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December 16, 2013 10 Charts from 2013 That Changed the Way We ThinkBy Gretchen Gavett The visual stories that made us look twice. |
EntrepreneurshipAre We Networking, or Is This a Date? by Meredith FinemanThe lines are blurry, especially for young entrepreneurs. GenderMary Barra and the New General Motors by Rosabeth Moss KanterThis time, what's good for GM really is what's good for America. Career planningUse the Office Holiday Party to Advance Your Career by Elizabeth Grace SaundersSeven tips for optimizing this fun-bligation. 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. NetworkingOur Dangerous Obsession with External Recognition by Daniel GulatiYou can tweet your way to visibility, not vision. SalesThe Twelve Sales Metrics that Matter Most by Steve W. MartinA recent survey shows what numbers sales managers should watch. Consumer goodsDan Ariely on 23andMe and the Burden of Knowledge by Scott BerinatoAs the FDA intervenes with the genetic testing service, a behavioral economist reflects on the test's perils and promise. Information & technologyBig Data's Biggest Challenge? Convincing People NOT to Trust Their Judgment by Andrew McAfeeAs the amount of data goes up, the importance of human judgment should go down. |
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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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