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December 11, 2013 Mary Barra and the New General MotorsBy Rosabeth Moss Kanter This time, what's good for GM really is what's good for America. |
Use the Office Holiday Party to Advance Your Career by Elizabeth Grace SaundersSeven tips for optimizing this fun-bligation. Managing yourselfWhen It's Hard to Celebrate Your Colleague's Success by Ron AshkenasWhat to do when jumping for joy isn't an option. Managing peopleLearn How to Spot Portable Talent by Claudio Fernández-AráozBecause most executives don't transition to new roles as well as you'd think. OperationsFor Cross-Functional Change, a Good Disruption Helps by Brad PowerThe gravitational force of silos and the status quo will always be formidable. Managing yourselfThe Case for Slacking Off by Manfred F. R. Kets de VriesDoing nothing is socially unacceptable. That's why we're so afraid of it. Small/medium businessIs There Hope for Small Firms, the Have-Nots in the World of Big Data? by Christina DonnellyYes, but only if consumers speak out. Mergers & AcquisitionsCEOs Appear to Have Little Faith in Their Companies' Acquisitions by The Daily StatIf CEOs truly felt their acquisitions would benefit the stock price, they wouldn't sell their shares. NetworkingOur Dangerous Obsession with External Recognition by Daniel GulatiYou can tweet your way to visibility, not vision. |
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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