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Beyond Succession Planning : New Ways to Develop Talent /
James and Lori Spina illustrate how a strategic system aligns workplace transitions with the organizational vision, mission, and top level strategies to meet the needs of all stakeholders. Providing a road map for how to carry this out, they propose a cutting edge leadership style to complement this...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Otros Autores: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Bingley :
Emerald Publishing Limited,
2021.
|
| Edición: | First edition. |
| Temas: | |
| Acceso en línea: | Texto completo |
MARC
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| 100 | 1 | |a Spina, Lori. | |
| 245 | 1 | 0 | |a Beyond Succession Planning : |b New Ways to Develop Talent / |c Lori J. Spina, James D. Spina. |
| 250 | |a First edition. | ||
| 264 | 1 | |a Bingley : |b Emerald Publishing Limited, |c 2021. | |
| 264 | 4 | |c ©2021 | |
| 300 | |a 1 online resource (127 pages) | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 505 | 0 | |a Intro -- Half Title Page -- Title Page -- Copyright Page -- Acknowledgments -- Contents -- Preface -- Introduction -- Our Purpose -- The Challenges of Strategic Succession System Changes and Implementation -- The Replacement Plan Problem -- 1: Rethinking Your Succession Management System -- How to Evaluate Your Succession Management System -- How to Reduce Resistance to Change -- Building a New Succession Management System -- What it Takes to Move Forward -- 2: Aligning Critical Organizational Elements with a Strategic Succession System -- Vision and Mission Statements | |
| 505 | 8 | |a Align Key Success Factors with Critical Resources -- The Roles Played by Values and Strategies -- 3: Revisiting Your Performance Appraisal System -- How to Apply a "S.W.O.T." (Strengths/Weaknesses/Opportunities/Threats) to Performance Appraisal Analysis -- Five Factors to Move Beyond Tradition Appraisal Systems -- How to Improve Appraisal Feedback and Avoid Rating Errors -- The Top Six Rating Errors2 -- How to Align Meaningful Rewards with Performance -- 4: Critical Thinking Skills for Succession Decisions -- Top Management: Three Levels of Thinking -- Application of Critical Thinking Outcomes | |
| 505 | 8 | |a "What People Want from Work" -- 5: Communicating the Need for a New Succession Process -- Effective Communication Skills -- Two-Way Communication Challenges -- Leadership Styles for Leading Change -- Ways to Engage Key Staff in the Succession Process -- 6: Creative Thinking Methods that Work -- Creativity Versus Innovation -- Examples of Creative Thinking in Action -- A Creative Thinking Exercise -- Nominal Group Brainstorming -- Interpretation of Responses: "I Can Read Your Mind" -- 7: Creating A Strategic Succession System -- Align Key Organizational Elements with Business Strategy | |
| 505 | 8 | |a Drive Fear Out of the Workplace -- Create Succession Readiness Categories -- Delegating for Development of Talent -- A Successful Case Study -- Qualifications -- Effective Delegation as an Example -- Successful Outcomes -- 8: A Succession System for High Potential and High Performing Staff -- How to Build a Development Program for High Potential People -- How to Build an Effective Mentoring Program -- Phases of a Typical Mentoring Relationship -- How to Build Development Plans for Protégés -- How to Build Development Plans for High Performers -- A Team Project Centered Learning Activity | |
| 505 | 8 | |a A Project Focused Learning Activity for Individuals -- 9: Looking Ahead: Artificial Intelligence and Developing Talent -- Using AI as a Tool for Managing Talent -- Bringing AI into the Organization -- Storing Data -- 10: Special Issues -- Seeking Outside Expertise -- Do We Need it? -- How to Choose a Consultant -- Challenges of Developing Management Talent -- Revisiting the Ways People are Rewarded for Embracing Change -- An Invitation -- Epilogue: The "C" Leadership Theory Explained -- "Black Boxes" -- Appendix 1: Training of Mentors | |
| 500 | |a Example: Mentor-Led A Protégé Training Session on Embracing Change. | ||
| 520 | |a James and Lori Spina illustrate how a strategic system aligns workplace transitions with the organizational vision, mission, and top level strategies to meet the needs of all stakeholders. Providing a road map for how to carry this out, they propose a cutting edge leadership style to complement this strategic approach. | ||
| 588 | 0 | |a Online resource; title from digital title page (viewed on April 05, 2021). | |
| 504 | |a Includes bibliographical references. | ||
| 590 | |a Emerald Insight |b Emerald All Book Titles | ||
| 650 | 0 | |a Executive succession. | |
| 650 | 0 | |a Business planning. | |
| 650 | 0 | |a Organizational change. | |
| 650 | 2 | |a Organizational Innovation | |
| 650 | 6 | |a Cadres (Personnel) |x Relève. | |
| 650 | 6 | |a Changement organisationnel. | |
| 650 | 7 | |a Management: leadership & motivation. |2 bicssc | |
| 650 | 7 | |a Business & Economics |x Human Resources & Personnel Management. |2 bisacsh | |
| 650 | 7 | |a Business planning. |2 fast |0 (OCoLC)fst00842819 | |
| 650 | 7 | |a Executive succession. |2 fast |0 (OCoLC)fst00917872 | |
| 650 | 7 | |a Organizational change. |2 fast |0 (OCoLC)fst01047828 | |
| 655 | 4 | |a Electronic Book | |
| 700 | 1 | |a Spina, James D. | |
| 776 | 0 | 8 | |i Print version: |a Spina, Lori. |t Beyond Succession Planning. |d Bingley : Emerald Publishing Limited, ©2021 |z 9781839820793 |
| 856 | 4 | 0 | |u https://emerald.uam.elogim.com/insight/publication/doi/10.1108/9781839820786 |z Texto completo |
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