First Friday Book Synopsis

JANUARY 25, 2012

The New HR Analytics: Predicting the Economic Value of Your Company’s Human Capital Investments Jac Fitz-enz AMACOM (2010) A brilliant explanation of “the first holistic, predictive management model and operating system for the HR function” Those who have read one or more of Jac Fitz-enz’s previously published books know that (..)

Human Capital 85

Human Capital Books Review Operations 85

Tanveer Naseer

MARCH 1, 2016

For most of us, our default mode of operating in the world is to be caught up in our thinking. For instance, Virginia Tech researcher Ulrich Kirk and his colleagues used a tool of behavioral economics, called the ultimatum game to test the effects of mindfulness on decision making. You can also follow him on Twitter: @MattTenney1.

Emotional Intelligence 100

Emotional Intelligence Self-aware Development Skills 100

Chart Your Course

JUNE 30, 2016

Good to Great: Why Some Companies Make the Leap … and Others Don’t (2001). In one of the defining management studies carried out in the 90s, Collins and his team complied a list of 1,435 companies in search of those special few that could truly be called “great.” Ineffective companies operate only from the other two layers.

Human Resources 100

Human Resources Talent Management Resources Ulrich 100

Harvard Business Review

FEBRUARY 24, 2014

At the time, Goldman Sachs’ Returnship was the only thriving, return-to-work internship program at a large company. The OnRamp Fellowship operates on a different model. Morgan’s Cooper explains it this way: “Many companies are waking up to the incredible amount of untapped talent that has left Wall Street firms.”

Ulrich 8

Ulrich Cooper Gordon Diversity 8

Harvard Business Review

JANUARY 23, 2014

A few years ago Dave Ulrich, a management thought leader from the University of Michigan, made a comment I found both insightful and profound: “ Every leader needs to have a model of organization design.” As a result, they should be owned by the company and given the greatest possible resources.

Ulrich 8

Ulrich Cost Efficiency Consultative 8

N2Growth Blog

SEPTEMBER 19, 2010

Contrast this with the fact that CEOs of Fortune 500 companies read an average of four to five books a month. Maybe it's the scale – they aren't the leaders of huge companies. Did you know that the average American only reads one book a year? Some magazines – yes, but mostly glance through the pictures.

Blog 419

Blog Open-book Library Learning-by-Doing 419

HR Digest

JANUARY 10, 2024

Companies that effectively manage change thrive, while those unable to do so ultimately fail from irrelevance. When Dave Ulrich, Kate Sweetman and I wrote The Leadership Code , we described two types of competencies- foundational and differentiating. First, a company must deliver consistent earnings as the table stakes for intangibles.

Ulrich 52

Ulrich Leadership Diversity Audience 52