Strategy-Driven Talent Management: A Leadership Imperative (J-B SIOP Professional Practice Series) Review

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Strategy-Driven Talent Management: A Leadership Imperative (J-B SIOP Professional Practice Series) ReviewStrategy-Driven Talent Management serves multiple purposes. It's an approachable introduction to the emerging field of talent management. It provides recommendations for implementing and evaluating specific talent management programs (e.g., high-potential talent management, succession management) based both on sound scientific research and the authors' practical experiences. And most of the chapters offer anecdotes and examples that elucidate the concepts and give the reader a starting point for creating their own tools. The writing is geared toward an audience with advanced knowledge of or experience in industrial-organizational psychology or human resources. There is an annotated bibliography at the back, which is a huge bonus for anyone wanting more detail on the research that is cited in each chapter. If you practice and/or study talent management, this is a must-have book.Strategy-Driven Talent Management: A Leadership Imperative (J-B SIOP Professional Practice Series) Overview

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Human Sigma: Managing the Employee-Customer Encounter Review

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Human Sigma: Managing the Employee-Customer Encounter Review
In this volume, John Fleming and Jim Asplund present and then examine with both rigor and eloquence what they characterize as "a new set of rules and a different way of thinking about managing [a] company's complex human systems, which we believe can serve as an antidote to Terminator Management. It's about a model and an approach that we call HumanSigma."
Many of those who read this brief commentary have seen the second Arnold Schwarzenegger film in which the Terminator acknowledges to John O'Connor (portrayed by Edward Furlong) that he has been programmed not to think. Fleming and Asplund suggest that is also true of a common management style, "an institutional mind-set that views people - customers and employees - as a necessary evil, a nuisance, or in extreme cases, as adversaries in doing business. Rather than viewing people as the reason a business exists, the Terminator School of Management views them as impediments to business that breed inefficiency, cost, and errors."
They offer HumanSigma as an alternative, indeed an antidote to that mind-set. They characterize it as a "map of the terrain" within which employee-customer encounters occur. They recommend five "new rules" that are best revealed within the narrative, in context. These rules have been validated by studies of 10 million customers and 10 million customers around the globe. They note that a recent Gallup study of 89 companies showed that the companies that built a critical mass of engaged employees grew earnings per share at 2.6 times the rate of low-engagement companies. Fleming and Asplund's conclude their book with the assertion that people who own their improvement makes them "more innovative, productive, and confident. Are there a better set of characteristics for companies facing an unknown future? We think not, and millions of employees and customers agree." As do I.
Those who share my high regard for this book are urged to check out Paul Spiegelman's Why Is Everyone Smiling? The Secret Behind Passion, Productivity, and Profit.Human Sigma: Managing the Employee-Customer Encounter Overview

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Fires in the Mind: What Kids Can Tell Us About Motivation and Mastery Review

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Fires in the Mind: What Kids Can Tell Us About Motivation and Mastery ReviewAfter teaching social studies courses for 25 years, my husband still looks for new sparks to energize his classes. I was delighted to give him Kathleen Cushman's latest book, which provides that kind of spark -- and more. The core idea is a simple one: In every classroom, we do what we do in order to develop mastery or expertise, in some area, in some way. With powerful and persuasive logic, the students who co-authored this book say "Then let's really do that."
One of the aspects John found most helpful was the list of "Habits of Experts." He has already used this with a high school class for a self-evaluation process. We both were struck by how matter-of-factly they accepted the premise that they were in the class to engage in the deliberate practice required to master specific skills--in their case, reading, writing, speaking, and thinking critically, in the context of history.

The book is well written and engaging, presenting student insights in a journey of discovery that celebrates learning. Kathleen Cushman has also has done her homework; her conclusions are well supported by research in the cognitive sciences. Of all the books about education and teaching we have encountered, John and I think this is one of the most valuable. We give teachers who learn from this book (and the accompanying web site of the same name) a "check plus"!
Fires in the Mind: What Kids Can Tell Us About Motivation and Mastery Overview

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Shine: Using Brain Science to Get the Best from Your People Review

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Shine: Using Brain Science to Get the Best from Your People ReviewI received this book, Shine, as a new years gift from a friend who, like myself, also happens to be a business executive. With it he included a brief explanation of the wealth of innovative, powerful and easy to use principles it contains.
I couldn't agree more.
In an entertaining and user-friendly format Hallowell teaches how to develop a more enjoyable and productive work environment for both yourself and those you manage.
I immediately began implementing a small portion of what I learned from this book about making positive connections and improving my communication style. I am pleasantly surprised to have found, in just a few weeks, how my connections with several of my direct reports are beginning to strengthen in a way that feels natural and comfortable to me. I NEVER would have thought to do this prior to reading Shine. There are other equally superb lessons in this book about how to empower others to work smarter and more efficiently; and providing simple to execute opportunities for employees to enjoy more positive experiences at work.
In summary, I give this book 5 stars not only because the ideas and lessons within it actually work, but also because it is an enjoyable read.
This book should be equally useful to executives, middle managers and everyone else who wants to help others or themselves "SHINE" more brightly in the workplace and in life.Shine: Using Brain Science to Get the Best from Your People Overview

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How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department Review

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How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department ReviewI haven't purchased the book and it may well be worth five stars from everyone. This review is intended as a sanity check for other people who buy lots of books on Amazon.com and who count on natural reviews to help guide their purchases.
I took a look at this book based in part on the remarkable rating. However, all current ratings (as of July 21, 2010) are five stars, mostly by Real Name(tm) reviewers who've never reviewed another book, mostly from around the day the book was first released (fast readers or advance copies?).
While the current thirteen rave reviews may indeed be legitimate, representative, and spontaneous, my spidey sense tingled as I went through them. I certainly don't doubt they're real people given that at least a couple of them (e.g. Jennifer Pausch and Rich Ledbetter) both appear to be existing customers of the author who've also provided nice testimonials for his website.
I theorize this is a deliberate (and a little too obvious) marketing campaign rather than spontaneous reviews like we rely on for most other books (or maybe other authors' publicists are just more subtle). If the former, to me that feels misleading and in bad faith towards those who look for a pattern in natural reviews to help make a buying decision.
Maybe Amazon also needs a "Disclosure: I know the author on a first name basis(tm)" demarcation? Or perhaps this is indeed a really awesome book with an unfortunate and irrelevant confluence of indicators in the reviews. I'm keen to see additional spontaneous and bona fide reviews from people who don't know the author and have read this book.
How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department Overview

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