A book entitled, “The Future of Staff Groups” by Joel P. Henning is a great business tool to be used to empower staff groups. This book instructs staff groups (groups within organizations that perform internal functions such as human resources, finance, legal, quality, information systems, and others) how to shed old models and responsibilities. This book speaks directly to the concerns of the staff groups and their clients, their managers, and the groups themselves.

Henning breaks his book up into two parts. The first part focuses on “Intention and Theory”. The chapters in the first section discuss topics such as: The Jarring Reality, A Business at Risk, Making an Offer, A Promise and a Guarantee, Taking a Stance, and Optimism, Hope, and Goodwill. The second part of the book focuses on “Application-Tr

In the constantly competitive and dynamic global economy, careers are also changing. The behavior needed to succeed is changing, career paths are more turbulent and lifelong learning is becoming essential. It is no wonder that organizations need to focus on leading the change process as opposed to the change leading the process. Change is inevitable and pain will always be present with change. Change can be managed and the pain associated with change can be avoided. Henning’s book provides a framework to ensuring that staff groups can achieve success. Henning focus on having staff group’s understand their place in the organization, have management understand why staff groups are important and have the organization understand how staff groups can lead and drive the process.

There is no doubt that today's business climate is fierce. Competition is brutal and change is swift and unstoppable. Competitive advantage in any of today's markets presumes competence. To go beyond competence to dominate a market, a company needs to know more, create more, learn faster, and communicate better than the competition. This is the work that corporate staff groups were born for -- not 'just to do it',

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