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November 20, 2013 When the Truth Is Your Only ChanceBy Peter Bregman Take a risk and be honest with your boss. |
Time managementDefend Your Research: Working Long Hours Used to Hurt Your Wages — Now It Helps Them by Sarah GreenAnd because men work longer hours, they benefit more than women. GovernmentThe Chinese Steamroller Is Already Sputtering by Justin FoxJosef Joffe says China is following a path blazed by Germany and Japan — and it's starting to get bumpy. Decision makingYou've Got the Information But What Does It Mean? Welcome to "From Data to Action" by Andrew O'ConnellLearn to tune out the noise and focus on the signal. Managing peopleWho Wants to Work for a Woman? by Joan C. WilliamsMore people than in 1953, but there's plenty of evidence that the glass is still resounding, maddeningly, and persistently half empty. Human resourcesTrouble with the Curve? Why Microsoft is Ditching Stack Rankings by Marcus BuckinghamThe problem with common performance ratings. EntrepreneurshipA New Model for Innovation in Big Companies by Beth AltringerWhy injecting veteran entrepreneurs into an established business can work wonders. EntrepreneurshipCountries Full of Mistrustful People Are Less Entrepreneurial by The Daily StatInterpersonal trust reduces the uncertainties associated with engaging in business. Crisis managementIs Your Next Great CEO a Management Consultant? by Gretchen GavettCompanies shouldn't overlook this unorthodox path to the C-suite. |
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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