Manager Tools

This guidance addresses how personal One on Ones ought to be – should they be all about family and personal stuff, or just about work?

This guidance addresses questions about the purpose and value of One on Ones, particularly for those directs who challenge the need for them.

This cast concludes our conversation on how to respond when someone disagrees publicly in an unprofessional way.

This cast describes how to respond when someone disagrees publicly in an unprofessional way.

This cast describes how to decide whether or not to give feedback to one of your directs based on someone else's input.

This cast describes how to deliver feedback to skip level associates.

This cast describes a simple technique for controlling one's calendar, thereby keeping more time available for primary objectives.

This guidance recommends assigning both the reporting of work and the work itself when delegating.

This guidance disagrees with the old notion of praise in public, criticize in private, and recommends more effective behaviors.

This guidance recommends how to deliver both praise and feedback (though not together), and why they are both valuable – and completely different.

This guidance describes whether or not to give feedback in public, or in private . . . or neither.

This cast describes WHEN to give feedback. How fast is too fast? How slow is too slow?

This cast concludes our conversation on some situations where feedback isn't appropriate, because the error/mistake/infraction is so egregious, encouragement of effective future behavior isn't enough.

This cast describes some situations where feedback isn't appropriate, because the error/mistake/infraction is so egregious, encouragement of effective future behavior isn't enough.

This cast concludes our conversation on the Rule of 150, how it affects the growth of small companies and organizations, and how to address it.

This cast describes The Rule of 150, how it affects the growth of small companies and organizations, and how to address it.

This guidance describes how to choose what to delegate using a simple Venn Diagram – the intersection between the direct, the manager, and the organization.

The conclusion of our recommendations on how to influence others by asking for verbal commitments.

In this recommendation, Manager Tools describes how to influence others by asking for verbal commitments.

This cast concludes our conversation on LinkedIn and what it means for Managers.