Discussion: View Thread

  • 1.  Book on Talent Management

    Posted 10-10-2006 04:51
    Dear Colleagues,
     
    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 
     
    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.
     
    Looking forward to your reply,
     
    Vlad Vaiman
     
    FH Joanneum University of Applied Sciences
    Graz, Austria
     
    Executive Editor
    European Journal of International Management
     


  • 2.  Book on Talent Management

    Posted 10-10-2006 09:27



    October 10, 2006

     

    Val,

     

    I am a management professor at <st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype> in <st1:state w:st="on">Maryland</st1:state>, <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>. Additionally, I function as a management/executive coach for the Pentagon (US Defense Department) and the National Institute of Health (major medical research institution in the <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>).

     

    The credentials I offer include management development consulting and executive education as noted on the attached  for profit and non-profit organizations. It should be noted that I have been a manager/executive with Fortune 25 firms myself.

     

    If you deem it appropriate, I would be most interested in contributing a chapter on management/executive development post-university training.

     

    Sincerely,

     

    Jim Oldson

     

    James D. Oldson, MBA, PhD

    <st1:place w:st="on"><st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype></st1:place>

    <st1:place w:st="on"><st1:placename w:st="on">Perdue</st1:placename> <st1:placetype w:st="on">School</st1:placetype></st1:place> of Business

    <st1:place w:st="on"><st1:city w:st="on">Salisbury</st1:city>, <st1:state w:st="on">MD</st1:state> <st1:postalcode w:st="on">21037</st1:postalcode> <st1:country-region w:st="on">USA</st1:country-region></st1:place>

     

    Wk. (410) 677-5493

    Cell (443) 995-2161

     

     

    Dear Colleagues,
      
     
      
    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 
      
     
      
    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.
      
     
      
    Looking forward to your reply,
      
     
      
    Vlad Vaiman
      
     
      
    FH Joanneum University of Applied Sciences
      
    Graz, Austria
     
      
    Executive Editor
      
    European Journal of International Management
         
     



  • 3.  Book on Talent Management

    Posted 10-10-2006 13:25
    Użytkownik Vlad Vaiman napisał:

    > Dear Colleagues,
    >
    > I have been recently asked by a major publishing company to edit a
    > book on talent management. So, as an exemplary scholar ;-), I would
    > lke to start with some sort of market research and ask those of you
    > working in this area to inform me about your possible interest in
    > contributing. Please also feel free to share any ideas that you might
    > have in regards to this upcoming book.
    >
    > As a preliminary consideration, I am thinking of making this
    > publication suitable to both academics involved in teaching,
    > consulting, and executive education, and practitioners who want to use
    > talent management techniques developed by leading scholars in this
    > area of knowledge.
    >

    Dear Vlad,
    I'm professor of management at LKEAM, Warsaw, Poland (EQUIS accredited).
    My area of interst is in negotiations - in research and teaching on
    graduate and post-graduate level.

    My contribution can be in chapter about teaching negotiations mainly
    based on simulation games. Negotiations are very important part of
    management skills portfolio, so teaching negotiations seems to be an
    obvious part of talent management.

    Sincerely,

    Robert Rządca, PhD
    Leon Kozminski Academy
    of Entrepreneurship and Management
    Warsaw
    Poland

    office +48 22 519 21 56
    mobile +48 602 742 907


  • 4.  Book on Talent Management

    Posted 10-10-2006 17:37
    Colleagues,
     
    Val asks about "management of talent."  Why not "leadership of talent"?  Or enabling of talent?  Or getting the most from talent?  Or turning talent into profits? 
     
    The term "management" brings up images of industrial age managers forcing people into molds.  Read this month's Fortune articles on the rapid evolution of business models.  According to them, Google's business model seems to be almost chaos.  And they suggest that rapid change will force new thinking in every industry and aspect of business.
     
    When it comes to change and agents of change, it may well be that we need leadership to focus talent rather than management to conform it.
     
    Just a thought.
     
    Best to all,
     
    Gary

    ...........................................

    Innovation of Business

             and the

    Business of Innovation™ 

     

    Gary Lundquist
    303-840-9929  GaryL@Market-Engineering.com

    President - Market Engineering International
                www.Market-Engineering.com  
    Editor - The Colorado Innovation Newsletter
                www.ColoradoInnovation.blogs.com

    -----Original Message-----
    From: Management Education and Development Discussion [mailto:MG-ED-DV@AOMLISTS.PACE.EDU] On Behalf Of Jim Oldson
    Sent: Tuesday, October 10, 2006 6:27 AM
    To: MG-ED-DV@AOMLISTS.PACE.EDU
    Subject: Re: Book on Talent Management



    October 10, 2006

     

    Val,

     

    I am a management professor at <st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype> in <st1:state w:st="on">Maryland</st1:state>, <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>. Additionally, I function as a management/executive coach for the Pentagon (US Defense Department) and the National Institute of Health (major medical research institution in the <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>).

     

    The credentials I offer include management development consulting and executive education as noted on the attached  for profit and non-profit organizations. It should be noted that I have been a manager/executive with Fortune 25 firms myself.

     

    If you deem it appropriate, I would be most interested in contributing a chapter on management/executive development post-university training.

     

    Sincerely,

     

    Jim Oldson

     

    James D. Oldson, MBA, PhD

    <st1:place w:st="on"><st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype></st1:place>

    <st1:place w:st="on"><st1:placename w:st="on">Perdue</st1:placename> <st1:placetype w:st="on">School</st1:placetype></st1:place> of Business

    <st1:place w:st="on"><st1:city w:st="on">Salisbury</st1:city>, <st1:state w:st="on">MD</st1:state> <st1:postalcode w:st="on">21037</st1:postalcode> <st1:country-region w:st="on">USA</st1:country-region></st1:place>

     

    Wk. (410) 677-5493

    Cell (443) 995-2161

     

     

    Dear Colleagues,
      
     
      
    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 
      
     
      
    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.
      
     
      
    Looking forward to your reply,
      
     
      
    Vlad Vaiman
      
     
      
    FH Joanneum University of Applied Sciences
      
    Graz, Austria
     
      
    Executive Editor
      
    European Journal of International Management
         
     



  • 5.  Book on Talent Management

    Posted 10-10-2006 18:25
    Gary, my friend,
     
    The term "management" brings up an images of Peter Drucker, Werner Von Braun, Ricardo Semmler, Dee Hock.
     
    "Leadership" got you Jimmy Swaggart, Jim Bakker and James Jones. 
     
    Be careful what you wish for.
    ----- Original Message -----
    Sent: Tuesday, October 10, 2006 2:37 PM
    Subject: Re: Book on Talent Management

    Colleagues,
     
    Val asks about "management of talent."  Why not "leadership of talent"?  Or enabling of talent?  Or getting the most from talent?  Or turning talent into profits? 
     
    The term "management" brings up images of industrial age managers forcing people into molds.  Read this month's Fortune articles on the rapid evolution of business models.  According to them, Google's business model seems to be almost chaos.  And they suggest that rapid change will force new thinking in every industry and aspect of business.
     
    When it comes to change and agents of change, it may well be that we need leadership to focus talent rather than management to conform it.
     
    Just a thought.
     
    Best to all,
     
    Gary

    ...........................................

    Innovation of Business

             and the

    Business of Innovation™ 

     

    Gary Lundquist
    303-840-9929  GaryL@Market-Engineering.com

    President - Market Engineering International
                www.Market-Engineering.com  
    Editor - The Colorado Innovation Newsletter
                www.ColoradoInnovation.blogs.com

    -----Original Message-----
    From: Management Education and Development Discussion [mailto:MG-ED-DV@AOMLISTS.PACE.EDU] On Behalf Of Jim Oldson
    Sent: Tuesday, October 10, 2006 6:27 AM
    To: MG-ED-DV@AOMLISTS.PACE.EDU
    Subject: Re: Book on Talent Management



    October 10, 2006

     

    Val,

     

    I am a management professor at <st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype> in <st1:state w:st="on">Maryland</st1:state>, <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>. Additionally, I function as a management/executive coach for the Pentagon (US Defense Department) and the National Institute of Health (major medical research institution in the <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>).

     

    The credentials I offer include management development consulting and executive education as noted on the attached  for profit and non-profit organizations. It should be noted that I have been a manager/executive with Fortune 25 firms myself.

     

    If you deem it appropriate, I would be most interested in contributing a chapter on management/executive development post-university training.

     

    Sincerely,

     

    Jim Oldson

     

    James D. Oldson, MBA, PhD

    <st1:place w:st="on"><st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype></st1:place>

    <st1:place w:st="on"><st1:placename w:st="on">Perdue</st1:placename> <st1:placetype w:st="on">School</st1:placetype></st1:place> of Business

    <st1:place w:st="on"><st1:city w:st="on">Salisbury</st1:city>, <st1:state w:st="on">MD</st1:state> <st1:postalcode w:st="on">21037</st1:postalcode> <st1:country-region w:st="on">USA</st1:country-region></st1:place>

     

    Wk. (410) 677-5493

    Cell (443) 995-2161

     

     

    Dear Colleagues,
      
     
      
    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 
      
     
      
    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.
      
     
      
    Looking forward to your reply,
      
     
      
    Vlad Vaiman
      
     
      
    FH Joanneum University of Applied Sciences
      
    Graz, Austria
     
      
    Executive Editor
      
    European Journal of International Management
         
     



  • 6.  Book on Talent Management

    Posted 10-10-2006 19:03

    Hi Vlad

     

    I am now an executive coach, part-time academic completing my PhD on the effectiveness of executive coaching as a leadership/talent strategy.  I am also an ex HR professional (15 years).

     

    I would suggest a chapter on executive coaching as a talent management strategy.  From a practitioner perspective, I work with the <st1:place w:st="on"><st1:placetype w:st="on">Institute</st1:placetype> of <st1:placename w:st="on">Executive Coaching</st1:placename></st1:place> and we have been working with one large financial services organisation and their talent pool for 2 years now and will be starting our third year in 2007.  This might be a nice little case that we could embed into the chapter - theory plus practice.

     

    This chapter would be written in collaboration with Dr Hilary Armstrong (ex <st1:placetype w:st="on">University</st1:placetype> of <st1:placename w:st="on">Western Sydney</st1:placename> and now Director Research and Training Institute of Executive Coaching) and Dr Joy Higgs (<st1:place w:st="on"><st1:placetype w:st="on">University</st1:placetype> of <st1:placename w:st="on">Sydney</st1:placename></st1:place>).

     

    My biography:

     

    http://www.iecoaching.com/associatecoach_julieannetooth.asp

     

    Hilary's biography:

     

    http://www.iecoaching.com/coach_hilaryarmstrong.asp

     

    Information on Joy:

     

    http://www.fhs.usyd.edu.au/phy/staff/academics/higgs_joy.shtml

     

    Cheers

    Julie-Anne

     

     

     


    From: <st1:personname w:st="on">Management Education and Development Discussion</st1:personname> [mailto:MG-ED-DV@AOMLISTS.PACE.EDU] On Behalf Of Vlad Vaiman
    Sent: Tuesday, 10 October 2006 6:51 PM
    To: MG-ED-DV@AOMLISTS.PACE.EDU
    Subject: Book on Talent Management

     

    Dear Colleagues,

     

    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 

     

    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.

     

    Looking forward to your reply,

     

    Vlad Vaiman

     

    FH Joanneum University of Applied Sciences

    <st1:place w:st="on"><st1:city w:st="on">Graz</st1:city>, <st1:country-region w:st="on">Austria</st1:country-region></st1:place>

     

    Executive Editor

    European Journal of International Management

     



  • 7.  Book on Talent Management

    Posted 10-11-2006 15:35
    Intriguing comments, Gary.  Thanks for the thought provoking post.
     
    Please accept my comments as a continuation of this dialogue.
     
    Is "management" truly a tarnished and/or useless concept, though?  Google's "business model" is indeed a model, is it not?  Chaotic, or not, it is still a model that can be categorized, characterized, and perhaps replicated.  As such, it is a "management" model.
     
    Learning and developmental organizations are by their very nature seemingly chaotic, but they are not anarchistic.  Their management systems are often exotic to those unfamiliar with them, but they do have management systems.  Granted, some of those systems are designed to be very flexible and they need to be able to evolve with the culture, but they are still considered to be management structure — no matter that they appear to be structure-less. 
     
    Learning organzations; developmental organizations; and flattened heirarchical structures have management systems that are sometimes difficult to define because of their complexity, but they CAN be defined and they are indeed management systems.
     
    Ironic, isn't it, that flattening top-down structures and adding learning/develpmental components to the culture and structure have actually made the management systems more complex?  By attempting to simplify such functions as reporting relationships, task assignments, training and development assessments and delivery, we have actually created new structures and management models.  Some of which require more monitoring and nurturing than more traditional systems.   
     
    Just one fellow's thoughts.
     
    Pat
     
    Dr. Pat Schutz, SPHR
    Mesa State College
    Assistant Professor of Business Administration
    1100 North Avenue
    Grand Junction, CO 81526
    970-248-1748  Voice
    970-248-1755  FAX

    >>> garyl@MARKET-ENGINEERING.COM 10/10/06 3:37 PM >>>
    Colleagues,
     
    Val asks about "management of talent."  Why not "leadership of talent"?  Or enabling of talent?  Or getting the most from talent?  Or turning talent into profits? 
     
    The term "management" brings up images of industrial age managers forcing people into molds.  Read this month's Fortune articles on the rapid evolution of business models.  According to them, Google's business model seems to be almost chaos.  And they suggest that rapid change will force new thinking in every industry and aspect of business.
     
    When it comes to change and agents of change, it may well be that we need leadership to focus talent rather than management to conform it.
     
    Just a thought.
     
    Best to all,
     
    Gary

    ...........................................

    Innovation of Business

             and the

    Business of Innovation™ 

     

    Gary Lundquist
    303-840-9929  GaryL@Market-Engineering.com

    President - Market Engineering International
                www.Market-Engineering.com  
    Editor - The Colorado Innovation Newsletter
                www.ColoradoInnovation.blogs.com

    -----Original Message-----
    From: Management Education and Development Discussion [mailto:MG-ED-DV@AOMLISTS.PACE.EDU] On Behalf Of Jim Oldson
    Sent: Tuesday, October 10, 2006 6:27 AM
    To: MG-ED-DV@AOMLISTS.PACE.EDU
    Subject: Re: Book on Talent Management



    October 10, 2006

     

    Val,

     

    I am a management professor at <st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype> in <st1:state w:st="on">Maryland</st1:state>, <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>. Additionally, I function as a management/executive coach for the Pentagon (US Defense Department) and the National Institute of Health (major medical research institution in the <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>).

     

    The credentials I offer include management development consulting and executive education as noted on the attached  for profit and non-profit organizations. It should be noted that I have been a manager/executive with Fortune 25 firms myself.

     

    If you deem it appropriate, I would be most interested in contributing a chapter on management/executive development post-university training.

     

    Sincerely,

     

    Jim Oldson

     

    James D. Oldson, MBA, PhD

    <st1:place w:st="on"><st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype></st1:place>

    <st1:place w:st="on"><st1:placename w:st="on">Perdue</st1:placename> <st1:placetype w:st="on">School</st1:placetype></st1:place> of Business

    <st1:place w:st="on"><st1:city w:st="on">Salisbury</st1:city>, <st1:state w:st="on">MD</st1:state> <st1:postalcode w:st="on">21037</st1:postalcode> <st1:country-region w:st="on">USA</st1:country-region></st1:place>

     

    Wk. (410) 677-5493

    Cell (443) 995-2161

     

     

    Dear Colleagues,
      
     
      
    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 
      
     
      
    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.
      
     
      
    Looking forward to your reply,
      
     
      
    Vlad Vaiman
      
     
      
    FH Joanneum University of Applied Sciences
      
    Graz, Austria
     
      
    Executive Editor
      
    European Journal of International Management
         
     



  • 8.  Book on Talent Management

    Posted 10-12-2006 16:53
    Colleagues,
     
    Pat Shutz notes that
        Flattening top-down structures and adding learning/developmental components to the culture and structure have actually made the management systems more complex.
     
    Agreed.  Time pressures also force more rapid responses which argue for true systems.
     
    I was coming from a particular focus.  Some "talent" are innovators - agents of change.  Managing agents of change may be different in concept and practice than managing "talented" people not so focused on changing the world.  Innovators may be a small part of the "talent" pool, and thus a relatively small part of the management challenge.
     
    Your book might benefit from a chapter on managing innovators.  Part of that discussion might investigate whether it is reasonable to try managing agents of change, or whether one must lead.
     
    I'd volunteer to write the chapter, but I'm not an academic.  I've developed my knowledge through practice and collaboration.  I'm sure others in this list would take on that particular challenge.
     
    Best,
     
    Gary
     
    PS:  Pat, we are both in Colorado.  If you'd like a more personal conversation, respond to my e-mail below.
     

    ...........................................

    Innovation of Business

             and the

    Business of Innovation™ 

     

    Gary Lundquist
    303-840-9929  GaryL@Market-Engineering.com

    President - Market Engineering International
                www.Market-Engineering.com  
    Editor - The Colorado Innovation Newsletter
                www.ColoradoInnovation.blogs.com

    -----Original Message-----
    From: Management Education and Development Discussion [mailto:MG-ED-DV@AOMLISTS.PACE.EDU] On Behalf Of Patrick Schutz
    Sent: Wednesday, October 11, 2006 12:35 PM
    To: MG-ED-DV@AOMLISTS.PACE.EDU
    Subject: Re: Book on Talent Management

    Intriguing comments, Gary.  Thanks for the thought provoking post.
     
    Please accept my comments as a continuation of this dialogue.
     
    Is "management" truly a tarnished and/or useless concept, though?  Google's "business model" is indeed a model, is it not?  Chaotic, or not, it is still a model that can be categorized, characterized, and perhaps replicated.  As such, it is a "management" model.
     
    Learning and developmental organizations are by their very nature seemingly chaotic, but they are not anarchistic.  Their management systems are often exotic to those unfamiliar with them, but they do have management systems.  Granted, some of those systems are designed to be very flexible and they need to be able to evolve with the culture, but they are still considered to be management structure - no matter that they appear to be structure-less. 
     
    Learning organzations; developmental organizations; and flattened heirarchical structures have management systems that are sometimes difficult to define because of their complexity, but they CAN be defined and they are indeed management systems.
     
    Ironic, isn't it, that flattening top-down structures and adding learning/develpmental components to the culture and structure have actually made the management systems more complex?  By attempting to simplify such functions as reporting relationships, task assignments, training and development assessments and delivery, we have actually created new structures and management models.  Some of which require more monitoring and nurturing than more traditional systems.   
     
    Just one fellow's thoughts.
     
    Pat
     
    Dr. Pat Schutz, SPHR
    Mesa State College
    Assistant Professor of Business Administration
    1100 North Avenue
    Grand Junction, CO 81526
    970-248-1748  Voice
    970-248-1755  FAX

    >>> garyl@MARKET-ENGINEERING.COM 10/10/06 3:37 PM >>>
    Colleagues,
     
    Val asks about "management of talent."  Why not "leadership of talent"?  Or enabling of talent?  Or getting the most from talent?  Or turning talent into profits? 
     
    The term "management" brings up images of industrial age managers forcing people into molds.  Read this month's Fortune articles on the rapid evolution of business models.  According to them, Google's business model seems to be almost chaos.  And they suggest that rapid change will force new thinking in every industry and aspect of business.
     
    When it comes to change and agents of change, it may well be that we need leadership to focus talent rather than management to conform it.
     
    Just a thought.
     
    Best to all,
     
    Gary

    ...........................................

    Innovation of Business

             and the

    Business of Innovation™ 

     

    Gary Lundquist
    303-840-9929  GaryL@Market-Engineering.com

    President - Market Engineering International
                www.Market-Engineering.com  
    Editor - The Colorado Innovation Newsletter
                www.ColoradoInnovation.blogs.com

    -----Original Message-----
    From: Management Education and Development Discussion [mailto:MG-ED-DV@AOMLISTS.PACE.EDU] On Behalf Of Jim Oldson
    Sent: Tuesday, October 10, 2006 6:27 AM
    To: MG-ED-DV@AOMLISTS.PACE.EDU
    Subject: Re: Book on Talent Management



    October 10, 2006

     

    Val,

     

    I am a management professor at <st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype> in <st1:state w:st="on">Maryland</st1:state>, <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>. Additionally, I function as a management/executive coach for the Pentagon (US Defense Department) and the National Institute of Health (major medical research institution in the <st1:country-region w:st="on"><st1:place w:st="on">USA</st1:place></st1:country-region>).

     

    The credentials I offer include management development consulting and executive education as noted on the attached  for profit and non-profit organizations. It should be noted that I have been a manager/executive with Fortune 25 firms myself.

     

    If you deem it appropriate, I would be most interested in contributing a chapter on management/executive development post-university training.

     

    Sincerely,

     

    Jim Oldson

     

    James D. Oldson, MBA, PhD

    <st1:place w:st="on"><st1:placename w:st="on">Salisbury</st1:placename> <st1:placetype w:st="on">University</st1:placetype></st1:place>

    <st1:place w:st="on"><st1:placename w:st="on">Perdue</st1:placename> <st1:placetype w:st="on">School</st1:placetype></st1:place> of Business

    <st1:place w:st="on"><st1:city w:st="on">Salisbury</st1:city>, <st1:state w:st="on">MD</st1:state> <st1:postalcode w:st="on">21037</st1:postalcode> <st1:country-region w:st="on">USA</st1:country-region></st1:place>

     

    Wk. (410) 677-5493

    Cell (443) 995-2161

     

     

    Dear Colleagues,
      
     
      
    I have been recently asked by a major publishing company to edit a book on talent management.  So, as an exemplary scholar ;-), I would lke to start with some sort of market research and ask those of you working in this area to inform me about your possible interest in contributing.  Please also feel free to share any ideas that you might have in regards to this upcoming book. 
      
     
      
    As a preliminary consideration, I am thinking of making this publication suitable to both academics involved in teaching, consulting, and executive education, and practitioners who want to use talent management techniques developed by leading scholars in this area of knowledge.
      
     
      
    Looking forward to your reply,
      
     
      
    Vlad Vaiman
      
     
      
    FH Joanneum University of Applied Sciences
      
    Graz, Austria
     
      
    Executive Editor
      
    European Journal of International Management