Coming soon · Book Profile
Common Sense
A practical guide to using strategic human resources processes to drive business execution by getting the right people in the right jobs doing the right things the right way while supporting the right development.
A profile of this book is on the way.
What it’s about
Commonsense Talent Management argues that maximizing workforce productivity is not a matter of esoteric theory but of consistently doing a few fundamental things well: hiring the right people, focusing them on the right things, ensuring they do things the right way, and providing the right development. Drawing on decades of psychological research and twenty-plus years of hands-on experience with hundreds of companies, Steven Hunt demystifies strategic HR by grounding it in the psychology of employee behavior and the practical realities of business execution. The book rejects the notion of universal best practices, instead equipping HR professionals and business leaders with frameworks, critical design questions, maturity models, and diagnostic tools to design talent processes tailored to their company's unique business needs, culture, and resources. With chapters on recruiting, goal management, performance management, and development—plus guidance on integrating these into a coherent strategy and deploying them successfully—this is a comprehensive, no-nonsense playbook for anyone seeking to build healthier, more productive, and more sustainable work environments.
The through-line
- Who it’s for
- An HR professional or business leader who wants to increase workforce productivity and create a more effective, healthy, and sustainable work environment.
- The problem
- The organization struggles to consistently hire, motivate, develop, and retain the people it needs to execute business strategies effectively. They feel frustrated that HR is viewed as administrative overhead and unsure how to design talent processes that truly drive business results.
- The plan
- Understand the 4Rs of strategic HR and how they rest on basic employee psychology.
- Identify which of the six business execution drivers matter most to your company's strategy.
- Work through the critical design questions for recruiting, goal management, performance management, and development.
- Assess current process maturity and prioritize the changes that provide the greatest business value.
- Integrate the processes into a coherent HR strategy supported by appropriate technology.
- The payoff
- A more productive, engaged, and sustainable workforce aligned around business strategy. · HR is seen as a credible strategic partner that drives business execution, not just administration. · Better hiring, clearer goals, fairer performance management, and stronger talent pipelines.
See our guide
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Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.