very complex, others are not very effective. With the MIC (mindset, infrastructure, capabilities) model there is an easy-to understand and easy-to-use model presented that has proven itself many times over in practice. It is useful in both private and business settings, in both large transformation projects as well as smaller change projects. Every change requires the right mindset, the right infrastructure, and the necessary capabilities.MIC comes from practice and is for practice.This book is aimed at consultants and managers, HR managers, and project managers who need to lead or implement change programs. Executives and their teams will benefit from the book as much as individuals who want to change or face change in their lives. Finally, it addresses all those who watch the changes of our time and are curious to understand more deeply how changes do not have to be passively endured but can be actively understood and lived as an opportunity.
£26.55
Business Expert Press The Business-Minded CISO: How to Organize, Evangelize, and Operate an Enterprise-wide IT Risk Management Program
Book SynopsisInformation technology (IT) risk and information security management are top of mind for corporate boards and senior business leaders. Continued intensity of cyber terrorism attacks, regulatory and compliance requirements, and customer privacy concerns are driving the need for a business-minded chief information security officer (CISO) to lead organizational efforts to protect critical infrastructure and sensitive data. A CISO must be able to both develop a practical program aligned with overall business goals and objectives and evangelize this plan with key stakeholders across the organization. The modern CISO cannot sit in a bunker somewhere in the IT operations center and expect to achieve buy in and support for the activities required to operate a program.This book describes the thought process and specific activities a leader should consider as they interview for the IT risk/information security leader role, what they should do within their first 90 days, and how to organize, evangelize, and operate the program once they are into the job. It provides practical, tested strategies for designing your program and guidance to help you be successful long term. It is chock full of examples, case studies, and diagrams right out of real corporate information security programs. The Business-Minded CISO is a handbook for success as you begin this important position within any company.
£23.70
Business Expert Press Hiring for Fit: A Key Leadership Skill
Book SynopsisA key skill for any leader is the ability to hire a great team, and this skill requires a considerable depth of knowledge of the complex subject of fit. Most organizations talk about the need to hire for fit, but many go about hiring in the wrong way because their leaders don’t fully understand the concept of fit.Hiring for Fit goes to the heart of what fit really means and provides expert insight for anyone involved in making hiring decisions. The author studied the personality traits and attributes of successful hires and developed a comprehensive system to hire the right fit for any role. The entire process is an application of her unique Trait Alignment Protocol (TAP), which is the key to identifying fit and maintaining fit over the long term.By applying the thorough and practical fit strategy described in the book, leaders will gain expertise in the complex subject of fit, replace seat-of-the-pants hiring with a reliable process, gain confidence in assessing a candidate’s fit, make well-founded hiring decisions that avoid common hiring pitfalls, and pave the way for effective employee retention and advancement and for succession planning.
£23.70
Business Expert Press The Successful New CEO: The Core Leadership
Book SynopsisThis book is for anyone on the pointy part of the organizational pyramid, whatever your title is. Every leader and organization is unique. But new CEOs often share many experiences, situations, and decisions. This book shines a light on those and illustrates the fundamental principles that will guide a new CEO through them. The Successful New CEO is organized into four parts: Becoming an Executive: Leaders can only lead out of who they are. How do you become the kind of person who successfully and gracefully inhabits this role? Seven Essential Executive Skills: The skills that earned you the role may not be what you need in that role. What are the critical leadership skills that become even more important as a CEO? Leading Your Leadership Team: CEOs head up leadership teams. How do you lead a confident, capable leader? How do you build a team out of leaders? First Things: Where do you start? How do you quickly build credibility and engagement? What is too fast or too slow? The Successful New CEO will help you quickly gain the confidence of others, successfully address the inevitable issues you will discover, score early wins, and set the course for a fruitful future.
£25.46
Business Expert Press Strengths Oriented Leadership: The World Through Bee Glasses
Book SynopsisThis book is about talent, strengths and positive psychology. Everyone is naturally talented in certain areas and if we get the opportunity to use our talents at work and develop them into strengths then we can work better, faster and far more productively. Bees search for pollen and they find it in the beautiful, successful, growing things around us: flowers. Flies search for rotting trash, bacteria and ugliness. Do you want to go through life like a fly or like a bee? These pages present the overwhelming scientific evidence that strengths-based leadership and collaboration lead to more productivity, more innovation, better well-being at work, lower absenteeism, and better health. Learning to recognize your talents, leverage them into strengths and, mitigate your weaknesses will change the way you and your colleagues work.
£26.55
Business Expert Press Creating A Business and Personal Legacy
Book SynopsisWorldwide, there is a growing interest on how to uncover one’s true purpose in life and legacy. It is a subject that crosses the minds of everyone regardless of geographic location, gender, age, or occupation. Using fictional, but highly plausible stories, this short book crystalizes key ideas on how to create a lasting business and personal legacy. With rising cases of depression resulting from personal and career challenges, this book provides refreshing perspectives on how to find new meaning and happiness in one’s life while making a relevant and lasting impact.
£23.70
Business Expert Press Leadership In Disruptive Times
Book SynopsisDisruption is happening everywhere and in every aspect of our lives. It is happening at a scale and speed that is unprecedented in modern history, impacting diverse industries, from financial services to retail, media, logistics and supply chain, manufacturing, education, professional services, and life sciences. Leaders are finding it challenging to navigate the near-insurmountable challenges resulting from the impact of these disruptive events on their organizations.The right leadership is critical for organizations to thrive in a disruptive business environment. How should we define leadership in such an environment? Are the current leadership practices and competencies still relevant in the face of such disruption? What are the attributes of a “disruptive digital leader”? How can leaders set themselves up not only to survive but also to thrive in navigating the challenges of disruptive events and crises?This book provides insights into an understanding of disruptive leadership. It explores the key success factors for digital transformation of organizations in the highly disruptive, increasingly VUCA-driven era of the Fourth Industrial Revolution (also known as Industry 4.0). The book also examines the fundamental qualities of disruptive leadership that would distinguish successful leaders as they guide their organizations through the impact of the COVID-19 pandemic and the digital transformation at the workplace.
£34.15
Business Expert Press A Time of Change in Hospitality Leadership
Book SynopsisThis book is an introduction to the challenge of modern leadership. Leadership has changed from the traditional perspective to be one which is far broader based, with more expected and asked. Leaders today need to consider their stakeholders, their employees, the communities and society in which they operate, the environment, culture, and trends. The world has changed so much in the last ten years and many are lagging behind in their understanding. At the same time, we are about to witness a change in generations and the question arises as to whether industry is ready to empower and pass on the baton of leadership? The main goals are to help students to understand what will be asked of them as they become leaders. It is aimed to challenge perceptions, thinking, and knowledge. Also, it aims to prepare students to identify how leadership has changed people’s lives and help develop critical thinking about the role of leaders in business and in society.
£31.30
Business Expert Press Build Better Brains: A Leader’s Guide to the World of Neuroscience
Book SynopsisThe exciting news is that leadership has become measurable in the brain. This opens a new perspective on “the biology of leadership”. Have you every wished to discover what lies inside of the box on top of your head? Are you aware that by reading this book you will forever change your brain, because your brain is an eternal construction site? Did you know that we have three brains? One brain in the brain, one in the heart, one in the gut? With Millennials and Generation Z becoming most of our workforce, the way we think about leadership is changing. Advances in neuroscience can prepare leaders to build a culture of trust and purpose for themselves and their teams. Build Better Brains is neither a leadership book nor a book on neuroscience. It merges the best of the two worlds to serve a new type of leader emerging with contemporary organizations. Build Better Brains: Offers practical, science-based applications for improving the efficiency of leadership in today’s fast-paced VUCA world; Applies the knowledge and tools of neuroscience as foundation for leading people and building better companies; Is based on simple concepts, utilizing the latest insights from both leadership and neuroscience, without missing out on scientific facts; Teaches, but also entertains: leadership is full of fights, fiction, failures, but should also be fun; Serves the common need in today’s over-engineered yet antiquated workplaces to discover the magic inside our brains. Leadership is born in the brain.
£25.16
Business Expert Press Leadership in The Digital Age: Renaissance of The
Book SynopsisThis is a book for anyone intrigued by the complexities of digital leadership that require a capability to constantly balance the routines of everyday business with the ability to innovate. Finding the appropriate mix between the dichotomy stability—flexibility has been a delicate task that few, if any, corporations have properly managed to overcome. Why is that? This conundrum becomes acute as businesses embark on digital transformations, an often-painful venture highlighting the deficiencies of traditional management styles but also agile methodologies. They deliver results that are far below initial expectations, provide half-baked digital solutions where potential commercial gains are poorly captured and leveraged, and, far too often, not even identified. Mismatches between technologies, the man-machine (dis)connect, or organizational dysfunctionality are typically identified as root causes, but beneath them lurks a more scathing problem: an inadequate leadership. This inadequacy rests on a lack of holistic insights backed by well-rounded skills and sets of knowledge that are required to understand all aspects of a digital transformation, as well as its participants from employees to customers. Thus, what is needed is a modern take of the Renaissance Man.
£23.70
Business Expert Press The Trust Factor: The Missing Key to Unlocking Business and Personal Success
Book SynopsisTrust, it binds us together in our deepest most fulfilling relationships, attracts and retains the best employees, and turns clients into raving fans. Let me show you how to heal old wounds, become a sought out business leader to work for, and create a loyal following of people who cannot imagine going without the service you provide to them. Broken trust and old wounds. Learn how to forgive and learn without condoning the act that broke your trust. Old wounds only hold you back, not the other person. The trust that binds. Understand and feel the freedom you have by knowing others have your back. Creating a culture of trust. Be the leader of integrity that the best and brightest want to work for. Client connection. Move far beyond customer loyalty by being the company your clients tell everyone else about. Trust is truly the missing key to unlocking business and personal success!
£26.55
Rutgers University Press An Athletic Director’s Story and the Future of
Book SynopsisRobert Mulcahy’s chronicle of his decade leading Rutgers University athletics is an intriguing story about fulfilling a vision. The goal was to expand pride in intercollegiate athletics. Redirecting a program with clearer direction and strategic purpose brought encouraging results. Advocating for finer coaching and improved facilities, he and Rutgers achieved national honors in Division I sports. Unprecedented alumni interest and support for athletics swelled across the Rutgers community. His words and actions were prominent during a nationally-reported incident involving student athletes. When the Rutgers Women’s Basketball team players were slandered by racist remarks from a popular radio talk show host, Mulcahy met it head on. With the coach and players, he set an inspiring example for defending character and values. Though Mr. Mulcahy left Rutgers in 2009, his memoir reflects continued devotion to intercollegiate athletics and student athletes. His insights for addressing several leading issues confronting Division I sports today offer guidelines for present and future athletic directors to follow. Trade Review“From the creation of the Pinelands to the development of the Meadowlands, Bob Mulcahy was there. He brought Rutgers athletics to national prominence. A leader with intelligence and integrity. I have always valued Bob’s thoughts, advice and judgement. You will too!” -- Thomas Kean * Governor of New Jersey, 1982-1990 *“Bob and I shared a bond and a vision that is rare in this era of intercollegiate athletics. He took a chance on me and stood by me through thick and thin. Because of Bob Mulcahy, Rutgers is in the Big Ten Conference. For a man who loves Rutgers and all things New Jersey, what a legacy.” -- Greg Schiano * Head Football Coach, Rutgers University, 2001-2011 *“This book is about a man whose life has been marked by honesty and insightfulness. His candid look at Rutgers and College Athletics makes for an interesting, thoughtful and sometimes provocative read.” -- Mike Tranghese * Former Commissioner Big East Conference *“Throughout his journey of public service Bob led with integrity, adhering to high moral and ethical standards, characterized by an uncompromising compassion for others. His visionary leadership created a family-like sense of community at Rutgers, enabling us to pursue and achieve excellence. It was inspiring to coach during his administration and gratifying to have him share his wisdom and experiences with students in courses I taught. This book is a primer on effective leadership as well as a historical perspective of Rutgers athletics.” -- Marian Rosenwasser * Head Coach, Women’s Tennis, Rutgers University 1981-2003 *Sports Byline USA interview with Robert E. Mulcahy * Sports Byline USA *"Chronicle of Higher Education Selected New Books on Higher Education"compiled by Ruth Hammond * Chronicle of Higher Education *Table of ContentsWhy Rutgers On the way to Rutgers Long overdue for change Rebuilding a program The Don Imus incident Upholding traditions Conferences : the Big East and the Big Ten Choosing coaches and doing it right Proud with no regrets After Rutgers, and leading issues for NCAA sports A call for values and final thoughts
£25.19
Rutgers University Press Junctures in Women's Leadership: Health Care and
Book SynopsisJunctures in Women’s Leadership: Health Care and Public Health offers an eclectic compilation of case studies telling the stories of women leaders in public health and health care, from Katsi Cook, Mohawk midwife, to Virginia Apgar, Katharine Dexter McCormick and Florence Schorske Wald, to Marilyn Tavenner, Suerie Moon, and more. The impact of their work is extraordinarily relevant to the current public discourse including subjects such as the global COVID-19 pandemic, disparities in health outcomes, prevention of disease and the impact of the Affordable Care Act. The leadership lessons gleaned from these chapters can be applied to a broad array of disciplines within government, private business, media, philanthropy, pharmaceutical, environmental and health sectors. Each chapter is authored by a well versed and accomplished woman, demonstrating the book’s theme that there are many paths within health care and public health. The case study format provides an introductory section providing biographical and historical background, setting the stage for a juncture, or decision point, and the resolution. The women are compelling characters and worth knowing.Trade Review“Kudos to O’Dowd and Charbonneau for identifying outstanding women leaders to compile these case studies that both humble and inspire the reader. These lessons remind us it takes one person, using both the adversity of their lives and the talents they have acquired, to improve the health of both communities and the world. Never has there been a more important time in healthcare history to extend ourselves to apply both intellect and persistence to leave our mark.“ -- Amy B. Mansue * President and CEO, Inspira Health *“This is a motivating collection of stories about exceptional leaders. Women of diverse backgrounds, and bound by specific attributes: passion about the well-being of the people they serve and commitment to improving the social and structural forces that shape their health. An important reminder that one’s legacy can be defined by one major accomplishment, or by many smaller achievements over time.” -- Jewell Mullen * Associate Dean for Health Equity, Dell Medical School *"Mary O’Dowd examines the stress and mental health issues healthcare workers face and the impact of misinformation about COVID." * State of Affairs with Steve Adubato *“Kudos to O’Dowd and Charbonneau for identifying outstanding women leaders to compile these case studies that both humble and inspire the reader. These lessons remind us it takes one person, using both the adversity of their lives and the talents they have acquired, to improve the health of both communities and the world. Never has there been a more important time in healthcare history to extend ourselves to apply both intellect and persistence to leave our mark.“ -- Amy B. Mansue * President and CEO, Inspira Health *“This is a motivating collection of stories about exceptional leaders. Women of diverse backgrounds, and bound by specific attributes: passion about the well-being of the people they serve and commitment to improving the social and structural forces that shape their health. An important reminder that one’s legacy can be defined by one major accomplishment, or by many smaller achievements over time.” -- Jewell Mullen * Associate Dean for Health Equity, Dell Medical School *"Mary O’Dowd examines the stress and mental health issues healthcare workers face and the impact of misinformation about COVID." * State of Affairs with Steve Adubato *Table of ContentsForeword to the Series New Foreword to the Series Preface Katsi Cook: “Research and Ceremonies and Healing Are an Empowerment Process”—a Mohawk Midwife Brings the Needs of Women into Environmental Health Research Elizabeth Hoover Mona Hanna-Attisha: Using Her Voice to Advocate for Environmental Justice in the City of Flint Colleen Blake and Mary E. O’Dowd Katharine Dexter McCormick: Examining an Advocate’s Path—Advancing Women’s Reproductive Rights through Philanthropic Support for Oral Contraception Development Mary Wachter and Erica Reed Mary Engle Pennington: Transforming Food Safety with the Power of Persuasion and a Steadfast Commitment to Good Science and the Public’s Health Akanksha Arya and Christina Tan Florence Schorske Wald: Standing by Her Principles—Not by a Title—to Bring Hospice to the United States Patricia A. Findley, Suzanne Willard, and Jacqueline Hunterton-Anderson Virginia Apgar: Focusing on Prevention, She Structurally Transformed Maternal and Child Health for Generations Mary E. O’Dowd and Colleen Blake Marilyn Gaston: Changing the Face of Healthcare through Research, Public Service, and Community Health Denise V. Rodgers and Grace Ibitamuno Jane E. Brody: Using Journalism to Impact Personal Health, One Column at a Time Dawn Thomas and Christina Chesnakov Risa Lavizzo-Mourey: Leading the Nation to Adopt a Culture of Health Raquel Mazon Jeffers and Christina Chesnakov Marilyn Tavenner: From Crashing Patients to Crashing Websites Heather Howard and Carson Clay Ruth Williams-Brinkley: Facing Opportunities and Challenges at the Intersection of Community and Healthcare Elizabeth A. Ryan, Ruth Charbonneau, and Alexander M. Bartke Suerie Moon: Shaping the Governance of a Complex Global Health System to Achieve Equity Alexander M. Bartke and Ann Marie Hill Acknowledgments Contributors Index
£107.20
Rutgers University Press Time to Get Real!: Turning Uncertainty into an
Book SynopsisYou chose this book because there are important things on your mind. This is a market and time-tested guide to leading an intentional life. Our Life and Career Planning Model requires attention and work on your part but the time and effort will pay off. It’s Time to Get Real! helps you take control, directing you through a process leading to actions that result in personal and professional success. Manage unforeseen challenges with resilience, confidence, and self-direction. Make decisions and choices that create opportunities for you. Integrate your life and career and build the future that you desire. The Life and Career Planning Model in Time to Get Real! has been utilized by individuals in early, mid and later career and life. Too many individuals let life happen to them. Control more of your life through readiness and preparation. We can help you visualize a future that you desire and a road that you can travel to get there. Written by Alex J. Plinio, and Melissa Smith, acclaimed business leaders and life and career planning specialists, this book is filled with instructive case studies, illuminating stories, interactive exercises, and inspirational quotes enabling you to unlock those things leading to personal satisfaction and success. The Life and Career Planning Model helps you target what matters the most to you in your life while providing the impetus to move you forward in a positive direction. Whether you are 21, 41, or 61, it is now Time to Get Real! Trade Review“It is time! Time to live your purpose, personal mission, and passion. Time to Get Real! gets you there with thoughtful and direct questions and exercises. No baloney. A must in the search for self-fulfillment." -- Ellen Lambert * retired Chief Diversity Officer, Foundation President and Senior Director PSEG Corporation *"If you have been looking for the trail that leads towards personal and professional fulfillment, you are holding the map in your hands! This book is a step by step guide that will not only lead you to becoming all that you are meant be, but will also develop the essential skills that will enable you to steadily weather the journey!” -- Todd Polyniak * CPA, Partner, SAX Tax and Advisory Firm *Voice of America "Finding Your Frequency" podcast interview with Alex J. Plinio https://www.voiceamerica.com/guest/46111/alex-plinio * Voice of America "Finding Your Frequency" podcast *"This book is for anyone who has felt betrayed by their career" by Erica Lamberg https://www.theladders.com/career-advice/this-book-is-for-anyone-who-has-felt-betrayed-by-their-career * The Ladders *Preferred Company Radio interview with Melissa Smith https://www.spreaker.com/user/preferredcompany/joel-fran-12-26-2019 * Preferred Company podcast *Table of ContentsIntroduction Part I: SELF – A review of those aspects of your life that make you who you are. Chapter 1: Interests Chapter 2: Joy Chapter 3: Personal Values Chapter 4: Relationships Chapter 5: Life Purpose Chapter 6: Life Balance Part II: WORK AND CAREER – A review of those aspects of your work and career that help you to better perform and progress. Chapter 7: Personal Strengths and Development Areas Chapter 8: Organization Mission, Culture, and Values Chapter 9: Financial Plans Chapter 10: Current and Future Position Chapter 11: Crossing Age Groups and Cultures Part III: PUTTING IT ALL TOGETHER –Using all aspects of your self, work, and career to create a future that you can plan and work toward. Chapter 12: Personal Vision Chapter 13: Analysis and Learning Chapter 14: Planning, Action and Renewal Conclusion Acknowledgements Resources Author Biographies
£26.09
Presses Polytechniques et Universitaires Romandes Leaderspritz – The Interpersonal Leadership
Book SynopsisSuccessful leaders tend to have one thing in common: They are experts in social interaction. They express themselves clearly and effectively, understand their colleagues, and adapt to all situations. A leader needs to not only be able to inspire, motivate, and convince those around them, but also listen, be attentive, and adapt to their coworkers. It is by combining these skills that the authors of this book have come up with the Leaderspritz: an interpersonal leadership cocktail. Written by experts in the field of leadership education in universities and corporations, Leaderspritz is based exclusively on scientific research. Whether a person is currently in a leadership position or about to become a leader, this accessible, interactive reference, which is rich in empirical results, anecdotes, scientific theories, and practical tools, will allow them to improve their skills and successfully carry out their responsibilities.Table of ContentsAn Introduction to Leaderspritz: A Scientific Cocktail1 Why Are Leaders Important?2 The Fourteen-Billion-Dollar Question3 The Science of Communication4 Can We Trust Our Brains? Heuristics and Stereotypes5 Listening Skills6 Being a Good Leader7 How to Give a Killer Presentation8 How to Organize an Effective Meeting9 How to Manage Conflicts A Lesson in Diplomacy10 How to Negotiate An Interaction with Four Principles11 Giving Constructive Feedback12 Your LeaderspritzReferencesThe Authors
£25.00
Springer Nature Switzerland AG The Simple Truths About Leadership: Creating a
Book SynopsisIn the middle of the last decade, businesses have suffered serious harm due to the world-wide economic slowdown/great recession, geopolitical tensions and conflicts, and the very unpredictable nature of our government. In the process of staying the course, many business leaders have made a number of decisions and have taken a number of actions that have done harm to their relationships with their own employees. The resultant psychological contract told employees that their leaders were in it for themselves, for owners and stockholders, for positive reports from Wall Street, for their customer base … for every stakeholder group other than the people who work there. This book offers a road map for creating a more engaged, committed workforce by adopting and maintaining a People-Centric culture. After describing why commitment and engagement are so important today, the author speaks to how mindsets that reflect an older business reality need to change before any sustainable change in behavior and work culture can occur. This book underscores the role that leaders need to play by embracing 10 Simple Truths that underlie long-term, sustainable business success. Some argue that we may be approaching the next recession, and it is in those down times that businesses will need their people most. Now is the time for leaders to proactively start earning that support and turn their people into their partners rather than just their hired hands. With a case study that describes a true People-Centric leader and that demonstrates what it takes to lead a culture change, this book is a call to action for leaders everywhere to (a) become a People-Centric leader, (b) earn the right to lead others toward this end, and (c) align their company culture with the mindset and capabilities needed to produce and sustain long-term business success. If you are not getting the best from your people, read this book with the goal of turning that around. You will find it to be a good blueprint for leaders who attempt to create a more People-Centric culture.Table of Contents1. Setting the Stage.- 2. Times are a Changing... And So is Everything Else.- 3. The Answer Has Been Hiding in Plain Sight.- 4. What Does it Mean to Be a Partner.- 5. Balance Matters.- 6. Corporate Culture: It Takes More Than Donuts.- 7. Leading Culture Change - Moving From Here to There.- 8. Leading Self and Others To A More People-Centric Being.- 9. Growing the Next Generation of People-Centric Leaders.- 10. Leading A Culture Change Revolution - Your Leadership Challenge.- 11. Corporate Culture and People-Centric Leadersihp at Beryl- An Interview with Paul Spiegelman.
£25.19
Springer Nature Switzerland AG Increasing Learning & Development's Impact
Book SynopsisThis book provides a guide to the process of accrediting training programs, sets out how to achieve consistent measurement of the results of training, and explains why accreditation is critical for capturing and developing today’s workers’ skills, aiding retention, and boosting strategic organizational credibility with millennials. Workplace and executive training is a multi-billion dollar industry and yet an enormous percentage of that budget is spent on programs that have never been rigorously examined to ensure that they are fit for purpose and deliver value for the money. If you’re signing off on that budget, or asking your people to spend time on training programs, shouldn’t that concern you? Training accreditation offers vital quality assurance, ensures global consistency of results and delivers accountability for learning and performance outcomes. Apart from delivering better results and greater ROI, organizations can differentiate themselves from their competitors in the employment marketplace by offering accredited proprietary training. After all, digital natives, and indeed all of today’s most talented potential employees, expect (and increasingly demand) the high quality, engaging and transferable employee development that only accredited programs can deliver. Aligning with the standards set by the International Association of Continuing Education and Training (IACET) – today’s premier accreditation body for training programs – the authors offer principles for quality program structure, delivery, and improvement needed to achieve accreditation. They share practices used by high quality training program managers today, covering business alignment and program administration along with the planning, design, delivery and evaluation of learning systems.Table of ContentsCHAPTER 1: INTRODUCTION............................................................................................... 1 1.1: Rationale for Accreditation......................................................................................... 2 1.2: Business Case............................................................................................................... 7 1.2.1: Today’s Risk Reduced........................................................................................ 7 1.2.2: Tomorrow’s Risk Avoided.................................................................................. 8 1.2.3: Adapt to External Pressures to Change and Re-size............................................. 8 1.2.4: Reduce Direct People Costs................................................................................. 9 1.2.5: Always Innovate................................................................................................. 9 1.2.6: Attract Workers You Want................................................................................ 10 Conclusion......................................................................................................................... 11 References......................................................................................................................... 12 CHAPTER 1: MANAGER TIPS...................................................................................... 14 CHAPTER 1: SUPPLEMENT.......................................................................................... 15 Supplement Tool 1A: The Advanced Organizer............................................................ 15 PART I: STRUCTURE, RESPONSIBILITY AND CONTROL......................................... 18 CHAPTER 2: ALIGN LEARNING WITH ORGANIZATION MISSION VALUES....... 20 2.1: Vision, Mission and Values as Strategy.................................................................... 20 2.2: Alignment Benefits Accreditation.............................................................................. 23 2.2.1: Philosophy on Employee Education.................................................................. 24 2.2.2: Provides Direction............................................................................................. 26 2.2.3: Unifies the Team............................................................................................... 27 2.2.4: Claims Authority............................................................................................... 27 2.3: Steps to writing a Mission and Values Statement..................................................... 28 Conclusion......................................................................................................................... 30 References......................................................................................................................... 30 CHAPTER 2: MANAGER TIPS...................................................................................... 32 CHAPTER 2 : SUPPLEMENT......................................................................................... 34 Supplement Tool 3A: Steps to Writing a Mission and Value Statement......................... 34 CHAPTER 3: STRUCTURING FOR ACCOUNTABILITY............................................... 42 3.1: Models for Structure................................................................................................. 42 3.1.1: Centralized Training Organization..................................................................... 44 3.1.2: Decentralized Training Organization................................................................. 44 3.1.3: Business Embedded Model............................................................................... 45 3.1.4: Corporate Universities and the Emerging Federated Model............................... 46 3.2: Responsibility and Accountability for Learning....................................................... 47 3.2.1: The Senior Learning Executive.......................................................................... 48 3.2.2: Senior Learning Executive Responsibilities....................................................... 48 3.2.3: Learning Processes............................................................................................ 49 3.2.4: Learning Administration................................................................................... 49 3.2.5: Learning Maintenance...................................................................................... 50 3.2.6: Training Audit................................................................................................... 50 3.3: Accountability for Continuing Education Units (CEUs)........................................... 52 3.3.1: Purpose of CEU................................................................................................ 52 3.3.2: Calculating CEU................................................................................................ 52 3.3.3: Recording CEU................................................................................................. 55 Conclusion......................................................................................................................... 55 References......................................................................................................................... 56 CHAPTER 3: MANAGER TIPS...................................................................................... 57 CHAPTER 3: SUPPLEMENT.......................................................................................... 59 Supplement Tool 3A: CEU WORKSHEET (Face-To-Face Event).................................. 59 Supplement Tool 3B: CEU WORKSHEET: Online/Self-Paced...................................... 60 CHAPTER 4: MANAGEMENT OF TRAINING.................................................................. 61 4.1: Learning Environment and Resources...................................................................... 62 4.2: Assessing the Learning Environment........................................................................ 62 4.3: Providing Support Services....................................................................................... 64 4.3.1: Registration Methods......................................................................................... 65 4.3.2: Notifications and Access................................................................................... 66 4.3.3: Seating Arrangements........................................................................................ 66 4.3.4: Equipment to Support Learning......................................................................... 67 4.3.5: Refreshments.................................................................................................... 68 4.3.6: Event Evaluation............................................................................................... 69 4.4: Creating a Supportive Learning Environment......................................................... 70 Conclusion......................................................................................................................... 70 References......................................................................................................................... 71 CHAPTER: 4 MANAGER TIPS...................................................................................... 72 CHAPTER 4: SUPPLEMENT.......................................................................................... 74 Supplement Tool 4A: Tool to Assess the Organization’s Learning Climate.................. 74 PART II: PLANNING THE ENVIRONMENT AND EDUCATIONAL EVENTS.......... 77 CHAPTER 5: PLANNING FOR LEARNING....................................................................... 80 5.1: Quality Management Background............................................................................ 81 5.1.1: Continuous Improvement.................................................................................. 81 5.1.2: Quality and Continuous Improvement in the Context of Learning.................... 83 5.2: Quality Approach to Training – Strategic Planned Learning.................................. 83 5.2.1: Clean up the Talk.............................................................................................. 84 5.2.2: Don’t Say Curriculum!...................................................................................... 84 5.2.3: Structured Learning Plans – the Learning Blueprint........................................... 85 5.2.3.1: Organizational, Job and Individual Needs............................................ 87 5.2.3.2: Planning the Learning Blueprint (shhh! – curriculum planning)......... 88 5.2.3.3: Writing a Learning Blueprint (shhh! - curriculum design).................... 89 5.2.3.4: Formalize the Learning Blueprint......................................................... 90 5.3: Creating Courses – a Design Process...................................................................... 91 5.3.1: Instructional Systems Design (ISD).................................................................. 92 5.3.1.1: ADDIE Model..................................................................................... 92 5.3.1.2: Dick and Carey Systems Approach Model.......................................... 94 5.3.1.3: Successive Approximation Model (SAM)............................................. 95 5.4: Plan to Evaluate......................................................................................................... 96 Conclusion......................................................................................................................... 97 References......................................................................................................................... 97 CHAPTER 5: MANAGER TIPS...................................................................................... 99 CHAPTER 5: SUPPLEMENT........................................................................................ 100 Supplement Tool 5A: Sample Learning Blueprint....................................................... 100 CHAPTER 6: IS TRAINING THE ANSWER? ASSESSING NEEDS............................. 101 6.1: Assessing the Real Need – Determining the Business Problem/GAP...................... 101 6.1.1: Framing the Problem....................................................................................... 103 6.1.2: Type of Need.................................................................................................. 104 6.1.3: Investigating Root Causes................................................................................ 106 6.1.3.1: Individual–Level Root Causes............................................................ 106 6.1.3.2: Organization-Level Root Causes....................................................... 107 6.2: Conducting a Needs Assessment.............................................................................. 110 6.2.1: Setting the Limits............................................................................................. 111 6.2.2: Determining the Data Needed.......................................................................... 111 6.2.3: Identifying Sources of Information................................................................. 111 6.2.4: Selecting Methods for Data Collection........................................................... 112 6.2.5: Collecting and Analyzing the Data.................................................................. 112 6.2.6: Communicating Needs Assessment Results..................................................... 113 6.3: Issues in Needs Assessments.................................................................................... 114 6.4: Planning for Strategic Organizational Learning beyond Needs Assessment......... 115 Conclusion....................................................................................................................... 116 References....................................................................................................................... 116 CHAPTER 6: MANAGER TIPS.................................................................................... 118 CHAPTER 6: SUPPLEMENT........................................................................................ 119 Supplement Tool 6A: Needs Assessment Diagnosis – Where is the real Problem?...... 119 Supplement Tool 6B: Checklist to Guide Training Needs Assessment......................... 121 PART III: BENEFITS AND OUTCOMES........................................................................... 122 CHAPTER 7: INTENDED LEARNING OUTCOMES...................................................... 125 7.1: Name the Program Goal......................................................................................... 125 7.1.1: Training Program Goal Looks to the Future..................................................... 126 7.1.2: Training Program Goal Covers Broad Changes................................................ 127 7.2: Differentiate Goals and Objectives......................................................................... 127 7.3: Analyze Jobs to Determine Performance Objectives............................................. 128 7.3.1: Job Analysis................................................................................................... 129 7.3.2: Performance Objectives in Domains.............................................................. 131 7.3.2.1: The Cognitive Domain..................................................................... 131 7.3.2.2: The Psychomotor Domain................................................................ 133 7.3.2.3: The Affective Domain....................................................................... 134 7.3.3 Using Domains in Performance Objectives..................................................... 136 7.4: Write High Quality Performance Objectives........................................................ 137 7.4.1: Marrying Performance Objectives and Instructional Objectives.................... 137 7.4.2: Descriptors in Every Performance Objective................................................. 137 7.5: Uses for Performance Objectives............................................................................ 139 7.6: Creating Evaluation Methods to Test Objectives................................................... 140 7.7: Preparing Learning Outlines or Storyboards......................................................... 140 7.7.1: Instructional Plan or Storyboard..................................................................... 141 7.8: Writing, Buying or Buying and Modifying Instructional Materials....................... 142 7.9: Communicating Training Events as Opportunities................................................. 142 7.9.1: Communicate to Employees........................................................................... 143 7.9.2: Communicate to Other Managers................................................................... 143 Conclusion....................................................................................................................... 144 References....................................................................................................................... 145 CHAPTER 7: MANAGER TIPS.................................................................................... 147 CHAPTER 7: SUPPLEMENT........................................................................................ 148 Supplement Tool 7A: Instructional Objectives Worksheet........................................... 148 CHAPTER 8: WHO SHOULD BE INVOLVED IN INSTRUCTION?............................. 149 8.1: Qualifying as a Learning and Development Professional....................................... 150 8.2: Knowledge, Skills, Attitudes and Other Competencies Essential for Learning..... 150 8.3: Learning and Development Professionals Skills..................................................... 151 8.3.1: Needs Assessment Skills................................................................................. 152 8.3.2: Job Analysis Skills.......................................................................................... 153 8.3.3: Design Skills.................................................................................................... 154 8.3.4: Development Skills......................................................................................... 154 8.3.5: Implementation Skills...................................................................................... 155 8.3.6: Evaluation Skills.............................................................................................. 156 8.4: Documenting Learning and Development Professional Qualifications.................. 156 8.5: Developing Learning and Development Professional Skills.................................... 157 8.6: Ensuring a Well-Qualified Learning and Development Team................................ 158 Conclusion....................................................................................................................... 159 References....................................................................................................................... 159 CHAPTER 8: MANAGER TIPS.................................................................................... 160 CHAPTER 8: SUPPLEMENT........................................................................................ 161 Supplement Tool 8A: Checklist to Review Instructor Qualifications........................... 161 CHAPTER 9:............................................................................................................................. 162 CONDUCTING LEARNING EVENTS PROFESSIONALLY......................................... 162 9.1: Historical Evolution of the Training and Development Professional..................... 162 9.2: Training and Development Professionals................................................................ 164 9.2.1: Occupational Profile........................................................................................ 165 9.2.2: Required Qualifications................................................................................... 166 9.2.2.1: Credentials, Certifications, and Certificate Programs........................ 167 9.2.2.2: Training Credentials.......................................................................... 168 9.2.2.2.1: Certified Professional in Learning and Performance (CPLP).............. 169 9.2.2.2.2: Associate Professional in Talent Development (APTD)..................... 169 9.2.2.2.3: Certified Performance Technologist (CPT)....................................... 170 9.2.2.2.4: Alternate Credentials................................................................ 170 9.2.2.3: Eligibility for Credentials................................................................... 170 9.2.3: Competencies of Learning and Development Practitioners.............................. 175 9.3: Professional Conduct and Code of Ethics............................................................... 177 9.3.1: Professional Obligations.................................................................................. 178 9.3.2: Confidentiality................................................................................................ 178 9.3.3: Professional Boundaries and Limitations......................................................... 179 9.3.4: Professional Integrity....................................................................................... 179 9.3.5: Maintain Intellectual Property.......................................................................... 180 9.3.6: Inclusionary Practices...................................................................................... 181 9.3.7: Conflicts of Interest......................................................................................... 181 Conclusions..................................................................................................................... 182 References....................................................................................................................... 182 CHAPTER 9: MANAGER TIPS.................................................................................... 185 CHAPTER 9: SUPPLEMENT........................................................................................ 186 Supplement Tool 9A: Professional Development Activities for L & D Personnel... 186 PART IV: CONTENT DESIGN AND DELIVERY............................................................ 187 CHAPTER 10: DECIDING WHAT TO INCLUDE............................................................ 189 10.1: Planning Training for Your Employees and Your Workplace............................ 189 10.1.1: General/Demographic Characteristics......................................................... 190 10.1.2: Current Abilities......................................................................................... 191 10.1.3: Work Environment..................................................................................... 192 10.2: Setting Instructional Objectives............................................................................ 194 10.3: Write Conditions, Action Verbs, and Criteria in Instructional Objectives......... 195 10.3.1: Condition................................................................................................... 195 10.3.2: Action Verbs.............................................................................................. 196 10.3.3: Criteria....................................................................................................... 199 Conclusion....................................................................................................................... 201 References....................................................................................................................... 201 CHAPTER 10: MANAGER TIPS.................................................................................. 203 CHAPTER 10: SUPPLEMENT...................................................................................... 204 Supplement Tool 10A: Instructional Objectives Worksheet......................................... 204 CHAPTER 11:........................................................................................................................... 205 METHODS TO ACHIEVE CONSISTENCY....................................................................... 205 11.1: Design Content....................................................................................................... 205 11.1.1: Workers as Learners.................................................................................... 206 11.1.2: Sequencing the Content............................................................................... 206 11.2: Select Methods....................................................................................................... 208 11.2.1: Methods are categorized.............................................................................. 208 11.2.2: Select Methods According to Objectives..................................................... 209 11.2.3: Create Activities to match Methods and Domains....................................... 210 11.3: Promote Interaction.............................................................................................. 211 11.3.1: Interaction with Content.............................................................................. 212 11.3.2: Interaction with Others................................................................................ 212 11.4: Selecting Instructional Media – Training Delivery............................................... 213 11.4.1: Planning for On-site Learning...................................................................... 214 11.4.2: Planning for Job-integrated Training............................................................ 215 11.4.3: Planning for Peer Learning and Social Media Learning............................... 216 11.5: Implement a Course Planner................................................................................. 216 11.5.1 Using a Course Planning Instrument............................................................. 217 Conclusion....................................................................................................................... 219 References....................................................................................................................... 219 CHAPTER 11: MANAGER TIPS.................................................................................. 220 CHAPTER 11: SUPPLEMENT...................................................................................... 221 Supplement Tool 11A: Methods Overview.................................................................. 221 PART V: ASSESSING OUTCOMES, MAINTAINING RECORDS................................ 225 CHAPTER 12: FEEDBACK AND JOB APPLICATION.................................................. 227 12.1: Providing Learners with Feedback....................................................................... 227 12.1.1: Training Evaluation Policy and Procedures................................................. 228 12.1.2: Record Keeping........................................................................................... 230 12.2: Addressing Job Application of Training............................................................... 232 12.2.1: Defining On-The-Job Transfer.................................................................... 232 12.2.2: Defining and Ensuring Near Transfer of Training..................................... 232 12.2.3: Defining and Ensuring Far Transfer of Training.......................................... 233 12.3: Managers Tips to Provide Learners with Feedback and Ensure On-the-Job...... 235 Conclusion....................................................................................................................... 236 Reference........................................................................................................................ 236 CHAPTER 12: MANAGER TIPS.................................................................................. 238 CHAPTER 12: SUPPLEMENT...................................................................................... 239 Supplement Tool 12A: Brainstorming Guide –Encourage Giving Feedback............. 239 Supplement Tool 12B: Brainstorming Guide –Near Transfer of Learning................. 240 Supplement Tool 12C: Brainstorming Guide –Far Transfer of Learning................... 241 CHAPTE 13: RECORDS AND PROGRAM EVALUATION........................................... 242 13.1: Full Program Evaluation....................................................................................... 242 13.1.1: Purpose....................................................................................................... 243 13.1.2: Reluctance................................................................................................... 243 13.1.3: Comprehensive........................................................................................... 244 13.1.4: Goal Oriented.............................................................................................. 244 13.1.5: Sources........................................................................................................ 245 13.2: Focus: Formative, Summative or Confirmative................................................... 246 13.2.1: Formative.................................................................................................... 246 13.2.2: Summative.................................................................................................. 246 13.2.3: Confirmative............................................................................................... 247 13.3: Evaluation Procedures/Methods........................................................................... 248 13.3.1: Kirkpatrick and Phillips Levels of Evaluation............................................. 248 13.3.2: Other Program Evaluation Methods............................................................. 251 13.4: Report Writing and Audience............................................................................... 253 13.4.1: Results......................................................................................................... 254 13.4.2: Conclusions and Recommendations............................................................ 254 13.4.3: Evaluation Reports..................................................................................... 255 13.5: Training Policy and Records................................................................................. 257 13.5.1: Policy........................................................................................................ 257 13.5.1.1: Evaluation policies..................................................................... 258 13.5.1.2: Learner privacy policies........................................................... 258 13.5.2: Results and Record Maintenance................................................................ 259 13.5.2.1: Training event records................................................................ 259 13.5.2.2: Learner documentation............................................................... 260 13.5.3: Record Maintenance................................................................................... 260 Conclusion....................................................................................................................... 261 References....................................................................................................................... 261 CHAPTER 13 : MANAGER TIPS................................................................................. 263 CHAPTER 13: SUPPLEMENT...................................................................................... 264 Supplement Tool 13A: Level 1 Sample of Evaluation Form........................................ 264 CHAPTER 14: ACCREDITATION SOURCES.................................................................. 265 14.1: Pre-Steps to Achieve Accreditation....................................................................... 265 14.2: Clarify Purpose...................................................................................................... 266 14.3: Research................................................................................................................ 267 14.3.1: Accrediting Bodies...................................................................................... 267 14.3.2: Standards.................................................................................................... 270 14.3.2.1: American National Standards Institute (ANSI)............................ 271 14.3.2.2: International Organization for Standardization (ISO)................ 271 14.3.2.3: Learning and Development Standards........................................ 272 14.4: Business Case......................................................................................................... 273 14.5: Project Plan........................................................................................................... 273 14.6: Accreditation Process............................................................................................ 275 14.7: Recommendation and Tips.................................................................................... 276 Conclusions..................................................................................................................... 283 References....................................................................................................................... 284 CHAPTER 14: MANAGER TIPS.................................................................................. 285 CHAPTER 14: SUPPLEMENT...................................................................................... 286 Supplement Tool 14A: Accreditation Readiness Checklist.......................................... 286
£44.99
Springer Nature Switzerland AG Taking the Reins as CIO: A Blueprint for
Book SynopsisAn executive’s transition into any leadership role can be a challenge. Such transitions do not always go smoothly, and the negative consequences can be significant. This is particularly so for Chief Information Officers (CIOs), as the role has evolved significantly over the years yet remains deeply ambiguous. This is despite information and technology moving from the periphery of an organization to a fundamental driver of innovation and competitive advantage. This book is to help the newly appointed CIO “take charge”: the process of learning and taking action that the newly appointed CIO goes through until s/he has mastered the new assignment in sufficient depth to be effective in the role. This book provides keen insights into the challenges faced by today's CIOs while transitioning into a new role and enlightens readers on how to navigate the organizational environment in order to implement necessary changes. With plenty of practical tools and insights it will help you to: • Decide how best to approach the job • Prioritize the first areas of the business you should attend to • Draw up your goals for the first few weeks and months into the role • Find out if there are there any decisions that you can postpone making Based on over 200 interviews with CIOs, CxOs, and recruiters, this book offers readers guidance on how to take on the role of a business executive with special responsibility for information and technology, with ten key prescriptions to maximize success.Table of Contents1. The Ambiguity of the CIO Role2. No CIO Is an Island3. How New Leaders "Fit In"4. Setting the Stage for CIO Transitions5. Beyond the First 90 Days: Taking Charge6. The Phases of Taking Charge7. The Other Side of the Coin8. Peers, Relationships and Influence9. Taking Off: Guidance for CIOs10. Advice from CIOs to CIOs
£29.69
Springer Nature Switzerland AG Management and Leadership Skills for Medical Faculty and Healthcare Executives: A Practical Handbook
Book SynopsisRecognizing that leaders in healthcare institutions face different questions and issues in different stages of their careers, this handy, practical title offers a comprehensive roadmap and range of solutions to common challenges in the complex and changing Academic Medical Center (AMC) and health care organization. Fully updated from the very well-received first edition and including new chapters, this concise handbook offers a guide for personal career development, executive skill acquisition, and leadership principles, providing real-world, actionable advice for faculty and executives seeking help on a myriad of new issues and situations. With a slightly modified title to recognize that leaders in academic medical centers and health care systems are not limited to medical faculty, this new edition maintains much of the content of the successful first edition with revisions based on feedback from readers and colleagues. New material has been added to reflect what is happening as health care undergoes major transformation. With a broader panel of renowned authors from a mix of healthcare institutions as well as nonmedical experts in leadership and management, the book again meets its primary objective: to provide medical faculty, healthcare executives and other leaders with a contemporary, directly relevant resource that emphasizes practical skills and leadership development advice, including personal improvement, which can be used at any stage of one’s career. With critical insights and strategies for both aspiring and seasoned academicians and health executives, Management and Leadership Skills for Medical Faculty and Healthcare Executives: A Practical Handbook, 2nd Edition is a must-have resource for faculty in AMCs and for anyone with a role in healthcare leadership. Table of ContentsPart 1. Tools of the TradeDeveloping yourselfOvercoming personally limiting qualitiesCommunicating effectively (rework)Giving and receiving feedbackNavigating conflict Managing priorities and time (update)Developing resiliencePrioritizing & Decision MakingPart 2. ManagementPrinciples of managementRunning effective meetingsConducting faculty retreatsChanging the faces of academic medicine (diversity)Recruitment, retention, and dismissalManaging managersPromoting professionalism and personal accountabilityMedical legal challengesManaging diversity, insensitivity and harassment issues (placeholder title)Part 3. LeadershipThe leadership stanceLeadership presenceImproving workplace cultureCoaching and mentoringLeading upLeading without authority Or rewrite Leading UpPolitical savvyMoral courageLeading changeThinking strategically (update)Part 4. Advancing your careerGrowing in your current role: reaching the next rung on the ladderFaculty development and promotion in academic medicine Moving out to move up
£52.24
Springer Nature Switzerland AG Innovative Leadership in Times of Compelling
Book SynopsisThis book focuses on the need of leaders in professional and personal realms to understand the importance of innovative thinking to safeguard sustainability and enhance satisfaction and motivation among stakeholders in organizations. It provides professionals with a set of reflective stances, cautionary points, and roadmaps that enable them to do the right thing. From crisis management to spiritual practices, and from pro-social concepts to social responsibility and sustainability: the common denominator is a collective and concerted effort to develop leadership behaviors and strategies to safeguard generations to come.Table of ContentsChapter 1. Awakened Leadership: Leading With Light.- Chapter 2. Mindfulness as a Strategy to Weather Challenges.- Chapter 3. Inclusive Leadership in a Creatively Compelling World.- Chapter 4. Leading Reflectively: Treading the Noble Eightfold Path.- Chapter 5. Innovative Leadership: Tools and Techniques to Acquire Innovative and Inspiring Ideas.- Chapter 6. Transcending Emerging Barriers Through Patience.- Chapter 7. ‘the Soft Overcomes the Hard’ – Inspirations for Leadership in the 21st Century From Daoism.- Chapter 8. Nurturing Empathy.- Chapter 9. Inclusive Leadership in a Creatively Compelling World.- Chapter 10. Understanding and Reformulating Mental Models.- Chapter 11. Nurturing Sustainability as a Future-Oriented Strategy.- Chapter 12. Letting Go as a Liberation.- Chapter 13. Leading With a Moral Compass.- Chapter 14. Leadership as Merit Making: the Case of Myanmar and Applications for Western Organizations.- Chapter 15. Living the Power Shift in Business and Beyond: The World Needs a New Understanding of Power.- Chapter 16. Crisis Preparedness as a Sustainability Strategy.- Chapter 17. Imagination and Communication Toward Future Realization.- Chapter 18. Heading for the Future With the Proper Mindset.- Chapter 19. Nurturing Creativity in a Culture of Care.- Chapter 20. Community-Based Responsible Leadership and Social Value Creation in Social Enterprise Context.- Chapter 21. Design Thinking in Contemporary Political Leadership: Lessons Learned From Angela Merkel.- Chapter 22. The Futureperfect Organization—Driven by Quantum-Thinking.
£134.99
Springer Nature Switzerland AG The Ten Commandments of Risk Leadership: A
Book SynopsisWe as humans are prone to a variety of wired-in cognitive mistakes in the way we interpret and react to risk-related information. This is highly consequential since the cognitive biases managers are exposed to in their day-to-day business erode the objectivity of their risk-related decisions, which ultimately hurts the financial well-being of their firms. This book seeks to develop risk literacy as a leadership skill. It helps managers develop the skills to improve managerial decision-making in regards to managing risk.The last decades have offered various insights into how human nature often gets in the way of rational decision-making. This book is a valuable resource for insurance executives, chief risk officers, company leaders, and graduate students of risk management and risk psychology. It is the first behavioral risk management guide for managers and other interested readers - using examples from economic theory, behavioral finance, and game theory, it studies the hidden forces that drive our decision-making processes under risk. Table of Contents1. Introduction.- 2. Risk and Risk Perception: Why we are not Rational in the Face of Risk.- 3. Expected Utility, Prospect Theory, and the Allais Paradox: Why Reference Points are Important.- 4. Confirmation Bias and Anchoring Effect: Why the First Piece of Information is Key in Negotiations.- 5. Framing and the Ostrich effect: Why our Decisions depend on how Information is presented.- 6. Emotions and Zero Risk Bias: Why we make bad Decisions and overspend on Risk Avoidance.- 7. Endowment Effect and Status-Quo Bias: Why we Stick with Bad Decisions.- 8. Overconfidence and Self-Blindness: Why we think we are better than we actually are.- 9. The Low-Probability Puzzle: Why we insure our Cellphone but Not our Home.- 10. Fairness, Diversity, Groupthink, and Peer Effects: Why Other People matter for our Risky Decisions.- 11. Hindsight Bias: Why We Think we are Good Predictors even though we are not.
£53.99
Gabler Investition Vertrauen: Prozesse der
Book SynopsisMargit Osterloh und Antoinette Weibel zeigen Wege zum Aufbau und zur Wiedererlangung des Vertrauens in Unternehmen auf der Grundlage neuer Erkenntnisse der verhaltenswissenschaftlichen Managementlehre, der Sozialpsychologie sowie der psychologischen Ökonomik. Die Autorinnen erläutern die Funktion von Vertrauen als zentraler Ressource in der Wissensgesellschaft, die Grundlagen des Vertrauens und vertrauenskritische Bereiche. Veranschaulicht werden die theoretischen Ausführungen anhand zahlreicher praktischer Fallbeispiele.Trade Review"[...] ein sehr gründliches Buch, das den Leser fordert, ihn aber auch durch neue Erkenntnisse bereichert." Raiffeisen Zeitung, 08.11.2007 "Hat man sich konkreten Vertrauensproblemen in Unternehmen zu stellen, will man Hilfestellungen zum Aufbau von Vertrauen erhalten und aus einschlägigen Erfahrungen lernen, sollte man zum Buch von Margit Osterloh und Antoinette Weibel greifen. Gut strukturiert und unter Berücksichtigung der Erkenntnisse der Vertrauensforschung werden dort die Möglichkeiten ausgelotet, in Beziehungen zwischen Individuen und innerhalb bzw. zwischen Organisationen eine besondere Investition zu tätigen, nämlich jene in Vertrauen." Neue Zürcher Zeitung, 27.07.2007 "Fallbeispiele runden die Ausführungen ab und schaffen einen guten Mix zwischen Theorie und Praxis. Das Buch ist eine lohnende Anschaffung für Manager und Studierende." io new management, 06/2007 "Sehr praxisnah schildert das Duo, wie Vertrauen entsteht und wie es weiterentwickelt werden kann. [...] Von diesen beiden könnte Jack Welch noch eine Menge lernen." Financial Times Deutschland, 19.03.2007 "Das Buch ist unbedingt empfehlenswert, weil es nicht moralisierend und mit normativen Forderungen daher kommt wie ähnliche Bücher zum Thema, sondern sehr nüchtern und überzeugend darlegt, wie eine Vertrauensorganisation in und zwischen Unternehmen geschaffen werden kann." OrganisationsEntwicklung, 04/2006 "Die Autorinnen gehen dem schillernden Begriff des Vertrauens nach und zeigen sehr differenziert und anregend, inwiefern er das Schmiermittel der Wirtschaft ist. [...] ein kluges und auch sehr ansprechend aufgebautes und gegliedertes Buch [...], das jedem empfohlen sei, der mehr über Sinn und Zweck des Wirtschaftens lernen will." www.business-wissen.de, 24.11.2006Table of ContentsVertrauen - eine besondere Investition Vertrauen - ein schillernder Begriff Vertrauen und Kontrolle - ein prekäres oder ein trautes Verhältnis? Vertrauen und Fairness Vertrauen durch Führung Corporate Governance und Vertrauen Vertrauen in geographisch verteilten Gruppen Die Schurter AG - das Beispiel einer Vertrauensorganisation
£56.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Christliche Führung - Anspruch und Wirklichkeit:
Book SynopsisFür gute Führung braucht es weder Werte noch Systeme - es braucht Vernunft und Persönlichkeit. Führen geschieht nicht mit Methoden, Tools und Managementsystemen. Um gut zu führen muss man kein Christ sein. Was bedeuten christliche Werte in der Führung, was muss man beachten, um als Manager zu überzeugen? Professor Ferdinand Rohrhirsch setzt sich kritisch mit christlichen Werten und christlicher Führung auseinander und gibt konkrete Handlungsempfehlungen.Table of Contents„Christliche Führung“ – was ist das?.- Ist „Christliche Führung“ eine Glaubensfrage?.- Ist „Christliche Führung“ eine Methoden-, gar eine Systemfrage?.- Es gibt keine Christliche Führung - Es gibt Christen, die führen.
£37.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Produktpiraterie: Eine integrative Analyse der
Book SynopsisWelchen Einflussgrößen unterliegen Konsumenten, wenn sie Formen der Produktpiraterie, insbesondere Fälschungen, Plagiate und Raubkopien, bewusst erwerben? Die hier zugrundeliegende nachfrageorientierte Sichtweise ermöglicht Unternehmen, Interessensverbänden und staatlichen Organen, Maßnahmen abzuleiten, um den bewussten Erwerb effektiv zu unterbinden. Die hierzu entwickelte konsumentenorientierte Terminologie bildet die Grundlage für eine quantitative Meta-Analyse. Der Autor trennt dabei wichtige von unwichtigen Einflussgrößen und zeigt Randbedingungen dieser Faktoren auf. Ein auf den zentralen Einflüssen basierendes Strukturgleichungsmodell bestimmt anschließend die relative Bedeutung sowie Wirkungswege dieser Variablen. Abschließend werden Implikationen für Forschung und Praxis diskutiert. Table of ContentsRelevanz der Produktpiraterie für die Betriebswirtschaftslehre.- Entwicklung einer einheitlichen Terminologie der Produktpiraterie.- Qualitatives Review der Forschung zur Produktpiraterie.- Meta-Analyse und meta-analytisch gewonnenes Strukturgleichungsmodell.
£49.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Talent: Wie entscheidend ist es wirklich für
Book SynopsisDas Buch richtet sich Fach- und Führungskräfte, an Studierende aller Fachrichtungen und auch an all diejeinigen, die sich fragen, ob ihr Talent für den Traumjob ausreicht. Cyrus Achouri vermittelt dem Leser die wesentlichen Fakten zur Bedeutung von Talent und Begabung und wie sich diese in beruflichen Erfolg verwandeln lassen. Anregende Kurzbiografien berühmter Persönlichkeiten aus so unterschiedlichen Bereichen wie Sport, Musik, Natur- und Geisteswissenschaften schildern die wesentlichen Merkmale, die für Erfolg und herausragende Leistungen wesentlich sind. Der Autor motiviert den Leser dazu, sich mit nicht weniger als dem Traumberuf zufriedenzugeben.Table of ContentsDie Entwicklung der Talentforschung.- Wie wichtig sind Intelligenz, Begabung und Fleiß?.- Die Bedeutung von Elternhaus, Schule und Umwelt.- Wie erfolgreich sind Introvertierte und Sensible?.- Strategisches Üben und seine Bedeutung für den Erfolg.- Kurzbiografien berühmter Persönlichkeiten.
£36.09
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Erfolgreiche Vertriebsführung: Potenziale und
Book SynopsisDie Autoren skizzieren die Potenziale und Herausforderungen erfolgreicher Vertriebsführung und identifizieren dabei anhand aktueller Studienergebnisse acht zentrale erfolgskritische Aspekte. Wer diese acht Erfolgsfaktoren versteht, kann nicht nur die mit dem Vertrieb verbundenen Herausforderungen besser meistern, sondern auch hohe, häufig brachliegende Potenziale des Vertriebs erschließen – und so die Wettbewerber dauerhaft auf die Plätze verweisen.Table of ContentsDas richtige Kompetenzprofil.- Unterstützung von Innovationen.- Effektive Verkaufsprozesse.- Aktivitäten effektiver Vertriebsmitarbeiter.- Erfolgsfaktoren der Führung.- Der richtige Führungsstil.- Markenorientiere Verkäuferführung.- Aufbau von Kundenloyalität.
£11.77
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Intelligentes Prozessmanagement: Marktanteile
Book SynopsisIn einem dynamischen, unsicheren und komplexen wirtschaftlichen Umfeld stehen Unternehmen heute unter hohem Druck. Schnelle Reaktionen am Markt sind erforderlich. Viele Betriebe reiben sich auf, ohne voranzukommen, da es für die Bewältigung neuer Anforderungen an Abläufen und Strukturen fehlt.Durch intelligentes Prozessmanagement lassen sich ungenutzte Produktivitätsreserven ausschöpfen und die Effizienz steigern. Gravierende Leistungsverbesserungen und die Anpassung an neue Herausforderungen sind möglich, ohne in die Beschleunigungsfalle oder in Adhocratie zu geraten. Das Buch stellt verständlich und anschaulich dar, wie sich Prozessdenken im Unternehmen etablieren und Prozessmanagement auf allen Ebenen einführen lässt. Praxisbeispiele aus vielen Branchen zeigen, wie sich Unternehmen sogar aus ungünstigen Positionen befreit und durch mehr Kundenorientierung gezielt Wettbewerbsvorteile aufgebaut haben. Positive Nebeneffekte eines funktionierenden Prozessmanagements sind stets Kosteneinsparungen, Zeitgewinne und ein stressfreieres Arbeiten. Table of ContentsWo es heute im Unternehmen „brennt“.- Prozesse einfach optimieren.- Das methodische Handwerkszeug.- Der Weg zum intelligenten Prozessmanagement.- Das Reifegradmodell EFANEX.
£52.24
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Führungsethik: Erkenntnisse aus der
Book SynopsisErfolgreiche Führung sollte nicht ausschließlich aus dem Bauch erfolgen. Thomas Kottmann und Kurt Smit leiten Führungsgrundsätze aus den drei wissenschaftlichen Disziplinen ab, die Aussagen über das menschliche Handeln machen können: Neurobiologie, Psychologie und Soziobiologie (Kooperationstheorie). Sie kommen zu dem Ergebnis, dass ethisches Handeln Voraussetzung für nachhaltigen wirtschaftlichen Erfolg ist. Eine fundierte und aufschlussreiche Lektüre mit hohem Nutzen für die Praxis im Führungsalltag.Trade Review“… versteht der Leser, was Gene, Nerven und Gehirn mit Themen wie Vertrauen, Kooperation, Organisation und Transparenz zu tun haben und wie diese Elemente in die Personalführung eingebaut werden können.” (in: Fundraiser, Heft 2, März 2015)“... Wer sich für eine fundierte und aufschlussreiche Lektüre mit hohem Nutzen für die Praxis im Führungsalltag interessiert, für den ist dieses Buch ein Muss.” (in: FVA-News, Fundraising Verband Austria Newsletter, Januar 2016)„Das Erkennen des Sinns hat eine enorme Sogwirkung auf Mitarbeiter. Diese Publikationlege ich Ihnen ans Herz, denn sie fördert das Bewusstsein für gute Führung.“Prof. Götz W. Werner, Gründer und Aufsichtsrat von dm-drogerie markt „Mit unserer Ethik-Charta haben wir eine Verbesserung im Umgang miteinandererzielt. Dieses Buch ermutigt, sich intensiver mit diesem Thema auseinanderzusetzen.“Prof. Dr. Claus Hipp, geschäftsführender Gesellschafter der Hipp-Betriebe „Eine partnerschaftliche Unternehmenskultur bedeutet Kooperation zwischenMitarbeitern und Führungskräften. Wie diese Kooperation erreicht und aufrechterhaltenwird, ist Ergebnis der wissenschaftlichen Betrachtungen dieses Buches.“Prof. Dr. Gunter Thielen, ehem. Vorstandsvorsitzender der Bertelsmann AG „Die Grundsätze erfolgreicher Führung, sowohl in Politik als auch in derWirtschaft, erhalten durch dieses Buch ein wissenschaftliches Fundament.“Dr. Roland Koch, ehem. Vorsitzender des Vorstands der Bilfinger SETable of ContentsDie Evolution der Kooperation.- Die Neurobiologie des Führens.- Psychologische Betrachtungen.- Unser Führungsmodell: Transkooptionale Führung.- Praktische Führungserfahrungen.- Theorie im Praxistest - Unser Führungsmodell und die Aussagen von Führungspersönlichkeiten wie Roland Berger, Heinz Dürr, Claus Hipp, Roland Koch, Ulrich Weber (Personalvorstand der Bahn AG), Christiane Woopen (Vorsitzende des Ethikrates).
£23.74
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Management Champions: Die 100 besten
Book SynopsisIn einer Zeit, in der Veränderung die einzige Konstante ist, hat nur derjenige nachhaltig Erfolg, der sich diesem Wandel des Umfeldes schneller anpasst und dadurch Wettbewerbsvorteile gewinnt. Der Autor, ein profilierter und erfahrener Management-Berater, zeigt anhand von 100 erprobten Erfolgsstrategien, wie „Management Champions“ sich diesen Herausforderungen stellen, den Wandel meistern und sich auf Wertsteigerung durch Innovation fokussieren, indem sie- die richtigen Geschäfte machen,- die Geschäfte richtig machen,- die Geschäfte mit den richtigen Mitarbeitern machen und- die Geschäfte mit den besten Investitionen machen. Locker geschrieben und amüsant illustriert ist dies ein lesenswertes Management-Brevier, das auf keinem Schreibtisch fehlen sollte.Table of ContentsImmer einen Schritt voraus.- Vitalitätsmanagement mit KOPF (Kompetenz, Organisation, Personal, Finanzen).- Die richtigen Geschäfte machen.- Die Geschäfte richtig machen.- Die Geschäfte mit den richtigen Mitarbeitern machen.- Die Geschäfte mit den besten Investitionen machen.- Kernbotschaften der Erfolgsstrategie.- Quo vadis Management.
£26.59
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Supplier Relationship Management im
Book SynopsisFlorian C. Kleemann analysiert die beschaffungsseitigen Beziehungen zwischen systemintegrierenden Anbietern komplexer, ggf. ergebnisorientierter Leistungsbündel, und deren Lieferanten. Die anhaltende Verschlankung von Unternehmen führt dazu, dass vermehrt Komplettlösungen aus Gütern und Dienstleistungen („Komplexe Leistungsbündel“) beschafft werden. Anbieter solcher Leistungsbündel stehen vor zahlreichen Herausforderungen in der Leistungserbringung und greifen umfassend auf Lieferanten zurück. Mit speziellem Fokus hierauf vereint der Autor empirische Befunde, systematische konzeptionelle Analysen und praxisorientierte Handlungsempfehlungen für eine umfassende Perspektive auf „PBC SRM“.Table of ContentsPerformance-based Contracting.- Dienstleistungsmanagement für Investitionsgüter.- Lieferantenmanagement und Beschaffung.- Empirische Untersuchung zu PBC SRM.- Modellierung von PBC-Anbieter-Lieferanten-Beziehungen.
£49.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Die kreative Organisation: Führungsverantwortung
Book SynopsisDieses Buch vermittelt eine Fülle von Anregungen, wie Führungsverantwortung wahrzunehmen ist und wie kreative Mitunternehmer zu entfesseln sind. Viele ausführliche Praxisbeispiele weisen auch in der 2. Auflage den Weg zu nachhaltigen und schwer imitierbaren Wettbewerbsvorteilen.Trade Review“... viele Denkanstöße für Führungskräfte, um über ihre eigenen kreativen Potenziale nachzudenken.” (in: OrganisationsEntwicklung, Heft 2, 2016)Table of ContentsGrundlagen der Kreativität: Unternehmenskultur, Führungsverantwortung.- Kreativität in der Praxis.- Perspektiven.- Praxisbeispiele aus Wirtschaft, Wissenschaft und Gesellschaft: Bahlsen, Busch-Jäger, Cisco, Hertie-Stiftung, HOMAG, Sage, Scalaria u. a.
£44.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Leadership – auf den Punkt gebracht: Rationale
Book SynopsisEine kompakte und äußerst nützliche Lektüre – mit außergewöhnlichen Instrumenten für Leadership im Unternehmensalltag. Mit vielen Beispielen und Erkenntnissen aus der Praxis. Mit der konsequenten Anwendung dieser einfachen Führungswerkzeuge und positivem Denken wird es Ihnen leichter gelingen, sich und Ihr Unternehmen erfolgreich in die Zukunft zu führen. Für wen ist dieses Buch?- Es ist für Sie, wenn Sie Menschen mögen.- Es ist für Sie, wenn Sie bereit sind, Ihr Verhalten zu verändern.- Es ist für Sie, wenn Sie erfolgreicher sein wollen.- Es ist für Sie, wenn Sie Ihr Leben selber bestimmen und nie mehr „aber“ sagen wollen.- Es ist für Sie, wenn Sie mehr Freude am Leben haben wollen.- Es ist nicht für Sie, wenn Sie sich auf dem Erfolg der Vergangenheit ausruhen wollen.Table of ContentsSozialverhalten und Führungsfähigkeit.- Führungsverantwortung.- Kommunikation und Umgang mit Menschen.- Strategien.- Kunden- und Partnerbeziehungen.- Visionäres Denken.
£37.99
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Das Geheimnis des Neuen: Wie Innovationen
Book SynopsisDas Buch zeigt, wie das Neue Routinen und Widerstände in Unternehmen überwinden kann. Innovationen entstehen oft zufällig und meist sind solche Unternehmen am erfolgreichsten, die einen Artenschutz für echte Erneuerer einführen und an den Mut und die Neugier ihrer Mitarbeiter plädieren. Es ist riskant. Es ist unbequem. Es stört. Das Neue ist in Unternehmen nicht gern gesehen. Wie Sie als Entscheider trotzdem die richtigen Weichen für Innovationen stellen – darum geht es in diesem leidenschaftlichen Plädoyer für das Neue. Sie erfahren, warum Abenteurer und Routiniers getrennt zu besseren Ergebnissen kommen, warum ein Chief New Officer so wertvoll ist und wie Sie das Plus-Modell für Innovationen zielsicher einsetzen. Mit Test: Sind Sie Routinier oder Abenteurer? Trade Review“... lebendigen, kurzweiligen und unterhaltsamen Buch Lust auf neues Denken und macht neugierig auf Veränderungen Die Erkenntnisse aus dem Buch sind für Unternehmen, Unternehmer und Privatpersonen gleichermaßen wichtig und umsetzbar. ... ist eine Bereicherung für jedes Bücherregal und ein lohnenswerter Kauf zum Eigengebrauch oder als Geschenk für alle Geschäftspartner, denen man mit einem sehr guten Buch zu einem wichtigen Thema eine Freude bereiten möchte.“ (in: LovelyBooks.de, 11. April 2015)Table of ContentsWarum wir wieder Fahrräder zerlegen sollten.- Warum Erfolg gefährlich ist.- Über richtige Bienen und natürliche Fliegen.- Finden Sie Ihr Serendipity.- Licence to dream.- Es lebe die Langeweile.- Das Abenteurer-Gen.- Gewöhnen Sie sich nie daran.- Ihre Kennzahl: Return of Vertrauen.- Es fühlt sich richtig an.- Das Neue steht vor der Tür.- Freischwimmen im blauen Ozean.- Mit Konfuzius in die Best-Practice-Falle.- Don´t ask your Costumer.- Neue Zeiten: Erwachsen sein.- Jedes Unternehmen braucht einen Chief New Officer (CNO).- Spielregeln für das Neue.- Schnittstellen gestalten.- Trennen und verbinden: Der Plus-Code.- Der Abenteurertest: Wie viel Abenteurer steckt in Ihnen?- Neu begeistert.- Bleiben Sie neugierig.
£28.49
Springer-Verlag Berlin and Heidelberg GmbH & Co. KG Lösungsorientierte Kurzberatung: Was auf
Book SynopsisEngagiert und praxisnah vermittelt die erfahrene Kurzzeittherapeutin und Mediatorin Ursula Wolters das Handwerkszeug der lösungsorientierten Beratung. Sie geht auf Einzel- wie Gruppenberatung ein und zeigt , wie man mit schwierigen Klienten umgeht. Wolters bezieht sich dabei auf hilfreiche Ansätze aus Psychologie und Kommunikationswissenschaft und führt in geeignete Techniken ein. Ein Kapitel widmet sich der lösungsorientierten Organisationsberatung, in der systemische Organisationsentwicklung und Kurzberatung methodisch zusammengeführt sind. Veranschaulicht wird das Modell durch eine Fallstudie.Trade Review“... gleichermaßen zur Einführung in das Thema Kurzberatung geeignet und auch als ergänzende Literatur zu anderen Fachbüchern. Für erfahrene Berater und Coaches ist das Buch eine Auffrischung der verschiedenen Interventionsmöglichkeit und Tools und wegen des sehr schönen Schreibstils dennoch eine Bereicherung und unbedingte Lese-Empfehlung.“ (in: Buchnotizen, buchnotizen.de, 18.August 2015)„... ein außerordentlich gelungenes Werk mit konsequenter Praxisorientierung und Beispielsituationen.“Neue Perspektiven„Erfrischend klar strukturiert beschreibt Ursula Wolters ihren Ansatz der lösungsorientierten Kurzberatung. [...] Zur Einführung in das Beratungsthema, aber auch als Ergänzungsliteratur für versierte BeraterInnen ist das Buch somit empfehlenswert. Es glänzt durch Knappheit und Praxisorientierung ohne flach zu sein.“DurchblickTable of ContentsWas ist lösungsorientierte Kurzberatung?.- Probleme lassen sich nicht lösen! Einige Gedanken zur Differenz von Problem und Lösung.- Wodurch unterscheidet sich die Kurzberatung von anderen Beratungsformen?.- Beraten will gelernt sein!.- Grundlagen der lösungsorientierten Kurzberatung.- Beratungstechniken und Interventionen.- Die Rollen von Berater und Klient.- Aspekte der Einzelberatung.- Beraten von Gruppen.- Lösungsorientierte Organisationsberatung.- Kreativitätstechniken.- Leitsätze eines lösungsorientierten Kurzberaters.
£47.49
