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An insightful and practical new guide to how sustainable people management works in today's global economy, with guidance on how to transform the way your organization recruits, hires, upskills, and retains its people In Work Different: 10 Truths for Winning in the People Age, a team of business experts and workforce advisors give an incisive take on the staffing challenges facing leaders in the modern global economy. The book reveals how executives and decision makers can adapt their people agenda for shifts in labor models and employee sentiment. You'll look ahead to what's next and learn how to weave sustainability and resilience into your business priorities and make real progress on profits, people, and the planet. You'll also discover: How generative AI and labor trends will converge to put a premium on agile organizations How to understand what people really want from the organizations they're employed by: The Lifestyle Contract How you can build a culture that transcends structures and walls, and places skills at the heart of change How stakeholder capitalism and ESG are drawing a new roadmap for success An indispensable resource for executives, managers, board members, human resources professionals, and other business leaders, Work Different: 10 Truths for Winning in the People Age is the no-nonsense, hands-on people management blueprint that you've been waiting for.

„Die Autoren zeigen, wie neue Arbeitsweisen für zufriedenere Mitarbeitende und leistungsstärkere Unternehmen sorgen können – und liefern die Anleitung dafür gleich mit.“Prof. Dr. Tobias Dauth, HHL Leipzig Graduate School of Management„Ein wichtiger und verständlicher Beitrag zur Entmystifizierung von New Work – theoretisch und praktisch.“Alexandra Heinrichs, Head of Global Talent, Unilever „Der Reisebegleiter, der den Weg zu New Work konkretisiert und erfolgreich macht!“Christine Gaida, Aufsichtsrätin & Leiterin Kundenbetreuung, ING DeutschlandMit sanfter Veränderung zu radikaler Verbesserung Wissenschaft und Praxis sind sich einig: Die Zufriedenheit der Mitarbeitenden ist in der heutigen Zeit einer der wichtigsten Stellhebel für den Unternehmenserfolg. Kein Wunder also, dass New Work auf keiner ernstzunehmenden Management-Agenda mehr fehlen darf. Doch nachhaltig erfolgreich mit New Work sind nur die wenigsten Unternehmen. Denn dafür bedarf es eines strukturierten, strategischen Vorgehens, um mit gezielten New Work-Instrumenten die individuellen Bedürfnisse der Mitarbeitenden und gleichzeitig die Ziele des Unternehmens zu erfüllen.Eine Schritt-für-Schritt-Anleitung zu mehr Unternehmenserfolg und Mitarbeiterzufriedenheit Mit über 15 Erfolgsbeispielen aus der Praxis und 36 konkret einsetzbaren Tools zeigt dieses Buch einen systematischen Prozess von der Identifikation der Handlungsfelder (New Work-Audit) und der Erarbeitung passender New Work-Instrumente bis zu deren Umsetzung und Skalierung im Unternehmen auf. Die wissenschaftlich fundierte und praxiserprobte 7x7-Methodik führt dabei in je 7 Schritten durch die 7 möglichen Handlungsfelder von New Work – und bringt die Anliegen der Mitarbeitenden und des Managements zusammen. Denn nur mit einer sanften Veränderung, die die Mitarbeitenden mitnimmt, können auch nachhaltig radikale Verbesserungen erwirkt werden. Die Autorinnen und AutorenKerstin Dämon hat an der Kölner Journalistenschule für Politik und Wirtschaft ihr Handwerk gelernt. Von 2011 bis 2018 berichtete sie im Online-Ressort der WirtschaftsWoche über Management- und Digitalisierungsthemen. Anschließend wechselte sie zu innogy, wo sie unter anderem in der HR- und Change-Kommunikation aktiv war. Mittlerweile ist sie Referentin für digitale Kommunikation bei der VDV eTicket Service GmbH und engagiert sich für mehr Sichtbarkeit von Frauen in der Mobilitätsbranche.Saskia Eversloh ist ausgebildete Journalistin, Kommunikations- und Wirtschafts-wissenschaftlerin (M.A./MBA) sowie Trainerin, Coach und Autorin (New Work: Knigge reloaded, Sonderband Zukunft der Arbeit, Kolumne New Work Insights etc.). Sie unterstützt Unternehmen und Behörden beratend und operativ bei New Work-Strategieentwicklung, Pilot-Projektierung und Veränderungskommunikation sowie bei interaktiven Mitarbeiter-beteiligungsformaten und mentalem Wandel.Lucas Sauberschwarz ist Geschäftsführer der Managementberatung venture.idea und Direktor des Center for Innovation am SGMI Management Institut St. Gallen, Schweiz.Lysander Weiß ist Partner der Managementberatung venture.idea, Researcher an der HHL Leipzig Graduate School of Management und Dozent für strategisches Management und Unternehmertum.

An inspirational, practical, and research-based guide for standing up and speaking out skillfully at work.Have you ever wanted to disagree with your boss? Speak up about your company's lack of diversity or unequal pay practices? Make a tough decision you knew would be unpopular?We all have opportunities to be courageous at work. But since courage requires risk&#8212to our reputations, our social standing, and, in some cases, our jobs&#8212we often fail to act, which leaves us feeling powerless and regretful for not doing what we know is right. There's a better way to handle these crucial moments&#8212and Choosing Courage provides the moral imperative and research-based tactics to help you become more competently courageous at work.Doing for courage what Angela Duckworth has done for grit and Brene Brown for vulnerability, Jim Detert, the world's foremost expert on workplace courage, explains that courage isn't a character trait that only a few possess; it's a virtue developed through practice. And with the right attitude and approach, you can learn to hone it like any other skill and incorporate it into your everyday life.Full of stories of ordinary people who've acted courageously, Choosing Courage will give you a fresh perspective on the power of voicing your authentic ideas and opinions. Whether you're looking to make a mark, stay true to your values, act with more integrity, or simply grow as a professional, this is the guide you need to achieve greater impact at work.

„New Work? Brauchen wir!“ hört man heute viele Entscheider•innen in Unternehmen sagen. Daraufhin werden Kickertische angeschafft und Obst „for free“ im Büro angeboten oder gar ganze Führungsebenen von heute auf morgen abgeschafft. Doch vielen Unternehmen ist bereits bewusst, dass diese Schritte nicht ausreichen, um Mitarbeiter•innen im Sinne von New Work zu motivieren, zu rekrutieren und an das Unternehmen zu binden.Doch welche Maßnahmen helfen tatsächlich dabei, eine New-Work-Kultur im Unternehmen zu etablieren? Muss für jede Generation und Arbeitnehmergruppe wie Eltern und Pflegend Beschäftigte ein eigenes, ressourcenaufwendiges Maßnahmenpaket geschnürt werden?Dieser Frage geht die Autorin in diesem Buch nach. Sie stellt in einem ersten Schritt einen Vergleich zwischen der initialen Bedeutung und der heutigen Nutzung des Begriffes New Work her. Anhand von Studienergebnissen von 1200 Proband•innen im Alter zwischen 14 und 69 Jahren wird in einem zweiten Schritt erläutert, welche überschneidenden Bedürfnisse die Generationen Z, Y, X und Babyboomer sowie Eltern und Pflegend Beschäftigte in Bezug auf New Work wirklich haben und wie Unternehmen diese Gemeinsamkeiten zwischen den einzelnen Gruppen für sich nutzen können, um smarte Investitionsentscheidungen zu treffen. Interviews aus dem Praxisalltag mit Entscheider•innen aus Unternehmen sowie Expert•innen geben einen Einblick in die bisherigen New-Work-Umsetzungen und wohin die New-Work-Reise noch gehen wird.

Nowadays, work is all about relationships Getting things done depends on getting along. And when relationships are difficult, it's not just our work that suffers: it's often our health and wellbeing too. Making Relationships Work at Work is the first book to cover comprehensively all the main components of building and maintaining great relationships at work. Based on 50 years'experience of working with a wide variety of organisations, teams and individuals and packed with practical strategies, tips and tools for making work relationships work better, it will not only help you to become more effective with less stress, but also to enjoy your working life more.

What does it mean to lead with vision?From LinkedIn Learning Expert, Bonnie Hagemann comes the first book devoted entirely to vision as a key leadership principle. Hagemann and her co-authors delve deeply into the notion that a compelling vision that motivates and inspires is a differentiator for organizations that want to hire and retain talent, be more competitive, and thrive in uncertain times. But a compelling vision on its own is not enough, which is why the authors, sought-after leadership development experts globally, provide readers with detailed analysis of the essential things leaders must do to effectively engage the workforce around that vision: embody courage, forge clarity, build connectedness, and shape culture.Leading with Vision draws on quantitative data from the authors'research of over 400 companies supplemented with real-world examples from thoughtful leaders who exemplify the core principles of leading with vision in established companies, including: Olukai, Bumble Bee, Coresystems, Jimbo's, Bunge, and more. The book also includes an actionable blueprint developed by the authors that leaders and their organizations can implement on day one of their journey.

Offering a critical assessment of the main conceptual debates concerning labour management partnership and cooperation at the workplace, this book evaluates the search for positive employment relations in five countries. The provision of collective employee representation, normally through trade unions, is central to most definitions of labour management partnership, and the aim is to develop collaborative relationships between unions, employers and employee representatives for the benefit all parties. While traditionally associated with employment relations in the coordinated market economies of the continental European nations, partnership approaches have attracted increasing attention in recent decades in the liberal market economies of the UK, Ireland, USA, Australia and New Zealand. Developing Positive Employment Relations assesses the conceptual debates, reviews the employment relations context in each of these countries, and provides workplace case studies of thedynamics of partnership at the enterprise level.

Humans are weird! They can be emotional, irrational and often unpredictable, yet as their manager, it is your job to get the best out of them. In fact they are often the key to your success. Sadly, humans do not come with an instruction manual which lists their technical specifications. Human Nature by Greg Clydesdale is based on the premise that the key to good management is understanding human nature and interpersonal relations. But what is human nature? Greg argues that even where human nature is addressed at a conceptual level; the link between theory and what actually happens in the workplace is usually weak and often fails to recognize that social ability is probably the defining aspect. It is his intense focus on human nature and the link between a theoretical understanding of it and what actually happens in the workplace that makes this book so valuable. Throughout the book, you see how managers must constantly make balancing acts between conflicting forces that exist at any given time. But the essential message is:'If you want to make the World a better place, focus on being a better manager to your staff'. To help with this you will find an elaboration theory-based approach, in which a basic model is provided, and then elaborated on with examples from the work-place. The model consists of twenty human characteristics placed in three categories - emotion, motivation and cognition. These characteristics are then linked to what managers have to do in the workplace.

Individual leaders can have a significant amount of influence over the development of organizational talent. One of the simplest yet most effective ways to develop others is the talent conversation-a way of building on relationships that are based on rapport, collaboration, and mutual commitment in order to help the individuals you lead improve performance, focus development, and reach positive outcomes. Learn how to prepare for and facilitate effective talent conversations by using the Center for Creative Leadership's development framework of assessment, challenge, and support.

When 91-year-old legendary management guru Martin Levin decided to adopt a dog by the name of Angel, he thought he was in for an interesting experience, yet not a challenging one. It didn't take long for him to learn that he was wrong. Very wrong. Following one of the guiding mantras of his life to never stop learning, Levin found that each day with his dog brought new insights. Through interacting with Angel, he began to recall some personal adventures that added to this insight. And as it turned out, his journey led him toward realizing the Four Golden Rules of Management: Rule 1: Trust and Leadership Rule 2: Communication Rule 3: Problem Solving and Decision Making Rule 4: Perseverance In the end, Levin found that his Four Golden Rules of Management were so simple that even Angel understood them. Thus, if a manager can develop trust, it will lead to corporate excellence, provided he or she is able to communicate effectively, make the right strategic decisions, and, above all, persevere. Levin's book is one to entertain, inspire, and educate business executives (and dog lovers).

Psychopaths are little understood outside of the criminal image. However, as the recent global financial crisis highlighted, the behavior of a small group of managers can potentially bring down the entire western system of business. This book investigates who they are, why they do what they do and what the consequences of their presence are.

Individual leaders can have a significant amount of influence over the development of organizational talent. One of the simplest yet most effective ways to develop others is the talent conversation - a way of building on relationships that are based on rapport, collaboration, and mutual commitment in order to help the individuals you lead improve performance, focus development, and reach positive outcomes. Learn how to prepare for and facilitate effective talent conversations by using the Center for Creative Leadership's development framework of assessment, challenge, and support.

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Performance at all costs, productivity without regard to consequences, and a competitive work environment: these are the ethical factors discussed in The Anatomy of Ethical Leadership, which highlights issues in workplace culture while looking into a brighter future for labour ethics. Langlois maintains that an enhanced awareness of the process of ethical decision making in difficult situations will lead to the establishment of practices that encourage productive relationships between co-workers. Will the twenty-first century be marked as an era leading to a healthier work environment? The Anatomy of Ethical Leadership aims to serve those in human resource management and those concerned with practical work ethic.

A highly practical and insightful book; it will help you to perform more effectively in a workplace which requires you to function effectively in predominantly adversarial relationships. Whether you work for a small, medium or large organization this book will enable you to get things done effectively in prevailingly oppositional relationships.

This is the eBook version of the printed book. This Element is an excerpt from Do the Right Thing: How Dedicated Employees Create Loyal Customers and Large Profits (9780132343343) by James F. Parker. Available in print and digital formats. Why teamwork across organizational boundaries is even more important than you realize--and how you can promote it. The term Jody Hoffer Gittell used to describe Southwest's greatest competitive advantage, “relational coordination,” is basically an academic term for teamwork. In other words, people work across functional lines to achieve common goals. Through field research and statistical analysis, Gittel demonstrated that such teamwork is not just an organizational nicety--it produces a dramatic difference in performance....

This is the eBook version of the printed book. This Element is an excerpt from Do the Right Thing: How Dedicated Employees Create Loyal Customers and Large Profits (9780132343343) by James F. Parker. Available in print and digital formats. How to get employees to think like owners (stock helps, but it's just part of the story--here's the whole story). The first year Southwest made a profit, in 1973, it celebrated by creating the airline industry's first employee profit-sharing plan. From a modest beginning, the plan's value has grown to about $2 billion. Southwest employees, as a group, are probably the airline's largest single shareholder: they don't just think like owners; they actually are owners....

This Element is an excerpt from Do the Right Thing: How Dedicated Employees Create Loyal Customers and Large Profits (9780132343343) by James F. Parker. Available in print and digital formats. Your employees'wild ideas: they're one of your greatest resources for business transformation! Not everything has already been invented. Not every great idea has already occurred. Not every valuable innovation has already been implemented. Nobody knows everything there is to know. The world advances through change and new ideas. Will R&D tell us when to change and how? Perhaps, but it's likely our employees and customers will tell us first--if we just listen....