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June 16, 2014 Managing Two People Who Hate Each OtherBy Liane Davey How to minimize the drama and keep your team on track. |
StrategyWhy Smart People Struggle with Strategy by Roger MartinBecause there's no right answer. Managing yourselfThe Neurochemistry of Positive Conversations by Judith E. GlaserAnd what managers need to know about negative ones. Business educationBusiness Wisdom from the Commencement Speakers of 2014 by Walter FrickLessons from leaders like Sheryl Sandberg, Salman Khan, and Janet Yellen. ConflictDon't Hide When Your Boss Is Mad at You by Karen DillonOwn the mistake and offer a solution. Human resourcesYour Work-Life Balance Should Be Your Company's Problem by Nanette FondasWhy system-wide approaches work better than individual solutions. NegotiatingNegotiating Is Not the Same as Haggling by Jeff WeissForget the planned concessions and fake threats. CompensationDoes Race or Gender Matter More to Your Paycheck? by Deborah AshtonEither way, education is not an equalizer. Managing peopleYes, You Can Make Meetings More Productive by Michael C. MankinsManage them as closely as you manage every investment. |
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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