Manager Tools

What to do once you make a candidate an offer to turn them into a great team member. Part 1 is the basics, why to have a process.

Our guidance on how you can improve someone's performance without fully coaching them. We use the example of running a meeting to illustrate.

Our guidance on how you can improve someone's performance without fully coaching them. We use the example of running a meeting to illustrate.

Sometimes managers don't want to do One On Ones. One of the reasons they give is, "I'm a creative person." Or, "I don't like step-by-step solutions." These reasons are weak, and you can overcome them easily.

Sometimes managers don't want to do One On Ones. One of the reasons they give is,"I'm a creative person." Or, "I don't like step-by-step solutions." These reasons are weak, and you can overcome them easily.

Power is necessary for organizational change and success, even if some of us would rather call it influence. But what is it? And how can I get some? And some more? It's not as hard as it sounds.

Power is necessary for organizational change and success, even if some of us would rather call it influence. But what is it? And how can I get some? And some more? It's not as hard as it sounds.

Power is necessary for organizational change and success, even if some of us would rather call it influence. But what is it? And how can I get some? And some more? It's not as hard as it sounds.

Power is necessary for organizational change and success, even if some of us would rather call it influence. But what is it? And how can I get some? And some more? It's not as hard as it sounds.

Our Hall of Fame cast that describes how to create a simple behavioral interview question.

If you're an executive, you probably think training is for your organization, but not you. You're partially right, but mostly wrong.

How come executives don't do all the stuff managers do? How come they don't attend training but expect managers to? There's a reason.

How come executives don't do all the stuff managers do? How come they don't attend training but expect managers to? There's a reason.

If you want to ensure the right things are getting done, one of the easiest things to do is start asking the right questions.

Part 4 of our guidance on a simple way to structure an entire performance review system for any organization.

Part 3 of our guidance on a simple way to structure an entire performance review system for any organization.

Part 2 of our guidance on a simple way to structure an entire performance review system for any organization.

Our Hall of Fame guidance on the basics of calendar management.

For the holidays, we're re-releasing one of our Hall of Fame casts ... the Pre-wire. This cast describes a way to prepare for meetings or presentations where you need to persuade.

Part 1 of our guidance on a simple way to structure an entire performance review system for any organization.

Part 4 of our guidance regarding the trend among businesses to get rid of their performance review system. This is dumb. Don't do it.

Part 3 of our guidance regarding the trend among businesses to get rid of their performance review system. This is dumb. Don't do it.

Our Hall of Fame guidance on delivering a performance review.

This week, we're re-releasing one of our Hall of Fame casts on how to prepare performance reviews.

Part 2 of our guidance regarding the trend among businesses to get rid of their performance review system. This is dumb. Don't do it.