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July 01, 2014 Morning People Are Less Ethical at NightBy Christopher M. Barnes And night owls cheat more in the morning, according to new research. |
Managing peopleHow to Help an Underperformer by Amy GalloFirst, see if you're the problem. EntrepreneurshipMore Women Starting Businesses Isn't Necessarily Good News by Morra Aarons-MeleThe underlying causes are nothing to cheer about. InnovationPatents Are Eating the World and Hurting Innovation by Walter FrickLitigation is out of control. Managing yourselfWhen to Schedule Your Most Important Work by Ron FriedmanAnd the ideal time for a dull staff meeting. Managing peopleGood Managers Look Beyond Their "Usual Suspects" by Ron AshkenasIf your most trusted people are spread too thin, they won't get much done. CommunicationSay No Without Burning Bridges by Holly WeeksLearn how to stay neutral. StrategyHow to Succeed in Business by Bundling – and Unbundling by Justin FoxMarc Andreessen and Jim Barksdale explain how the business world is being taken apart and put back together. Managing yourselfDo You Really Want to Be Yourself at Work? by Andrea OvansSome people don't. |
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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