The Financial Times Guide to Leadership is a one-stop shop for professionals at every stage of their leadership journey. Whether you’re just starting out or are looking to upgrade your current skills, this practical guide takes you through the core building tools of self-awareness, influence and execution.

With thought-provoking exercises and action points throughout, plus handy chapter summaries for when you need to access information, this book is your roadmap to becoming a better leader. This definitive guide to leadership includes:

• What good leadership looks like
• How to build your own leadership style
• Techniques to lead and influence others
• How to build and execute your vision
• Everything you need to know to become an authentic and dynamic leader.

The pace of business is accelerating and the boundaries of the working day are becoming increasingly blurred. Managing shorter response times and greater volume forces people to focus on the immediate and the urgent, often at the expense of proactive or longer-term issues. Being 'busy being busy' means that there is no time to question whether there is a good connection between activity and effectiveness or whether the outcomes achieved are contributing to the delivery of current goals and objectives. Time to Think puts an end to all that! Drawing on the author's leading-edge experience of helping business and sports people to achieve their own definition of success, Time to Think provides clarity amidst confusion. Packed with ideas and exercises, its incisive 'how-to' content provides a realistic approach that will bring about lasting change. Beginning with a self-scoring skills analysis and focusing on sound principles and good practice, Time to Think creates the opportunity to review existing processes, tools and time utilisation. It addresses prioritisation by combining the three key steps of goal setting, task management and proactivity. It looks at delegation and meetings management, and tackles the contemporary issues of generating personal energy, managing email and working from home.

Ever-increasing attacks against individual and corporate finances over the past few decades prompt swift action from the realm of financial management. Advances in protection as well as techniques for controlling these disasters is instrumental for financial security and threat prevention. Six Sigma Improvements for Basel III and Solvency II in Financial Risk Management: Emerging Research and Opportunities explores the theoretical and practical aspects of Six Sigma DMAIC methods and tools to improve the financial risk management process and applications within finance, research and development, and software engineering. Featuring coverage on a broad range of topics such as controlling VAR, financial institution evaluations, and global limit systems, this book is ideally designed for financial managers, risk managers, researchers, and academics seeking current research on financial risk management to ensure that uncertainty does not affect, or at least has a minimal impact on, the achievement of goals within a financial institution.

Over the past several years, digital technologies have reestablished the ways in which corporations operate. On one hand, technology has allowed companies to build a stronger knowledge of its customer base, contributing to better consumer engagement strategies. On the other hand, these technologies have also integrated into the management and daily operations of companies, resulting in increased performance and organizational improvement. Remaining up to date with the implementation of these cutting-edge technologies is key to a company's continued success. Digital Innovations for Customer Engagement, Management, and Organizational Improvement is an essential reference source that discusses and strategizes the latest technologies and innovations and their integration, implementation, and use in businesses, as well as lifelong learning strategies in a digital environment. Featuring research on topics such as consumer engagement, e-commerce, and learning management systems, this book is ideally designed for managers, business executives, marketers, consumer analysts, IT consultants, industry professionals, academicians, researchers, and students.

Talent has been identified as the only differentiator for an organization's, nations' or any region's success in this uncertain, complex, competitive and global environment. Ulrich (2008) defined talent as the equation of 3Cs: Talent = Competence x Commitment x Contribution. Malaeb and Chanaron (2010, p. 2), noted "Competence means that employees have the skills and abilities today and in the future for required business results. ... Commitment means that employees are involved and engaged ... while Contribution means that employees find personal abundance at occupation ..." While Ulrich (2008) observed that commitment focused on meaning and identity and other restraints that tap employee's heart. This book is unique in many ways, which makes it extraordinary. First, unlike other books that have examined issues of change facing the global economy no book has examined the issue of talent development from the perspective of special interest groups including management international students, women refugees, refugees, non?governmental organizations, for profit, for benefit and nonprofit organizations. Thus, talent development world over has become one of the most important issues when it comes to developing human resources especially through education and training. The book presents pertinent research and practice on talent development management and argues that the term talent development broadly refers to management and development of high performing and high potential individuals in society required to carry out critical organizational and society roles aimed at improving human development. The contributors of the book chapters include individuals actively involved in research, teaching and practice in higher education and in business and industry. The chapters are based on empirical data, including review of relevant literature. The book also recognizes that talent development is more than just crisis management and includes best talent management practices, shared governance, meaningful reforms, strategic planning, transparency and accountability, social justice and respect for human life and the need to develop humane organizations and humane communities. The contributions take cognizance of the fact that talent development as a concept is facing fundamental changes in the global knowledge economy, and especially with political changes taking place world over. Contributors also take cognizance of the fact that one important source of change in society has been the accelerating speed of scientific and technological advancement driven by the power of the Internet hence the need to develop talent for the 21st century and beyond. The book is basically an academic book for use by undergraduates and graduate students at universities, for?profit, for?benefit, and non?profit organizations, policy makers and formulators in ministries of Education; supra national organizations, foreign organizations multilateral organizations, non?governmental organizations, community based organizations as well as development stakeholders, and community organizers.

The book introduces a preliminary, integrative conceptual framework on the intersections between management and social justice with a view that the quest for social justice is not an endpoint rather an ongoing journey. With contributions from management scholars and practitioners, it highlights, examines, and explores the continuities and discontinuities, gains and losses, and struggles and successes in this quest for reimagining organizations as sites and vehicles for advancing social justice in the world. To nurture and facilitate flourishing individuals and collectives, we need bolder, more innovative, and more creative models of engagement. Further, we need models for speaking and learning from different perspectives and building common ground through shared values of equity, connectivity, and compassion and moral expansiveness while recognizing the complexities of the world we inhabit via our organizations and the need to develop nuanced understandings of the same. Contributing authors address questions such as: Are social justice and management mutually exclusive concepts? How can we draw on effective management for advancing social justice aims? How do we bend the arc of organizational life towards more justice? What are the rights and obligations of organizations and their members to the world at large, and to their local communities and societies? Through its re-imagining of organizations and management as vehicles for social justice instead of just as tools of oppression, injustice, or regressive organizing in an extractive economy, this book brings together critical and positive organizational approaches challenging fundamental assumptions about how our society, people's collectives, and workplaces are organized with capacity building, incremental change, sustained change, institutionalized change, dynamic ongoing problem-solving/ assessment/ redesign, and more. Management scholars will learn the nuanced and complex intersections between management theories and practice and different types of justice/injustice in a global context both as antecedents to modern organizations and workplaces and the ways in which these intersectional actors advance and change the organizations and workplaces of the future.