Book Summaries

Attorney and HR expert Patti Perez reveals the secret to avoiding all forms of drama, legal exposure, and low morale is creating a healthy workplace culture.

WorkInspired takes leaders and managers inside Kronos’s highly admired culture and shares the surprisingly simple rules they can follow to replicate that success.

Author Erica Keswin shows that the most successful leaders actively form quality relationships with their employees by demonstrating authenticity, openness and basic politeness.

Talent Keepers offers proven sug¬gestions, ideas, and strategies for forward-thinking leaders who want to create a vibrant workplace environment.

Tim Irwin reveals that the methods used in most organizations to provide feedback to employees, such as performance appraisal or multi-rater feedback systems, tend to engage a natural “negativity bias.

Christine Porath shows how people can enhance their influence and effectiveness with civility.

For the first time in American History we have four different generations working together in the workplace. In Sticking Points, Haydn Shaw, identifies 12 places where the 4 generations typically come apart in work and in life. These sticking points revolve around differing attitudes toward time management, texting, social media, organizational structure and fashion.

Talent Economics offers an outside-in view on talent that brings workforce analysis, management practice and strategy together using economic inquiry. Award-winning talent strategist and leadership coach Gyan Nagpal presents business leaders an opportunity to step back and understand the ebb and flow of global talent before translating this new understanding into a winning strategy.

Nolan Bushnell founded the groundbreaking gaming company Atari in 1972, and two years later employed Steve Jobs, as well as many other creatives over the course of his five decades in business. Here Bushnell explains how to find, hire, and nurture the people who could turn your company into the next Atari or the next Apple. Bushnell's advice is constantly counter-intuitive, surprising, and atypical. When looking for employees, ignore credentials. Hire the obnoxious (in limited numbers)...