Personnel and human resources Books

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Book Synopsis The Only HR Book You’ll Ever Need!“Whether you’re a small business owner, a manager in a business without an HR department, or even a seasoned HR professional, this book will help you handle any personnel problem—from on-boarding to outplacement—quickly and easily.”—Solutions ReviewFor more than a decade, busy managers by the tens of thousands have turned to this best-selling book as a handy guide to the ins and outs of human resources. And no wonder! Because whether you're a small business owner, a manager in a business without an HR department, or even a seasoned HR professional, The Essential HR Handbook will help you handle any personnel problem--from onboarding to outplacement--quickly and easily. This fully updated 10th anniversary edition is packed with information, tools, checklists, sample forms, and timely tips to guide you through the maze of personnel issues in today's complex business environment.In The Essential HR Handbook you'll find out how to: Attract talented staff through social media recruiting Identify legal pitfalls to avoid lawsuits and regulatory interference Train a diverse and inclusive multigenerational workforce Provide the compensation and benefits package that will make your organization an "employer of choice" Streamline your orientation and onboarding practices so new employees hit the ground running Whenever personnel problems arise, having The Essential HR Handbook on your bookshelf is like having a team of expert HR consultants at your beck and call!

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Book SynopsisManaging the Unmanageable empowers current and aspiring managers to unlock the full potential of their teams, by recognizing and embracing the unique qualities of top performers who thrive when given the freedom to explore beyond traditional boundaries. At its core, Managing the Unmanageable advocates for a management style that treats individuals with utmost dignity, respect, and autonomy—an approach that not only fosters their personal growth but also cultivates unwavering loyalty. It offers a fresh perspective on effective management by addressing a pervasive problem faced by managers across industries: the challenge of harnessing the full potential of exceptional employees who resist being confined by rigid rules and limitations.Mike Cecil distills the lessons learned throughout his extensive 42-year career in the construction industry, where he encountered a myriad of managers—both successful and unsuccessful. He provides relatable anecdotes, practical advice, and insightful strategies to equip management professionals with the tools they need to unleash the full potential of their teams. By embracing the principles outlined in Managing the Unmanageable, managers will be able to create an environment where top performers thrive, leading to increased productivity, employee satisfaction, and long-term success for both individuals and organizations.

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Book SynopsisThe authoritative text for current and future practitioners of human resources management in the sport and recreation industries is back in a revised fourth edition. This new edition addresses contemporary issues that organizations face today. Human Resource Management in Sport and Recreation, Fourth Edition, offers a solid foundation in research and application, and it provides a holistic perspective of human resource management by bringing together the three groups of people who constitute human resources across sport and recreation organizations: paid professionals, volunteers, and the clients themselves.Dr. Packianathan Chelladurai, a pioneer in the field of sport management, is joined by Dr. Amy Chan Hyung Kim to lend expertise gained from more than four decades of teaching human resource management. They guide students through four parts, starting with an outline of the common characteristics of the three groups of people that make up human resources. Part II focuses on individual differences among people and how those differences affect behavior within organizations. In part III, students will explore organizational processes, and part IV discusses two significant outcomes expected of human resource practices: satisfaction and commitment. The conclusion uses 10 guiding themes to bring all the concepts together with an eye toward the future of the field.Updated to address current topics such as social issues and diversity, the fourth edition reflects the increasing complexity of human resource management across the field of recreation and sport. Modern issues and their real-world implications are represented throughout the text with recurring sidebars. Diversity Management of Human Resources: offer insights into how and when to promote and manage diversity Crisis Management: address the role of human resource management during emergency situations, such as the COVID-19 pandemic Social Phenomena and Human Resource Management: assess the impact of major social events or movements Legal Considerations in Human Resource Management: focus on legal matters in the field From the Field: provide professional insights from leading practitioners across a variety of sport contexts Case studies, discussion questions, and activities provide further opportunity for students to understand relevant research with real-world application of concepts.With clear explanations of concepts and current practices in human resources across the sport and recreation industries, Human Resource Management in Sport and Recreation, Fourth Edition, is a valuable resource for future and current practitioners alike.Table of ContentsPart I. Human Resources in Sport and RecreationChapter 1. Significance of Human ResourcesService OperationsSport and Recreation ServicesPaid and Volunteer WorkersClients as Human ResourcesA Model of Human Resource ManagementChapter PursuitsChapter 2. Volunteers and VolunteerismThe Need for VolunteerismVoluntary OrganizationsPeople Who VolunteerWhy People VolunteerAltruism and VolunteerismRole of the Sport or Recreation ManagerChapter PursuitsChapter 3. Professionals and ProfessionalismOriginal Definition of a ProfessionProcess of ProfessionalizationSemiprofessions, Mimic Professions, and DeprofessionalizationProfessional Status of Sport ManagementProfessionalism and VolunteerismRole of the Sport or Recreation ManagerChapter PursuitsChapter 4. Clients as Human ResourcesCustomer as Input, Throughput, and OutputCustomer Participation in Sport and Recreation ServicesClient Motives for ParticipationRole of the Sport or Recreation ManagerChapter PursuitsPart II. Individual Differences in Human ResourcesChapter 5. AbilitiesIssues in the Study of AbilityCognitive AbilitiesEmotional IntelligenceRole of the Sport or Recreation ManagerChapter PursuitsChapter 6. PersonalityDeterminants of PersonalityType TheoriesTrait TheoriesPersonality and Organizational BehaviorRole of the Sport or Recreation ManagerChapter PursuitsChapter 7. ValuesValues, Beliefs, Attitudes, and NormsSources of ValuesTerminal and Instrumental ValuesHierarchy of ValuesValue TypesFunctions of ValuesValues in OrganizationsNational Values and SportRole of the Sport or Recreation ManagerChapter PursuitsChapter 8. MotivationA Model of MotivationOther Theories of MotivationMotivation as Personal InvestmentRole of the Sport or Recreation ManagerChapter PursuitsPart III. Human Resource PracticesChapter 9. Organizational JusticeDistributive JusticeProcedural JusticeInteractional JusticeRole of the Sport or Recreation ManagerChapter PursuitsChapter 10. Job DesignJob Design StrategiesTask AttributesMotivational Properties of TasksImplementing Task AttributesTask Attributes and Individual DifferencesOther Approaches to Job DesignTask Dependence, Coordination, and VariabilityRole of the Sport or Recreation ManagerChapter PursuitsChapter 11. Staffing and Career ConsiderationsPurposes of StaffingFocus of StaffingMatching People and JobsPsychological ContractCareer ConsiderationsMentoringRole of the Sport or Recreation ManagerChapter PursuitsChapter 12. LeadershipLeader BehaviorMultidimensional Model of LeadershipTransformational, Transactional, Servant, and Authentic LeadershipLeadership and Decision MakingRole of the Sport or Recreation ManagerChapter PursuitsChapter 13. Performance AppraisalPurposes of Performance AppraisalWhat Should Be EvaluatedWhen to Conduct Performance AppraisalWho Should Do the AppraisalErrors in RatingRole of the Sport or Recreation ManagerChapter PursuitsChapter 14. Reward SystemsPurposes of Reward SystemsTypes of RewardsBases of RewardsReward Systems and Member PreferencesRole of the Sport or Recreation ManagerChapter PursuitsChapter 15. Internal MarketingForms of MarketingProcess Versus People Orientation in Internal MarketingMarketing Principles in Internal OperationsFunctions of Internal MarketingIssues in Internal MarketingRole of the Sport or Recreation ManagerChapter PursuitsPart IV. Attitudinal OutcomesChapter 16. SatisfactionTheories of Job SatisfactionSatisfaction With Volunteer WorkParticipant SatisfactionMeasurement of SatisfactionRole of the Sport or Recreation ManagerChapter PursuitsChapter 17. CommitmentMultidimensionality of Organizational CommitmentOccupational CommitmentDevelopment and Effects of Organizational CommitmentCorrelates of Organizational CommitmentRole of the Sport or Recreation ManagerChapter PursuitsConclusion. The Future of Human Resource Management in Sport and Recreation—Guiding Themes

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Book SynopsisIt's hard to make change happen in HR. If you're a HR manager with good ideas on making things work better that's frustrating enough, but for organisations that fail to respond to the way the world is changing the results could be fatal. In this insightful, practical book the world's top HR disruptor - Lucy Adams - explains why HR needs to change its approach if it’s to be successful in transforming its organisations. She also shares workable strategies for getting your own HR team ready, preparing the ground in your organisation, designing your change and implementing it effectively. It's up to you to lead the way - here's what you need to make it happen. Trade Review"Excellent""Practical, pragmatic, common sense and really easy to read. Some great references to other books. Loved it.""Just read The HR Change Toolkit - thank you Lucy Adams! It’s brilliant.. love her writing style, fresh approach to HR and it made me feel like I’m not going mad in my recent frustrations with 'old-school' and treacle in HR. One call out that I've already been sharing with colleagues at work is the "EACH" concept.""Great book for HR professionals""Thoroughly enjoyed this book as much as the last one. The practical workbook was a great addition. It allows for reflection about how things are done and what you want to change. I now have some actual plans to implement with my business. Lucy’s view of HR in the workplace is refreshing and inspiring. Well worth a read and to refer back to.""Really made me stop and think about my mindset and approach in my job. I questioned the way I operate day to day and came away with a different approach to managing staff.""Engaging read with lots of practical tips. If you’ve been thinking about making some changes within your HR Department, this book will help you reflect on those changes and inspire you to get started with practical tools. Some great food for thought. Definitely recommend!""If you liked HR Disrupted is a no brainer to pick this one up. I don’t have “a career in HR” but I’ve been working with them in a coaching function and HR Disrupted was a very useful book to inspire that team and spark discussions. I have gone through this one in a couple days, it’s a quick read as honest and engaging as Disrupted (and not sure if intentionally but I think some parts are hilarious - that Sean Penn story was funny!), and I plan to use it to drive new conversations at work.""The HR toolkit is a useful and practical resource for me.""When I first read HR Disrupted I couldn't believe that there was someone out there brave enough to write about how HR had been doing it wrong which was something that I had been thinking for years! The HR Change Toolkit is more of the same, with really practical advice to implement a new way of doing things. The premise is simple treat your employees like Adults, Consumers and Humans. Its a very easy read, full of useful further resources. I am fortunate enough to work for a progressive employer so I am having so much fun implementing some new ideas.""My speciality (Rob Williams Assessment) is designing bespoke psychometric tests so I had already gained some HR change knowledge from introducing new recruitment processes. Reading this book expanded my understanding by covering similar transformation issues to those my start-up clients manage: dealing with constant change and understanding exactly who their key customers are." * Amazon *Lucy's writing style is both entertaining and informative, making you want to read on.A real straight talker with many practical / tangible takeaways - love the ''Getting rid of HR speak'' for example.If you're interested in a modern / forward thinking approach to HR, buy this book! * amazon.co.uk *Table of ContentsThe Frustration of Change Section 1: EACH of Us Has a Role to Play Section 2: Why HR Finds Change Hard Section 3: Prepare Your HR Team Build Your HR Team's Credibility Get Rid of 'HR Speak' Review Your Team's Beliefs and Skills Your Change Readiness Check Section 4: Prepare the Ground in Your Organisation Create Your Change Story What's Your Problem? The Scary Six Align HR With Your External Brand Build Useful Coalitions Get Regulators On Your Side Focus on Your End Customer Section 5: Design Your Change Don't Embark on HR Transformation Segment and Target Your Employees Create Employee Personas Beware Of The 90/10 Rule Think Products, Not Services How Product Designers Do it Design Experiences, Not Processes Section 6: Help Your Change to Happen Understand Why Humans Behave the Way They Do Lead Change the Human Way Empower Your Front Line Pilot Your Change Brand and Launch Your Change Make Use of HR Technology Measure the Impact Know Your Limits Section 7: A Test Case: Changing Performance Management Section 8: 20 Changes You Can Make Right Now Section 9: Essential Reading About the Author Acknowledgements

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Book SynopsisHow the hidden drives and motivations of the Trimotive Braindetermine our behaviour at work -- and what we can do about it. Unless we are in physical danger few of us think we are living 'under threat'. Yet our brains believe we are at risk many times a day. Nowhere is this more true than at work, where our response to deadlines, budget cuts, abrasive managers, competitive colleagues and dissatisfied customers is too often controlled by a part of our brain that's better suited to detecting, devouring or running away from predators. This is our threat brain, and on its own it is little help in dealing with the complex challenges of organisational life. In Beyond Threat, business psychologist and international leadership and organisational change consultant Dr. Nelisha Wickremasinghe takes us beyond the threat brain and describes the workings of our evolved Trimotive Brain which can respond with intelligence and compassion to unwanted, unexpected and unpleasant life experiences - if we learn how to manage it. This book is an invitation to: Discover how our biological heritage (nature) and individual experience (nurture) combine to create who we are - and why that matters in organisational life. Learn to notice and re-direct the hidden motives that control most of our behaviour - especially those arising from our threat brain. Find out, in three detailed case studies, how executives working in different corporate environments identified and overcame the problem habits arising from their overactive threat brain. Beyond Threat is written for people leading and changing organisations. It offers a radical new understanding and awareness of the limitations we bring to work with us every day - and the possibility of transforming our experience and capabilities.Trade ReviewAt work and home, we believe we are reasonable, 21st century adults. But this highly readable and relevant book has opened my eyes and deepened my understanding of a parallel reality. Our nervous system and vital parts of our brain tell us it's a jungle out there and we are under threat. If we can recognize, understand and manage these embodied 'messages', the implications for ourselves, our families and friends as well as the organizations we work in - are simply enormous. Jim Cookson, Director Client Solutions, Ashridge/Hult International Business School Regulating our motivational system by paying more attention to and nurturing our safe brain is, I believe, at the cutting edge of leadership learning and practice. I have run leadership development programmes based on Dr Wickremasinghe's work for over four years, deeply immersing our leaders and managers in these practices. Participants have been inspired and energised to lead more courageously and act as catalysts for change within organisations. It is very timely to see this work appearing in print. This is a powerful opportunity to reach a much broader audience of executives and L&D practitioners, enabling them to rethink how they develop and compete for the top talent of the future. Tom Jones, VP, Rolls-Royce I believe that trust is at the heart of great leadership, and to understand what is really driving our behaviour is fundamental to creating the environment where excellent teamwork and transformation can take place. Over the last five years I have worked with Dr Wickremasinghe, developing our high potential future leaders to embrace the challenge of leading global teams within a complex business. I am delighted that her insights into the emotional brain and impact on leadership style will now reach a wider audience through this book. Christoph Debus, Chief Airlines Officer, Thomas Cook Group Dr Wickremasinghe's translation of the neuroscience of motivation through the Trimotive Brain concept has resonated with Fujitsu's global leaders and helped develop a deeper understanding of our behaviours and relationships at work. In the leadership development programmes we have run, high achieving participants from around the world quickly recognise their own Threat-Drive brain loops and appreciate the importance of managing their inner critic and developing self-compassion as they expand their capabilities and aspirations. When I look around the room and see leaders from very diverse cultures nod in agreement and appear genuinely touched by the clarity and warmth of these ideas and practices, I am convinced that this kind of learning and understanding is fundamental in helping organisations to unlock the potential of their people. Ian Parkes, VP, Global Talent & Leadership Development, Fujitsu In this beautifully written and humane book, we learn how we become the stories we tell about ourselves and how, by re-authoring our sense of self, we can address our demons and lead more fulfilling lives. Jules Goddard, Fellow, London Business School Take your time while reading this book. It brings discoveries about human nature that need to sink in. More importantly, it gives you hope, courage and curiosity to embark on a journey of compassionate self-discovery. The Trimotive Brain is like a three-headed fantastic beast whose heads need to agree on the direction and then the beast can fly!" Mike Houghton, Programme Director, Amec Foster Wheeler

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Book SynopsisThree Horizons is a simple and intuitive framework for thinking about the future. The framework explains how people often manage to disagree so violently about their visions of the future and how to achieve them - and it offers a practical way to begin constructive conversations about the future at home, in organisations and in society at large. The three horizons are about much, much more than simply stretching our thinking to embrace the short, medium and long term. They offer a co-ordinated way of managing innovation, a way of creating transformational change that has a chance of succeeding, a way of dealing with uncertainty and a way of seeing the future in the present. In this beautifully illustrated book, Bill Sharpe introduces the Three Horizons framework as a prompt for developing a 'future consciousness' - a rich and multi-faceted awareness of the future potential of the present moment - and explores how to put that awareness to work to create the futures we aspire to.Trade Review"One of the very difficult issues in futures work is how do you get from a map of some possible futures - a set of future landscapes - to knowing what to do. One of the things that Three Horizons does is it gives you a relatively explicit way of knowing what to do." Andrew Curry, The Futures CompanyTable of ContentsIntroduction PART I: THREE HORIZONS A Heated Conversation The Future in the Present The Three Horizons A Shared Future Consciousness PART II: THE PRACTICE OF FUTURE CONSCIOUSNESS Seeing Everything as Patterns Putting Ourselves in the Picture Convening the Future: From Mindsets to Perspectives PART III: JOURNEYS IN THREE HORIZONS Case Studies: Introduction Case Studies Case Studies: Summary Pushing out to Sea PART IV: THE PATTERNING OF HOPE Knowing and Living Stepping into Future Consciousness Hope Transformative Society Navigating on the Open Sea Acknowledgements Notes Bibliography

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Book SynopsisMandy Coalter draws on her extensive HR experience in the schools sector and beyond to support you to build a great place to work where everyone can excel in the interests of the children. She provides practical tips and support that will help to improve staff retention, performance and engagement, while tackling topics such as addressing teacher workload, what really motivates and retains staff and the crucial role that leaders play in ensuring great people management in schools. Insightful, captivating and authentic, Mandy suggests fresh and practical new ideas and opportunities to strengthen your school and teachers, better equipping them to support their pupils.

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Book SynopsisEnvironmental sustainability has become increasingly important because of irreversible climate change, widespread environmental pollution, and dwindling resource availability over time. Organisations have recently come under more pressure due to increasing economic, political, and societal concerns to address environmental issues and improve their environmental performance. Recently, green human resource management (Green HRM), among other sustainable environmental strategies adopted by organisations, has gained popularity, yet little has been published on green HRM practices across the globe.This book develops our understanding and practice of green HRM across the globe, highlighting practices across different countries on different continents, with a particular focus on the Global South. The authors draw on various types of research (conceptual, theoretical and empirical) and incorporate contextual issues such as technology, politics, culture, and economics to supplement the readers’ insights into the current state of green HRM practices across the globe. By highlighting theoretical underpinnings and emphasising the practical relevance of green HRM practices, this book offers an insightful guide for scholars and students of HRM, as well as HR professionals looking for an academic insight to this vitally important area.Table of ContentsChapter 1: Green Human Resource Management: An Introduction Olatunji David Adekoya, Chima Mordi and Hakeem Adeniyi Ajonbadi.- Chapter 2: Approaches to Studying Green Human Resource Management: Do All the Roads Lead to Rome? Cem Tanova and Steven W. Bayighomog.- Chapter 3: Greening China, Malaysia and Pakistan through Deploying Green HR Practices to Spur Environmental Sustainability: A Systematic Literature Review Shumaila Naz and Syed Arslan Haider.- Chapter 4: Impact of Green HRM Practices on Employees’ Pro-Environmental Behaviour in the United Kingdom Olatunji David Adekoya, Hakeem Adeniyi Ajonbadi and Chima Mordi.- Chapter 5: Green Human Resource Management: A Preliminary Qualitative Study of Green HRM Awareness, Practices and Outcomes in the Malaysian Manufacturing Context Jing Yi Yong and Mohd Yusoff Yusliza.- Chapter 6: The Moderating Role of Gender and Employee Championing Behaviour in the Relationship Between Green Human Resource Management Practices and Sustainable Organisational Performance: Evidence from Bangladesh Md Asadul Islam, Md Shahadat Hossain, Mohammad Enamul Hoque, Tanzin Khan and Md Mahamudul Hassan.- Chapter 7: The Effect of Green Organizational Culture on Environmental Citizenship in the Egyptian Tourism and Hospitality Sector: The Mediating Role of Green Human Resource Management Bassam Samir Al-Romeedy Chapter 8: Green HRM: A Zimbabwean Perspective Tabani Ndlovu and Sihle Ndlovu.- Chapter 9: Greening the Nonprofit Sector: Evidence from Palestinian NPOs Mohammed Aboramadan and Emmanuel Twumasi Ampofo.- Chapter 10: The Role of Green Human Resource Management in Promoting Occupational Health and Environmental Sustainability in Nigeria Olatunji David Adekoya, Hakeem Adeniyi Ajonbadi and Chima Mordi.- Chapter 11: Green Human Resource Management in Latin America: A Systematic Literature Review and Agenda for Future Research Adriano Alves Teixeira, Talita Borges Teixeira, Tiago Estrela da Cunha Moraes, Eduardo Lopes Pereira.

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Book SynopsisThis textbook addresses key issues and challenges in contemporary multicultural and multilingual workplaces through the lens of leadership, communication and trust. It draws together contributions from fields including cultural studies, psychology, sociolinguistics, translation and interpreting studies, and business management, making a valuable contribution to the area of language and culture in the workplace. The volume is divided into 5 thematic sections: Intercultural Communication; Cross-cultural Leadership; Economy; Language; and Diversity. It offers a critical analysis on themes that tend to be overlooked in intercultural business and management scholarship, such as multilingualism in the workplace, translation and interpreting in cross-cultural work practices, dignity in the workplace, performing gender in the workplace, and D/deaf people in the workplace. It also revisits themes such as cross-cultural leadership, interculturality and the embedded economy, and managing uncertainty in the context of the contemporary globalized workplace. It then brings everything together in a Cross-Cultural Scenarios chapter at the end, with recommendations for every scenario. Overall, the textbook constitutes an essential resource for honours undergraduate and postgraduate students in these and related fields, as well as academics and practitioners with an interest in globalised workplaces. Table of ContentsSetting the scene: The Intercultural Dimension of the Contemporary Workplace.- Section I: Intercultural Communication.- Key Concepts for Cultural Communication in the Workplace.- Multicultural Communication and Trust in the Contemporary Workplace.- Intercultural Perspectives of Work, Leisure, and Time.- Section II: Cross-cultural Leadership.- Leadership across Cultures.- Intercultural Coaching.- Uncertainty and Trust in International Business Communication.- Section III: Economy.- Economy as Intercultural Challenge.- Intercultural Issues in Finance.- Currency, Identity and Trust: Cryptocurrencies, Central Bank Digital Currencies, and the case for the Bahamian Sand Dollar.- Section IV: Language.- Global Englishes: Dialogue and Communication in the Workplace.- Multilingualism in the Workplace.- Translation and Interpretation in Cross-Cultural Business Workplace Practices.- Section V: Diversity.- Dignity and Diversity in the Workplace.- Performing Gender in the Workplace.- Deaf People in the Workplace.- Section VI: Cross-cultural scenarios.- Cross-cultural scenarios.

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Book SynopsisPart I: The New Workplace.- Chapter 1: Introduction.- Chapter 2: Where We Prefer to Work.- Part II: Personas in Remote-First Companies.- Chapter 3: Meet the Avatar, the Centrist, and the Community-seeker.- Chapter 4: Aligned and Misaligned Personas: Same Remote-First Company, Different Work Experiences.- Part III: Personas in Office-Forward Companies.- Chapter 5: Meet the Officer, the Progressive, and the Producer.- Chapter 6: Aligned and Misaligned Personas: Same Office-Forward Company, Different Work Experiences.- Part IV: Personas in Hybrid Companies.- Chapter 7: Meet the Integrator, the Traditionalist, and the Rebel.- Chapter 8: Aligned and Misaligned Personas: Same Hybrid Company, Different Work Experiences.- Part V: Finding Alignment.- Chapter 9: How Do Organizations Align Their Workplace Strategy to Employee Work Location Preferences.- Chapter 10: How Do Leaders Align Their Teams.- Chapter 11: How Do You Grow into The Persona You Wish to Be.-  Chapter 12: Alignment and the New Workplace.

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Book SynopsisThis proactive guide brings the relationship between work life and mental well-being into sharp focus, surveying common challenges and outlining real-life solutions. The authors’ approach posits managers as the chief mental health officers of their teams, offering both a science-based framework for taking stock of their own impact on the workplace and strategies for improvement. Areas for promoting mental wellness include reducing stress and stigma, building a safe climate for talking about mental health issues, recognizing at-risk employees, and embracing diversity and neurodiversity. Emphasizing key questions to which managers should be attuned, the book speaks to its readers—whether in corporate, nonprofit, start-up, or non-business organizations—as a friendly and trusted mentor. Featured in the coverage: · Mind the mind: how am I doing, and how can I do better? · Dare to care: how are my people doing, and how might I help? · Building blocks for mental health: how do I manage my team? · Stress about stressors: what is constantly changing in the environment? · Changing my organization and beyond: how can I have a greater impact? Compassionate Management of Mental Health in the Modern Workplace holds timely relevance for managers, human resources staff, chief medical officers, development heads in professional service firms, union or employee organization leaders, legal and financial professionals, and others in leadership and coaching positions. “Workplace mental health: Wow! A subject that frightens most managers. If they read this book, they will strengthen their own skills and transform their workplace and our society.”Donna E. Shalala, Trustee Professor of Political Science and Health Policy, University of Miami; former U.S. Secretary of Health and Human Services“Mental health is an underappreciated, and oft-misunderstood challenge that is growing in the modern workplace. This book provides leaders with practical advice to address mental health challenges in their organization and improve productivity and wellbeing. This is a topic that can no longer be ignored by leaders in any field, and a book that will fundamentally change the way we think about and help improve mental health in the workplace.” Dominic Barton, Managing Director, McKinsey & Company Trade Review“Business school experts provide a sparkling description of what the rest of us in medicine and related fields have struggled to understand for decades. Rather remarkably, the authors emphasize compassion as a means of improving mental health in the modern workplace. … When I think of where we should be in the third decade of the new millennium, this is the type of book that I think will take us there.” (John T. Pierce, Doody's Book Reviews, February, 2019)​Table of ContentsChapter 1: Making the Argument that Good (Mental) Health Means Good (or Better) BusinessThe book begins by demonstrating the increasing importance of mental wellness in the knowledge economy by reviewing the latest thinking about the connection between mental health, physical health, and business productivity. The authors want to show how expensive the issue of poor mental health is for organizations and society, while also addressing the challenges of measuring returns on investment in mental health. The authors define key terms and concepts.Chapter 2: The Organizational ContextIn this chapter the authors argue that while the challenge caused by poor mental health among employees and leaders touches organizations of all sizes and types, companies and organizations have different needs, norms, and resources that will shape managerial options to prevent illness and maximize mental wellness. In addition, the more transience in employment, the less firms invest in the mental wellness of particular employees. The authors explain how maximizing mental wellness depends on aligning the needs of employees and managers; with that starts with careful recruiting and onboarding and then a continual monitoring of an employee's ability to perform to his or her potential. There has to be a three-way fit to maximize mental wellness and performance at work. The authors include a set of questions that recruiters and managers can ask to ascertain fit – general questions if answered unsatisfactorily will be potential stressors. Employees should think more about what type of employer to choose.Managers also need to be honest about best potential fit – a company with very tight shipping deadlines may be an ideal fit for a very anxious person, for example, who will do his or her utmost to make the deadline, but uncertain and unpredictable deadlines might be a greater source of stress for this individual. The company and employee need to ensure that the essential duties of the work can be performed and remain on the constant lookout for congruence, including their own.Chapter 3: Focusing Managerial AttentionJust as the line managers operate in different contexts, their employees are not homogeneous and are likely to have different needs at different points in their lives. Within various organizational forms (small, big, private, and public), there are key inflection points and population subgroups that are at most risk for severe declines in mental wellness. Assuming a normal distribution of mental wellness and that management time is already tight, should efforts focus on the most ill and potentially more dangerous employees, or on the largest population? The authors believe that managers have four sets of workers around which to tailor messaging and interventions — those who do not suffer from mental illness and do not get involved in any maintenance work (the well/uninvolved); those who do not suffer from mental illness but are very committed to maintaining mental wellness (the well/involved), for example, taking care in company-sponsored mindfulness training and taking real vacation; those who suffer from mental illness and do not or cannot get care (the unwell/uninvolved), for example, those who remain at work either resigned about being unwell, or too afraid to disclose; and those who suffer from mental illness and are committed and able to seek support and improvement (the unwell/involved), for example, by seeking out Employee Assistance Program services.Chapter 4: Warning: More Stressors AheadThis chapter examines trends that could further increase stress in the workplace, from greater uncertainty to the challenges posed by technology. Even the most advanced organizations must realize that what might work today might no longer be appropriate tomorrow, as both organizations and people are changing. About a quarter of the next generation of workers is already showing signs of depression and anxiety as teenagers and young adults.The world and workplace are increasingly volatile, uncertain, chaotic, and ambiguous. Some threats are more remote and diffuse, such as climate change and terrorism, but more present thanks to technology. Constant news from across the world makes it seem more unstable than ever; rising income inequality and extensive reporting make the world seem more unfair than ever. Business is now widely expected to do well by doing good — an imperative that often places line managers in stressful positions. Ethical dilemmas abound. Jobs are constantly morphing and family lives become increasingly complicated in today's "never on/never off," sleep-deprived life. Telecommuting makes it harder to commune with and be close to employees, and fewer firms conduct annual performance reviews, potentially depriving managers of a more systematic check-in.Chapter 5: Barriers to Changing the Way We Think About Mental WellnessDespite increasing attention to and openness about mental illness in the workplace, most of us cover up mental illness at work and at home for fear of retribution or shame. Organizations and the individuals within them need to be open, not just allowing personal improvements to become organizational improvement, but also to conveying the message that sharing personal difficulties is acceptable.Further, we learn early on that to be part of an organization, we sacrifice parts of our identity to conform. Recently leadership researchers have been focused on the challenge of authenticity — or the freedom from being false at work. But while, in theory, top managers may derive power from the ability to be themselves and hence appear more trustworthy to followers, it is a tricky process for middle managers and an even more fraught one for their employees. Employees also need to carefully read the organizational tea leaves about how much transparency about mental health challenges a group or organization will welcome. These challenges are illustrated with material from interviews with leaders describing how they approached sharing their own past and contemporary mental health issues and what impact doing so had on them and their colleagues. The authors would also want to tease out how such active management of the issue plays out in different organizations (large vs. small, listed vs. private, established vs. start up, etc.). Admitting imperfection is challenging in the age of social media, which trains us to portray our lives as perfect. This poses a particular challenge to managers seeking to engage with employees – if they are to interact authentically, both will need to drop their masks.Finally, if the manager is vested with the ability to make a difference for the better, she and her reports and peers are still operating within a broader set of organizational rules and norms. By enabling her employees to take more leaves or be more open about mental health challenges and being more willing to watch for and act upon micro-signals, she might be helping her employees thrive in the short term but harming them in the longer term and greater organizational context. In this section the authors want to address some of these challenges. Much as a lot of leadership training fails to generate a return, or disappoints because personal change is stymied by the organizational system, so an entire system must change to support new behaviors.Chapter 6: Harnessing Mental Wellness as Competitive AdvantageIn this chapter the authors showcase companies and organizations that have been particularly effective in harnessing mental wellness as competitive advantage. They draw upon their research in Asia, LatinAmerica, and Europe but focus mostly on the United States. This chapter includes a series of checklists for managers and employees.

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Book SynopsisKonzeptionelle Grundlagen des Personalmanagements.- Mitarbeiterflusssysteme des Personalmanagements.- Belohnungssysteme des Personalmanagements.- Führung von Mitarbeitern und Teams.- Neuere Herausforderungen des Personalmanagements.

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Book SynopsisThis book helps professionals deal with difficult or even dangerous colleagues, employees or superiors. Some people poison the working atmosphere, make other people ill and cost their companies a lot of money. Often the cause lies in a psychological disorder, we are then often dealing with narcissists or psychopaths, but usually the destructive behavior is not (yet) based on a psychological disorder. This book introduces a collective term for such people - it calls them "toxic people" - and helps both those affected and those responsible in companies and organizations to recognize them, to protect themselves and others from them, and to take promising action against them. In addition to information on the typical characteristics of "toxic people," their motives are explained and concrete strategies for action and examples of tried-and-tested assistance are provided. A new chapter provides vivid, exciting case studies from real-life situations. A book for managers and those affected as well as personnel developers, trainers, consultants and coaches in companies and organizations.This book is a translation of the original German 2nd edition Schwierige Menschen am Arbeitsplat by Heidrun Schüler-Lubienetzki and Ulf Lubienetzki, published by Springer-Verlag GmbH Germany, part of Springer Nature in 2017. The translation was done with the help of artificial intelligence (machine translation by the service DeepL.com). A subsequent human revision was done primarily in terms of content, so that the book will read stylistically differently from a conventional translation. Springer Nature works continuously to further the development of tools for the production of books and on the related technologies to support the authors.Table of ContentsToxic?! - To the point at the beginning.- Creeping poison - when the workplace slowly but surely becomes hell.- Toxic - What drives him? How and at what price does he reach his goal?- Detoxify your workplace - promising strategies for action.- Toxic constellations and what we can learn from toxic people.- Toxic people at work.

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Book SynopsisKeith Keating is a Chief Learning Officer at BDO and Academic Director for the University of Pennsylvania's CLO doctoral program. A respected industry author and keynote speaker, he has more than 20 years' experience in the Learning and Development (L&D) industry. He champions lifelong learning as the pathway to seizing control of one's career trajectory and is also an advocate for talent development. He leverages his platform to emphasize human talent as the cornerstone of organizational success. He resides in Toronto, Canada.Trade Review"Embark on a journey of transformation with The Trusted Learning Advisor. This book is a treasure trove of strategies, tools and insights to transition from a traditional L&D role to a trusted business partner. Let it guide you and your colleagues towards becoming change agents for learning, development and business performance!" * Elliott Masie, Chair, The MASIE Learning Foundation *"Dr. Keating's groundbreaking work serves as a transformative compass for L&D professionals and academics alike, offering not only an update on the latest in learning science but also illuminating the path towards fostering trust and building impactful relationships." * Dr. Raghu Krishnamoorthy, Director, University of Pennsylvania’s Chief Learning Officer Executive Doctoral Program *"The story of talent development is being actively rewritten. HR and learning professionals need to rapidly rethink how they prepare the workforce and workplace to address the evolving complexity of work. To develop and grow a future-ready workforce, L&D must bring a strong perspective, a flexible and strategic approach and an end-to-end mindset to developing talent. In this book, Dr. Keating presents an actionable approach to help reverse the malaise that many L&D organizations now find themselves in. He offers an approach that recognizes how we must become more connected to the business, more consistent in our solutions and more credible as trusted advisors that enable the outcomes both the business and the workforce need in today's work environments." * Brandon Carson, Global Head of Learning, Starbucks *"Steeped in practical wisdom, The Trusted Learning Advisor is a game-changer for every L&D professional. It urges you to redefine your role, align your strategies with the business objectives and prove the value of learning interventions. Let this book be your guide in your journey from being a simple order-taker to an indispensable strategic partner." * Matthew Daniel, Senior Principal of Talent Strategist, Guild Education *"WARNING: This book contains learning and development GOLD. This notion of being an order taker is a constant battle in the L&D world. Many of us struggle with this daily. Dr. Keating has so eloquently articulated practical insights and strategies that will allow any learning professional to navigate the important role of the 'Trusted Learning Advisor'. It is so important that those struggles don't become battles, but rather opportunities to build strong relationships with strategic partners. Once the key is turned, prepare to unlock excellence and the full potential of your learning programs!" * Stephanie Curry, Manager, Cadillac Academy *"The ability to learn, unlearn and relearn has never been more critical for organizations in these challenging times. Dr. Keating's The Trusted Learning Advisor provides readers with practical wisdom, invaluable tools and transformative strategies that equip L&D professionals with all the tools they need to lead their companies to become places where learning is a strategic advantage." * Paul Estes, VP, Magic Leap *"For years, the HR function has been striving to transition to the role of trusted business advisors. All too often the Learning & Development function has forgotten that it is either directly part of the HR function or at least tangentially connected with the explicit goal of unleashing the capability of both individual employees and the collective organization. In his book, The Trusted Learning Advisor, Dr. Keith Keating aptly zeros in on this oft made mistake of L&D leaders and highlights proven practices that can help the most junior to the most senior L&D leaders become trusted advisors to the business. His book is a must read for any L&D leader looking to bring true purpose to their role and impact to their organization." * Clint Kofford, Chief Talent Officer, Covetrus *"There is a great change that needs to be made in the learning and development industry and leaders like Keith Keating, who have the authority, experience and clearly well researched practices to back it up, are going to be the ones to help strengthen the wave of momentum. The Trusted Learning Advisor provides a truth and sincerity that needs to be heard, while giving you tangible and practical strategies to evolve and be better integrated into the learning worlds of your organizations. Read it." * Lauren Waldman, Founder and Learning Scientist, Learning Pirate Inc. *"Embrace the future of learning and development with The Trusted Learning Advisor. This captivating book offers L&D professionals a wealth of practical advice, tools, and strategies to elevate their role from order-taker to trusted strategic partner. By aligning learning strategies with business objectives and influencing key stakeholders, you'll become a driving force behind your organization's growth and transformation. Prepare to embark on a journey of personal and professional transformation with this invaluable guide." * Alison Redpath, Learning Leader, HSBC *"An L&D champion and a Trusted Learning Advisor himself, Dr Keith Keating now shares over 20 years of invaluable, hard-earned experience on navigating the challenging, day-to-day delivery of corporate L&D and performance improvement successfully. Leaving no stone unturned, he covers everything from managing stakeholder expectations right through to personal, continuous development and branding. A motivational and experienced mentor, Keith's optimism and positivity throughout is infectious. I highly recommend The Trusted Learning Advisor to anyone, from those only starting out in L&D, to those looking to reflect upon and improve their current practice." * Dr. Markus Bernhardt, Consultant, ChangeUp Operations *"The role of the L&D professional must transform to meet stakeholder and shareholder demands. The Trusted Learning Advisor outlines this transformative pathway to ensure that the role L&D plays is no longer a transaction, but rather strategic partners with credibility and reliability. This is a must read for any L&D professional!" * Dr. Chris Bittinger, President, Open Pivot *"The Trusted Learning Advisor effectively captures an approach that will allow learning practitioners to ensure they deliver real organizational value. Developing the skills to become an internal consultant that can genuinely move the needle is priceless and timeless." * Adam Stedham, CEO, GP Strategies *Table of Contents Chapter - 01: Introduction to Trusted Learning Advisors; Chapter - 02: Understanding Order Takers; Chapter - 03: Why do we need to evolve?; Chapter - 04: What makes a Trusted Learning Advisor?; Chapter - 05: The Art of Trust Chapter - 06: Building Relationships Chapter - 07: Taking the Order; Chapter - 08: Defining the value of Trusted Learning Advisors; Chapter - 09: Best Practices of Trusted Learning Advisors

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Book SynopsisHilary Scarlett is an international speaker, consultant and author. Her work has spanned Europe, North America and Asia and focuses on helping leaders in the private and public sectors to introduce change efficiently and effectively. Based in London, UK, she is a member of the British Neuroscience Association and the British Psychological Society.

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Book SynopsisWhile technology and geopolitical forces change the face of business today, the patterns and challenges of organizing humans to work together across organization, culture, language and time zone boundaries remain. To face these challenges, all organizations need to be agile, networked and scalable. Networked, Scaled, and Agile reveals how to shape organizations that will enable people to make faster and better decisions in a more complex world. By outlining the tension between the need for agility/differentiation and scale/integration, the book offers a new way to think about this debate using the models of the Tower (vertical integration) and the Square (horizontal integration). It addresses the role of the leadership team and how the organization design process can build C-suite leaders and successors. Each chapter concludes with a series of reflection questions for leaders as well as a summary of key concepts and tips. Including case studies from global organizations, Networked, Scaled, and Agile reveals how organization design can address three of the biggest business challenges organizations face today: how to build a new capability across the entire enterprise; how to make the entire organization more customer-centric; and how to allow for faster innovation.Trade Review"Kates, Kesler and DiMartino have created something special. Their framework resists fads in favor of examining the core trade-offs in a business, its environment and through its lifecycle. I believe the concepts herein will survive the test of time." * Gary Guthart, CEO, Intuitive Surgical *"The team at Kates Kesler has an innate feel for how sound organizational design acts as the accelerator for sustainable growth. If you are an executive who is asked to lead a transformation or find a path for growth in these dynamic times, this book will prove invaluable." * Andre Martin, Vice President PeopleDev, Google *"Organization design is not just for the big company. The Kates Kesler methodology positioned Zwift for explosive growth. We've been able to scale efficiently and make smart decisions about linking innovation to our core business." * Eric Min, Founder and CEO, Zwift *"As part of our journey to transform VF's brand portfolio for the future, we partnered with the Kates Kesler team to reimagine our business operating model. Their expertise established a strong foundation that has enabled our enterprise functions and brands to work more seamlessly and with greater agility, ultimately improving how we serve our consumers around the world." * Steve Rendle, Chairman, President and CEO, VF Corporation *"This book shows you how to design an organization to be both big and fast. The Kates Kesler methodology guided W.L. Gore in making key choices to evolve our structure and still maintain the essence of our unique culture." * Mary Tilley, Enterprise Business Transformation Leader, W.L. Gore and Associates, Inc. *"An insightful, compelling and pragmatic book which offers thoughtful solutions to the complex organizational challenges faced by businesses today." * Andrew Clarke, President, Mars Wrigley *"This book provides a timely and insightful lens for thoughtful discourse on designing organizations in our fast-changing landscape. Its focus on networks, scale and agility deeply resonate with our efforts in the Singapore Public Service to design the future of work, workplace and workforce in our agencies." * Ong Toon Hui, Dean and CEO, Civil Service College, Singapore *"Kates, Kesler and DiMartino build on well-tested theories of human behavior and large-scale systems to show how organization design frameworks apply to the new and challenging realities of today." * Charles Snow, Professor Emeritus, Penn State Smeal College of Business *"This is the perfect book for leaders who need to align their organization with the strategy, and who are searching for a comprehensive framework. Kates, Kesler and DiMartino discuss the design of the overall operating model, horizontal linkages as well as the vertical layers and roles in complex organizations. They also provide numerous practical examples of how we can design organization to achieve both agility and efficiency." * Nicolay Worren, Associate Professor, School of Economics and Business, Norwegian University of Life Sciences, Co-founder of Reconfig, Member of curatorial board, European Organization Design Forum *Table of Contents Chapter - 00: Introduction; Chapter - 01: The Central Design Problem; Chapter - 02: Operating Models; Chapter - 03: Organization Models; Chapter - 04: Vertical Organization - The Tower; Chapter - 05: Horizontal Organization - The Square; Chapter - 06: Leadership in the Tower and the Square; Chapter - 07: Design Challenge - Enterprise Capabilities; Chapter - 08: Design Challenge - Customer Solutions; Chapter - 09: Design Challenge - Faster Innovation; Chapter - 10: Conclusion

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Book SynopsisEric Parsloe was an experienced international executive coach-mentor, one of the founders of the European Mentoring and Coaching Council and founder of The OCM. He was also a member of the International Coaching Federation and the CIPD coaching and mentoring faculty.Melville Leedham is an associate lecturer at The University of Northampton. Based in Northumberland, UK, he runs his own coach-mentoring business and also trains, supervises and assesses other coaches.Diane Newell is the Managing Director of OCM Discovery at The OCM, based in Oxford, UK, offering consultancy and coaching to individuals and teams to support their strategic aims.Trade Review"Diane and the OCM team have compiled and curated an absolute treasure trove of ideas, insights and refreshing illuminations of the essential toolkits and strategies of Coaching & Mentoring. This book will be a powerful resource for anyone wanting to raise their game as a coach or for leaders thinking through how best to implement coaching and mentoring to drive performance and shape culture." * Stephen Parker, Chief Human Resources Officer & Partner, Kearney *"A classic general introduction to coaching and mentoring." * David Clutterbuck, Coaching pioneer and co-founder European Mentoring and Coaching Council *"Eric Parsloe was a great early developer of Coaching in the UK and it is good to see his pioneering work carried forward by Ed Parsloe (his son) and by Diane Newell in this book." * Professor Peter Hawkins, Global thought leader and author *Table of Contents Chapter - 01: Introduction to this edition of Coaching and Mentoring; Section - PART ONE: The purpose, nature and practice of coaching and mentoring; Chapter - 02: Coaching – what the research says; Chapter - 03: Learning and adaptability; Chapter - 04: The core skills; Chapter - 05: The toolkit chapter; Chapter - 06: Awareness of individual differences; Chapter - 07: Supervision for coach or mentor; Chapter - 08: Stories of coaching and mentoring; Section - PART TWO: How to effectively implement coaching and mentoring in organizations; Chapter - 09: Why invest in coaching and mentoring? What and where is the need?; Chapter - 10: Coaching and mentoring: what they are and how they are used in organizations; Chapter - 11: Implementing coaching and mentoring; Chapter - 12: Roles and responsibilities in coaching and mentoring; Chapter - 13: Supervision in practice; Chapter - 14: Coaching the team; Chapter - 15: Coaching and mentoring in the system and the impact of culture; Chapter - 16: What’s next?; Chapter - 17: References; Chapter - 18: Appendix: Professional governing bodies;

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Book SynopsisIf you're a business leader looking to stay ahead of the curve, this book is an essential guide. It offers a comprehensive overview of the major trends shaping the future of business, drawing on reviews of 70 recent management books and interviews with 21 senior leaders.What sets this book apart is that it's grounded in the real-world experiences of active business leaders. From political affairs to family businesses and everything in between, each of the eight parts offers expert insights on the challenges and opportunities that lie ahead. Whether you're seeking to adapt your strategy to the external environment, lead your organization towards fulfilling its mission, or simply stay ahead of the competition, this book has got you covered.Table of ContentsPrelude.- Political and World Affairs - Where We Are Today: Practice Insights.- Introduction to Political and World Affairs.- Essential Books to Learn About Political and World Affairs - Where We Are.- Closing Remarks.- Adapting the Firm's Strategy to the External Environment - Getting Started: Practice Insights.- Introduction to Adapting the Firm's Strategy to the External Environment - Getting Started.- Essential Books to Learn About Adapting the Firm's Strategy to the External Environment - Getting Started.- Executive Profiles of Business Leaders.- Closing Remarks.- The Business - Your Company: Practice Insights.- Introduction to the Business - Your Company.- Essential Books to Learn About the Business - Your Company.- Executive Profiles of Business Leaders.- Closing Remarks.- Strategic Options - Strategy Means Choice: Practice Insights.- Introduction to Strategic Options - Strategy Means Choice.- Essential Books to Learn About Strategic Options - Strategy Means Choice.- Executive Profiles of Business Leaders.- Closing Remarks.- The Family Business - An Inspiring Source: Practice Insights.- Introduction to the Family Business - An Inspiring Source.- Essential Books to Learn About the Family Business - An Inspiring Source.- Executive Profiles of Business Leaders.- Closing Remarks.- Investing to Maximize Wealth - Value Creation and Growth: Practice Insights.- Introduction to Investing to Maximize Wealth - Value Creation and Growth.- Essential Books to Learn About Investing to Maximize Wealth - Value Creation and Growth.- Executive Profiles of Business Leaders.- Closing Remarks.- Leading the Organization - Towards Fulfilling the Mission: Business Insights.- Introduction to Leading the Organization - Towards Fulfilling the Mission.- Essential Books to Learn About Leading the Organization - Towards Fulfilling the Mission.- Executive Profiles of Business Leaders.- Closing Remarks.- Leadership and Self - Now to You: Practice Insights.- Introduction to Leadership and Self - Now to You.- Essential Books to Learn About Leadership and Self - Now to You.- Closing Remarks.- Conclusions: Postface.- Conclusions on Accelerated Learning for Business Success.

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Book SynopsisManaging employees in todayâs rapidly evolving workplace can sometimes feel like negotiating a minefield. Such recent new trends as flextime, telecommting, 360-degree feedback, the flattening of hierarchies, and the increased use of temps and contract workers present tough new challenges for supervisors in every field. This timely, completely revised and updated edition of Ferdinand Fourniesâs classic management coaching "bible" shows you proven ways to get workers to perform at the highest level while eliminating the self-destructive kinds of behaviors that have become increasingly prevalent in recent years.In this book, youâll be taught specific face-to-face interventions you can use to enhance performance in every kind of workplace situation--from sales to creative brainstorming. There are also interventions uniquely suited to resolving problems ranging from low productivity to absenteeism to conflicts between individuals. Youâll learn precisely what to say and do so that each pTable of ContentsWhy Managers Fail as Coaches. So What Does All This Mean? Motivation--The Theories You Can and Can't Use. An Alternative to Psychoterapy. A Theory You Can Put to Practical Use. Avoiding the Communication Problem. A Practical Approach to Managing People in Business. The Magic of Feedback. Coaching Analysis. Coaching: The Face-to-Face Discussion. But What If It Doesn't Work? Coaching Cases. The Requirements for You to Be Successful in Eliminating Employees' Unsatisfactory Performance. Answers for Critical Questions and Problems.

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Book SynopsisKatja Schipperheijn is an internationally recognized learning strategist and futurist. She is the founder of Habit of Improvement, a consultancy that focuses on learning strategies that foster growth and wellbeing in a human-machine symbiosis and co-founder of The Learning Mindset Organization. Katja Schipperheijn is also the founder of sCooledu, a foundation that has over 15,000 children participating in her workshops, is an international keynote speaker, guest lecturer and the author of Learning Ecosystems, also published by Kogan Page.

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Book SynopsisKristin Saling is Director at the Innovation Cell for the United States Army Human Resources Command where she enables the command to capitalize on the latest HR business practices and technologies. Prior to this, she was Deputy Director of People Analytics for the Assistant Secretary of the Army for Manpower and Reserve Affairs (ASA (M&RA)) and Chief Analytics Officer for the Army Talent Management Task Force. She is based in Orlando, Florida.

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Book SynopsisKatja Schipperheijn is an internationally recognized learning strategist and founder of Habit of Improvement, a consultancy that focuses on learning strategies that foster growth and well-being in a human-machine symbiosis. Besides her work in corporate settings, she is founder of the sCooledu foundation with which she reached over 15,000 children participating in her workshops on digital citizenship. Based in Antwerp, Belgium and Dubai, UAE, she is also an international keynote speaker and guest lecturer.Trade Review"Katja Schipperheijn provides a helpful and important deep analysis of an area that is rapidly changing our lives. She explains the history and direction of human and behavioural automation clearly and then gives us a framework that we can apply to learn and adapt - a LearnScape. Creating a LearnScape should be on every executive's agenda." * Julia Cook, CEO, Change Management Group; Deputy Chair of GMC; Chair of Consortium for Street Children-US *"As we build an innovation ecosystem to find and nurture new ideas, it is vital to feed it with the most appropriate skills and capabilities to drive growth. Adapting to different learning methods and styles is key to helping the ecosystem thrive. Learning from the intelligent symbioses of humans and technology have to offer, provides nimble growth opportunities. The method for continuous improvement presented by Katja Schipperheijn is therefore a useful guide for business leaders who want to innovate together with their team." * Lisa Perkins, Director of Research and Innovation, BT *"Katja has one of those unique L&D mindsets that can move your thinking forward in steps rather than increments. Learning Ecosystems is an important book for any serious learning professional or executive who wants to grow with their team through the opportunities that digital innovations have to offer in a world of ever accelerating change." * Damien Woods, Chapter Lead - Learning & Growth, 7-Eleven Australia *"Katja makes a strong case for enabling organization and human development through technology. She takes a fresh look at the latest research in education and the latest technology trends that will develop and amplify humans' abilities. Any leader who wants to unleash the collective experience and knowledge of the organization with engaged employees and wants to meet the challenge of retraining, or nurture a culture of continuous learning, should read Learning Ecosystems." * Dr. Regis Chasse, Founder and Chief Learning Officer, CLO Advisors LLC, Dean The Leadership Institute *"Access to learning opportunities will be one of the key differentiators in adapting to the rapidly changing world. Opportunities for continuous development can be a scarce resource and are not available to everyone to the same extent. Thanks to the evolution of technology, we can build learning ecosystems to provide access to knowledge for learners around the world. Everyone will have a fair chance to develop and grow and not feel limited by a lack of local offerings." * Sami M. Leppänen, Learner Experience Innovation Manager, KONE Corporation *"The turmoil we are going through since the beginning of this century requires companies to grow resilience and people to acquire new skills. In this wonderful book, Katja Schipperheijn shows that competences such as curiosity, openness, optimism, empathy, entrepreneurship, consilience and imagination will make the all the difference needed to thrive, grow and learn. In a world that is becoming increasingly virtual and ever changing, learning architects will find the necessary tools and inspiration to prepare for the future of work." * Stefan van Hooydonk, Founder of the Global Curiosity Institute, Co-founder and Dean, Earth Academy, L&D strategist and Author *"How does one build a learning organization that constantly collects data, processes it and turns them into actionable information? The answer is simple: understand the science and art of learning and build an organization using those building blocks and dynamics. Connect the dots and create an ecosystem-organization or in other words: create a LearnScape. Katja Schipperheijn has always been passionate about 'learning' and now she has used her scientific understanding of how 'learning' works to describe how to create a LearnScape. This fascinating book is a must-read for everybody that not only wants to be ready for the future, but wants to play an active role in shaping it. Learning Ecosystems is an instant classic, the book as well as the concept." * Rik Vera, International Keynote Speaker, Thought Leader, Business Philosopher, Author, Coach, Consultant *"Leading companies recruit people who are highly curious and able to learn fast. They create a learning ecosystem that delivers insights into the strategies, processes and tools that make the difference." * Gerhard Gschwandtner, Founder and CEO, Selling Power *Table of Contents Chapter - 00: Introduction; Section - ONE: A world in ever-increasing change; Chapter - 01: The world of human and machine; Chapter - 02: The value driven organization; Chapter - 03: The data driven organization; Section - TWO: Learning to stay relevant for the future; Chapter - 04: Lifelong learning in a world of change; Chapter - 05: Competences that make us unique as human beings; Section - THREE: Learning strategies and technology; Chapter - 06: Can learning strategies stand the test of time?; Chapter - 07: Learning technologies; Section - FOUR: Lean learning ecosystems and LearnScapes; Chapter - 08: The learning maturity model - From data repositories to LearnScapes; Chapter - 09: Lean learning; Chapter - 10: The six drivers of LearnScapes to make learning central; Section - FIVE: Building LearnScapes; Chapter - 11: Step 1: Discovery - Analysing the current learning needs for future success; Chapter - 12: Step 2: Burning platform - A supported choice for change; Chapter - 13: Step 3: Path to improvement - where technology, content and the learning culture come together; Chapter - 14: Step 4: Joint execution - no success without cooperation; Chapter - 15: Step 5: Future growth and improvement - never stop learning; Chapter - 16: Conclusion: Next steps

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Book SynopsisThe updated sixth edition of International Human Resource Management is an authoritative resource that focuses on international human resource management (IHRM) within multinational enterprises (MNEs). The book includes fifteen chapters with rich pedagogy students have come to expect and is organized into four sections: Strategic Context National and Cultural Context Global Talent Management Role and the Future of IHRM Each chapter has been designed to lead readers through key topics in a highly engaging and approachable way with learning goals, relevant data, exhibits, figures, vignettes, end-of-chapter case studies, discussion questions, up-to-date content, and numerous references. The sixth edition includes discussions on evolving IHRM topics such as international experiences and adult third culture kids, expanded analyses on health and safety statistics and global workforce analytics, as well as updated and revised illustratiTrade Review"The sixth edition of International Human Resource Management, written by world class scholars, continues to set the standard for texts in the area. It is comprehensive in its coverage and critically examines the complexities of managing people across borders. The book deepens and extends our knowledge of the field providing new insights, up-to-date cases from across the globe and a valuable update on emerging issues in the field reflecting recent changes in the global business environment. I highly recommend the book which will continue to enlighten academics, students and practictioners across the globe for years to come." Hugh Scullion, Hull University Business School, University of Hull, UK"Organizations that ‘go international’, face a number of strategic choices, many of which involve people. HR strategy in all its dimensions must therefore complement and support the broader business strategy. That is a key theme in this sixth edition of International Human Resource Management, and the authors use theory, research, and lots of practical examples to show how to do that at HQ as well as at local levels. If you are looking for current theory and practice in IHRM, consider this book a 'go-to' resource." Wayne Cascio, University of Colorado, USA"This provides the perfect compendium of knowledge for today’s practitioner working in international context. The editions have charted IHRM for nearly 30 years. Now we in the post-pandemic era of globalization there is no place to hide. Global business is changing shape. This book lays out the new strategic, national, and cultural context and brings together what we know about each of the key HR processes under the banner of global talent management." Paul Sparrow, Lancaster University Management School, UK"Written by three of the leading scholars in the area, the volume is distinguished by its combination of insights from academic research and rich insights into IHRM in practice. It is comprehensive, accessible, and authoritative, and should be required reading for any student or reflective practitioner of IHRM." David Collings, Dublin City University, IrelandTable of ContentsSection 1: Strategic Context 1. The Internationalization of Human Resource Management 2. Strategic International Human Resource Management 3. Design and Structure of the Multinational Enterprise 4. International Mergers and Acquisitions, International Joint Ventures, and Alliances Section 2: National and Cultural Context 5. Country and Company Culture and International Human Resource Management 6. International Employment Law, Labor Standards, and Ethics 7. International Employee Relations Section 3: Global Talent Management 8. International Workforce Planning and Staffing 9. International Recruitment, International Selection, and Repatriation 10. International Training and Management Development 11. International Compensation, Benefits, and Taxes 12. International Employee Performance Management 13. Well-being of the International Workforce and International HRIS 14. Comparative IHRM: Operating in Other Regions and Countries Section 4: Role and Future of IHRM 15. The IHRM Department, Global Workforce Analytics, Professionalism, and Future Trends

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Book SynopsisLearn how to cultivate the most incredible customer experiences on earth through this essential guide by Colin Cowie, distinguished purveyor of unforgettable “wow” events for the world’s most demanding clients.If you’re searching for ways to ensure your customers walk away from your company with a smile on their face and a plan to return, you found it. And any business organization can adapt the tools and techniques in this book.Colin Cowie, one of the world’s most sought-after event planners, shares the hard-won and hard-nosed advice he has learned through entertaining and engaging stories and examples. He gives readers the indisputable blueprint for creating a customer-service culture that anyone can tailor to their own needs, whether you’re a shopkeeper, corporate marketing director, or budding event planner.Upon coming to the United States from South Africa with $400 in his pocket, Colin built his highly sTrade Review'Colin Cowie's events are the gold standard for creating unforgettable experiences. His relentless pursuit of excellence sets him apart in the customer service industry. Following his advice, you will impress your customers and keep them coming back for more.' -- Susan Dell, Philanthropist, MSD Capital * MSD Capital *'Colin's engaging writing style is evident from the first page. His unique references exploring standards of excellence ranging from McDonald's fries in North Dakota to a royal wedding in Doha make this book truly stand out. Frankly, it's the best first-person analysis I've read on the topic of customer service. It's an enjoyable read with unforgettable practical advice you can put into use immediately.' -- Ken Blanchard, The Ken Blanchard Companies, Co-author of Bestsellers, The New One Minute Manager and Raving Fans * The New One Minute Manager *'I truly believe Colin Cowie's The Gold Standard is more timely than ever, as businesses look to engage with the shifting needs of their guests. A copy of this powerful book in the hands of the people who work with you can elevate the experience of everyone involved and undoubtedly increase the size of your audience.' -- Radha Arora, President, Rosewood Hotels and amp; Resorts * Rosewood Hotels & Resorts *'In Colin's enjoyable, fascinating book, he shares his secrets of A+ customer service. Readers can surprise their clients and customers with what their clients and customers didn't know they wanted. That's the ultimate in proactive service.' -- Jackie and David Simon, Chairman and CEO, Simon Property Group * Simon Property Group *'Incredible nuggets of wisdom. Nothing teaches like experience, and the insight that Colin Cowie shares in The Gold Standard is a must-read. Inspirational and energizing for those who aspire to deliver the absolute finest in customer service.' -- Alan Fuerstman, Founder, Chairman and CEO, Montage International * Montage International *'Let's face it, at some level, we're all in the service business, regardless of our profession. If you are looking for a way to get the most positive reaction to whatever you do, get The Gold Standard. Colin's stories and practical advice will help you remove the bumps you don't see now on your road to success.' -- Ryan Seacrest, Emmy Award Winning Television Host and Producer * Emmy Award Winning Television Host and Producer *'What I enjoy most about restaurant life is the sense that I am inviting the world to dinner. There is a rarefied thrill in surpassing our guests' high expectations-- every day, year in and year out! If your goal is consistent excellence, Colin's The Gold Standard offers you far more than you expect. Everyone who works with me is going to have a copy!' -- Eric Ripert, Chef and Owner, Le Bernardin, Bestselling Cookbook Author and Television Personality * Chef and Owner, Le Bernardin *'Colin Cowie is a master at creating unforgettable experiences. His latest book is a must-read for all those seeking new ways to elevate their services, delight their customers, and build lasting relationships.' -- Pauline Brown, Former Chair of LVMH North America and Author of Aesthetic Intelligence * Aesthetic Intelligence *'Colin is the epitome of The Gold Standard. As a hospitalitarian at some of the finest luxury hotels, clubs, and real estate developments globally, I have looked to Colin to help me transform my teams to ensure a memorable guest experience for all! Thank you, Colin, for your fabulous visionary leadership.' -- John Carlton Tolbert, Blackstone Real Estate Hotels and amp; Resorts and Founder, Revelation Consultancy * Revelation Consultancy *'Excellent customer service begins long before the customer walks in the door. It's created, planned, and organized with each step thought through in a way that your customer is sure to enjoy-- a seamless, unsurpassed experience that they'll want to repeat, over and over again. In his book, Colin tells you how you can create your version of The Gold Standard.' -- Jean Georges Vongerichten, Chef, Bestselling Cookbook Author and Television Personality * Bestselling Cookbook Author and Television Personality *'In today's world, service is the only true differentiator, making The Gold Standard a must-read book for anyone interested in improving service in their business. Colin Cowie's mastery of service excellence delivery is unsurpassed and can be applied in virtually any industry. This is a guidebook to success as he shares all of his secrets to creating happy and loyal customers in a compelling 'how to' anecdotal style.' -- Cindy Novotny, Radical Mentor, Master Connection Associates * Master Connection Associates *

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Book SynopsisRevamp your workplace culture with these 100 accessible strategies for creating a supportive, flexible, productive, and happy work environment, perfect for managers, human resource representatives, and other workplace leaders.It’s time to update your workplace culture! One of the most important reasons people today choose to stay—or leave—a job is the culture of the company. As people become more socially conscious; focus more on wellness, self-care, and work-life balance; and seek jobs where they feel a real connection, it’s more important than ever to think about the elements of a job between the work itself. But how do you create a culture that people enjoy while staying productive and successful? In Happy at Work, you’ll first learn a bit more about why a happy workplace is so important and how it can benefit both the individual employees and the company as a whole. Then, it’s time to take action. Considering new trends in the workplace and the ever-changing workplace, this book provides 100 strategies for improving your work environment. You’ll learn to tackle big topics that are important to people today, such as: -Providing fair compensation and benefits -Giving your employees real recognition and rewards -Respecting diverse needs -Cultivating a healthy work-life balance -And much more! This book not only provides great ideas for changing your workplace for the better, but also provides clear guidance on how to make those changes happen. Whether you’re a new manager, a long-time HR representative, or another leader ready to make a change, Happy at Work gives you everything you need to know to revitalize your workplace and make you (and your employees) happy to come to work every single day.Trade Review“My favorite is Chapter 7, which is all about how to achieve work-life balance. My daily battle! I got great tactical advice, with examples laid out nicely for me. Garrett’s tone made me feel ready and accepted. On the go? Each chapter lays out what to expect, and you won’t be disappointed. She gets right to the point and makes me feel confident about facing my challenges head-on. Don’t walk to get this book—run!” —Elainy Mata, Harvard Business Review“Digestible, actionable, and honest are how I describe this book. Happy at Work is what leaders who want to improve themselves need when they aren’t sure where to start. A wonderful reminder that there’s always something we should be willing to improve upon—because people depend on us.” —Franky “Tank” Rhodes, aPHR, @hrsagentofchaos on TikTok“If you are responsible for managing people in the corporate world, I highly recommend! Garrett brings tangible advice for leaders of an intergenerational workforce and offers sound guidance on how to create a workplace culture that is not only positive but authentic. I was inspired by how she made the concepts so approachable and easy to apply. You’ll want to keep this book in your office for reference—and it won’t get a chance to collect dust.” —Sequoia Owen, leadership coach, workplace culture consultant“Adapting to challenges in the workplace requires understanding leadership’s role in integrating changes into the culture. Happy at Work isn’t just a great read—its strategies are necessary to reach success. Garrett addresses how to maintain collective value in the workplace, describes the three tenets of workplace culture, and provides systematic changes to learn and grow.” —Bella Rushi, author of The Innovative Executive: Leading Intelligently in the Age of Disruption“Creating a thriving workplace culture is crucial in today’s rapidly changing workplace. Robyn L. Garrett’s groundbreaking book, Happy at Work, gives you one hundred strategies to transform your work environment into a supportive, flexible, productive, and happy one. It’s an essential read for leaders who want to cultivate a culture in which employees feel valued and motivated. Happy at Work isn’t just a collection of ideas; it’s a road map to a better workplace, and it deserves to be on the reading list of every leader who wants to create a productive, successful, and welcoming workplace.” —Jha’nee Carter, founder and CEO of The HRQUEEN“Robyn L. Garrett’s book, Happy at Work, is a timely road map to workplace effectiveness. Given the rise of recent and unique employer challenges, Garrett offers a refreshing, holistic, and practical take on organizational trends, while giving tangible tips that leaders can directly apply. Backed by cutting-edge research, this is a must-read for leaders at any and all levels.” —Allison Barr, MBA, MAP, global Leadership Solutions consultant and faculty“What I particularly love about Garrett’s premise is that we are all accountable for our own happiness. As leaders, it’s our job to role-model this accountability and create a culture that allows our team the space to create their own happiness. I love that Garrett is creating this ‘how-to’ book that today’s—and tomorrow’s—leaders can use to reshape the corporate environment.” —Mel Savage, executive coach, host of The Career Reset podcast“Happy at Work is a clarion call for modern executives to stop talking about culture and start building it with passion and intention. Robyn L. Garrett highlights the economic benefits of being happy at work and offers a practical path forward that’s accessible to anyone with the courage to take the first step.” —Gregory Offner Jr., author of Tip Jar Culture“Happy at Work is a modern guide to being a great leader in today’s working world. The work environment is going through a massive paradigm shift, and Garrett’s book is full of reasonable, actionable tips to help leaders navigate this new normal. If you manage a team, this is the guide you’ve been waiting for!” —Colin Rocker, TikTok career influencer“Creating truly human workplaces requires courageous and empathetic leaders. Happy at Work is a practical, approachable playbook that offers a blueprint for leaders at any level to create empowered, effective and, most importantly, happy teams. If you want to be a leader people love to work for, consider this required reading.” —Naveed Siddiqui, executive coach, future of Work Advisor

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Book SynopsisAs a leader, do you feel you face a straight choice between high performance versus wellbeing?Strategic resilience allows you to achieve both, without compromise.At The Resilience Engine, we believe that everyone deserves to perform well without compromising their wellbeing. We know our approach works because it’s backed up by ten years of research and experience with thousands of clients in over 75 organisations. The Resilience Dynamic® illustrates, with practical tools, how to develop resilience as a buffer to stress and how it can transform how you lead change and increase performance in a complex and uncertain world.Trade ReviewJenny makes the case for building your resilience to adapt to change and be able to thrive. Not just a book about coping or bounceback; its about what happens as our resilience diminishes as much as its about how to stay highly resilient in life.It is a highly accessible book and one which is supported by case studies and research. * amazon.co.uk *Jenny's fabulous book clearly describes how to understand and enhance your levels of resilience and wellbeing. Full of examples and relatable case studies, Jenny busts the myths about being resilient, and provides proven and practical ways to create a Resilient Way. * amazon.co.uk *A book whose time has come ! Business world is seized with changing business model , new international equations, digital transformation, AI and automation. This calls for adaptation and resilience to survive. This also has profound implications on personal lives and relationships. This book gives both a perspective and framework to cope. Well done Jenny !!! * amazon.co.uk *At last a book which provides a practical, step by step approach to building ones own resilience, as well as supporting teams, friends and family through theirs. Guidance is based in research and real life examples, making it a cut above the theoretical advise that can be found on the internet.Invest! * amazon.co.uk *A must read for anyone interested in Resilience. Research and practice based material that brings the often complex nature of resilience into a straightforward and practical model. It will yield results for people who are starting out and the seasoned professional coach. * amazon.co.uk *

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Book SynopsisManaging people is the biggest challenge any organization faces. It''s a challenge that has grown even more difficult over the past decade.SinceTHE BIG BOOK OF HRwas first published, we''ve seen dramatic changes in the workplace and the workforce.This 10th anniversary edition incorporates discussions and reflections on these changes and examines new and emerging trends useful for any business owner, manager, or HR professional, with the most current information to get the most from their talent-from strategic HR-related issues to the smallest tactical details of managing people.THE BIG BOOK OF HR, 10TH ANNIVERSARY EDITION includes up-to-date information about:The challenges of remote and distributed workforcesDiversity, equity and inclusionWorkplace harassment and its preventionChanging technology and its impact on every facet of people managementPay equity and its effect on transparency in compensationBenefits that meet the needs of a multigenerational workforceState and local laws that are addressing societal changesGamification and other training strategies

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Book SynopsisSystemic Coaching and Constellations offers a refreshingly uncomplicated path into a potentially complex subject, demonstrating how to understand and manage intricate relationship systems as part of a powerful coaching agenda. This book provides a comprehensive introduction to the principles that sustain systems, how to map and explore them through constellations, as well as a step-by-step guide to integrating these principles and practices into coaching. Featuring a variety of case studies from around the world to illustrate different facilitation styles and approaches, it also contains practical exercises which can be used in a variety of contexts, including one-to-one coaching, group coaching, leadership development coaching and managing conflict in teams. This updated third edition of Systemic Coaching and Constellations contains a new chapter on systemic supervision, new material on team coaching, systemic questions and resourcing constellations as well as new and refreshed case studies and updates to wider research and thinking. Whether used in an initial selection meeting or to underpin all coaching conversations and interventions, it remains an indispensable resource for coaches of all levels of experience and in all remits looking to transform their practice, as well as for those studying coaching as part of a degree or coaching qualification.Trade Review"I was lucky enough to be coached by John Whittington at two critical times in my career. Helping me understand and find my place in the constellations around me from both an organizational and personal perspective allowed me to make critical decisions. As a result, I felt able to move forward with confidence, in a different direction to one I might have taken had I been loyal to old patterns. If you haven't already done so, I highly recommend you take up the invitation in this book to map your own system. John's clarity on the importance of respectful endings also has particular romance and I have used the learnings several times myself and with others, with resolving, positive impact. This is an invaluable book that is both a piece of thought leadership and a very practical guide." * Helen Hyde, Former Personnel Director, Waitrose, and Board Director, The John Lewis Partnership *"The fact that this book is now in its third edition is a testament to its value to coaches interested in systemic and embodied enquiry. John Whittington communicates with incisive simplicity the theory, methods and core practices of constellations, and helps make this powerful approach accessible and inviting . He also locates constellations within the broader panoply of systemic approaches to organizational coaching. I particularly welcome, in this edition, his greater focus on the centrality of belonging; of the origins of many patterns of relating taht come up at work, in our own family systems; and of the imperative of coaches doing our own inner work on 'self-as-instrument' of client outcomes. As an enriching companion-piece to support and explain experiential work with constellations, I highly recommend this book." * Ty Francis, PhD Coach, facilitator, filmmaker and author *"What I find particularly useful about this book is John Whittington's focus on the cycle of joining, belonging and leaving organizational systems. We spend so much energy as leaders, as members of organizational systems and as other kinds of professionals on the start. The recruitment, the incentives and the whole 'hoopla' of moving towards and into an organization. In fact, as John points out, it is attending respectfully to endings and leavings where both the dignity of the individual and the integrity of the field of the organizational system can be built and maintained. Since first working with this methodology some years ago I've continued to find the combination of the philosophy behind constellations and the very practical application of them in my development and the teams I lead very clarifying." * Sarah Weir, Chief Executive, Design Council, UK *"Working with constellations has impacted all aspects of my life. The process is visual and immediately actionable. Leading a creative business is about making things, being productive, constructive. For me this comes down to priorities, alignment of the system and allocation of time and energy - these are finite - and I have not experienced a more effective way to orient myself than this approach. The way I and my co-founders planned the business, went to market, talked with people, the way we executed. Everything became clearer and more aligned. Things changed at the level of the system. Ten years later and on another continent, the methodology described in this book is one that has resourced and clarified me, not just as a leader of an international business but as a human being." * Ben Wolstenholme, Founder and CEO, Madefire, San Francisco *"The simple, practical application of systemic constellations described in this book belies their hidden depths. They are immediately accessible while repaying much study and reflection; they are based on universal observable truths yet express the uniqueness of every human soul. With his gentle provocativeness, John Whittington engages us int his world of paradoxes, guides us through the jungle of uncertainty and delivers us safely into understanding. The genius of this book lies in John's ability to invite coaches and leaders from multiple contexts to see things differently. This third edition of a much-loved book charts the further development of John's thinking, confidence and voice. He is a thought-leader who is a delight to listen to and a joy to read." * Alison Hardingham, Coach, trainer, author and business psychologist *"I've recommended the previous editions of this book to many coaches I train because it's full of practical ways of working with the unspoken. This edition also goes further into the underlying thinking behind constellations which has some of its root in TA: acknowledging and working 'what is', transgenerational messages and loyalties, and co-created exchange systems with their out-of-awareness dynamics. I recommend this edition because it freshly emphasizes the importance of working with phenomenology, the human need to belong and organizational leaders' responsibility to take a systemic stance. It will be a benefit to all coaches who are curious about what clients will reveal to themselves when they are willing to work in the field of invisible dynamics, deeper than the social level of the coaching conversation." * Rosemary Napper, Coach, Training and Supervising Transactional Analyst *Table of Contents Chapter - 00: Acknowledgements; Section - PART ONE: Outside in, inside out; Chapter - 01: Outside in; Chapter - 02: Ingredients; Chapter - 03: Inside out; Section - PART TWO: Principles; Chapter - 04: Belonging; Chapter - 05: Conscience, guilt and innocence; Chapter - 06: The universal language of systems; Chapter - 07: The time is now; Section - PART THREE: Practices; Chapter - 08: Map making; Chapter - 09: Living maps; Section - PART FOUR: Tabletop to workshop; Chapter - 10: One to one: principles and practices in action; Chapter - 11: One to many: systemic team coaching; Chapter - 12: Sticky moments; Chapter - 13: Extending your practice: further practices and applications; Chapter - 14: Systemic supervision; Section - PART FIVE: Familiar themes; Chapter - 15: Human being; Chapter - 16: The F word; Chapter - 17: Appendix: Resources and further reading; Chapter - 18: Meet the team; Chapter - 19: Postscript: Outside in, inside out; Chapter - 20: FAQs: Answers to frequently asked questions; Chapter - 21: Index;

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Book Synopsis

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Book SynopsisPeter Hawkins is a global thought leader in the coaching industry. He is Emeritus Professor of Leadership at Henley Business School, UK and Dean of Leadership at the European Leadership University. His books Leadership Team Coaching and Leadership Team Coaching in Practice are both published by Kogan Page. Catherine Carr is an Individual and Team Coach, Consultant, Facilitator and a Director at Carr Kline & Associates. She is based in Victoria, Canada.

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Book SynopsisTrade Review"Inviting and inspiring! Gittell masterfully weaves together academic insights and the voices of change agents to create a compelling guidebook. Each page of this book reveals something critical about the relational dynamics needed for our health care system to function better." -- Kathryn McDonald, Senior Scholar and Executive Director * Stanford Health Policy (CHP/PCOR) *"Positive sustained change in firms happens through relationships. This book is an inspired and substantive account of how relational coordination enables excellence in team and organizational performance. It offers a powerful framework, useful tools, and clear examples that will help readers to create impactful change." -- Jane E. Dutton * University of Michigan *"Jody Hoffer Gittell is one those rare individuals who has successfully translated 'what works' in industry for health care settings. Her relational coordination framework, implementation guide, and case studies provide a coherent approach for moving beyond fragmented efforts to improve teamwork. With this book, you can create organization-wide change based on shared goals, shared knowledge, and mutual respect." -- Don Goldmann, Chief Medical and Scientific Officer * Institute for Healthcare Improvement *"Transforming organizations requires courage, perseverance, and vision. Anyone considering this challenge will find it easier and more doable with the evidence, cases, and tools that Jody Hoffer Gittell provides. This book is a beacon based on her pioneering work on positive relationships that drive and sustain innovation. Let's do it!" -- Thomas A. Kochan * MIT Sloan School of Management and Institute for Work and Employment Research *"We are entering the age of relationships. This book makes a good argument for how effective work relationships will enable us to manage the tough problems which complex cross-cultural interdependent work will increasingly confront us." -- Edgar H. Schein * MIT Sloan School of Management and author of Humble Inquiry and Humble Consulting *Table of ContentsContents and Abstracts1Meeting Performance Pressures with a Relational Response chapter abstractOrganizations in virtually every industry are facing pressures to do more with less. Whether these pressures come from customers, supply chain partners, policy makers or regulators, organizations feel compelled to provide better, higher-quality outcomes, more rapidly, and at lower cost. As always when facing performance pressures, there are critical choices to be made. Namely, will we pursue low-road strategies that rely primarily on the reduction of pay and the degradation of working conditions? Or will we instead pursue the high-road strategies that produce positive outcomes for a broader range of stakeholders? High-road approaches to high performance are fundamentally relational, requiring not just human capital but social capital to integrate across difference, thus creating new value rather than simply redistributing it. 2How Relational Coordination Drives High Performance chapter abstractRelational coordination is simply coordinating work through relationships of shared goals, shared knowledge, and mutual respect. Together, these relational dimensions reinforce communication that is sufficiently frequent, timely, accurate, and problem-solving rather than blaming when things go wrong. Relational coordination is extremely practical, supporting a wide range of positive performance outcomes—efficiency, financial performance, quality, safety, client engagement, worker engagement—as well as the ability for organizations to learn, innovate, and adapt. Relational coordination works especially well under the challenging conditions of uncertainty, interdependence, and time constraints. 3Engaging Clients in Relational Coproduction chapter abstractRelational coproduction happens when workers and their clients produce desired outcomes together by engaging in high-quality communication supported by relationships of shared goals, shared knowledge, and mutual respect. Rather than workers telling clients what they need, relational coproduction involves reciprocal interrelating between workers and clients regarding what should be done and how best to do it. Obstacles to relational coproduction include lack of accountability, lack of knowledge, and excessive attachment to professional autonomy. Traditional professional-client relationships may not even consider the possibility that clients have knowledge enabling them to contribute in a fundamental way to the achievement of desired outcomes. This chapter proposes a new model of professionalism based on "power with" rather than "power over." 4Engaging Co-Workers in Relational Leadership chapter abstractWe know from decades of research that leadership is instrumental for achieving organizational change, whether through the exercise of power or through the exercise of influence. In this chapter we explore relational leadership as an alternative to hierarchy, based on "power with" rather than "power over." More specifically, relational leadership is a process of reciprocal interrelating between leaders and those they lead. Relational leaders create influence in two ways: by developing shared goals, shared knowledge, and mutual respect with others—and by developing shared goals, shared knowledge, and mutual respect among others. Relational leadership requires that leaders have the courage to move beyond the divide-and-conquer strategy to purposely build connections among others. 5How Structures Support—or Undermine—the Three Relational Dynamics chapter abstractManagers and frontline workers often develop relationships at work that enable them to get their jobs done. But these personal ties are not sufficiently reliable to achieve the performance outcomes that are at stake for their organizations, especially organizations that must deliver promised outcomes to multiple stakeholders without missing a beat, whether or not a particular individual happens to be present. Structures are needed to enable reliable performance outcomes, yet existing structures tend to be bureaucratic, creating strong ties within one's area of expertise and weak ties at critical handoffs. This chapter introduces organizational structures that range from selecting and training for teamwork, to shared protocols and shared information systems, designed to reinforce and strengthen relationships across the boundaries where they tend to be weak. 6A Relational Model of Organizational Change chapter abstractA Relational Model of Organizational Change proposes that three types of interventions—relational, work process, and structural—are needed to transform role relationships in a positive and sustainable way. Relational interventions enable participants to transform the way they see themselves and their role within their organization. Relational interventions include building a safe space within which to experiment with new ways of interrelating. To achieve positive sustainable changes in relationships, work process interventions are needed to apply the new dynamics to the work itself, enabling participants to visualize the work they are engaged in and identify opportunities to redesign that work to achieve the desired state. Even this is not sufficient however. Structural interventions are also needed to redesign existing structures to support and sustain the new ways of working together. 7Relational Coordination at Group Health chapter abstractGroup Health Cooperative gives us a chance to explore, up close, efforts to enhance relational coordination for the purpose of achieving high quality performance outcomes more efficiently. In the face of financial and system-level leadership challenges, Group Health's primary care leadership team decided to build on previous successes with lean process improvement by measuring and strengthening relational coordination among frontline care workers. Even though frontline workers and frontline leaders embraced these efforts, the challenges they faced were many, and successes were mixed with failures. 8Relational Coproduction in Varde Municipality chapter abstractPromoting health and wellness in the community means moving away from a narrow focus on treating illness to a broader focus on fostering wellness. It is both more holistic and smarter from the standpoint of shifting investment from downstream consequences to upstream causes. But investing upstream creates a need for relational coordination and coproduction across a greater number of sectors. Varde Municipality of Denmark provides an opportunity to explore efforts to build relational coordination across multiple sectors as well as relational coproduction with citizens themselves. With leadership support from the mayor and the municipal CEO, and a focus on leadership development at the frontline, this change effort was on a path to achieving sustainable positive outcomes. 9Relational Leadership at Dartmouth-Hitchcock chapter abstractThe Dartmouth-Hitchcock health system in central New Hampshire has long enjoyed a sterling reputation for healthcare delivery and innovation. Despite its impressive resources and accomplishments, there were some challenges as well. The Department of Surgery was facing tremendous performance pressures due in part to the shift toward accountable care. To respond to these challenges, the chair of surgery proposed two distinct change initiatives—building relational leadership among his surgical chiefs, and building relational coordination among frontline staff. We follow their journey closely, learning from its successes and its limitations. 10Bringing It All Together at Billings Clinic chapter abstractWhat does it look like to build relational coordination among workers and relational coproduction with your customers, while supported by relational leadership throughout your organization? While no one organization can perfectly exemplify this integrated approach, Billings Clinic was moving in this direction with strong leadership support from frontline workers, unit leaders, middle managers and the CEO. In addition to assessing and feeding back relational coordination metrics, this change initiative used positive deviance and games of positive recognition such as RC Bingo. We observe frontline efforts to redesign structures including payment models, team meetings, and information systems. After starting in an area of existing strength, this change initiative begins spreading to other parts of the system through positive contagion. 11Relational Interventions to Create New Ways of Relating chapter abstractRelational interventions are informed by process consultation, organizational development, and positive psychology. The underlying philosophy is that participants can assume a proactive role in transforming their role relationships with each other, their clients and their leaders, and that ultimate responsibility for change rests in their hands. In this chapter, we learn about relational interventions and the tools associated with them, such as safe spaces, relational mapping, the relational coordination survey, and facilitated dialogue. Interventions informed by relational coordination improve participants' capacity to self-manage their interdependence: to understand their common goals, to understand how their individual work fits into the larger work process, and to carry out their work with a mindfulness of how their actions affect the work of others. 12Work Process Interventions to Create New Ways of Working chapter abstractWhile relational interventions are focused on transforming relationships among those doing the work, work process interventions are focused on transforming the work itself. Process improvement and relational coordination are often seen as competing approaches. For decades, however, sociotechnical systems designers have seen the two as complementary approaches for organizational change. This chapter introduces tools from popular methodologies, such as lean, and microsystems for carrying out work process interventions in three phases: assessing the current state, envisioning the desired state, then experimenting to achieve the desired state. Once participants use relational interventions to begin changing the way they communicate and relate across key boundaries, they are better able to use these tools to change the work itself. 13Structural Interventions to Support and Sustain the New Dynamics chapter abstractStructural interventions are new structures introduced to support and sustain shared goals, shared knowledge, and mutual respect between workers, with their clients, and with their leaders—such as new forms of team meetings, or protocols to clarify roles and the connections between them, or boundary spanners whose role is to coordinate work, or hiring and training for teamwork, or revised structures for accountability and rewards, or newly designed supervisory roles, or shared conflict resolution practices, or shared information systems. While these new structures can support new relational dynamics, they cannot create these dynamics. When participants' sense of self is defined by the old relational dynamics, these new structures will feel unwelcome. These new structures are implemented successfully only when participants themselves see the need for them and participate in their design and implementation, having understood the principles of relational coordination, relational coproduction, and relational leadership through their own direct experience. 14Bringing It All Together in Your Own Organization—and Beyond chapter abstractWith the Relational Model of Organizational Change we have identified three types of interventions that together support sustained positive relational change: relational interventions to give birth to new patterns of interaction, work process interventions to diagnose and improve the work itself, and structural intervention to reinforce and sustain the new ways of working together. We have learned that these three types of interventions are quite synergistic. Given that they come from different "thought worlds," however, it is easy for change agents to become siloed. Perhaps the most powerful learning from this book is the critical role that change agents play in creating organizational change through small actions that have cumulative and transformative effects. The key is to carry out these small actions with intention, with awareness of one's power, as well as deliberate planning with others to create collective impact for positive change.

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Book SynopsisKaren Beaven is an executive coach and the founder of the HR Entrepreneur's Network. She has operated at HR Director level for a number of years at companies including River Island and AllSaints, and has been ranked as one of the most influential HR practitioners by HR Magazine in 2016 and 2017. She was also recognised as HR Director of the year in 2015 and has been listed as a Global HR superstar by HRO Today.Trade Review"Karen has an obvious passion for and commitment to the HR profession. This book does a wonderful job of chronicling her HR journey and sharing her narrative. Her insights will be helpful as a guide to other HR professionals who want to make a difference." * Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan & Partner, The RBL Group *"What Karen Beaven has created is the missing link between individual, professional, organisational and business perspectives, on the key role HR professionals can have in the fabled future of work. Packed full of quotes, references, exercises and real-life stories, this is the go-to book for those serious about their impact in the work they do, that might now be called HR Strategy. Reset and reinvent HR? You bet..!" * Perry Timms, Chief Energy Officer, PTHR #5 HR Most Influential Thinker 2018 *"This is a practical guide for HR professionals seeking to create performance-enhancing HR led by commercial goals. It is all the more powerful coming from an award-winning HRD who has been there and done it, experiencing the ups and downs and building resilience with humility and learning. A most useful handbook to progress your HR career and achieve more." * Darren Hockaday - HR Director, Gatwick Airport *"This is a must-read book, whether you are an experienced HR professional or a novice at the start of your career. It is an indispensable guide to understanding the world of work and adding strategic value by challenging you to rethink your understanding of HR. The future is really is all about the People Experience and awareness of self, business, industry and profession." * Shakil Butt, HR Hero, HR and Leadership Consultant *"This much-needed and easy-to-read book provides a fantastic guide for today's HR professional. It is a great combination of education into modern practice and terminology blended with practical advice and encouragement for how to navigate the shifting commercial landscapes that we all face." * Kim Atherton - Chief People Officer, OVO Energy and CEO, Just3Things *"Finally, a professional self-help book for HR practitioners from the 'Bouncebackability' Queen herself! As an avid fan of Karen's PX vision, I look forward to a future HR profession full of human-centric and business focused practitioners, closely collaborating with their people and leaders to build commercially successful and sustainable organisations. As Karen states - 'To be inspirational, you must first be inspired', and this book will do that for you." * Natal Dank - Chief HR Agilist at Southern Blue Consulting and co-founder of the Agile HR Community *"In a world where HR has to be as creative, agile and future-focused as any other part of the business, this book shows not only how important this is but how to make it possible. It will be the go-to resource for all my HR coachees who are looking to make their mark in business." * Paul Deeprose, Founder of The Career Gym *"This book is a massive gift not just to HR leaders but to all leaders. Karen turns fundamental concepts into extremely practical steps but most of all she conveys all of her experiences and recommendations in a truly human way. After reading this book you will look after yourself and your people differently and you will be totally confident that you are adding additional value to your organization." * David Frost, Organisational Development Director at Total Produce plc *"An excellent handbook for anyone with HR or line management responsibilities, putting the employee experience at the forefront. The chapters are well researched, providing snackable information with sections on how your thinking will be changed, toolkit essentials and reflection questions." * Julie Merritt, General Manager *"This is an inspirational guide written by a been there, seen it, done it industry specialist who knows what she is talking about and is not afraid to explain it. By learning about staff, the benefits of a personal network, the industry you work in and your aspirations, the reader can grow into a passionate leader and guide a business to become a driving force in their field." * Stu Walker, Managing Director - Integrated Sales & Marketing Solutions *"The book is a clear call to HR professionals to continue developing themselves, encourages reflection on the profession and its responsibilities, and the skills needed to succeed in Human Resources - along with guidance on how to develop them. It's great to see a book on HR stepping out of our traditional task and priorities and considering the wider organization, industry and future trends. This book is a true toolkit for the HR professional - a 'how to' guide on how to be great at what we do - whilst also encouraging us to step outside of our comfort zone." * Gemma Dale, Co-founder, The Work Consultancy *Table of Contents Section - ONE: Know your self; Chapter - 01: Continuous personal development; Chapter - 02: Drive and passion; Chapter - 03: Comfort zone; Chapter - 04: Interpersonal skills; Chapter - 05: Bravery; Chapter - 06: Your personal network; Chapter - 07: Inspirational leadership; Section - TWO: Know your business; Chapter - 08: Product; Chapter - 09: People; Chapter - 10: Productivity; Chapter - 11: Annual results; Chapter - 12: Commercial focus; Chapter - 13: Markets and channels; Chapter - 14: Technology; Chapter - 15: Culture; Chapter - 16: Purpose; Section - THREE: Know your industry; Chapter - 17: Competition; Chapter - 18: Business environment; Chapter - 19: Rules and regulations; Chapter - 20: Trends and forecasting; Chapter - 21: Where's the talent?; Chapter - 22: Workforce planning; Chapter - 23: Resources; Section - FOUR: Know your profession; Chapter - 24: Professional accreditation; Chapter - 25: Responsibilities; Chapter - 26: Advisory bodies; Chapter - 27: Career framework; Chapter - 28: Professional development; Chapter - 29: The development of the industry; Chapter - 30: The future of work

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Book SynopsisEmpathy is credited as a factor in both improved relationships and even better product development. But while it's easy to say "just put yourself in someone else's shoes," the reality is that understanding the motivations and emotions of others is an elusive capability. This book helps you understand what empathy is, why it's important, how to surmount the hurdles that make you less empathetic--and when too much empathy is just too much. This volume includes the work of; Daniel Goleman. Annie McKee. Adam Waytz. How to be human at work. HBR's Emotional Intelligence Series features smart, essential reading on the human side of professional life from the pages of Harvard Business Review. Each book in the series offers proven research showing how our emotions impact our work lives, practical advice for managing difficult people and situations, and inspiring essays on what it means to tend to our emotional well-being at work. Uplifting and practical, these books describe the social skills that are critical for ambitious professionals to master.Trade ReviewHarvard Business Review is the leading destination for smart management thinking. Through its flagship magazine, 13 international licensed editions, books from Harvard Business Review Press, and digital content and tools published on HBR.org, Harvard Business Review provides professionals around the world with rigorous insights and best practices to lead themselves and their organisations more effectively and to make a positive impact.

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Book SynopsisYou know you need to delegate some of your work so that you have time to focus on the things that require your expertise. But it's not easy to do. Delegating Work quickly walks you through the fundamentals of: Establishing a productive environmentAssigning the right work to the right peopleConducting an effective hand-off meetingMonitoring without micromanaging 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 SynopsisWritten by an author team from one of Europe''s leading management schools, Leadership encourages critical appraisal of the mainstream viewpoints and personal reflection on leadership experience in a way that is both clear and highly engaging.Divided into four parts, the book brings together core themes and debates within the field and provides a wealth of diverse real-world case studies to help readers make the transition from theory to practice. The first part of the book, ''Defining the Terrain'', lays the foundation for subsequent chapters by exploring what we mean by leadership, how it compares to management, and why we study it. The second and third parts of the book build on this, addressing core topics that have shaped leadership thinking for academics and practitioners over the last fifty years; as well as considering the cutting-edge debates within the field and tackling issues such as leadership-as-practice, strategic leadership, ethical leadership, and leading change. FinalTrade ReviewThis book makes an excellent contribution to the leadership field. It encourages a critical, but also reflective look at leadership practice. The new edition restructures and revises the key debates and introduces new examples that contextualise the theoretical discussion...An invaluable resource for both undergraduate and postgraduate students wanting to explore the importance of leadership within, and of, organizations. * Ashley Garlick, University of West London *This new edition of Leadership continues to inspire. It's the book that all leaders need to provide them with well-rounded, current thinking in the field that will enhance their knowledge and leadership practice. * Claire Collins, Henley Business School *An excellent book in which the authors draw on their intimate knowledge of the vast literature on leadership to offer readers a clear, critical and comprehensive guide to the subject. It is well illustrated by case studies, personal views, and summaries of key research. If you want to read just one book on leadership, I recommend this one. * Professor Bob Thomson, Warwick University *This text stands out from many other texts by offering realistic advice on how to develop as leaders, rather than carrying an implicit assumption that knowledge of theory alone will inform better leadership practice. Presenting a rigorous introduction to leadership theory and the application of scientific research principles, Leadership teaches students the value of credible research in understanding real-world issues. * Catherine Toase, University of Central Lancashire *Iszatt-White and Saunders have produced one of the most comprehensive and stimulating texts on leadership. Underpinned by clearly articulated theoretical models and a wealth of contemporary examples, this text is likely to appeal to a variety of audiences including students, policy makers and practitioners. * Professor Ian Kessler, King's College University *This is an excellent introduction to the concept of leadership. It draws on research and real-life case studies to help the reader understand what it means to be a leader in a wide range of organisations. * Dr Adam Frost, Queen's University Belfast *[OF THE LAST EDITION] This book covers leadership in a comprehensive way. It presents the main theoretical models on leadership and combines them with a focus on a number of key contemporary themes. The book usefully includes case studies and contemporary examples which brings the issues to life and will engage both undergraduate and postgraduate students. * Ian Kessler, King's College London *[OF THE LAST EDITION] Leadership gives a broad overview of the field and includes classic approaches as well as recent trends. In particular, it takes a critical approach throughout the book and encourages students to reflect upon their assumptions...It is critical and pedagogical at the same time. * Nadja Sörgärde, Lund University *[OF THE LAST EDITION] This book offers a substantial introduction to the key ideas in leadership in a text that is relatively easy to read by students and which is well structured into clear chapters. * Bob Thomson, Warwick University *Table of ContentsPart 1 - Defining the terrain 1: Why study leadership 2: Leadership, management and strategy 3: Leadership, power and influence 4: Critical approachesPart 2 - Essentialist approaches 5: Born versus made 6: Transformational & charismatic 7: Leading teams and leading change 8: Authentic leadershipPart 3 - Relational approaches 9: Leaders and leading 10: Social construction of leadership 11: Leadership as practice 12: Responsible leadership for a sustainable world 13: FollowershipPart 4 - Developing leaders: developing as a leader 14: Leadership development 15: Leadership identities

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Book SynopsisThe symptoms of menopause transitions have profound implications for work and are, in turn, affected by work. Despite this, the topic is rarely discussed in management and organization studies. Providing an overview of existing knowledge in the field of menopause in the workplace, this collection re-theorizes the management of human resources as it relates to the connections between gender, age and the body in the workplace environment with an intersectional analysis. Offering theoretical frameworks from experts as well as possible practical approaches that can be implemented in workplaces to support women transitioning through menopause, this is a go-to reference for academics and policy makers working in the field.Table of Contents1. Introduction - Vanessa Beck and Jo Brewis 2. Bodies of Change: Menopause as Biopsychosocial Process - Karen Throsby and Celia Roberts 3. Exploring Menopause Transition in the Workplace - Carol Atkinson, Jo Duberley and Catrina Page 4. Workplace Policies, Menopause and Flexible Working: The Need for a More Collective Approach - Jane Parry 5. Menopause and Trade Unions - Vanessa Beck 6. Spatial (In)justice and Hot Flushes in the Workplace: Some Musings and Provocations - Jo Brewis 7. Menopause and the Possibilities of Male Allyship - Hannah Bardett, Kathleen Riach and Gavin Jack 8. Conclusion - Vanessa Beck and Jo Brewis

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Book SynopsisEmma Bridger is one of the world's leading employee engagement and experience experts. She is a psychologist and coach, designing and delivering programs for both the CIPD and in-house clients. She works with companies to make a positive difference to the people who work there, their culture and business. She is the author of Employee Engagement, also published by Kogan Page..Belinda Gannaway is an employee experience strategist, designer, coach and trainer. She supports global brands, NGOs and growing businesses to innovate and grow with purpose and values at the core. In recent years, her work has won a variety of industry awards for innovation and impact. Shespeaks widely at global events on employee experience and was named one of HR Magazine's Most Influential Thinkers in 2022.

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Book SynopsisStella Collins, MSc, FITOL, is co-founder and Chief Learning Officer at Stellar Labs. Based in Mechelen, Belgium, she and her team pragmatically apply principles from neuroscience and psychology to consult, design and build practical performance focused solutions with measurable ROI. She has trained thousands of learning professionals in brain friendly principles over more than 20 years in L&D.Trade Review"Stella points out that what we don't know about what how the brain works is greater than what we do. In this 3rd edition she continues to shed a warm and welcomed light on the unfolding science. She unpacks the myths and uses the available evidence to provide practical suggestions to address modern day learning challenges. This indeed is a book for those who want to keep curious, keep pragmatic and keep learning!" * Laura Overton, Award winning learning analyst and Founder of Learning Changemakers *"Neuroscience underpins psychology and is the foundation for our understanding of how the brain functions and how it supports learning. It can be used to inform learning design and strategies and Stella does a great job in relating the science to learning. Great to see AI being included as neural networks drew from neuroscience and it promises to play a major role in the delivery of learning." * Donald Clark, CEO, Wildfire Learning *"Neuroscience for Learning and Development by Stella Collins is the ultimate guide for unlocking the power of the brain to optimize learning. Collins has taken complex neuroscience concepts and transformed them into a practical and easy-to-adopt guide that includes real-world examples and strategies. This comprehensive resource is essential for educators, trainers, and anyone who wants to enhance their learning abilities. Don't miss out on the opportunity to revolutionize the way you approach learning and development." * Jocelyn Darbroudi, Chief Information Officer, IT *"It's my assumption that every professional is keen to master the fundamental knowledge of their industry. For learning professionals this would mean that they understand the essential processes of how the brain works while learning. So, if you consider yourself a learning professional the question is not if, but when, will you read Neuroscience for Learning and Development? Now updated with the latest insights and a very relevant extra chapter on Learning to Learn. Stella Collins keeps offering great value with this book. A must read for every learning professional." * Ger Driesen, Learning Innovation Leader at aNewSpring, co-founder of Challenge Leadership Development Academy *"Stella has taken a complex topic and made it understandable and enjoyable for learning professionals, with takeaways that can be use immediately. I'm grateful that the edition has been updated reflecting the current context we are all working in and the latest research. With a keen eye for what's important in learning transfer this is a worthwhile read, and a book to definitely implement your learning from." * Emma Weber, CEO & Founder, Lever – Transfer of Learning *"In this third edition, Stella Collins masterfully incorporates current and highly relevant developments in the field of learning, such as advancements in AI and digital learning. By seamlessly blending scientific insights from neuroscience with a practical approach, Stella makes this knowledge accessible and engaging for L&D professionals. This updated, contemporary edition is a must-read for those looking to stay ahead in the ever-evolving world of learning and development." * Vivian Heijnen, Managing Director Tulser Global, Partner Solutions Engineering *"Stella Collins has done an exceptional job in bringing together the latest research in neuroscience and applying it to the world of learning and development. This book is an go-to resource for anyone interested in understanding how the brain works and how we can use this knowledge to enhance our ability to learn and grow. With clear explanations and practical examples, Collins makes even the most complex concepts accessible and applicable. Whether you are a trainer, teacher, or simply someone who wants to improve your own learning, this book is a must-read. I highly recommend it!" * Caroline Ford, Global Head, Skills, Novartis Learning Institute *"Learning has always been one of the most important and complex things we do in life. Neuroscience for Learning and Development unlocks many of the secrets and gives us important insights to make all our learning programs more interesting, useful, and long-lasting." * Josh Bersin, Global Industry Analyst *"It is a major achievement to sustain a book on neuroscience through three editions over 6 years. Research on Neuroscience is exploding, and ideas around learning and development are dramatically evolving to meet the needs of changing organizations in a changing world. The overwhelming sense you get from reading this third edition is just how relevant the ideas remain and how useful the book is as a dynamic overview of what we know and, more importantly, what we should do as a result of this knowledge. There have been the usual updating and deletions for this third edition, as well as an enhanced chapter on digital learning (as there should be!). However, what makes it special and differentiates it from the previous two is a whole new chapter on 'Learning to Learn'. It explores the area comprehensively for the simple and obvious reason that: 'The skill of learning is the gateway skill to all other skills.' In some way it is the pivot around which the book hinges and should be at the core of all learning practice. It is a powerful and helpful addition." * Dr Nigel Paine, author, Workplace Learning, learning professional, Presenter of Learning Now TV and the From Scratch Podcast with Martin Couzins *"In a world of accelerating change, our ability to develop new skills, knowledge, and mindsets is crucial for our success - which is why the focus of this book is a crucial theme of our era. Stella Collins provides crucial insights into the interdisciplinary understanding of Neuroscience and learning. She combines the fascinating science of the brain, with practical applications to improving education. This book is a must-read for any educator, trainer, EdTech founder, or any human passionate about learning." * Raya Bidshahri, Founder & Chief Executive Officer , School of Humanity *"Understanding the neuroscience and psychology of the learner is the key to successful learning and training, and this book falls within this approach." * Dr Itiel Dror, Consultant and Researcher in Cognitive Neuroscience, University College London, Cognitive Consultants International *Table of Contents Chapter - 01: Why neuroscience and learning are good companions; Chapter - 02: The science of your brain; Chapter - 03: What to do when someone says ‘neuroscience says…’; Chapter - 04: The science of learning; Chapter - 05: Motivating learners from curiosity to persistence; Chapter - 06: Use your sense; Chapter - 07: Attention, learning and why Goldilocks deserves recognition; Chapter - 08: Making learning meaningful and valuing intelligence; Chapter - 09: Meaningful memories: From encoding to forgetting; Chapter - 10: Testing, experimenting, habits and practice; Chapter - 11: Review and reflect to retain: Getting rid of the magic wand; Chapter - 12: Stickier stories and food for thought; Chapter - 13: Sleep and learning; Chapter - 14: Learning to learn; Chapter - 15: Your brain and digital learning; Chapter - 16: The future is already with us; Chapter - 17: The end of this journey and the start of more;

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Book SynopsisNadeem Khan is a futurist, speaker and consultant. Based in Lancaster, UK, he is Head of Strategy & Growth at Zosh Occupational Health Ltd (ZOHL) and the Managing Director of Optimizhr Ltd.Dave Millner has 30 years of consulting experience working with global organizations to offer a range of organizational development solutions underpinned by people analytics, based in St. Albans, UK. In 2021 he was named as one of the Most Influential HR Thinkers by HR Magazine.Trade Review"Rarely do I come across a book whose title so undersells its value, scope and practitioner insight as this 'Introduction to People Analytics'. Nadeem and Dave have distilled in a single volume all that a modern HR practitioner needs to know, do and embody to be an effective partner to their organization and a trusted advisor to their senior executives. Whilst fully informing the reader in the operational and strategic use of data and all that is required to be a people analyst it goes far beyond this to cover the broad and essential skills of the modern HR professional at the individual level and the shape, purpose and operating model for the future of the HR function itself. Full of examples of theory into practice, case studies, and thought leadership this is essential reading for every HR practitioner and ought to be the prime textbook in every undergraduate and Masters programme teaching the next generation of HR professionals." * Anton Fishman, Coach & Mentor, Business Adviser and Organizational Consultant *"Introduction to People Analytics has refined a new perspective in exploiting organizational data as a tool for performance improvement. With clarity, insight and a strong practical orientation from thought provoking case studies, this book is not only a typical book for HR practitioners but also an ideal book for any managers." * Dr. Danny Soetanto, Associate Professor in Entrepreneurship, University of South Australia *"The second edition provides a deep insight into the world of people analytics and the importance of delivering value within HR. This book will enable HR practitioners to use the power of data to bring real value to all leaders. It's a must for all HR practitioners at all levels as the age of data, analytics and actionable insights is developing at a rapid pace, so go ahead and join the revolution! This book will help you." * Hani Nabeel, Chief Behavioural Scientist, iPsychTec *"An absolute brilliant book by Khan and Millner on people analytics, and a must-read for every practitioner with the ambition to build a mature and accepted people analytics practice. The book reflects perfectly that people analytics is not only about data and methodologies, but also, or even more, about having a clear strategic alignment with your organization, and having a commercial mindset as HR. I wish I had this book when I started our journey 10 years ago." * Patrick Coolen, Global Head of HR Advanced Analytics, Workforce Management, HR Dashboards and Survey Management, ABN AMRO Bank N.V. *"Khan and Millner have built a bridge between HR analytics and value creation. They demonstrate how a pragmatic use of data can help HR practitioners ensure what they are doing is based on a proper analysis of the problem and therefore guarantee that their solutions will add value to the business increasing HR's credibility and impact." * Nick Holley, Director of Learning, CRF *"Introduction to People Analytics bridges the gap between theory and practice. It articulates the impact of exponentially evolving technology, disruptive yet evolving new ways of working and the art of creating business impact in a simple yet actionable framework and approach. Highly recommended title for both HR analytics professionals and HR business partners who play a critical business partnering role from problem identification to solution creation and delivery." * Ashish Sinha, Senior Partner & Head of People Analytics EMEA, Practice Leader *"Written by seasoned HR professionals, this book provides an insight into renowned organizations that have learnt and benefited from adopting this as part of their HR strategy. A must read for HR professionals who understand the importance of analysing data with an aim to align HR strategy with that of the broader business strategy." * Shuja ul Haque, Head of Talent, Learning & OD, Kuwait Energy *"Khan and Millner have further enhanced their excellent roadmap for the HR function to be more data-oriented and analytical in this second edition. They have provided multiple case studies and examples of what HR professionals need to do to become more strategic by adopting a commercial mindset that is rooted in the business and people analytics. A must read for anyone who wants to improve their engagement and impact with the business." * Alec Levenson, Senior Research Scientist, Centre for Effective Organizations, Marshall School of Business, University of Southern California *"This book advocates a seismic shift at how the HR profession looks at the contribution it can make. With the use of contemporary tools to analyse data, HR can place itself at the heart of a business strategy. The authors support that argument with illustrations from dynamic, successful, organizations. HR Directors will find much of value here. Chief Executives should do so too." * Malcolm Martin, Author, Human Resource Practice, Managing Director, Employer Solutions Ltd *"This second edition has clearly reiterated how data can be transformational in driving strategic people decisions in organizations of any size. With a whole variety of case studies that are relevant to me and my organization, this book has brought to life how data and the insight it provides are relevant for us too. This remains a game-changing contribution to the data discussion." * James Madeley, People Director, NearForm *"This book is invaluable in understanding the purpose of data, how to interpret and analyse it and knowing how to pragmatically apply this effectively within your business. This book is a must read for any HR practitioner who wants to get to grips with understanding the commercial mindset and how data can drive the future of the HR function." * Lisa Bailey, Head of HR, Aston Villa Football Club *"Introduction to People Analytics is such an important tool. It's the definite guide that provides both the theoretical foundations and the pragmatic applications of data analytics in the people function. This is a must-read book for beginners and experts looking to start their journey or improve their practice in the people analytics space." * Enrique Rubio, Founder, Hacking HR *"Nadeem and Dave have managed a nearly impossible task, seamlessly merging HR domain knowledge with practical models from the growing fields of data analytics/science and human capital reporting. This is an essential title for analytics professionals moving into HR and for HR professionals that want to harness the power of analytics for their organization. The quality and clarity of the text and the rich organizational case studies will have me reaching for this book again and again." * Laurence Hopkins, People & Culture Lead, Remuneration, Systems and Data, Spark New Zealand *"Does what it says on the tin! A truly 'practical guide to data-driven HR' that goes way beyond the basics of how people analytics can add value and gets under your skin to provoke real thinking and ideas. It challenges you to consider what this means for you as a HR professional, for your team, the organization you work in, and the individual experience of each employee - leaving you in no doubt that people analytics is a no brainer." * Heidi Lopez, Group Strategy Director, Liaison Group & Managing Director, Activ8 Intelligence *"Getting to grips with the latest possibilities and practical applications of data analytics can be tough for HR pros and leaders. This book makes it easier; it's great at breaking down the uses of people data, how to interpret and analyze it, and how to apply it in the best ways within your organization! I'd recommend Introduction to People Analytics to HRBPs and HR practitioners looking to get a better handle on the commercials and how data can drive better people processes." * Bill Banham, Editor, HR Gazette, Host of the HRchat Podcast *"This second edition provides a road map and guide to creating a modern people management function within any organization. I particularly liked the model of the HR Service Station vs. the HR Power Station...what would you rather be running? This book is for businesspeople who work in HR and the learnings within this volume will take you to the top of your game allowing you to be the best while managing a constantly changing environment. Just buy it!" * Gordon A Headley, BSc, CEng, MBA, FCIPD, VP HR, Vision RT Ltd *"Data and people analytics are increasingly becoming an important part of the HR function and this book clearly and comprehensively outlines what to do, how to do it and importantly how the HR practitioner needs to change their mindset to embrace more of a data driven approach. It's a must read." * Harris Daskalakis, President and CEO, Business College of Athens and Greek Institute of Maritime Education *"I commend Khan and Millner for encouraging HR to adopt a commercial approach, and acknowledging that the journey towards data-driven decision-making takes time. Because of the included case studies and thought leadership insights, the book effectively caters to executive needs regardless of where they are on their analytics journey. Everyone can leverage the book's content to make a meaningful impact. In my opinion, this book deserves a prominent place on the bookshelves of all decision-makers." * Sharna Wiblen, Senior Lecturer/Assistant Professor, Sydney Business School, University of Wollongong *"Resources are dispensable but people are not! I congratulate the authors on structuring a new view of 'people and analytics' in organizations - a pleasing step ahead of the human resources school. The content is well balanced with graphics and illustrations and this work should be high value reading for practicing managers and scholars of business." * Javaid Ahmed, Senior Fellow, Strategy and Market Innovation, Institute of Business Management, Pakistan *"It is a thought-provoking yet clear narrative that can serve as an excellent starting point for any Strategic HR Manager to think about what the changes in the modern world mean for their function and their business, and how to future-proof them - all based on solid evidence from analytics. The book will be of interest both to HR Managers, Strategic Managers, and consultants working in the area." * Dr Pavel Bogolyubov, Associate Professor, Department of Organization, Work and Technology Lancaster University Management School *Table of Contents Chapter - 00: Introducing the framework; Section - Part One: Context for change; Chapter - 01: Redefining HR: The context for change; Chapter - 02: The age of data and people analytics; Section - Part Two: Making the shift to a data-based approach; Chapter - 03: The commercial HR mindset; Chapter - 04: Developing new ways of working; Chapter - 05: Working with data; Section - Part Three: People analytics delivering value; Chapter - 06: A people analytics framework: Laying the foundations through metrics, reporting and core analytical activity; Chapter - 07: A people analytics framework: Identifying business insights from analytics; Chapter - 08: Delivering people analytics projects; Section - Part Four: Looking to the future; Chapter - 09: How to be more data-driven and people analytics-focused; Chapter - 10: The road ahead: Turning intent into tomorrow’s people function through people analytics;

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Book SynopsisAndy Lancaster is Chief Learning Officer at Reimagine People Development consultancy, specializing in supporting, coaching and mentoring learning leaders and teams to create impactful development strategies and solutions, transform learning cultures and empower socialized learning communities. The former Head of Learning at the Chartered Institute of Personnel and Development (CIPD), Andy is a trusted thinker, commentator and inspiring speaker, renowned for his insights that have helped reshape the organizational learning landscape globally. He is the author of award-winning Driving Performance Through Learning, also published by Kogan Page.

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Book SynopsisPerformance management is changing. Adapt your approach along with it.For decades, performance management has been seen as an annual chore by managers and HR departments alike. But this process is changing, and there are ways to make it more effective at all levels of your organization.If you read nothing else on performance management in your organization, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you make your process more adaptable, conduct better feedback conversations, and encourage the growth of your employees.This book will inspire you to: Learn where current performance management processes are falling short Overcome organizational bias to evaluate performance fairly Sculpt employees' jobs to meet their skill sets and interests Boost collaboration by aligning goals across functions Use people analytics ethically and transparently Help your people identify and use their strengths This collection of articles includes "The Performance Management Revolution," by Peter Cappelli and Anna Tavis; "Reinventing Performance Management," by Marcus Buckingham and Ashley Goodall; "Getting 360-Degree Feedback Right," by Maury A. Peiperl; "The Set-Up-to-Fail Syndrome," by Jean-François Manzoni and Jean-Louis Barsoux; "Job Sculpting: The Art of Retaining Your Best People," by Timothy Butler and James Waldroop; "Performance Management Shouldn't Kill Collaboration," by Heidi K. Gardner and Ivan Matviak; "The Happy Tracked Employee," by Ben Waber; "Don't Let Metrics Undermine Your Business," by Michael Harris and Bill Tayler; "Numbers Take Us Only So Far," by Maxine Williams; "Managers Can't Do It All," by Diane Gherson and Lynda Gratton; and "Creating Sustainable Performance," by Gretchen Spreitzer and Christine Porath.HBR's 10 Must Reads paperback series is the definitive collection of books for new and experienced leaders alike. Leaders looking for the inspiration that big ideas provide, both to accelerate their own growth and that of their companies, should look no further. HBR's 10 Must Reads series focuses on the core topics that every ambitious manager needs to know: leadership, strategy, change, managing people, and managing yourself. Harvard Business Review has sorted through hundreds of articles and selected only the most essential reading on each topic. Each title includes timeless advice that will be relevant regardless of an ever‐changing business environment.

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Book SynopsisInvest in your most valuable resource: your people.Top talent is hard to come by. And seeing your stars walk out the door is painful—and expensive. You need to take steps to ensure that you attract, develop, and retain your best people.If you read nothing else on managing talent in your organization, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones to help you boost the engagement, skills, and commitment of your highest performers.This book will inspire you to: Build a winning talent strategy Recruit and hire the best candidates Identify and develop high-potential employees Foster a just and inclusive workplace Overcome the challenges of hybrid work Prepare your workforce for the future This collection of articles includes "Building a Game-Changing Talent Strategy," by Douglas A. Ready, Linda A. Hill, and Robert J. Thomas; "Your Approach to Hiring Is All Wrong," by Peter Cappelli; "'A Players’ or 'A Positions'?: The Strategic Logic of Workforce Management,” by Mark A. Huselid, Richard W. Beatty, and Brian E. Becker; "Turning Potential into Success: The Missing Link in Leadership Development," by Claudio Fernandez-Araoz, Andrew Roscoe, and Kentaro Aramaki; "Making Business Personal," by Robert Kegan, Lisa Lahey, Andy Fleming, and Matthew Miller; "The Power of Hidden Teams," by Marcus Buckingham and Ashley Goodall; "The Performance Management Revolution," by Peter Cappelli and Anna Tavis; "People Before Strategy: A New Role for the CHRO," by Ram Charan, Dominic Barton, and Dennis Carey; "Toward a Racially Just Workplace," by Lauren Morgan Roberts and Anthony J. Mayo; "How to Do Hybrid Right," by Lynda Gratton; and "Your Workforce Is More Adaptable Than You Think," by Joseph Fuller, Judith K. Wallenstein, Manjari Raman, and Alice de Chalendar.HBR's 10 Must Reads paperback series is the definitive collection of books for new and experienced leaders alike. Leaders looking for the inspiration that big ideas provide, both to accelerate their own growth and that of their companies, should look no further. HBR's 10 Must Reads series focuses on the core topics that every ambitious manager needs to know: leadership, strategy, change, managing people, and managing yourself. Harvard Business Review has sorted through hundreds of articles and selected only the most essential reading on each topic. Each title includes timeless advice that will be relevant regardless of an ever‐changing business environment.

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Book SynopsisThis is the small book with a big motivational message that we can all be winners with the right management techniques.In brief paragraphs and anecdotes, business guru Blanchard and NFL coach Shula offer wisdom on how to help people excel.In business and in work, the motivation should be to be a winner this book shows how we can all be winners with the best kind of leadership, and by creating the right kind of environment.The advice for creating the atmosphere for winners is sound and ultimately simple: Avoid being a `leave alone and zap'' manager and use praising more,. This book has inspired managers everywhere and is still an essential read.

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Book SynopsisBuilding on the success of Reboot and the concept of radical self-inquiry, executive coach Jerry Colonna encourages leaders to consider the ways they have been complicit in, and benefitted from, the conditions in the world they say they?d like to change and shows them the path to creating new systems of inclusion for everyone.We all want to belong. For executives and managers, to be better leaders?and people?we must create welcoming environments in which ourselves and others feel recognized and have a place. But to do so, we must first face our own need for belonging and how that need is often thwarted. Colonna argues that only through radical self-inquiry can we come home to ourselves and others and, in doing so, create systemic belonging?homes?for everyone.Many people in power fall into the trap of toxic leadership. But this toxicity can be overcome. Colonna guides us on a journey of reunification with the disowned parts of ourselves, the myths and truths of our ancestors, as well as a deeper connection with those most affected by systems of exclusion. He shows how to apply radical self-inquiry (?How have I been complicit in creating the conditions I say I don''t want??) and broaden it to include ?How have I been complicit in maintaining systems of oppression that I say I don?t want?? And, more important, ?What do I need to give up that I love in order to have the systems of belonging that I want??The necessary first step is for leaders and others who hold power to see themselves clearly. The vital second step is to see and alter the effects of one?s untended, unhealed wounds and beliefs on those we are tasked to lead.Doing so, we are then able to reimagine businesses as collectives where a shared sense of belonging thrives. Doing so will cause a reckoning with the accepted definitions of leadership, success, and value.With its unusual blend of poetry, quotes, and examples from Colonna?s own life as well as the lives of his clients?Reunion is a life-altering guide for today?s complex and divisive world. Its wise insights and practical advice will help create an inclusive and welcoming workspace, discover the best of who we are, and nurture and support those whom we are privileged to lead.Trade Review“Provocative, personal, and powerful, Reunion is a treatise on the longing to belong. Jerry Colonna, famous for the idea that better people make better leaders, now argues that the best leaders dedicate themselves to creating systems of belonging. And with characteristic candor, he lays out a path to begin this vital work.” — Angela Duckworth, co-founder of Character Lab and New York Times bestselling author of Grit: The Power of Patience and Perseverance "Jerry Colonna has written a provocative and courageous manifesto that challenges the conventions of leadership and pushes us to dig deep. The wisdom in this book will help improve your business—and heal our world—by building communities of belonging.” — Daniel H. Pink, #1 New York Times best-selling author of The Power of Regret, Drive, and A Whole Mind “Your mission is not just to be a better person or to make a better company, but to work towards creating a better world. Reunion convincingly delivers this challenging, essential message.” — Dan Harris, author Ten Percent Happier and host of the Ten Percent Happier podcast “Reunion is the perfect book for every human who dreams big and aspires not only to lead great companies, but also to lead systemic change for the benefit of future generations. In today's business world, creating a highly profitable enterprise is a necessary but insufficient condition to inspire and bring the best out of those we seek to lead. In Reunion, Jerry challenges us to think more expansively about the role leaders can play in creating enterprises where everyone—including those who have ever been othered—can feel a sense of safety and belonging, to do the best work of their lives.” — Emily Chiu, COO, TBD @ Block Inc. “What did we learn, individually and collectively, from the fear, isolation, and loss of the pandemic experience? Anything? One of the most thoughtful and deeply felt responses is Jerry Colonna’s new book, Reunion: Leadership and the Longing to Belong. It places culture back in the phrase ‘corporate culture.’ This book is ruthlessly honest, heartfelt, and surprisingly practical. It will make you uncomfortable at times, in the best possible way—it will push you to think, grow, find deeper purpose, and maybe even make the world a better place.” — Jerry Ruhl, Ph.D., depth psychologist and author of Living Your Unlived Life “Reunion is a workshop for your soul. Jerry Colonna asks us to look deep within—and then beyond—to unlock the doors that prevent us from creating a sense of belonging in ourselves and in others. Reunion shows how radical self-inquiry opens new pathways to radical responsibility and community.” — Chad Prevost, Ph.D., M.Div, author of Shock Point: The Enneagram in Burnout and Stress "Brave, vulnerable, and beautifully-written, Reunion provides a powerful perspective on the challenge of Othering. In his writing, Jerry Colonna goes where few leaders—especially white men—are willing to go: Right to the heart of the challenge." — Patty McCord, author of Powerful: Building a Culture of Freedom and Responsibility “Reunion challenges conventional notions of leadership, success, and value, offering a fresh perspective on how businesses can be reimagined as collectives where a shared sense of belonging thrives. Reunion reminds us that by acknowledging our own wounds and beliefs and recognizing their impact on others, we can become genuine catalysts for positive change. This is the new playbook for belonging.” — Dr. Khalilah “KO” Olokunola, Impact Architect and CEO of ReEngineering HR and author of #BeBrave “Infused with empathy, hard-truths, and hope, Reunion is the manual for human leadership we desperately need. A generation defining call to action, it will shake its readers out of a state of complacency, and usher them into a transformational journey that hopefully leaves our world better off.” — David Sax, author of The Future is Analog “Reunion is the book I wish all leaders--especially during times of social unrest--had in hand. It’s the first playbook I’ve seen for rewiring how we think about authentically engaging and supporting people from different backgrounds.” — Austin Clements, Co-Founder and Managing Partner at Slauson & Co. “Reunion provides a pathway for overcoming separation without pointing fingers or shaming. What makes it brilliant is that it confronts Othering by contextualizing our own stories and ancestry.” — Randy Goodman, CEO, Sony Music Nashville "As he always does, Jerry Colonna leads by example. Using his own longing for belonging as a model, Jerry challenges us and our individual notions of belonging. This important and powerful book will take you to a new place and a new understanding of leadership and a leader's responsibility in creating a place of belonging for all." — Brad Feld, Foundry, partner "Empathy isn't simply a word. It's a practice and a path. Jerry Colonna generously and bravely opens the door for us to find a way to reconcile with the others in our past, in our lives and in our future, in service of a better world and more effective leadership." — Seth Godin, author of The Song of Significance: A New Manifesto for Teams “Reunion urges us to redefine our notions of success and leadership and place inclusivity at the center of our work. A powerful reminder of the active role we must play in dismantling oppressive systems, it is a departure from performative actions and a step towards real, substantial change.” — Sope Agbelusi, executive coach and founder of MindsetShift "Jerry Colonna is the rare author whose whole heart is released into his writing and unconditionally offered to us. Reunion is a wise and practical guide to belonging, true inclusion, power, and love. It is a profound expression of compassion as a means of overcoming that which divides us." — Sharon Salzberg, author of Lovingkindness and Real Life “In Reunion, Jerry takes us beyond the radical self-inquiry of his first book Reboot to actively look outside ourselves to challenge the systems around us that unnecessarily (and tragically) separate us from each other. In Reunion, Jerry beautifully narrates his profound journey and shows us what’s possible when we each take up the mantle of our highest collective calling: systemic belonging.” — Chad Dickerson, executive coach and former CEO of Etsy Inc. “Jerry asks us to revisit our past to become more formidable leaders, and most important, better humans. Reunion is a thought-provoking ride that will change how you view the world, your place in it, and what it means to truly create a sense of belonging.” — Laurie Segall, author of Special Characters: My Adventures with Tech's Titans and Misfits “Jerry Colonna has helped so many leaders—including me—engage our deepest humanity as we become more present in our organizations and in our lives. In this new book, he searches within himself, and becomes again a companion and teacher to the rest of us, towards the larger belonging that holds all of this amidst the great challenge and gift of being alive in this time.” — Krista Tippett, founder and president of the On Being Project and New York Times bestselling author of Becoming Wise: An Inquiry into the Mystery and Art of Living? “The transformation we need—in ourselves, our families, our workplaces, our institutions, and culture—starts by reading Reunion. Waste no time. This is the book to dive into and to use as your map forward. This is the book that can change the way we love, live, and work as we shift the way we see ourselves and others.” — Karen Benjack Hardwick, M.Div., MSW, and author of The Connected Leader: 7 Strategies to Empower Your True Self & Inspire Others

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