Amazon.com
Book Description
Got carrotphobia? Do you think that recognizing your employees will distract you and your team from more serious business, create jealousy, or make you look soft? Think again.The Carrot Principle reveals the groundbreaking results of one of the most in-depth management studies ever undertaken, showing definitively that the central characteristic of the most successful managers is that they provide their employees with frequent and effective recognition. With independent research from The Jackson Organization and analysis by bestselling leadership experts Adrian Gostick and Chester Elton, this breakthrough study of 200,000 people over ten years found dramatically greater business results when managers offered constructive praise and meaningful rewards in ways that powerfully motivated employees to excel.
Drawing on case studies from leading companies including Disney, DHL, KPMG, and Pepsi Bottling Group, bestselling authors Gostick and Elton show how the transformative power of purpose-based recognition produces astonishing increases in operating results--whether measured by return on equity, return on assets, or operating margin. And they show how great managers lead with carrots, not sticks, and in doing so achieve higher
* Productivity
* Engagement
* Retention
* Customer satisfaction
The Carrot Principle illustrates that the relationship between recognition and improved business results is highly predictable--it's proven to work. But it's not the employee recognition some of us have been using for years. It is recognition done right, recognition combined with four other core traits of effective leadership.
Gostick and Elton explain the remarkably simple but powerful methods great managers use to provide their employees with effective recognition, which all managers can easily learn and begin practicing for immediate results. Great recognition doesn't take time--it can be done in a matter of moments--and it doesn't take budget-busting amounts of money. This exceptional book presents the simple steps to becoming a Carrot Principle manager and to building a recognition culture in your organization; it offers a wealth of specific examples, culled from real-life cases, of the ways to do recognition right. Following these simple steps will make you a high-performance leader and take your team to a new level of achievement.
"The Carrot Principle: How Great Managers Use Employee Recognition"
An Essay by Adam Gostick and Chester Elton
For organizations that do it right, it's a bit like discovering gold in your backyard. Employee recognition, long considered a benefit that costs money, can actually be a management tool that makes money. At first blush, the idea is counter-intuitive. As leaders, we've become accustomed to viewing recognition programs as a cost of doing business. But employee recognition is evolving. A groundbreaking research study of 200,000 employees, unveiled in our new book The Carrot Principle, presents a new paradigm: Applying employee recognition techniques within a context of goal-setting, open communication, trust and accountability, (what we have come to call the Basic Four) accelerates the impact of all of these critical management skills.
Continue reading "The Carrot Principle: How Great Managers Use Employee Recognition"
More to Explore
|
The 24-Carrot Manager |
Managing with Carrots |
Book Description
Got carrotphobia? Do you think that recognizing your employees will distract you and your team from more serious business, create jealousy, or make you look soft?
Think again.
The Carrot Principle reveals the groundbreaking results of one of the most in-depth management studies ever undertaken, showing definitively that the central characteristic of the most successful managers is that they provide their employees with frequent and effective recognition. With independent research from The Jackson Organization and analysis by bestselling leadership experts Adrian Gostick and Chester Elton, this breakthrough study of 200,000 people over ten years found dramatically greater business results when managers offered constructive praise and meaningful rewards in ways that powerfully motivated employees to excel.
Drawing on case studies from leading companies including Disney, DHL, KPMG, and Pepsi Bottling Group, bestselling authors Gostick and Elton show how the transformative power of purpose-based recognition produces astonishing increases in operating results -- whether measured by return on equity, return on assets, or operating margin. And they show how great managers lead with carrots, not sticks, and in doing so achieve higher
- Productivity
- Engagement
- Retention
- Customer satisfaction
The Carrot Principle illustrates that the relationship between recognition and improved business results is highly predictable -- it's proven to work. But it's not the employee recognition some of us have been using for years. It is recognition done right, recognition combined with four other core traits of effective leadership.
Gostick and Elton explain the remarkably simple but powerful methods great managers use to provide their employees with effective recognition, which all managers can easily learn and begin practicing for immediate results. Great recognition doesn't take time -- it can be done in a matter of moments -- and it doesn't take budget-busting amounts of money.
This exceptional book presents the simple steps to becoming a Carrot Principle manager and to building a recognition culture in your organization; it offers a wealth of specific examples, culled from real-life cases, of the ways to do recognition right. Following these simple steps will make you a high-performance leader and take your team to a new level of achievement.
Customer Reviews:
More than the traditional Carrot!.......2007-08-21
While the title may sound like authors Gostick and Elton are espousing the positive half of the carrot and stick motivational model, the book actually demonstrates the performance improvement correlation when recognition of individual contribution and identity (purpose-based recognition) is applied to the four basics of leadership - goal setting, communications, trust, and accountability. Recognizing that the knowledge economy requires the harnessing of people's commitment, the authors advocate moving beyond a transactional management model into emotional-based management, using purpose-based recognition to build a Carrot Culture. Without using the "R" word, they espouse a relational management model, supported by recognition.
The authors do a good job of demonstrating the business performance benefits when employees are engaged with the goals of the organization. They then provide ample guidance for how to use recognition to enhance engagement, including an extensive list of ideas for use with each of their four basics of leadership. All in all, an easy read, recommended for managers who know they might do better at acknowledging the contribution of their people and are looking for something to help them get into action.
Enjoyable read *and* applicable.......2007-08-09
With all of the sales and managerial books out there, how to really discern which makes for a fun airplane read or which really offers applicable value? This book offers both. Both my husband and I read our library copy, and experienced it as so useful we bought our own copy.
Important Stuff in Depth, but Nothing New.......2007-08-02
Here are the big ideas from this book.
Positive consequences, such as praise and recognition, are great tools for encouraging people to try new things and to continue desired behaviors. They send a message about what managers value.
In work teams where people say they have been praised recently, productivity, morale, and measures of engagement are more likely to be high and people are more likely to stay with the organization.
In teams where people say they have not been praised recently, productivity, morale, and measures of engagement are more likely to be lower and people are more likely to want to leave.
Companies with high productivity, morale and engagement and low turnover are more profitable.
Managers rate themselves higher on giving praise and recognition than their subordinates rate them.
There are no breakthrough, thought-leader ideas here. There is nothing really new.
The jacket blurb implies that this is based on exciting new research. It's not. It's based on research by the authors' firm that reinforces other research, including Gallup, Blanchard, a boatload of academic researchers and my own study of top performing supervisors. So if you're looking for new or breakthrough stuff, you don't have to buy the book and you don't need to read any further.
That doesn't mean that you won't get value from the book. The points the authors make are worth making again and again. Praise in all its forms is the most powerful and most underused tool for growing great, engaged teams.
Because the book is devoted, essentially, to a single idea, you get lots of depth on that idea. Some of those are just small insights.
On page 84, the authors make the point that in service industries, the perceived value of the product is tied to the behavior of the person that the customer comes in contact with. I knew this at some level, but seeing it in print got me to reflect on it and what it means.
Other things are more substantive. The authors provide details on different types of recognition: Day-to-Day; Above and Beyond; Career; and Event. They offer forms and lists and charts.
If you haven't read much about the power of praise and recognition this is a good place to start. The book covers most of the basic research, puts it in context, and gives you tools for putting it to use.
Remember that the authors wrote this book to sell their services and products. Sometimes they try way too hard to stretch their single bed blanket of product over the double bed of the subject. Sometimes they struggle to name things "carrot" or paint them orange, when simple description would do just fine.
If you're looking for a tool to use with managers at our company or in your peer group to increase the amount and effectiveness of legitimate praise, this is a good book to buy and use. You may also want to investigate the authors' other products.
Good Idea - Doesn't Need an Entire Book.......2007-07-29
I found the overall message of this book good and for that I might give it 5 stars. However the book takes too long to try to prove itself, and is overly detailed. I found it boring and dry. I respect the authors for writing a book since that is hard to do, but it seems like too much writing for a simple message. I would rephrase the book here, except I'm not that good of a writer. My best attempt would be to say, money motivates senior management, but does not tend to motivate most employees. Focus on recognizing employees clearly for distinct behavior, and give personal rewards (not plaques, trophies, or candy), immediately, and publicly. Also have an altruistic attitude towards your employees. Most of the book is fairly obvious for progressive managers, and those who are not just won't get it. In the end I don't think it will have a earth shattering effect on your business. Instead I would recommend something, anything, by Seth Godin.
Great Book to Improve a Managers Team.......2007-07-25
This is an exceptional book on how managers and executives can use recognition to retain top talent, improve teamwork, and improve performance. Recognition of employee performance, accomplishments, and contributions to the team and company has a tremendous impact on the positive influence and profit outcome for a company.
A must read for every manager in every company.
Gary Perman
Professional Headhunter
Perman Technical Group
Book Description
While millions of people in the U.S. are actively involved in some sort of religious organization, many people feel disengaged from their faith communities. More than half report that they really don't get the opportunity in their congregation to do what they do best. The problem is this: too many people's talents are going unappreciated. But it doesn't have to be this way. Living Your Strengths shows readers how to use their innate gifts to enrich their faith communities. The book shows people how to identify and affirm their talents, and how to use them for growth and service. Most importantly, Living Your Strengths helps people discover their true callings. The book includes an ID code that gives readers access to StrengthsFinder.com, a personality assessment that reveals the user's top five talents.
Customer Reviews:
It is helpful.......2007-08-09
You may be better reading the original "Strenghts Finder" by Tom Rath. However, this is helpful from a ministry context. It is especially insightful for ministry staff, pastors, lay leaders, etc.
Gallup Goes On and On.......2007-06-26
More ideas from the people that brought you "Discover Your Strengths." In this case they take on a religious bent in explaining how to use your innate talents to discover your place in moving christianity forward. A fairly simplistic look and quick read. Nothing really new in terms of life-altering ideas on how to direct your talents.
Bulk of the book is strength descriptions.......2007-03-24
I was very excited to receive this book, as I had recently been to a workshop at a conference singing the praises of the Gallup-developed strength finder system. I was able to use the code in the book jacket with no problem and it was great to get the results, but I was a little disappointed with the rest of the book from that point. The bulk of the book is just descriptions of the strengths, so of the 30-some-odd most folks will only need to read their five. The rest of the book was pretty much five-point checklists with some ways to be in ministry, which, while nice for the layperson, wasn't the meaty stuff I was hoping for since I am in a church vocation. I am interested in perhaps getting the original (Now, Discover Your Strengths) hoping that it will go into greater detail about how to use the strengths, not just identify them. I'll probably flip through it at a bookstore first, just to be sure. I found the online survey very enlightening and want many folks I know and work closely with to take it! That part was very satisfying.
it is what it is.......2007-03-14
Quite and interesting and helpful title, if it is what you are looking for. It is a basic strengths evaluation, if that's what you want.... buy it, if not... you will probably be disappointed.
Living your strengths.......2007-01-17
I heard the pastor of a parish that used this book and plan. We are beginning to use it and find it very revealing and grace giving.
Finding people to blend together in the parish community is awesome.
Book Description
Unprecedented shifts in the age distribution and diversity of the global labour pool are underway
Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labour shortage and brain drain of dramatic proportions.
Ken Dychtwald, Tamara Erickson, and Robert Morison argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds.
Based on decades of groundbreaking research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned mid-career workers, and attracting and retaining talented younger workers.
This timely book will help organizations sustain their competitive edge in tomorrow’s inevitably tighter labour markets.
Customer Reviews:
Great insight.......2007-05-14
Ken Dychtwald covers greatly the changes in today's workforce. From diversity to age, it all effects the shortage of skills and talent. This is a great book for anyone who owns, manages or plans on opening a small business.
Mieko Banjoko
"Where did all the good ones go?".......2006-09-27
In essence, the "workforce crisis" to which the title refers results from an insufficiency of talented, skilled, and principled people at a time when competition for them has never been more intense than it is now...and "the coming shortage" of them is certain to increase in months and years ahead. In the first two Parts of this volume, the authors explain how this "brain drain" threatens organizational performance, why a new workforce stategy is needed, why older workers (ages 55+) comprise "the biggest untapped resource" and how to optimize their services, why and how the "boomer bottleneck" disrupts productibity, how to rekindle employees' passion for work, why the best of the younger workers (ages 18-34) keep leaving, and how to connect with them. Then in Parts III and IV, they explain why flexible work arrangements are needed and how to make them work, why continuous education matters and how to make it pay off, why "variety will rule" and how to leverage it, how to evaluate the talent and skills of the current workforce and anticipate their needs, and finally, how to formulate and then implement strategies by which to avert a workforce crisis.
Readers will greatly appreciate the authors' no-nonsense approach to real-world issues. Their observations are based on extensive research and their recommendations are both practical and do-able. The provision of various case studies is a substantial value-added benefit. It is instructive to see how various organizations have either avoided or satisrfactorily resolved the "workforce crisis" each faced. There are two other books which should be read in combinbation with this one: Leigh Branham`s The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late and Bradford Smart's Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People (Revised and Updated Edition).
Find a Parade, Jump in Front, Declare Yourself Grand Marshall.......2006-09-12
The "research" that the authors quote is their own but their "findings" are nothing more than information that has been reported ad nauseum in journal articles and news stories over the past several years. The book could have been condensed drastically without losing any of the points. The last 25% of the book is a "discussion guide" that may be more valuable than the guts of the book.
Borrow this one from the library.
Thought provoking book........2006-08-04
Good analysis of the problem and some suggestions for solutions. Employers are going to have to use older workers or go without in the near term. Raises some real questions about the importance of "guest workers" to the continued success of our economy. The labor has to come from somewhere.
An inspirational vision for any manager looking at the long-term picture.......2006-06-20
WORKFORCE CRISIS: HOW TO BEAT THE COMING SHORTAGE OF SKILLS AND TALENT predicts a crisis in the workplace as the huge boomer generation requires and leaves less experience holding the bag in the workplace. Companies must rethink their workforce management and attract and retain works of all ages, as a result. Decades of research have culled these strategies for reorganization in WORKFORCE CRISIS, which will prove an inspirational vision for any manager looking at the long-term picture.
Diane C. Donovan
California Bookwatch
Book Description
This career planning guide is written specifically for high-functioning adolescents and young adults on the autism spectrum, their families, teachers, and counselors. The two authors weave together a unique blend of information and advice based on personal experiences. Temple Grandin draws from her own experience with autism spectrum disorders and her professional career, and Kate Duffy uses her expertise on employment issues and the mother of two teenagers with autistic-like behaviors. The result is an extremely useful and practical book that introduces step-by-step processes for the job search with a major section on the impact ASD has in the workplace, including managing sensory problems, how to nurture and turn talents and special interests into paid work, jobs that are particularly suited to individuals on the spectrum, and much more. First-hand accounts of job experiences and advice from individuals representing a broad range of careers particularly suited for high-functioning individuals on the autism spectrum round off this exciting new resource.
Customer Reviews:
Developing Talents: Careers for Individuals with Asperger Syndrome and High-Functioning Autism.......2007-07-14
Fantastic book! Chock-full of practical ideas for coping in the real world, from someone on the autism spectrum who is highly successful in her life
Limited information.......2007-05-23
By my having AS, along with ADHD, I was looking for a book that would give me some insight on the type of careers that people with AS may gravitate towards and how those with AS cope and succeed in an NT work environment.
For careers, not much insight as the gist was to try and make a career out of your special interest, which can vary among aspies. This is not necessarily a bad thing as it means that the career options are many for those of us with AS.
My second objective of learning how aspies can function effectively in the workplace was more disappointing. Most of the advice was things you could find in traditional career books. Not much on how to interview well, given our social challenges, or how to promote accomplishments because of the tendency to want to work alone. These are just two examples.
The book does a fair job of explaining AS and how it could present challenges in the workplace, but all in all, nothing insightful that can be used to find or succeed in a career.
Autism Education.......2006-11-04
Most of this book offers parents assistance in educational needs of their lower functioning autisitc children. However, the list of possible job types is limited to manual laborer jobs. After having worked (and lived) with children in the autistic spectrum, I believe they are capable of much more than this book offers them. I would liketo see the authors add a list of secondary schools that offer admissins to children on the autistic spectrum along with assistance in the application process.
A must read for teens, adults and parents!.......2006-08-10
Dr. Grandin has taken her knowledge, expertise and sensitivity one step further in Developing Talents: Careers for Individuals with Asperger Syndrome and High Functioning Autism. She offers many ideas for those affected by or those working with these individuals. This area is filled with people of talent who are underemployed. An example of one of the suggestions offered - an individual who is interested in cartoons and spends their days drawing - all day - being encouraged to go to a museum of cartooning, learning about different kinds of cartoons, the history of cartoons which expands their interest - meeting others with the same interest. It is not enough to have a talent or the intellectual ability to understand complex things. Without work, Dr. Grandin explains, her life would not have had order, content or meaning. She covers many different kinds of jobs that people on the autism spectrum can accommodate to and ones that would be more difficult for them. The book is well thought out and because Dr. Grandin is herself on the spectrum and spends so much of her time speaking to others at her many presentations she has analyzed a great deal of what works and what does not. This book is an absolute must read! I run a large group for parents, professionals and individuals and it is one of my first recommendations. This book gives concrete suggestions and hope.
As a parent of an Asperger teen, this book was confirming and enlightening.......2006-02-23
As a parent of a teenager with Aspergers, alot of Ms. Gradin's recommendations confirmed what I already thought: sell the skills not the personality, go into areas where your interests/fixations lie and consider working as a consultant in your area of expertise. Finding recommendations I already thought of didn't make me feel like those parts of the book were a waste. On the contrary, it is nice to have affirmation from an outside source, particularly one intimately knowledgable of autism.
Other recommendations she makes were new to me. I had not thought of them, but they make alot of sense. She encourages people to go out and interview people in their field of choice to learn what they can about the industry. For neurotypical people, this would be akin to networking. For autistics, it is couched in a manner far easier for them to manage. People on the autism spectrum are probably not going to be good at social networking. But they would be very good at the interviews she recommends. She takes classic job networking and reworks it into research. I know my son LOVES researching more information on his interests, but digs in his heels at the thought of socializing.
Ms. Gradin also discusses the different styles of learning/thinking and which jobs are good for those type of people. My son happens to have amazing visual spatial abilities and is currently taking CAD in high school where he is getting straight A's. He now wants to become an architect which is exactly one of the fields Ms. Gradin reommends for visual spatial people on the spectrum.
Other beneficial feature of the book are the list of sources for information, examples of people in a wide selection of fields and Temple Gradin's personal observances.
I'm greatful to Ms. Gradin for writing books on autism. As hard as I try to understand my son, the fact that my brain is wired differently then his means I will always approach him with a bias, unintentional or otherwise. Her books clarify and explain things I could ponder for years and still not quite grasp.
I would also highly recommend her Animals In Translation book.
Book Description
Leadership expert Dr. John C. Maxwell knows that people are never successful by talent alone, and in this book he outlines the 13 crucial things you can do to maximize your natural talents and become a "Talent-plus" person.
Customer Reviews:
Strength Approach Fans.......2007-08-23
Not so many "management gurus" believe in "strength approach" like John C Maxwell and even some of his ways are included in the Cliffton's Talents,this book show us the ways how to use our Talents.
If you can change your paradigm from Deficit Approach to Strength Approach, which is more productive, more simple and better communication, I recomend you to read this book.
Life Changing book for those who have raw talent.......2007-08-06
I have just finished one of the greatest books written for people with talent by John Maxwell. "Talent is never enough." I want to encourage all of you to read this book. This has been one of the best reads of my life. Here is a great quote and then a summary of the 13 areas that add to our talent.
I challenge each of you to do this exercise, it will build the team you are a part of. "For the next two weeks, make a commitment to yourself to take no credit for anything that goes right. Praise your employees, co-workers, colleagues, and family members for their contributions. Note the difference it makes in their performance and your relationship with them. I believe that once you've tired it, you will enjoy giving the credit away so much that it will become a regular part of your life."
1. Belief lifts my talent.
2. Passion energizes my talent.
3. Initiative activates my talent
4. Focus directs my talent.
5. Preparation positions my talent.
6. Practice sharpens my talent.
7. Perseverance sustains my talent.
8. Courage tests my talent.
9. Teachability expands my talent.
10. Character protects my talent.
11. Relationships influence my talent.
12. Responsibility strengthens my talent.
13. Teamwork multiplies my talent.
As a team, my hope is that we can help each other grow to new heights daily. Adopt one of these and work on them daily. For me, courage and Perseverance have been a weakness of mine, however, after reading this book I feel like these two weaknesses will turn into great strengths.
Great Book .......2007-05-21
This book is great especially for those who may feel that they can solely get by on just talent. The book is well written and details what how important it is not to just rely on the talent you have.
This book is a good choice.......2007-05-14
John Maxwell has written dozens of books, and I was told by a friend who follows the author that this might be his best. Strong praise for someone who has written some great books.
I was not disappointed. While I have only read two other books by Mr. Maxwell, this one is fantastic. It was inspiring and motivational and is the type of book that couples advice with actions steps.
I keep a list of all books I read each year. Those that are exceptional get a star next to them. Talent Is Never Enough got two stars.
enlightening.......2007-05-12
Gives an outstanding insight into a topic that most people never truly understand. An incredible point of view mixed with great quotes and interesting stories.
Book Description
“It is rare to find one individual with such a wide range of knowledge in the design-related fields. And, because of his experience as a designer, Shel brings a sensitivity and understanding to administrative issues while still respecting the artistic side of our industry.”
—
Frank Maddocks, President, Maddocks & Company
This comprehensive guide includes everything designers need—besides talent—to turn their artistic success into business success. You’ll find information on key issues facing designers from freelancing to the management of established design firms. A strong visual focus and to-the-point text take the fear factor out of learning about thorny business realities like staffing, marketing, bookkeeping, intellectual property, and more. These smart business practices are essential to success in graphic, Web, and industrial design. Here are just a few of the things you’ll learn:
• How to get on the right career path
• How to market your services successfully
• The best way to determine pricing for your services
• How to avoid common legal pitfalls
• How to structure projects for success
• The secrets of successful teams
• How to sustain your business long-term
Talent Is Not Enough provides a big-picture context for these and other challenges and shares practical, real-world advice. The book is destined to become an essential resource for both students and working professionals in these areas and more:
• Design planning and strategy
• Corporate identity development
• Marketing communications
• Publication and editorial design
• Brand identity and packaging design
• Advertising and promotion design
• Motion graphics
• Environmental design
• Industrial design
• Interaction design
BONUS
Watch for free chapters online!
www.talentisnotenough.com
Customer Reviews:
useful books.......2006-08-12
the book have quite a lot of words but easy to understand, quite useful book for designers that can have more input not just design elements but to enrich on design direction
THE Guide for Freelancers.......2006-07-27
I've been a freelance designer for many years and have read many books and papers on the business-side of design. I have to say that Perkins' book is the most thorough, easiest-to-understand guide on the ins and outs of freelancing I've read to date. The book is a practical guide on how to meander through the process of running a design organization - whether you're a one-person shop or a full-fledged agency. This book is a must-have for the serious design professional.
Book Description
The Talent Management Handbook explains how organizations can identify and get the most out of “high-potential people” by developing and promoting them to key positions.
The book explains:
1. A system for integrating three human resources “building blocks”: organizational competencies, performance appraisal, and forecasting employee/manager potential
2. Six human resources conditions necessary for organization excellence
3. How to link your employee assessment process to career planning and development
The Talent Management Handbook will help you design career plans that boost employee morale, as well as create and sustain excellence in your organization. It is full of simple, efficient, easy-to-follow methods for assessing, planning, and developing high-value people to meet your organization’s current and future needs. And it will help you combine your organization’s diverse human resources activities into a single, cogent system.
Featuring best practices from leading companies as well as contributions from field experts who hold top positions in such leading HR consultancies as AON Consulting, The Hay Group, Hewitt Associates, Right Management Consulting. Sibson Consulting, and Towers Perrin, The Talent Management Handbook is an authoritative resource for creating and maintaining excellence in your organization through people management.
Customer Reviews:
It's Okay..........2007-08-23
I was really excited to get this book because I thought it was going to walk me through the steps of creating competencies and how to put them into place. The first chapter was great. After that it sort of drags a little. Each chapter is written by a different person or group of people so it is more like an accumulation of articles rather than something that is specifically useful. The information is still good and I am looking forward to finishing the book (almost done), but it definitely has not kept my interest. There are some spelling errors in the book as well, which tend to make it seem like it is not read enough to be considered a reliable resource. It is alright, but don't have the expectation that you will have enough information to implement these systems after reading the book.
Outstanding Book.......2007-02-10
This is an outstanding book that succinctly explains a simple and practical approach to the identification, assessment and management of talent in the current, dynamic operating business environment. The book plainly gives advice on how to avoid high staff turnover, poor morale, and poor performance.
Here is a book that not only "tells it like it is," but offers visionary insights into "how it needs to be." The authors ignite the imagination, expand the possibilities, and offer practical strategies any firm can use to effectively develop, retain and utilise talent for the benefit of an organisation and enter the fluid, flexible future. Managers at all levels will cheer the sanity the authors suggest.
The book is written in an easy to follow and understand way that will help you draw career plans that enhance the morale of the workforce and generate and maintain high performance in your organization. It is full of straightforward, efficient, clear techniques for evaluating, planning, and developing top performing employees to ensure that your organization will be a success.
Exceptional Talent Management Resource.......2006-02-23
This handbook offers valuable and process rich descriptions of how to create a talent management system and how to develop competencies to work within that system for consultants and executives alike. The handbook also provides practical suggestions on creating performance management systems along with several other support tools common to talent management systems including compensation, 360 feedback, training and coaching.
Good reference material.......2005-08-20
A few of the articles are stellar, but many are so-so. Nevertheless, it is very comprehensive covering topics from A to Z, so it is a good reference tool. Definitely for the HR professional, not the line manager.
AN EXCELLENT COLLECTION OF INSIGHTFUL CONTRIBUTIONS........2005-05-20
The concept of talent management is a systematic, proactive approach to the integration of business and organizational planning, assessment, succession planning, performance improvement, competency enhancement, and career growth. Contributors explain: how a talent management plan and process are developed; the four steps to creating a system; how competencies create economic value; finding high-potential talent throughout the organization; and much more. Breaks important, new ground.
Average customer rating:
- The War for Talent
- The War For Talent Is About to Begin In Earnest
- A worthwhile read
- Good theory but doesn't work in the real world.
- Good talent also requires good systems
|
The War for Talent
Ed Michaels ,
Helen Handfield-Jones , and
Beth Axelrod
Manufacturer: Harvard Business School Press
ProductGroup: Book
Binding: Hardcover
 General
| Business & Investing
| Subjects
| Books
Human Resources
| Harvard Business School Press
| By Publisher
| Business & Investing
| Subjects
| Books
Leadership
| Harvard Business School Press
| By Publisher
| Business & Investing
| Subjects
| Books
Management
| Harvard Business School Press
| By Publisher
| Business & Investing
| Subjects
| Books
Human Resources & Personnel Management
| Industries & Professions
| Business & Investing
| Subjects
| Books
Management
| Management & Leadership
| Business & Investing
| Subjects
| Books
Entrepreneurship
| Small Business & Entrepreneurship
| Business & Investing
| Subjects
| Books
Look Inside Business Books
| Trip
| Specialty Stores
| Books
Similar Items:
-
How to Compete in the War for Talent : A Guide to Hiring the Best
-
The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing, and Promoting Your Best People
-
Recruiting, Interviewing, Selecting & Orienting New Employees (Recruiting, Interviewing, Selecting and Orienting New Employees)
-
Winning the Talent Wars: How to Build a Lean, Flexible, High-Performance Workplace
-
Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People, Revised and Updated Edition
ASIN: 1578514592 |
Amazon.com
Talent, as defined by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod, is shorthand for a key employee who possesses "a sharp strategic mind, leadership ability, communications skills, the ability to attract and inspire people, entrepreneurial instincts, functional skills, and the ability to deliver results." It's also, they contend in The War for Talent, an overarching personnel characteristic that companies of all kinds will require throughout their organizations in order to survive the competitive recruiting era that we appear to be entering. Michaels, Handfield-Jones, and Axelrod, authors of a 1997 McKinsey Quarterly article that uncovered a definitive connection between top performers and superior corporate achievement, spent the intervening years studying 13,000 executives in 27 companies to identify the programs and behaviors that help today's foremost firms attract and retain the best kinds of employees. The authors outline five common "imperatives" that they found these companies employed to strengthen their talent pools ("Embrace a Talent Mindset," "Craft a Winning Employee Value Proposition," "Rebuild Your Recruiting Strategy," "Weave Development into Your Organization," and "Differentiate and Affirm Your People") and construct a practical framework for making it happen in your company. --Howard Rothman
Book Description
In 1997, a groundbreaking McKinsey study exposed the "war for talent" as a strategic business challenge and a critical driver of corporate performance. Then, when the dot-com bubble burst and the economy cooled, many assumed the war for talent was over. It's not.
Now the authors of the original study reveal that, because of enduring economic and social forces, the war for talent will persist for the next two decades.
McKinsey & Company consultants Ed Michaels, Helen Handfield-Jones, and Beth Axelrod argue that winning the war for leadership talent is about much more than frenzied recruiting tactics. It's about the timeless principles of attracting, developing, and retaining highly talented managers-applied in bold new ways. And it's about recognizing the strategic importance of human capital because of the enormous value that better talent creates.
Fortified by five years of in-depth research on how companies manage leadership talent-including surveys of 13,000 executives at more than 120 companies and case studies of 27 leading companies-the authors propose a fundamentally new approach to talent management.
They describe how to:
* Create a winning EVP (employee value proposition) that will make your company uniquely attractive to talent
* Move beyond recruiting hype to build a long-term recruiting strategy
* Use job experiences, coaching, and mentoring to cultivate the potential in managers
* Strengthen your talent pool by investing in A players, developing B players, and acting decisively on C players
Central to this approach is a pervasive talent mindset-a deep conviction shared by leaders throughout the company that competitive advantage comes from having better talent at all levels.
Using practical examples from companies such as GE, The Home Depot, PerkinElmer, Amgen, and Enron, the authors outline five imperatives that every leader-from CEO to unit manager-must act on to build a stronger talent pool.
Written by recognized authorities on the topic, this is the definitive strategic guide on how to win the war for talent.
Customer Reviews:
The War for Talent.......2007-07-05
Great book, I recommend it for anyone who is in Human Resource management. It will change the way you think about running your organization.
The War For Talent Is About to Begin In Earnest.......2003-10-23
The War for Talent is a great book for the leaders of an organization to read. Why? They are the ones who can affect the culture of the organization. Most workers, even A Players, do not have the power to drive cultural change.
As a contract recruiter (www.recruiterguy.com), when I go into a company for the first time, I interview the managers and ask them, in their view, "Why would a top performer want to work for this company, in this position, for you?" As the competition for talent begins to gain steam over the next few months, companies who do a better job of addressing the needs of the Gen X'ers will find themselves in the enviable position of attracting the replacements to the Baby Boomers who are retiring or otherwise leaving the workplace. Sure there is still a surplus of workers as a result of the recession. However, companies who do not have a recruitment strategy will soon find themselves spending much more money to attract the best talent.
In The War For Talent, the authors used specific examples of companies who had either a recruiting or attrition problem and then solved it by improving their Employee Value Proposition (EVP). For instance, SunTrust had a problem where they were losing 46% of their branch employees in their Publix supermarket branches in Georgia and 55% of their high performers. The book discusses the steps they took to dramatically lower their attrition rate in a relatively short time.
Unfortunately for the book, it came out just as Enron was spinning into the ground. Therefore, some people have focused more on the Enron EVP and other qualities and possibly not enough on the other companies' qualities. Enron, while it was growing, appealed to a specific group of people who were not afraid to take what now appears to be excessive risks. There are many examples of other companies with other EVP's who have survived and possibly thrived during this recession. They were able to attract and retain the high performers, who generally tend to be more strategic and less tactical than their counterparts.
Just as Brad Smart in his book "Topgrading" focuses on recruiting, developing and mentoring the A Players, the authors of The War For Talent stress the importance of the A players in a company. It is surprising that "The Peter Principle" came out in 1969 and we are still discussing the concept but in different terms.
The War For Talent concepts should be discussed from the boardroom to your hiring managers. Your leaders need to embrace a talent mindset (title of a chapter in the book), develop a winning differentiation for your company, and develop recruiters who have the ability to attract A Players.
Read this book if you want to win "The War For Talent." .........
A worthwhile read.......2003-10-21
Easy reading, entertaining, interesting and informative. Light on details but a very good general overview of the topic.
Conceptually excellent. The value is in how you implement the recommendations - which is where you will find this book wanting.
If you get nothing else out of this book, the quote from Dee Hock (founder of Visa) will make it worth buying:
"Hire and promote first on the basis of integrity; second motivation; third capacity; fourth understanding; fifth knowledge; and last and least, experience.
Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind."
Good theory but doesn't work in the real world........2003-05-08
This book is a good theory and in an ideal world it would all work out that way: the highly talented and highly skilled would get the promotions, good jobs, and plum assisgnments. But unfortunately, more often than not, the pie isn't divided so nicely. There are often other reasons, not work/talent related, that a person gets a promotion or a job. The classic example is the boss' son getting handed a top job in a company, which still happens today. I've also seen too many people get handed promotions who are not A) qualified or B) not college degree, they just happen to know the right people. Also how do you fit Affirmative Action into the equation? AA is not based upon talents, only gender & race. Personally I wish more management would read this book and use the basic idea but it probably won't happen. Companies keep talking about "needing good talent" but they don't walk the walk.
Good talent also requires good systems.......2003-02-25
Based on quantitative surveys, this study identifies that few US companies are good at recruiting, retaining and developing talented people and that excellent performance produces qualitatively and quantitatively superior results. The key cause of success is a mindset among leaders that gives high priority to excellence across all aspects of building talent. The advice provided for achieving excellence with talented individuals is well set out and, not surprisingly, mostly obvious. What needs explanation is why so few leaders give real attention to their stock of talent. The book also tends to assume that talented individuals produce good results, with out looking at the system within which they work.
Average customer rating:
- Good for adults and children
- Fun and Clever Barnyard Tale!
- Another favorite!
- Great addition to music curriculum
- Fun & funny!
|
Dooby Dooby Moo
Doreen Cronin
Manufacturer: Atheneum
ProductGroup: Book
Binding: Hardcover
Fiction
| Farm Animals
| Animals
| Children's Books
| Subjects
| Books
Fiction
| Performing Arts
| Arts & Music
| Children's Books
| Subjects
| Books
Humorous
| Literature
| Children's Books
| Subjects
| Books
General
| Literature
| Children's Books
| Subjects
| Books
Picture Books
| Ages 4-8
| Children's Books
| Subjects
| Books
General
| Ages 4-8
| Children's Books
| Subjects
| Books
General
| Arts & Photography
| Subjects
| Books
General
| Performing Arts
| Arts & Photography
| Subjects
| Books
Look Inside Art Books
| Trip
| Specialty Stores
| Books
Look Inside Children's Books
| Trip
| Specialty Stores
| Books
Similar Items:
-
Giggle, Giggle, Quack
-
Click, Clack, Moo: Cows That Type
-
Duck for President (New York Times Best Illustrated Books (Awards))
-
Click, Clack, Splish, Splash: A Counting Adventure
-
Library Lion
ASIN: 0689845073 |
Book Description
Duck and his friends are at it again.
This time they're pooling their considerable resources to win a local talent show, because first prize is a TRAMPOLINE.
The cows want to sing.
The sheep want to sing.
The pigs want to...dance. Dance?
And Duck? Duck just wants to win that trampoline. But first he has three small problems:
1. Farmer Brown 2. Farmer Brown 3. Farmer Brown
That remarkable, bestselling duo, Doreen Cronin and Betsy Lewin -- who brought you Click, Clack, Moo: Cows That Type; Giggle, Giggle, Quack; and Duck for President -- cordially invite you to the county fair, where the talent is truly wild.
Customer Reviews:
Good for adults and children.......2007-07-29
Doreen Cronin is a superb story teller for children, and also the adult reading it to them.
Fun and Clever Barnyard Tale!.......2007-07-28
"Dooby Dooby Moo" is the kids' equivalent of a light summer read. It's loads of fun, easy to follow, poses no great moral crises, and has a touch of suspence. Doreen Cronin's casual, sometimes silly tone is complemented by a wry narrative and visual wit, some smart references to pop culture, and appealingly informal watercolors with unexpected colors (especially in the shadings). Betsy Lewin excels at both minimalist pictures (e.g., two cows grazing), as well as panoramic landscapes (an exquisite night time overview of a county fair).
The plots goes something like this: Farmer Brown is suspicious (but ultimately without a clue) about the sounds coming from his barn. The animals snore with a Sinatra flair: "Dooby, dooby moo" (the cows). Fa, la, la, la, baaa(the sheep), and "Whacka, whacka quack (the duck). While this play on "Strangers in the Night" doesn't relate directly to the story, adult readers who enjoy the allusion. When the animals aren;t snoring, we discover, (although Farmer Brown doesn't know), they're praciticing for the county fair talent contest! THe cows and sheep sing--Here's the sheep's renditions of "Home on the Range":
"Baaa, baaa, baaa, baaabaaa.
Fa la baaa, fa la baaaa, baaaa baaa baaa!"
Cronin perfectly mimics the sounds! The pigs...well, the pigs practice "an interpretive dance," (shades of "Fantasia") which, unfortunately, puts everyone to sleep, including their tenacious singing and dancing coach, the duck. Farmer Brown, distrusting his noisy animals, takes them with him to the county fair, exactly what they wanted! Cronin and Lewin earn the gold medal for their parady of pre-performance routines. Duck, somewhat of an anxious perfectionist, paces back and forth, the precious pigs coif their hair, and the cows, acting very much the diva bovine, dainitly quoff their tea.
The judges generally love the singing (with the notable exception of one very grumpy cat), but even they fall asleep during the porcine dance. THere's a wonderful surprise ending as Duck (who's had his eye on the first prize trampoline) lets loose with his version of "Born to Be Wild!" RIght to the last page, Farmer Brown remains ignorant of his homegrown talent, and the new trampoline in his barn. The duo that produced the Caldecott Honor-winning "Click Clack, Moo: Cows That Type," and several other best selling and/or award-winning stories, have teamed for another delightful behind-the-scenes romp with farm animals. "Dooby, Dooby, Moo" is 35 pages of light, lively entertainment.
Another favorite!.......2007-07-06
My daughter loves these books and now that she is learning to read she seems to like them more.
Farmer Brown knows his animals are always up to something. As such he always keeps an eye on them. One thing that concerns him is the way they sleep. Dooby, dooby, moo.... the cows snore. Fa la, la, la baaaa the sheep snore. Whacka, whacka quack Duck snores.
Duck likes to read the newspaper before farmer Brown wakes up. He notices a talent show will happen at the county fair with the best prize ever. A trampoline.
Everybody decides to enter it and start practicing. The cows sing "Twinkle, twinkle, little star." The sheep sing "Home on the Range." The pigs do an interpretive dance!
Farmer Brown hears all this and starts watching them even more. Eventually, he decides they can't be left alone and so he puts them in a truck and takes them to the fair!
Duck steals the show with a rendition of Born to be wild!
The artwork is what makes the story fun! The singing is fun as well. Just remember to moo bah and quack to the songs!
Great addition to music curriculum.......2007-05-29
I have been using this book for my Kindergarten music classes this year and the children love it! First, I teach the songs that go with the different animals, then we read the story. They can't wait to join in on "Dooby Moo" or "Fa-la-la-baa", and are at the edge of their seats waiting for the "Boings" at the end. Students learn to listen for auditory cues and have fun singing.
Fun & funny!.......2007-03-09
My 6 and 3 year olds love Click, Clack, Moo, so we thought we would give this one a try. They don't like this one quite as much, they do enjoy it. Cute book for sure!
Amazon.com
If you're looking for a quick, easy, and fun guide to constantly cultivating from within your organization the talent to move up and fill positions left behind by others, don't look here. Written by a human resources expert who teaches at Penn State, Effective Succession Planning must surely be one of the driest books ever written on this topic, from its aggressively unsexy title and jacket to its college-textbook format and arsenal of supplementary checklists, flowcharts, and exercises.
Having said that, it's also probably one of the most thorough books on the topic (and a fine complement to The Leadership Pipeline), incorporating methodical and meticulous guidelines to preparing for and quickly filling crucial vacancies at all levels of the organization, from top management to sales, administrative, technical, and production positions. Not only does it lay out a plan for instituting a long-term succession planning program that includes everything from early action steps to ongoing evaluation and revision, it also shows how to develop, monitor, and evaluate talent and skills in individual employees in order to promote effectively from within (although it acknowledges that sometimes the best choices come from outside, and offers key steps for optimizing the outside-search process as well).
Everything is covered here, from the legal implications of hiring and firing and online and high-tech resources to major trends that will affect succession planning in the years ahead. And, thank god, the author has incorporated some case studies--both fictional/composite and those of several large real-life companies--to add some names and faces to a volume that's about as dry as the Sahara, and (for human-resource professionals, at least) potentially as welcome as a fresh supply of water if you happened to be stuck in such a place. --Timothy Murphy
Book Description
When key employees and executives move on -- whether expectedly or unexpectedly -- organizations had better have a good succession plan in place. The most comprehensive and authoritative book on the subject, Effective Succession Planning has helped countless companies develop strong succession programs and avoid major disruptions.
Thoroughly revised to reflect the latest trends and best practices, the book presents strategies for identifying competencies, clarifying values, assessing current and future needs, and creating a complete, systematic succession planning program. The third edition also features all-new material reflecting the author's surveys on:
* whole system transformation
* software support packages
* tapping retirees to manage succession crises
* the growing activism of boards in succession planning
* and more
The book includes a new diagnostic tool to assess specific succession needs, illuminating case studies, and a CD-ROM with worksheets, assessment tools, and training guides.
Customer Reviews:
Exceeded my expectations.......2007-09-28
Rothwell's book is one of the more comprehensive and well researched books covering this growing topic. It includes a wealth of information following all of the major steps of the Succession Planning process. The book contains useful worksheets and task process flows that allow a reader to rapidly introduce the core concepts into their organisation. A great resource.
excellent reference.......2007-06-20
easy to understand and absorb great intro reference
Like a lot of other things---it's only as good as you apply it.......2007-05-12
The need for succession planning is reaching crisis proportions, yet few organizations are willing to face the crisis and do something about it.
There's nothing magic here---just a realistic, comprehensvie, flexible approach to get the job done. The strenghts in this book:
- Finding the right devleopmental activity for the right level of management
- Design, gain support, and implement, and maintain your succession process.
- Lots of extras, including assessments and a plan to devleop a mentoring program.
A great value.
Extremely Helpful.......2005-08-29
Rothwell provides not only an excellent review of the current literature but countless worksheets for practice. If you are interested in succession planning issues this book is a must. I would also recommend "The Leadership Pipeline" by Charan, Drotter, & Noel. And buy a copy of "Strategic Organizational Learning" by Beitler. Beitler has several free articles on his website "[...]" that are also helpful.
Laura Taylor
Baltimore, MD
Very good book,plus..........2003-06-19
This is a very good book. In addition to this, I would strongly recommend "Strategic Organizational Change" by Beitler. The two books make a powerful combination.
Books:
- The Complete Illustrated Guide to Furniture and Cabinet Construction
- The Essentials of Risk Management
- The First 90 Days: Critical Success Strategies for New Leaders at All Levels
- The Fundamentals of Business-to-Business Sales & Marketing
- The Labor Relations Process
- The Long Tail: Why the Future of Business is Selling Less of More
- The Power of Ethical Management
- The Sales Bible: The Ultimate Sales Resource, Revised Edition
- The Science of Success: How Market-Based Management Built the World's Largest Private Company
- The Strategy and Tactics of Pricing: A Guide to Growing More Profitably (4th Edition) (Pie)
Books Index
Books Home
Recommended Books
- Effective Group Discussion: Theory and Practice
- Amazing Grace: Lives of Children and the Conscience of a Nation, The
- The Pied Pipers of Rock 'N' Roll: Radio Deejays of the 50s and 60s
- The Project 50
- Windows 2000 Server for Dummies
- Almost Friends: A Harmony Novel
- A Dictionary of Intermediate Japanese Grammar
- Accounting Information Systems: 2002 Package
- The Study of Nonprofit Enterprise: Theories and Approaches
- Willem's Field: A Novel
A Carrot a Day: A Daily Dose of Recognition for Your Employees
The 24-Carrot Manager: A Remarkable Story of How a Leader Can Unleash Human Potential
The Invisible Employee: Realizing the Hidden Potential in Everyone
Managing with Carrots : Using Recognition to Attract and Retain the Best People
Know-How: The 8 Skills That Separate People Who Perform from Those Who Don't
