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May 19, 2014 Is It Better to Be Strategic or Opportunistic?By Sarah Cliffe A conversation with Don Sull on whether competitive advantage still means anything. |
Managing peopleWith Flextime, Bosses Prefer Early Birds to Night Owls by Christopher M. BarnesEven though they work the same number of hours. TechnologyThat Mad Men Computer, Explained by HBR in 1969 by Andrea OvansAn IBM engineer offered cautions that are still true today. GenderJill Abramson's Ouster: Why Aren't Standards This High For Male Leaders? by Sarah GreenLet's start asking all managers to be less "brusque." StrategyAlibaba Looks More Like GE than Google by Walter FrickThe Chinese internet giant is reviving a model the West gave up on years ago. Managing yourselfHow to Deal with a Slacker Coworker by Carolyn O'HaraShould you tell the boss or mind your own business? Decision makingWhen to Pass on a Great Business Opportunity by Andrew CampbellThree tests to help you decide. InnovationThe Persuasive Pressure of Peer Rankings by Robyn BoltonA powerful new way to change consumer behavior. Managing peopleThe Best Leaders Are Humble Leaders by Jeanine PrimeNew research suggests that altruism makes employees more innovative and engaged. |
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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