How to help your direct develop themselves in a specific skill or ability.  Everything from how to start to multiple examples of how to set goals and follow through.  Coaching isn’t just for poor performers.   You can coach each of your directs in their One-On-Ones in 5 minutes a week.

Listen to Mark's introduction to the feed here:

The Management Trinity - Coaching (Hall Of Fame Guidance)
This cast describes the role of Coaching in the Management Trinity, and makes a KEY recommendation regarding development of directs and performance management. This week, we cover the Coaching Model's inclusion in the Management Trinity. It’s BY FAR the least used of the Trinity. That's too bad, because it only takes 5 minutes a [...]
The Coaching Model - Part 1 (Hall Of Fame Guidance)
This cast describes the Manager Tools Revised Coaching Model.
The Coaching Model - Part 2 (Hall Of Fame Guidance)
In this cast, we complete our discussion of the Revised Manager Tools Coaching Model.
How Do You Help Employees Develop?
We got a great email recently from a listener asking about how to develop one of the managers in their company. The mail went something like this: "hey guys, love manager tools, really like the usability of the recommendations. But need some help. One of our guys has some management responsibilities, and we'd like to help him get better. Wonder if you can recommend some [...]
Flexible Coaching Deadlines
This guidance recommends extending short coaching deadlines when your directs show that they can meet them, and keeping deadlines flexible based on performance.
The Coaching Dilemma Introduction (Hall Of Fame Guidance)
A short (8 min) extra cast where Mark introduces the Coaching Dilemma and solicits YOUR responses. What do you think is the correct answer to the dilemma?
The Coaching Dilemma - Part 1 (Hall Of Fame Guidance)
This guidance describes whom to coach and develop on your team with your marginal time.
The Coaching Dilemma - Part 2 (Hall Of Fame Guidance)
This cast continues our discussion on whom to coach and develop on your team with your marginal time.
Inheriting A Poor Performer - Part 1 (Hall Of Fame Guidance)
This guidance discusses how to manage those directs whom you didn’t hire and who have a history of poor performance.
Inheriting A Poor Performer - Part 2 (Hall Of Fame Guidance)
This guidance discusses how to manage those directs whom you didn’t hire and who have a history of poor performance.
The Corky Story - Part 1 (Hall Of Fame Guidance)
Dani's best management story about how she used the Manager Tools Trinity to terminate a poor performer in an organization where "you can't fire anyone."
The Corky Story - Part 2 (Hall Of Fame Guidance)
Part 2 of Dani's best management story about how she used the Manager Tools Trinity to terminate a poor performer in an organization where "you can't fire anyone."
The Corky Story - Part 3 (Hall Of Fame Guidance)
Part 3 of Dani's best management story about how she used the Manager Tools Trinity to terminate a poor performer in an organization where "you can't fire anyone."
The Late (and Early) Stage Coaching Model - Part 1
Last week, we covered at a high-level the Late Stage Coaching model, or the process you go through when having to fire someone. As we noted then, and we'll say again now, this process isn't really a "how to fire someone", but rather, how to develop someone. In most cases, if you follow this model, you NEVER get to the step where you have to fire someone. Now, isn't that [...]
The Late (and Early) Stage Coaching Model - Part 2
Last week, in our detailed review of the Late Stage Coaching Model, we covered steps 1 and 2 (Feedback and Systemic Feedback) of the six steps. Today we review the last 4 steps.
Coaching Example - Interrupting (Part 1)
How to coach someone to stop interrupting, using the Manager Tools Coaching Model.
Coaching Example - Interrupting (Part 2)
Another cast on our series on how to coach someone to stop interrupting, using the Manager Tools Coaching Model.
Coaching Example - Interrupting (Part 3)
The conclusion of our series on how to coach someone to stop interrupting, using the Manager Tools Coaching Model.
Coaching Presenting Skills With Toastmasters
This guidance recommends having any of your directs who present, and maybe even yourself, join and attend a Toastmasters Chapter.
Coaching/Feedback Template For Presentations
This cast provides guidance on giving feedback when coaching directs on their presentation skills, AND a detailed template managers can use when doing so.
Coaching the Meeting Delegation- Part 1
This cast describes how to coach one of our directs on how to run our staff meeting which we have delegated to them.
Coaching the Meeting Delegation- Part 2
This cast concludes our discussion on how to coach one of our directs on how to run our staff meeting which we have delegated to them.
How to Coach Directs on Interpersonal Skills - Part 1
This cast tells you how to begin a process of coaching a direct on interpersonal skills. Soft Skills! How many times have you heard, “hired for technical skills, fired for (lack of) people skills”? It may be common wisdom (an oxymoron if there ever was one), but it's still true. The path to greater success [...]
How to Coach Directs on Interpersonal Skills - Part 2
On today's cast, we complete our discussion on coaching directs on interpersonal skills. Of course, if you haven't listened to last week's cast, you may want to start there.
Soft Coaching - Running Meetings - Part 1
Our guidance on how you can improve someone's performance without fully coaching them. We use the example of running a meeting to illustrate.
Soft Coaching - Running Meetings - Part 2
Our guidance on how you can improve someone's performance without fully coaching them. We use the example of running a meeting to illustrate.