Here are 92 books that Novations fans have personally recommended if you like
Novations.
Book DNA is a community of 12,000+ authors and super readers sharing their favorite books with the world.
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
A moving story of love, betrayal, and the enduring power of hope in the face of darkness.
German pianist Hedda Schlagel's world collapsed when her fiancé, Fritz, vanished after being sent to an enemy alien camp in the United States during the Great War. Fifteen years later, in 1932, Hedda…
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…
Coyote weather is the feral, hungry season, drought-stricken, and ready to catch fire. It’s 1967, and the American culture is violently remaking itself while the country is forcibly sending its young men to fight in a deeply unpopular war.
Jerry has stubbornly made no plans for the future because he…
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…
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…
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…
Homeless following the death of his adoptive parents in a car crash and the subsequent loss of their farm tenancy, Seb decides to enrol as a residential student at the Asklepios Foundation, a College of Natural Medicine, boasting a sanctuary modelled on an ancient Greek healing temple. Spending a night…
My career as a leader is built on an endless string of screwups—and I am so grateful for every single one of them. Every time I messed up, I learned another valuable lesson about what it means to be human, to own my humanity, and to make space for the humanity of others. That’s why I am relentlessly passionate about encouraging people—and especially leaders—to heal their relationship with failure and see it for the gift it really is. I believe that being open to growth and failure is what makes us human leaders. If we could all learn to lead with our hearts and our humanity, our world at work would be a much better place.
I used to be the poster child for burnout culture—and as a result, so was my company. By the time I read this book, we were ready to leave hustle culture behind, but we weren’t sure what it could look like.
It Doesn’t Have to be Crazy at Work paved the way for a new era in our business: one where we prioritize our well-being and make sure that work works with our lives. It helped me confront the areas of my company that were keeping us stuck in the hustle mindset and make big changes that hold us accountable to caring for ourselves and each others.
In this timely manifesto, the authors of the New York Times bestseller Rework broadly reject the prevailing notion that long hours, aggressive hustle, and "whatever it takes" are required to run a successful business today.
In Rework, Jason Fried and David Heinemeier Hansson introduced a new path to working effectively. Now, they build on their message with a bold, iconoclastic strategy for creating the ideal company culture-what they call "the calm company." Their approach directly attack the chaos, anxiety, and stress that plagues millions of workplaces and hampers billions of workers every day.
I’m on a mission to cultivate creativity at work! After starting my career in the performing arts, I made a pivot to corporate life over 20 years ago and haven’t looked back. What I’ve discovered is how essential creativity is in any workplace, and how its impact on organizational culture is underrated. Effective leaders prioritize connection, creativity, and make culture a strategic priority. After learning from hundreds of artists, entrepreneurs, and business leaders, I wrote this book to highlight their stories—unpacking how they bring creativity to life in their work. My hope is readers leave with tools to spark more meaningful connection and creative work experiences.
Ever wonder how some of the world’s biggest company leaders think about culture? Curious how talent was developed at Adobe, Twitter, and WeWork?
Filled with successes and hard lessons learned, ReCulturing artfully summarizes how culture shows up across the workplace and what you can do to shape it. Through her in-the-trenches stories and helpful prompts, Melissa demystifies the process of connecting culture to your company’s North Star.
I found myself enthusiastically head-nodding throughout and will generously refer to her helpful frameworks as I partner with clients on culture initiatives.
Drive business sustainability, growth, and profits by taking a systematic approach to culture transformation
It's no secret that culture is the key to attracting and engaging top talent and seizing the competitive edge. But the vast majority of culture efforts fail as quickly as they started. Why? Because leaders are missing the big picture. They're creating and communicating values but failing to ensure the values are tied to the purpose and the strategy of the company while also being integrated into processes, operations, and behaviors.
In ReCulturing, Melissa Daimler solves this persistent problem by helping you develop a "systems" perspective…
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 explains how any employee – not matter their role – can take action to make their workplaces better (without burning career bridges behind them).
I am inspired by Professor Meyerson’s insistence that any employee (not just managers, not just the CEO) can be an agent for positive change. What I particularly love about this book is her focus on small wins. Positive change in work environments is about accumulating small changes, not about huge transformational restructures.
I also love the fact that the book’s recommendations can be applied to any social issue. You can follow your passion to make your workplace more inclusive, more environmentally sustainable, or more socially responsible.
Most people feel at odds with their organizations at one time or another: Managers with families struggle to balance professional and personal responsibilities in often unsympathetic firms. Members of minority groups strive to make their organizations better for others like themselves without limiting their career paths. Socially or environmentally conscious workers seek to act on their values at firms more concerned with profits than global poverty or pollution. Yet many firms leave little room for differences, and people who don't "fit in" conclude that their only option is to assimilate or leave. In Rocking the Boat, Debra E. Meyerson presents…
Marriage and Fatherhood in the Nazi SS
by
Amy Carney,
When I was writing this book, several of my friends jokingly called it the Nazi baby book, with one insisting it would make a great title. Nazi Babies – admittedly, that is a catchy title, but that’s not exactly what my book is about. SS babies would be slightly more…
The four authors who worked on this publication all bring different perspectives and have different backgrounds, which make this book very special. A City Manager, an artist/historian, an individual with a Ph.D. in Public Affairs, and is an Executive Director of a Non-Profit Organization, and then myself who has worked in municipalities since age 11 and then transitioned to higher education as an administrator, instructor, and researcher. We all were able to bring together our experiences, expertise, and passion to create a book that is designed to be a useful resource for both practitioners and scholars alike. Most of all, we all feel very passionate about making the places we live better for everyone.
Understanding organizational behavior is critical in the city planning process both for scholars and practitioners.
Vasu does an excellent job in describing the different theories contending with organizational behavior. I actually use this book in my organizational behavior courses I teach at both the undergraduate and graduate levels in Public Affairs.
Organizational Behavior and Public Management reveals how organizational behavior enables managers to direct resources that advance the programs and policies of public and government. This edition offers a public sector perspective of core topics, such as communication, decision-making, leadership, management ethics, motivation, organizational change, participation and performance appraisal. Contemporary Psychology called this book "skillful and comprehensive...There is a need for a text like this...the device of juxtaposing theory and application is a sound one." The authors discuss such topics as communication, decision making, worker participation and total quality management, organizational change, management systems, information, computers and organization theory in public…
