Common Wealth - Economics for a Crowded Planet - Jeffrey D. Sachs

This is probably the first book I'm reading that touches on "save-the-world" type of issues such as global warming and sustainable development. And I am very surprised to find myself enjoying the book despite it not contributing directly to my narrow interests (i.e. how to make it big, hahaha).

Sachs puts forth coherent and powerful arguments overall. As a primer (for me) into this whole spectrum of issues, the book has taught me well. However, upon reading it a second time, I find Sach's treatment of the issues a little too strategic and not practical enough to spur me into action. Perhaps this is in keeping with the spirit of the book as a clarion call to galvanise people, rather than to lay out concrete plans for execution.

Here are some of the takeaways I had from reading the book, and my thoughts:

1. Humanity shares a common fate on this planet. However, the way our nations, its institutions and companies are structured often stand in the way of more coherent and proactive actions to address problems that humanity face as a whole. It's time that we recognise our common fate and take concrete steps to evolve the organisations around us to adapt to the change.
2. The book focuses on three major common problems - environmental sustainability, population stabilisation and extreme poverty. Contrary to Sachs' opponents' views, market forces alone will not solve these problems.
3. The responsibility lies in countries doing the right thing - contributing to end poverty, providing incentives to combat the damage to environment / biodiversity, and investment in R&D to create sustainable technologies to reduce our carbon footprint.
4. This requires informed and passionate citizenry to "pressure" the Government.
5. Carbon capture and sequestration (CCS) can be a powerful and effective way to address global warming. Though somehow Sachs appear to be putting it a little too simply for it to be real - there seems to be a catch somewhere!
6. I learnt about the economics behind developing countries' high population growth (primary due to the low probability that my children will survive till adulthood). It seems like a systems issue - a negative reinforcing loop where overpopulation further reduces the chances of my children getting good care and resources to survive till adulthood, which compels me to have even more children. The solution as Sachs has pointed out is to break the cycle - i.e. reduce mortality rates.
7. Sachs waged vitriol against the US's decision to spend a disproportionate amount money on defence, while a tiny fraction of it can make a big difference to the poor in developing nations.
   
8. Sachs also included a chapter on social welfare states, comparing them (Denmark, Finland, Norway, Sweden) with moderate welfare states (Netherlands, Austria, Belgium, France, Germany, Italy) and free-market economies (Australia, Canada, Ireland, UK, US). Sachs showed that welfare states have been successful in reducing income equality, reducing poverty, higher employment, higher income per capita, better governance and even a higher rate of technological excellence. Moderate welfare states are actually at the bottom of the three models in these measurements!
   

Talent Force: : A New Manifesto for the Human Side of Business - Rusty Rueff /Hank Stringer

Reading up on this to learn more about talent management.

I think that this is a good "overview" book on talent management, but it does not go into much details which I feel would have given me a better understanding of the considerations and processes related to the subject.

Here are some of my key thoughts inspired by the book:

1. Talent management is a continuous process - talent has to be groomed at every level of the company. Waiting till the post has been vacated would be too late already. For example, in GE, when Jack Welch retired, there was a row of capable leaders on the bench that could be readily deployed. This process had taken many many years. These leaders were so good that they went on to head other MNCs.
2. Using the internet to give recruitment an edge - the internet offers a range of tools to recruiters like never before. It is much easier to stay in touch with job applicants even after they are rejected, or people who may be interested in yr company but are not ready to take up the job offer yet. This relationship management process is critical for talent recruitment.
   
3. Talent branding - need to ensure that one's corporate image is consistent with the brand that recruiters are selling to talents.
   
4. Understanding of a company's strategies - talent recruitment and management cannot exist in a silo. The Head of talent management has to be keenly aware of the strategies of the company before he/she can know what kind of talent to recruit and how to groom them.