Weekly Hotlist: The First Step to Being Powerful

 

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November 11, 2013 The First Step to Being Powerful By Nilofer Merchant The story you tell yourself shapes who you are — and what you can do.

Leadership The Problem with the CEO's Job Title by Ludo Van der Heyden The chief executive shouldn't be doing the executing. Customers Pret a Manger Wants Happy Employees — And That's OK by Bill Taylor Seriously? It worries some people that companies want their employees to be cheerful? Managing yourself Six Drucker Questions that Simplify a Complex Age by Rick Wartzman They'll help you challenge assumptions and reframe problems. Managing people That Guy with a Thousand Inconsequential Objections by Neil Bearden A new term for the office lexicon. Morale How Women Respond to Frustration at Work, and Why by Kathryn Heath Do women feel more frustration, or just express their feelings more? Decision making The Six-Minute Guide to Making Better High-Stakes Decisions by Sarah Cliffe In very uncertain situations, traditional decision-support tools just won't cut it. Innovation Control Is for Beginners by Deborah Mills-Scofield Practice improvising, and learn to let go. Sales Why Sales and Marketing Don't Get Along by Andris A. Zoltners, PK Sinha, and Sally E. Lorimer The good news: tension between these interdependent functions can spark creativity.

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FEATURED PRODUCT HBR Guide to Coaching Your Employees HBR Press Book When 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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