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October 29, 2013 How to Pick Your Battles at WorkBy Amy Gallo You can't -- and shouldn't -- wage every war. Here's how to choose the ones that matter. |
EconomyThis Isn't Capitalism — It's Growthism, and It's Bad for Us by Umair HaqueWe think economic growth is our friend. Here's why it's not. OperationsLeveraging Silicon Valley — From Wherever You Are by Brad PowerThree operating models for bringing Valley innovation to your organization. EconomyAre Multinationals Becoming Less Global? by Pankaj GhemawatNew evidence that we are not as globalized as we think. FinanceCrowdfunding's Big-Bang Moment by Larry DownesA big step by the SEC brings us closer to the crowdfunded equity financing that could change everything. InnovationBringing Outside Innovations into Health Care by Mike WagnerThe health care industry has a lot to learn from other business sectors. CommunicationWhy It Might Be Helpful to Apologize for Something That's Not Your Fault by The Daily StatA superfluous apology makes others trust the apologizer. |
FEATURED PRODUCTThe First 90 Days App for iPhone and AndroidMAKE YOUR NEXT CAREER TRANSITION A SUCCESS.Download The First 90 Days App today to help you stay ahead of the game. Download on the App StoreDownload on Google Play |
FEATURED PRODUCTHBR Guide to Coaching Your EmployeesHBR Press BookWhen you're swamped with your own work, how can you make time to coach your employees—and do it well? If you don't help them build their skills, they'll keep coming to you for answers instead of finding their own solutions. Got a star on your team who's eager to advance? An underperformer who's dragging the group down? A steady contributor who feels bored and neglected? You'll need to agree on goals for growth, motivate your people to achieve them, support their efforts, and measure their progress. This guide gives you the tools to do that. You'll get better at (1) Matching people's skills with your organization's needs; (2) Creating realistic but inspiring plans for growth; (3) Customizing your approach; (4) Prompting with questions before you dispense advice; (5) Providing the support your employees need to achieve peak performance; (6) Giving them feedback they'll actually apply; (7) Tapping their learning styles to make greater progress; (8) Giving people room to grapple with problems and discover solutions; (9) Engaging your employees and fostering independence. Buy It Now |
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