Love 'Em or Lose 'Em: Getting Good People to Stay by Beverly Kaye and Sharon Jordan-Evans
AUDIOBOOK: If you manage even one person, this best seller can teach you how to hire and keep talented people. 18.17
HBR: Becoming The Boss By Linda A. Hill
PERIODICAL: The process of becoming a leader is an arduous, albeit rewarding, journey of continuous learning and self-development... 1.95
Today Matters: 12 Daily Practices to Guarantee Tomorrow's Success by John C. Maxwell
AUDIOBOOK: This audiobook teaches you how to take the many small steps that lead to success each and every day of your life - to help you control your daily agenda, make time for people you love, and find success in your career. 13.99
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Maximizing Your Return on People by L. Bassi and D. McMurrer
Harvard Business Review March 2007
New tools can show you which investments in employees are driving company performance now and which you should emphasize to advance your strategic goals.
Managers are fond of the maxim “Employees are our most important asset.” Yet beneath the rhetoric, too many executives still regard—and manage—employees as costs. That’s dangerous because, for many companies, people are the only source of long-term competitive advantage. Companies that fail to invest in employees jeopardize their own success and even survival. In part, this practice has lingered for lack of alternatives. Until recently, there simply weren’t robust methods for measuring the bottom-line contributions of investments in human capital management (HCM)—things like leadership development, job design, and knowledge sharing. That’s changed. Over the past decade, we have worked with colleagues worldwide to develop a system for assessing HCM, predicting organizational performance, and guiding organizations’ investments in people.
Using the framework we describe here has the obvious and immediate practical benefit of improving organizational performance. More broadly, though, as the links between people and performance come into focus, organizations will also begin to appreciate the long-term value of investments in human capital—and the folly of dwelling on narrow, near-term goals.
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Performance Is The Target by Jane Weddle Comments (0) How would you answer the following question if you had a choice between True and False? Training is a means to an end but not the end itself? If you stated True, you are right—if you answered False, then I am sorry to inform you that you are stuck in an old paradigm that training is the solution to your performance problems! Read whole article...
Great Execution by Accompli Doing the right things right … it sounds so simple, doesn’t it? So why do so many organizations struggle with executing their strategic plans? Tap into the experience of some of the best “executives” – and create your own execution-oriented culture.
“The Move Beyond Training?” by Jane Weddle
How many times have you gone to a seminar, development workshop, training and actually take what you have learned and use it to change your performance or behavior—what about people you have sent or organized training for?
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“The Elephant in the Room: Organizational Silence ” by Alicia Rodriguez
Imagine that you walk into the Boardroom for a meeting with your senior staff. In the middle of the room sits a large, angry looking elephant. free
A to Z Guide to Raising Happy, Confident Kids
BOOK: "This is a well written and easy to use parenting guide that provides useful information and great ideas for every parent"
~ Andrea Weiss
What to Expect When You're Expecting
BOOK: The answers to hundreds of questions and worries expectant parents may have.
Raw Food/Real World: 100 Recipes to Get the Glow
BOOK: "Light, clean, natural, and alive foods make you feel light, clean, and more alive. And sexy." ~ Sarma Melngailis
Maximizing Your Return on People 
Performance Is The Target by Jane Weddle 
Great Execution by Accompli 
