Manager ToolsManagement, Careers, Business
Manager ToolsManagement, Careers, Business

About

Tired of management theory? Want to learn specific skills to help improve your management performance? Then Manager Tools is the podcast for you! Manager Tools is a weekly business podcast focused on helping professionals become more effective managers and leaders. Each week, we discuss specific actions for professionals to take to achieve their desired management and career objectives. Manager Tools won Best Business Podcast Award in 2006, 2007, 2008, and 2012 as well as the People's Choice Award in 2008. Go to http://www.manager-tools.com/recommendations to read what others are saying about the impact Manager Tools has had on their careers and lives.

  • The Proactive Manager - Chapter 1 - Reporting - Part 1
    Part 1 of our chapter one guidance on reporting for the proactive manager.
  • How To Choose a Managerial Successor - Part 2
    Part 2 of our guidance on how to choose a managerial successor.
  • How To Choose a Managerial Successor - Part 1
    Part 1 of our guidance on how to choose a managerial successor.
  • Getting Chewed Out In Public
    You're going to get chewed out by your boss in public. It happens. Don't do anything publicly.
  • "My Directs Are Too Busy" - Part 2
    Part 2 of our guidance on what to do when your directs tell you they are too busy.
  • "My Directs Are Too Busy" - Part 1
    Part 1 of our guidance on what to do when your directs tell you they are too busy.
  • How To Handle A Sudden Demotion
    Our guidance on how to handle a sudden demotion.
  • Educate Your Directs On Performance Reviews Early - Part 2
    Part 2 of our guidance on educating your directs on performance reviews early.
  • Educate Your Directs On Performance Reviews Early - Part 1
    Part 1 of our guidance on educating your directs on performance reviews early.
  • Salary Discussions 2x2 Matrix Tool - Part 2
    Part 2 of our guidance on the salary discussions 2x2 matrix tool.
  • Salary Discussions 2x2 Matrix Tool - Part 1
    Just because a direct’s performance is exceptional doesn’t mean that they deserve a raise, believe it or not. Employee performance is only half of the equation.
  • Yes Or No Questions (YONKERS)
    You're going to get asked yes or no questions, and there are only three effective answers. Anything else is unprofessional, and what might be interpreted as weak. There's a difference between asked, "How's the project" - Inevitably, "fine;" and, "Are you 100% green this week?' Better questions get better answers. And when a professional gets a better question, a better answer is the best answer.
  • Assumptive Goal Setting - HOF 2024
    Our Hall of Fame guidance on how to think more creatively about annual planning goals.
  • How to Set Annual Goals - HOF 2023
    Our Hall Of Fame guidance on how to start setting annual goals, and why we do not like "SMART" goals.
  • The Folly Of Rebranding Feedback - Part 2
    Part 2 of our guidance on rebranding feedback.
  • The Folly Of Rebranding Feedback - Part 1
    A WSJ article says the word “feedback” is too stressful for some, and recommends calling it something else. We disagree.
  • Effective Executive/Efficient Assistant - Part 3 - 2023
    Part 3 of our guidance on working with an administrative assistant, updated for remote, hybrid, and shared assistants.
  • Effective Executive/Efficient Assistant - Part 2 - 2023
    Part 2 of our guidance on working with an administrative assistant, updated for remote, hybrid, and shared assistants.
  • Effective Executive/Efficient Assistant - Part 1 - 2023
    Part 1 of our guidance on working with an administrative assistant, updated for remote, hybrid, and shared assistants.
  • Preparing Performance Reviews - Part 2 - HOF 2023
    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.