Personnel and human resources Books

Book SynopsisThe ability to help an organization effectively deal with change is a key competency that all HR professionals must possess. However, many people in the HR function have not received any formal training or instruction on how to fulfill this key role. Further, HR professionals are often paralyzed or frustrated by senior management attitudes and practices, thereby feeling left out of the change process entirely or powerless within it. This book provides HR professionals with key resources and concepts to successfully launch, implement and maintain change management initiatives within their organizations. Practical tools and explanations will illuminate critical change management competencies and processes thereby enabling HR professionals to take on strategic and active roles as they guide and lead employees, at all levels throughout an organization, to successfully deal with change. Further, understanding of one’s own reactions to change and how to harness this energy will also be explored to further assist HR professionals to effectively manage and guide change. Key questions posed at the end of each chapter allow for personal reflection and growth, further allowing for development of skills relating to change management. This book serves as an excellent resource to HR students, those new to practicing HR and seasoned HR professionals alike.

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Book SynopsisCoaching is one of the most sought-after leadership skills - vital for anyone who wants to develop a team of people who will perform effectively, but are also motivated and relish working together. It's also a dynamic discipline which, in recent years, has developed and grown to embrace theory and practice from a wide range of other disciplines, frameworks and models. Mastering Coaching starts by asking what skills an effective coach must now possess to boost the performance of their coachees. In response, it summarises the most important research in areas such as neuroscience, sports psychology and mindfulness, positive psychology, mastery and goal-setting and offers a clear, simple and practical guide to how this new thinking can help coaches and managers to develop their own coaching practice. Written by Max Landsberg, executive coaching and professional development expert and author of the perennial bestseller The Tao of Coaching, Mastering Coaching goes beyond the basics of coaching by providing insights which offer a proven route map to coaching success. Practical and jargon-free, the book will equip readers with the techniques and tools necessary to take their coaching to the next level.Trade ReviewA coach for the coaches! Max Landsberg has created an entirely new approach to coaching - you'll be more effective than ever, and your clients will thank you for it. Mastering Coaching demonstrates how coaches can up their own game by customizing their style to the needs of their clients. Landsberg has identified the most important coaching tools available! -- Marshall Goldsmith, author of the NYT#1 bestselling Triggers and global bestsellers MOJO and What Got You Here Won’t Get You There.Thought provoking survey of the field - some new ideas for me and, I suspect, for many. -- Douglas Gurr, President, Amazon ChinaI would highly recommend this book. Mastering Coaching takes complex subject matter and turns it into useable content for coaches working at all levels, incorporating theory and practice and full of great nuggets of actionable content. A must-read for any coach committed to their craft and serious about their personal development. If you are prepared to read this book and study it hard you will be rewarded by becoming a better coach; after reading it, I feel inspired. It has reminded me that the motivated and skilled coach can make a positive impact on not just their client, but on the whole of society. Great coaches can make great people. -- Andy Grant, Senior Coach Education Advisor at sports coach UKA magnificent summary of the present state of coaching. The reader will find excellent summaries of most of the main trends in contemporary coaching, with helpful guidance and suggestions as to how to use each approach in practice. It provides an ideal 'what next' for people who have completed a coach training and want to continue their development. -- Jon Stokes, Leadership Consultant and Coach, Stokes & Jolly Ltd; Associate Fellow, Said Business School, Oxford University.Want to top up your coaching skills? This book is what you need, full of insights, authoritative comment and practical understanding. Max Landsberg is a master of coaching. -- Andrew Campbell, Director, Ashridge Strategic Management CentreTruly masterful coaches combine a systemic perspective with depth of reflection on a wide body of relevant knowledge. In Mastering Coaching, Max Landsberg delves into the eclectic knowledge that underpins a coach's journey towards mastery. -- Professor David Clutterbuck, Co-founder, European Mentoring & Coaching CouncilAn essential read for coaches -- Judith Barton, Director of Coaching & Mentoring, British School of CoachingThis book is a must read, not only for coaches but for any serious learner, HR professional and for all great leaders. -- Katie Evans, Head of Learning, Development and Talent Management, Europe Middle East and Africa at KPMG UKan invaluable guide to keep leaders current and effective in our roles. -- Alistair Cox, Chief Executive, Hays plcMastering Coaching offers a set of unique insights into the role of the coach and the knowledge required to coach effectively. By drawing on a wide range of references and sources, Max Landsberg successfully describes many of the key ingredients required for a thorough understanding of how coaching works, and the part that it plays in improving human performance. -- Martin Burgess, EVP of Human Resources & Communications, Cobham plcMax cuts mercilessly through the guff, to distil the best of the insights, tools and science we need to be world class coaches, leaders and friends, right now. -- Anne Scoular, Founder, Meyler CampbellHe's done it again - Max Landsberg has written an eclectic, practical guide to help newcomer and experienced practitioner alike master coaching. -- Declan Woods, Global Head of Standards and Accreditation, Association for Coaching; CEO, ZPD Consulting

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Book SynopsisWhat is the single biggest leadership attribute needed to be successful in the new world of work? How can leaders motivate others with a different rule book driven by the expectations of new generations? In his first business book reflecting over 20 years of corporate experience as an influential HR Practitioner, Richard Summerfield makes the compelling case for leaders to show genuine care for people above all else, illustrating it through eight key techniques. After reading Loving Leadership, you'll be convinced that the ability to show an authentic, selfless passion for the feelings of others is arguably the most commercial and effective leadership behaviour of all!

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Book SynopsisResearch shows that successful businesses are those where employees are really engaged. How do they achieve this? Complex organisation initiatives or something more personal? In today's world of work, with all its jargon, processes, KPIs and technology we have forgotten a simple truth: the power of authentic, two-way, human conversations. This book, now in its 2nd edition, comes from over 30 years of learning from world-class organisations, tried-and-tested leadership coaching techniques and emergent thinking on neuroscience and employee behaviour. The result is a simple guide to why, when and how to hold five critical conversations with people you manage, which have been proven to dramatically improve trust, relationships, motivation and performance at work.

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Book SynopsisSales leaders must balance many activities and personalities, develop a strategic vision and culture and encourage their team to grow and improve for long-term success. This fascinating book encourages and teaches aspiring sales managers to understand themselves and their team so they can handle challenging situations and achieve higher levels of success. Find the root cause of interpersonal and performance issues Appreciate your own values and those of your sales team Discover your growth potential to become a better leader

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Book SynopsisThis book shows how HR can build strategic purpose and value-adding partnerships that drive business success and boost HRâs credibility, influence and reputation.

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Book SynopsisTurbocharge employee engagement through health and safetyHealth and safety' has regained its rightful place at the heart of the organization, alongside wellbeing and other people issues. Keeping it there, however, is tricky, and returns on investment are difficult to quantify. At the same time, companies yearn for new ways to engage their employees.Karen J. Hewitt urges us to switch gears on health and safety from systems and compliance to inspiration and engagement. With her simple three-step formula (Build, Buzz, Bake), she offers us her recipe for building employee engagement through health and safety, with significant gains for the business overall.

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Book SynopsisUpgrade your coaching skills for breakthrough results.The worlds of work, home and life have become fused together. It's time to upgrade your coaching toolkit so that you can handle this complexity and facilitate results that last.HARNESS provides: Extensive systemic toolkit Step by step, easy to implement processes Real and relevant examples Healthy provocation

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Book SynopsisThe success of your organisation depends on the quality of your staff and how quickly you can get new employees up and running happily at full capacity. To achieve this, you need to ensure your new staff understand your organisation and their role within it and are able to integrate smoothly with their new colleagues. Speed Reads: Inductions shows you how to design a reliable, structured, and repeatable induction process that works for both the new starter and for your organisation. It explains what inductions are, why they are important, what makes a good induction, how to plan the process and what types of starter you may need to cater for. There are also tips to help lift your induction standards from good to excellent. The book is for everyone who has the responsibility for organising and carrying out inductions for employees and volunteers as well as for those on the management team who might have a part to play in the process. It will be of value whether you are a manager, an HR officer, a member of your leadership team or the CEO. It covers * Making People welcome *Planning the induction *Early days * Types of starter * Inspirational inductions The book is for everyone who has the responsibility for organising and carrying out inductions for employees and volunteers as well as for those on the management team who might have a part to play in the process. It will be of value whether you are a manager, an HR officer, a member of your leadership team or the CEO.Trade Review‘A brilliant guide for charities on how to welcome and engage their new starters.’ Amy Flitney, People Policy Manager, Alzheimer’s Society *** ‘This is an insightful companion for HR practitioners and managers who aspire to craft an exceptional employee and volunteer experience from day one. A treasure trove of top tips, it will help you create memorable inductions that set the stage for lasting success. I wholeheartedly recommend this engaging and personable guide for anyone committed to making every new starter’s journey remarkable.’ Ruth Homer, People Officer, NCVO

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Book SynopsisRespect and understanding between colleagues is essential in any healthy, productive, equal-opportunities workplace. But as an employer, are you aware of the specific needs of transgender employees and applicants?This concise volume is the essential introduction for any employer on how to work effectively and respectfully with transgender employees, without asking the employee inappropriate or personal questions. In simple terms, it explains what it means to be transgender, the common challenges transgender people experience, and how you can best support transgender employees in their roles, and in their relationships with colleagues and clients.The book clarifies employers' legal responsibilities towards employees, offers practical solutions to bullying, and provides information on health and safety as well as medical issues such as surgeries and hormone therapy. The glossary of terms elucidates the finer points, such as the correct language to use with the employee, and the crucial differences between transgender identities, including gender variant and non-binary. By improving professional relationships company-wide and promoting your employees' wellbeing, this book will ultimately assist you in building a happier and higher-performing work force.Trade ReviewA brilliantly succinct yet thorough book of which every business, big or small, private or public, should have a copy. So many questions answered and so much practical help contained. An absolute gem of demystification. -- Juno Roche, Writer, campaigner and Co-Founder of TransWorkers UKComprehensive, authoritative, accessible. This book is all that and more. There are issues and solutions in here that I never thought about in over twenty years of teaching and writing about this topic. It's a book that every human resources manager is going to want to have handy. -- Christine Burns MBE, Author, E&D Consultant and Transgender ActivistEssential reading for all UK employers. It gives a clear, straightforward, and thorough explanation of trans experience including everything that organisations need in order to create a trans-inclusive workplace. -- Meg-John Barker, Therapist, Senior Lecturer in Psychology at the Open University and Co-author of How to Understand Your GenderA necessity for any senior line management or business owner in the SME sector, and a refreshing addition to the literature for corporate personnel and HR departments. Kermode and Fae demonstrate a sensitivity not just to their researched experiences of trans people, but also to the needs of employers or line managers who require a deeper understanding than routine rule books or check lists. Individual experience is brought to bear on important legislation regarding trans rights in public and private sectors as well as academic settings. Fae's chapter on data management is as richly nuanced as those on religion and politics or local and international work issues. The book identifies how individual trans experiences collide with work and IT systems, how trans rights legislation can conflict with staff culture, and helpfully provides guidelines for all involved to create a positive engagement that delivers wider benefits to the organisation as a whole. -- Previn Karian, MD, Resonance Practitioners Ltd and Editor, Critical & Experiential: Dimensions in Gender and Sexual Diversity[The book] has many facts and answers to questions around supporting and understanding potential issues that may face trans employees. It also gives links to support groups and networks for further information and help in specific sectors and organisations. All of this information may be of use to people within your organisation, from HR advisors to line managers but also for anyone who wants to understand more about their colleagues, customers and our richly diverse society.My advice is to leave the book visible on your desk, not hidden away the in HR department. In the two weeks that I have done this, I have been involved in conversations with colleagues who wanted to share their experience of trans relatives and friends... it is through these conversations that diversity increases and we bring the best people into our organisations, ensuring continued commercial success. -- Madeleine Field – Head of Diversity and Inclusion at FDM Group * HR Director *Table of ContentsIntroduction. 1. Understanding transgender people: the basics. 2. Interacting with transgender people. 3. Key employer responsibilities. 4. Recruitment and dismissal. 5. Data management - Jane Fae. 6. Transgender people in the workplace. 7. Health and safety at work. 8. Transgender people in public-facing roles. 9. Medical issues and time off work. 10. Transgender people working internationally. 11. The benefits of employing transgender people. Glossary.

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Book SynopsisEmployees with an Autism Spectrum Disorder (ASD) may be hugely beneficial to a workforce, but it can be difficult for individuals with no formal training to manage these employees successfully. This definitive guide will help managers and colleagues successfully interact with and support these professionals on the autism spectrum so as to ensure mutual success.Integrate Autism Employment Advisors use their experience advising employers on how to successfully employ professionals on the autism spectrum to identify the everyday challenges faced by employees with ASD in the workplace and sets out reasonable, practical solutions for their managers and colleagues. Barriers to productivity are highlighted, such as the sensory environment, miscommunication, and inadequate training of colleagues. Easy-to-implement strategies to adapt the working environment are provided, such as agreeing on non-verbal cues to signal ending a conversation or establishing parameters for appropriate email length. This book is an essential resource for anyone who works with professionals on the autism spectrum. It will allow them to engage with and support their colleagues on the autism spectrum in a respectful way and help them achieve a greater level of working success.Trade ReviewMarcia Scheiner and Joan Bodgen's excellent book is a very valuable guide to the challenges that people with autism face in the workplace, balanced with the assets and gifts that they bring to the workplace. Employers and fellow employees will find her book highly readable and helpful in knowing how to accommodate a colleague with autism, acknowledging their disability (which can often be misunderstood) and coming up with ways to make reasonable adjustments for them. In doing so, this will help ensure the workplace is inclusive for people with autism. In turn, the employer will benefit from the talents in people with autism, in excellent attention to detail, perfectionism, going the extra mile, and innovative ways of looking at information. -- Professor Simon Baron-Cohen, Director, Autism Research Centre, Cambridge UniversityThis book is a great asset for organizations and practitioners involved in autism at work employment programs. It outlines some of the challenges that people on the spectrum face in the workplace and provides managers with strategies to deal with those challenges. It is must read for any organization embarking on the neuro-diversity journey. -- Michael Fieldhouse, Dandelion Program Executive, DXC.technology Adjunct Professor Cyber Security, La Trobe UniversityAn Employer's Guide to Managing Professionals on the Autism Spectrum stands out for its comprehensive and contemporary presentation of information. Its delivery of crisp situational guidance makes it unique and especially useful in today's competitive landscape, where employers are looking to tap into this unexplored talent pool. I highly recommend this book to be read not just once, but to be at the ready for managers to create a strong work environment and elicit great performance from those who are on the spectrum. -- James Mahoney, Executive Director, Head of Autism at Work, JP Morgan Chase & CompanyThis book offers an accessible and clear overview for supervisors, co-workers, and individuals on the autism spectrum about how to improve the employment experience for professionals with autism. It provides a useful look at why there is increased interest in improving employment outcomes for this group, potential issues to anticipate, and ways to improve the likelihood of a successful job match and improved outcomes in retention and advancement over time. -- Susanne M. Bruyere, Director, K. Lisa Yang and Hock E. Tan Institute for Employment and Disability, Cornell University ILR SchoolTable of Contents1. Getting Started. 2. The Autistic Professionals. 3. Disclosure and Types of Employees on the Spectrum. Part I. Social Issues at Work. 4. Talking. 5. Social Interaction. Part II. Work Performance. 6. Organization. 7. Time Management. 8. Work Quality. 9. Emotional Regulation. Part III. Sensory Issues at Work. 10. Sensory Overload. Epilogue: The Spectrum of Autism.

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Book SynopsisA new, revised and completely updated edition of the bestseller about what it takes to be an effective and inspiring leader - from the author of the The Tao of Coaching Leadership can be learned. This practical and compelling guide offers the tools and techniques to help you build the necessary skills. It will enable any manager and executive to hone their skills in leading teams, departments, divisions and indeed whole corporations. At a time when leadership is not the exclusive territory of the CEO - each of us is placed in a position of having to lead something at sometime - this book is relevant to practically anyone, especially those who are in positions of management or aspire to it. Landsberg argues that anyone who personally engages with his team to create Vision and Inspiration and Momentum will almost certainly be regarded as a leader. This book shows you how to do that.Trade Review'A valuable stimulus to thought and action' Bob Heller, Management Today 'Succinct yet comprehensive, practical yet entertaining - few management books combine all these traits, but this is one such contribution' Petros Kalkanis, European Director, Gillette

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Book SynopsisThere is nothing so essential and yet so challenging as working with other people, yet most of us learn the key to it the hard way through trial and error. How do you: win colleagues over, motivate people, overcome prejudices and assumptions and interact successfully at all levels in your organisation? Answer: by knowing the secrets of what makes people tick...In "The Pleasure and the Pain", Debra Allcock Tyler has consolidated years of study and experience in a fascinating digest of facts, theories and practical advice that unlocks these secrets to help you turn the sometimes painful process of working with people into a real pleasure! Each chapter includes: practical advice and exercises; proven theories and human stories; and outcomes to expect. 'Debra Allcock Tyler has tackled a huge subject with real professionalism'. - Lindsay Boswell, Chief Executive, Institute of Fundraising.Trade Review‘This is the blueprint I’ve so desperately needed! The tips throughout the book have transformed not only how I understand my colleagues’ motivations and behaviours but my relationships outside work too. As an autistic person, I find it hard to figure out what makes people tick and how they make decisions. So this book has finally helped me articulate how my own brain works and to understand how other people operate too.’ Amy Lockwood, CEO, Oxford Hub ; 'Debra Allcock Tyler has tackled a huge subject with real professionalism' Lindsay Boswell, former Chief Executive, Institute of Fundraising

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Book SynopsisDespite current economic uncertainties, many companies are still recruiting, but in doing so they are seeking the best they can find. In the digital age, finding the right kind of talent through the World Wide Web, and social networks in particular, is becoming increasingly important. For example, in the US, 80% of recruitment today has some form of Web 2.0 involvement. This book examines what the key success factors are behind hiring through social networks and other Web networks. Moreover, how can companies present themselves and attract the best candidates through the Web? Finally, for those people seeking a job, this book provides valuable insight into how companies recruit through the Web.

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Book SynopsisMaintaining performance today is no longer simply about having an annual appraisal and telling employees "you must try harder". Research demonstrates that regular discussions about performance and providing feedback to the people you manage is a more effective way to motivate them and keep them on track. Distilled into this single, handy-sized volume are 50 tips, advice and techniques to help any manager become quickly skilled at regularly discussing performance, setting goals and objectives and providing the necessary feedback to ensure individuals and teams thrive in the company. Structured into five key parts, each of the 50 concise chapters also contains a practical exercise to help the reader understand and implement the concepts and ideas of this book.

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Book SynopsisThe tools and capabilities available to today's HR professionals provide a unique position that, when used correctly, can lead to that all-important - and highly coveted - role at the leadership table. But how to get there? In this updated second edition, Trehan has distilled all her experience as a global leader into a series of easily digestible chapters designed to help today's HR professional attain and keep a seat at the corporate decision-making table. Trehan offers specific strategies and frameworks for reframing the HR professional's understanding of their role within the company, including viewing the corporation not from the HR fishbowl, but rather from the vantage point of the CEO's office.

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Book SynopsisUnlock the True Potential of Your Workforce If you want your organization to start meeting and exceeding the expectations you have for it, then you need to address the problem of your disengaged workforce. The challenge, however, is that the business world has misunderstood the concept of employee engagement, thus our efforts have been failing—despite years of effort and billions of dollars spent. In this refreshing new book, future-of-work experts Maddie Grant and Jamie Notter reveal a new path for tapping into the power of your people in ways that produce tangible, measurable results. Part of the Non-Obvious Guide series published by IdeaPress, this book will teach you: How to define employee engagement in a way that connects directly to what makes both your organization and your employees more successful. Why engagement surveys are so flawed and how to dig into your culture to go beyond “symptom” metrics. When to let those Millennials (and others for that matter) hop to a new job after two years, and when to fight hard to keep them. Why culture is more important than engagement and what the relationship is between the two. Real, proven, and actionable advice on how to actually improve engagement. How to drive engagement even if you’re not “in charge of” engagement at your company.

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Book SynopsisThis book explores how entrepreneurship education can be embedded throughout the learner’s lifetime. To date, entrepreneurship education has tended to begin on an ad hoc basis at the higher education level: some institutions offer it as an elective or compulsory course, while others offer it as a degree program. In most countries, entrepreneurship has not yet been widely adopted in the core curriculum, and formal entrepreneurship education is almost exclusively offered to young learners. In addition to presenting critical views on who can benefit from entrepreneurship education, including children/schoolchildren, students in higher education and older people, the book proposes a model of holistic entrepreneurship education to promote a lifelong learning journey for educators and learners alike. Table of ContentsChapter 1: Entrepreneurship education, pedagogy and delivery.- Chapter 2: Entrepreneurship Education in UK Secondary Education.- Chapter 3: Addressing the pre/post-university pedagogy of entrepreneurship coherent with learning theories.- Chapter 4: The role of university-level Entrepreneurship Education in creating new enterprises.- Chapter 5: Student social enterprise engagement: capturing process, benefits and measuring social value.- Chapter 6: Mentoring Senior Entrepreneurs.- Chapter 7: Entrepreneurship Education for “Mature Preneurs”:The Role of Positive Psychology in Active Aging.- Chapter 8: Understanding the barriers faced by older entrepreneurs: A case study of a “Silver Workers” project.

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Book Synopsis“Culture eats strategy for breakfast”. Peter Drucker’s provocative statement points to the importance of culture for organizations. Depending on its characteristics, culture contributes significantly to the success or failure of for-profit and not-for-profit organizations. Hence, managers and leaders need to have an understanding of this important concept for best results. This book provides relevant knowledge about the concept of culture. This includes its major characteristics and dimensions, the way culture functions and influences both the internal life of an organization and the resulting performance. The book describes the emergence and development of culture over time as well as the formation and influence of subcultures. Even though culture is always present, certain situations call for specific attention such as fast growth or stagnation, strategic alliances, M&As or situations of change. The book describes how to go about understanding and assessing an organization’s culture as a basis for culture change interventions as well as culture-sensitive and culture-mindful management and leadership.Table of ContentsChapter 1. Introduction.- Chapter 2. What is Culture in the Context of Organizations?.- Chapter 3. The Development of Culture and its Subcultures.- Chapter 4. The Influences of Culture on Organizations’ Daily-Life.- Chapter 5. Culture and Organizational Performance.- Chapter 6. Situations When an Organization’s Culture Needs Special Attention.- Chapter 7. Understanding and Assessing Organizational Culture.- Chapter 8. Developing and Changing Organizational Culture.- Chapter 9. Characteristics of Culture Sustaining Competitiveness and Viability.- Chapter 10. Culture-Mindful Management, Leadership, and Leaders.

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Book SynopsisBaker takes on eight dysfunctional people management practices originating from the scientific management and offers practical solutions for changing these practices and increasing organizational agility.Agile is the new black. Every business now has to be adaptive, nimble and ready to pivot – managers have to be comfortable with ambiguity and constantly ready for change. And yet…While agility is regarded as essential for competitive advantage, most organizations are still unthinkingly applying people management practices, rooted in Frederick Taylor’s scientific management philosophy of the early 20th century, designed to ensure consistency and efficiency on production lines but which actively prevent the sort of creativity and flexibility needed in the modern workplace. 100 years of scientific management has led to the creation of eight performance myths. Myths that impede the agility necessary to compete in the age of the knowledge worker but which are so instinctively embedded in management psyche that they go unchallenged despite the fact that the changing world of work has rendered them dysfunctional and counterproductive.Through case studies and examples Baker demonstrates how the right workplace culture for promoting and applying agile decision-making consists of eight values shared by employer and employee – values that are polar opposite of the values and assumptions of traditional management styles. A new psychological contract that enables the collaborative working relationship necessary for agility to flourish. Table of ContentsPart I: The Agile Enterprise.- 1. Profit measures the past – Agility predicts the future.- 2. The characteristics of agility.- 3. Seven dimensions of agile performance.- Part II: Myths Blocking Agile Performance.- 4. Management Myth # 1—Job specification improves performance.- 5. Management Myth # 2—Quality systems and processes guarantee good outcomes.- 6. Management Myth # 3—The job description helps the employee understand their organizational role.- 7. Management Myth # 4—A business is best organized around functions.- 8. Management Myth # 5—A satisfied employee is a productive employee.- 9. Management Myth # 6—A loyal employee is an asset to the business.- 10. Management Myth # 7— A technically superior workforce is a pathway to a high performing business.- 11. Management Myth # 8—Employees can’t be trusted with sensitive information.- Part III: The Right Culture for Agile Performance.- 12. A new psychological contract for managing agile performance

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Book SynopsisCoaching ist zurzeit eine der gefragtesten Beratungsleistungen in Organisationen fÃ"r die Lösung beruflicher Problemstellungen. Was jedoch zunehmend viele Coaches und Berater bewegt, sind Fragen nach dem grundlegenden Sinn ihrer Arbeit, nach der Passung des Berufs mit Ã"bergeordneten Lebenszielen und letztlich nach der eigenen Berufung in einem gröÃeren Zusammenhang. Gerade Menschen in den FÃ"hrungspositionen der Unternehmen haben zunehmend den Wunsch, mit ihrer Tätigkeit einen sinnstiftenden Beitrag zu leisten, gleichzeitig werden die Anforderungen im komplexen Organisationsalltag immer anspruchsvoller. Dort, wo die Sinndimension zu kurz kommt, werden Symptome wie Entfremdung und Burnout wahrscheinlicher, worunter schlieÃlich auch die reale Leistung der Menschen und Organisationen leidet.Die Auseinandersetzung mit dieser existenziellen Suche nach Sinn, persönlicher Weiterentwicklung und einem gröÃeren Eingebundensein ist seit jeher das Anliegen spiritueller Traditionen. Eine zeitgemäÃe Auseinandersetzung mit Spiritualität bietet daher fÃ"r die Profession des Coaching und der Beratung zukÃ"nftig eine wesentliche Ressource. Dazu stellt der Band konzeptuelle, methodische und theoretische Ansätze vor, die die Rolle spiritueller Haltung und Praxis im Setting von Einzel-Coaching, Beratung und Ausbildung beleuchten und Kompetenzen wie Achtsamkeit, Intuition und Inspiration im Kontext einer postmodernen Lebens- und Arbeitswelt fördern helfen.

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Book SynopsisRolling eyes, moaning, resistance - use your companions for organizational change in consulting and personnel management! Often understand and address unconscious defense mechanisms and unlock potential. Because defense mechanisms are automated, unconscious solution strategies. They protect the psyche from fear and excessive demands and keep it in balance. The more dangerous the outside world feels, the more present and important resistance and defense become. The increasing speed of change processes and transformations demand a lot from employees and managers. After a theoretical reflection, Anna Mucha and Eckhard Rauchhaus show the practical importance of individual and collective defense mechanisms in organizations based on key situations from HR work and consulting. Readers learn to understand resistance as a resource that they can constructively address and use.

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Book SynopsisHerzlichen Glückwunsch! Sie haben eine Einladung zu einem Assessment Center erhalten und damit die erste Hürde im Bewerbungsverfahren genommen. Nun ist es an Ihnen, sich planvoll vorzubereiten, um die vielfältigen, standardisierten Aufgaben zu bestehen. Pia Petruschke, Laura Lüneborg und Katharina Roth helfen Ihnen dabei. Sie erläutern Ziele und Absichten sowie den Aufbau eines Assessment Centers, nennen die Aufgabe der Beobachter, beschreiben die Methoden und geben Ihnen wertvolle Tipps für die Vorbereitung auf das Interview, die Präsentation und Diskussion, das Rollenspiel sowie die Gruppenübung. Auch die Materialschlachten rund um die Postkorbübung und die Fallstudien sowie Fähigkeits- und Persönlichkeitstests verlieren nach einer optimalen Vorbereitung ihren Schrecken. So können Sie bestens gebrieft und gelassen den diversen Aufgaben eines Assessment Centers entgegensehen.Trade Review"...einen detaillierten Ratgeber zur Vorbereitung auf ein Assessment Center:umfassende Sachinformationen, zahlreiche praktische Tipps und konkrete Beispiele und Übungen für alle Aufgaben, die in einem Assessment Center zu erwarten sind. Das Ganze in sehr übersichtlicher Aufmachung und motivierendem Schreibstil. Das umfangreiche Stichwortregister ist ein zusätzlicher Pluspunkt." (EKZ, 14. Oktober 2019)Table of ContentsÜber die Autorinnen 9 Einführung 21 Über dieses Buch 21 Wie Sie dieses Buch verwenden 22 Törichte Annahmen über den Leser 22 Was Sie nicht lesen müssen 23 Wie dieses Buch aufgebaut ist 23 Teil I: Was sich hinter dem Schlagwort Assessment Center verbirgt 23 Teil II: Wichtige Bewerbungshürden meistern 24 Teil III: Vorbereitung auf Gesprächssituationen 24 Teil IV: Umgang mit Materialschlachten, Tests und Fragebogen 24 Teil V: Der Top-Ten-Teil 24 Konventionen in diesem Buch 25 Symbole, die in diesem Buch verwendet werden 25 Wie es weitergeht 26 Teil I: Was sich hinter dem Schlagwort Assessment Center verbirgt 27 Kapitel 1 Den Rahmen und Ablauf eines Assessment Centers kennen 29 Prinzipien eines Assessment Centers 30 Elemente eines Assessment Centers 31 Beteiligte im Assessment Center 33 Aufbau und Ablauf eines Assessment Centers 36 Unterschiedliche Zusammensetzungen der Teilnehmer 36 Dauer des Assessment Centers 37 Struktur des Assessment Centers 42 Die Vorbereitung auf das Assessment Center organisieren 42 Kapitel 2 Die Hintergründe verstehen 45 Ziele und Absichten 45 Auf der Suche nach dem passenden Bewerber 46 Arbeitgeber gesucht 46 Werbung für das Unternehmen 47 Formen des Assessment Centers 47 Auswahl oder Entwicklung 48 Begriffsvarianten – Namen sind Schall und Rauch 48 Auswahl unter dem Deckmantel der Entwicklung 49 Konstruktionsgrundlagen auf den Punkt gebracht 50 Es war einmal … ein Blick in die Geschichte 51 Aktuelle Verbreitung und Einsatz 53 Assessment Center in Zeiten der Digitalisierung 53 Die digitale Übung 54 Assessment Center im eigenen Wohnzimmer 56 Der digitale Beobachter 57 Kapitel 3 Beobachtung und Beurteilung im Assessment Center 59 Kompetenzen als Beobachtungsgrundlage 60 Denken – Tun – Interaktion 60 Ein typisches Kompetenzmodell 60 So läuft die Beurteilung ab 64 Grundlage der Beobachtung 65 Beobachtungs- und Beurteilungsprozess 66 Ergebnisfindung 69 Grenzen der Beobachtung und Beurteilung 69 Beobachter sind keine Roboter 69 Beobachtungs- und Beurteilungsfehler kennen 70 Beobachtungen während der Kaffeepause 72 Teil II: Wichtige Bewerbungshürden meistern 73 Kapitel 4 Herausforderungen vor dem Assessment Center 75 Vorgespräche bewältigen 75 Das Telefoninterview 75 Videointerview 78 Videointerview mit einem Robo-Recruiter 80 Tests vor dem Assessment Center 80 Einstimmung auf das Assessment Center 81 Das Stellenprofil verinnerlichen 81 Ein Plädoyer für einen authentischen Auftritt 83 Anspannung vor dem Assessment Center 84 Den Koffer packen 85 Kapitel 5 Die passende Trainingsstrategie einsetzen 89 Erfolgsfaktoren für die Vorbereitung 89 Wieso die Einstellung einen Unterschied macht 90 Motivation – das Ziel ist entscheidend 91 Eine motivierende Vorbereitungsmethode finden 93 Typische Trainingsstrategien 94 Probieren geht über Studieren 99 Einen Trainingsplan erstellen 101 Trainingsthemen herausarbeiten 101 Einen Zeitplan erstellen 102 Wo jede Vorbereitungsstrategie an ihre Grenzen kommt 104 Kapitel 6 Auftritt und Wirkung trainieren 107 Auf die Mischung kommt es an 108 Rhetorische Stilmittel 108 Sprechen in Bildern 108 Es war einmal … 109 In der Kürze liegt die Würze 109 Doppelt hält besser 110 Werben mit Verben 110 Hätte, hätte, Fahrradkette 110 Überzeugend argumentieren 110 Sprechen und Stimme 112 Modulation der Stimme 112 Lautstärke Ihrer Rede 112 Tempo und Pausen 112 Was noch wichtig ist 113 Reden ohne Worte – nonverbale Kommunikation 113 Den richtigen Stand finden 113 Haltung und Hände 114 Blickkontakt zu den Zuhörern 115 Umgang mit Medien 115 Medien für die Gestaltung einer Präsentation nutzen 116 Besonderheiten beim Medieneinsatz 126 Kapitel 7 Knifflige Situationen im Assessment Center erfolgreich bewältigen 129 Der erste Eindruck zählt 129 Optimal in den Tag starten 130 Den zukünftigen Arbeitgeber begrüßen 130 Sich gekonnt vorstellen – aber wie? 131 Die zwischenmenschliche Chemie 133 Sympathie 133 Konflikte 134 Meinungsverschiedenheiten 134 Konkurrenz 135 Umgang mit Überraschungen und unerwarteten Herausforderungen 135 Wo die Überraschung lauert 136 Was tun bei Überraschungen 138 Unsicherheit in den Griff bekommen 140 Unsicherheit im Kopf 140 Unsicherheit im Verhalten 142 Kapitel 8 Ergebnisse eines Assessment Centers 145 Das Beste aus dem Assessment Center machen 145 Selbstreflexion 146 Netzwerken 146 Tipps für die letzten hundert Meter 147 Rückmeldeformate nach dem Assessment Center 148 Mündliches Abschlussfeedback 148 Feedbackformate in Development Centern 149 Entwicklungsplan 151 Den Arbeitsvertrag aushandeln 152 Die Verhandlungsmasse 153 Die eigene Verhandlungsposition 153 Die Verhandlungsposition der Gegenpartei 153 Verhandlungstipps 154 Die Verhandlungssituation optimal gestalten 155 Teil III: Vorbereitung auf Gesprächssituationen 157 Kapitel 9 Das Interview 159 Der Rahmen eines Interviews 159 Setting im Interview 160 Nonverbales Verhalten im Interview 160 Struktur im Interview 162 Themen und Fragen im Interview 163 Motivation für den Job 164 Fachliche Fragen 165 Fragen zur strategisch-gestalterischen und unternehmerischen Kompetenz 166 Fragen zur Umsetzungskompetenz 167 Fragen zur Veränderungskompetenz 168 Fragen zur analytischen Kompetenz 170 Fragen zur sozialen Kompetenz 170 Fragen zur Kommunikationskompetenz 172 Fragen zur Führungskompetenz 173 Fragen und Antworten 174 Beliebte Frageformate 174 Das richtige Antwortformat 177 Was sonst noch zählt 177 Übung: Interviewfragen nach Kompetenzen 178 Einstiegsfragen 178 Motivation für den Job 178 Fach- und Methodenkenntnisse 178 Strategisch-gestalterische und unternehmerische Kompetenz 179 Umsetzungskompetenz 179 Veränderungskompetenz 180 Analytische Kompetenz 181 Soziale Kompetenz 181 Kommunikative Kompetenz 182 Führungskompetenz 182 Kapitel 10 Präsentation und Diskussion 185 Präsentationsformate und was dabei zu beachten ist 186 Präsentation als Teil einer anderen Aufgabe 186 Präsentation als eine eigenständige Aufgabe 187 Kompetenzen und Herausforderungen 189 Schritt für Schritt zur Präsentation 189 Erwartungen der Zuhörer 190 Das Ziel der Präsentation 190 Die Kernbotschaft formulieren 191 Einen Überblick über das Thema gewinnen 191 Eine Struktur finden 192 Eine Präsentation sichtbar werden lassen 197 Die Präsentation halten 200 Fragen in der Diskussion beantworten 200 Übung macht den Meister 201 Kapitel 11 Rollenspiele 205 Typische Formate bei Rollenspielen 206 Mitarbeiter, Kollege, Kunde – typische Gesprächspartner 206 Was im Rollenspiel eine Rolle spielt 209 Strukturiert flexibel bleiben 211 Ein realitätsnahes Schauspiel – die eigene Rolle verinnerlichen 211 Die Agenda 211 Die sechs Phasen eines Gesprächs 213 Gekonnt kommunizieren 216 Wer fragt, der führt 216 Aktives Zuhören 218 Was tun, wenn … 219 Übung macht den Meister 222 Kapitel 12 Gruppenübungen 229 Typische Gruppenübungsformate 230 Herausforderungen und Anforderungen 230 Typische Szenarios einer Gruppenübung 231 Gruppenübung – mit oder ohne Leiter 234 Standpunkte in der Gruppe vertreten 235 Mit der Gruppendynamik umgehen 236 Typische Rollen in Gruppen 237 Den Gruppenprozess zielführend steuern 239 Bewusst in Gruppen arbeiten 239 Konflikte erfolgreich managen 241 Tipps für eine erfolgreiche Gruppendiskussion 241 Die Gruppe erfolgreich leiten 242 Sich konstruktiv leiten lassen 245 Gemeinsam stark – als Teil der Gruppe zum Ziel kommen 245 Gemeinsam konstruieren und Rätsel lösen 247 Gruppendiskussion 248 Übung macht den Meister 248 Nicht geleitete Gruppenübung mit Szenario 249 Geleitete Gruppenübung ohne Szenario 250 Geleitete Gruppenübung mit Szenario 251 Konstruktions- und Rätselübung 252 Gruppendiskussion mit vorgegebenem Standpunkt 252 Teil IV: Umgang mit Materialschlachten, Tests und Fragebogen 255 Kapitel 13 Postkorbübung 257 Diese Formate werden eingesetzt 258 Herausforderungen und Anforderungen 258 Typische Bausteine einer Postkorbübung 259 Technische Formate: Online- versus Offline-Postkorb 261 Antwortformate – selbst aktiv werden oder einfach nur ankreuzen? 261 Einen Postkorb systematisch bearbeiten 262 Überblick gewinnen 263 Vernetzungen sichtbar machen 263 Prioritäten setzen 264 Fakten schaffen: Agieren versus delegieren 265 Ergebnisse effektiv präsentieren 266 Übung macht den Meister 267 Die Ausgangssituation 267 Der wahre Kern – die Nachrichten 268 Schritt 1: Überblick gewinnen 274 Schritt 2: Vernetzungen sichtbar machen 274 Schritte 3 und 4: Prioritäten setzen und Fakten schaffen 275 Kapitel 14 Fallstudie, Business Case und Co 279 Die Vielfalt von Case-Aufgaben 280 Herausforderungen und Kompetenzen 281 Mit solchen Aufgabenstellungen müssen Sie rechnen 283 Brain-Teaser-Aufgaben 283 Aufgaben bei Marktschätzungen 283 Aufgaben in klassischen Fallstudien 284 Business-Case-Aufgaben 285 Vorgehen bei der Lösung von Case-Aufgaben 286 Brain Teaser knacken 286 Die Größe eines Marktes abschätzen 287 Eine klassische Fallstudie bearbeiten 290 Einen Business Case bearbeiten 293 Übung macht den Meister 302 Kapitel 15 Fähigkeits- und Wissenstests 303 Weshalb Tests so gern eingesetzt werden 304 Formate und Aufgabentypen 306 Fähigkeitstests 307 Wissenstests 311 Wie getestet wird 312 Gezielte Vorbereitung 314 Tests im Rahmen der Vorauswahl 314 Tests im Rahmen eines Assessment Centers 314 Üben, üben, üben 315 Bei der Bearbeitung 318 Im Test erfolgreich – auf der Couch oder im Assessment Center 318 Inmitten des Geschehens 319 Übung macht den Meister 320 Fähigkeitstests 321 Wissenstests 331 Sprachtests 331 Lösungen 332 Kapitel 16 Persönlichkeitstests 339 Was es mit der Persönlichkeit auf sich hat 340 Eine kleine Geschichte der Persönlichkeitspsychologie 340 Was bei der Messung von Persönlichkeit beachtet werden muss 342 Die Qualität eines Persönlichkeitstests 342 Verbreitung von Persönlichkeitstests 344 Formate und Aufgabentypen 344 Unterschiedliche Arten, die Persönlichkeit zu erfassen 344 Vorbereitung auf Persönlichkeitstests 349 Vor der Bearbeitung 349 Während der Bearbeitung 349 Bei der Interpretation der Ergebnisse 352 Persönlichkeitsfragebogen für alle Fälle 353 Big-Five-Modell 353 HEXACO-Modell 355 Bochumer Inventar zur berufsbezogenen Persönlichkeitsbeschreibung 355 Occupational Personality Questionnaire 357 Shapes 358 Hogan Assessments 358 Myers-Briggs-Typindikator 360 DISG-Persönlichkeitsprofil 361 Teil V: Der Top-Ten-Teil 363 Kapitel 17 Zehn Tipps für erfolgreiche Simulationsübungen 365 Sich in die Situation hineinversetzen 365 Sie selbst bleiben – sich selbst simulieren 366 Fiktive Beziehungen real werden lassen 366 Den Rollenspieler beim »richtigen« Namen nennen 366 Emotionale Wogen glätten 367 Die Beobachter ausblenden 367 Die Metaebene bedienen 368 Die Zeit im Blick halten 368 Den Ernst der Lage erkennen 369 Konkurrenten zu Verbündeten Machen 369 Kapitel 18 Zehn Erkenntnisse, warum ein Assessment Center bereichert 371 Einen Job an Land ziehen 371 Sich selbst im Hier und Jetzt ergründen 371 Den Boden der Tatsachen erkennen 372 Auf das Bauchgefühl hören 372 Den Methodenkoffer füllen 372 Die Komfortzone verlassen 373 Sich weniger stressen lassen 373 Den Horizont erweitern 373 Kontakte knüpfen 374 Feedback gewinnbringend nutzen 374 Kapitel 19 Zehn Gedanken gegen Stress im Assessment Center 375 Die anderen können es wahrscheinlich auch nicht besser 375 Konzentration auf die eigenen Stärken 376 Wissen oder Unwissen – das ist hier die Frage 376 Kopfkino ausschalten 377 Nach der Übung ist vor der Übung 377 Menschen im Fokus behalten 378 Was steht eigentlich auf dem Spiel? 378 Sie haben schon viel erreicht! 378 Der Glaube an sich selbst 379 Es ist kein Stress, es ist eine Herausforderung 379 Abbildungsnachweis 381 Stichwortverzeichnis 383

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