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December 05, 2013 How to Argue Across CulturesBy Jeanne Brett East and West need to meet halfway — but usually don't. |
Talent managementTen Essential Tips for Hiring Your Next CEO by Ram CharanHave a plan in place before you actually need to use it. Consumer goodsHow Black Friday Lost its Mojo by Rafi MohammedTo compete with Cyber Monday, brick-and-mortars need to keep Friday special. Talent managementThis Is What It Looks Like When a Google Manager Gets Feedback by David A. GarvinAn interactive look at one of the company's most effective tools. SalesA Problem Shared Is a Company Aligned by Charalambos VlachoutsicosThe case for transparency when conflict abounds. Talent managementHow to Get More Value Out of Your Data Analysts by Robert MorisonThe more time data analysts and business people spend together, the more productive both groups become. Social mediaWho's Managing Your Company's Network Effects? by Michael SchrageOnly a Chief Network Effects Officer should be entrusted with handling such value. DesignDon't Give Consumers Too Many Visual Choices by The Daily StatText prompts a slower, more systematic mental-processing style. |
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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