Manager Tools

This guidance describes how to assign a project to a direct and set up some simple reporting that will greatly increase early (and overall) success.

This cast concludes our guidance on some simple things managers can do to improve the accountability and productivity of distant team members.

This guidance recommends some simple things managers can do to improve the accountability and productivity of distant team members.

This guidance recommends how to introduce changes in how you manage your team.

This guidance recommends how to have effective One on Ones with directs who are initially resistant.

This cast concludes our discussion on how effective managers address governmental politics at work.

This guidance recommends how effective managers address governmental politics at work.

This guidance recommends how to further your succession planning efforts by extending your network to your directs.

This cast concludes our conversation on an even more basic model for effective meetings than in our original guidance.

This cast describes an even more basic model for effective meetings than in our original guidance.

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.