H. Skipton Leonard - Böcker

A state-of-the-art reference, drawing on key contemporary research to provide an in-depth, international, and competencies-based approach to the psychology of leadership, change and OD Puts cutting-edge evidence at the fingertips of organizational psychology practitioners who need it most, but who do not always have the time or resources to keep up with scholarly researchThematic chapters cover leadership and employee well-being, organizational creativity and innovation, positive psychology and Appreciative Inquiry, and leadership-culture fitContributors include David Cooperrider, Manfred Kets de Vries, Emma Donaldson-Feilder, Staale Einarsen, David Day, Beverley Alimo-Metcalfe, Michael Chaskalson and Bernard Burnes

This book demonstrates how Action Learning can quickly and effectively be introduced, implemented, and sustained in any type or size of organization.Today's rapidly changing and globally competitive business environment mandates that 2 st century leaders develop new models and innovative learning processes of organizational leadership. To meet these shifting needs, Action Learning has emerged as a key training and problem-solving tool for companies as diverse as Nokia, Samsung, Boeing, GE, Motorola, Marriott, General Motors, Deutsche Bank, and British Airways. These and hundreds of other companies around the world now employ Action Learning for strategic planning to develop managers, identify competitive advantages, reduce operating costs, and create high-performing teams.What exactly is Action Learning? Simply described, it is a dynamic process that involves a small group of people solving real organizational problems, while focusing on how their learning can benefit individuals, groups, and the larger organization. The emphasis on learning is what makes this process strategic rather than tactical in equipping leaders to more effectively respond to change.This book demonstrates how Action Learning can quickly and effectively be introduced, implemented, and sustained in any type or size of organization using six key components: a diverse group of 4 to 8 members an urgent task or problem a question-driven communication process implementation of action strategies a commitment to learning and an Action Learning team coach. The book features useful business case examples that illustrate the power of Action Learning in successfully developing leaders, solving problems, building teams, and transforming organizations. Recent developments that include skilled coaching and question-based dialogue make it an even more powerful tool in leadership and organizational development.