Bookmarks: 5 Interesting Articles to Help You This Week

October 23rd, 2017

Credit: iStock

Credit: iStock

Each week, I select a few articles that rise above the fray and hopefully help you on your journey in the CRE world. They pull from one of four “corners:” corporate real estate, technology, management science and anything positive. I welcome your comments on these articles and the submissions of others (with credit to you if I post them). I wish you a terrific week!

 

College Advice I Wish I’d Taken
“A’S ARE COOL AND COME WITH PERKS As a student, I saw myself as anti-establishment, and I hated tests; I barely maintained a B average. I thought only nerds spent weekends in the library studying. Recently I learned that my niece Dara, a sophomore at New York University with a 3.7 G.P.A. (and a boyfriend), was offered a week of travel in Buenos Aires as part of her honors seminar. I was retroactively envious to learn that a 3.5 G.P.A. or higher at many schools qualifies you for free trips, scholarships, grants, awards, private parties and top internships. At 20, I was too busy freaking out when said boyfriend disappeared (after sleeping with one of said friends). Students certainly don’t need to strive obsessively for perfection, but I should have prioritized grades, not guys.” www.nytimes.com

How Office Politics Corrupt the Search for High-Potential Employees
“Few topics have captivated talent management discussions more intensely than potential. The obsession with predicting who may be a future star or the next top leader has influenced academic research and human resources practices alike. But how good are we at evaluating human potential? The answer is, it’s mixed. On the one hand, science has given us robust tools and powerful theories to quantify the key indicators of future career success, job performance, and leadership effectiveness. On the other hand, in the real world of work, organizational practices lag behind, with 40% of designated “HiPos” — high-potential employees — not doing well in the future and at least one in two leaders disappointing, derailing, or failing to drive high levels of engagement and team performance.

The main reason underlying this bleak state of affairs is that HiPo nominations are contaminated by organizational politics. To be more precise, there are six dynamics that prevent organizations from identifying, promoting, and developing the right people for leadership roles…” www.hbr.org

For Electric Car Owners, ‘Range Anxiety’ Gives Way to ‘Charging Time Trauma’
“…there is another obstacle: charging time trauma. Compared with a five-minute pit stop at your local gas station, charging an electric vehicle is a glacially slow experience. Modern electric cars still often need an entire night to recharge at home, and even at a commercial fast charging station, a fill-up can take an hour or more.” www.nytimes.com

The Surprising Power of Online Experiments
“At a time when the web is vital to almost all businesses, rigorous online experiments should be standard operating procedure. If a company develops the software infrastructure and organizational skills to conduct them, it will be able to assess not only ideas for websites but also potential business models, strategies, products, services, and marketing campaigns—all relatively inexpensively. Controlled experiments can transform decision making into a scientific, evidence-driven process—rather than an intuitive reaction. Without them, many breakthroughs might never happen, and many bad ideas would be implemented, only to fail, wasting resources.” www.hbr.org

5 Mall Redevelopments Adapting To The Changing Retail Climate
“Between one-fifth and one-fourth of American shopping malls will close in the next five years, according to Credit Suisse. As more and more mall-based retailers struggle to stay relevant, many developers are thinking outside of big-box retailers to reinvent centers. Here are a few shopping malls that will be completely redeveloped.” www.forbes.com

Your success blesses others. I wish you a great a hugely impactful week!

Ken

 

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