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注释
第一部分 催化剂型领导力
第1章 现在你是一位领导者了
1. Matt Paese and Simon Mitchell,Leaders in Transition: Stepping Up, Not Off (Pittsburgh: Development Dimensions International, 2007).
第2章 你是老板还是催化剂
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1. Pete Weaver and Simon Mitchell,Lessons for Leaders from the People Who Matter, Trend Research (Pittsburgh: Development Dimensions International, 2012), 12.
2. Ibid., 14.
第3章 为领导力转型导航
1. Evan Sinar and Matt Paese,Leaders in Transition: Progressing along a Precarious Path (Pittsburgh: Development Dimensions International, 2014), 10–11.
2. Ibid., 5.
3. Ibid., 7.
第4章 领导力品牌Ⅰ
1. Morgan W. McCall, “Identifying Leadership Potential in Future International Executives: Developing a Concept,”Consulting Psychology Journal: Practice and Research 46, no. 1 (1994): 49–63, doi:10.1037//1061-4087.46.1.49; Morgan W. McCall,High Flyers: Developing the Next Generation of Leaders (Boston: Harvard Business School Press, 1998); Jim Collins, “Level 5 Leadership,”Harvard Business Review 79, no. 1 (January 2001): 66–76; Doug Bray and Ann Howard, “The AT&T Longitudinal Studies of Managers,” inLongitudinal Studies of Adult Psychological Development, ed. Klaus Warner Schaie (New York: Guilford Press, 1983); Brent Roberts and Robert Hogan,Personality Psychology in the Workplace (Washington, DC: American Psychological Association, 2001).
2. Ursula Burns, interviewed by Ellen McGirt,Fast Company, New York, November 19, 2011.
3. Jim Collins,Good to Great: Why Some Companies Make the Leap——and Others Don’t (New York: HarperBusiness, 2001).
第5章 领导力品牌Ⅱ
1. Douglas McGregor,The Human Side of Enterprise (New York: McGraw-Hill, 1960).
2. “Top 10 Business Bestsellers of the Decade,”Hartford Courant, January 10, 2000.
3. William C. Byham and Jeff Cox,Zapp!® The Lightning of Empowerment: How to Improve Productivity, Quality, and Employee Satisfaction (New York: Harmony Books, 1988/1991).
4. Mary L. Tracy and Matt Paese, “Two Perspectives on Identifying Potential”,DDI GO Magazine, Spring 2005, 22.
5. Morgan W. McCall, “Identifying Leadership Potential in Future International Executives: Developing a Concept,”Consulting Psychology Journal: Practice and Research 46, no. 1 (1994): 49–63, doi:10.1037//1061-4087.46.1.49; Morgan W. McCall,High Flyers: Developing the Next Generation of Leaders (Boston: Harvard Business School Press, 1998); Jim Collins, “Level 5 Leadership,”Harvard Business Review 79, no. 1 (January 2001): 66–76; Brent Roberts and Robert Hogan,Personality Psychology in the Workplace (Washington, DC: American Psychological Association, 2001); Doug Bray and Ann Howard, “The AT&T Longitudinal Studies of Managers,”inLongitudinal Studies of Adult Psychological Development, ed. Klaus Warner Schaie (New York: Guilford Press, 1983).
6. Mary L. Tracy and Matt Paese, “Two Perspectives on Identifying Potential”,DDI GO Magazine, Spring 2005, 22–23.
7. John Zenger and Joseph Folkman, “Feedback——You Need It, Your Employees Want It!”Zenger Folkman’s Monthly Webinar Series, webinar, February 20, 2014, slide 8.
8. Ibid., slide 13.
第6章 领导力是一种互动Ⅰ
1. Eric Matson and Laurence Prusak, “Boosting the Productivity of Knowledge Workers,”McKinsey Quarterly, September 2010.
2. A. H. Maslow, “A Theory of Human Motivation,”Psychological Review 50, no. 4 (1943): 370–396.
3. “It’s Better to Give Than to Receive, Even If We Don’t Realise It,”PR Newswire US, November 5, 2014,Business Source Corporate Plus, EBSCOhost (accessed December 9, 2014); Katherine Nelson et al.,“‘It’s up to You’: Experimentally Manipulated Autonomy Support for Prosocial Behavior Improves Well-Being in Two Cultures over Six Weeks,”The Journal of Positive Psychology (in press); Sonja Lyubomirsky,The How of Happiness: A New Approach to Getting the Life You Want (New York: Penguin Press, 2008); Stephanie L. Brown et al., “Providing Social Support May Be More Beneficial Than Receiving It: Results from a Prospective Study of Mortality,”Psychological Science (Wiley-Blackwell) 14, no. 4 (July 2003): 320–327,Business Source Corporate Plus, EBSCOhost (accessed December 14, 2014).
4. Steven Stowell, “Coaching: A Commitment to Leadership,”Training & Development Journal 42, no. 6 (1988): 34.
5. Akira Ikemi and Shinya Kubota, “Humanistic Psychology in Japanese Corporations: Listening and the Small Steps of Change,”Journal of Humanistic Psychology 36, no. 1 (Winter 1996): 104–121.
6. Marcus Cauchi, “The 70/30 Rule: Which Side Are You?”Paul Simister’s Business Coaching Blog (blog), October 8, 2008, http://businesscoaching.typepad.com/; Neil Rackham and Terry Morgan,Behaviour Analysis in Training (London: McGraw-Hill, 1977).
7. Development Dimensions International, “Manager Ready Behavior Performance”, accessed September 24, 2014, Manager Ready database.
8. Mark Busine et al.,Driving Workplace Performance through HighQuality Conversations (Pittsburgh: Development Dimensions International, 2013), 9.
第7章 领导力是一种互动Ⅱ
1. Neil Rackham,SPIN Selling (New York: McGraw-Hill, 1988); Neil Rackham,Major Account Sales Strategy (New York: McGraw-Hill, 1989).
2. William Oncken Jr. and Donald L. Wass, “Management Time: Who’s Got the Monkey?”Harvard Business Review 52, no. 6 (November 1974): 75.
3. Pete Weaver and Simon Mitchell,Lessons for Leaders from the People Who Matter: How Employees around the World View Their Leaders (Pittsburgh: Development Dimensions International, 2012).
第8章 五步对话路线图
1. Development Dimensions International, “Manager Ready Behavior Performance”, accessed September 24, 2014, Manager Ready database.
2. Malcolm Gladwell,Outliers: The Story of Success (New York: Little, Brown and Co., 2008).
3. Daniel Goleman,Emotional Intelligence: Why it Can Matter More Than IQ (New York: Bantam Books, 2005).
第9章 收效良好比什么都重要
1. Tim Maly, “Should You Send That Email? Here’s a Flowchart for Deciding,”Fast Company, February 22, 2012, www.fastcodesign.com/1669094/should-you-send-that-email-heres-aflowchart-for-deciding.
第二部分 精通掌握与领导力技能
第10章 遴选最佳人才
1. Peter F. Drucker, “How to Make People Decisions,”Harvard Business Review 63, no. 4 (July 1985): 22–25.
2. Brad Remillard, “What Are the Total Costs of a Bad Hire?”IMPACT Hiring Solutions (blog), 2010, www.impacthiringsolutions.com/blog/what-arethe-total-costs-of-a-bad-hire/.
3. Scott Erker and Kelli Buczynski,Are You Failing The Interview? (Pittsburgh: Development Dimensions International, 2009), 4, 9.
4. Tom Janz et al.,Behavior Description Interviewing: New, Accurate, Cost Effective (Upper Saddle River, NJ: Prentice Hall, 1985); Robert W. Eder and Gerald R. Ferris,The Employment Interview: Theory, Research, and Practice (Newbury Park, CA: SAGE Publications, 1989).
5. Erker and Buczynski,Are You Failing The Interview?, 13–14.
第11章 老板真正想从你身上获得什么
1. Richard Wellins et al.,Be Better Than Average: A Study on the State of Frontline Leadership, Trend Research (Pittsburgh: Development Dimensions International, 2013), 3.
2. Tom Rath and James K. Harter,Wellbeing: The Five Essential Elements (New York: Gallup Press, 2010), 133.
3. Anna Nyberg et al., “Managerial Leadership and Ischaemic Heart Disease among Employees: The Swedish WOLF Study,”Occupational and Environmental Medicine 66, no. 1 (2009): 51–55.
4. Steve Arneson, “Introduction”inWhat Your Boss Really Wants from You: 15 Insights to Improve Your Relationship (San Francisco: Berrett-Koehler Publishers, 2014), OverDrive Read.
第12章 敬业度与人才留任
1. Gallup Consulting,State of the Global Workplace: A Worldwide Study of Employee Engagement and Wellbeing, Trend Research (Washington, DC: Gallup Consulting, 2013), 99.
2. Richard S. Wellins et al.,Employee Engagement: The Key to Realizing Competitive Advantage, Monograph (Pittsburgh: Development Dimensions International, 2011).
3. Mark C. Crowley, “The Sharp Drop-Off in Worker Happiness——and What Your Company Can Do about It,”Leadership (blog), April 30, 2012, www.fastcompany.com/1835578/sharp-dropworker-happiness-and-what-yourcompany-can-do-about-it.
4. Randall Beck and Jim Harter, “To Win with Natural Talent, Go for Additive Effects”,Gallup Business Journal, June 2014, 1,Business Source Corporate Plus, EBSCOhost (accessed December 19, 2014).
5. Jennifer Robison, “Turning around Employee Turnover: Costly Churn Can Be Reduced If Managers Know What to Look for——and They Usually Don’t”,Gallup Management Journal Online, May 8, 2008, 1–6,Business Source Corporate Plus, EBSCOhost (accessed December 19, 2014).
第13章 会议
1. “Wasted Time in Meetings Costs the UK Economy £26 Billion,”Business Matters Magazine (May 20, 2012), www.bmmagazine.co.uk/inbusiness/6795/wasted-time-in-meetings-costs-theuk-economy-26-billion/.
2. Patrick R. Laughlin et al., “Groups Perform Better Than the Best Individuals on Letters-to-Numbers Problems: Effects of Group Size,”Journal of Personality & Social Psychology 90, no. 4 (April 2006): 644–651; Gary Charness and Matthias Sutter, “Groups Make Better Self-Interested Decisions”,Journal of Economic Perspectives 26, no. 3 (Summer 2012): 157–176; M. E. Shaw, “Comparison of Individuals and Small Groups in the Rational Solution of Complex Problems,”American Journal of Psychology 44 (July 1932); D. W. Taylor and W. L. Faust, “Twenty Questions: Efficiency in Problem-Solving as a Function of Size of Group,”Journal of Experimental Psychology, 44 (November 1952); G. B. Watson, “Do Groups Think More Efficiently than Individuals?”Journal of Abnormal and Social Psychology, 23 (October 1928).
第14章 指导
1. Pete Weaver and Simon Mitchell,Lessons for Leaders from the People Who Matter, Trend Research (Pittsburgh: Development Dimensions International, 2012), 9.
第15章 反馈的基本要素
1. Jack Welch 2003 presentation, The Conference Board, New York.
2. Evan Sinar and Matt Paese,Leaders in Transition: Progressing along a Precarious Path (Pittsburgh: Development Dimensions International, 2014), 7.
3. James Clevenger, “The SOP for Workplace Interactions,”Talent Management Intelligence (blog), August 8, 2014, www.ddiworld.com/blog/tmi/august-2014/the-sop-for-workplaceinteractions; James Clevenger, “Guidance from Above: The Manager’s Role in Driving Lean,”Talent Management Intelligence (blog), November 19, 2014, www.ddiworld.com/blog/tmi/november-2014/the-managers-role-in-driving-lean.; James Clevenger, “Eliminating the 9th Formof Waste,”Talent Management Intelligence (blog), July 23, 2014, www.ddiworld.com/blog/tmi/july-2014/eliminating-the-9thform-of-waste.
4. Adecco,2013 State of the Economy and Employment Survey (Melville, NY: Adecco Employment Services, 2013).
5. Accenture,How Leading Manufacturers Thrive in a World of Ongoing Volatility and Uncertainty (Chicago: Accenture Inc.), 20.
第17章 授权
1. Development Dimensions International, “Leadership Mirror Performance Ratings,”accessed December 10, 2014, Leadership Mirror database.
2. Development Dimensions International, “Manager Ready Behavior Performance”, accessed September 24, 2014, Manager Ready database.
第18章 绩效管理
1. David Rock, “SCARF: A Brain-Based Model for Collaborating with and Influencing Others,”NeuroLeadership Journal no. 1 (2008), www.yourbrain-at-work.com/files/NLJ_SCARFUS.pdf.
第19章 你和你的人脉网络
1. Daniel Hallak, “Five Networks to Accelerate Your Career,”TD: Talent Development 68, no. 10 (October 2014): 104–105.
第21章 女性的第一份领导工作
1. Joanna Barsh and Lareina Yee,Unlocking the Full Potential of Women at Work (New York: McKinsey & Company, 2011), 3.
2. Catalyst,Catalyst Census: Fortune 500 Appendix 1——Methodology, Catalyst Census (New York: Catalyst, 2013).
3. DDI and The Conference Board,Ready-Now Leaders: Meeting Tomorrow’s Business Challenges, Global Leadership Forecast (Pittsburgh: Development Dimensions International, 2014), 40.
4. Georges Desvaux et al., “A business case for women,”The McKinsey Quarterly no. 4 (2008): 26–33.
5. DDI and The Conference Board,Ready-Now Leaders: Meeting Tomorrow’s Business Challenges, Global Leadership Forecast (Pittsburgh: Development Dimensions International, 2014), 41.
6. Katty Kay and Claire Shipman,The Confidence Code: The Science and Art of Self-Assurance——What Women Should Know (New York: HarperBusiness, 2014).
7. Tara Mohr, “Why Women Don’t Apply for Jobs Unless They’re 100% Qualified,”Harvard Business Review, last modified 2014, accessed December 17, 2014, https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unlesstheyre-100-qualified.
8. Stephanie Neal et al.,Women as Mentors: Does She or Doesn’t She? A Global Study of Businesswomen and Mentoring (Pittsburgh: Development Dimensions International, 2013), 7.
9. “Work & Money,”Real Simple, September 01, 2014, 196, 198.
10. Sheryl Sandberg, “It’s a Jungle Gym, Not a Ladder”inLean in: Women, Work, and the Will to Lead (New York: Knopf, 2013), OverDrive Read.
11. “Failure Issue”,Harvard Business Review 89, no. 4 (2011).
12. “Madonna Is ‘So Nervous’about Super Bowl Performance,”People.com, last modified 2014, accessed December 17, 2014, www.people.com/people/article/0,,20565802,00.html.
13. “Work & Money,”Real Simple, September 01, 2014, 198.
