Manager Tools

This guidance recommends giving more positive (and then negative) feedback to a manager’s top performers, rather than trying to spread feedback out equally.

The conclusion of our recommendations on professionals abandoning their belief in the myth of a just world and 'play politics'.

This guidance recommends professionals abandon their belief in the myth of a just world and "play politics".

This guidance helps managers be more collaborative by getting more input from their team members.

This guidance continues our recommendations about topics to cover with new directs, encouraging them to ask questions about everything they don’t understand.

This guidance describes how to quickly assign tasks in a project without getting bogged down in details.

This guidance describes if and how to use lists and agendas during your One on Ones.

This guidance recommends a straightforward way to diffuse tension around, and overcome, objections others have to your ideas.

The conclusion of our guidance recommending doing email three times a day. ONLY three times a day.

This guidance recommends doing email three times a day. ONLY three times a day.

This guidance recommends managers never willingly allow their boss to talk to a skip directly.

This guidance completes our discussion on how to respond to vague feedback from your boss or others.

This guidance explains how to respond to vague feedback from your boss or others.

This guidance tells you how to prepare for meetings where politics are going to play a role (which is to say, ALL of them).

This guidance tells you what to do when directs bring you bad news.

This guidance recommends what to do when a direct would get negative feedback but it’s not yet time for it in the Trinity Rollout Process.

This guidance recommends what to do when a direct would get positive feedback but it’s not yet time for it in the Trinity Rollout Process.

This guidance tells you what to do when directs resist One on Ones because they are a form of "micromanaging."

This guidance tells you how to structure your briefing to your team around Simple Succession Planning.

This guidance recommends knowing where decision makers and influencers stand on proposals and decisions that matter to you and your team.