Here are 100 books that Strategies for Change fans have personally recommended if you like
Strategies for Change.
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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…
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.
Gene Dalton and Paul Thompson changed the way we think about career development through their research and what they called the four stages of development. It has influenced career development and talent management practices in companies around the world. Deeply accessible and practical, the four stages are fully described and the book is rich in application tools, methods and best practices.
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…
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…
Entrepreneurs have a tough lot in life. We dream of creating value for others, yet we are often cursed to pay a huge price in our own lives.
My experience as an entrepreneur is no different – I struggled through three mediocre business startups, learning a little bit more with each one. Along the way, I have put my lessons learned into writing: textbooks, how-to guides and even cover stories for Entrepreneur magazine.
Combining my own experience and the best advice from other entrepreneurs, I have systematically improved my current company… and have finally broken free of the curse! Now I love to share my experience with other business owners like you!
If you really want to transform your business into a lean, mean profit machine, then Rhythm is the capstone to your journey. This is the book that pulls it all together and turns everything into a powerful growth system.
Rhythm is an easy read—full of colorful illustrations, short personal stories, and easy discussions of the impact that team building can have on the operations of a business—small or large.
I took it, hook line, and sinker, implementing the full range of metrics, reporting, planning, and goal setting. I also use the associated software. Rhythm and its ancillary tools help me to be comfortable and confident that my leadership team is hard at work, doing the right things at the right times.
As I step away from the day-to-day operations of my business, I rely on the structures taught by Rhythm (and the lessons from all the books above!).
From USA Today & Wall Street Journal Bestselling Author! Want to achieve breakthroughs and get exceptional results? Discover the system that successful growth companies have used to achieve their results.
All growing companies encounter ceilings of complexity, usually when they hit certain employee or revenue milestones. In order to burst through ceiling after ceiling and innovate with growth, a company must develop a reliable system that prompts leaders to be proactive and pivot when the need arises.
You also need to learn simple systems to empower everyone in your company to become and stay focused, aligned, and accountable.
By Edward J. Hoffman, Matthew Kohut, and Laurence Prusak
Author
Why are we passionate about this?
The three co-authors of The Smart Mission: NASA’s Lessons for Managing Knowledge, People, and Projectshave been at the center of organizational and leadership transformation. Dr. Ed Hoffman was NASA’s first Chief Knowledge Officer and the founding Director of the NASA Academy of Program, Project, and Engineering Leadership (APPEL). Matthew Kohut is the managing partner of KNP Communications. He has prepared executives, elected leaders, diplomats, scientists, and public figures for events ranging from television appearances to TED talks. Laurence Prusak was the founder and executive director of the IBM Institute for Knowledge Management and one of the founding partners for the Ernst and Young Center for Business Innovation.
What will the future of work look like, and how can we prepare to navigate it successfully? This book is at the top of the list for understanding the profound shift that we are living through. The authors follow up their excellentCapitalism without Capital by continuing to describe a workplace based on intangibles. The economy today is driven by forces that place a premium on innovation, knowledge, ideas, and brand, and these intangibles are increasingly vital for growth and success. An outstanding book that provides a framework for the future of work.
From the acclaimed authors of Capitalism without Capital, radical ideas for restoring prosperity in today's intangible economy
The past two decades have witnessed sluggish economic growth, mounting inequality, dysfunctional competition, and a host of other ills that have left people wondering what has happened to the future they were promised. Restarting the Future reveals how these problems arise from a failure to develop the institutions demanded by an economy now reliant on intangible capital such as ideas, relationships, brands, and knowledge.
In this groundbreaking and provocative book, Jonathan Haskel and Stian Westlake argue that the great economic disappointment of the…
I’ve been doing large-scale software development at great US businesses from the introduction of the PC to the cloud explosion. From my earliest successes (online banking at US Bank in 1985!) to my biggest failures (Wells Fargo “Core” disaster in 2006), I’ve always sought better ways of doing things. These five books all were important to my learning and remain highly relevant, and I hope you find them useful as well.
I spent my career leading software engineering at two of America’s top banks. It’s not all innovative work, as you might guess, and here is where Toyota comes in.
Toyota teaches the difference between routine, standardized work (where we use predictive process control) and creative work (where we use adaptive process control). Balancing this in practice is a key to being a great software engineering leader. For those manufacturing-like processes (incremental feature addition, defect repair) the Toyota manufacturing way became the basis of the Agile movement a decade later: flow, pull, level work, quality the first time, process standardization and continuous improvement, and closeness to customers. Toyota Way provides a deeper understanding than any agile seminar.
How to speed up business processes, improve quality, and cut costs in any industry
In factories around the world, Toyota consistently makes the highest-quality cars with the fewest defects of any competing manufacturer, while using fewer man-hours, less on-hand inventory, and half the floor space of its competitors. The Toyota Way is the first book for a general audience that explains the management principles and business philosophy behind Toyota's worldwide reputation for quality and reliability.
Complete with profiles of organizations that have successfully adopted Toyota's principles, this book shows managers in every industry how to improve business processes by:
I moved into content design from a career in brand and marketing, at a time when the discipline was emerging and not many people really knew what it was. Much of my time since has been spent educating people and organisations and sharing knowledge to help them make better content decisions. Throughout this time, I’ve learnt most of what I know through the experience of working with the design teams, but so many books have also helped me along the way and made my work so much better. I love content design – having the power to improve people's experiences with brands through words is so rewarding, and these books will inspire others to do the same.
Despite this book being a few years old, it’s as valid today for anyone who works in content strategy or design as it was when it was published. In fact, in many ways, I think it was ahead of its time. It features a number of tools and templates for content designers and strategists to strengthen the rigour and process behind their work. I like it because it helps anyone in a content role to think more operationally too, whether that’s putting a value on the content, or prioritising content creation. My copy was given to me for my first content design role, and is full of bookmarked pages I’ve returned to many times since!
In this essential guide, Meghan Casey outlines a step-by-step approach for doing content strategy, from planning and creating your content to delivering and managing it. Armed with this book, you can confidently tackle difficult activities like telling your boss or client what's wrong with their content, getting the budget to do content work, and aligning stakeholders on a common vision. Reading The Content Strategy Toolkit is like having your own personal consulting firm on retainer with a complete array of tools and tips for every challenge you'll face. In this practical and relevant guide, you'll learn how to: Identify problems…
One remarkable leader I've studied, Bob Davids, said that the greatest scarcity in the world is not oil or food but leadership. For two decades, I've been on a quest to uncover the essence of a transformational leader, someone who cultivates an environment where employees' needs are so well-addressed that they are eager to show up and give their best every day. This journey led me to study hundreds of leaders and books, all serving as the foundation for my thoughts and writings. I trust that these books will kickstart your own journey. Mine has guided me to play a pivotal role in the corporate liberation movement, involving hundreds of leaders who have transformed their organizations.
This is the most impertinent yet constructive book on leadership I’ve ever read (and I've read many with one of these qualities, but none with both).
It’s written by the former CEO of AVIS, who led a radical transformation of its organizational culture, resulting in unmatched performance. First published in 1970, it quickly became the NY Times N°1 bestseller. Its commemorative 2007 edition is adorned with even more gems, including a nine-page segment that earns you a PhD in Leadership.
It starts with, “To hell with centralized strategic planning. If you don’t have a good leader, it’s all nothing; just a bunch of papers flying around.” Enjoy!
Although it was first published more than thirty-five years ago, Up the Organization continues to top the lists of best business books by groups as diverse as the American Management Association, Strategy + Business (Booz Allen Hamilton), and The Wharton Center for Leadership and Change Management. 1-800-CEO-READ ranks Townsend's bestseller first among eighty books that "every manager must read."
This commemorative edition offers a new generation the benefit of Robert Townsend's timeless wisdom as well as reflections on his work and life by those who knew and worked with him. This groundbreaking book continues to remind us not to get…
My areas of expertise are museum management and arts administration. More specifically, I study structures of arts organizations and how they are connected or disconnected to their communities and larger societies using the systems theory and concept of mutual causality. In the process, I point out where the systems (i.e., museums) become stagnant and find a leverage point to address that stagnation by bringing in new input and different ways of thinking about the culture and structure of the organization. In most of my research, I try to find blindspots of following or doing “what was just there (i.e., status quo)” instead of evaluating what it did and how it can be improved.
This book introduces a problem of cultural overtourism, too many people visiting museums and historical sites to the point they are extremely overcrowded and often damaging to the sites. Frey suggests, instead of limiting people coming to these sites, expand the demand side by providing more sites that are exact replicas of them through “Revised Originals.” This book helps readers rethink the status quo of cultural heritage tourism and how it can be reimagined to preserve important historical sites all over the world and generate user experiences that are not crowded but transformative. It’s a completely different way to think about what is authentic and what it means to experience it.
Cultural Overtourism is a comparatively new term, and refers to historical sites, museums and places that are extremely crowded by tourists; hence, a type of tourism that has negative effects on both the cultural sites and the people who live there. This problem has sparked more and more protests. Accordingly, many cultural institutions and cities are now taking measures to limit the flow of tourists.
In this book, Bruno S. Frey - a renowned and frequently cited economist - suggests, on the contrary, an extension of the supply of cultural sites in the form of "Revived Originals". By this he…
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