The War for Talent Review

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The War for Talent ReviewThe New Yorker (July 22, 2002) had an article that referred to "The War for Talent" that summed up what I felt after finishing the book (I paraphrase): The book largely amounts to an argument for indulging A employees, fawning over them, and "allowing them to find out what they like most to be doing." Malcolm Gladwell's article really articulated my feeling about Enron, my former company and how management talked about encouraging risk and allowing "A talents" to be the dynamic driving force WITH little regard to organizational structure or goals. The resulting chaos of having dozens of self-proclaimed geniuses pursuing their objectives, while often hidden from outsiders, makes me very wary of some consultant's pet theory that ignores divisions duplicating efforts, repeating mistakes, raiding each others "talent" employees, low office morale and intense political jockeying for advancement (which, ironically, was independent of performance). This book is another tiresome example of tired old "hero" worship; it makes me regret ever having gone to b-school. We MBAs are really screwing things up.The War for Talent Overview

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Strengths-Based Leadership Review

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Strengths-Based Leadership ReviewRath and Conchie have provided us with a helpful tool for fine-tuning our own leadership capacity. Using statistical factor analysis of data in Gallup's database, the authors detail how balanced leadership teams have strengths within four Leadership Domains: Strategic Thinking, Relationship Building, Influencing, and Executing. The authors relate that while individuals are rarely balanced, teams always should be. Leadership Teams operating in these four domains work both to serve the four primary needs of their constituencies and to execute their primary organizational responsibilities.
Using a recent Gallup review of data from 10,000 followers, the authors also report that followers report surprising agreement on four of their primary needs: trust, compassion, stability, and hope.
Leaders who use the code that comes with the book to take the online Strengthsfinder assessment (www.strengthsfinder.com) to determine their Top 5 Strengths are provided with a customized Strengths-Based Leadership report that help them understand their Top 5 Strengths and a Strengths-Based Leadership Guide that provides detailed advice on how to use each of their Top 5 Strengths to meet the four primary needs.
Leaders who read this book will have a deepened appreciation of both their own leadership abilities and of the degree to which they lead best when they work in team. The four Leadership Domains and the four primary needs of followers provide leaders with a rich paradigm for considering new approaches in attacking organizational priorities.
Highly recommended.Strengths-Based Leadership Overview

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Real Time Leadership Development (TMEZ - Talent Management Essentials) Review

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Real Time Leadership Development (TMEZ - Talent Management Essentials) ReviewReal Time Leadership Development is a great tool for managers and HR/IOP professionals alike and also serves as an excellent reference to other, more in-depth and single-topic works. As a young professional just entering the IOP realm, I found it accessible and immediately applicable to my current position. The book addresses several key areas of leadership development (personal development plans, mentoring, leaving a legacy, etc.) in short, easy-to-digest chapters that are self-contained and can be read from first to last or randomly as topics are applicable to your interests. This work is captivating enough for the advanced HR/IOP professional, yet palatable for the line manager as well.Real Time Leadership Development (TMEZ - Talent Management Essentials) Overview

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The Complete Guide to Human Resources and the Law (Complete Guide to Human Resources & the Law) Review

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The Complete Guide to Human Resources and the Law (Complete Guide to Human Resources & the Law) ReviewI am using this book for a master's level personnel law course. It covers all the topics quite thoroughly. It might be useful as a quick selective reference tool for HR administrators unfamiliar with one or more of the specialty areas. Some chapters (such as the one on benefits and the one on pensions) might benefit from another look at organization of the material.However, most of the information is accurate, if necessarily streamlined in many areas. Since personnel law now covers several deeply specialized areas, this is not surprising.
Stylistically, the book's sentences are jam-packed with information. This might prove difficult reading for some. In a few cases, a series of issues will be "hidden" by a single sentence that is oversimplified, but this is apparent only to a reader who is familiar with the field. The advantage is that the author has made a very creditable attempt to address all the issues. The author generally avoids drawing temporal or one-sided conclusions, which may mislead in a field that is fraught with disputes. I appreciate the even-handedness of this approach.
One small but annoying detail. On page 220 is a reference to a "rabbi trust". I took offense at the use of this term in the book, without quotation marks. I think later editions should avoid or explain the use of language which is apparently bigoted. In fact, I will recommend that my students not use this term because I can offer no good explanation for its continuance.The Complete Guide to Human Resources and the Law (Complete Guide to Human Resources & the Law) Overview

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