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November 07, 2013 It's Better to Be Imperfect Than SorryBy The Daily Idea "Sometimes, perfection can be the enemy of accomplishment." Take Bell Labs. The research wing of AT&T developed mobile phone technology way back in 1946, but the powers that be never fully went to market with the idea because it didn't live up to the team's perfect standards of flawlessness. By waiting, the Bell team wasted a huge opportunity. That's not to say that experimentation, feedback, and the relentless pursuit of innovation are bad things. Far... More » |
Managing yourselfSix Drucker Questions that Simplify a Complex Age by Rick WartzmanThey'll help you challenge assumptions and reframe problems. IT managementWhat's Different About Enterprise IT in Africa by Bright B. SimonsThe examples are from West Africa, but the principles may hold in other emerging markets. HealthConstraints on Health Care Budgets Can Drive Quality by Derek FeeleyInnovation lessons from Scotland's successful national health system. Managing yourselfWhy Is Resilience So Hard? by Steven SnyderThree ways to build your skill. Decision makingManaging "Atmospherics" in Making Decisions by Rob DuboffOur choices are influenced by the oddest things. Can we resist? ExecutionGetting Buy-In for Innovation that Doesn't Fade at the End of the Quarter by Sunand MenonUse Mission Analysis to communicate a new venture's objectives. InnovationBusiness Plans and Other Works of Fiction by Scott AnthonyGlossy descriptions of fantasy markets should not be confused with real customers. AdvertisingBeware the Plumbing Firm That Advertises a Lot by The Daily StatLow-quality firms have a greater incentive to advertise, because they can't establish lucrative long-term relationships with customers. EconomyThe Three Reforms China Must Enact: Land, Social Services, and Taxes by Oliver BarronThorny issues await China's leaders at the Third Plenum. |
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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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