Manager Tools Hall Of Fame Casts

This cast explains how to respond to requests for 360 degree input.

Today we cover the 2nd part of our series on Preparing For Your Review. After you've listened to the podcast, I think you'll agree that if you follow this simple process you will be in a position to not only get the best possible review possible this year, you will also have all the information you need to improve your performance (and your next review!) over the coming year.

We spent a lot of time at the end of last year talking about how to write someone else's review.

This week, we continue with our discussion on effective performance reviews. Last week, we discussed collecting data; today we discuss evaluating the data and writing the review. In the weeks following, we'll continue with a discussion on actually DELIVERING the review.

It's the end of the year. Most managers we know are thinking about the holidays... and annual reviews. After years of managing, training and consulting, we've concluded this is one of the most poorly managed and implemented processes we're aware of. It's not hard to do, but for plenty of (bad) reasons, managers just don't handle this responsibility well. For those few who do, it's an enormous competitive advantage.

Today, we conclude our conversation on Delivering the Review.

Our guidance on delivering a performance review.

In this cast, we finish up our conversation on jump starting relationships with your internal customers. Last week, we discussed the first of the 5 steps (Identifying Who, Prepping your 5 minutes snapshot, and Sending out the first email), today we'll discuss the actual customer meeting AND, Mark's favorite (because it's the ACTION step) , reporting back to your team.

This week, we conclude our conversation on effective teleconferencing.

This casts lays out our recommendations for an Effective Teleconference Meeting, or Conference Call.

Today, Mark and I finish up our series on running your staff meeting. If you haven't listened to

We've alluded to it, we've talked about it, but we've never until now shared our recommendation for one of the few mandatory meetings we recommend: The Effective Manager's Weekly Staff Meeting. We believe that a "Weekly Staff" and weekly One on Ones are the core of running a team of directs. It's one thing to meet with everyone individually, but Effective Managers know that there is a need for a socializing structure for the team as a unit.

In this cast we wrap-up our conversation on effective meetings, as well as answer some listener questions on meetings, One-on-Ones, and feedback.

How to do you feel about most of the meetings you attend? Are they productive, or generally considered a waste of time? Do you attend too many meetings? How do others value the meetings

How to do you feel about most of the meetings you attend? Are they productive, or generally considered a waste of time? Do you attend too many meetings? How do others value the meetings

In today's fast and flat world, ideas are becoming critical competitive advantages. Managers - and many others - need to be good at getting the most and best ideas from themselves and their teams.

In today's fast and flat world, ideas are becoming critical competitive advantages. Managers - and many others - need to be good at getting the most and best ideas from themselves and their teams.

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 cast addresses how to manage a high performer who is arrogant or dismissive of others.