NEW AND NOTABLE TITLES
FROM HR MAGAZINE’S BOOK BLOG:
A PRACTICAL GUIDE
TO RESOLUTION IN THE
By David Liddle
In this book, author David Liddle, CEO
of The TCM Group, a U.K. mediation
consultancy, analyzes the life cycle of
a workplace confict and ofers tips for
spotting, preventing and managing it
To establish a culture focused on re-
solving confict, you need to:
ā ā Understand the real cost of discord and
build a business case for resolutions,
linking the impact of confict man-
agement to issues such as employee
engagement, productivity, customer
experience and overall business efec-
ā ā Replace traditional grievance processes
with a single resolution policy. Rather
than lodging a complaint, employees
make a “request for resolution.”
ā ā Align the core values of your organiza-
tion with your strategy, management
behaviors, employee experience and,
ultimately, customer interactions. If
your values are the conscience of the
organization, then your HR systems
and management approach should be
fully connected to them.
TALENT GENERATION: HOW
ARE REDEFINING WORK
AND ACHIEVING GREATER
By Sarah L. Sladek
As the workforce evolves, how can HR leaders foster employee engagement, growth and relevance? Author Sarah
L. Sladek ofers a research-based guide to doing just that.
What distinguishes organizations that truly put people
frst? According to Sladek, head of XYZ University, a
consulting company, leaders in these enterprises:
ā ā Discuss employee turnover, engagement and culture
as much as revenue, and they try to incorporate young
talent into everything.
ā ā Review every process and ask, “Where are people not
the priority? Are we doing everything we can to create
an engaging employee experience?”
ā ā Understand that the importance of engagement goes
beyond the annual employee survey or company picnic.
Instead, redesign jobs, change the work environment,
add new benefts, continuously develop managers and
invest in people.
Employee engagement doesn’t just happen. It isn’t a
one-and-done business program or initiative; it is the
business. Start building relationships on the frst day of
an employee’s job and continue until the person leaves.
LEADERSHIP FROM THE
INSIDE OUT: BECOMING A
LEADER FOR LIFE
By Kevin Cashman
For this 20th anniversary edition of a leadership classic,
Kevin Cashman, a senior partner at Korn Ferry specializing in executive development, asked corporate CEOs
and company presidents to review his models of leadership and critique his propositions.
The third edition features updated content and new
chapters, including ones on mastering storytelling in
business and coaching. It ofers a virtual coaching experi-
ence that promises to help the HR professional develop as
a “whole person” and, thus, a “whole leader.”
Cashman advises leaders to emphasize service over suc-
cess. “Try not to get too caught up in your own ambition.
... Find mentors that balance performance and purpose
[and] who value people as the real generators of success.
Care more about the success of those around you than
your own success,” he writes.
āFor more book reviews, go to shrm.org/bookblog