9 books like Nine Keys to World-Class Business Process Outsourcing

Steven Levitt, Professor of Economics at the University of Chicago, has written a thoughtful book at the layperson level to help one understand how mathematical and economic tools provide insights into sensitive social issues from racism to abortion.

He delves into predicting the long-term consequences of short-term decisions. This book is not intended for the college classroom, and it is controversial, but I found it to be a fascinating read.

The Servant as Leader may be one of the most influential business books ever published! But how does it apply to outsourcing? Creating a servant/leader mindset is essential to prevent what I call the outsourcing paradox—where you outsource the expert and then tell them how to do the work. It also prevents another common outsourcing ailment I call the Junkyard Dog Factor where a company outsourcing keeps a shadow organization that creates redundancies and limits the cost saving a company can get through outsourcing. Greenleaf’s basic message is simple: manage the business with the supplier as opposed to managing the supplier. Organizations that follow Greenleaf’s advice will most certainly benefit with healthier outsourcing relationships. 

To truly stay ahead of failure, one must embrace discomfort and avoid becoming stagnant. Life is a constant race, and if you stop running, you cannot win. Who Moved My Cheese? serves as a great example that is easy to read, digest, and a powerful reminder to keep pushing forward in the race of life.

The book highlights the importance of not taking good fortune for granted and avoiding getting too comfortable. It teaches that everything is constantly evolving, and it is essential to remain vigilant and open to new opportunities.

I once used this book to teach a group of high schoolers how to stay alert to opportunities and overcome the fear of discomfort.

Friedman, a longtime New York Times foreign affairs columnist, was one of the first to show me what I should love and hate about globalization, circa 1999, at the peak of Western support for neoliberal globalization.

Although his gee-whiz, gung-ho enthusiasm for the world of the Lexus (high-tech globalization with global supply chains and integrated financial markets) sometimes wears thin, he also covers the problems caused by globalization. He even appeals to the need for the “olive trees” of community, family, and religion to make globalization ethical.

Even when the breezy tone annoys me, this book is still my go-to guide for mapping the effects of globalization on business, economics, politics, culture, and the environment.

This book—written by a scholar who also works in government—is both infuriating and enlightening. It takes on the real problem of precarious, poorly paid jobs and, by getting way into the weeds of how companies are organized, gives a clear explanation for how so many jobs became so bad and at least some hope for a policy fix. The root of the problem, Weill shows, is basically outsourcing: large companies hire out jobs (cleaners, security, customer service) to low-paying, often badly managed small companies, and that drives down wages, benefits, and job security. The most insane examples of this occur when laborers are pushed into being independent contractors or franchise owners. Officially they are “small business owners” but in practice, they have no control over their work and no opportunities to grow. The book is full of memorable (and enraging) vignettes and examples, making a dry argument about corporate structure… show more.

This book presents contrasting views on the privatization of policing: whether it is mostly a good thing, its downsides, and which aspects of policing lend themselves to privatization. 

Forst argues that a blend of public and private policing can provide a more equitable and efficient delivery of policing services than can public police alone.  

Manning, unfriendly to economics and management efficiency, takes a dramaturgical perspective, concluding that those paradigms are fundamentally at odds with the traditional policing mandate, which confers on the government a monopoly on the use of coercion. 

Tim Ferris is a genius. In his book, he describes how he crafted a lifestyle while building a very successful business. This book demonstrates how to make the most of your extremely busy day in commercial real estate and creates a "maximum value/productive capacity" that is crucial when getting started in a commercial investment career.

He discusses how he went from micro-managing everything to virtually managing nothing, all while traveling the globe and having some life-changing adventures. He is the undisputed king of outsourcing and taking back control of your life.

I read this book and started to implement some of his concepts immediately, and while I am not working 4 hours a week, I am not working 60-70 hours either; I am getting down there!

If you're a small business owner or new entrepreneur seeking to make the most of your resources with a concise marketing plan… I highly recommend Allan Dib’s The 1-Page Marketing Plan.

The book's structure is easy to follow and packed with actionable insights for even the most inexperienced of entrepreneurs and marketers. But what really stood out to me, as a systems thinker whose mission is to simplify processes and make things easier for business owners, was the simplicity and practicality of Allan’s 1-Page marketing plan.

I encourage others to give this book a read and you’ll approach marketing in a whole new way.

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.