Professional Resources Books

Every company has those take-them-or-leave-them dead end employees - but then there are those employees who are truly special, and who make the company run as it should. "Love 'Em Or Lose 'Em: Getting Good People to Stay" is a guide for managers to making sure they keep these star employees happy and productive, so one's company can stay happy and productive. With countless tips to keeping the cream of the crop producing for your crop, "Love 'Em Or Lose 'Em: Getting Good People to Stay" is an essential read for any manager and for community library business collections.

Well worth the purchase. In addition to sound "theory" provides very practical application. If you subscribe to the concept that BEING BRILLIANT AT THE BASICS will get you to the next level, this books is clearly for you. We bought one for all our HR Managers around the country whereby they can utilize the practical application ideas as bet fit their facility.

As a busy professional, it's easy to fall into the trap of tending to the task and not so much the relationship. This book brings me back to that important balance. Chapter six, "Family", was extremely useful and helped me understand that employees have needs that, many times, surpass their pay check. I was better able to work with an employee who had special family needs. This book is filled with practical, relevant, and usable advice on keeping employees engaged. This book is an essential read for leaders today. If you care about developing your people you will understand them better after reading LOVE 'EM or LOSE 'EM.

In any economy, the ability for managers to engage talent is a mainstay, yet few know how to do it. Love 'Em or Lose 'Em teaches `em how. It is practical and down-to-earth, providing leaders, at all levels, ideas which they can implement TODAY. This quick read is chalk full of anecdotes and suggestions that are low to no cost, leaving managers with no more excuses. More business books should take their cue from Love `Em - no wading through troves of mind-numbing theory. It is friendly, approachable, and to the point.
Debra Bogowitz, Accelerated HR Solutions Group

Unlike the hundreds of management books out there that can be rather philosophical and academic on how to create a productive work environment (with many of the concepts capable of being covered in three, not three hundred, pages), this book focuses on 26 strategies with countless practical actions under each strategy that a manager can take to make the work environment (read: "people") highly productive.

Best yet, the authors' strategies for employee engagement and subsequent retention don't cost big bucks to implement. And if you haven't figured out how much payroll dollars you lose by disengaged employees who ultimately leave, you're missing a big chance at improving your bottom line.

If there was ever a phenomenal return for money spent, it's in implementing Love 'Em or Lose 'Em's s6 strategies. But that means you have to first invest in the book! Buy it!

I have 10 years experience in managing consulting company. When I red just first chapters of this book I immediatelly have started to implement some ideas described there and it gave greate results!
No matter if you plan to start new business or you are mature partner with many years of experiane in professional services business - this book is a must and greate reading. Enjoy!

I have used this book to implement many new processes into my business. This sits in my bag or on my desk all the time. It's a great resource.

This book is worth its weight in gold. Well written, great ideas, very helpful for anyone involved in or starting a consulting firm.

We build websites and I wanted to learn more about how professional service firms operate since its basically the same thing (lawyers, accountants, engineers, website programmers, etc). The book helped me realize an important maxim to a service firm:

Success = Perception - Expectation.

If the client perceives they received something better than they expected, they will be happy. This is the key to client service; managing their expectations. While obviously quality, timeline, cost, etc. are all important, in the end they only matter if the client is happy.

The book covers many different usable ideas to manage clients better.

I expected that this book would be interesting to read, but the reality was even better than my expectations. The book provides very specific "how-to" recommendations for managing PSF. Thank you!

what a fascinating book! unfortunately it is littered with typographical errors which are REALLY irritating. examples: "The stem brain or gator brain processes and teacts to sensory input(p. 21)"..."Nothing is perfect. The word is full of things we can do better(p.7)."..."As Nicholas Negoponte, the founder of the Massachusetts Institute of Technology's Media Lab, has written...(p.43)"

such a shame. if there is ever a second printing, perhaps these and other unnecessary errors can be corrected.

Tim Hurson explains that the premise of this book "is that success in our business, professional, and personal lives is less a matter of what we know than of how we think. If we can develop the thinking skills to generate more options and then evaluate those options more effectively, we can all live richer, fuller lives - and so can the people around us." The focus of the this book is on the thinkx Productive Thinking Model (PTM), developed by Hurson and his colleagues after rigorously evaluating a number of other methodologies that include the Creative Problem Solving Process (CPS) and Integrated Definition (IDEF).

There seems to be greater emphasis on improving problem solving than on improving any other function of better thinking (e.g. generation, evaluation, and selection of innovative ideas), although the PTM process consists of six interlocking steps that can help to achieve a variety of objectives. Each step includes a variety of tools and techniques that Hurson explains, citing relevant real-world examples throughout his narrative to illustrate how various companies have used the PTM. Hurson devotes a separate chapter to each step.

For example, Step One responds to the question "What's Going On" and requires a situation analysis. Here are some issues to address at the stage of the process:

1. "What's the Itch?" (i.e. problem to be solved, question to be answered)
2. "What's the Impact?" (i.e. pay-off, benefits, improvements)
3. "What's the Information?" (i.e. what is currently known about the situation)
4. "Who's Involved?" (i.e. Who are the stakeholders? Who else will be affected?)
5. "What's the Vision [or "Target Future]?" (i.e. ultimate objective as well as its implications and consequences)

In Chapter 13, Hurson recaps the Productive Thinking Model (PTM) and offers a number of observations and suggestions to those who are considering use of this model as well as those who have made it commitment to it and are now engaged in the difficult but necessary processing of making appropriate modifications of it to accommodate the needs, resources, and objectives of their own organization. Then in Chapter 14, Hurson suggests four essential criteria for developing productive thinking skills and embedding productive thinking in organizational cultures.

In this final chapter, he also asserts that -- as practiced in much of corporate America -- training "is an astonishing waste of resources" when there is no follow-through on front-end training to embed and then strengthen even more the skills taught. In fact, the word "training" has lost its meaning because it is now more commonly used to refer to information transfer rather than skill development. "Hurson prefers the word "entraining." Why? "In chemistry, to entrain means to trap suspended particles in a solution and carry them along. This concept is an apt metaphor for skill development...Entraining results in a new and different workflow. Keeping those new skill particles suspended in your workflow requires the forging of new synaptic connections, new neural pathways."

Hurson includes an especially apt quotation that I now use also when concluding this review:

"In theory there's no difference between theory and practice. In practice there is." Yogi Berra

* * * * *

Those who share my high regard for this book are urged to check out Tom Kelley's discussion of how IDEO conducts brainstorming sessions in his two books, The Art of Innovation and The Ten Faces of Innovation. I also recommend two of Henry Chesbrough's books, Open Innovation and Open Business Models, as well as John Medina's Brain Rules, Howard Gardner's Five Minds for the Future, and Creativity in Business co-authored by Michael Ray and Rochelle Myers. Those feeling especially frisky and convinced they are up to the intellectual challenge are encouraged to consider reading Gerald Edelman's Bright Air, Brilliant Fire and Albert Borgmann's Holding On to Reality. Most of these books are available in a paperback edition.

I was introduced to the book recently, with the author presenting at the local public library. Over 100 people showed up from all walks of life, and all seemed to have benefited from the approach he takes on creativity.

The book is an excellent guide on how to change your critical thinking processes into creative thinking processes.

His work even helps deal with stressful issues- you shortly find new ways to tackle problems - and sometimes even find new opportunities. I recommend this book to anyone who is ready to realize the importance of creative action in their lives.

Think Better: An Innovator's Guide to Productive Thinking

This book is based on the outstanding premise that how we think is more important than what we know. Tim explains why thinking skills are likely to be even more important in the rapidly changing future. The book then expands on exactly what productive thinking is and why we need to do it! Although initially based on the proven concepts of the Osborne Parnes Creative Problem Solving Model, Productive Thinking takes the ideas of divergent and convergent thinking, and together with an excellent choice of thinking tools and techniques, weaves them together in the 6 step Productive Thinking Model. Elegant in design, thoroughly researched and proven in practice. An easy to read and very informative piece of work. Well done Tim.

Ken Wall - Australia

Thinking is intuitive. Thinking is common sense. Thinking is hard wired into humans. If all this is true, more people would put common sense into common action. It's not the case, though is it?.

When one understands, one can make decisions more easily, more quickly and more correctly. Tim Hurson's book whacks it out of the park so well, we purchased 150 copies for clients and will follow up with them to make sure they read it and, well "Think Better" to dramatically improve their business.

As Tim writes on page 10 of his must read book, "The ability to think better will soon become the most significant competitive advantage companies and individuals can claims. Thinking better is what it's all about."

Our company trains insurance agents (Throw the eggs now) to help their employer clients better understand what they pay so dearly for. The word insurance seems to connote the worst images...an intangible concept that is difficult to understand, costs too much and does not perform when one needs it.

Page 88-Perceive a problem. Pick a solution. Do something. Finding the real problem to create broader solutions takes training. Tim shows one how to analyze properly, find the solution and implement. Not only is one step difficult for too many business people, but putting all three into action, is almost impossible for most. Isn't the goal to at least beat Paretto's 80-20 principle?

The insurance business is replete with "This is how it's always been done. This is the way to do it now." If readers will follow Tim's Productive Thinking Model framework, it will help them think better, think more effectively, and think more powerfully. We'll finally hear no more "This is how it's always been done."

Makes sense to us. It will to you also.

The Dream Manager is a remarkable book. It is simple and powerful. The book presents one idea: if you are looking for engaged relationships with people, find out what people are dreaming about and assist in making these dreams possible. This applies to yourself as well, to become more engaged yourself, state your own dreams and work to make them possible.

The first part of book is written as a story about a company that develops a program for making the dreams of their employees come true. It shows the steps taken, the obstacles, real and mental, and how to overcome them and the benefits of the program. The format of a story makes for an easy, short and interesting read. The second provides resources to start working on realizing your own dreams and those of others.

This book is a quick read that motivates anyone to manage, lead, and live at a greater dimension. Engaging the workplace and those around you is a wonderful gift and sharing true compassion & good will to see others dream come to pass it what AMAZING leadership is all about. Thank you for challenging us to think better so that we can lead better. Awesome book!!!

The Dream Manager offers some keen insights into how we may take control our own dreams & aspirations while assisting employees, family & friends realize & accomplish theirs as well. Our dreams can & should be our motivating force. Its critical that we have dreams & persue them.
Matthew Kelly is a gifted, understandable author & speaker.

This is one of the best business concepts that I have ever heard. This book is a must own for everyone, but especially for business owners. The wealthy already understand this simple (yet profound) premise. What are you waiting on?

-ski

Being in a management position, I thought the book was supposed to teach me how to be the dream manager. I soon found out that it is much better than I expected. It teaches you to start dreaming again. The reason why people are so miserable at work is because they do not feel that they make a difference. I live and breathe this philosophy now at work and in my personal life. The 12 areas that we can dream guide you toward your personal achievements. I am forever changed in the best way possible. A must read for all.

A great quick guide on drug information, perhaps, the best one. Full monographs of almost all of the drugs, including interactions. Much necessary to the pharmacists and other health professionals.

Excellent, concise, just the facts, ma'am, and easy to look up just what you need. Why wade through the Physicians Desk Reference when this handy gem has all that you really desire in drug information, presented efficiently by pharmacists. Boils it down to the facts. 2-3 pages per medication, in table form often. Once you buy this book, you'll ditch the PDR. Guaranteed.

this is a great resource. as a pharmacist, I use this quite often for basic questions.

The charts in the back are very comprehensive and useful; the drug monographs are very up-to-date and accurate.

Lexi-Comp's Drug Information Handbook is the bomb. No nagging adds like the PDR; just the facts, ma'am. More eye friendly than previous editions, and still packed with about a gillion tables in the appendix. Drug names are now in red. This is the cat's meow; I probably use it once a day in patient care. Shipping and price are much better through Amazon than through the publisher.

How could Southwest Airlines achieve 23 consecutive years of record revenues and profits while other airlines were hemorrhaging red ink? How could GE produce refrigerator compressors at a cost substantially less than its foreign competitors, despite an unfavorable cost differential of $15 an hour? This fascinating book suggests an answer.

In 1996, authors Bill Catlette and Richard Hadden noticed that every single one of the top 15 companies listed in Fortune's "Most Admired Corporations" were also widely recognized as exceptional places to work! Hmmmm.... Catlette and Hadden conducted a study of such companies over a ten year period, with interesting results: Compared to their top competitors, the "Contented Cow" companies consistently enjoyed big financial gains in every important way--productivity, revenues, and growth.

The book is not without its flaws. For example, Wal-Mart is listed as one of the "Contented Cow" companies--a designation that Barbara Ehrenreich's Nickel and Dimed: On (Not) Getting By in America certainly puts the lie to. Still, CONTENTED COWS makes a strong case for the connection between sound human resource management and successful financial management--a connection far more direct than many managers think. So in my opinion this book is highly relevant for today's globalized-and-outsourced Corporate America.

Doni Tamblyn is author of Laugh and Learn: 95 Ways to Use Humor for More Effective Teaching and Training and The Big Book of Humorous Training Games (Big Book of Business Games Series)

Don't be deterred by the title (initially I was) because it is appropriate to the authors' purposes in their essentially serious analysis of why only some companies sustain market supremacy and profitability...and why the others don't. Years ago, Jack Welch (then CEO of GE, one of the six companies featured in this book) explained why he admires entrepreneurial companies:

"For one, they communicate better. Without the din and prattle of bureaucracy, people listen as well as talk; and since there are fewer of them they generally know and understand each other. Second, small companies move faster. They know the penalties for hesitation in the marketplace. Third, in small companies, with fewer layers and less camouflage, the leaders show up very clearly on the screen. Their performance and its impact are clear to everyone. And, finally, smaller companies waste less. They spend less time in endless reviews and approvals and politics and paper drills. They have fewer people; therefore they can only do the important things. Their people are free to direct their energy and attention toward the marketplace rather than fighting bureaucracy."

These remarks are directly relevant to the key points which Catlette and Hadden make in this book. It is no coincidence that the most highly admired companies (i.e. those for whom employees of their competitor companies prefer to work) are also the most profitable as they dominant their respective marketplaces. They include FedEx, GE, Hewlett-Packard, Southwest Airlines, 3M, and Wal-Mart. Revealingly, each of these six was founded by entrepreneurs and each has since retained its entrepreneurial spirit. They are among the "Contented Cows" which have outgrown the "Common Cows" (e.g. Consolidated Freightways, General Motors, Texas Instruments, United Airlines, Xerox, and Sears) by a margin of roughly four to one. Catlette and Hadden explain why.

At one point in their book, they assert that "just as productive employees are not always satisfied, satisfied employees are not always productive." A "Contented Cow" company offers generous employee benefits, including those which address personal needs. For example, EDS has a car repair facility, bank, store, day care center, and dry cleaners on-site. However, a "Contented Cow" company also has leaders (at all levels) who recognize the importance to their employees of meaningful work to do, high standards to which everyone is held accountable (a "level playing field"), a clear sense of purpose and direction, feeling appreciated, and finally, meaningful opportunities for professional growth.

There is a "Summary" at the conclusion of each of the 14 chapters. These lists of key points will be invaluable to those who may wish to re-read the book (all or in part) as they attempt to formulate strategies and tactics to transform their own organization into a "Contented Cow." I hasten to add that these key points are relevant to ALL organizations regardless of their size or nature. "To become Contented Cows. companies must realize that just as they have choices, their employees (particularly the better, more skilled ones) do so. The new rules of the game have been set, and now it's only a matter of time before everyone learns how to play, and play it to their advantage." Quite true. Contented employees should never become complacent employees. I am among those who believe that great leaders inspire rather than motivate others: they activate in them what is, in fact, self-motivation. Davenport and Beck address this in The Attention Economy, correctly suggesting that there is a form of ADD in the business world which has serious, indeed profound implications for managers at the executive level.

Decision-makers in "Contented Cow" companies understand full well what will attract the attention of those for whom they are responsible. The challenge is to involve and then engage them productively and enthusiastically, indeed passionately in the given enterprise. Only if and when they are can the nature and extent of relationships with customers ensure sustainable profitability. Those who share my high regard for this book are urged to check out David Maister's Practice What You Preach. His key point, with which Catlette and Hadden obviously agree, is that individuals as well as organizations must have impeccable integrity. "Contented Cow" companies are nothing more and nothing less than human communities within which such values are constantly affirmed, not merely in word but in deed.

We are using this wonderful book as a tool for understanding why companies are successful. As future investors and entrepreneurs this book will always be our guide. Want to know how and why a workforce is happy, get a Contented Cow. ZM Stevenson, 7th grader

Having spent eleven years in one of the winning companies profiled in Contented Cows, I can personally vouch that the strategies and methods recommended by the authors will truly produce a world-class, highly-motivated workforce that will in turn produce exceptional customer service and financial results. Not occasionally, but every time! What is so impressive about the authors approach is that they first thouroughly researched the "people" practices of truly great companies, then show how those practices in turn naturally and inevitably lead to great bottom-line performance. Too many business authors first create a "neat" model or premise, then go out and find examples to validate what they hope will be the next management "magic pill," establishing correlations that in reality, if they exist at all, are quite tenuous. These guys have done their work the old fashioned way, and you can (and will) take their recommendations to the bank!

This is not rocket science! No matter what our managerial "level", we all have a boss somewhere. Don't we perfom our best when we are treated as some who is valued, someone who matters? That's all this book is telling us, with facts and examples of successful companies, large and small, who "walk the talk"! Read this book and them commit yourself to leading your folks based on it's simple principles (which are not new, we just just needed the authors to write them down for us!)

This book is stellar! I highly recommend for anyone in a leadership position or anyone who will one day be.

One of the greatest books on leadership out there. A simple to the point story that teaches skills not taught in most business schools today.

Having read many leadership books, this is one of the best in teaching how to lead with your heart. It's well-written, easy to read, and paints a challenging, yet rewarding picture of leadership that requires devotion and commitment of oneself above and beyond all else.

Have bought 3 of these books for different friends and they have all enjoyed it and passed it on to others.

Based on a friend's recommendation, I began using The Way of the Shepherd as a primer for new leaders in my organization. It uses a very simple construct for teaching-through-storytelling about how to be a "leader" and not a "boss". That construct is tending sheep.

It does not imply at all (as I was concerned about) that all of the front-line employees are rudimenatary herd animals... rather, it calls the leader to a higher level of personal responsibility for the well-being, safety, and activity of the workgroup.

I've read hundreds of leadership and business books over my career - many of which are outstanding - and this is the one I always start a new leader with. It's short, it's easy to read, and it communicates all the right things.

Thoroughly enjoyable! The daily grind and politics of work-life are portrayed here in a very well-written and fun fashion.

Management By Vice is full of razor-sharp, satiric humor. You'll find no boring, longwinded analyses of the characters and the fictitious Company's history, though there is enough exposure of human nature to fill a work psychology manual! I like the way the book stays focused on a series of sprightly, humorous episodes, which show various aspects of interactions between managers and technical staff. I have seen and experienced them in the workplace for many years, so I fully agree that Management By Vice is in every way a true-to-life rendition of what takes place in many companies. The writing style is appealing too with witty, short verses that relect the content of each episode. Management By Vice is head and shoulders above the 1st grade reading primer level of many unrealistic, silly humor books about management and the workplace. The repartee between the characters, such as the managers and technical staff, is also very real and entertaining. What can be done about the less-than-satisfactory management described in The Company? Any bright reader will see this type of management must be replaced for the sake of The Company's survival. In fact, the

Most of the satiritical episodes in CB Don's book entitled " Management by Vice" are quite familiar scenes in both commercial and government settings. "Gettting ahead" at the expense of one's integrity as well as colleagues' future is the only means for some people. Greed often blinds ambitious management. A quick promotion and fat bonouses are the driving forces for these managers. Hence, short-term goals, say 3 to 5 years, are all thay care about at present, regardless of the future of the organization. Cooperation mergers are too common a way to survive and getting ahead than collisons on the highway, and lay-off is only a part of the evolutionary process, in the commercial world, where survival of those who are most vocal, but are deficient in both technical skills and vision, seems to be the rule. I thoroughly enjoyed reading CB Don's book. It is humorous, yet candid. I highly recommend it to the current managers and those who are old enough to drink....

Mr. R. K. MSc., Supervisory Civil Engineer, from Michigan, USA.
I find this to be a most delightful book. If you have ever worked in an office, design or R&D outfit, you can really relate to the adventures portrayed therein. I spent 35 years in the egg-laying part of the duck and found the barbed lampoons a titillating reflection of my own adventures. There's also a pleasant sprinkling of cartoons and verse the summarize each fo the 11 episodes. The heroine survives a cliffhanger for those of you that relish a bit of adventure. It's one of those "once you pick it up, you can't put it down" pieces that are a fast read and leave you satisfied like a good pastrami sandwich. For you managers, the Scots have an appropriate saying, "would some power the great giver give us to see ourselves as others see us". Give it a go!!

Its a sarcastic view of management from the point of R&D scientists. From the point of view of the R&D scientists you get to see some of the underhanded and self serving behavior of incompetent management at the fictional company and how it is tolerated by senior members of management. Unfortunately the book does not explore how "The Company" which was once an R&D powerhouse, got to be in this dysfunctional state. Also the book offers very little hope for dealing with a company in this type of state, short of the company being acquired or getting lucky and having unintended benefits during a passive/aggressive power struggle amongst management. If you were attracted to reading this book by the title "Management by Vice" I would recommend skipping this one and instead read The Below-the-Belt Manager by Eric Broder which I found to be more Humorous than this book.

This book is a great tool for HR professionals and all managers. The authors present current, practical and critical information which is both strategic and detailed. I especially like the chapter layouts with a Main message for managers ending each chapter.

As a "get to the point with the important stuff" kind of person, I 100% appreciate the practical and brief style employed by Ms. Armstrong and Ms. Mitchell. They did indeed manage to provide the "essential" elements of a multitude of HR issues as well as concrete recommendations and observations! I'm passing this book along to both the new and the experienced supervisors & managers I know!

Sharon Armstrong and Barbara Mitchell knock it out of the park with this book. It's tightly organized, well written and brief. Quick and easy to refer to, it truly is The Essential HR Handbook. Thanks for writing this book, Sharon and Barbara. We are buying copies for all our consultants so they have this focused wisdom close at hand when they need it.

Thomas W. Morris III, CMF
President, Morris Associates, Inc.
Author, Career Mechanics I: Solutions
to Common Career and Employment Issues

Whether you are a seasoned human resources professional or a novice, "The Essential HR Handbook" is an excellent resource with helpful tips, sample forms, and a roadmap for effectively managing common human resources matters.

New or veteran manger, HR or operations manager, small or large organization...this guide calls for a convenient place on your shelf. Searching for a quick answer? Check out the well-organized table of contents. Looking for a template? Check out the appendix. Not sure what a term means? Check out the glossary. Need additional information and insight? Check out the bibliography. Armstrong and Mitchell have provided an excellent guide for all of us.

Using contemporary data and years of coaching experience, the authors offer a robust tool for guiding the coaching process. Experienced and beginning coaches will find gems that will enhance their coaching effectiveness. This book is a focused, no-nonsense guide to effective leadership coaching and development.

Executive Coaching for Results provides an invaluable service to the field of talent and management development:direct information from dozens of top flight corporate leaders and practitioners of executive coaching.
Quite simply there is nothing else like this book in the marketplace and anyone who wants to gain a comprehensive knowledge of the state of the art of this ever dynamic field and area of practice needs to purchase a copy today.

This book is a helpful and practical guide with stories, research and ideas. The authors describe how organizations successfully implement coaching. A must read for any leadership development professionals!

This book belongs in every internal and external coach's library! Leadership Development, Talent Management and Human Resource practitioners, who play a direct or indirect role in leadership development, would also find it greatly beneficial.

This very comprehensive and easy-to-read resource covers all aspects of executive coaching. The research, authors' experience and organizations' first-hand learnings and best practices are insightful and invaluable.

Executive Coaching for Results: The Definitive Guide to Developing Organizational Leaders

Whether you have enterprise responsibility for leadership development and talent management or simply need to develop one leader, this book is THE comprehensive and practical guide for using executive coaching to developing leaders. Based on extensive experience, this book will provide you with the guidelines, checklists, and tools to ensure successful coaching outcomes.