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May 27, 2014 Manage Your Time Without Annoying Your CoworkersBy Amy Gallo Don't just focus on what works for you. |
Decision makingAn Introduction to Data-Driven Decisions for Managers Who Don't Like Math by Walter FrickA reading list. StrategyThree Quick Ways to Improve Your Strategy-Making by Roger MartinDump the annual cycle, don't SWOT first, and leave the Mission Statement for later. Managing yourselfMost Work Conflicts Aren't Due to Personality by Ben DattnerWhere you stand depends on where you sit. MarketingWhy Websites Still Can't Predict Exactly What You Want by Kaiser FungThere's a better, simpler approach to personalization. EducationWill You Be Able to Repay That Student Loan? by Sarah GreenIf you chose wealthy parents, yes. Managing yourself3 Problems Talking Can't Solve by Srini PillayZip it. Talent managementThe Peril of Untrained Entry-Level Employees by David SmithRelying on "sink-or-swim" approaches is expensive – and irresponsible. EntrepreneurshipWhy America Is Losing Its Entrepreneurial Edge by Eric GarlandOnce again, the financial sector is to blame. |
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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