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July 07, 2014 5 Common Questions Leaders Should Never AskBy Warren Berger And how to reframe them for better results. |
EconomyThe Hardest Roles to Hire For by Walter FrickThe skills gap is real, at least in some industries. TechnologyThe Kind of Work Humans Still Do Better Than Robots by Andrew McAfeeWe've got compassion, aesthetics, and a few other talents. ProductivityHow to Delegate Your Email to an Assistant by Alexandra SamuelThe right combination of automation and human help. Managing peopleLeadership Is About to Get More Uncomfortable by Georg VielmetterTransparency and complexity make the boss's chair increasingly painful to sit in. Disruptive innovationElon Musk's Patent Decision Reflects Three Strategic Truths by Paul NunesThe first is that industries are increasingly irrelevant. Managing peopleEverything You Need to Know About Giving Negative Feedback by Sarah GreenWe've published a lot about it. Talent managementEncourage Your Employees to Talk About Other Job Offers by Reid HoffmanKnowing their career goals will help both of you. Managing peopleThe Power of Meeting Your Employees' Needs by Tony SchwartzThey feel and perform better when the four basics are met. |
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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