Books

The Great Toys “Saga” series uses a novel format to bring to life the leadership issues related to employee engagement and culture.
 
Nick Shepherd, an Ontario, Can.--based former CFO, spent almost his entire career in finance before publishing the books Understanding and Reporting Human Capital and the Cost of Poor Culture, among others. He has now published two novels that tell through a fictionalized story of how “CEOs can reposition their organizations in a holistic way to revitalize the behaviors needed for creativity and innovation – the very drivers of strategic success. CEO’s, board members and leaders concerned about calls for renewed capitalism, responsible business, and other changes to the way we do business will benefit from following Steve’s own personal journey of trials, tribulations, successes and learning events as he repositions his business for success.”
           
Explains the author, the two books, No Fun at Great Toys, and Fun Returns to Great Toys tell the story of Steve who is appointed CEO of their family business, after his brother dies unexpectedly. Steve finds a demotivated and demoralized organization that has been depleted of its innovation and creativity through several years of cost-cutting. The stories tell of Steve’s efforts to understand the problems and rebuild the business into a successful, vibrant, enthusiastic, and responsible business, that returns to growth and profitability.         
 
Shepherd says he wrote the books because “Business has access to literally millions of how to books written by experts in every subject imaginable. There are also legions of management consultants available who will offer solutions to any type of business problem. The challenge is that for many issues there is no silver bullet, no turnkey, broad-base fits-all approach. Educational programs such as MBAs have realized this for many years and used case studies as a holistic approach of putting business problems into a context that reflects reality.”
 
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• Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
• The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
• The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
• Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 

• The ESM information portal and The Enterprise Engagement Advisors Network solution provider marketplace cover all aspects of stakeholder engagement, and the EEA information library lists dozens of resources.
• The RRN information portal and Brand Media Coalition marketplace address the use of brands for gifting, incentives, recognition, and promotions. The BMC information library provides information and research resources.

• Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists. A quick guide for CEOs.
• Enterprise Engagement: The Roadmap 5th Edition implementation guide. A comprehensive textbook for practitioners, academics, and students.

• Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
• Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
• Investors make sense of human capital reporting by public companies.
• Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions. 

The Great Toys “Saga” series uses a novel format to bring to life the leadership issues related to employee engagement and culture.
 
Nick Shepherd, an Ontario, Can.--based former CFO, spent almost his entire career in finance before publishing the books Understanding and Reporting Human Capital and the Cost of Poor Culture, among others. He has now published two novels that tell through a fictionalized story of how “CEOs can reposition their organizations in a holistic way to revitalize the behaviors needed for creativity and innovation – the very drivers of strategic success. CEO’s, board members and leaders concerned about calls for renewed capitalism, responsible business, and other changes to the way we do business will benefit from following Steve’s own personal journey of trials, tribulations, successes and learning events as he repositions his business for success.”
           
Explains the author, the two books, No Fun at Great Toys, and Fun Returns to Great Toys tell the story of Steve who is appointed CEO of their family business, after his brother dies unexpectedly. Steve finds a demotivated and demoralized organization that has been depleted of its innovation and creativity through several years of cost-cutting. The stories tell of Steve’s efforts to understand the problems and rebuild the business into a successful, vibrant, enthusiastic, and responsible business, that returns to growth and profitability.         
 
Shepherd says he wrote the books because “Business has access to literally millions of how to books written by experts in every subject imaginable. There are also legions of management consultants available who will offer solutions to any type of business problem. The challenge is that for many issues there is no silver bullet, no turnkey, broad-base fits-all approach. Educational programs such as MBAs have realized this for many years and used case studies as a holistic approach of putting business problems into a context that reflects reality.”
 
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• Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
• The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
• The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
• Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 

• The ESM information portal and The Enterprise Engagement Advisors Network solution provider marketplace cover all aspects of stakeholder engagement, and the EEA information library lists dozens of resources.
• The RRN information portal and Brand Media Coalition marketplace address the use of brands for gifting, incentives, recognition, and promotions. The BMC information library provides information and research resources.

• Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists. A quick guide for CEOs.
• Enterprise Engagement: The Roadmap 5th Edition implementation guide. A comprehensive textbook for practitioners, academics, and students.

• Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
• Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
• Investors make sense of human capital reporting by public companies.
• Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions. 

The Great Toys “Saga” series uses a novel format to bring to life the leadership issues related to employee engagement and culture.
 
Nick Shepherd, an Ontario, Can.--based former CFO, spent almost his entire career in finance before publishing the books Understanding and Reporting Human Capital and the Cost of Poor Culture, among others. He has now published two novels that tell through a fictionalized story of how “CEOs can reposition their organizations in a holistic way to revitalize the behaviors needed for creativity and innovation – the very drivers of strategic success. CEO’s, board members and leaders concerned about calls for renewed capitalism, responsible business, and other changes to the way we do business will benefit from following Steve’s own personal journey of trials, tribulations, successes and learning events as he repositions his business for success.”
           
Explains the author, the two books, No Fun at Great Toys, and Fun Returns to Great Toys tell the story of Steve who is appointed CEO of their family business, after his brother dies unexpectedly. Steve finds a demotivated and demoralized organization that has been depleted of its innovation and creativity through several years of cost-cutting. The stories tell of Steve’s efforts to understand the problems and rebuild the business into a successful, vibrant, enthusiastic, and responsible business, that returns to growth and profitability.         
 
Shepherd says he wrote the books because “Business has access to literally millions of how to books written by experts in every subject imaginable. There are also legions of management consultants available who will offer solutions to any type of business problem. The challenge is that for many issues there is no silver bullet, no turnkey, broad-base fits-all approach. Educational programs such as MBAs have realized this for many years and used case studies as a holistic approach of putting business problems into a context that reflects reality.”
 
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• Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
• The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
• The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
• Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 

• The ESM information portal and The Enterprise Engagement Advisors Network solution provider marketplace cover all aspects of stakeholder engagement, and the EEA information library lists dozens of resources.
• The RRN information portal and Brand Media Coalition marketplace address the use of brands for gifting, incentives, recognition, and promotions. The BMC information library provides information and research resources.

• Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists. A quick guide for CEOs.
• Enterprise Engagement: The Roadmap 5th Edition implementation guide. A comprehensive textbook for practitioners, academics, and students.

• Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
• Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
• Investors make sense of human capital reporting by public companies.
• Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions. 

The authors of 20 essays look at branding from a wide range of perspectives, from the creation of a new brand and development of brand names through packaging design and advertising. For executive-level managers who are either directly or indirectly involved with marketing and branding, this is a must read.

New York University Press. 544pp. Hardcover. Cost: $50.00

• Increase long-term profitability
• Maximize customer loyalty and referrals
• Capture the commitment of dealers, agents and distributors
• Increase sales and improve customer service
• Maximize quality, productivity, quality and wellness
• Foster greater prosperity through a focus on people 

Bruce Bolger, Allan Schweyer & Richard Kern . 242 pp. Cost: $36

Based on the business practices and history of Enterprise Rent-a-Car, this book focuses on how the company has achieved financial results by creating happy customers, successful business partnerships, and an engaged and motivated workforce. It discusses the relationship between the company's employee satisfaction, retention, and profitability, and shows how Enterprise makes and reinforces those connections.

Currency . 256pp. Hardcover . Cost: $16.47

Innovations change and improve the status quo in small ways but this book explores what happens when they improve the status quo in a big way. The aurthors argue that sustained leadership comes from making creativity a broad, enterprise-wide cpapbility that is on all the time.

Harvard Business School Press. 232 pp. Hardcover. Cost: $21.86

• Increase long-term profitability
• Maximize customer loyalty and referrals
• Capture the commitment of dealers, agents and distributors
• Increase sales and improve customer service
• Maximize quality, productivity, quality and wellness
• Foster greater prosperity through a focus on people 

Bruce Bolger, Allan Schweyer & Richard Kern . 242 pp. Cost: $36

Based on the business practices and history of Enterprise Rent-a-Car, this book focuses on how the company has achieved financial results by creating happy customers, successful business partnerships, and an engaged and motivated workforce. It discusses the relationship between the company's employee satisfaction, retention, and profitability, and shows how Enterprise makes and reinforces those connections.

Currency . 256pp. Hardcover . Cost: $16.47

This book addresses basic management issues applicable to almost any organization and manager. It provides a simple approach summarized as "select, direct, evaluate, and reward," but is in no way short of details. It includes extensive information on every aspect of the process, including benefits of cash and noncash awards.

Amacom. 208pp. Hardcover . Cost: $14.96

Manage Globally, Sell Locally addresses the factors that make managing the account relationship different from territory management. It also offers tools to help the account manager measure success or position within the account. This book is best for organizations with an account-focused sales force.

McGraw-Hill. 216pp. Hardcover. Cost: $20.90

“If organizational leaders worldwide had practiced the principles outlined in this Little Blue Book, there might not have been a Little Red Book,” 

• Despite Billions Spent, Nothing Changes
• What Makes This Book Required Reading for CEOs
• Topics Covered

With the right focus on the value of people, capitalism can create a virtuous circle of prosperity that surpasses the potential of any other system. Enterprise Engagement for CEOs is for a new generation of leaders and proud capitalists who don’t just say Human Capital is their organization’s most important asset, they know it. By Human Capital, I mean not just employees or customers, but all stakeholders ˗ distribution partners, vendors, communities and investors. In the case of not-profits, this also means donors and volunteers, and in government, constituents, political donors and volunteers.

Despite Billions Spent, Nothing Changes 

What Makes This Book Required Reading for CEOs

Topics Covered

Bolger@TheEEA.org; 914-591-7600, ext. 230. 

 

 

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Master the Principles of Enterprise Engagement to Achieve Organizational Goals and Enhance Your Career
 

• Profit from a new strategic and systematic approach to engagement to enhance your organization’s brand equity; increase sales, productivity, quality, innovation, and safety, and reduce risks.
• Get trained to become a Chief Engagement Officer for your organization.
• Achieve ISO 10018 Quality People Management Certification to demonstrate your organization’s strategic commitment to people to your customers, employees, distribution partners, vendors, communities, investors, and regulators.
• Learn how to create Sustainability or Integrated Reports for Your Organization or Clients.
• Get up-to-speed on ISO human resources standards and guidelines to enhance HR performance.

Live Education: Enterprise Engagement in Action. Take advantage of a three-hour customized webinar for individuals or teams on all aspects of Enterprise Engagement, including the definition, economics, implementation framework, return on investment, ISO quality people management standards, as well as preparation for Certified and Advanced Engagement Practitioner status. 

ICEE periodically runs regional one-day workshops on ISO 10018 Quality People Management principles and certification. Stay tuned for upcoming date.

In Print: 

Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists

Written specifically to provide CEOs and their leadership teams a concise overview of the framework, economics, and implementation process of a CEO-led strategic and systematic approach to achieving success through people.  (123 pages, $15.99)

Enterprise Engagement: The Roadmap 5th Edition

The first and most comprehensive book on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Includes 36 chapters detailing how to better integrate and align engagement efforts across the enterprise. (312 pages, $36.)

 

 

Online: The Enterprise Engagement Academy at EEA.tmlu.org, providing the only formal training on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Provides preparation for professionals to support organizations seeking ISO 10018 employer or solution provider certification, as well as elective courses on Trade Show Engagement, Rewards and Recognition, Government, and other topics. 

Plus: 
10-minute short course: click here for a 10-minute introduction to Enterprise Engagement and ISO standards on Coggno.com.

5-minute Audiopedia summary of the Enterprise Engagement field.

 

Services: The International Center for Enterprise Engagement at TheICEE.org, offering: ISO 10018 certification for employers, solution providers, and Enterprise Engagement technology platforms; Human Resources and Human Capital audits for organizations seeking to benchmark their practices and related Advisory services for the hospitality field.

The Engagement Agency at EngagementAgency.net, offering: complete support services for employers, solution providers, and technology firms seeking to profit from formal engagement practices for themselves or their clients, including Brand and Capability audits for solution providers to make sure their products and services are up to date.

C-Suite Advisory Service—Education of boards, investors, and C-suite executives on the economics, framework, and implementation processes of Enterprise Engagement. 

Speakers Bureau—Select the right speaker on any aspect of engagement for your next event.
Mergers and Acquisitions. The Engagement Agency’s Mergers and Acquisition group is aware of multiple companies seeking to purchase firms in the engagement field. Contact Michael Mazer in confidence if your company is potentially for sale at 303-320-3777. 

 

Enterprise Engagement Benchmark Tools: The Enterprise Engagement Alliance offers three tools to help organizations profit from Engagement. Click here to access the tools.

• ROI of Engagement Calculator. Use this tool to determine the potential return-on-investment of an engagement strategy. 

• EE Benchmark Indicator. Confidentially benchmark your organization’s Enterprise Engagement practices against organizations and best practices. 

• Compare Your Company’s Level of Engagement. Quickly compare your organization’s level of engagement to those of others based on the same criteria as the EEA’s Engaged Company Stock Index.

• Gauge Your Personal Level of Engagement. This survey, donated by Horsepower, enables individuals to gauge their own personal levels of engagement.

 

For more information, contact Bruce Bolger at Bolger@TheEEA.org, 914-591-7600, ext. 230.

 

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This book examines why much of the current conventional wisdom is wrong and asks us to re-think the way managers link people with organizational performance. Pfeffer builds a powerful business case for managing people effectively--not just because it makes for good corporate policy, but because it results in outstanding performance and profits.

Harvard Business School Press. 345pp. Hardcover. Cost: $19.77

The authors examine what they feel is the link between employee, customer, and investor loyalty and attempt to prove that traditional accounting practices do not show the "loyalty effect." They make a compelling case by applying other gauges to show the impact of loyalty on long-term organization performance.

McGraw-Hill. 336pp. Hardcover. Cost: Varies by seller

The author spells out his formula for developing a loyalty-driven culture that empowers employees to strive to create customer loyalty, and he devotes a chapter to fostering teamwork.

Wiley. 198pp. Hardcover. Cost: $19.95

Employee engagement is the great, untapped resource of most organizations. Yet only 25% of employees are truly engaged in their work. Why are all the others so reluctant to "get in the game"? WINNING WITH A CULTURE OF RECOGNITION: Recognition Strategies at the World's Most Admired Companies reveals the surprising answer: Most managers fail to formally recognize high performance and connect it with company culture. Salary and bonuses are only part of today's employment contract. To get everyone performing together, employers need to create a culture of appreciation, recognition, and reward.

Globoforce Limited. 149 pages. Hardcover. Cost: $24.95

• Increase long-term profitability
• Maximize customer loyalty and referrals
• Capture the commitment of dealers, agents and distributors
• Increase sales and improve customer service
• Maximize quality, productivity, quality and wellness
• Foster greater prosperity through a focus on people 

Bruce Bolger, Allan Schweyer & Richard Kern . 242 pp. Cost: $36

A 2012 State of the Sector survey compiled by Gatehouse, in conjunction with the Institute of Internal Communication, reveals that improving leadership communication has emerged as a top priority, with 60% of respondents naming it as their main focus over the next 12 months. While decisions made by management may be perfectly rational, poor communication can leave employees confused, worried or disinterested. This can directly impact the levels of engagement and performance across an organization. Strategic Internal Communication offers a holistic approach to building engagement, performance and cultural integration. It looks at the relation between the traditional silos of internal organizational communication, HR and employee engagement and demonstrates how communication is a key factor in breaking down barriers. Using the Dialogue Box approach, an efficient framework for assessing the needs and impact of internal communications, it allows managers and leaders to understand the emotions of their company and how this links to the ways employees interpret events and information. Available from Amazon.

David Cowan. 186 pages. Paperback. Cost: $37.95

Frustrated employees represent 20% or more of the total workforce, leading to a major loss in performance, talent and revenue. Frustration wears down motivated, dedicated employees who really care about their jobs but can’t get the organizational support they need to get things done. Focused on making contributions, these employees often hide their frustration, leaving managers in the dark about their discontent. “Frustrated employees really want to succeed in their role, but become aggravated by organizational barriers or a lack of resources,” says Mark Royal, Senior Consultant at Hay Group and co-author of the new book The Enemy of Engagement. “Managers must ask the right questions and address the issue promptly, or risk losing top talent who care deeply about the organization.” Royal’s co-author and colleague, Tom Agnew, says that frustration isn’t just an employee issue, it’s an organizational issue, adding that “Managers must listen for clues and serve as the voice for frustrated employees.” For more information on The Enemy of Engagement, contact Andrea Friedman at 212-584-5476 or Andrea@blisspr.com

240 pages. Hardcover. Cost: $19.80

• Increase long-term profitability
• Maximize customer loyalty and referrals
• Capture the commitment of dealers, agents and distributors
• Increase sales and improve customer service
• Maximize quality, productivity, quality and wellness
• Foster greater prosperity through a focus on people 

Bruce Bolger, Allan Schweyer & Richard Kern . 242 pp. Cost: $36

Granville N. Toogood introduced the principles of competence, clarity, and communication in his classic bestseller The Articulate Executive--and changed the way managers express themselves. Now he shows how to put these principles to work--at work--in the day-to-day interactions that get the job done. A hands-on action plan, The Articulate Executive in Action is full of examples of leading executives and the communication tactics that create their success.

McGraw Hill. 208pp. Hardcover. Cost: $19.95

Terry Barber, the author of The Inspiration Factor, subtitled "How You Can Revitalize Your Company Culture in 12 Weeks," argues that regardless of your personality type, background, or age, you can choose to create an inspirational transaction and positively impact the people around you. "Inspiration is precursor to leadership, to motivation, and is even a new category for business," Barber says. His book offers seven principles that can help readers become team leaders in their organizations and inspire those around them.

Inspiration Blvd. LLC. 196. Hardcover. Cost: $29.95