Plus: How to combat false urgency cultures. |
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| 5 Types of Manipulators at Work | Five manipulation tactics can lead to missteps, including choosing dubious partners or investments, hiring unqualified agencies, greenlighting ill-conceived internal campaigns, and backing generally bad ideas. Once you can identify five of the most common manipulation tactics, you'll be able to run through a protective mental exercise anytime a pitch for a product, idea, investment, or a course of action feels potentially inauthentic. | | | | | | 5 Tactics to Combat a Culture of False Urgency at Work | The headwinds of false urgency can be intense. But they also foster a reactive culture. If everything is urgent, there's little opportunity for creative and deep work, which tends to flourish only when there's time and space. In this article, the author offers tips that will help you focus on what's truly urgent in your organization and enable your team to deliver strong results and sustain high performance over time. | | | | | | Managing a Project? Formalize Your Follow-Up Process. | One of the biggest mistakes in project management is assuming that simply telling someone to do something is enough for it to get done. In most cases, especially with longer and more complex projects, assigning work isn't enough, explaining work isn't enough, and even planning out work isn't enough. Follow-up is the key to making sure the work actually gets done. But you have to do it right. Here's how to do that. | | | | | | Is Your Team Overworking But Underperforming? | Hard work comes in two equally important forms: effort to perform and effort to improve. But too often, we only focus on the first part and become trapped in lengthy to-do lists. The author calls this the "performance zone." When we switch our lens to include efforts to improve, entering what he calls the "learning zone," we can get things done in ways that make us more effective. Not only does this result in better outcomes, it makes our journeys more interesting, enjoyable, and fulfilling. | | | | | | Research: Flexible Work Is Having a Mixed Impact on Employee Well-Being and Productivity | According to Gallup research, workers around the world who are working in hybrid or remote roles say they experience more stress and anger than their colleagues who work onsite full-time. At the same time, these remote and hybrid employees say they're consistently more engaged than full-time onsite workers. This presents a complicated challenge for company leaders: Full flexibility means employee well-being might be in jeopardy. But if you're going to require employees to be in the office full-time, you may need to mitigate lower engagement and lower productivity. So what can organizations do to promote both well-being and productivity wherever employees are working? This article offers three strategies. | | | | | | |
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| FEATURED PRODUCT By Harvard Business Review The 9-to-5 office routine no longer exists. Many employees have the option to work anywhere, any time. But how do you find the flexible arrangement that's right for you? And how do you manage a team when they're all working in different places and on different schedules? The HBR Guide to Managing Flexible Work Ebook + Tools provides actionable exercises and strategies to help you and your team stay productive and connected, no matter when—or where—you work. $49.95 Learn more | |
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