Manager Tools

Part 3 of our guidance on how to get a better understanding of what your goals are from your boss.

Part 2 of our guidance on how to get a better understanding of what your goals are from your boss.

Part 1 of our guidance on how to get a better understanding of what your goals are from your boss.

This week, we're re-releasing part 2 of one of our Hall of Fame casts on our recommendations for an effective teleconference meeting, or conference call.

This week, we're re-releasing one of our Hall of Fame casts on our recommendations for an effective teleconference meeting, or conference call.

This week, we're re-releasing one of our Hall of Fame casts on feedback and the shot across the bow.

This week, we're re-releasing part 2 of one of our Hall of Fame casts on mergers and acquisitions.

This week, we're re-releasing part 1 of one of our Hall of Fame casts on mergers and acquisitions.

Part 2 of our guidance on what to do if your direct keeps saying no when you ask if they're open to feedback.

Part 1 of our guidance on what to do if your direct keeps saying no when you ask if they're open to feedback.

Part 3 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.

Part 2 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.

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.

Part 2 of our guidance on how to teach directs how to interview candidates for hiring.

Part 1 of our guidance on how to teach directs how to interview candidates for hiring.

Our guidance on how long to wait before giving negative feedback to a direct.

Part 4 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.

This week, we're re-releasing one of our Hall of Fame casts on on delivering a performance review (part 1).

This week, we're re-releasing one of our Hall of Fame casts on on delivering a performance review (part 2).

This week, we're re-releasing one of our Hall of Fame casts on how to prepare performance reviews (part 2).

This week, we're re-releasing one of our Hall of Fame casts on how to prepare performance reviews (part 1).

Part 3 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.

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.

Part 1 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.

This week, we're re-releasing one of our Hall of Fame casts on assigning work and reporting.

When your directs tell you, "I'm working on X, and Y, and Z," it's often a sign that they lack detailed deliverables and deadlines. Here's how to encourage them to deliver.

Submitting a report that will raise eyebrows or cause concerns carries with it the responsibility to communicate additionally the what and why to your boss.

Your door as a manager doesn't have to *always* be open. More often than not, yes...but it's okay to say no to impromptu requests. Here's how.

We're proud to announce the availability of the new Manager Tools Mobile App.

This week, we're re-releasing one of our Hall of Fame casts on employee retention.

This week, we're re-releasing one of our Hall of Fame casts on the Late Stage Coaching Model.

The conclusion of our guidance for how to plan an offsite meeting.

Part 4 of our guidance for how to plan an offsite meeting.

Part 3 of our guidance for how to plan an offsite meeting.

Part 2 of our guidance for how to plan an offsite meeting.

Our guidance for how to plan an offsite meeting.

How Directors can easily measure their subordinate manager's implementation of feedback.

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.

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.

Explaining your Leader's Intent - the "why" of the work - allows more individual decision making and speeds up results.

Explaining your Leader's Intent - the "why" of the work - allows more individual decision making and speeds up results.

Mark's July 2015 USI Speech in Paris

How to ask questions of a direct who doesn't communicate during One on Ones, and why this approach is NOT micromanaging.

How to ask questions of a direct who doesn't communicate during One on Ones, and why this approach is NOT micromanaging.

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.

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.

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.

The definition of an Effective Manager is to achieve results while retaining your team members.

The definition of an Effective Manager is to achieve results while retaining your team members.

Not everyone on your team wants to go along with every change you want to create. Luckily, you don't have to win over everyone.