New and Notable Titles From
HR Magazine’s Book Blog
A Manager’s Guide to
Developing Competencies in HR Staff
By Phyllis G. Hartman
As HR leaders strive
to develop the
competencies of all
workers, they sometimes overlook their
own professional development. Phyl-
lis G. Hartman, SHRM-SCP, founder of
PGHR Consulting, is here to help. Her
new book includes real-life examples
and insights from current HR managers
on developing their own staff, including
• Recognize the value of “internal shar-
ing,” which helps people develop their
communication and consultation skills,
says Fernán R. Cepero, SHRM-SCP,
chief human resources officer and chief
diversity officer of the YMCA of Greater
Rochester in New York state.
• Work with local universities to offer
high-level programs that go beyond
internal classes and training, suggests
Beverly Widger, SHRM-SCP, senior
VP of human resources at Mascoma
Savings Bank in Lebanon, N.H.
• Meet your employees where they
are and create individualized development plans, recommends Tim A. Baker,
SHRM-SCP, senior director for talent
management and organizational development at Williamsburg-James City
County Public Schools in Virginia.
The New Rules to
and Dominate Your
(Career Press, 2017)
By Amanda Setili
In an era of rapid change, leaders must
face their fears head-on to fuel growth,
says author Amanda Setili, president of
strategy consulting firm Setili & Asso-
ciates. She gives seven rules to help
people do that:
• Embrace uncertainty. Capitalize on
ambiguities in your market, rather than
letting them slow you down.
• Get in sync with your customers.
They are a powerful source of ideas.
• Partner, borrow and share. Crowd-source, outsource and use freelancers,
microbusinesses and myriad partners.
• Connect and strengthen your ecosystem. Who’s already in your network and
who would you like to have there?
• Open the floodgates to creativity.
Give employees the freedom they need
to unlock their own power.
• Learn fast and fearlessly. Quick learning, coupled with an “experimentation
mindset,” is the most valuable competitive advantage a company can build.
• Build trust into all you do. Trust is the
ingredient that strengthens relationships with employees, business partners, customers and colleagues.
The Inspiration Code:
How the Best Leaders
Engage People Every
By Kristi Hedges
What does it take to
engage and motivate
others? In her new book, Kristi Hedges,
a leadership communications coach,
highlights the tools and practices used
by inspirational leaders.
Here are five findings:
• Listening is the highest-rated inspirational behavior. You must listen actively
and with an open mind.
• Small moments have the biggest
impact. Inspired moments often result
from personal conversations where you
speak authentically and focus on the
• Identifying and vocalizing another
person’s potential is life-changing.
We are often unaware of the unique
talents and value we bring. Leaders who
describe others’ strengths to them can
open people’s minds to what’s possible.
• People who inspire us are human, just
like us. Don’t script your words, put on
false airs or try to be perfect. People will
connect with those who are authentic.
• Technology is killing inspiration.
Get away from distractions, electronic
or otherwise, and be fully present for
READ weekly posts from the HR Magazine Book Blog: www.shrm.org/bookblog
16. 9 days is the average time it takes to complete the hiring process in Kansas City, the fastest in the U.S., according to Glassdoor.