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...
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Bingley, UK
Emerald Publishing
2021
|
| Ausgabe: | First edition |
| Schlagworte: | |
| Online-Zugang: | FAW01 FAW02 FHD01 FHN01 FUBA1 FWS01 FWS02 UBY01 UEI01 Volltext |
| Zusammenfassung: | 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 |
| Beschreibung: | Example: Mentor-Led A Protégé Training Session on Embracing Change ; auf dem Cover: How to beat the competition |
| Beschreibung: | 1 Online-Ressource (xii, 114 Seiten) |
| ISBN: | 9781839820786 9781839820809 |
| DOI: | 10.1108/9781839820786 |
Internformat
MARC
| LEADER | 00000nmm a2200000 c 4500 | ||
|---|---|---|---|
| 001 | BV047277943 | ||
| 003 | DE-604 | ||
| 005 | 20220616 | ||
| 007 | cr|uuu---uuuuu | ||
| 008 | 210510s2021 |||| o||u| ||||||eng d | ||
| 020 | |a 9781839820786 |c Online, pdf |9 978-1-83982-078-6 | ||
| 020 | |a 9781839820809 |c Epub |9 978-1-83982-080-9 | ||
| 024 | 7 | |a 10.1108/9781839820786 |2 doi | |
| 035 | |a (ZDB-55-BME)9781839820809 | ||
| 035 | |a (OCoLC)1250465840 | ||
| 035 | |a (DE-599)BVBBV047277943 | ||
| 040 | |a DE-604 |b ger |e rda | ||
| 041 | 0 | |a eng | |
| 049 | |a DE-706 |a DE-1046 |a DE-1047 |a DE-29 |a DE-1050 |a DE-863 |a DE-862 |a DE-824 |a DE-92 |a DE-188 | ||
| 084 | |a CW 3000 |0 (DE-625)19176: |2 rvk | ||
| 084 | |a QV 578 |0 (DE-625)142160: |2 rvk | ||
| 084 | |a QP 300 |0 (DE-625)141850: |2 rvk | ||
| 100 | 1 | |a Spina, Lori |4 aut | |
| 245 | 1 | 0 | |a Beyond succession planning |b new ways to develop talent |c Lori J. Spina (The Delta Group Network, Inc., USA), James D. Spina (The Delta Group Network, Inc., USA) |
| 250 | |a First edition | ||
| 264 | 1 | |a Bingley, UK |b Emerald Publishing |c 2021 | |
| 300 | |a 1 Online-Ressource (xii, 114 Seiten) | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b c |2 rdamedia | ||
| 338 | |b cr |2 rdacarrier | ||
| 500 | |a Example: Mentor-Led A Protégé Training Session on Embracing Change ; auf dem Cover: How to beat the competition | ||
| 505 | 8 | |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 | |
| 520 | 3 | |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 | |
| 650 | 0 | 7 | |a Personalentwicklung |0 (DE-588)4121465-1 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Beschäftigungsentwicklung |0 (DE-588)4135129-0 |2 gnd |9 rswk-swf |
| 650 | 0 | 7 | |a Strategisches Management |0 (DE-588)4124261-0 |2 gnd |9 rswk-swf |
| 653 | 0 | |a Executive succession | |
| 653 | 0 | |a Business planning | |
| 653 | 0 | |a Organizational change | |
| 653 | 0 | |a Business planning | |
| 653 | 0 | |a Executive succession | |
| 653 | 0 | |a Organizational change | |
| 653 | 6 | |a Electronic books | |
| 689 | 0 | 0 | |a Strategisches Management |0 (DE-588)4124261-0 |D s |
| 689 | 0 | 1 | |a Beschäftigungsentwicklung |0 (DE-588)4135129-0 |D s |
| 689 | 0 | |5 DE-604 | |
| 689 | 1 | 0 | |a Strategisches Management |0 (DE-588)4124261-0 |D s |
| 689 | 1 | 1 | |a Personalentwicklung |0 (DE-588)4121465-1 |D s |
| 689 | 1 | |5 DE-604 | |
| 700 | 1 | |a Spina, James D. |4 aut | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |z 978-1-83982-079-3 |a Spina, Lori |t Beyond Succession Planning |d Bingley : Emerald Publishing Limited,c2021 |
| 856 | 4 | 0 | |u https://doi.org/10.1108/9781839820786 |x Verlag |z URL des Erstveröffentlichers |3 Volltext |
| 912 | |a ZDB-55-BME |a ZDB-30-PQE |a ZDB-55-ESS | ||
| 940 | 1 | |q ZDB-55-BME21 | |
| 999 | |a oai:aleph.bib-bvb.de:BVB01-032681523 | ||
| 966 | e | |u https://doi.org/10.1108/9781839820786 |l FAW01 |p ZFB-55-BME |q BME-Paket |x Verlag |3 Volltext | |
| 966 | e | |u https://doi.org/10.1108/97818398207867 |l FAW02 |p ZDB-55-BME |q BME-Paket |x Verlag |3 Volltext | |
| 966 | e | |u https://ebookcentral.proquest.com/lib/th-deggendorf/detail.action?docID=6466076 |l FHD01 |p ZDB-30-PQE |q FHD01_PQE_Kauf |x Aggregator |3 Volltext | |
| 966 | e | |u https://doi.org/10.1108/9781839820786 |l FHN01 |p ZDB-55-BME |x Verlag |3 Volltext | |
| 966 | e | |u https://ebookcentral.proquest.com/lib/fuberlin-ebooks/detail.action?docID=6466076 |l FUBA1 |p ZDB-30-PQE |x Aggregator |3 Volltext | |
| 966 | e | |u https://doi.org/10.1108/9781839820786 |l FWS01 |p ZDB-55-ESS |x Verlag |3 Volltext | |
| 966 | e | |u https://doi.org/10.1108/9781839820786 |l FWS02 |p ZDB-55-ESS |x Verlag |3 Volltext | |
| 966 | e | |u https://doi.org/10.1108/9781839820786 |l UBY01 |p ZDB-55-BME |q UBY_BMEPaket21 |x Verlag |3 Volltext | |
| 966 | e | |u https://doi.org/10.1108/9781839820786 |l UEI01 |p ZFB-55-BME |x Verlag |3 Volltext | |
Datensatz im Suchindex
| DE-BY-FWS_katkey | 923993 |
|---|---|
| _version_ | 1806194909901750272 |
| adam_txt | |
| any_adam_object | |
| any_adam_object_boolean | |
| author | Spina, Lori Spina, James D. |
| author_facet | Spina, Lori Spina, James D. |
| author_role | aut aut |
| author_sort | Spina, Lori |
| author_variant | l s ls j d s jd jds |
| building | Verbundindex |
| bvnumber | BV047277943 |
| classification_rvk | CW 3000 QV 578 QP 300 |
| collection | ZDB-55-BME ZDB-30-PQE ZDB-55-ESS |
| contents | 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 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 "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 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 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 |
| ctrlnum | (ZDB-55-BME)9781839820809 (OCoLC)1250465840 (DE-599)BVBBV047277943 |
| discipline | Psychologie Wirtschaftswissenschaften |
| discipline_str_mv | Psychologie Wirtschaftswissenschaften |
| doi_str_mv | 10.1108/9781839820786 |
| edition | First edition |
| format | Electronic eBook |
| fullrecord | <?xml version="1.0" encoding="UTF-8"?><collection xmlns="http://www.loc.gov/MARC21/slim"><record><leader>06788nmm a2200781 c 4500</leader><controlfield tag="001">BV047277943</controlfield><controlfield tag="003">DE-604</controlfield><controlfield tag="005">20220616 </controlfield><controlfield tag="007">cr|uuu---uuuuu</controlfield><controlfield tag="008">210510s2021 |||| o||u| ||||||eng d</controlfield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">9781839820786</subfield><subfield code="c">Online, pdf</subfield><subfield code="9">978-1-83982-078-6</subfield></datafield><datafield tag="020" ind1=" " ind2=" "><subfield code="a">9781839820809</subfield><subfield code="c">Epub</subfield><subfield code="9">978-1-83982-080-9</subfield></datafield><datafield tag="024" ind1="7" ind2=" "><subfield code="a">10.1108/9781839820786</subfield><subfield code="2">doi</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(ZDB-55-BME)9781839820809</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(OCoLC)1250465840</subfield></datafield><datafield tag="035" ind1=" " ind2=" "><subfield code="a">(DE-599)BVBBV047277943</subfield></datafield><datafield tag="040" ind1=" " ind2=" "><subfield code="a">DE-604</subfield><subfield code="b">ger</subfield><subfield code="e">rda</subfield></datafield><datafield tag="041" ind1="0" ind2=" "><subfield code="a">eng</subfield></datafield><datafield tag="049" ind1=" " ind2=" "><subfield code="a">DE-706</subfield><subfield code="a">DE-1046</subfield><subfield code="a">DE-1047</subfield><subfield code="a">DE-29</subfield><subfield code="a">DE-1050</subfield><subfield code="a">DE-863</subfield><subfield code="a">DE-862</subfield><subfield code="a">DE-824</subfield><subfield code="a">DE-92</subfield><subfield code="a">DE-188</subfield></datafield><datafield tag="084" ind1=" " ind2=" "><subfield code="a">CW 3000</subfield><subfield code="0">(DE-625)19176:</subfield><subfield code="2">rvk</subfield></datafield><datafield tag="084" ind1=" " ind2=" "><subfield code="a">QV 578</subfield><subfield code="0">(DE-625)142160:</subfield><subfield code="2">rvk</subfield></datafield><datafield tag="084" ind1=" " ind2=" "><subfield code="a">QP 300</subfield><subfield code="0">(DE-625)141850:</subfield><subfield code="2">rvk</subfield></datafield><datafield tag="100" ind1="1" ind2=" "><subfield code="a">Spina, Lori</subfield><subfield code="4">aut</subfield></datafield><datafield tag="245" ind1="1" ind2="0"><subfield code="a">Beyond succession planning</subfield><subfield code="b">new ways to develop talent</subfield><subfield code="c">Lori J. Spina (The Delta Group Network, Inc., USA), James D. Spina (The Delta Group Network, Inc., USA)</subfield></datafield><datafield tag="250" ind1=" " ind2=" "><subfield code="a">First edition</subfield></datafield><datafield tag="264" ind1=" " ind2="1"><subfield code="a">Bingley, UK</subfield><subfield code="b">Emerald Publishing</subfield><subfield code="c">2021</subfield></datafield><datafield tag="300" ind1=" " ind2=" "><subfield code="a">1 Online-Ressource (xii, 114 Seiten)</subfield></datafield><datafield tag="336" ind1=" " ind2=" "><subfield code="b">txt</subfield><subfield code="2">rdacontent</subfield></datafield><datafield tag="337" ind1=" " ind2=" "><subfield code="b">c</subfield><subfield code="2">rdamedia</subfield></datafield><datafield tag="338" ind1=" " ind2=" "><subfield code="b">cr</subfield><subfield code="2">rdacarrier</subfield></datafield><datafield tag="500" ind1=" " ind2=" "><subfield code="a">Example: Mentor-Led A Protégé Training Session on Embracing Change ; auf dem Cover: How to beat the competition</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="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</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="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</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="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</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="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</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="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</subfield></datafield><datafield tag="520" ind1="3" ind2=" "><subfield code="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</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Personalentwicklung</subfield><subfield code="0">(DE-588)4121465-1</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Beschäftigungsentwicklung</subfield><subfield code="0">(DE-588)4135129-0</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="650" ind1="0" ind2="7"><subfield code="a">Strategisches Management</subfield><subfield code="0">(DE-588)4124261-0</subfield><subfield code="2">gnd</subfield><subfield code="9">rswk-swf</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Executive succession</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Business planning</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Organizational change</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Business planning</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Executive succession</subfield></datafield><datafield tag="653" ind1=" " ind2="0"><subfield code="a">Organizational change</subfield></datafield><datafield tag="653" ind1=" " ind2="6"><subfield code="a">Electronic books</subfield></datafield><datafield tag="689" ind1="0" ind2="0"><subfield code="a">Strategisches Management</subfield><subfield code="0">(DE-588)4124261-0</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2="1"><subfield code="a">Beschäftigungsentwicklung</subfield><subfield code="0">(DE-588)4135129-0</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="0" ind2=" "><subfield code="5">DE-604</subfield></datafield><datafield tag="689" ind1="1" ind2="0"><subfield code="a">Strategisches Management</subfield><subfield code="0">(DE-588)4124261-0</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="1" ind2="1"><subfield code="a">Personalentwicklung</subfield><subfield code="0">(DE-588)4121465-1</subfield><subfield code="D">s</subfield></datafield><datafield tag="689" ind1="1" ind2=" "><subfield code="5">DE-604</subfield></datafield><datafield tag="700" ind1="1" ind2=" "><subfield code="a">Spina, James D.</subfield><subfield code="4">aut</subfield></datafield><datafield tag="776" ind1="0" ind2="8"><subfield code="i">Erscheint auch als</subfield><subfield code="n">Druck-Ausgabe</subfield><subfield code="z">978-1-83982-079-3</subfield><subfield code="a">Spina, Lori</subfield><subfield code="t">Beyond Succession Planning</subfield><subfield code="d">Bingley : Emerald Publishing Limited,c2021</subfield></datafield><datafield tag="856" ind1="4" ind2="0"><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="x">Verlag</subfield><subfield code="z">URL des Erstveröffentlichers</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="912" ind1=" " ind2=" "><subfield code="a">ZDB-55-BME</subfield><subfield code="a">ZDB-30-PQE</subfield><subfield code="a">ZDB-55-ESS</subfield></datafield><datafield tag="940" ind1="1" ind2=" "><subfield code="q">ZDB-55-BME21</subfield></datafield><datafield tag="999" ind1=" " ind2=" "><subfield code="a">oai:aleph.bib-bvb.de:BVB01-032681523</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="l">FAW01</subfield><subfield code="p">ZFB-55-BME</subfield><subfield code="q">BME-Paket</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/97818398207867</subfield><subfield code="l">FAW02</subfield><subfield code="p">ZDB-55-BME</subfield><subfield code="q">BME-Paket</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://ebookcentral.proquest.com/lib/th-deggendorf/detail.action?docID=6466076</subfield><subfield code="l">FHD01</subfield><subfield code="p">ZDB-30-PQE</subfield><subfield code="q">FHD01_PQE_Kauf</subfield><subfield code="x">Aggregator</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="l">FHN01</subfield><subfield code="p">ZDB-55-BME</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://ebookcentral.proquest.com/lib/fuberlin-ebooks/detail.action?docID=6466076</subfield><subfield code="l">FUBA1</subfield><subfield code="p">ZDB-30-PQE</subfield><subfield code="x">Aggregator</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="l">FWS01</subfield><subfield code="p">ZDB-55-ESS</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="l">FWS02</subfield><subfield code="p">ZDB-55-ESS</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="l">UBY01</subfield><subfield code="p">ZDB-55-BME</subfield><subfield code="q">UBY_BMEPaket21</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield><datafield tag="966" ind1="e" ind2=" "><subfield code="u">https://doi.org/10.1108/9781839820786</subfield><subfield code="l">UEI01</subfield><subfield code="p">ZFB-55-BME</subfield><subfield code="x">Verlag</subfield><subfield code="3">Volltext</subfield></datafield></record></collection> |
| id | DE-604.BV047277943 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T17:16:09Z |
| indexdate | 2024-08-01T16:14:55Z |
| institution | BVB |
| isbn | 9781839820786 9781839820809 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-032681523 |
| oclc_num | 1250465840 |
| open_access_boolean | |
| owner | DE-706 DE-1046 DE-1047 DE-29 DE-1050 DE-863 DE-BY-FWS DE-862 DE-BY-FWS DE-824 DE-92 DE-188 |
| owner_facet | DE-706 DE-1046 DE-1047 DE-29 DE-1050 DE-863 DE-BY-FWS DE-862 DE-BY-FWS DE-824 DE-92 DE-188 |
| physical | 1 Online-Ressource (xii, 114 Seiten) |
| psigel | ZDB-55-BME ZDB-30-PQE ZDB-55-ESS ZDB-55-BME21 ZFB-55-BME BME-Paket ZDB-55-BME BME-Paket ZDB-30-PQE FHD01_PQE_Kauf ZDB-55-BME UBY_BMEPaket21 ZFB-55-BME |
| publishDate | 2021 |
| publishDateSearch | 2021 |
| publishDateSort | 2021 |
| publisher | Emerald Publishing |
| record_format | marc |
| spellingShingle | Spina, Lori Spina, James D. Beyond succession planning new ways to develop talent 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 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 "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 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 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 Personalentwicklung (DE-588)4121465-1 gnd Beschäftigungsentwicklung (DE-588)4135129-0 gnd Strategisches Management (DE-588)4124261-0 gnd |
| subject_GND | (DE-588)4121465-1 (DE-588)4135129-0 (DE-588)4124261-0 |
| title | Beyond succession planning new ways to develop talent |
| title_auth | Beyond succession planning new ways to develop talent |
| title_exact_search | Beyond succession planning new ways to develop talent |
| title_exact_search_txtP | Beyond succession planning new ways to develop talent |
| title_full | Beyond succession planning new ways to develop talent Lori J. Spina (The Delta Group Network, Inc., USA), James D. Spina (The Delta Group Network, Inc., USA) |
| title_fullStr | Beyond succession planning new ways to develop talent Lori J. Spina (The Delta Group Network, Inc., USA), James D. Spina (The Delta Group Network, Inc., USA) |
| title_full_unstemmed | Beyond succession planning new ways to develop talent Lori J. Spina (The Delta Group Network, Inc., USA), James D. Spina (The Delta Group Network, Inc., USA) |
| title_short | Beyond succession planning |
| title_sort | beyond succession planning new ways to develop talent |
| title_sub | new ways to develop talent |
| topic | Personalentwicklung (DE-588)4121465-1 gnd Beschäftigungsentwicklung (DE-588)4135129-0 gnd Strategisches Management (DE-588)4124261-0 gnd |
| topic_facet | Personalentwicklung Beschäftigungsentwicklung Strategisches Management |
| url | https://doi.org/10.1108/9781839820786 |
| work_keys_str_mv | AT spinalori beyondsuccessionplanningnewwaystodeveloptalent AT spinajamesd beyondsuccessionplanningnewwaystodeveloptalent |