This cast begins our series on the the Management Trinity, and our reasons for each of its three (four) components: One on Ones, Feedback, Coaching and Delegation.

We’ve talked about the Management Trinity for nearly three years, but we’ve never really laid out specifically how and why it works. The best managers we know use these basic principles all the time to make themselves, their teams, and their organizations more effective.

All of the behaviors and habits in the Management Trinity are simple to understand, relatively easy to do, and give exceptional returns on a manager’s investment.

And that’s why we recommend them.

How can you have a great One on One with your boss?

How can you get the the most out of the most valuable recurring communication investment you make? This is an important question … and it seems that a lot of managers DO NOT ask it. Some of the managers who are quite good at running their OWN O3s aren’t very good at getting the most out of their time with their boss. Frankly, we think that if they reported to themselves, they’d be disappointed in their direct.

We’ve been watching managers for years, and we have some recommendations for how you can be most effective when you’re the direct.

(But to be clear: We never recommend managing your boss. Never.)

One additional note here: If you are NEW to Manager Tools, the concept of the One on One may not be completely familiar. If so, we recommend you go back and listen to those casts first. While you’re at it, you may want to reference the Manager Tools “Basics” series for the core podcasts outlining our basic thoughts and fundamental practices of effective management.

This cast explains how to introduce one person to another in social and business settings.

We surprised some of our members a couple of years ago when we included podcasts on how to attend a party, and how to introduce oneself to someone else. Some saw this as “etiquette”, which the modern business world had, in a sense, done away with. And certainly the world of commerce has changed how people interact, making much of our lives less formal than perhaps they were before.

But at the same time, we’ve also noticed that the blurring of work and family time means more of us are exposed, AT WORK, to situations that call on basic rules of social courtesy. Those managers who do well in these situations are seen as more polished and as better communicators - in short, better future executives.

So, don’t think of this cast as one about “etiquette”. It’s not. It’s about courtesy … and getting promoted.

This cast gives numerous simple examples of Manager Tools’ ‘MT Goals’: Goals that are Measurable and Time-Based.

Our MT Goals 3-part cast generated a great deal of enthusiasm. A lot of managers are thinking right now about what their goals are or will be for this calendar year. And, a lot of managers struggle with the dreaded “SMART” goal standard, which hopefully we successfully put paid to in the previous casts.

MT Goals are much more clear, and frankly just plain EASIER than “SMART” goals. Managers spend too much time making bad goals into ones that pass a misguided test, while other managers are told that goals that are impressive and well-targeted aren’t of the right format. It’s silly and terribly counterproductive.

But after our last three casts, some managers have asked for examples. If you need help turning your goals into MT goals, this is the cast for you.

Mike and I are thrilled to report that the Amsterdam conference, which wrapped up on Wednesday, was BY FAR the best conference we’ve ever hosted.

Even better than two great American conferences?

Yep, even better.

Our European members and listeners who attended our Amsterdam conference had to fight through some language barriers. There were 17 different countries represented - with almost as many languages. And yet, BECAUSE of the language challenge, this group was MORE attentive and more focused.

Yet again, every meal was FILLED with questions during Open Q&A, and we stayed until close to 7 p.m. Wednesday evening answering questions…even though the conference ended at 5:30. 40 of our 55 attendees were still in the room at 7!

We came to Europe (we are still in London recuperating) because managers are everywhere, and we are HUMBLED by the desire, professionalism, and kindness of our European members.

And if you don’t believe me, please go to the forums and read what the attendees themselves are saying: Amsterdam Feedback Forum

We’re ready NOW to come back!