Manager Tools Coaching Model - Updated - Part 2
Part 2 of our updated guidance on the Manager Tools Coaching Model.
Episodes
Manager Tools
Tired of management theory? Want to learn specific skills to help improve your management performance? Then Manager Tools is the podcast for you! Manager Tools is a weekly business podcast focused on helping professionals become more effective managers and leaders. Each week, we discuss specific actions for professionals to take to achieve their desired management and career objectives. Manager Tools won Best Business Podcast Award in 2006, 2007, 2008, and 2012 as well as the People's Choice Award in 2008. Find more at http://www.manager-tools.com/
Episodes
Manager Tools Coaching Model - Updated - Part 1
Part 1 of our updated guidance on the Manager Tools Coaching Model.
The Manager Tools Chatbot - Great Management Advice
Our founders, Mark Horstman and Michael Auzenne, introduce the Manager Tools chatbot and share features, development details, and benefits for professional individual contributors, managers, and executives.
Rolling Out The Trinity - Updated - Part 3
Part 3 of our updated guidance on how to gradually implement The Manager Tools Management Trinity (One on Ones, Feedback, Coaching, and Delegation). When managers try to implement all the tools all at once it can end in disaster. Most of us can only learn one new significant skill at a time. And that goes for our directs, too: they're learning along with us. This process for implementation will ensure success in your roll out.
Rolling Out The Trinity - Updated - Part 2
Part 2 of our updated guidance on how to gradually implement The Manager Tools Management Trinity (One on Ones, Feedback, Coaching, and Delegation). When managers try to implement all the tools all at once it can end in disaster. Most of us can only learn one new significant skill at a time. And that goes for our directs, too: they're learning along with us. This process for implementation will ensure success in your roll out.
Rolling Out The Trinity - Updated - Part 1
Part 1 of our updated guidance on how to gradually implement The Manager Tools Management Trinity (One on Ones, Feedback, Coaching, and Delegation). When managers try to implement all the tools all at once it can end in disaster. Most of us can only learn one new significant skill at a time. And that goes for our directs, too: they're learning along with us. This process for implementation will ensure success in your roll out.
Manager Tools Feedback Model - Updated - Part 3
Part 3 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.
Manager Tools Feedback Model - Updated - Part 2
Part 2 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.
Manager Tools Feedback Model - Updated - Part 1
Part 1 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals.
Manager Tools One On Ones - Updated - Part 3
Part 3 of our detailed guidance on how to conduct the most important "manager tool" we've ever known or seen: Manager Tools One On Ones. These meetings help managers build trust, the professional measurement that correlates better than any other with results and retention.
Manager Tools One On Ones - Updated - Part 2
Part 2 of our detailed guidance on how to conduct the most important "manager tool" we've ever known or seen: Manager Tools One On Ones. These meetings help managers build trust, the professional measurement that correlates better than any other with results and retention.
Manager Tools One On Ones - Updated - Part 1
Part 1 of our detailed guidance on how to conduct the most important "manager tool" we've ever known or seen: Manager Tools One On Ones. These meetings help managers build trust, the professional measurement that correlates better than any other with results and retention.
The Proactive Manager - Chapter 2 - Meetings - Part 2
Part 2 of our chapter two guidance on meetings for the proactive manager.
The Proactive Manager - Chapter 2 - Meetings - Part 1
Part 1 of our chapter two guidance on meetings for the proactive manager.
The Proactive Manager - Chapter 1 - Reporting - Part 2
Part 2 of our chapter one guidance on reporting for the proactive manager.
The Proactive Manager - Chapter 1 - Reporting - Part 1
Part 1 of our chapter one guidance on reporting for the proactive manager.
How To Choose a Managerial Successor - Part 2
Part 2 of our guidance on how to choose a managerial successor.
How To Choose a Managerial Successor - Part 1
Part 1 of our guidance on how to choose a managerial successor.
Getting Chewed Out In Public
You're going to get chewed out by your boss in public. It happens. Don't do anything publicly.
"My Directs Are Too Busy" - Part 2
Part 2 of our guidance on what to do when your directs tell you they are too busy.
"My Directs Are Too Busy" - Part 1
Part 1 of our guidance on what to do when your directs tell you they are too busy.
How To Handle A Sudden Demotion
Our guidance on how to handle a sudden demotion.
Educate Your Directs On Performance Reviews Early - Part 2
Part 2 of our guidance on educating your directs on performance reviews early.
Educate Your Directs On Performance Reviews Early - Part 1
Part 1 of our guidance on educating your directs on performance reviews early.
Salary Discussions 2x2 Matrix Tool - Part 2
Part 2 of our guidance on the salary discussions 2x2 matrix tool.
Salary Discussions 2x2 Matrix Tool - Part 1
Just because a direct’s performance is exceptional doesn’t mean that they deserve a raise, believe it or not. Employee performance is only half of the equation.
Yes Or No Questions (YONKERS)
You're going to get asked yes or no questions, and there are only three effective answers. Anything else is unprofessional, and what might be interpreted as weak. There's a difference between asked, "How's the project" - Inevitably, "fine;" and, "Are you 100% green this week?' Better questions get better answers. And when a professional gets a better question, a better answer is the best answer.
Assumptive Goal Setting - HOF 2024
Our Hall of Fame guidance on how to think more creatively about annual planning goals.
How to Set Annual Goals - HOF 2023
Our Hall Of Fame guidance on how to start setting annual goals, and why we do not like "SMART" goals.
The Folly Of Rebranding Feedback - Part 2
Part 2 of our guidance on rebranding feedback.