LEADER 01446nam 2200397 n 450 001 996390469603316 005 20230411175524.0 035 $a(CKB)4940000000099871 035 $a(EEBO)2240878937 035 $a(UnM)99830671e 035 $a(UnM)99830671 035 $a(EXLCZ)994940000000099871 100 $a19950829d1650 uy | 101 0 $aeng 135 $aurbn#|||a|bb| 200 12$aL'Aminta, di Torquato Tasso, favola boscherecchia. Tasso's Aminta, a pastoral comedy, in Italian and English$b[electronic resource] 205 $aSecond edition. 210 $aOxford $cprinted by L. Lichfield, for James Fletcher; and sold by J. Nourse bookseller, near Temple-Bar. London$d[1650?] 215 $a[11], p. 1, 135, [1] p 300 $aTitle page in red and black. 300 $aDate of publication conjectured by Wing. 300 $aParallel Italian and English texts. 300 $aIn verse. 300 $aGathered in sixes. 300 $aFinal page bears dedication to the translator. 300 $aReproduction of the original in the British Library. 330 $aeebo-0018 700 $aTasso$b Torquato$f1544-1595.$0158668 801 0$bCu-RivES 801 1$bCu-RivES 801 2$bCStRLIN 801 2$bWaOLN 906 $aBOOK 912 $a996390469603316 996 $aL'Aminta, di Torquato Tasso, favola boscherecchia. Tasso's Aminta, a pastoral comedy, in Italian and English$92414668 997 $aUNISA LEADER 04171nam 22005775 450 001 9910337799503321 005 20250610110144.0 010 $a9783319931722 010 $a3319931725 024 7 $a10.1007/978-3-319-93172-2 035 $a(CKB)4100000005323132 035 $a(DE-He213)978-3-319-93172-2 035 $a(MiAaPQ)EBC5481466 035 $a(PPN)229505929 035 $a(Perlego)3494248 035 $a(MiAaPQ)EBC29090374 035 $a(EXLCZ)994100000005323132 100 $a20180728d2019 u| 0 101 0 $aeng 135 $aurnn#008mamaa 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 10$aBringing the Human Being Back to Work $eThe 10 Performance and Development Conversations Leaders Must Have /$fby Tim Baker 205 $a1st ed. 2019. 210 1$aCham :$cSpringer International Publishing :$cImprint: Palgrave Macmillan,$d2019. 215 $a1 online resource (XV, 223 p. 2 illus.) 311 08$a9783319931715 311 08$a3319931717 327 $a1 The dumbing down of work -- 2 Human spirit and work -- 3 The concept of workplace of dignity -- 4 A lack of authentic conversations -- 5 Two task-focused pillars of authentic conversations -- 6 Three people-focused pillars of authentic conversations -- 7 Conversation #1 - The coaching conversation -- 8 Using G.R.O.W. for a better coaching conversation -- 9 Conversation #2 - The delegation conversation -- 10 Ten keys to a better delegation conversation -- 11 Conversation #3 - The visioning conversation -- 12 Visioning questions to ask -- 13 Conversation #4 - The encouraging conversation -- 14 Twelve powerful ways to engage or disengage people at work -- 15 Conversation #5 - The relationship building conversation -- 16 Five steps to relationship building conversations -- 17 Overview of the five conversations framework -- 18 Rationale and benefits of the five conversations framework -- 19 Conversation # 6 - The climate review conversation -- 20 Conversation # 7 - The strengths and talents conversation -- 21 Conversation # 8 - The opportunities for growth conversation -- 22 Conversation # 9 - The learning and development conversation -- 23 Conversation # 10 - The innovation and continuous improvement conversation. 330 $aFor the past 100 years, we've progressively dehumanized our places of work. We've learned to systemize, homogenize, and mechanize - all in the quest for greater efficiency and cost-saving. We've forgotten that the human being is the centre of work. This book highlights the ten essential performance and development conversations leaders must have to restore human spirit at work. First, it explains the importance of cultivating an authentic workplace by resisting the dumbing down of work and respecting employee dignity. Second, it presents five developmental conversations, from coaching to relationship-building. Third, it outlines five performance conversations, from climate review to innovation. An organization - any organization - is a group of people working together towards a common goal, but we tend to lose sight of this simple idea. Too often, human resources are lumped in with technological resources, administrative resources and financial resources. Managers become obsessed with processes, procedures and systems. Tim Baker provides leaders with a roadmap to bring the human being back to work. 606 $aPersonnel management 606 $aStrategic planning 606 $aLeadership 606 $aPersonal coaching 606 $aHuman Resource Development 606 $aBusiness Strategy and Leadership 606 $aCoaching 615 0$aPersonnel management. 615 0$aStrategic planning. 615 0$aLeadership. 615 0$aPersonal coaching. 615 14$aHuman Resource Development. 615 24$aBusiness Strategy and Leadership. 615 24$aCoaching. 676 $a658.3 700 $aBaker$b Tim$c(Management consultant),$4aut$4http://id.loc.gov/vocabulary/relators/aut$01435816 906 $aBOOK 912 $a9910337799503321 996 $aBringing the Human Being Back to Work$93593831 997 $aUNINA