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November 21, 2013 Hierarchy Is OverratedBy Tim Kastelle Flat structures work, and work better. |
EconomyHow Korea Can Avoid Japan's Economic Mistakes by Hong JeongdoMuch of what happened during Japan's two lost decades is happening now in Seoul. Strategic planningGet the Strategy You Need — Now by Michael BirshanThree steps to boost your odds of identifying good bets. HealthSocial Capital Is as Important as Financial Capital in Health Care by Alexandra NorrishBuilding social capital is rarely a specific focus of organizational leaders, but it must be. MarketingTo Avoid the Customer Recency Trap, Listen to the Data by Scott A. NeslinSometimes consumers get out of the habit of buying from you. But if you treat them as lost, they'll no doubt become lost. MarketingHow Chinese Companies Can Develop Global Brands by Martin RollThey need to seek overseas partnerships, redesign their organizations, and rebrand from the inside out. Managing yourselfCherish Your Ever-so-Slight Dissatisfaction by The Daily StatA slight dissatisfaction can serve as a motivator to achieve more and earn more money. Managing yourselfWhat to Do When Good News Makes You Anxious by Steven BerglasNothing about anxiety is as disruptive as its propensity to pop up when least expected. Here's how to cope. |
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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