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November 05, 2013 Harry Potter Found a Four Leaf CloverBy The Daily Idea Harry Potter was a blockbuster hit. But why? What characteristics made it so special? Well, according to social-science research, nothing at all. Most big blockbusters are flukes, and luck played a much larger role in their success than many of us would like to believe. Chalk it up to the effects of social influence. Since our decisions tend to be influenced by the tastes, choices, and preferences of other easily-influenced people, the hit-making business can... More » |
GovernmentHow Foreign Backlash Against NSA Spying Hurts US Firms by Vinod K. Aggarwal and Simon J. EvenettBeing in bed with the government (or seeming to be) rarely pays off abroad. SalesThe Trend that is Changing Sales by Steve W. MartinWhy more companies are shifting from field reps to inside sales. Decision makingLearning from Bad Decisions in "Disaster Lit" by Dan McGinnAuthor Neil Swidey reflects on managing risky projects to prevent tragedy. BrandingHow the Redskins Could Ditch Their Name – But Keep Their Fans by Tim HalloranResolving the team's branding problem. Talent managementCase Study: The Costs and Benefits of a Strong Culture by David A. GarvinLeaders at an IT services firm contemplate whether its family-like atmosphere draws in talent or drives it away. Knowledge managementDon't Let Data Paralysis Stand Between You and Your Customers by Harald FanderlLooking at a wall of numbers? Here's how to prioritize. Managing yourselfHow to Make Use of Your Anxiety for Positive Results by The Daily StatChannel your "high arousal" in a positive direction by being energetic and passionate. SalesWhy Sales and Marketing Don't Get Along by Andris A. Zoltners, PK Sinha, and Sally E. LorimerThe good news: tension between these interdependent functions can spark creativity. |
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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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