Manager Tools is a weekly podcast focused on helping you become a more effective manager and leader. Each week we talk about new tools and easy techniques you can use to help achieve your management and career objectives. This feed contains what we consider the core basics of effective management. http://www.manager-tools.com Copyright 2007-2010, Manager Tools LLC. All Rights Reserved. en Wed, 03 Feb 2010 12:00:00 -0500 admin@manager-tools.com (Michael Auzenne) Sun, 16 Sep 2007 16:35:32 -0400 Tools for Effective Management Manager Tools is a weekly podcast focused on helping you become a more effective manager and leader. Each week we'll be talking about new tools and easy techniques you can use to help achieve your management and career objectives. If you're tired of a lot of management theory and would rather learn specific actions you can take TODAY to improve your management performance, we think you'll enjoy the manager tools podcast. Michael Auzenne and Mark Horstman Manager Tools, LLC admin@manager-tools.com management,leadership,business,strategy,coaching,feedback,development clean no http://www.manager-tools.com/images/managertoolslogo.jpg http://www.manager-tools.com 300 300 http://www.manager-tools.com/2008/09/rolling-out-the-manager-tools-trinity-part-4/ http://www.manager-tools.com/2008/09/rolling-out-the-manager-tools-trinity-part-4/#comments Sun, 07 Sep 2008 21:26:55 +0000 mauzenne podcasts This cast includes Part 4 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching). Michael Auzenne and Mark Horstman http://www.manager-tools.com/2008/09/rolling-out-the-manager-tools-trinity-part-4/ This cast includes Part 4 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching). http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-3/ http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-3/#comments Sun, 31 Aug 2008 21:00:21 +0000 mauzenne podcasts This cast includes Part 3 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching). Michael Auzenne and Mark Horstman http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-3/ This cast includes Part 3 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching). http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-2/ http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-2/#comments Sun, 24 Aug 2008 00:08:54 +0000 mauzenne podcasts This cast includes Part 2 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching - and Delegation!). Michael Auzenne and Mark Horstman http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-2/ This cast includes Part 2 of our discussion on how to implement the Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching - and Delegation!). http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-1/ http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-1/#comments Mon, 18 Aug 2008 01:46:28 +0000 mauzenne podcasts This cast describes how to gradually implement Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching - and Delegation!). We’ve been asked a thousand questions about what to do and when to do it when it comes to the Management Trinity, and we’ve finally gotten frustrated enough to do something about it. We assumed that [...] Michael Auzenne and Mark Horstman http://www.manager-tools.com/2008/08/rolling-out-the-manager-tools-trinity-part-1/ This cast describes how to gradually implement Manager Tools’ Management Trinity (One on Ones, Feedback, Coaching - and Delegation!). We’ve been asked a thousand questions about what to do and when to do it when it comes to the Management Trinity, and we’ve finally gotten frustrated enough to do something about it. We assumed that [...] In today's show we continue our conversation on one-on-ones. In addition to a brief review (very brief -- not a substitute for listening to the previous two shows!), we review a number of questions and finer points. http://www.manager-tools.com/2005/07/questions-and-answers-on-one-on-ones/ http://www.manager-tools.com/2005/07/questions-and-answers-on-one-on-ones/#comments http://www.manager-tools.com/2005/07/questions-and-answers-on-one-on-ones/ Sun, 10 Jul 2005 22:59:48 +0000 In today's show we continue our conversation on one-on-ones. In addition to a brief review (very brief -- not a substitute for listening to the previous two shows!), we review a number of questions and finer points. Michael Auzenne and Mark Horstman mauzenne Mark and Mike discuss the single most effective management tool - the one-on-one. http://www.manager-tools.com/2005/07/the-single-most-effective-management-tool-part-1/ http://www.manager-tools.com/2005/07/the-single-most-effective-management-tool-part-1/#comments http://www.manager-tools.com/2005/07/the-single-most-effective-management-tool-part-1/ Mon, 4 Jul 2005 04:33:25 +0000 The Single Most Effective Management Tool - One on Ones Mark and Mike discuss the single most effective management tool - the one-on-one. Michael Auzenne and Mark Horstman mauzenne It's been quite a while since we talked about feedback. We think one of the reasons for that is that there's some negativity to it. What we mean by that is that one on ones are an easy winner. It's about your team member, they want more time with you, a half hour with you every week seems too good to be true. And, if you've stuck to it, you've noticed improvements in areas that go beyond just employee relationships. Maybe they're kind of hard on your schedule INITIALLY, but they're perceived positively. http://www.manager-tools.com/2006/02/improve-your-feedback/ http://www.manager-tools.com/2006/02/improve-your-feedback/#comments http://www.manager-tools.com/2006/02/improve-your-feedback/ Fri, 17 Feb 2006 16:00:02 +0000 Improve Your Feedback It's been quite a while since we talked about feedback. We think one of the reasons for that is that there's some negativity to it. What we mean by that is that one on ones are an easy winner. It's about your team member, they want more time with you, a half hour with you every week seems too good to be true. And, if you've stuck to it, you've noticed improvements in areas that go beyond just employee relationships. Maybe they're kind of hard on your schedule INITIALLY, but they're perceived positively. Michael Auzenne and Mark Horstman mauzenne We've received a great many questions, comments, and kudos for our show in July on the Feedback Model. Many listeners are discovering the power of feedback, of taking it out of the realm of the rare and into the stream of the every day. Not to sound repetitive, but most managers see feedback as akin to holding their breath - waiting as long as possible, and then creating a lot of sound and often fury. The Feedback Model tells us to see feedback like breathing - so regular as to become unnoticed.Many of you have written asking questions about how to counter some of the typical responses to the feedback you give. "What do I do or say when they tell me they'll 'think about it'? What if they SAY they'll make the change, only to continue in their ineffective behavior patterns? As you might imagine, we've dealt with these issues before, and this show talks about the approach to take, and once again, gives you SPECIFIC things to say and why they work.We do a brief review of the feedback model at the front of the cast, but still encourage you to give a listen to our original cast, in the July Archives. http://www.manager-tools.com/2005/10/feedback-revisited/ http://www.manager-tools.com/2005/10/feedback-revisited/#comments http://www.manager-tools.com/2005/10/feedback-revisited/ Mon, 10 Oct 2005 12:01:00 +0000 Feedback - Revisited! We've gotten a great many questions, comments, and kudos for our show in July on the Feedback Model. Many listeners are discovering the power of feedback, of taking it out of the realm of the rare and into the stream of the every day. Not to sound repetitive, but most managers see feedback as akin to holding their breath - waiting as long as possible, and then creating a lot of sound and often fury. The Feedback Model tells us to see feedback like breathing - so regular as to become unnoticed.Many of you have written asking questions about how to counter some of the typical responses to the feedback you give. "What do I do or say when they tell me they'll 'think about it'? What if they SAY they'll make the change, only to continue in their ineffective behavior patterns? As you might imagine, we've dealt with these issues before, and this show talks about the approach to take, and once again, gives you SPECIFIC things to say and why they work.We do a brief review of the feedback model at the front of the cast, but still encourage you to give a listen to our original cast, in the July Archives Michael Auzenne and Mark Horstman mauzenne In this week's podcast, Mike and Mark share a technique managers can use to give feedback to their team members. Feedback is the most frequently-used tool of effective managers. What is feedback? Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals. http://www.manager-tools.com/2005/07/giving-effective-feedback/ http://www.manager-tools.com/2005/07/giving-effective-feedback/#comments http://www.manager-tools.com/2005/07/giving-effective-feedback/ Mon, 18 Jul 2005 23:43:09 +0000 Giving Effective Feedback In this week's podcast, Mike and Mark share a technique managers can use to give feedback to their team members. Feedback is the most frequently-used tool of effective managers. What is feedback? Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals. Michael Auzenne and Mark Horstman mauzenne Today, we cover the second of two shows on "Coaching Revisited". If you haven't listened to last week's show, we encourage you to do so. This one picks right up where we left off last week. http://www.manager-tools.com/2005/12/coaching-revisited-part-2/ http://www.manager-tools.com/2005/12/coaching-revisited-part-2/#comments http://www.manager-tools.com/2005/12/coaching-revisited-part-2/ Mon, 5 Dec 2005 04:22:51 +0000 Coaching Revisited - Part 2 Today, we cover the second of two shows on "Coaching Revisited". If you haven't listened to last week's show, we encourage you to do so. This one picks right up where we left off last week. Michael Auzenne and Mark Horstman mauzenne Ever since our podcast on the Manager Tools Development Model, we've continued to receive a number of questions on a key component of the process -- the coaching model. In particular, folks are having a difficult time on coaching employees on some of the "softer" skills. So for the next two shows, we're revisiting our friend, the coaching model. In addition to getting into an example of a soft-skill coaching challenge, we also talk a bit about what we mean by "behavior" -- what is it exactly (of course, we have a model for that as well), and how do we use it within the coaching model. http://www.manager-tools.com/2005/11/coaching-revisited-part-1/ http://www.manager-tools.com/2005/11/coaching-revisited-part-1/#comments http://www.manager-tools.com/2005/11/coaching-revisited-part-1/ Tue, 29 Nov 2005 02:41:32 +0000 Coaching Revisited - Part 1 Ever since our podcast on the Manager Tools Development Model, we've continued to receive a number of questions on a key component of the process -- the coaching model. In particular, folks are having a difficult time on coaching employees on some of the "softer" skills. So for the next two shows, we're revisiting our friend, the coaching model. In addition to getting into an example of a soft-skill coaching challenge, we also talk a bit about what we mean by "behavior" -- what is it exactly (of course, we have a model for that as well), and how do we use it within the coaching model. Michael Auzenne and Mark Horstman mauzenne Today we continue our discussion on Coaching. Now, if you haven't listened to last weeks show where we introduced the coaching model, I strongly suggest you go back and listen to that show first. Also, if you haven't downloaded and read the Manager Tools Coaching Card yet, please do so. You may just want to print it so you have it available during the podcast. It will assist you greatly in following the coaching example we present today. http://www.manager-tools.com/2005/09/more-on-coaching/ http://www.manager-tools.com/2005/09/more-on-coaching/#comments http://www.manager-tools.com/2005/09/more-on-coaching/ Mon, 5 Sep 2005 14:06:51 +0000 More on Coaching Today we continue our discussion on Coaching. Now, if you haven't listened to last weeks show where we introduced the coaching model, I strongly suggest you go back and listen to that show first. Also, if you haven't downloaded and read the Manager Tools Coaching Card yet, please do so. You may just want to print it so you have it available during the podcast. It will assist you greatly in following the coaching example we present today. Michael Auzenne and Mark Horstman mauzenne Today we discuss the fine art of Coaching. Most managers probably think they do a fine job coaching their teams, but guess what? You probably have several misconceptions about coaching that prevent you from getting the absolute best out of your team. Today, we discuss coaching at length and present a coaching model that you can start using today to improve your coaching abilities. It's both easier and takes less time than you think. http://www.manager-tools.com/2005/08/the-art-of-coaching/ http://www.manager-tools.com/2005/08/the-art-of-coaching/#comments http://www.manager-tools.com/2005/08/the-art-of-coaching/ Mon, 29 Aug 2005 05:26:48 +0000 The Art of Coaching Today we discuss the fine art of Coaching. Most managers probably think they do a fine job coaching their teams, but guess what? You probably have several misconceptions about coaching that prevent you from getting the absolute best out of your team. Today, we discuss coaching at length and present a coaching model that you can start using today to improve your coaching abilities. It's both easier and takes less time than you think. Michael Auzenne and Mark Horstman mauzenne Mark recently blogged with our first ever management koan, "What Would An Effective Manager Do?" In this cast, we share the answer. http://www.manager-tools.com/2007/01/the-juggling-koan/ http://www.manager-tools.com/2007/01/the-juggling-koan/#comments http://www.manager-tools.com/2007/01/the-juggling-koan/ Sun, 14 Jan 2007 15:01:19 +0000 The Juggling Koan Mark recently blogged with our first ever management koan, "What Would An Effective Manager Do?" In this cast, we share the answer. Michael Auzenne and Mark Horstman mauzenne Today, Mark and I discuss the topic of Delegation. There probably isn't a management book out there that doesn't talk about the importance of delegation. However, very seldom does the author get into the type of detail we'll discuss today. Today, we cover the "how to" ... how to determine what and to whom to delegate and specifically what specific steps to take when delegating to an individual. http://www.manager-tools.com/2005/08/the-art-of-delegation/ http://www.manager-tools.com/2005/08/the-art-of-delegation/#comments http://www.manager-tools.com/2005/08/the-art-of-delegation/ Mon, 22 Aug 2005 13:45:27 +0000 The Art of Delegation Today, Mark and I discuss the topic of Delegation. There probably isn't a management book out there that doesn't talk about the importance of delegation. However, very seldom does the author get into the type of detail we'll discuss today. Today, we cover the "how to" ... how to determine what and to whom to delegate and specifically what specific steps to take when delegating to an individual. Michael Auzenne and Mark Horstman mauzenne Today we wrap-up our conversation on effective meetings, as well as answer some listener questions on meetings, one-on-ones, and feedback. http://www.manager-tools.com/2005/08/effective-meetings-theres-more/ http://www.manager-tools.com/2005/08/effective-meetings-theres-more/#comments http://www.manager-tools.com/2005/08/effective-meetings-theres-more/ Tue, 16 Aug 2005 14:39:17 +0000 Today we wrap-up our conversation on effective meetings, as well as answer some listener questions on meetings, one-on-ones, and feedback. mauzenne Today we cover the second in our series on effective meetings. http://www.manager-tools.com/2005/08/effective-meetings-part-two/ http://www.manager-tools.com/2005/08/effective-meetings-part-two/#comments http://www.manager-tools.com/2005/08/effective-meetings-part-two/ Mon, 8 Aug 2005 15:21:21 +0000 Today we cover the second in our series on effective meetings. Michael Auzenne and Mark Horstman mauzenne 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 *you* run? If you are like most managers we know, your experience in running and participating in meetings is less than ideal. http://www.manager-tools.com/2005/08/effective-meetings-get-out-of-jail/ http://www.manager-tools.com/2005/08/effective-meetings-get-out-of-jail/#comments http://www.manager-tools.com/2005/08/effective-meetings-get-out-of-jail/ Mon, 1 Aug 2005 14:14:36 +0000 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 *you* run? If you are like most managers we know, your experience in running and participating in meetings is less than ideal. Michael Auzenne and Mark Horstman mauzenne Mike and Mark discuss a friend's stalled technical career. What's the secret to reinvigorating his career? http://www.manager-tools.com/2005/06/solution-to-a-stalled-technical-career/ http://www.manager-tools.com/2005/06/solution-to-a-stalled-technical-career/#comments http://www.manager-tools.com/2005/06/solution-to-a-stalled-technical-career/ Mon, 27 Jun 2005 00:42:16 +0000 Mike and Mark discuss a friend's stalled technical career. What's the secret to reinvigorating his career? Michael Auzenne and Mark Horstman mauzenne