Assumptive Goal Setting - HOF 2025

When you're a manager, you're thinking of your team all the time. But remember you're a part of a team, too: your boss's team. You need to work on having good relationships with your peers so your boss can achieve her goals.

One of the most common mistakes of managers when hiring - it made our Top 10 list! - is being swayed by their directs into hiring someone that they weren't that impressed by. They always regret, they often write to us. Here's how to not fall prey to one of the most common hiring mistakes.

Managers today are constantly besieged by requests and demands from above their level. But just because someone is "above" you in the org chart doesn't mean they can easily task you and your team. Here's how to make that a little easier.

This cast serves as a compendium of the biggest management scams of the 21st century. We have covered these topics extensively. But we know there are close to 2,000 podcasts so they might be hard to find.

This cast serves as a compendium of the biggest management scams of the 21st century. We have covered these topics extensively. But we know there are close to 2,000 podcasts so they might be hard to find.

For over half a century, managers have been complaining: "HR won't let me fire this guy." This myth - and yes it is a myth - is so common that experienced managers teach it to new managers, and it affects entire firms' performance management systems much for the worse. The reason so many managers can't fire people is not because they can't. It's because they don't want to do it the right way, and they want to blame HR.

For over half a century, managers have been complaining: "HR won't let me fire this guy." This myth - and yes it is a myth - is so common that experienced managers teach it to new managers, and it affects entire firms' performance management systems much for the worse. The reason so many managers can't fire people is not because they can't. It's because they don't want to do it the right way, and they want to blame HR.

Too many managers make the mistake of thinking they have to be a "tough" interviewer. They think that interviewing is adversarial. They think they need to apply pressure to see how candidates react. But in fact, positive interviewing is much more effective, both in terms of outcomes and in terms of offer acceptance rates.

Too many managers make the mistake of thinking they have to be a "tough" interviewer. They think that interviewing is adversarial. They think they need to apply pressure to see how candidates react. But in fact, positive interviewing is much more effective, both in terms of outcomes and in terms of offer acceptance rates.

If you want managing to be easier, learn to hire better. We've been saying it for two decades now. We normally put out positive guidance, about what to DO. In this series of casts, though, we address common misconceptions and mistakes most managers make when hiring. This guidance is about lack of preparation, which is an epidemic among managers. You can't be good at hiring if you're not good at preparation.