Here are 93 books that Novations fans have personally recommended if you like
Novations.
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The future of talent management is now. I’m a teacher, consultant, and board member who is deeply interested in the social and economic impact of the freelance revolution. Millions of people around the world are now working for themselves as independent professionals or “solopreneurs”. Millions more are taking on freelance assignments to augment their income or increase their expertise and experience. Technology makes it possible for professionals in many fields to work remotely and free themselves from the limitations of their local economy. These benefits organizations by offering greater access to talent and gives professionals greater access to opportunity.
This book brought global survey data, case examples, and thought leadership together in recommending a new approach to HR that has since become a standard: driving the organizational capabilities the business needs to flourish competitively, and deliver superior value to customers. Six critical HR competencies based on research are described and best practices shared. The new model of HR proposed in this book has been broadly adopted.
"This definitive work on HR competencies provides ideas and tools that help HR professionals develop their career and make their organization effective." -Edward E. Lawler III, Professor, University of Southern California
"This book is a crucial blueprint of what it takes to succeed. A must have for every HR professional." -Lynda Gratton, Professor, London Business School
"One single concept changed the HR world forever: 'HR business partner'. Through consistent cycles of research and practical application, Dave and his team have produced and update the most comprehensive set of HR competencies ever." -Horacio Quiros, President, World Federation of People Management Associations…
It is April 1st, 2038. Day 60 of China's blockade of the rebel island of Taiwan.
The US government has agreed to provide Taiwan with a weapons system so advanced that it can disrupt the balance of power in the region. But what pilot would be crazy enough to run…
The future of talent management is now. I’m a teacher, consultant, and board member who is deeply interested in the social and economic impact of the freelance revolution. Millions of people around the world are now working for themselves as independent professionals or “solopreneurs”. Millions more are taking on freelance assignments to augment their income or increase their expertise and experience. Technology makes it possible for professionals in many fields to work remotely and free themselves from the limitations of their local economy. These benefits organizations by offering greater access to talent and gives professionals greater access to opportunity.
Quinn’s book should be read by every organization and talent specialist. He reminds us through both data and case study that radical change requires a transformational mindset combined with what he calls strategic incrementalism. His book provides a rich mix of examples, tools, and methods for continuously improving the organization and workforce to meet current and likely future challenges.
The future of talent management is now. I’m a teacher, consultant, and board member who is deeply interested in the social and economic impact of the freelance revolution. Millions of people around the world are now working for themselves as independent professionals or “solopreneurs”. Millions more are taking on freelance assignments to augment their income or increase their expertise and experience. Technology makes it possible for professionals in many fields to work remotely and free themselves from the limitations of their local economy. These benefits organizations by offering greater access to talent and gives professionals greater access to opportunity.
I first ran across Capelli’s book on the desk of Bill Allen, then CHRO of Maersk, and was an early observer of hybrid talent management. He reviews the challenges - tough to forecast business and therefore talent needs. He examines the key elements of modern talent management: rigorous forecasting, creating a more flexible talent sourcing model, better insight on current talent, adapting processes and practices to continue to innovate.
Executives everywhere acknowledge that finding, retaining, and growing talent counts among their toughest business challenges. Yet to address this concern, many are turning to talent management practices that no longer work--because the environment they were tailored to no longer exists. In today's uncertain world, managers can't forecast their business needs accurately, never mind their talent needs. An open labor market means inevitable leaks in your talent pipeline. And intensifying competition demands a maniacal focus on costs. Traditional investments in talent management wind up being hugely expensive, especially when employees you've carefully cultivated leave your firm for a rival. In Talent…
A Duke with rigid opinions, a Lady whose beliefs conflict with his, a long disputed parcel of land, a conniving neighbour, a desperate collaboration, a failure of trust, a love found despite it all.
Alexander Cavendish, Duke of Ravensworth, returned from war to find that his father and brother had…
The future of talent management is now. I’m a teacher, consultant, and board member who is deeply interested in the social and economic impact of the freelance revolution. Millions of people around the world are now working for themselves as independent professionals or “solopreneurs”. Millions more are taking on freelance assignments to augment their income or increase their expertise and experience. Technology makes it possible for professionals in many fields to work remotely and free themselves from the limitations of their local economy. These benefits organizations by offering greater access to talent and gives professionals greater access to opportunity.
In a recent survey of HR leaders, 80% mentioned that they were continuing to organize their HR department based on the “Ulrich” model. Is there a more impressive recommendation for the impact of this book, and Dave’s research and writing? In HR Champions, Ulrich points out the importance of three types of HR work: business partners, specialists, and shared services. In a recent HR Management article, that model was expanded to include a fourth category: project management. Technology is obviously a much bigger factor in HR work since 1996 when the book was first published. But, this oldie but goodie has aged extraordinarily well and continues to be relevant and insightful. If you are in HR or interested in talent management at scale, this book has to be on your list.
The author argues that the roles of human resource professionals must be redefined to meet the competitive challenges organizations face today and into the future. He provides a framework that identifies four distinct roles of human resource professionals: strategic player, administrative expert, employee champion, and change agent. He includes many examples to demonstrate that human resource professionals must operate in all four areas simultaneously in order to contribute fully. He urges a shift of these professionals' mentality from "what I do" to "what I deliver" and makes specific recommendations for how individuals in human resources can partner with line managers…
When I worked in clinical practice as a psychotherapist, I worked with many burnt-out clients and always found it frustrating that the conventional wisdom was to take time off or stop working, which is just not practical (or desirable) for many people. I was always looking for alternative things people could do to help themselves. Then I experienced burnout myself, and whilst it was dreadful, I learnt first hand how to put all of this into practice, hence my research on the topic. I now work with people and organisations in high pressured, innovative environments where the focus is on preventing burnout rather than recovering.
In organisations, culture can drive or protect people against burnout, and I love Amy’s work because she addresses a wide range of organisational issues through the topic of psychological safety.
I find the ideas and concrete strategies described in this book can flex to almost any type of business and she provides just enough science to convince the more academically minded whilst remaining practical and realistic.
Conquer the most essential adaptation to the knowledge economy
The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth offers practical guidance for teams and organizations who are serious about success in the modern economy. With so much riding on innovation, creativity, and spark, it is essential to attract and retain quality talent-but what good does this talent do if no one is able to speak their mind? The traditional culture of "fitting in" and "going along" spells doom in the knowledge economy. Success requires a continuous influx of new ideas, new challenges, and critical thought,…
I see it every day. People wake up and trudge to work, resentfully working at a company that falls short of its promises and values. This is a problem that I've dedicated my career to resolving. My job is to ‘help organizations discover and live their possible’. This mission has guided me throughout my career as an international author, speaker, coach, and consultant with more than 25 years of corporate experience. Your brand promise doesn't determine your customer’s experience, your culture does. The problem is that we see culture as a means to an end leading us to a “set it and forget it mentality.” Culture is a living, breathing thing that must be nurtured.
The world changed the moment we were hit with a global pandemic. Most books are out-of-date and irrelevant. Not this one.
This book is all about culture in a post-pandemic world. He built this book from extensive interviews and research. I know too many companies that are struggling with culture and remote workforces. This book is timely, relevant, and sorely needed.
Rethink everything you know about office culture, hybrid work, and remote teams.
"If you want to thrive in a post-pandemic world, read this book!" --Dr. Tasha Eurich, New York Times Bestselling Author of Insight
"The future of work isn't fixed; it's waiting to be built. Remote, Not Distant offers a tactical blueprint to building a better future for all." --Darren Murph, Head of Remote, GitLab
"Gustavo Razzetti captures the return to the office/remote debate so well and enables us to understand how we can utilize the benefits of remote working without compromising on having a great company culture. A great…
The Duke's Christmas Redemption
by
Arietta Richmond,
A Duke who has rejected love, a Lady who dreams of a love match, an arranged marriage, a house full of secrets, a most unneighborly neighbor, a plot to destroy reputations, an unexpected love that redeems it all.
Lady Charlotte Wyndham, given in an arranged marriage to a man she…
The average person spends over 90,000 hours at work over a lifetime – that’s roughly one quarter to one third of a person’s life. I’m an academic researcher who studies work. I know how to design workplaces that are good for organizations (high productivity) and the people who work in them (high employee well-being). But if we leave it all up to senior management, we won’t generate positive changes fast enough. There’s a robust body of evidence that we can all use to make our local workplaces more supportive, inclusive, and fulfilling. I’m on a mission to make the world a better place, one workplace at a time.
This book moved me at a very deep level, because Professor Frost makes the content very personal.
He wrote it when he was suffering (physically and emotionally), and his own pain made him acutely aware of ways that other people can alleviate pain (or conversely, make emotional pain become toxic). Many day-to-day workplace activities create emotional pain (e.g., a negative performance review, a downsizing decision) but people’s responses make all the difference.
Professor Frost’s focus is on managers who operate as “toxin handlers” in their workplaces, but any of us can be toxin handlers for our coworkers. The book helped me to be more mindful of workplace pain points and be more proactive in supporting my colleagues.
Human interaction is never flawless. Even the best relationships produce tension and at times, unpleasant emotions. Since organizations are comprised of people, all organizations generate emotional pain as part of the process of doing business: producing new products on tight deadlines, setting benchmarks for performance, creating budgets, crafting company policies, and so on. Getting the job done is rarely painless. But when emotional pain goes unmanaged or is poorly handled, it can negatively affect both employees and the bottom line - in essence, it becomes toxic. In "Toxic Emotions at Work and What to Do About Them", Peter J. Frost…
Being a leader is hard, being a woman in leadership is exponentially harder. I learned this firsthand at 22 during my first management role at one of the big 4 accounting firms. I did it all wrong and I want to help women leaders avoid all the mistake I made. The most important thing I learned is the importance of relationships. What I do now is help people communicate to connect because what I believe is that real relationships lead to real results. And close relationships, personal and professional, just make us happier, and who doesn’t want that?
I love this book because it not only reinforced many of the things I already believed, but it also made me look at the ideas from a different angle. I love it when a book is actionable, and I found the questions, especially the ones at the end of chapter 4, helped me take stock of my behaviors and choose something specific to work on.
I actually like homework. I am now building a habit of asking important people in my life, “What’s one thing that would improve our relationship?” And I am seeing a difference.
From a trio of authors, best friends, and leadership development consultants, Better Work Together is a book for leaders who want to improve - at leading, yes, but also at their lives. How so? By building deep, long-lasting relationships that set everybody up for success.
One of the most important indicators of individual, team, and organisational success is the presence of an ally mindset. When we have best friends at work - people who are with us, in good times and bad, and who help ensure we make it through together - we thrive. When we don't, we flail, and…
I'm a sociologist at the University of Edinburgh, and for almost fifty years I’ve researched a large variety of topics, from the story of the guidance systems of nuclear missiles to the instantaneous auctions that, today, determine the ads you are shown online. But I keep returning to the topic of trading and the global financial system. The processes that lie behind this shape our lives in profound ways, but they are often both complicated and opaque. We need reliable guides for them, and the authors and books that I am recommending are among the very best guides!
Taking the Floor is the story of a 20-year intellectual odyssey, by Daniel Beunza, one of the world’s most insightful analysts of the financial system. He delves in-depth into the organization of a Wall Street trading room, beginning with him negotiating access to it when he was working on his PhD. He also reveals how later conversations with key people in the trading room made him rethink many of his first impressions, showing him that what he took to be a typical form of organization was actually very deliberately designed to be unusual.
I particularly admire Beunza’s nuanced take (co-developed with the sociologist David Stark) on how traders use mathematical models. Traders are far from the naïve users of models that they are often portrayed as being, and instead often use models in a sophisticated way, not as guides to the truth of markets but as insights into what their…
An inside look at a Wall Street trading room and what this reveals about today's financial system
Debates about financial reform have led to the recognition that a healthy financial system doesn't depend solely on how it is structured-organizational culture matters as well. Based on extensive research in a Wall Street derivatives-trading room, Taking the Floor considers how the culture of financial organizations might change in order for them to remain healthy, even in times of crises. In particular, Daniel Beunza explores how the extensive use of financial models and trading technologies over the recent decades has exerted a far-ranging…
This book follows the journey of a writer in search of wisdom as he narrates encounters with 12 distinguished American men over 80, including Paul Volcker, the former head of the Federal Reserve, and Denton Cooley, the world’s most famous heart surgeon.
In these and other intimate conversations, the book…
I’m fascinated with the relationship between personal growth and professional performance. Why is it in the same environment, doing the same work, some people can excel while others struggle? Most chalk it up to external circumstances that can’t be controlled. Others focus on tactics. But I’ve learned top-performers are masters at the human side of their work–the way they think, lead and serve–and that’s what gives them their edge. All of my work centers around infusing hard skills with improved soft skills, and getting better results in the process. That’s the stuff I find delicious, and it’s what I speak and write about.
Many organizations pay lip service to “culture” without measuring it, managing it, or even knowing what it really is.
This book describes five different levels of culture, and what each one needs to evolve. Once you understand these cultures, you’ll see elements of them all around in other groups you participate in.
Ever since reading this I’ve worked to get any teams I work with to Level 5, and I’m grateful for now having some direction on how to accomplish this.
In "Tribal Leadership", management consultants Dave Logan and John King show corporate leaders how they can use tribes - the groups that naturally form within any company - to maximize productivity and profit within their own firms. Based on a rigorous eight-year study that covered more than two dozen companies and 24,000 people, "Tribal Leadership" includes interviews with leading business figures such as Brian France, chairman and CEO of NASCAR, and Dilbert creator Scott Adams, and shows leaders from companies of any size and of any industry that the health and success of their firms ultimately depend on the hundreds…
