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April 21, 2014 The Quick and Dirty on Data VisualizationBy Nancy Duarte These five questions will help give your numbers meaning. |
Personal effectivenessTo Tell Your Story, Take a Page from Kurt Vonnegut by Andrea OvansThe famous author plots out the three most compelling story arcs. StrategyThe Two Questions Every Manager Must Ask by Freek VermeulenMake your offering both cheaper and better. Talent managementThe Secret Ingredient in GE's Talent-Review System by Raghu KrishnamoorthyA lot of time. SalesBonuses Should Be Tied to Customer Value, Not Sales Targets by Deirdre ConnellyThe path to trust is paved with good incentives. Managing yourselfHow to Override Your Default Reactions in Tough Moments by Lee NewmanAdvance planning will let you react strategically, not reflexively. MoraleWhy Amazon Is Copying Zappos and Paying Employees to Quit by Bill TaylorIt's about making work personal. Getting buy-inThe Indispensable Power of Story by Anthony K. TjanLearn to communicate in a way that connects with others. Talent managementThe Real Reason New MBAs Want to Work for Goldman Sachs by Gretchen GavettIt's not money. |
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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