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Be sure to get your mother a gift for Mother’s Day this weekend! Meanwhile, here are the top five stories on Talentmgt.com for the week of May 7.
1. The Age of Agility: Unilever’s flexible work model changed what it means to go to work. Leaders created a place that made employees’ lives better despite increasing pressure to be more productive, writes Talent Management editor Jessica Krinke.
2. Steps to Create a Culture of Coaching: If managers coach employees as part of their jobs, it accelerates employee development and positively impacts the business. That’s why coaching must be second nature to them. Mike Noble, managing partner at executive coaching and talent management services firm Camden Consulting Group, explains.
3. How to Attract — And Select — Talent Beyond the Job Description: job descriptions are written to attract superheroes — or so it seems. Talent managers can take these steps to be more appealing to candidates, writes Talent Management editor Frank Kalman.
4. The Great 2012 Talent Migration: Now is the time for businesses to rethink their performance management processes before employees seek development and advancement opportunities elsewhere. Julie Norquist Roy, vice president of marketing for Cornerstone OnDemand, explains.
5. Find the Right People to Boost Innovation: Consider these options to attract and retain world-class “intrapreneurs” — individuals who pursue innovative opportunities but operate inside an established company. Scott D. Anthony, managing director of innovation consulting firm Innosight, has the story.
In Other News
Say you just landed a big promotion or closed a big deal — should you celebrate in the office among your co-workers? Or on the contrary, say you were having a terrible day and maybe shed a tear or two — is crying OK at work?
Well, according to an article published this week in The Wall Street Journal, maybe not.
According to the article — a related video on WSJ.com can be viewed here — there’s a stigma attached to emotional responses in the workplace “that compels many executives to just bottle up their feelings.”
What results, according to experts quoted in the article, is what “experts call ‘emotional suppression’” and has been shown in studies to cloud thinking, promote job unhappiness and negativity impact work performance.
“That’s why experts say that it’s important for employees to be attuned to what their emotional triggers are so responses — even in more extreme cases — can be predictably managed for more productive outcomes,” the article said.
Sigal Barsade, a professor of management at the University of Pennsylvania’s Wharton School, who researches the influence of emotions in organizations, told The Journal that employees should first consider their place in the hierarchy and regulate themselves appropriately.
Is this OK? How should emotion be treated in the workplace. Share and discuss!
Also, feel like ‘Liking’ something on Facebook while at work? Think again.
Frank Kalman is an associate editor of Talent Management magazine. He is a graduate of Northwestern University’s Medill School of Journalism, where he earned his master’s of science degree in Dec. 2010. He is also a graduate of Indiana University Bloomington, earning a degree in American history in May 2009. Prior to joining MediaTec, Frank served as an editorial intern for Crain’s Chicago Business, covering commercial and residential real estate for Crain’s real estate spinoff, ChicagoRealEstateDaily. He also covered public finance and commercial banking while a reporter at Medill. Frank can be reached at fkalman@TalentMGT.com.
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