The Effective Manager

"Manager Tools One On Ones are not chances "to just sit around and talk," "to get to know one another informally," or "to do a quick catch-up."" Purpose of one-on-ones: These meetings are structured, business-focused conversations aimed at building trust and improving performance.

"Manager Tools One On Ones are not chances "to just sit around and talk," "to get to know one another informally," or "to do a quick catch-up."" Purpose of one-on-ones: These meetings are structured, business-focused conversations aimed at building trust and improving performance. They should be: Scheduled weekly for 30 minutes Held with each direct report Focused primarily on the direct report's agenda Documented with notes taken by the manager Format: First 10-15 minutes: Direct report speaks Next 10-15 minutes: Manager speaks Final 5-10 minutes (if time allows): Discuss future plans or big picture items Benefits: Improved communication and trust Regular opportunity for feedback and coaching Reduced interruptions throughout the week Better understanding of team members' strengths and challenges

"The purpose of performance communications (and therefore feedback) is to encourage effective future behavior." The Manager Tools Feedback Model: Ask permission to give feedback State the observed behavior Describe the impact of the behavior Encourage effective future behavior or express appreciation Key principles: Focus on specific, observable behaviors, not attitudes or intentions Be timely – deliver feedback as soon as possible after the event Keep it brief – aim for 15-30 seconds per feedback instance Use a neutral tone, avoiding anger or judgment Examples: Positive: "When you stayed late to help the new hire, it showed great teamwork. Thank you." Constructive: "When you interrupt during meetings, it disrupts the flow. Can you work on letting others finish before speaking?"

"Coaching is the least often used tool in the "Management Trinity."" The Manager Tools Coaching Model: Collaborate to set a goal (use DBQ: Deadline, Behavior, Quality) Brainstorm resources together Create a short-term action plan Direct acts and reports on progress regularly Effective coaching practices: Focus on specific skills or behaviors to improve Set clear, measurable goals with realistic deadlines Break down larger goals into small, actionable steps Provide regular check-ins and feedback during one-on-ones Adjust the plan as needed based on progress and challenges Benefits: Improved individual and team performance Increased employee engagement and motivation Development of future leaders within the organization

"Learning to delegate is part of the transition to becoming an executive." Why delegation matters: Allows managers to focus on higher-level responsibilities Develops team members' skills and confidence Prepares both manager and team for future growth Effective delegation strategies: Start with smaller tasks and gradually increase responsibility Provide clear instructions and expectations Offer support and resources as needed Follow up regularly to ensure progress and provide feedback…