Manager Tools “Basics”
August 25th, 2007Now that we’ve been producing weekly podcasts for almost 2 years, new listeners to the show are often confused (understandably so) on where to start. What are the foundational podcasts, the core principles that underly the Manager Tools philosophy?
We’ve listened and here it is - The definitive list of the “must listen to” podcasts. If you’re a new listener or want to refer a colleague to Manager Tools, the Manager Tools Basics is where to start!
Check out the Manager Tools Basics now.
Stumble it!Trackback URL for this post: http://www.manager-tools.com/2007/08/manager-tools-basics/trackback/
August 27th, 2007 at 3:11 am
Great move! Had you considered setting this up as a permanent link somewhere? Perhaps under the resources menu?
August 27th, 2007 at 3:57 am
Peter,
Yep … we’ll make it a permanent link (at least in the menu, but perhaps something more prominent) before it rolls off the front page.
Mike
August 31st, 2007 at 6:22 pm
I just listen to the Manager Tools “Basics” and am intrigued.
Where can I download the one on ones sample introduction letter referred to in Manager Tools “Basics”?
I did find the one on ones tracking form, but I had to google it to find it. Is there a forms or documents page I can’t find? If so please post the link.
Thanks
August 31st, 2007 at 8:41 pm
looter,
You’ll find the original post and all the associated documents here:
http://www.manager-tools.com/2005/07/the-single-most-effective-management-tool-part-1/
(you’ll see links below the post).
Hope that helps!
regards,
Mike
September 2nd, 2007 at 11:54 pm
Hello Mike,
Great Job! so far. You guys are doing a great service to the manager community.
I have one question and need advice:
Ours is a big mulitnational company and one of the goals the senior leadership has set for the company is to make the company ” Best place to Work”. As a part of this they have started doing annual ESSs( Employee Satisfaction surveys) to hear directly from the employess on areas to improve. A big portion of the survey is about “How a employee rates his manager on different attributes”.
I am high on “D” and have risen fast in the company because I am very result oriented. Part of being high on D is that I have least respect for people who are laid back and donot deliver. I was very effective when there was no ESS in the company.
Now there is a lot of power given to employees and one has to literally appease the employees and take them to lunch etc..all kinds of BS to make sure employees donot give negative feedback about the managers. This year I yet again delivered and got all the results for my ED but I got screwed on ESS and had to listen to lot of BS from my ED on company values. I feel there is a big conflict in what company needs and what the company is doing. It is more or less playing into employees hands.
I am getting very frustrated because I no longer have the power to put my foot down and get the job done and if i do I will get dinged on ESS. Please advise…
September 3rd, 2007 at 11:51 am
ecineko,
You’re a high “D”, so let me be blunt. You won’t succeed long-term by achieving results at the cost of your relationships with others. Folks won’t give you their best, nor stick around for the long-term if you constantly “put your foot down”.
Now, I know MANY managers who are considered tough, bottom-line driven managers AND are loved by their people. Almost without exception, they do three things - they meet with their people regularly and LISTEN to them (i.e., one-on-ones), the give TONS of feedback (more positive, than negative) with a smile on their face (whether positive or adjusting feedback — they never yell or “put their foot down”), and they are ALWAYS coaching their folks to improve performance.
Are you doing one-on-ones, the Manager Tools way? If not, start NOW.
Are you giving feedback (the Manager Tools way), 9 positive pieces of feedback for every negative/adjusting feedback? If not, start NOW.
Are you coaching your folks vs. hammering them when they mess up? If you ARE doing one-on-ones and giving regular feedback, start coaching. If you’re not doing the first two, start with them.
Do those things, you can be effective AND have great relationships with your folks; I know of no other more effective solution.
best regards,
Mike
September 4th, 2007 at 10:00 am
Hi guys, I am fairly new to your community and I am really hooked. Well done. I find your casts very useful, even though at times it is almost like there isn’t enough time in the week to absorb all the good stuff you put out. Especially because I have approximately 2 years of catching up to do!
I have one question. I have subscribed as a member and my ITunes now downloads both members casts and normal casts, however, how do I stop it from duplicating as some of the casts are being download both in the members only category as well as the managers tool “public” casts.
Thanks for your help.
Andrea
September 5th, 2007 at 6:32 pm
ecineko,
Mike is dead on with his comments My global company too is very big in to employee “engagement”. We also have a “best place to work ” goal. I have been using the management trinity now for months and while I am not perfect, I can tell you it works.
Even with all of the effort, you may have some employees that will never be “satisfied” and low performers, who do not want to take responsibility or direction. If you do one-on-ones (O3s) the way Mark and Mike suggest, you will have all the necessary information documented to explain to your ED why your direct report is “unsatisfied”, a low performer, and dinged you on the ESS.
Best regards,
grayanna1 (high “S”)
September 8th, 2007 at 1:31 pm
comastri,
I recommend that you simply unsubscribe from the public RSS feed. The registered members feed has ALL the podcasts.
regards,
Mike
March 24th, 2008 at 1:18 pm
Hi Guys,
I am a new member and have benefited and can relate to many of your podcast comments. I work in Saudi Arabia for a UK company with many different nationalities and I can confirm that your Management trinity philosophy works for many of these where the language barrier is broken down. I am now going to investigate the Manager tools “basic” prior to working through the archived material. I agree that relationships go a long way to achieving results especially when this includes two-way respect.
Regards,
Adam Gordon