Manager Tools

Most managers have too high a standard for giving positive feedback. Here are some simple examples.

The common response to questions about status is, "Fine." This isn't acceptable or effective.

Even though great interviewers are looking for reasons to say no doesn't mean they aren't forgiving of mistakes in interviews.

What to do when people are on their phones/laptops during meetings, or doing anything else counterproductive to the meeting.

One of the biggest mistakes in interviewing candidates is using panel interviews. Here's why.

Part 2 of our series on change efforts. If you want your organization to follow you in change efforts - whether it's rolling out the Trinity or anything else - you've got to do 2 things at a minimum: model the behavior, and measure it.

If you want your organization to follow you in change efforts - whether it's rolling out the Trinity or anything else - you've got to do 2 things at a minimum: model the behavior, and measure it.

Never introduce a managerial change without first introducing that change. If you're going to make a change to how you manage your team, it works far better to tell them what you're doing in advance.

Never introduce a managerial change without first introducing that change. If you're going to make a change to how you manage your team, it works far better to tell them what you're doing in advance.

Part 6 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.

Part 5 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.

Part 4 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.

Part 3 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.

Part 2 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.

Part 1 of our guidance on how to scan a resume to decide whether or not to phone screen a job candidate.

Part 2 of our guidance on the foundations of presentation mastery.

Part 1 of our guidance on the foundations of presentation mastery.

Part 3 of our guidance on how to get a better understanding of what your goals are from your boss.

Part 2 of our guidance on how to get a better understanding of what your goals are from your boss.

Part 1 of our guidance on how to get a better understanding of what your goals are from your boss.