ADVICE TO MY DEAR DAUGHTER


“Our executives around the world – most of them men – have read and greatly value the book. It increased their understanding of the particular challenges faced by women and enables them to better coach their employees.”
HELENA HEDBLOM
CEO of Epiroc



Believe in yourself

Many companies target improving their gender mix. The challenge includes finding ways to attract female professionals, and also to motivate more women to pursue managerial roles.

Marianne Hamilton’s book, “Advice to My Dear Daughter”, can help propel women forward in their careers. It can also support managers – male and female – in better understanding and guiding their employees through challenging situations. This book will help employees seize opportunities and make a difference.

In order to achieve real change, the driving force must come from the women themselves. A woman must understand how she can influence her career. She must believe in herself.

A BETTER PIPELINE OF MANAGERS

Why is a better gender composition important? Because it’s good for business. It’s been proven in study after study that diverse teams deliver better results. And if you want to hire the best, you need candidates representing 100% of the talent pool.

The utmost goal for companies must always be to have access to managers with the necessary competence. To achieve this they need internal mobility and employees who want to contribute both today and going forward. But above all, they need a culture that focuses on inclusion and on creating space for a gutsy attitude.

In the end, it’s all about getting a better pipeline of managers to ensure long-term sustainable growth.

BUY ADVICE TO MY DEAR DAUGHTER NOW!

Companies are encouraged to buy boxes of 50 books directly from us. BUY THE BOOK 

IN ENGLISH, DUTCH AND SWEDISH THROUGH SELECTED DISTRIBUTORS

Paperback version of Advice to My Dear Daughter, Några råd till min kära dotter (Swedish) and Advies aan mijn lieve dochter (Dutch) can be bought through selected book stores and web-shops in Finland, Sweden, Norway, the Netherlands and Belgium. The e-book  is available in English on Amazon, iTunes and Storytel.

 

Leverage the advice

“Practical and no-nonsense advice to young women interested in building a career. Also a very concrete guide to managers, male or female, interested in understanding the subtle challenges of building diversity in their teams.”
EEVA SIPILA
CFO and Deputy to CEO, Metso Outotec


Safeguarding a pipeline of managers

Advice To My Dear Daughter can be used to make sure a company captures the full breadth and depth of talent available. Both when recruiting and as part of ongoing development, as well as to safeguard the company’s pipeline of future managers. This is indeed a business-critical issue.

CIRCLES

One efficient way to share information and spark change is to sit together and discuss different advice in a Circle setting. The ideal group size is 6-8 people.  

When you start using Circles in an organization, you should start at the very top with the executive team. Everyone is tasked with reading the book and underlining what he/she finds important (this could be one or several pieces of advice, a statement, or just a word). The executive team then meets for an open, straight-forward discussion based on what the individuals found important. Some conclusions are ideally written down to be disseminated later by one of the Circle members.

Each participant in the first Circle then initiates the same process within his or her own team. This process continues with subsequent Circles throughout the organization.

The idea is that a member of a Circle not just reads on his/her own, but also gains insights from the discussions. The overall conclusions should be summarized for the benefit of the entire company.

MENTORSHIP

A mentorship program has the mentee in focus. It is the mentees actual situation that should be discussed as a basis for finding the way forward. The mentor, with far more experience, should trigger this process. However, to really understand a mentee’s actual situation is not easy. Perhaps the situation is hard to describe, or the mentor isn’t asking the right questions. It is important to ensure that the mentor doesn’t end up in focus.

This book can be used to trigger fruitful discussions between mentors and mentees. By reading one or a couple of different advice prior to meeting the mentee can get insight into possible dilemmas which can facilitate a dialogue by providing objective exampes. The book contains 46 advice, and can lead to better discussions throughout a mentoring relationship.

ON YOUR OWN

Distribute the book into the organization and let the employees read for their own benefit.

Ask them to think of:
1) Which of the 46 advice would you give to a young adept?
2) Are any of the advice counterproductive?
3) What advice do you miss?

The book can inspire them by providing chance to reflect and to learn more about what characterizes a sound company culture, based on performance and development, as well as gender issues in business. It can also prompt conversations and opportunities to share and learn with others who are curious and open-minded, with the passion to create an environment in which people can flourish.

An Organizational Philosophy

“With her innovative thinking and strong faith in the individual, Marianne Hamilton changed the view on managerial recruitment in a way that broke new ground.”
RONNIE LETEN
Chairman of Ericsson, CEO of Atlas Copco 2009-2017

KEEP THE ORGANIZATION SHARP

An Organizational Philosophy is a case study on how an internal global job market with its clear principles and guidelines ensured a decentralized culture and continual organizational development, supported by employees’ individual drive.

In the book, Marianne Hamilton describes the journey taken by the Atlas Copco Group, where an internal global job market grew from an idea into one of the company’s most important success factors, leading to high job mobility and sustained organizational development.

SET EMPLOYEES FIRST

According to the internal global job market concept, all open positions are advertised internally before they are advertised externally. This gives employees the opportunity to pursue a career path at the company wherever they are in the world. The concept is based on the individual’s own drive to take chances and take advantage of the opportunities available.

At Atlas Copco, “never recruit for the same position as before” became a mantra and one of the ten principles of the internal global job market.

BUY AN ORGANIZATIONAL PHILOSOPHY NOW!

An Organizational Philosophy can be bought directly from us in batches of 15 books, enough to share with a management team, a few members of the board and maybe also a few union leaders. BUY THE BOOK

Buy

50 copies of Advice To My Dear Daughter

This book will inspire you to take charge of your career. It is valuable for anyone in an organization. It can be especially useful as discussion material for mentorship programs, to be read by both the mentor and the mentee. We currently only distribute the book within the EU. The listed price is for 50 books, including freight but excluding VAT.

€1,050.00



15 copies of An Organizational Philosophy

“63 pages all of us should read when thinking about an organization” Ronnie Leten, Chairman of Ericsson, wrote in his first post ever on LinkedIn in February 2021. We currently only distribute the book within the EU. The listed price is for 15 books, including freight but excluding VAT.

€550.00

 

If you have questions regarding orders, or want a quotation for a location outside EU, please send us a message using the contact form.



Buy the book from our local distributors

EUROPE

BELGIUM
Dei Monti

ITALY
Business Partners

SWEDEN
Campus Kämpasten

ASIA

JAPAN
The Swedish Chamber of Commerce and Industry in Japan



Meet Marianne

“Marianne Hamilton draws a wonderful map that you can use to navigate – and succeed – in the business world”
FRANÇOISE CHOMBAR
CEO and co-founder of Melexis

Marianne Hamilton was a member of Atlas Copco’s Group management team for sixteen years, as Senior Vice President, Organizational Development and Management Resources. She has served on several boards.

Her ground-breaking introduction of a global internal job market at Atlas Copco, allowing employees to apply to all open positions, spurred a unique opportunity to improve the organization and strengthen the corporate culture.

BELIEF IN THE INDIVIDUAL’S STRENGTH

Marianne Hamilton has a strong belief in people’s inherent strength: individuals make it happen. It’s a person’s own drive and motivation that will enable them to reach a position where they can truly make a difference, creating lasting results that benefit their company and the community.

Having an organization with smoothly functioning processes and clearly defined accountabilities helps, but at the end of the day it is your own determination and competence that will take you to the top.

SHARING EXPERIENCE

In addition to her extensive business experience, Marianne Hamilton has also published several books:

Her first management book, More Than Just Money — How to Produce Skilled Managers, was published in 2007. It was followed by More Than Just Power — Leadership Too in 2009 and Advice to My Dear Daughter in 2019. An Organizational Philosophy is her latest book, published in 2021.

Buy Advice to My Dear Daughter and An Organizational Philosophy: BUY THE BOOKS

Marianne Hamilton has also published the novels The Barn and The Three Men in Swedish, see www.ekobok.se.