Book Description
Research proves that employees will work harder and produce more when they feel appreciated, valued, and understood. Easier said than done?
Effective Coaching explains how you can:
Apply good coaching methods in the workplace;
Quickly establish the discipline you need in a cooperative, non-threatening atmosphere
Instinctively use effective problem solving strategies in every situation
You know your company needs its employees. Make sure they know that. Management strategies and techniques presented in Effective Coaching will help you dramatically improve employee performance, and maximize the measurable value received from each employee.
Customer Reviews:
A fine overview of the dynamics of interpersonal leadership........1999-04-03
After reading the book Effective Coaching, by Marshall J. Cook, I now have some helpful insights about the role of coaching. I initially wanted to see how closely the role of coach and mentor was, and decided to see if this could help make that distinction. As I soon discovered the many hats that coaches wear, I began to see that all the "hats" started to look very similar. Coaching and mentoring are similarly focused disciplines.
Coaching is not about control; it is empowerment, and leading by example. The role of coach is very dynamic. Many good intentions drive a coach to reach the learner, and depending on what situations are presented, the coach must be prepared and skilled to handle it. This book illustrates effective coaching techniques through the use of various scenarios.
The chapters are organized into sub groups of the different roles a coach can be. "As a coach, you must be problem solver, trainer, teacher, mentor and corrector." Some of the skills covered are good questioning, being a good listener, problem solving, addressing change, overcoming obstacles, and valuable communication strategies. Plus bonus principles for good coaching and good living. All chapters have smart management tips that incorporate these skills to help you avoid potential real-life roadblocks and to put you into the Coach's and learner's perspectives.
Throughout the book, the margins have helpful keys to the terms and the author has flavored each chapter with cases that relate to the chapter's theme. I enjoyed the voice the author used to express himself in each chapter. You find yourself quickly acknowledging the main points that are introduced. Each chapter concludes with a coach's checklist where all the pertinent points are restated. This is a book that I have underlined and highlighted for future reference.
Book Description
Chances are, if you're a manager in most any organization today, coaching has become an integral part of your responsibilities. And there's no more effective approach to coaching than Action Coaching. Developed by the authors through their work with Levi Strauss, Colgate, Bank of America, Arthur Andersen and other leading companies, Action Coaching is the only coaching process that dramatically increases an individual's personal performance in direct correlation with established organizational goals. Here, Dotlich and Cairo share the same advice, techniques, and tools they've used to transform hundreds of managers and executives into first-rate coaches. Moreover, they clearly demonstrate how Action Coaching can be used as a strategy for achieving organizational goals by aligning personal improvement with a company's vision for the future.
Customer Reviews:
An excellent overview.......2006-01-27
The need to cope with change, inside and outside of the organization, and the employee's need for personal development should be brought into alignment, say these founding partners of CDR International, a consulting firm that specializes in executive coaching. Action coaching is a process that fosters self-awareness, and guides personal development so that an employee's personal development goals are congruent with the goals of the organization.
Action coaching differs from traditional coaching in three ways:
1. The employee's relationship to the coach is a business relationship rather than a therapist-patient relationship.
2. Action coaches tailor their strategies to the individual and the strategies are geared towards performance breakthroughs, where traditional coaching tends to be unfocused and generalized.
3. Where traditional coaching focuses on personal insights, Action coaching translates insights into actions with organizational results.
There are eight steps to implementing Action coaching in your organization:
1. Determine what needs to happen and in what context.
2. Establish trust and mutual expectations. Make sure the employee understands the purpose of the coaching as well as the steps in the process.
3. Contract with the employee for results. There should be a formal written and oral agreement with the employee about the purpose of the coaching and specific goals to achieve.
4. Collect and communicate feedback.
5. Translate talk into action. Use your feedback to enact change. Review and revise goals when needed. Make sure the goals are still in alignment with the business needs of the organization. Set deadlines.
6. Support the employee in taking big steps.
7. Foster reflection about actions.
8. Evaluate both individual and organizational progress.
Action Coaching.......2005-10-12
I have more than thirty years of successful experience using models of leadership, management, and supervision in training classrooms, and I have passionately absorbed the ideas and content in approximately 400 leadership-related texts during the last 20 years.
Action Coaching is to coaching effectiveness what The Supervisor's Survival Kit by Elwood Chapman is to first-line/project lead effectiveness. I've used and advocated the latter book for thirty five years.
Action Coaching, and I haven't finished it yet, "begins with the end in mind". The authors define Action Coaching as "a process that fosters self-awareness, resulting in the motivation and the guidance to change in ways that meet organizational needs." The approach is directly linked to organizational goals and an action plan (both of which are dynamic). There are processes to involve the executive's boss in the process. (Good luck, you say, with getting executives to devote time to such a process!?) Feedback on progress toward important goals and leadership development is valued and seen by the CEO.
The book is loaded with tips, tools, exhibits, questions, processes, and ideas for helping a manager become a more effective coach, even without the support of the organization. The authors of Action Coaching offer forty helpful, easy- to- understand exhibits that: serve as diagnostic tools, offer suggestions on handling difficult situations, provide checklists of to-do's, feature evaluation and role-playing tools, etc.
Wouldn't it be helpful to have a resource where the processes and approach had been successfully field tested in corporations with real executives, with real CEO's who had extremely important strategic challenges ahead of them, and where traditionalist leadership paradigms and behaviors made it impossible to accomplish the articulated goals? That is precisely what these authors did in developing and refining their processes and approaches?
What the Action Coaching is not is a lock-step guide, prescribing every important step and nuance along the way toward helping executive leaders grow. It is a particularly interesting, believable, and seemingly sound approach based on the experiences that they have had with major organizations. The process with individuals and with organizations is one that enables both to help themselves, becoming less dependent upon the external coaches, while building coaching expertise internally.
This is the best book of coaching I have ever read, and I've read quite a few.
Bill Parker
Bill Parker Associates
A Leadership Development Resource
Richmond, VA
PS This is the fourth book I have read by David Dotlich and his colleagues within the past six months. I'd recommend every one of them: Action Learning (1998), Unnatural Leadership (2004), and Leadership Passages (2004). Put together, the series represents a longitudinal action-research case study. Readers of Unnatural Leadership can appreciate the need for the ten new leadership instincts when they remember that they grew from strategic goals and leadership development experiences with corporate clients/partners.
A Solid Effort!.......2001-02-17
David L. Dotlich and Peter C. Cairo discuss how to use action coaching to improve individual effectiveness and boost your overall organization. Their approach begins with fostering self-awareness and then uses this awareness to motivate change that the organization needs. Action coaching involves a series of steps and some specific coaching tools. While this book provides a fairly well-organized and well-written introduction to the concept, it covers familiar training and development ground. If you are a beginner in this area, the repetition of steps and processes will come in handy. Experienced trainers will find the coaching tools quite familiar and the assessment questions fairly obvious. Thus, we at getAbstract.com recommend this book for those who are new to training and development, or for employees who are considering getting coached.
Coaching in Context.......2000-09-07
Dotlich and Cairo have put together a fine and practical book that really helps focus coaching skills towards results. They give a very specific approach to developing an action plan to produce results from coaching. In fact they address four kinds of results - self-awareness results, performance improvement results, performance breakthroughs and finally full-blown transformations. Maybe most important for modern organizations is the anal;ysis of coaching skills in the context of the organizational needs, not just individual developmental needs. We develop and support people because our organization needs their current compliment of skills enhanced with other skills or it needs to rehabilitate a counterproductive approach. Although much of their work is not necesarily new, I believe they have packaged it to be more usable and accesible. I would highly recommend this book for someone looking for a chance to evaluate their own coaching skills, develop an improvement action plan and maintain high levels of motivation to improve their performance. Who know, maybe even transform their performance!
Book Description
Most managers coach employees by giving them feedback and evaluating their performance, right? Wrong. Coaching differs markedly from other managerial functions. With its wealth of tips, worksheets, and self-assessments, this handy guide shows managers how to use coaching—not only to strengthen direct reports’ skills but also to rev up their performance to unprecedented levels.
Customer Reviews:
Excellent value, and extremely practical..........2006-12-16
Coaching employees is one of those things that is more easily said than done. And it's far too easy to mistake managing with coaching. I found Harvard Business School Press' Pocket Mentor series book Coaching People: Expert Solutions to Everyday Challenges an excellent concise guide for successfully coaching people with optimal results.
Contents: What Is Coaching? How to Know When to Coach; How to Develop Coaching Skills; How to Manage a Coaching Session; How to Customize Your Coaching; Tools for Coaching People; Test Yourself; To Learn More; Sources for Coaching People; Notes
In a mere 69 pages, the writers pack in more useful information than books three and four times the size. Everything is geared towards practicality and immediate application, so the book delivers value from the very first pages. The distinction between what is, and what isn't, coaching is a perfect beginning, and sets the stage for what follows. Coaching is not behavior correction or task assignment. It's a mutual sharing to help someone reach their goals and improve their effectiveness. The coach doesn't have to know all the answers, but they do need to be willing to listen, share, and work with the coachee to make changes and monitor the results. The book also contains a number of practical worksheets and checklists to gauge the effectiveness of both parties. This may take the form of a checklist to assess your listening skills, or an action plan to outline a plan and follow up on the outcomes.
For the price and size, there's no reason this shouldn't be included as part of someone's package of materials when they are promoted to a position of management. And even if you're not officially management, you may still be an informal leader in your sphere of influence. Working on your personal coaching skills will only help to solidify that role and enhance your effectiveness with others. If you've never given any thought to how you can help others achieve their goals, start here...
Book Description
Coaching, counseling, and mentoring can dramatically improve employee productivity and satisfaction. But there's a big difference between continuously encouraging employees to do their jobs well (coaching), attempting to fix poor performance (counseling), and helping top performers excel (mentoring). Unfortunately, most managers don't truly understand how and when to do each. Coaching, Counseling & Mentoring provides helpful tools like self-assessments and real-life scenarios, and gives managers specific, practical guidance on using these techniques to improve the performance of all their people.
This updated and revised second edition includes useful scripts for talking to employees about sensitive issues, and new material on topics including working with off-site employees, what to say when an employee denies a problem exists, whether or not to coach temps and part-timers, how to draw the line between the mentoring and supervisory role, and what to do when counseling fails. This is an essential guide for managers who want to build their confidence and skill in getting the most from their people.
Download Description
Coaching, counseling, and mentoring - they're hot terms in current managerial lingo. But do you really understand the difference between these techniques? Do you know how important they are - and when and how to use them? Now, for the first time, there is a book that addresses all three of these crucial management tools. Coaching Counseling & Mentoring was written specifically to help you perfect these skills - and use them to improve employee performance across all levels.
Customer Reviews:
A good overview for managers.......2006-01-26
Along with the highly competitive market, comes the high competition for companies to recruit and maintain these top performers. Employees have more choices today. Employees who do not feel challenged, or adequately compensated, will move on. It is not just about money anymore, either. Keeping top performers is a lot more than just a salary figure. So, how do companies keep their best people?
According to author Florence Stone, the answer is by helping employees excel. Since most motivational experts agree that most people want to better themselves it does not require threats or force to get employees to improve. It does require a system that will allow them to grow.
This book is exactly about that. It is about how to coach, counsel, and mentor employees to success. These three areas each have a distinct role to play in any firm:
1. Coaching helps all employees. The art of coaching will improve employee's job performance, as well as give them greater potential to move onto more difficult assignments and jobs.
2. Counseling is used to address problem performers. More often than not, these employees have bad habits that have risen to the level of chronic. The author says that by investing ten percent of time on these people using counseling can save a firm from spending fifty percent of its time fixing problems in the future.
3. Mentoring, writes the author, is reserved for the most talented employees, the true top performers. These people will provide the greatest return on investment for time spent helping them advance. If these people are ignored, they will quickly leave the firm and find someone else to nurture and develop their talents.
Each of these areas requires different skills to be executed effectively. Those skills are presented in this book to help persons truly master the arts of coaching, counseling, and mentoring.
Coaching, Counseling & Mentoring: How to Choose & Use the Right Tool to Boost Employee Performance.......2005-09-21
Generally a good tool for assisting employees who need some direction to improve performance.
Very good Guide on the Theory AND the Practices.......2003-06-30
Knowing the distinction between the three roles and functions (see title) is essential to be any good at either or all. Dah...
And yet I wish more people would take the time and effort to get and read this book and know the differences.
This book not only provides sound theory on all three subjects, but it also provides very good practical advice on how to practice either.
If you want to be knowledgeable on these subjects, either for bettering your own performance as a manager or for knowing when and why to hire specific professionals, just read this book. Trust me.
Boost employee performance.......2001-08-27
The book describes three different techniques that can be used to improve employee performance. Even though the book is written from a manager's perspective I found it to be interesting despite my limited experience in leading a group of people. The book is divided into three parts, where each part discusses one of the techniques. It starts off with Coaching followed with Counselling and Mentoring. I found that each topic is described with the same detail, and answered many of my questions. The book includes many real life examples to better explain how to handle different situations. It is easy to find specific information since the sections are organized the same way, and also includes a discussion about common traps and problems. You will also find a useful Index in the end of the book. It can be hard to differentiate between coaching and mentoring. After having read the book this is my interpretation of the terms. Coaching is a way to help and motivate the employee to excel in his current position. Like a sports coach you train the employee to do his job in the best possible way. Coaching is a process that begins before the employee starts working for the manager. This section discusses what to look for in a potential employee, and how to bring a new employee up to speed. Mentoring on the other hand is a way to stimulate your top-performers. Mentoring is limited to a few of your employees - employees where you see a special potential that need training to come to surface. A mentoring relationship is a relationship in which you do more than train the employee to do his job well. As a mentor you share your experience, contacts, wisdom to move the employee to the next level. This can be a useful way to keep top performers on your workforce when they feel they have reached the limit of their current position. Counselling is used to fix poor performance, and this section suggests how to approach an employee with a performance problem. Being honest and direct, and to handle the problem as soon as possible before it grows. A reader outside the States may find some of the legal advice to be less useful since different laws are effective in other countries.
Book Description
"This book should be required reading for all teachers and administrators seriously seeking ways to engage teachers in their own professional development and learning."
Rudolph F. Crew, Former Chancellor
New York City Schools
"The book is an action-oriented game plan to improve teachers' performance-designed, initiated, and implemented by teachers. It tackles one of education's toughest issues-teacher isolation."
Anne Bryant, Executive Director
National School Boards Association
"The authors present a wonderfully simple idea for turning a school into a learning community. It is a powerful, growth-oriented strategy for creating instructional focus in a school."
Roy D. Nichols, Jr., Superintendent of Schools
Troup County (GA) Board of Education
Dramatically enhance teaching and learning by reviving teacher collaboration!
Behind a simple equation, 2 + 2, lies a rich yet realistic approach to enhancing teaching and learning. As
Collaborative Peer Coaching That Improves Instruction demonstrates, the current method of job appraisal consists of sporadic classroom visits from school administrators that frequently serve to reinforce teacher isolation rather than promote professional development. In contrast, the 2 + 2 method, a practice where teachers visit each other’s classrooms long enough to provide two compliments and two suggestions for improvement, has not only been proven to enhance teaching skills and student learning, but has also increased job satisfaction by reviving productive teacher collaboration.
Through the presentation of detailed case studies that illustrate the authors’ actual experience implementing the program at an inner city school, this work chronicles how the 2 + 2 method:
Restores the vital connections between teachers and students, teachers and administrators, and teachers and teachers
Encourages teaching and learning to develop beyond what standardized tests reveal
Provides a low-cost, easy-to-implement program that is realistic, given teachers’ time constraints and limited school budgets
Transforms schools into cultures of collaborative teaching and learning
The 2 + 2 program is much more than a simple equation; it is a powerful tool that can revolutionize a school’s approach to teaching and learning.
Book Description
Put coaching into practice in your organization!
Executive coaching is dramatically increasing in popularity. Leaders around the world are both using coached and becoming coaches. But, the understanding of what executive coaching is and how it can increases leaders' effectiveness has not grown as fast as the application of this process.
Coaching for Leadership brings together the world's best executive coaches to give the reader an understanding of:
How coaching works
Why coacking works
How leaders can make the best use of the coaching process
"Coaching for Leadership provides you with the opportunity to access the best of the best. Their collective insights and advice represents a benchmark framework for those who coach or are responsible for developing the skills of coaches."
--Charles J. Corace, director, management education & development, Johnson & Johnson
Customer Reviews:
Fantastic collection of diverse perspectives.......2003-11-28
I've looked through a lot of executive coaching titles at only half the cover price of Goldsmith's volume, but within this ONE I get the essence of wisdom from a score of the best names in the business. This is a great investment to find out which authors you need to explore in more depth.
It's helped me identify the authors that are most consistent with the coaching strategies and styles I am developing. A GREAT place for a beginner to study first!
Comprehensive and simplistic.......2002-11-06
This is a comprehensive guide to leadership coaching. It's a review of many authors' previous work or ideas so it has appeal
for the seasoned coach although I did not find much new material. It is probably better for 'new to the field' coaches who want to know a lot of information in one source. The chapters are short and easy to read. For seasoned coaches it is helpful to pick and choose. I especially liked Nancy Adler's chapter on Coaching Global Executives: Women Succeeding in a World Beyond Here. She ended with a good reason for executives to chose coaching.
What do Executive Coaches Do? This Book Told Me........2000-11-22
I became curious about "Executive Coaching" after reading an article in Forbes Magazine last year. The article showed astounding salaries (some of these coaches make as much money in a day as many of us make in a year) and major companies (General Electric, Sony, Johnson & Johnson, Ernst & Hewlett-Packard) using "executive coaches".
Well this book tells you what these "executive coaches" do and I found it fascinating!
Covers all aspects of coaching leaders, including ethics.......2000-10-12
While attending Linkage's Knowledge Management Conference,I heard Marshall Goldsmith speak about some of the executives he has coached, and was intrigued by his money-back guarantee: if the coworkers of the executive being coached aren't satisfied with results, then Marshall doesn't get paid!
How many consultants can make that offer?
At any rate, Goldsmith has edited (and contributed chapters) to "Coaching for Leadership" along with Laurence Lyons and Alyssa Freas. Coaching high-impact, ambitious, hard-driving executives is not quite the same process as coaching under-performing employees, so this book probably has a smaller audience than say, "Coaching for Dummies". However, executive coaching is all about moving individuals into behaviors that sustain business, and there is lots of useful information for the coaches of non-leaders. There is also a very interesting (and very short) chapter on, "Coaching from Below" by Deepak (Dick) Sethi. Most of us could probably use that information!
A "must have" for all coaches........2000-09-08
This book is a "must have" in the library of all coaches. It reflects the best of the best in leadership coaching today. You can pick it up anywhere and find useful, useable strategies to put to work with your clients right away. Coaching for Leadership is not so much a step-by-step "how to coach" book, more of a `war stories from the trenches." This approach makes the book very readable, practical and indispensable. For either internal or external coaches, there are great coaching examples from change management to career development or coaching for staff development. As an external coach, I found the chapter on Starting Smart especially useful, particularly the author's pointers on contracting. And the chapter on coaching others to accept feedback was as helpful to me personally as it was my clients. This is a book that will quickly become dog -eared, highlighted with protruding colored `stickies' as you mark your favorite paragraphs. Or at least my has.
Book Description
Don't be a supervisor—be a coach!
It isn't easy to successfully manage people. In fact, it requires tremendous patience, foresight, and—above all else—empathy and appreciation of individual personalities. Many managers can get the tasks at hand done, but few are able to spot raw talent and then devote the time and energy to shape and mold that employee toward achieving growth and excellence.
Whether you are a manager, an aspiring manager, or an employee looking to improve the workplace, The Everything® Coaching and Mentoring Book guides you through implementing a successful coaching and mentoring program both in the workplace and in life.
From delegating responsibility to expanding knowledge base and skill level, The Everything® Coaching and Mentoring Book gives you up-to-date information on the newest trend sweeping through Corporate America. The book even takes you beyond the workplace and provides insights into extending your newfound knowledge in all areas of your life—including at home and in your social life.
The Everything® Coaching and Mentoring Book features information on:
·Inspiring self-motivation
·Coaching versus mentoring
·Overcoming common workplace problems
·Managing diversity issues
·Handling crises and morale issues
·Coaching and mentoring for not-for-profit organizations
·Debunking common myths and misconceptions
Customer Reviews:
Thorough, Entertaining, and Enlightening.......2002-11-14
This is a great book on Coaching and Mentoring. It covers a lot of ground on what it takes to manage as a coach in today's corporate milieu. The author displays a keen grasp of the material, along with a good sense of humor, from cover to cover. The examples and case studies in the text always hit their marks. I recommend this book for all coaches and mentors, and all would-be coaches and mentors, too. It's a very thorough introduction to the managing wave of the future. And it's written in a style that is never dull, which is the bane of so many other books on this subject matter.
Book Description
This book offers hundreds of practical, easy-to-learn techniques every manager can use to coach employees to become more productive, positive, inspired and effective. Filled with real-world advice and management-changing exercises, this manual shows how to get the most from employees in today's era of downsizing, layoffs, buyouts and mergers. Managers learn how to be more than just a boss and develop the skills and strategies to become more like a coach to their employees.
This invaluable management resource will show managers how to tap into the hidden strengths and talents of employees, to inspire peak performers to even greater levels of productivity, to confront inappropriate behavior, turn problem employees into productive workers, to ask questions that get good answers,-to be a winner and to teach others how to be winners. Gives the skills to become a good coach to lead and inspire people to work as a team and produce winning results.
Customer Reviews:
Enjoyable and encouraging - very worth reading........2006-10-29
I was looking for a book on team building for my department and found this book on accident as I took others off the shelf at the local library. I checked out five books that day and read them all - but this is the only one I renewed. I am on Amazon right now to purchase a copy of it to keep on MY shelf permanently.
Whether a manager, a supervisor or just a co-worker, we are often presented with performance problems in the work place. How to handle them in a way that will bring about change and not degrade morale of the group or the individual?? To me, that is what this book speaks to.
What can we do attain the performance we seek from our team?? We can coach, we can mentor, we can counsel. Which to do when and how? That is what this book presents in a very human and compassionate style. And when performance problems are the topic, we often let frustration, anger and exasperation rule the moment instead of what might FIX the issue - a coach, a mentor or a counselor.
This book will help you approach the team buidling aspect of work with a better attitude and some new ideas.
Redundant, trivial compilation of lists, opinions and generalizations.......2005-07-12
It looked interesting when I saw it on the shelf, but unfortunately you cannot judge a book by its cover. Coaching, mentoring... is disapointing work which neither gives a "how to" set of instructions or provides interesting theoretical reflections on coaching. Mostly it is a book of trivial lists (the 10 values of a successful coach) and vacuous statements ("no coach has ever had the perfect team"; "support is tied to synergy"). And, you will search in vain for any empirical evidence that any of the authors assertions are true. Should have left this one on the shelf.
Book Description
"Advice and activities which will help readers hone their coaching and mentoring skills... The case studies demonstrate how well the authors know this field, as well reassure readers that they are not alone when they find such a complex area of human activity so challenging." -Professor Yvonne Hillier, City University
Book Description
"Reflecting a wealth of research and years of direct experience, this book helps coaches open their minds and hearts to be continuous learners and to value—not just tolerate—human diversity."
—Arthur L. Costa, Professor Emeritus, California State University, Sacramento
"This is important work. It deepens professional conversations to include often neglected issues of cultural diversity, and is a morally compelling guidebook for competent right action in educating all children."
—Carolyn McKanders, Educational Consultant, Family and Child Therapist
"A fresh approach, with strategies for using standards to improve the diverse learning environment for all students. Coaches will gain deeper understandings of their own assumptions as they guide others in interpreting personal unquestioned assumptions."
—Richard A. Gregory, Associate Professor of Educational Leadership, California State University, Northridge
Get the solution to the equity equation: cultural insight plus coaching!
Multicultural classrooms require a multifaceted approach to creating inclusive, learning-rich environments that empower all students. To meet this growing need,
Culturally Proficient Coaching provides educators with a simple, yet comprehensive, new framework: a powerful fusion of the field-tested and respected Cognitive Coaching
SM and Cultural Proficiency models. Through a unique approach, the best-selling authors add a new dimension to the concept of Cultural Proficiency, which is based on valuing, respecting, and honoring diverse backgrounds and ethnicities while looking deeply at one’s own beliefs.
This straightforward guide integrates the Five Essential Elements of Cultural Proficiency with the Five States of Mind of Cognitive Coaching
SM to arm educators with the tools necessary to close the achievement gap. It offers a practical strategy for being mindfully attuned to—and leveraging—cultural diversity to optimize student learning.
To boost educators’ cultural confidence and consciousness, while honing their coaching skills, this interactive resource features:
- Action-planning worksheets
- Reflective questions
- Coaching maps and conversation vignettes
- Real-life examples through a composite case story
Teachers, coaches, counselors, staff developers, and administrators will gain inspiration and indispensable insights to break down cultural barriers through enlightened coaching.
Books:
- Emergency Response Planning for Corporate and Municipal Managers, Second Edition (Butterworth-Heinemann Homeland Security)
- Essentials of Management
- Evaluating Practice: Guidelines for the Accountable Professional (5th Edition)
- Fish! A Remarkable Way to Boost Morale and Improve Results
- Fundamentals of Case Management Practice: Skills for the Human Services
- Got What It Takes?: Successful People Reveal How They Made It to the Top
- Governance as Leadership: Reframing the Work of Nonprofit Boards
- History: Fiction or Science? (Chronology, No. 1)
- History: Fiction or Science? (Chronology, No. 1)
- Human Resources in Healthcare: Managing for Success Second Edition
Books Index
Books Home
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- Introduction to Communication Research
- Reclaiming the Great Commission: A Practical Model for Transforming Denominations and Congregations
- The 80 Proof Cookbook: An Introduction to Cooking With High Spirits
- Architecture: From Art Nouveau to Deconstructivism
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- One for Sorrow-Pbk
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Conflict Resolution
Communicating Effectively (The Briefcase Books)
Leadership Skills for Managers
Supervisor's Portable Answer Book
Essential Managers: Managing Teams
