Personnel and human resources Books

Book SynopsisCoaching Psychologybrings evidence-based methods and models to the practice of leadership coaching for professional and personal growth.The authors apply these tools with the aim of developing and improving the skills clients need to assume and/or be more effective in leadership positions in organizations. This concise guide offers psychologists a comprehensive overview of coaching psychology, from initial client contact to the conclusion of the engagement. It describes the assortment of tools coaching psychologists use, including models to guide the process; didactic exercises and other homework that requires self-reflection, video clips, journaling, and assessment inventories; and key stakeholder feedback for identifying the individual’s great strengths (their platform for achieving their best Leader self) and suggested areas for improvement. As the authors describe, the primary tool for facilitating learning is the coach’s self. RTable of ContentsSeries Editor's ForewordRodney L. Lowman Preface Acknowledgments Introduction 1. Coaching Psychology: Individualized Leader Development 2. A Closer Look: The Coaching Psychology Engagement 3. Coaching Psychology Tools, Methods, Techniques 4. How Effective Is Executive Coaching? 5. How Psychologists Can Prepare for Coaching Leaders 6. Ethical and Professional Issues in Coaching Psychology Epilogue References Index About the Authors

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Book SynopsisTeams are everywhere - business, industry, schools, hospitals and government. There are executive, management and cross-functional teams, as well as teams formed for specific tasks and projects. But when a team can succeed or fail on the quality and effectiveness of its leader, everyone will have a view on the leadership qualities that are most important. So what makes a successful team? And what can leaders do to ensure that their teams collaborate effectively and are committed to the right goals?This new title looks at all aspects of teamwork, with a particular focus on the role of the leader, and examines some of the most common challenges facing both teams and leaders, including: interpersonal challenges; working in a global context; different roles in different teams; multicultural teams; and coaching and developing team members.Written by experienced academics and practitioners, the book incorporates results from specially-commissioned survey on team-working, oTable of ContentsIntroduction 1. Teams – what and why! 2. Leadership and teams 3. The stages of team development 4. Team roles 5. Types of teams 6. Qualities and characteristics for effective team leaders and members 7. Building trust 8. Engaging the team 9. The emotional element 10. Teams and accountability 11. Influencing the team 12. Facilitating the team 13. Coaching the team 14. Managing challenging behaviour 15. Dealing with conflict 16. Change in teams 17. Dealing with politics in teams 18. Derailment And finally, the future of teams References and Booklist Index

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Book SynopsisThe workforce is changing and talent management is more important than ever. Recruitment and Selection: Strategies for Workforce Planning & Assessment unpacks best practices for designing, implementing, and evaluating strategies for hiring the right people. Using a proven job analysis framework, author Carrie A. Picardi uses her academic and industry experience to teach students how to assess candidates in an accurate, legal, and ethical manner. With clarity and relevance, this book truly bridges theory and concept with practice in an engaging manner and will benefit students who need to hit the ground running to successfully manage workforce needs and activities in a myriad professional settings.Trade Review"If you are searching for a textbook that has the perfect balance of breadth and depth of the topics covered in staffing—then please consider adopting Picardi’s textbook. Additionally, and more importantly, it is also perfect blend of theory and practice as every chapter ends with thought provoking application based material such as case analysis etc. in addition to the ancillary materials provided by the author for both students and faculty." -- Veena P. Prabhu"Picardi provides an easy-to-read and follow text that covers all the major elements of the recruitment and selection process while providing practical applications and opportunities." -- Matthew A. Fuss"The strength of this text is the emphasis on the importance of the job analysis and how it flows throughout the staffing process." -- Carl J. Blencke"Written by a seasoned practitioner, this book is full of real-world insight into staffing and recruiting. The text is accessible to the student or new HR practitioner working to understand the strategic and aspects of recruiting, along with the necessary compliance considerations and great how-to tools throughout." -- Laura L. Sankovich"The book is very informative on staffing with relevant examples from several organizations." -- Pramila Rao"An excellent "how to" approach for recruitment and selection. This textbook develops skills that transfer learning to the work environment, which translates to saving time, money and resources for the individual and organization." -- Joanne W. HixTable of ContentsPreface Acknowledgments About the Author 1. Introduction to Workforce Planning and Assessment What is “Work”? The Organization of Work and Jobs The Evolution of Work Structure Organizing the Work: Jobs and Job Families The Logistics of Work Strategic Job Redesign and Its Benefits The Role of Human Resources in Workforce Planning and Assessment Organizational Best Practices: Spotlight on Job Rotation at HSBC Chapter Summary Key Terms 2. Legal Compliance and Ethical Considerations Legal Compliance in Workforce Employment Decisions U.S. Legislation and Equal Employment Opportunity Assessment of Legal Compliance in Workforce Employment Decisions Ethical Employment Considerations Organizational Best Practices: Embracing Workforce Diversity at MasterCard Chapter Summary Key Terms 3. Job Analysis and Design Phase 1: Identify the Job to Examine Phase 2: Determine Appropriate Information Sources and Collect Job-Related Data Phase 3: Organize and Analyze Data Organizational Best Practices: Discovering Data in New Places—Job Analysis Leverages Social Networking Tools Chapter Summary Key Terms 4. Job Description and Competency Model Development Job Descriptions in a Perfect World Job Description Structure and Format Competency Models Organizational Best Practices: Examining Global Leader Competencies at McKinsey & Company Chapter Summary Key Terms 5. Job Evaluation The Job Evaluation Process Step 1: Obtain Job KSAOs, Qualifications, Working Conditions, and Essential Duties Step 2: Examine Compensable Factors Using the Rating/Weighting Evaluation Method Step 3: Add Factor Points Together to Determine Overall Job Value Spotlight on Hay Group—Pioneer in Job Evaluation Determining Compensation using Job Evaluation Data Legal and Ethical Considerations for Job Evaluation Organizational Best Practices: Behind the Scenes of an Online Salary Survey—Payscale’s Data Methodology Chapter Summary Key Terms 6. Recruitment Strategy Factors Affecting Recruitment Recruitment Strategy: An Internal Approach Recruitment Strategy: An External Approach Recruitment Legal and Ethical Considerations Organizational Best Practices: Groupon’s Innovative Recruitment and Its People Blog Chapter Summary Key Terms 7. Selection and Interview Strategy Interview Strategy and Process Developing Effective Interviewers Legal and Ethical Considerations in the Interview Process Organizational Best Practices: A Holistic Interview Process at Whole Foods Market Chapter Summary Key Terms 8. Selection: Simulations and Assessment Centers Simulations Assessment Centers Legal and Ethical Considerations for Simulations and Assessment Centers Organizational Best Practices: Spotlight on Vodafone’s Assessment Center Strategy Chapter Summary Key Terms 9. Selection: Employment Testing History of Testing in Occupational Selection Assessment of Knowledge, Skills, and Abilities Personality Assessment Honesty and Integrity Assessment Administration of Tests and Assessments Test Score Interpretation for Selection Decision Making Validity and Reliability of Testing Measures Legal and Ethical Issues of Employment Testing Organizational Best Practices: Identifying Strengths and Talents, the Facebook Way Chapter Summary Key Terms 10. Making the Hire—Final Assessment of Candidate–Job Fit Biodata and Application Forms Spotlight on Technology: Implications of Using Social Media Content in Hiring Decisions Background Checks Reference Checks Preemployment Testing Making a Job Offer A Final Word: Transitioning from Job Candidate to Employee Organizational Best Practices: Technology-Driven Reference Checks? There’s an App for That Chapter Summary Key Terms Appendix Glossary References Index

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Book SynopsisThis book was shortlisted for the National Business Book Award 2022. What accounts for the lack of diversity in leadership positions? Looking carefully at how current leaders view the relationship between top tier management and diverse groups, Opening Doors to Diversity in Leadership examines recruitment selection, performance evaluation, workplace succession, working conditions, and corporate culture and how they impact hiring, promotion, and retention of diverse groups. Using a psychological, organizational, and cultural framework Opening Doors to Diversity in Leadership will help businesses integrate a more diverse presence in leadership, Emphasizing the interlocking relationship between our thoughts and actions, this book stresses the importance of organizational review and self-reflection as well as the pivotal role of removing unconscious biases from the workplace and identifying the systemic biases embedded in many aspects Trade Review"Opening Doors to Diversity in Leadership is not just a book that looks into the deepest crevasse of societal oppression; it takes the opportunity to explore the root causes, attitudes, and prejudices that undermine marginalized groups and lead to systemic disadvantages in the workplace. This book acts as a highly valuable guidepost for anyone interested in being part of a solution-oriented organization or those just looking to gain a better understanding of the impact of systemic oppression on marginalized communities. I strongly recommend that anyone who is compelled toward leadership, in a leadership role, or can act as an agent of change should be introduced to this text as the insights provided and the comprehensive overview shared paint a thorough picture of societal norms and leaves just enough a silver lining for the reader to believe that true corporate and societal change is possible." -- Amanda Paul, Ontario Institute for Studies in Education * Leadership *Table of ContentsList of Figures List of Tables 1. A Changing World 2. Diversity Gaps in Leadership 3. Concepts of Leadership 4. Perceptions and Attitudes 5. Moving In – Recruitment and Selection 6. Moving Up – Promotion, Performance and Succession 7. Moving Out – Retention, Work Environment and Corporate Cultures 8. Diversity, Business and Government Appendices Appendix I: Representation Data Issue – Benchmarking Appendix II: Representation Data Issue – Comparability Appendix III: Summary of Best Options and Practices for Building Diversity in Leadership Bibliography Index

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Book SynopsisThis book presents what the training within industry (TWI) program is and how its presence affects the understanding of work standardization, focusing on the practical aspects of the implementation of work standardization in the elimination of human errors in manufacturing and service processes.Table of ContentsIntroduction to the Work Standardization Process. Production Process Documentation. Kaizen-Based Improvement of Production Processes. Training Workers. Work Standardization Process Implementation and Management. Practical Workshop Dedicated to Work Standardization According to the TWI Program. Afterword. References.

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Book SynopsisHave you ever worked with a team that was ready for change, but then failed to follow through? Have you ever wondered why some employees fail to apply what they learn in training to their day-to-day work? Perhaps change blockers are in play. In Overcoming Barriers to Behavior Change, Juanita Coble and Adélka Vendl identify common change blockers and provide strategies for surmounting them.This TD at Work issue explains how fear, laziness, and resignation can keep employees from reaching their potential, even when they want to improve. The authors discuss how provocative coaching—or “playing the devil’s advocate while being on the side of the angels”—can help people get past the feelings that are blocking them from making a positive change.In this issue, you will find: positive and negative aspects of change blockers the six C Steps that promote behavior change stories of organizations that have made change stick strategies for thinking two steps ahead 10 ways to coach provocatively. Table of ContentsWHY CAN'T WE CHANGE? 1 DEALING WITH CHANGE RESISTANCE 4 CREATING PLANS TO OVERCOME BARRIERS 5 THE C STEPS 5 ENCOURAGING STAKEHOLDER BUY-IN 13 CONCLUSION 13 REFERENCES & RESOURCES 14 JOB AIDS Thinking Two Steps Ahead 15 Quick Guide to Implementing the C Steps 16 10 Ways to Coach Provocatively 17

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Book SynopsisIf you are a leader or aspire to leadership over others you must read "Leaders, Power & Consequences." It clearly exposes the influences a leader has with people who are close and important to the leader. The leader is the person who holds the true power, that is, “the buck stops with them.” It is not underlings who act on behalf of another who dictates their actions. They are not the true power, and no one is long deceived. Where do problems in relationships, trivial or significant, not exist? The answer to resolving the problem is likely found where the power is located. Who are the true leaders, what are their expectations and how well do they communicate with those they lead? And, how well and candidly do those significant to the leader communicate directly back to the leader? This is where trust, safety and respect play a huge role in how the relationship plays out and either grows, mutually, or is destructive, mutually. Most leaders tend to communicate badly, have unspoken or inflexible expectations towards those they lead and blame others for what is the leader’s failings. "Leaders, Power & Consequences" confronts this problem of leadership directly and clearly by using Sy Ogulnick’s personally experienced stories. He clearly describes the path leaders must take if they are to personally grow, to understand themselves better, and in the process to contribute to the growth of those they lead. When authentic communication takes place between those in power and those immediately at the effect of this power, trust, safety and respect are felt by each. This must be found in the environment or Genuine Dialogue between them is impossible and will not, even at the point of a gun, take place. And it is the leaders who are primarily responsible for the creation of the environment. Words do not make it so, but action (behavior of the leaders) does. The path laid out in "Leaders, Power & Consequences" leads to facilitating problem-solving, creativity, innovation and a sense of mutual ownership amongst people to the degree that most leaders can only dream of.

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Book SynopsisConducting performance reviews can be stressful. But these conversations are critical to your employees' development, allowing you to formally communicate with them about their accomplishments relative to their goals. Performance Reviews guides you through the basics. You’ll learn to: Gather and analyze the right informationDocument your assessmentAddress performance problemsSet challenging goals Don't have much time? Get up to speed fast on the most essential business skills with HBR's 20-Minute Manager series. Whether you need a crash course or a brief refresher, each book in the series is a concise, practical primer that will help you brush up on a key management topic. Advice you can quickly read and apply, for ambitious professionals and aspiring executives--from the most trusted source in business. Also available as an ebook.

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Book SynopsisDisasters, including technological, natural, and manmade, haveincreased exponentially, making this book essential for organizationsand students in areas such as Business Management, BusinessContinuity, Disaster Recovery, Information Security, Risk Management,Project Management, Audit, Compliance, and IT.This book takes a complicated subject and breaks it down intoplain English, allowing for concepts, definitions, and so much more tobe absorbed and understood. It offers a detailed understanding ofwhat is crucial in Business Continuity Management, and the practicalsteps and stories help the reader implement each phase of planningincluding: Project Management, Gap Analysis, Risk Evaluation andControl, Business Impact Analysis, Strategic Planning, EmergencyResponse and Operations, Awareness and Training, Maintaining andExercising Plans, Public Relations and Crisis Coordination, and more.Unlike other books where you are offered only a checklist, thisbook teaches through stories, practical applications, and yes, bulletpointed checklists, too.

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Book SynopsisA cutting-edge, relentless, objective approach to inclusion.Companies spend billions of dollars annually on diversity efforts with remarkably few results. Too often diversity efforts rest on the assumption that all that's needed is an earnest conversation about "privilege." That's not enough. To truly make progress we need to stop celebrating the problem and instead take effective steps to solve it.In Bias Interrupted, Joan C. Williams shows how it's done, and, reassuringly, how easy it is to get started. One of today's preeminent voices on inclusive workplaces, Williams explains how leaders can use standard business tools—data, metrics, and persistence—to interrupt the bias that is continually transmitted through formal systems like performance appraisals, as well as the informal systems that control access to career-enhancing opportunities. The book presents fresh evidence, based on Williams's exhaustive research and work with companies, that interrupting bias helps every group—including white men.Comprehensive, though compact and straightforward, Bias Interrupted delivers real, practical value in an efficient and accessible manner to an audience that has never needed it more. It's possible to interrupt bias. Here's where you start.Trade Review"Smart, insightful and written for top executives…" — Forbes"Bias Interrupted is well written and thoughtful. Education leaders can reflect on universal institutional practices and work to improve the environment for their staff, which will improve the outcomes for our students." — School Administrator (AASA, American Association of School Administrators)"Topped off with several chapters directed separately at CEOs, chief diversity officers and human resources heads, and managers looking to meet DEI goals, Bias Interrupted tackles a complex and often contentious subject and packs a tremendous amount of research, evidence, strategy, and good old straight talk." — Civil Engineering (ASCE)"…a clear and convincing guide for how to systematically attack bias in your organization's practices." — Charter"This book is a data-filled resource for talent development professionals involved in advancing diversity, equity, and inclusion efforts at their organizations." — T+D Magazine"This brief book, with the bold promise of its subtitle, can do more for true "diversity" in businesses, universities and community programmes than all the well-meaning workshops designed to teach people what racists and sexists they are and how important diversity is." — TLS (The Times Literary Supplement)Advance Praise for Bias Interrupted:"How do you move DEI from acronym to action? Joan Williams shines the light on the realities of the modern workplace and how small but important steps can usher in real change." — KATIE COURIC, award-winning former ABC News journalist; former cohost, NBC's Today show; former anchor, CBS Evening News; New York Times bestselling author, The Best Advice I Ever Got; and founder, Katie Couric Media"Bias Interrupted could not be more valuable or more timely. This book is a godsend. It's a deeply researched blend of evidence and practical, actionable advice." — ANNE-MARIE SLAUGHTER, CEO, New America"Joan Williams's groundbreaking approaches deftly deploy leading-edge research insights across real-world organizational terrains. Bias Interrupted captures the pragmatic and actionable approach that enabled us to move the needle on advancing diversity and belonging." — MELISSA THOMAS-HUNT, former Global Head of Diversity and Belonging, Airbnb"Professor Williams is a unicorn. A researcher, policy maker, and visionary, she offers hope for the future with a blueprint for change in the present using context from the past. This is a must-read for any leader eager to create an equitable workplace and a first-mover advantage in a postpandemic world." — EVE RODSKY, author, Fair Play"Common sense. Clarity. Joan Williams brings a refreshingly actionable and necessary point of view to the poorly understood world of diversity, equity, and inclusion." — ABIGAIL DISNEY, film producer, philanthropist, and social activist

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Book SynopsisGender equity can't happen without racial equity. We need Shared Sisterhood.Bias persists in organizations and society. Despite efforts that have been made in the last few decades, gender and racioethnic equity still hasn’t been achieved. What's worse, Black, Indigenous, Asian, and Latina women are being held back more than their White counterparts.We need to change how we strive for equity. We must move beyond individual solutions toward collective action, where people from historically power-dominant and marginalized groups work together, so that all women experience the benefits of professional growth and equity. We need Shared Sisterhood, and anyone, regardless of gender, can join in.Professor Tina Opie first started Shared Sisterhood as a movement to drive gender and racial equity in organizations. Since then, she and professor Beth A. Livingston have worked together to spread the word to leaders across organizations, with thousands of followers joining the cause. In this book, they explain how to use vulnerability, trust, empathy, and risk-taking to build Shared Sisterhood and break down three key parts of the process: Dig into your own assumptions around racioethnicity, gender, and power Bridge the divide between women of all backgrounds through authentic relationships Advance all women across the organization and beyond Balancing a mix of history, research, and real-life examples—including the authors' own experiences—this book encourages everyone to join Shared Sisterhood and advance equity for all.Trade ReviewNamed one of the 10 Best Business Books of 2022 by Forbes"Readers aiming to create equality at work will find great takeaways here." — Publishers WeeklyAdvance Praise for Shared Sisterhood:"A hopeful and inspiring work that shows us what can be accomplished when White women choose solidarity with their Black sisters." — Robin DiAngelo, author, White Fragility and Nice Racism"If you, like millions of us, desperately wish to find a way to understand each other, bridge our gaps, and work together toward creating a kinder, safer, and more equitable world for everyone, Shared Sisterhood is the way forward." — Amy Cuddy, social psychologist; bestselling author, Presence"In this powerful book on how to build bridges across race and gender divides, Opie and Livingston share actionable advice for handling difficult conversations with compassion and vulnerability—and advancing structural and cultural change in your workplace." — Adam Grant, #1 New York Times bestselling author, Think Again; host, TED WorkLife podcast"Grounded in the power of partnership of heart, mind, and soul of women, Shared Sisterhood offers a novel approach for overcoming the diversity challenges organizations face." — Tsedal Neeley, Naylor Fitzhugh Professor of Business Administration and Senior Associate Dean for Faculty Development and Research, Harvard Business School; author, Remote Work Revolution; coauthor, The Digital Mindset"Shared Sisterhood is a blueprint for how women can work together across fraught divides and establish new models of collaboration that have the potential to change the workplace and our lives." — Mehret Mandefro, CEO, Truth Aid Media"Opie and Livingston make a deeply compelling case for the importance of authentic connection between people—and offer a clear, actionable pathway for how we get there as leaders and change makers, one powerful step at a time." — Frances Frei, professor, Harvard Business School; author, Unleashed"Shared Sisterhood provides a step-by-step guide on how to heal relationships across racial differences and use those relationships to form the basis of collective action and actual change. This book is a must read." — Minda Harts, author, The Memo, Right Within, and You Are More Than Magic

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Book SynopsisIn the new world of hybrid work and AI, one thing is clear: the war for talent is over—and talent won.With sparsely populated offices and people working from wherever they are, and with AI emerging everywhere in business and dominating headlines, our work lives have undergone a remarkable transformation, seemingly overnight. But the reality is that for years the ever-growing digital wave has been breaking down organizational boundaries and increasing the adoption of open innovation, including the use of crowdsourcing platforms as a talent solution. Now the imperative is clear: adapt to and leverage this new, digitally enabled world of "open talent"—or get left behind.In this eye-opening, essential guidebook, John Winsor and Jin Paik, with their work at the Laboratory for Innovation Science at Harvard, show how the massive reset of the pandemic allowed talented workers everywhere to exit their jobs without leaving the workforce. Now many are freelancing for multiple companies or are starting small businesses, challenging hiring managers as never before amidst a transformed workforce. What's more, talent has more power than ever using platforms such as Freelancer.com, Fiverr, and Upwork, setting their own terms for work: what, where, when, and at what price.How can companies adapt? The key, the authors argue, is shifting to a more distributed idea and structure of collaborative work. The authors call this a networked organization, where talent is culled from both inside and outside the organization and viewed through a single lens—as a global ecosystem that can be tapped as needed.With rich stories, keen insights, and an abundance of practical advice, Winsor and Paik provide a new framework and operating model for transforming your organization into a talent-orchestrating, problem-solving machine.Trade ReviewAdvance Praise for Open Talent:"By harnessing global talent, organizations can access diverse perspectives, expertise, and creativity at an unprecedented scale. This book serves as an indispensable resource for leaders navigating this new frontier as AI and other disruptive technologies continue to redefine work." — From the foreword by Karim R. Lakhani, professor, Harvard Business School; coauthor, Competing in the Age of AI"When it comes to open talent, Winsor and Paik have lived the concepts, tested the pilots, and ultimately created the model for how organizations succeed. Their research and firsthand experience give you a front-row seat to the lessons learned while also providing you with an actionable framework to bring to your own organization." — Jason Crusan, former Director, Advanced Exploration Systems (AES) Division, Human Exploration and Operations Mission Directorate, National Aeronautics and Space Administration (NASA)"Open Talent is a guidebook to the future of work and a must-read for CEOs, entrepreneurs, and managers seeking to navigate this new world." — Richard Florida, author, The Rise of the Creative Class"This book is an urgent and timely read that provides the groundbreaking road map for the open talent revolution." — Tsedal Neeley, professor, Harvard Business School; author, Remote Work Revolution; and coauthor, The Digital Mindset"The future of work is here, and Open Talent provides a practical and cogent manual for succeeding in it. CEOs and other leaders who ignore the trends and truths Winsor and Paik convincingly lay out do so at their peril." — Jerry Colonna, CEO, Reboot; author, Reunion: Leadership and the Longing to Belong"In an age where information travels at the speed of light, Winsor and Paik make clear how businesses today can harness the power of talent from every corner of the world. Open Talent is a road map for any organization looking to thrive in the twenty-first century." — Jonah Berger, author, Contagious: How to Build Word of Mouth in the Digital Age"If you can do your job from Boulder, it can be moved to Bangalore. If you want answers to some of the most-often-asked business questions since the pandemic—on how to work with a remote and globally distributed talent base—you'll find them here." — Scott Galloway, Professor of Marketing, NYU Stern School of Business; bestselling author, The Four: The Hidden DNA of Amazon, Apple, Facebook, and Google

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Book SynopsisGet ready to make the biggest jump of your career.The chasm separating managers from leaders is widening as the skills required to be an effective leader grow in number and complexity. But you're ambitious. You want to cross that chasm. And your organization needs you to cross it in order to join its bench of stars who will lead with empathy and humanity and ground the organization's strategies in a meaningful, mission-driven, and purposeful way.The Leap to Leader is your trusted playbook for making the biggest jump of your career. You'll learn from more than a hundred successful leaders who share their powerful insights and compelling stories of how to make the leap, along with practical strategies and tactics for building a loyal following, moving up quickly to broaden your impact, and making the subtle but crucial mindset shifts that are required to lead others effectively.As senior managing director at the ExCo Group, Adam Bryant has worked directly with hundreds of fast-rising executives, sharing the leadership development frameworks, tools, and approaches that are at the heart of this book. He draws on the collective wisdom of the one hundred mentors at his firm—all former CEOs or global business leaders—who know what it takes to make the leap to leader. As the creator of the iconic Corner Office column in the New York Times, Bryant has spoken with more than a thousand leaders over the years about the challenges and nuances of leadership.The leap to leader doesn't have to be a leap of faith. If you're ready to make the jump, start here.Trade ReviewNamed a Top Voice in Leadership by LinkedInAdvance Praise for The Leap to Leader:"Adam Bryant expertly identifies why leading is completely different from managing. Drawing on intimate conversations with transformational, inspiring leaders, Bryant deftly lays out what every manager should know—and do—to make the leap. An indispensable guide for rising managers and for leaders who aspire to do even more." — Laszlo Bock, cofounder, Humu and Gretel; former Chief Human Resources Officer, Google; New York Times bestselling author, Work Rules!"Adam Bryant delivers again! In The Leap to Leader, he offers a three-part guide, full of practical tips, insights, and stories for those wishing to graduate from management to leadership. He not only poses the key question—Are you drawn to the fire?—but also describes the mindset shift that all great leaders must master." — Deborah Lee James, 23rd Secretary of the Air Force; author, Aim High"Leadership is a privilege because it provides an opportunity to make a huge impact by influencing others. And it's a challenge because leaders must learn how to influence others by inspiring them rather than telling them. Bryant captures this theme brilliantly, and if you want to become an impactful leader, this book is for you." — Niren Chaudhary, CEO, Panera Brands"With his journalistic approach to demystifying leadership, Adam Bryant has created an intensely practical guide filled with compelling insights, memorable stories, and actionable tips from CEOs. It will help anybody who aspires to lead." — Marla Beck, cofounder and former CEO, Bluemercury"The Leap to Leader has all the signature elements of Adam Bryant's work: an eye for the candid anecdote, an ear for different voices in a world of business where most of us sound the same, and an instinct for what can actually help people become better leaders in every phase of their lives. It has little details and big ideas, and it is the distillation of a lifetime of talking and listening to all sorts of leaders about their deepest hopes and fears." — Glenn Kelman, President and CEO, Redfin

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Book SynopsisThe post-pandemic era has brought about significant disruptions to the human resources management function, exacerbating existing challenges such as labor shortages and global skills gaps. As a result, effectively managing employee engagement and productivity in a multigenerational workforce has become more challenging than ever. Enhancing Employee Engagement and Productivity in the Post-Pandemic Multigenerational Workforce, editors Even and Christiansen provide a holistic perspective on the changing global landscape of human resources management. The book offers practical insights and strategies for managing employee engagement and productivity in a multigenerational workforce, including DEI, work-life balance, job satisfaction, and hiring and retention practices. Targeting academic scholars in the human resource management sphere, this publication offers a contemporary resource that addresses the current challenges faced by businesses and organizations. Whether you're a scholar-practitioner or graduate student, this book provides a comprehensive guide to navigating the post-pandemic multigenerational workforce and enhancing employee engagement and productivity.

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Book SynopsisThere is no HR-related topic more popular in the business press than performance management (PM). There has been an explosion in writing on this topic in the past 5 years, condemning it as a failure and calling for fundamental change. The vast majority of organizations use the same basic process which I call “Last Generation Performance Management” or PM 1.0 for short. Despite widespread agreement that PM 1.0 is failing, few companies have abandoned it or made fundamental changes to it. While everyone agrees it is broken, few agree on how to fix it. Companies continue to tinker with their systems, making incremental changes every few years with no lasting improvement in effectiveness. Employees continue to achieve amazing things in organizations every day, despite this process not because of it. Nothing has worked because organizations, business leaders and HR professionals focus on PM practices instead of the fundamental purpose of PM and the paradigms, assumptions, and beliefs that underlie the practices. Companies ask their performance management process to do too many things and it fails at all of them as a result. At the foundation of PM 1.0 practices is the ideology of a meritocracy and paradigms rooted in standard economic and psychological theories. While these theories were adequate explanations for motivation and behavior in the 19th and 20th centuries, they fail to account for the increasingly complex nature of organizations and their environments today. Despite the ineffectiveness of PM 1.0, there are powerful forces holding it in place. Information on rigorous, evidence-based recommendations is crowded out by benchmarking information, case studies of high-profile companies, and other propaganda coming from HR think tanks and consultants. Business leaders and HR professionals learn about common practices not effective practices. This book confronts the traditional dogma, paradigms, and practices of PM 1.0 and holds them up to the bright light of scientific scrutiny. It encourages HR professionals and business leaders to abandon PM 1.0 and it offers up a more appropriate purpose for PM, alternative paradigms to guide them and practical solutions that are better supported by scientific research, referred to as “Next Generation Performance Management” or PM 2.0 for short.Table of Contents Preface and Introduction Acknowledgments Section I: Context Last Generation Performance Management: PM 1.0 Paradigms: The Natural Laws of Performance Management 1.0 The Forces Against Change Section II: What To Stop Evaluating Performance: A Fool’s Errand Money: It’s a Crime A Pleasant Death of Performance-Based Pay Section III: What To Start Purpose, Meaning, and Direction Feedback and Progress We Versus Me Next Generation Performance Management: PM 2.0 Conclusion: Hard Work Ahead, Eyes Wide Open End Notes About the Author

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Book SynopsisGet the best-not just the most-out of your teams. Our modern workforce is suffering. For too long, organizations and leaders have sought success through a focus on efficiency and productivity, and it's costing us dearly. Workplace bullying and abuse has reached epidemic levels-along with high rates of burnout, staff turnover, and mental illness. Clearly, something needs to change. In Humanity Works Better, leadership experts Debbie Cohen and Kate Roeske-Zummer chart a new path forward: one that brings humanity, awareness, choice, and courage to the workplace. The result? A happier work environment that draws the best-rather than squeezes the most-out of people. Through the same tools and practices they've used to transform teams at organizations like Adobe, DocuSign, Saba, Pinterest, the authors guide you through a framework that converts company culture from toxic to healthy, from competitive to collaborative, from fearful to trusting, one human at a time. You'll address your own internal roadblocks to become a better person, and a better leader. And you'll master the skills and complexities to navigate the complex relationships that make us human. As you undertake this personal journey, you'll become aware of who you want to be and how to live the whole of your life, inside and outside the workplace. You'll emerge more confident, more effective, and more human, with the skills to lead a purpose-driven workforce that is energized, engaged, and driven to succeed. That's not just good leadership; it's good business.

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Book SynopsisIs your company a departure organization or a destination workplace? Finding, keeping, and motivating employees is harder than ever. Amid record-setting turnover and staffing shortages across industries, competition for candidates is fierce. How do you find employees that stay, take on challenging work, and deliver outstanding products and services? How do you keep your best employees from leaving? Answer: Employalty. There is a massive recalibration taking place around how work fits into peoples' lives. Winning the new war for talent requires a more humane employee experience, one that meets the needs and values of a changed workforce. Get this wrong, and the future of your organization is in jeopardy. Get this right, and you create an astounding competitive advantage around hiring and retention, while reaping all the benefits and business results that dedicated employees generate. Speaker, author, and commitment expert Joe Mull has spent 15 years teaching leaders how to be better bosses. Grounded in research and filled with captivating stories, Employalty provides a simple, evidence-based framework for creating the kind of employee experience that leads people to join a company, stay long term, and do great work. Employalty is a clear playbook for attracting and retaining talent and turning ordinary people into devoted employees. The era of trying to find the best person for the job is over. At an adapt-or-die moment for businesses of all sizes, employers must now create the best job for the person. Employalty shows you how.

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Book SynopsisHelping career professionals to be successful in a job interview.  How an interviewer views an applicant, due to their ability to communicate competencies confidently, affects the job interview outcome.  Each applicant conforms to one of 16 interview identities based on the candidate''s perceived level of knowledge/experience and their level of interview confidence. The interview identity acts as a filter that an employer uses before making a hiring decision.  The interview identity book will help readers to be seen as more skilled, more knowledgeable and more hireable.  TAKE - the interview prediction grid testCHOOSE - one of sixteen interview identities LEARN - how an employer views you based on your interview identity UNDERSTAND - the three rules for a successful interview outcome IMPROVE - your ability to create high-scoring answers INCREASE - confidence in the job interview RESULT - in an increase of job offers Readers will improve their job interview performance by learning about: Unconscious bias The structured job interview process  The hiring managers'' decision-making process This book is for anyone who consistently fails to win job offers during the job interview. 

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Book SynopsisIn our communication, there are three 'elements' used to express a message: verbal content, body language, and the voice. When these elements are not congruent, we often will believe the body language and the voice. For this reason, non-verbal elements are particularly important for communicating feelings and attitudes and in engaging others; in any type of leadership role these aspects are vital in order to be an effective leader. Leading with Presence provides a practical guide as to how and why Presence in everyday interaction is a vital component of impactful leadership. This book explores and teaches about non-verbal communication such as posture, gestures, and the voice to create more awareness and understanding of the signals sent, and explains how to be present and 'in the moment,' how to connect with others, to 'read the room,' to motivate and inspire, to instill trust, to exude confidence and thus strengthen your leadership. Through theory, practical tools and exercises, this book is essential reading for all business professionals in understanding the science behind body language, and exploring, practicing and understanding Leadership Presence.Trade ReviewExecutive presence; we recognize it instantly the moment we are confronted with it... the authors finally succeeded in demystifying the notion of 'presence' and nonverbal behaviour in leadership by establishing a unique connection between vast scientific knowledge and practical tools that will enable leaders to further increase their impact... -- Ronald de Jong, Distinguished Professor of Practice in Business, Tilburg University, Chairman Philips Foundation, Retired Member Executive Committee, Royal PhilipsIn this book a triple synergy comes together; science, experience, and practical applicability, like in the training at RSM and several of their trainings. It is inspiring and reflects where you are. Provides valuable insights and is useful regardless your level of professional experience. -- Kirsten van Benthem, Commerial Manager, Catalyze – Life Science ConsultancyEffective communication is key for successful leadership. Yet respective books and seminars tend to only focus on verbal communication, while reducing non-verbal communication to a side-note. This book is therefore a breath of fresh air. It takes non-verbal communication center-stage by marrying science with practice and presenting concrete exercises and how-to-dos. An accessible read that makes it easy to get better at what matters most as a leader: effective communication. -- Professor Dr. Niels Van Quaquebeke, Kühne Logistics University & University of ExeterLeading with Presence is an invaluable guide for anyone who seeks to ensure that their body and voice contribute to their positive impact. Antonie, Milly and Steffen’s collaboration have resulted in a treasure trove of principles, stories and exercises underpinned by thorough scientific evidence that will make you think about and enhance your non-verbal cues in a whole new way. -- Nicola Kleyn, Professor of Corporate Marketing and Dean of Executive Education at Rotterdam School of ManagementTable of ContentsChapter 1. Setting the Stage Chapter 2. Understanding Presence as a Body-Mind Connection Chapter 3. Emotional Intelligence And Authenticity Chapter 4. The Toolbox Chapter 5. The Voice Chapter 6. Expressiveness Chapter 7. Practicing Presence Chapter 8. Conclusion

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Book SynopsisThe way HR is working isn’t working. A global epidemic of workplace unhappiness, poor engagement and high churn shows that our well-intended HR interventions just aren’t cutting it.So, how can we put the ‘human’ back into Human Resources? Combining her own research with 20 years’ experience of leading OD and cultural change, Kath Howard encourages HR leaders to think big and to think personal. Accessible and compelling, People Not Paperclips is a refreshing blend of practical insights, stories, and tools that will help you create an environment in which your people can do their best work. It explores how we can attract, recruit, develop and support our people with heart, and why this really matters.People Not Paperclips positions HR professionals at the forefront of cultural change bringing humanity back into the workplace.· Combines expertise in OD and Psychology with interviews with business and HR leaders· An accessible and practical guide for HR leaders to build a workable OD plan for their businessA practical toolkit for creating people-centred HR services, processes, and practices, with accompanying online materialsTrade ReviewThis book is a must read for both established HR professionals and those embarking on a career in Human Resources. It provides a platform to reflect on current people centred approaches and to establish new approaches for the future. The author writes with a refreshing level of sensitivity and compassion and the belief that we can rehumanize HR. The sections in the book are well structured to help you explore the topic through research, stories and personal experiences. It is in all our interests to release the potential in our employees and this book will help to rekindle our determination and resolve to find a way to give them the support they need. It is a guide that we can all turn to time and again. * amazon.co.uk *This book is a really great combination of theory, practical application and ideas to take forwards. Kath brings a really refreshing view of Human Resources which challenges your thoughts and I have found really inspirational. A really accessible and great read! * amazon.co.uk *This excellent book is a must read for HR professionals at all levels. HR directors will find it useful as will those starting out in their career. It is succinct and well written, unlike some professional tomes! It is easy to use and full of useful accessible information and guidance. * amazon.co.uk *

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Book SynopsisRemote working is here to stay.But 65% of remote workers say they feel isolated, and many managers struggle to know how to support them.In Your Resource is Human award-winning marketer and global remote business leader Melissa Romo explores the five unspoken remote work emotions, and identifies the five remote-ready leadership behaviors that can help all teams, large or small, rise above the sometimes emotional undertow of working apart.This book aims to give remote leaders the counsel and courage to embrace empathy, adapt their communication and inspire optimism that will drive culture, build connection and help their people do their best work.Melissa Romo has more than 20 years’ experience as a business leader for FTSE 100 and Fortune 500 companies around the world and has spent more than a decade building, leading and working in globally dispersed teams. She earned an MBA from the Yale School of Management, where she studied organizational behavior and leadership, has been recognized as a marketing and advertising industry “40 Over 40,” and is a regular speaker on communication, content and community for business events around the world. https://www.melissaromoauthor.com/Trade ReviewThis brand-new, brilliantly written book, based on revealing interviews, allows CEO’s to understand the work-at-home phenomenon with more clarity and sensitivity to create a better workforce..a riveting business book, written by a skillful and intelligent executive. * LinkedIn *This is an important topic. Everyone leading a team - or who wants to ultimately lead a team - should read this book. * LinkedIn *If you are looking for straightforward tools and specific actions you can take to support your team and create the conditions for them to thrive in hybrid work, this book is for you. It's carefully researched and filled with relatable stories that make it an enjoyable and quick read. * LinkedIn *I highly recommend leaders furnish this book to their managers and teams. The thing that sets this book apart from the many articles, blogs and books written about remote work is how Romo shares actionable knowledge and information. She gives leaders the “how” to improve as remote leaders rather than just detailing the current challenges and theories. * Amazon *...a fantastic book that will help anybody build the skills to ensure your teams stay engaged, stay focused, and stay happy. * Amazon *Table of ContentsTable of ContentsYour Resource is Human: Remote work’s emotional pitfalls and how courageous leadership can help teams rise aboveForeword - Jay Shetty, bestselling author of “Think Like a Monk” and host of the podcast “On Purpose”Introduction - Who this book is forSection I - Identifying the 5 emotional pitfalls of remote workWhile your people might love the flexibility and independence of remote work, more challenging emotions are at play on some level all of the time. A good leader has a clear-eyed understanding of these and is on the lookout for them at all times.Diagnostic: How well do you read emotional signalsChapter 1 - IsolationHow remote work contradicts our human need for connectionChapter 2 - GuiltHow we punish ourselves for unproductive daysChapter 3 - BoredomWhen the empty room does not inspire motivationChapter 4 - ParanoiaCareer progression, politics and wondering if ‘out of sight means out of mind’Chapter 5 - DepressionThe devil’s workshop: Being alone during personal crises, existential dread, blues and fatigueSection II - Behavior blueprints: mastering your remote-ready leadershipEmpathetic leadership while remote is different than empathetic leadership in person. This section will help you apply 5 leadership behaviors to help you manage effectively in a remote context, confidently embracing the emotional realities your team are navigating every day.Diagnostic: How ready are you for remote-ready leadership?Chapter 6 - Checking inQuestions to ask and how to know when to ask them + 5 conversation startersChapter 7 - Building trustCreating a safe place to confide, and what to say when they do + 5 conversation startersChapter 8 - Setting boundaries How to show care and compassion without being a pushover + 5 conversation startersChapter 9 - Managing performanceBalancing high expectations with personal constraints + 5 conversation startersChapter 10 - Communicating with optimismRemote-ready leadership and how the leader is every remote team’s North Star + 5 conversation startersConclusionFurther ReadingAbout the Author

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Book SynopsisSHORTLISTED: Business Book Awards 2021 - HR & Management Category Productivity is flatlining, employee wellbeing is at an all-time low and stress at an all-time high. Mental health issues are now the biggest single disability affecting the UK and are estimated to cost the economy £105bn each year. Traditional company design, structures and processes are making these issues worse and leading to unprecedented levels of staff burnout. This not only impacts individual employees, there is also a detrimental effect on overall company performance when employees can't perform to their full potential. It is the responsibility of Organizational Development and HR professionals to address these issues urgently and redesign work to allow people to flourish and businesses to thrive. Full of practical advice, tips and tools, The Energized Workplace provides a blueprint for how practitioners can redesign their organizations to support employees and ensure the business outperforms the competition. It covers everything from why existing structures are causing business output to decline, why traditional processes are holding organizations back and what the consequences of not addressing these design issues will mean for business including increased staff turnover, a rise in employee absence and a decline in company profits. Including case studies from organizations across a range of sectors who have successfully put people at the heart of their workplace design such as CyberClick, Mind Valley, Brewdog and Wegmans and with specific guidance on designing for five generations working side by side, across different countries and on separate time zones, The Energized Workplace will help OD and HR professionals confidently tackle the organizational issues putting their company success and employee health and happiness in jeopardy. This book is essential reading for practitioners needing to deal with the wellbeing crisis and productivity puzzle in the new world of work.Trade Review"Perry inspired me again! The Energized Workplace challenges the new world of work by proposing non-traditional HR/OD solutions and unconventional models along with practical case studies. Perry's concepts will definitely support the wellbeing of employees as well as help leaders and colleagues gain a better understanding of how to harness employees' energies in the workplace." * Marguerite A. Ulrich, Inspire HR Consulting. Founder & Chief Inspiration Officer *"At a time when the world is facing unprecedented challenges, Perry brings the strategy and focus to recreate our organisations anew. The Energized Workplace offers a blueprint for how the workplace should be - not in the future, but NOW! This is no run of the mill book - it will leave you 'energised' and ready to bring your full self to work and help those around you achieve the same. A must read for anyone fed up with the status quo!" * Miranda Ash, Chief of Community + Transformation Expert at WorldBlu *"The Energized Workplace is a book the world (of work) needs more than ever. Through a rich and considered blend of research, case studies and evident soul searching Perry Timms holds a mirror up to the design flaws and leadership foibles that continue to plague people and organisations and boldly lays out a blueprint for us to reinvent work with energy, engagement and eudaimonia as a source of superpower." * Rob Baker, Chief Positive Deviant & Founder of Tailored Thinking and author of Personalization at Work *"I felt thoroughly nourished having read Perry's book. It's thought-provoking, progressive and gives you the space to think about what the future of work has in store for us and the potential impact that not taking care of our energy will have in this era of 'peak work'. In Perry's unique style he talks about how the 'dirty energy' will slow us down and how natural energy will lead us to flourish. If you're someone who wants to understand how to better manage your energy in the modern world of work this book is for you." * Natasha Wallace, Founder, Conscious Works and author of The Conscious Effect *"Making positive change happens best from a place of understanding. In The Energized Workplace, Perry helps us to understand the energy (or lack of!) in organizations, identifying approaches we can all take to design better experiences, raise energy levels and maximise engagement. A stunning read that takes you on a real journey of discovery about organizations, about energy and about yourself." * Joanna Suvarna, Learning and Development Specialist *Table of Contents Chapter - 00: Introduction; Chapter - 01: 2050 voyaging; Chapter - 02: 20th-century design flaws; Chapter - 03: 80/20 variances; Chapter - 04: 1/20 or a 20 per cent probability; Chapter - 05: The 5 x 20 life and the redesign of age; Chapter - 06: 20:20 vision; Chapter - 07: The 20 misuses of energy in the workplace; Chapter - 08: The 2020 list of energized workplaces; Chapter - 09: 20 minutes per day to energize yourself; Chapter - 10: Tools for the next 20 years;

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Book SynopsisSHORTLISTED: Business Book Awards 2021 - HR & Management Category DISTINGUISHED FAVOURITE: Independent Press Awards 2021 - Business General Category Flexible working is now a key concern for many employees. It spans genders, ages and family circumstances, with 37% of millennials declining a job offer if working flexibly isn't an option and 78% of employees over 50 wanting more flexible hours. Flexible Working is a practical guide for HR practitioners showing how to develop an effective flexible working strategy to meet the needs of employees and the needs of the business. This book explains how to develop effective flexibility policies and processes as well as how to communicate and train line managers on these practices. It also includes advice on how to overcome barriers to flexible working, dispels common myths and offers guidance on the different forms of flexible working available to organizations. Flexible Working shows that working practices outside the standard 9-5, five-days-a-week in the office can benefit a company. It drives employee engagement and performance, reduces costs and workplace stress and improves talent acquisition from a more diverse talent pool. It also explains how a proactive flexible working strategy can have sustainability benefits and reduce a company's carbon footprint. Including case studies from organizations such as Zurich Insurance, and supported by rigorous analysis of flexible working data, this is essential reading for all HR professionals.Trade Review"Flexible Working is an excellent 'how to do it' book that helps employers think through their options for flexible working in the new world of work. This is a very well written and extremely timely book and will support the HR community in thinking through how we work in the future." * Professor Sir Cary Cooper, Alliance Manchester Business School, University of Manchester *"From formulating a strategy to launching and embedding flexible working practices across the organization, Gemma Dale's book is the perfect companion to this potentially daunting task. Part One of the book sets out the rich evidential basis for flexible working as a driver of organizational performance and its impact on the bottom line. Part Two provides a step-by-step approach to ensuring that a move towards flexible working is not only successful from day one but also sustainable in the longer term. Packed with case studies, practical examples and useful templates, this book is a must-read for forward-looking businesses of all sizes." * Karen Teago, CEO and Principal Solicitor, Your Employment Settlement Service *"The book is an accessible and well-reasoned contribution to thinking about and understanding flexible work. It not only makes a clear case for the benefits of organizations taking a flexible approach to work, but offers clear and easily implementable interventions to overcome some of the most commonly faced barriers. It does this whilst also calling out, with gusto, those areas where myth, bluster or lazy assumptions have dominated the debate." * David D’Souza. Membership Director, CIPD *"This book is a must-read for any HR practitioner or business leader who wants to create a more flexible future for their organization. As well as providing the evidence to build the business case, it delivers a complete and practical guide to every step that you need to take along the way. Gemma provides us with compelling reasons to rethink how and where we work." * Tim Scott, People Director, Fletchers Solicitors *"If you are a HR professional or a line manager, this comprehensive book will take you on a learning journey giving you both an introductory blast into what flexible working means through to embedding it into your organization's strategy and culture. It uniquely does the horizon scanning for you as you consider the future and how flexible working can support other big workplace agendas like wellbeing, attracting talent and inclusion. Any myths are dispelled, barriers explored, and toolkits included to help to create a flexible working culture and embed flexible working practices. It's a must read. 5 stars from me!" * Daphne Doody-Green, Head of CIPD Northern England *"Punchy, comprehensive and thorough, Gemma's book covers everything you'll need to know about this vital subject. If you're still in any doubt that flexible working needs to be part of our present and future, you'll be left with a clear sense that this is the right thing to do and be equipped with all the information, perspectives and tools needed to make it happen. You can't afford to be without this book." * Neil Usher, Chief Partnerships Officer, GoSpace AI and author of "The Elemental Workplace" *Table of Contents Chapter - 00: Introduction: Why flexible working and why now; Section - Part One: The case for flexibility; Chapter - 01: Flexible working; Chapter - 02: The benefits and challenges of flexible working; Chapter - 03: Flexible working and the future of work; Chapter - 04: Flexible working and inclusion; Chapter - 05: Flexible working and wellbeing; Chapter - 06: Exploring flexible working myths; Chapter - 07: The barriers to flexible working, and how to overcome them; Section - Part Two: Introducing flexible working: The practical guide; Chapter - 08: From compliance to culture: Six elements of a truly flexible workplace; Chapter - 09: Developing a strategy for flexible working; Chapter - 10: Effective policy and process; Chapter - 11: Supporting implementation; Chapter - 12: Conclusions; Chapter - 13: Flexible working toolkit; Chapter - 14: Epilogue: Flexible working post Covid-19; Chapter - 15: Appendix 1: Sample tools for managers; Chapter - 15: Appendix 2: Sample tools for employees;

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Book SynopsisExamining a range of under-explored work-life interface issues as they affect different stages of a worker’s life, the authors share new insights into complex issues that affect us all. Topics explored include the wellbeing of students who work, solo-living staff, those on complex fertility journeys, perinatal mental health, chronic illness, menopause, and retirement. Work-Life Inclusion: Broadening perspectives across the life-course will be primarily useful for two main audiences: 1) Academics and students in the fields of work and employment, gender studies, and those interested in health and wellbeing 2) People management practitioners and employers.Trade ReviewThis book will be a very valuable tool to help HR professionals and organisations to take their health and wellbeing strategy to the next level. To optimise its impact, a strategy should be based on the health risks and needs of its workforce throughout the employee ‘life course’. The CIPD fully supports the notion that employers need to consider the whole person if they are to be effective in reducing work-life conflict and supporting their health and wellbeing as they journey through work and life. The book provides an excellent narrative of how this needs to include the multidimensional nature of people’s identity and experiences. The different chapters cover a range of key life-stage events, such as menopause transition, that individuals can encounter through the employee lifecycle and which can understandably impact on health and work. The book is a welcome clarion call to breakdown the silence and taboo that persists in many workplaces around broader wellbeing issues that affect so many, so that people can receive empathy, support and understanding. -- Rachel Suff, Senior Policy Advisor, CIPDI am delighted to provide an endorsement for this handbook edited by Dr Krystal Wilkinson and Dr Helen Woolnough. Through a series of well-informed empirical chapters, they respond to the call to broaden understandings of the work-life interface to consider a range of challenges for different groups across the life-course. Many of the chapters highlight topics that have previously been underexplored in work-life literatures, and are highly topical, such as social class in Chapter 2, the earliest stages of working lives (Chapter 3 and 4) solo-living for women (Chapter 5), menopause (Chapter 12), apprenticeship (Chapter 9) and male perspectives on parenthood (Chapter 11). The ground-breaking work is carried in the middle of the book with chapters 6 to 8 on topics that are historically missing from academic agendas; bound by the development of theory on the connection between fertility treatment, miscarriage and perinatal mental illness respectively. These chapters successful illuminate silenced and taboo topics, bringing them into mainstream workplace narratives to the benefit of readers. Strength and depth are added by intersectional empirical studies with reflections on work-life complexities from older workers (Chapter 13), ethnic minority female workers that manage chronic illness (Chapter 10) and older ethnic workers (Chapter 14). Taken as a whole, authors draw on a range of theoretical frames and lenses including the work-life interface; equality, diversity and inclusion, career theory, empowerment, training and wellbeing. The book is pitched to appeal to both academics and practitioners through its accessible credible approach. The style is provocative and critical; it challenges our assumptions as researchers or organisation practitioners to think creatively and be more work-life inclusive. All chapters conclude with implications for practice. Thanks to insightful guidance and analysis from Drs. Wilkinson and Woolnough, their book plants a stake in the sand that others in the field will need to observe. -- Professor Carol Woodhams, Professor of Human Resource Management, Surrey Business School:Taking an inclusive approach to the work-life issues employees face at different stages of the life-course should be part of an organization’s overarching inclusion strategy. This book is a welcome step forwards in deepening our understanding of the multi-faceted nature of people’s lived experiences of the work-life interface. Feeling included at work has a positive impact on employees’ engagement, productivity and wellbeing. This book is a call to action for organisations to go further in cultivating inclusive cultures by shining a light on some of the under-explored and ‘hidden’ issues employees face when navigating their working life and personal experiences. A highly informative and valuable read which will help readers think more creatively about how people experience the work-life interface. -- Craig Oddy, Head of Talent and People Experience, Novuna Financial ServicesTable of ContentsChapter 1. Introduction: Exploring the Under-Explored; Krystal Wilkinson and Helen Woolnough Chapter 2. Work-Life Balance and Social Class; Samantha Evans and Madeleine Wyatt Chapter 3. Parallel Lives: Exploring the Experiences of Students Who Work; Marilena Antoniadou, Mark Crowder, and Eileen Cunningham Chapter 4. Empowering Generation Z: Achieving a Healthy Work-Life Interface; Fabio Rizzi, Jérôme Chabanne-Rive, and Marc Valax Chapter 5. Questing the Work-Life Challenges Faced by Solo-Living Women Academics: Can There Be a “Life” for Us?; Grace Gao, Linna Sai, and Mengyi Xu Chapter 6. Navigating Fertility Treatment Alongside Work and Employment: The Work-Fertility Interface; Krystal Wilkinson and Clare Mumford Chapter 7. The Intersect of Miscarriage and Work: Concealment, Minimisation and Discriminatory Practice; Katy Schnitzler Chapter 8. Perinatal Mental Health and Employment: Exploring the Work-Illness Intersection in the Context of UK Policing; Krystal Wilkinson, Sarah-Jane Lennie, and Keely Duddin Chapter 9. Are Training Opportunities Another Work-Life Challenge?: The Experiences of Combining Apprenticeship Training with Working Split Shifts in Hospitality Roles; Gail Hebson and Clare Mumford Chapter 10. Managing Work and Life with an Unseen Chronic Illness; Humera Manzoor Chapter 11. Muted Voices of Invisible Men: The Impact of Male Childlessness; Robin A. Hadley Chapter 12. Menopause and Workplace Well-being; Carol Atkinson, Fiona Carmichael, and Jo Duberley Chapter 13. Ageing and Work-Life Complexities in Retirement; Katrina Pritchard, Rebecca Whiting, and Cara Reed Chapter 14. Ageing Migrants' Work-Life Interface across 'Transnational' Life-Courses; Sajia Ferdous Chapter 15. Conclusion; Helen Woolnough and Krystal Wilkinson

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Book SynopsisThe construction industry is a huge employer all over the world, but due to the project-based nature of construction, opportunities to improve pay, conditions and use of technology are often overlooked. The lack of attention to workforce management issues in the construction industry contributes to its overall poor performance in most countries worldwide. To address this problem, it is necessary to understand the practices that need to be in place for construction organisations to be able to manage their workforce effectively. Construction Workforce Management in the Fourth Industrial Revolution Era explores the concept of workforce management in construction and the impact of the pervasive technologies offered by the fourth industrial revolution on the effective management of the construction workforce. Through a critical review of existing related theories and models, gaps in existing workforce management studies are unearthed, and a conceptual model designed to improve the management of workers in the construction industry is proposed. The content here benefits researchers seeking to expand the frontiers of knowledge on workforce management in construction.Table of ContentsChapter 1. General Introduction Chapter 2. Construction Workforce Management Chapter 3. Construction Workforce Management in the Fourth Industrial Revolution Chapter 4. Workforce Management Theories, Models and Practices Chapter 5. Gaps In Construction Workforce Management Research Chapter 6. Conceptualising Construction Workforce Management Chapter 7. Exploring the Conceptualised Construction Workforce Management Model through Experts' Opinion Chapter 8. Conclusion

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Book SynopsisThis volume offers several original scholarly contributions written by thought leaders in the field of human resources management.

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Book SynopsisHelen Francis is Director of the Edinburgh Institute of Leadership and People Management (EILPM) and Reader within Edinburgh Napier Business School, UK.Linda Holbeche is Visiting Professor at both the University of Bedfordshire and Cass Business School and an Associate at Ashridge Business School, UK.Martin Reddington was formerly Global Programme Director, HR Transformation, at Cable & Wireless. Since leaving Cable & Wireless, he blends academic research with consultancy.

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Book SynopsisThe programme was designed to support professionals to process their workplace experiences and support them to build resilience levels to ensure they had future coping strategies beyond the initial life of the supervision sessions. The model of restorative resilience supervision was first developed in response to the emotional demands of midwives, doctors and nurses caring for families who had experienced miscarriage and stillbirth.Table of ContentsContent Includes: Introduction Workplace stress Vulnerability of the helping professions Resilience and protective factors Why restorative resilience supervision? Key elements of the model Case studies

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Book SynopsisOver the past 30 years, coaching has grown into a professional service, delivered by billion-dollar businesses for people at every level. But support for those tasked with the responsibility of buying coaching is still hard to come by. This book is designed to help individual coachees, line managers of coachees, and organisational buyers of coaching to get the most out of coaching. Through compiling the 50 most popular questions and drawing together a diverse panel of experts, The Coaching Buyers' Handbook presents crisp and clear answers to each. By helping create smarter, more informed buyers, this book will contribute to driving up standards throughout the coaching industry.

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