Manager Tools Basics podcast

Rolling Out the Manager Tools’ Trinity - Part 4

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This cast includes Part 4 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching).

Altri episodi di "Manager Tools Basics"

  • Manager Tools Basics podcast

    The Coaching Model Revised - Part 2

    In this cast, we complete our discussion of the Revised Manager Tools Coaching Model.
  • Manager Tools Basics podcast

    The Coaching Model Revised - Part 1

    This cast describes the Manager Tools Revised Coaching Model.
  • Manager Tools Basics podcast

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  • Manager Tools Basics podcast

    Rolling Out the Manager Tools’ Trinity - Part 4

    This cast includes Part 4 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching).
  • Manager Tools Basics podcast

    Rolling Out the Manager Tools’ Trinity - Part 3

    This cast includes Part 3 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching).
  • Manager Tools Basics podcast

    Rolling Out the Manager Tools’ Trinity - Part 2

    This cast includes Part 2 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching - and Delegation!).
  • Manager Tools Basics podcast

    Rolling Out the Manager Tools’ Trinity - Part 1

    This cast describes how to gradually implement Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching - and Delegation!). We’ve been asked a thousand questions about what to do and when to do it when it comes to the Management Trinity, and we’ve finally gotten frustrated enough to do something about it. We assumed that [...]
  • Manager Tools Basics podcast

    The Juggling Koan

    Mark recently blogged with our first ever management koan, "What Would An Effective Manager Do?" In this cast, we share the answer.
  • Manager Tools Basics podcast

    Improve Your Feedback

    It's been quite a while since we talked about feedback. We think one of the reasons for that is that there's some negativity to it. What we mean by that is that one on ones are an easy winner. It's about your team member, they want more time with you, a half hour with you every week seems too good to be true. And, if you've stuck to it, you've noticed improvements in areas that go beyond just employee relationships. Maybe they're kind of hard on your schedule INITIALLY, but they're perceived positively.
  • Manager Tools Basics podcast

    Feedback - Revisited!

    We've received a great many questions, comments, and kudos for our show in July on the Feedback Model. Many listeners are discovering the power of feedback, of taking it out of the realm of the rare and into the stream of the every day. Not to sound repetitive, but most managers see feedback as akin to holding their breath - waiting as long as possible, and then creating a lot of sound and often fury. The Feedback Model tells us to see feedback like breathing - so regular as to become unnoticed.Many of you have written asking questions about how to counter some of the typical responses to the feedback you give. "What do I do or say when they tell me they'll 'think about it'? What if they SAY they'll make the change, only to continue in their ineffective behavior patterns? As you might imagine, we've dealt with these issues before, and this show talks about the approach to take, and once again, gives you SPECIFIC things to say and why they work.We do a brief review of the feedback model at the front of the cast, but still encourage you to give a listen to our original cast, in the July Archives.
  • Manager Tools Basics podcast

    The Art of Delegation - Part 2 (Updated)

    Today, Mark and I 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.

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