Manager Tools

How to create a dead-simple Succession Planning Form.

This guidance completes our recommendations on how to do One on Ones while you are traveling.

Part 2 of our guidance on how to document the performance of your directs and your communications with them.

Our guidance for how to document the performance of your directs and your communications with them.

This guidance recommends how to address behaviors in meetings that reduce meeting effectiveness, based on a popular 2012 Wall Street Journal article. This Chapter deals with handling a multi-tasker and also reviews the Journal’s general meeting guidance.

How to improve your effectiveness by eliminating long open periods from of your calendar.

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This guidance recommends how to do One on Ones while you are traveling.

This guidance discusses how to manage those directs whom you didn’t hire and who have a history of poor performance.

This guidance discusses how to manage those directs whom you didn’t hire and who have a history of poor performance.

This guidance recommends how to address behaviors in meetings that reduce meeting effectiveness, based on a popular 2012 Wall Street Journal article. This Chapter deals with handling a Rambler – someone who talks and talks and talks ... and talks.

This guidance recommends admitting your mistakes openly as a manager, to your team, to enhance candor and openness from your team members.

We recently published guidance recommending that managers ask directs for their efforts, rather than commanding. Can't they say "no"? Yes.

This guidance describes a simple way executive succession planning is often done, and the key to mastering it.

This guidance recommends how to address behaviors in meetings that reduce meeting effectiveness, based on a popular 2012 Wall Street Journal article. This Chapter deals with handling a Silent Plotter – someone who tries to kill every idea, even after everyone’s agreed.

This guidance describes the fundamental error in trying to achieve “Work-Family Balance” and how to solve it forever.

The conclusion of our guidance on how to respond initially to a direct who pushes back in various ways to an instance of feedback.

This guidance describes how to respond initially to a direct who pushes back in various ways to an instance of feedback.

This guidance recommends asking your directs for work to be done - meaning requesting things in the form of a question – rather than stating your desire for something to occur.

This guidance describes how to deliver an unofficial performance evaluation when your direct is failing and may either not realize it or is resisting changing.