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November 06, 2013 The Washington Redskins Should Turn Controversy Into a Business OpportunityBy The Daily Idea The Washington Redskins are facing a lot of pressure from pundits, journalists, fans, and Native American groups to change their "culturally-insensitive" name. To be fair, it isn't an easy business decision for the team to make. For one, the Redskins name is an integral part of its history. Plus, a new name could potentially weaken its brand. But if the issue continues to pick up steam, the organization will have a much bigger problem on... More » |
Managing peopleThat Guy with a Thousand Inconsequential Objections by Neil BeardenA new term for the office lexicon. MoraleHow Women Respond to Frustration at Work, and Why by Kathryn HeathDo women feel more frustration, or just express their feelings more? Decision makingThe Six-Minute Guide to Making Better High-Stakes Decisions by Sarah CliffeIn very uncertain situations, traditional decision-support tools just won't cut it. GovernmentIs It Time to Be Skeptical on China? by Adi IgnatiusAn important Party meeting could decide the fate of the economy GovernmentA Role for Specialists in Resuscitating Accountable Care Organizations by John W. PeabodyManaging the cost risks cannot be delegated to primary care providers alone. InnovationControl Is for Beginners by Deborah Mills-ScofieldPractice improvising, and learn to let go. LeadershipWhen You Feel Powerful You Talk Too Much, and Your Subordinates Perform Poorly by The Daily StatTeam leaders who verbally dominate give the impression that they're less open to others' ideas. Change managementHow to Turn Around Nearly Anything by Rosabeth Moss KanterFive guidelines for leaders facing a mess. |
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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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