100 books like Transforming International Institutions

The book theorizes international diplomats’ social capital as a reflection of their country’s positions in international hierarchies and, to a lesser extent, their individual experience and skill. It focuses, among other examples, on the debates on the reform of the UN Security Council that take place in the UN General Assembly. 

Pouliot offers a compelling account of the privileges that the permanent members of the UN Security Council enjoy that extend beyond veto powers, such as the mastery of the Council procedures that come with a permanent seat. The book suggests that besides institutional privileges, countries can also accumulate capital at the UN by providing voluntary funding or contributing peacekeepers.

The UN’s failure to prevent or stop the 1994 genocide in Rwanda is one of the darkest episodes in the organization’s history. Salton locates some of the responsibility for this failure in the inter-departmental rivalries within the UN Secretariat, in particular, between the Department of Peacekeeping Operations and the Department of Political Affairs. 

Based on the memoirs of Marrack Goulding, a Briton who served as the first head of the Department of Peacekeeping Operations when it was created in 1992, the book sheds light on member states’ interference in the UN’s work. It also explores tensions between UN headquarters in New York and the leadership of the UN peacekeeping operation in Rwanda, as well as between the diplomatic and military leadership in the operation itself. Imprecise responsibilities, unclear lines of command, competing priorities, and personal jealousies contributed to the 1994 tragedy. 

The UN peacekeeping operation in the Democratic Republic of Congo, deployed in 1999 and still ongoing, has an annual budget of 1.13 billion dollars. It has over 16,000 military and police personnel and nearly 3,000 civilian specialists. Although it is preparing to withdraw, its duration, scale, and significance make it a fascinating case study of the UN’s work on the ground. 

Buitelaar’s book examines how the UN operates by zooming in on its cooperation with other international institutions—in this case, the International Criminal Court (ICC). Drawing on interviews with senior mission officials, the book convincingly demonstrates that individuals matter at the UN. Mission leadership’s decisions shaped whether and how peacekeepers supported the ICC’s work in an environment characterized by the US’ ambivalent attitude towards the court.

The UN is more than just the General Assembly, the Security Council, and the Secretariat with its mediation and peacekeeping missions. The broader “UN Family of Organizations” includes agencies like the UN Educational, Scientific and Cultural Organization (UNESCO), international financial institutions like the International Monetary Fund (IMF), and programs like the World Food Programme (WFP). 

Hall’s book focuses on three entities that are part of the UN system: the UN Refugee Agency (UNHCR), the UN Development Programme (UNDP), and the International Organization for Migration (IOM). Her book analyses whether, when, and how international bureaucrats decide to expand their organizations’ work into new areas. As a result, organisations initially focused on refugee protection (UNHCR), development (UNDP), and migration management (IOM) have ended up addressing the issue of climate change.

“I hear people say we have to stop and debate globalization. You might as well debate whether autumn should follow summer.”

In 2005, Tony Blair told his party that a new, free-market, globalized form of capitalism was inevitable. Filipino theorist, activists and later politician Walden Bello begged to differ. He believed globalization was a political choice, and one that suited Western elites and their multinational corporations, at the expense of the mass of humanity.

In Deglobalization, Bello sets out to show how things could be different, imagining a more diverse international economy centred on the principle of being as democratic as possible.

This book is a guide to surviving an existential crisis – what Grove calls a Strategic Inflection Point – when your business is subjected to one or more of six external forces, which, if powerful enough, could destroy the business.  Some of them are obvious – competitors, regulators, customers, vendors – but others more esoteric, like “the possibility your business could be done a different way”, what today we would call being disrupted.  I read it in 2015, when the company I run, FINCA International, was facing five of these six forces, each of which clobbered us with a 10x force compared to the first three decades of our existence, when competition was weak and most external forces enabled our success. How does a CEO respond to this challenge?  Grove’s answer is summarized in the title: remain in a permanent state of dread, which to outsiders might appear on the… show more.

So many insights for leaders in one book and they are summarized one after one.

The power of connecting is stressed over and over. Diversity of teams tops the expertise of individuals. The power of investing in the soft edge (people). This book is a must-read for anyone wanting to lead others.

I believe that good leadership is all about being able to manage change and transformation. This book added to my knowledge on managing change. It helped me to understand empathy and learn to understand and master the emotions of those who stand in the way of change. Ms. Duck goes through each step of a workplace transformation and describes strategies to successfully navigate through the process.

Humanocracy addresses perhaps the biggest opportunity for value creation at scale, i.e., transitioning large command-and-control corporations to flatter organizations.

What I like most is the combination of rigorous thinking, plain language, and company stories illustrating the worldwide movement to purge bureaucracy. I have personally studied one of the companies spotlighted, the preeminent steel manufacturer Nucor. Four layers of management from the CEO to those working in the steel plants.

The authors understand what makes Nucor excel (page 82): “True to the spirit of humanocracy, Nucor’s model isn’t about pushing employees to do more, but giving them the opportunity to be more—more than blue collar workers, more than order takers, more than mere operators, more than employees… every job can be a good job.”  

Accelerating projects and completing more projects per year is existential for almost every company. The economic and financial leverage is enormous if, for example, 20% or 50% more projects can be completed per year—without significantly increasing operating costs. Nevertheless, it has happened time and again that there were so many construction sites in the company that it was not at all clear why accelerating the project portfolio should be given the highest priority. Kotter's book provided me with key insights that my colleagues and I were able to implement immediately. With success!