In today's cast, we conclude our conversation on Myspace and social networks. As always, if you're new to Manager Tools and haven't listened to the first part, you may wish to go back and listen to that first.
Mark and Mike continue their discussion on the single most effective management tool available today - the weekly One-on-One. In the podcast, we refer to both a written summary of the key points for conducting One-on-Ones, as well as a form useful for documenting your One-on-Ones.
This cast gives our guidance on introducing people.
Our guidance on how to create a 90 day new job plan.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This guidance tells you how to prepare for meetings where politics are going to play a role (which is to say, ALL of them). ;-)
This cast recommends how managers handle requests for confidentiality from their directs.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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Just saying, "Thank you," is an enormously powerful form of feedback.
This guidance describes how to help individual contributors handle an overload in work.
Today, Mark and Mike discuss the topic of Delegation. There probably isn't a management book out there that doesn't talk about the importance of delegation. However, very seldom does the author get into the type of detail we'll discuss today. Today, we cover the "how to" ... how to determine what and to whom to delegate and specifically what specific steps to take when delegating to an individual.
This guidance describes how to avoid having your directs give you work that you've already assigned to them.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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In today's cast, we complete our discussion on coaching directs on interpersonal skills.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This guidance discusses how to manage those directs whom you didn't hire and who have a history of poor performance.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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We got a great email recently from a listener asking about how to develop one of the managers in their company. The mail went something like this: "hey guys, love Manager Tools, really like the usability of the recommendations. But need some help. One of our guys has some management responsibilities, and we'd like to help him get better. Wonder if you can recommend some sort of comprehensive coaching program, with some resources or books that we can get him involved in."
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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The common response to questions about status is, "Fine." This isn't acceptable or effective.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This cast describes behaviors for managers to engage in to ensure that they deliver feedback ethically and professionally.
For years pundits have been predicting that technology (videoconferencing, etc.) will lead to the decline and death of business travel. We here at Manager Tools don't agree. We're human, and humans do better with face to face connections to ensure a complex project does well. Technology has led to the globalization of business, but that has INCREASED the need for getting on an airplane.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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This guidance recommends what to do when a direct would get positive feedback but it's not yet time for it in the Trinity Rollout Process.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Introduction to the Manager Tools Feedback feed.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This show describes The Feedback Model's inclusion in the Management Trinity.
For the holidays, we're re-releasing one of our Hall of Fame casts ... the Pre-wire. This cast describes a way to prepare for meetings or presentations where you need to persuade.
In this podcast, Mike and Mark share a technique managers can use to give feedback to their team members.
The definition of an Effective Manager is to achieve results while retaining your team members.
One of our most popular podcasts - and it was actually a series of casts - were titled "The Efficient Assistant and The Effective Executive". We laid out a plan for having a great relationship with one's assistant, and we get comments and mails almost every day from managers and executives thanking us for sharing what their firm never did. [Think about the penny-wise and pound-foolishness of giving someone an administrative assistant and then not teaching the basics of how to make the...
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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Part 2 of our guidance on phone screen interviews. Before you bring a hiring candidate for a full day of interviews, phone screen your potential candidates to narrow the field even further. Here's how. [And don't assume HR will do it as well as you could.]
One of our most popular podcasts - and it was actually a series of casts - were titled "The Efficient Assistant and The Effective Executive". We laid out a plan for having a great relationship with one's assistant, and we get comments and mails almost every day from managers and executives thanking us for sharing what their firm never did. [Think about the penny-wise and pound-foolishness of giving someone an administrative assistant and then not teaching the basics of how to make the...
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This guidance concludes our discussion on when and how to end an interview with a candidate you won't hire.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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In this cast, we continue our conversation on how to interview candidates by conducting multiple interviews.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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We recommend spending time with each new member of your team encouraging them to tell the truth, and not be afraid of not knowing how to do something or the standard way of doing something in their new role.
Mark and Mike discuss the single most effective management tool - the One-on-One.
Our guidance on how to create a 90 day new job plan.
New Directs need guidance on how to start on the right foot. We recommend a series of meetings in their first weeks, one of which makes clear: you have to create and maintain trusting relationships within the organization to succeed.
This guidance describes what to say when you don't have an answer to a question, even when it's urgent.
How to respond if your boss tells you he/she doesn’t agree with you doing One on Ones.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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You DON'T have to hire immediately when you have an opening. The strategic-thinking Effective Manager considers other options first. That's what your CEO wants you to do.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Part 2 of our guidance on how to teach directs how to interview candidates for hiring.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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One of the biggest mistakes in interviewing candidates is using panel interviews. Here's why.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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Our recommendations for how to set up the order of interviews you conduct for a day of in-person interviews of a candidate.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Never make a counter-offer to an employee who has a competing offer.
This cast recommends how to dress when giving presentations.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This guidance recommends how effective managers address governmental politics at work.
How to use movement in presentations.
Part 3 of our series on Horstman's Law of Project Management.
This guidance recommends evaluating directs' performances by the content of what they bring to their One on One with you.
This guidance recommends how to have effective One on Ones with directs who are initially resistant.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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This cast concludes our discussion on how effective managers address governmental politics at work.
This cast describes how to schedule your One on Ones.
Part 2 of our second chapter on directs resisting One On Ones.
This cast explains the basics of how to have One on Ones with project team members who do not report to you.
This guidance discusses how and when to delegate to the floor.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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This guidance describes the most important things to ask further questions about during an interview.
We recommend spending time with each new member of your team encouraging them to tell the truth, and not be afraid of not knowing how to do something or the standard way of doing something in their new role.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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The Manager Tools Onboarding Checklist. Every task necessary to help a new hire become effective as quickly as possible.
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Dec 4, 2019
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Michael Auzenne and Mark Horstman
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How to do you feel about most of the meetings you attend? Are they productive, or generally considered a waste of time? Do you attend too many meetings? How do others value the meetings
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Dec 4, 2019
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Michael Auzenne and Mark Horstman
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Managing Upwards for the most part boils down to Creating a Good Relationship with Your Boss. "Managing Your Boss" is somewhat of a misnomer in our world view; tell your boss that you're managing them and see what kind of look you get. :-)
How to do you feel about most of the meetings you attend? Are they productive, or generally considered a waste of time? Do you attend too many meetings? How do others value the meetings
This casts lays out our recommendations for an Effective Teleconference Meeting, or Conference Call.
This cast explains a simple way to make a job offer to a candidate.
Part 2 of Dani's best management story about how she used the Manager Tools Trinity to terminate a poor performer in an organization where "you can't fire anyone."
What do we do when we've tried giving negative feedback but it doesn't seem to be working? We've given repeated instances of feedback, and yet we don't see a change in a direct's behavior?
Never make a counter-offer to an employee who has a competing offer.
Mark and Mike conclude their discussion on the single most effective management tool available today - the weekly One-on-One.
Today we cover the 2nd part of our series on Preparing For Your Review. After you've listened to the podcast, I think you'll agree that if you follow this simple process you will be in a position to not only get the best possible review possible this year, you will also have all the information you need to improve your performance (and your next review!) over the coming year.
In this cast, we finish up our conversation on jump starting relationships with your internal customers. Last week, we discussed the first of the 5 steps (Identifying Who, Prepping your 5 minutes snapshot, and Sending out the first email), today we'll discuss the actual customer meeting AND, Mark's favorite (because it's the ACTION step) , reporting back to your team.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Our guidance for how to document the performance of your directs and your communications with them.
This cast concludes (Part 4 of 4) our guidance on how to respond when, through any number of factors, you and your team are OVERWHELMED with lots of new work. Perhaps it's a layoff, perhaps it's a re-organization, perhaps it's because you're GOOD. Regardless, what do you DO??
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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This cast describes the Manager Tools Revised Coaching Model.
This guidance discusses how and when to delegate to the floor.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Introduction to the Manager Tools Coaching feed.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Last week, we covered at a high-level the Late Stage Coaching model, or the process you go through when having to fire someone. As we noted then, and we'll say again now, this process isn't really a "how to fire someone", but rather, how to develop someone. In most cases, if you follow this model, you NEVER get to the step where you have to fire someone. Now, isn't that an experience we'd all like to avoid?
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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This cast describes how to coach one of our directs on how to run our staff meeting which we have delegated to them.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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The conclusion of our guidance recommending giving more positive (and then negative) feedback to a manager's top performers, rather than trying to spread feedback out equally.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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What do we do when we've tried giving negative feedback but it doesn't seem to be working? We've given repeated instances of feedback, and yet we don't see a change in a direct's behavior?
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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eye 1
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This cast describes how to give feedback about your employees' attire.
This guidance discusses how and when to delegate to the floor.
This guidance describes how to assign tasks to your directs.
In this cast we cover part 2 of our series on mergers and acquisitions. Hopefully, with this podcast, the idea of a merger or acquisition will be just a tad less scary. Put some of the ideas we discuss to work today and you'll benefit handsomely even if there isn't a merger on your horizon!
Power is necessary for organizational change and success, even if some of us would rather call it influence. But what is it? And how can I get some? And some more? It's not as hard as it sounds.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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Part 3 of our guidance on how - and why - to hire "overqualified" candidates.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This cast continues our guidance on how - and why - to hire "overqualified" candidates.
In this cast, we continue our conversation on the origins of the Management Trinity, focusing on One on Ones and Feedback.
This cast recommends a simple approach to speed up your fitting in to a new organization and role.
This cast includes Part 2 of our discussion on how to implement the Manager Tools' Management Trinity (One on Ones, Feedback, Coaching - and Delegation!).
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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Don't rank candidates as you are interviewing, individually or collectively. It biases the hiring process.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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The conclusion of our recommendations for how to set up the order of interviews you conduct for a day of in-person interviews of a candidate.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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If you've ever scrambled around at the last minute to prepare to interview someone, and then not felt good about the results, you're like a lot of other managers we know. For some reason, even though we have all been frustrated at times by team members who aren't as good as we want them to be, we STILL under-invest in the process which could improve the quality of our team -- recruiting.
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Dec 15, 2019
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Michael Auzenne and Mark Horstman
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This guidance describes the first meeting a manager ought to have with a new team member.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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Part 2 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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This guidance recommends the best way to take notes during interviews.
This cast describes how to think about being persuasive in a presentation.
Part 2 of our guidance on the foundations of presentation mastery.
Part 1 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.
This guidance addresses how personal One on Ones ought to be - should they be all about family and personal stuff, or just about work?
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Dec 15, 2019
12/19
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Michael Auzenne and Mark Horstman
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Our guidance on ethical behavior. Although this show was originally recorded as a Career Tools cast, we've included it for free for our Manager Tools listeners and Licensees given the underlying assumption of ethical behavior in all our recommendations.
Some directs will tell you they don't have time for One on Ones. They're wrong, for all kinds of reasons. Here's what to say to get them over the hump.
Mark and Mike conclude their discussion on the single most effective management tool available today - the weekly One-on-One.
This guidance tells you how to do One on Ones with your directs who work a different shift than you do.
Introduction to the Manager Tools One On Ones feed.
This guidance describes how to have project statuses reported and discussed.
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Dec 4, 2019
12/19
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Michael Auzenne and Mark Horstman
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Part 4 of our series on Horstman's Law of Project Management.
