The Modern Manager

By Mamie Kanfer Stewart

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Description

Host Mamie Kanfer Stewart shares practical approaches to help you be a great manager. Solo episodes are like mini-courses, providing actionable tips based on experience and research. Guest episodes are engaging conversations that elicit insights and suggestions for how to apply the ideas. Episodes features topics like: effective meeting practices, communication skills, managing conflict, team building, time management, group dynamics, goal setting and accountability, team competencies, productivity and collaboration technologies, organizational culture, and more.

Episode Date
223: Insights From Improv to Improve Communication with Brian Rolnick-Fox
00:28:43

Anyone who's worked on a team knows that communication can be a challenge. Sometimes, common problems require creative solutions. Improv is a powerful tool that brings out the best in any group or team. It’s not just for comedians; it can be used to create new ideas, solve problems, explore feelings, and connect with each other.

Today’s guest is Brian Rolnick-Fox, the Founder, CEO, and Chief Evangelist of Nimble Learning Strategies. Brian has been using improvisation as a channel for individual growth, group development, and organizational success since 1999. He has delivered communication and leadership programs for a diverse set of organizations from Fortune 100 companies to educational institutions some of which include Citibank, Goodyear, Dartmouth College, and Harvard Business School.

 

Brian and I talk about what we can learn from the field of comedic improv to help us be better communicators. We get into specific behaviors, mindsets, principles and tactics that can help us connect and collaborate better, plus we have a whole lot of fun.

Members of the Modern Manager community get a free Communication and Collaboration document from Nimble Learning Strategies. This document describes the three As of communication and how you can implement them to communicate more effectively in your daily life. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How Managers Can Use Improv Strategies to Improve Communications

 

KEEP UP WITH BRIAN

Website: https://www.nimblelearningstrategies.com

Company LinkedIn: linkedin.com/company/nimblelearningstrategies

Personal LinkedIn: linkedin.com/in/brianrolnickfox

 

Key Takeaways:

  • We are always naturally improvising; we take in stimuli and respond to them in the moment. 
  • Improv strategies can help us collaborate better by providing an opportunity to explicitly talk about how we communicate and collaborate.
  • We often forget that people or departments have different perspectives and assume we’re all seeing the situation the same.
  • Being specific in our language is essential to ensuring everyone is on the same page. 
  • Sep 27, 2022
222: Design a Path to Your Future with Lance Tanaka
00:29:37

Authentic leadership is unique to each of us. It's about understanding and being comfortable with who you are so that you can leverage your strengths. We can then use that information to guide our choices and lift up those around us. When you understand your strengths and values, they can create a personal roadmap to success.

Today’s guest is Lance Tanaka. Lance is an Executive Leadership Expert. He and his team elevate leaders and their teams to increase business production, performance and profits.

Lance and I talk about lessons from his latest book Dream and Achieve: 90 Days to a life of purpose. We walk through the process that Lance and hundreds of others have used to help clarify their goals and take steps towards their desired future.

Members of the Modern Manager community get 25% off Lance’s course, Dream & Achieve. This course has helped thousands of successful executives identify their purpose and move down the path to realizing it. Get this generous discount if you register before September 30, 2022. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Check out the new Modern Manager Skills Accelerator!

 

Read the related blog article: Carve a Path at Work That is Authentically You

 

KEEP UP WITH LANCE

Website: lancetanaka360.com

 

Key Takeaways:

  • Focus more time on honing your strengths rather than fixing your weaknesses.
  • The DNA “Dream N’ Achieve” process is a 90 day journey of self discovery and charting a path forward.
  • First, reflect on your strengths and passions. Then look for common themes, ideally no more than 9.
  • Drill into those elements with who/what/where/when/why questions to further clarify what matters most to you.
  • Do this DNA process as a team activity. Others often see our strengths better than we do.
  • Trying to Find your “True North” may slow you down. Instead, create a balance between all your needs by going in the right direction and adjusting over time accordingly.
  • There are three outcomes that result from following your DNA: (1) a big shift to a new company/career/city, (2) a sideways shift to a different team or role in the same company, or (3)
Sep 20, 2022
221: Reducing and Responding to Microaggressions with Martine Kalaw
00:33:47

Microaggressions are harmful words and actions that stem from biases and stereotypes. They’re subconscious, meaning we may not even realize we’re being offensive or biased. The damage they inflict can be long-lasting and impact how individuals relate to us and the entire company. As managers, it's our responsibility to create a professional work environment that fosters understanding and listening, so all people can feel safe and supported at work.

Today’s guest is Martine Kalaw. Martine is an Elevation Strategist - she shifts mindsets, builds bridges & delivers results. She is the author of Illegal Among Us, experienced being an undocumented immigrant, and is a DEI Consultant.

 

Martine and I talk about how to confront, respond to and learn from uncomfortable DEI situations in the workplace. Maybe it’s something you said that landed the wrong way with a team member or maybe it’s something a colleague did that was insensitive or exclusionary. We talk about microaggressions and how to get smarter about your own behavior since so often we don’t even realize we’re creating harm.

Members of the Modern Manager community can get a free 60-Minute Masterclass: Advancing DEI. Scheduled for September 22, this 60-minute class will give you the top five keys to advancing DEI in your workplace over the course of 90 days. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: What To Do About Microaggressions In The Workplace

 

KEEP UP WITH MARTINE

Website: https://martinekalaw.com/

Facebook: https://m.facebook.com/MartineKalawEnterprisesLLC

Instagram: https://www.instagram.com/martinekalaw/?hl=en

LinkedIn: https://www.linkedin.com/company/martinekalawconsulting/ 

Twitter: https://twitter.com/martinekalaw 

Youtube: https://www.youtube.com/channel/UCQTb6zI5m4jehE-czyT8SvQ/featured

 

Key Takeaways:

  • Sep 13, 2022
220: Methods for Robust Brainstorm Sessions
00:09:56

Brainstorming is a method of developing ideas in a group setting. It's used to solve problems, come up with new ideas, and generally explore possibilities. While it may seem like a simple task, there’s often much more than meets the eye when it comes to effective brainstorming. Working through various exercises helps you not only generate ideas but also deeply understand the situation you are looking at. 

Today's episode is about brainstorming. Almost every team, at some point, has a brainstorming session. While brainstorming can be as straightforward as “okay, what ideas do you have?” There are also different methods to help you make the most of your brainstorming time together, and that’s what I cover here.

The full episode guide includes lists of prompts and suggested approaches for boosting your brainstorming sessions. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox. 

 

Read the related blog article: 3 Brainstorming Strategies for Every Situation

 

Key Takeaways:

  • Separate the idea generation from idea evaluation in order to facilitate creative thinking.
  • Use the phrase “If I had a magic wand…” to help people avoid censoring their ideas based on what they think is feasible or will be viewed as “good” by their colleagues.
  • Prepare specific prompts ahead of time to help get people thinking more broadly. For example, “How might we use our space differently?” or “What 1-time changes could we make?” or “What global trends might impact us?”
  • Ask people to “wear specific hats” to get them to think from other people’s perspectives. For example, “how would Steve Jobs solve this problem?"
  • Try iterating on a single idea to see if there is a version of that idea that is more feasible or more impactful.
  • Give people time to brainstorm quietly on their own before sharing all ideas out loud. 

mamie@mamieks.com

instagram.com/mamieks

Sep 06, 2022
219: Motivation Through Core Values with Rob Toomey
00:31:28

Identifying the core values and potential motivators of your team members isn't always the easiest task. There are a lot of factors to consider when it comes to each individual personality, which makes for a delicate interpretation process. But optimizing your relationships with others comes down to understanding one thing: what on earth makes them tick?

Today’s guest is Rob Toomey. As President of TypeCoach, Rob lives at the intersection of his two passions: personality type and entrepreneurship. Working with 800 global client organizations, he has delivered live sessions to more than 50,000 participants and the TypeCoach online tools have reached more than 185,000 people. Rob is also Managing Director of The Idea Factory which is focused on early stage app and website projects.

Rob and I talk about the four temperaments - he’ll explain these better than I can in one sentence, but in essence we’re talking about the four different personality type core values and motivators. By identifying which of the four temperaments each of your team members identifies with, you’ll be able to use more effective strategies to motivate, appreciate and engage each person. 

Members of the Modern Manager community get a free Motivation and Feedback document. This will help you gain new insight into what makes people tick and how to tailor your feedback differently to each of the four temperaments for maximum impact. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Motivate Your Employees Based on the 4 Temperaments

 

KEEP UP WITH ROB

Website: Typecoach.com

 

Key Takeaways:

  • Our temperament is our source of motivational energy. 
  • There are 4 Temperaments based on categories of introversion/extroversion, judgers/perceivers, thinkers/feelers, sensory/intuitive. 
  • Introversion/extroversion is whether we get energy from being alone or with others.
  • Judging/Perceiving is how we prefer structure, whether playful or decisive planning.
  • Sensory/Intuitive is how we take in and process information.
  • Thinking/Feeling is whether we approach a situation through objective analysis or considering our feelings/values.
  • The 4 Tempe
Aug 30, 2022
218: Facilitate Effective and Inclusive Meetings with Rae Ringel
00:33:08

Managers all over the world facilitate meetings every day, but how many managers facilitate meetings well? The goal of facilitating a meeting is to create a space so that everyone can participate effectively. This may not come naturally to some managers, but it’s a skill that anyone can master with the right tools.

Today’s guest is Rae Ringel. Rae is an executive coach, facilitator, author and founding President of The Ringel Group. She is a faculty member at the Georgetown University Institute for Transformational Leadership and founding director of their certificate program in the Art of Facilitation and Design. She is also a frequent columnist for Harvard Business Review.

Rae and I talk about meeting facilitation. What facilitation really is, how to do it well when meeting in person or virtually, and Rae shares a bunch of facilitation tricks and activities you can immediately use with your team to improve your meetings.

Members of the Modern Manager community get two articles Rae has authored and published in Harvard Business Review. “Please Stop Using These Phrases in Meetings” helps readers take control of their speech patterns by learning phrases that aren’t as helpful as you think. “When Do We Actually Need to Meet in Person?” helps leaders determine which factors of work can be kept virtual and which require being in-person. Get them when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Facilitate an Effective Meeting

 

KEEP UP WITH RAE

Twitter: @ringelgroup

LinkedIn: @rae-ringel

Instagram: @julieraeringel

 

Key Takeaways:

  • Facilitation is creating the space in a meeting where everyone can participate.
  • It’s important to start with a planned agenda and then be flexible enough to pivot when needed. Plan the activities ahead so you can prepare any materials, e.g. polls, Miro boards, etc.
  • Virtual meetings have the potential to be more inclusive and comfortable for people. Leverage the strengths of technology to create a more inclusive meeting by using different modalities of participation.
  • Consider how you can arrange the room, or ask people to arrange their physical space, to support effective engagement.
Aug 23, 2022
217: Plan Your Day with Ashutosh Priyadarshy
00:27:22

Ever feel like you don't have enough time because you're too busy working on tasks, attending meetings, and checking email? If so, you're not alone. Who has time for planning when there is so much to do?! In reality, a daily planning habit puts you in control of your schedule, workload, and productivity. 

Today’s guest is Ashutosh Priyadarshy. Ashutosh is the Co-founder and CEO of Sunsama, a daily planning assistant that helps knowledge workers stay focused and productive throughout their workdays. Ashutosh has spent most of the last decade building and launching productivity software. His goal is to build products that help us navigate our work and life mindfully and intentionally.

Ashutosh and I  talk about why daily planning is an important process, how we can use daily planning to boost productivity and feel a sense of accomplishment, and more.

Members of the Modern Manager community get an exclusive 30-day free trial of Sunsama. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Boost Productivity with Daily Planning

 

KEEP UP WITH ASHUTOSH

Instagram: https://www.instagram.com/sunsamahq/

Twitter: https://twitter.com/sunsamaHQ

Website: https://get.sunsama.com/

 

Key Takeaways:

  • Create a daily planning habit at a time that works best for you. It doesn’t need to be at the start of your day.
  • Starting your day with a plan helps you focus on your most important tasks.
  • Bring your calendar and tasks together to get an accurate picture of how you’ll spend your time.
  • In addition to meetings and tasks, we have plenty of ‘work chores’ that need to be done every day.
  • Share your daily plan with your team to keep people informed, create accountability, and encourage yourself to plan accurately.
  • End your day with a reflection on what you accomplished to help feel fulfilled and build momentum.

mamie@mamieks.com

Aug 16, 2022
216: Design the Optimal Team Meeting
00:12:50

No matter how big or small your team is, there are always things to discuss. Most managers respond by holding weekly meetings. At their best, team meetings are a forum for open and productive communication between team members. At their worst, they waste everyone’s time and energy. If your weekly meetings aren't moving your work forward and leaving people in a positive mood, it’s probably time you redesign them.

In this episode, I share practical advice that you can implement to make your weekly meetings more productive and enjoyable for everyone.

The full episode guide includes an overview of the factors to consider when designing a team meeting, along with examples of team meeting structures, formats, and prework to consider using as a model for your team. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. 

 

Get the free mini-guide at themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox. 

 

Read the related blog article: Make Weekly Team Meetings Work for Your Team

 

Key Takeaways:

  • There is no right way to have a team meeting. The key is to identify your meeting objectives so that you can design the meeting to meet those needs.
  • Consider the flow of the agenda. How will you structure your time together to achieve the meeting objectives? 
  • Team meetings can be as short as 15 minutes or as long as multiple hours, as long as the time is well spent.
  • Determine what people can do to best prepare for the meeting. This could include completing a dashboard, contributing topics to discuss, or nothing at all.
  • Don’t assume a weekly meeting is necessary. Sometimes daily or monthly cadences are more appropriate.
  • Explore the format that will best meet the team’s needs. It could be in person, virtually, via Slack, or something else.
  • Regularly revisit the design of your team meetings to assess if they are still meeting the team’s needs. It’s okay to experiment with different choices in order to optimize how your team meets.

mamie@mamieks.com

Aug 09, 2022
215: Embrace Your Identity with Victoria Shiroma Wilson
00:30:02

Understanding identity is vital for managers. We all want to respect and better understand our colleagues, but in order to do that we must first understand ourselves. Identity informs how we relate to people, how we make decisions, and how we lead. 

Today’s guest is Victoria Shiroma Wilson. Victoria is a leadership development coach and consultant who partners with world-class organizations and professionals to discover their purpose, develop a powerful vision, and design a strategy toward transformation. Victoria is valued as a big-picture visionary who empowers her clients to think boldly and holistically about their future by examining cultural and systemic influences within a greater ecosystem.

Victoria and I talk about identity - what it is, which is so much more than DNA, how it informs how we show up as a leader and interpret the world, how understanding identity can help us better engage our colleagues and make decisions, and a whole lot more.

 

Members of the Modern Manager community get a free handout that offers a set of eight reflective questions around the 4 Cs of exceptional management: Confidence, Collaboration, Communication, and Culture. In addition, the first member to email mamie@mamieks.com will receive a free copy of Victoria’s upcoming book, which will be published in September. Get these bonuses when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Understand Identity to Lead More Powerfully

 

KEEP UP WITH VICTORIA

LinkedIn: https://www.linkedin.com/in/victoriashiromawilson/

Website: https://www.exceptionalfutures.com/

Email: hello@exceptionalfutures.com 

 

Key Takeaways:

  • Identity is formed through the outside in and inside out. It’s how we experience the world that informs how we perceive it and ourselves.
  • We all make assumptions about identity and what the experience of a given identity entails, but often those aren’t true because identity is intersectional and complex.
  • We can use our differences in identity if we switch from “I am” to “I see”. Instead of “I am a woman, therefore…” to “From my perspective, I see…”
  • Aug 02, 2022
214: Skills for Effective Communication with Richard Newman
00:30:50

Both verbal and nonverbal communication are critical interpersonal skills. Listening to others, observing their reactions, speaking in a way that promotes understanding and connection, using body language—these are all essential to our leadership development. Effective leaders must know that communicating is a combination of what you say, how you say it, and how you respond to what has been said back to you.

Today’s guest is Richard Newman. Richard is the Founder of Body Talk. Over the past 22 years his team have trained over 120,000 business leaders around the world, to improve their communication and impact, including one client who gained over $1 Billion in new business in just one year, using the strategies that Richard teaches.

Richard and I talk about the unspoken parts of communication, communicating effectively remotely, keeping people engaged in a meeting or presentation, and so much more. 

Members of the Modern Manager community get a free audiobook version of Richard’s book, You Were Born to Speak. This work discusses everything he has learned in his 23-year journey, filled with practical strategies that you can apply immediately to transform your success. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Revolutionize Your Team’s Communication With These Simple Skills

 

KEEP UP WITH RICHARD

Personal Instagram: https://www.instagram.com/richardnewmanspeaks/
Business Instagram: https://www.instagram.com/ukbodytalk/
Personal LinkedIn: https://www.linkedin.com/in/richardnewmanspeaks/
Business LinkedIn: https://www.linkedin.com/company/communicationskillstraining/

Book: You Were Born To Speak

Website: https://ukbodytalk.com/

 

Key Takeaways:

  • Communication is how we connect and build relationships. It’s a two way street of sending messages out and responding to others
Jul 26, 2022
213: Planning Your Week with Demir Bently
00:33:28

Be honest with yourself for a moment: Are you managing your time and tasks well? Do you have a weekly planning routine that helps ensure you’re focused on your most important work? Sometimes, just a few simple changes to your planning can help you find more freedom and fulfillment in your work.

Today’s guest is Demir Bentley. Demir teaches hard-hitting efficiency techniques and proven accountability strategies that have helped clients generate millions in revenue while saving thousands of hours. In the past eight years, he’s helped more than 50,000 professionals, including executives from Facebook, Google, Uber and PepsiCo – helping them prevent burnout and create more freedom in their lives. And, Demir’s advice has been highlighted in Forbes, Bloomberg, Entrepreneur and more.

Demir and I talk about the #1 routine you should do every week to exponentially improve your productivity…the weekly planning session. We get into how to do it, when to do it, and what makes it so powerful.

Members of the Modern Manager community have a chance to get 1 of 20 free Kindle versions of Demir’s book, “Winning the Week”. In this book, Demir and Carey Bentley reveal their five-step method that radically reimagines how you plan and execute your week. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: 5 Steps to a Productive Week

 

KEEP UP WITH DEMIR

Website: lifehackmethod.com

Book: winningtheweek.com

Youtube: https://www.youtube.com/c/lifehackbootcamp

Instagram: http://instagram.com/demirandcarey

Facebook: https://www.facebook.com/demirandcarey

 

Key Takeaways:

  • There are hundreds of productivity tips, tools, practices, habits, routines. Instead of trying to do them all or sift through to find the best one for yourself, start with the fundamentals of planning your week.
  • Everyone knows about weekly planning but few people do it correctly, and most people don’t do it at all.
  • To plan your week, start by removing the frictions or increasing your motivation to spend 30 minutes on t
Jul 19, 2022
212: Prepare for Vacation Time Out of the Office
00:10:31

Vacation time is so important. We know there are a myriad of health benefits that come from taking time away from work. I also know how anxiety producing it can be to worry about your team or projects while you're away or stress over returning to an overflowing inbox and build-up of tasks, which can negate some of the health benefits and enjoyment of your time off. So what can you do to make your vacation time as rejuvenating as possible?

Today's episode is about preparing to be out for vacation. I walk through 5 approaches to consider to help you prepare to be out of the office and make your time away and re-entry as smooth as possible.

The full episode guide includes an overview of these principles plus tips for communicating tasks and responsibilities effectively to your team members so that there's no confusion. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Effectively Prepare Yourself and Your Team for Vacation Time

  

Key Takeaways:

  • Taking vacations provides essential health benefits. Prepare well to minimize worrying about your team/work while away. 
  • Create a shared vacation calendar to coordinate time off, except for holiday times, to ensure multiple people aren’t out at the same time. 
  • Prep at least two weeks ahead of time so you can get organized and ensure everyone knows their responsibilities. Consult prior to-do lists to keep track of expected tasks. 
  • Document processes for tasks while doing them rather than by memory. Record the screen while narrating to ensure you’ve included all essential and accurate information.  
  • Consider what you’ll do ahead of time, what you’ll delay, what you’ll hand off, and what you’ll do while out.
  • Determine how much you want staff to be able to contact you while out of the office and via what tools. 
  • Consider which tasks might be a growth opportunity for certain colleagues. Make sure people are on board and confident with their new temporary roles. 
  • When ret
Jul 12, 2022
211: Crush Your To-Do List with Mark J. Silverman
00:30:36

Does it ever seem like your tasks just keep piling no matter how busy you are? As managers, it’s crucial that we’re able to follow through on our tasks and responsibilities so we can take care of our businesses and people. But in order to do that, we must have the right tools and mindset to organize and prioritize our daily work.   

Today’s guest is Mark J. Silverman. Mark is an executive coach, author, and podcast host. He works with leaders and their teams around the world, to address the underlying behaviors and mindsets that sabotage all “time management” and “productivity tools”.

Mark and I talk about prioritization through the lens of getting the right things done at the right time. We explore the concepts from his book Only 10s: Confront Your To-Do List, Transform Your Life and how to stay focused on what matters most even when you’ve got external pressures that make it feel impossible.

Members of the Modern Manager community get access to a specialized web page for the Modern Manager Community. This page includes nine video modules on topics including difficult conversations, dealing with distractions, and energy mastery. Many of the modules include a “Taking Action Worksheet.” This page also includes a link you can use to schedule a follow-up meeting with Mark. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles, transcripts and free mini-guides delivered to your inbox. 

 

Read the related blog article: Be The Master Of Your To Do List Every Day

 

KEEP UP WITH MARK

Website: https://www.markjsilverman.com

Instagram: @markjsilverman

Facebook: https://www.facebook.com/mark.silverman.54

Twitter: @mjaysilverman

LinkedIn: https://www.linkedin.com/in/mark22102/

 

Key Takeaways:

  • 10s are the things that have to be done, today, only by you.
  • The only thing we own in life is our time and attention. Our 10s reflect our deepest values and priorities. 
  • When we are afraid to upset others by saying no, we end up overloaded and unable to prioritize our
Jul 05, 2022
210: Leading with Authenticity with Sabrina Horn
00:29:09

Authenticity at work requires being true to yourself. However, this can be a difficult feat for managers. We often step into the management position believing there is a certain way we must speak and act, or certain knowledge we should now possess simply because we’re leading others, but research shows people respond more favorably to managers who are their true selves. How can managers fulfill their role while being true to their personalities, capabilities, and limitations?

Today’s guest is Sabrina Horn. Sabrina is an award-winning CEO, author, communications expert, and advisor. Her career is highlighted by 25 years as Founder, CEO, and President of Horn Group, the iconic U.S. tech communications agency she founded in Silicon Valley at age 29. She is currently CEO of HORN Strategy, focused on helping entrepreneurs navigate the early stages of their companies. She is here today to talk with us about her new book, Make It, Don’t Fake It: Leading with Authenticity for Real Business Success.

Sabrina and I talk about imposter syndrome, how to be appropriately authentic, how to overcome your inner critic's fears by acting ‘as if’ and more strategies for being real and amazing at work.

Members of the Modern Manager community can get one of five signed copies of Sabrina’s book, Make It, Don’t Fake It. This book offers executives concrete advice on what to do when faced with everyday challenges and big dilemmas, so leaders can make the right decisions and build durable businesses. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Overcome Imposter Syndrome and Lead with Authenticity

 

KEEP UP WITH SABRINA

Website: https://www.sabrinahorn.com

Book: Make It, Don’t Fake It

LinkedIn: https://www.linkedin.com/in/sabrinahorn/

Twitter: https://twitter.com/sabrinahorn

Instagram: https://www.instagram.com/sabrinahorn/

 

Key Takeaways:

  • Being inauthentic is unsustainable. Even though it’s hard to face the truth, it's harder in the long-
Jun 28, 2022
209: Master the Hiring Process with Tatiyana Cure
00:33:43

It's cliche, but true: Your people are your biggest asset. There's nothing more important than hiring people who are a strong fit for the job responsibilities and also align with your organization's values and mission. But recruiting the right people for your team can pose a challenge, and the hiring process can leave managers feeling exhausted.

Today’s guest is Tatiyana Cure. Tatiyana brings her extensive background as an executive recruiter and talent acquisition leader to her work of coaching managers. She has partnered with thousands of hiring managers in a wide variety of industries. She is passionate about helping managers achieve their business goals through effective talent strategies. Tatiyana wrote her first book: "Hire to Win: Manager's Practical Guide for Attracting and Interviewing Top Talent" to share a blueprint for those looking for a step-by-step guide in hiring.

We talk about the ins and outs of hiring: how to write a good job description, how to distinguish who to invite to an interview and who to pass on, how to handle reference checks, and so much more, so that you can hire the right people for your team.

10 members of the Modern Manager community get a free copy of Tatiyana’s book, Hire to Win. This step-by-step playbook accompanies managers looking to achieve better results, higher profits, and more success through the employees they hire. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The Step by Step Guide to Hiring the Perfect Person

 

KEEP UP WITH TATIYANA

Website: https://howtowintalent.com/

Book: Hire to Win

LinkedIn: https://www.linkedin.com/in/tatiyanacure/

 

Key Takeaways:

  • Build a recruiting intake process as a blueprint. Consider what goal you are trying to accomplish, why your organization is unique, and what success in the job looks like. 
  • Get to the point quickly when writing a job description. Spell out specifically what you’re looking for and what the role entails. Include the compensation range. 
  • There are four types of applicants; Blanket Folks who apply to every position, Role Players who have the skill set in place already, Stretchers who are looking to advance their career, and Head Scratchers who have taken a leave and are returning or trying a new career
Jun 21, 2022
208: The Personal Instruction Manual
00:13:40

Most people have a general idea about how their colleagues or team members work best. You may occasionally pick up a random fact about a person's personality or work style, but it's rare to have the full picture. The result: we are frustrated by our coworkers because we don’t understand them and they don’t understand us. 

Today I talk about creating a Personal Instruction Manual, or PIM for short. A PIM is a resource that describes a person’s personality and working preferences, and its purpose is to help that person’s coworkers and manager better understand and work with them. Similar to an instruction manual that comes with a new piece of hardware or software, a PIM helps people understand how to engage with someone most effectively.

The full episode guide includes a template for creating a Personal Instruction Manual. You’ll find questions for each section to help the creator capture relevant insights about themselves. In addition, I’m offering an extra bonus this week. If you are interested in having me support your team to develop Personal Instruction Manuals, I will facilitate a team coaching program centered on PIMs at a 20% discount. Get these offers when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Optimize Your Working Relationships with the Personal Instruction Manual

 

Key Takeaways:

  • Don’t waste time guessing what your teammates need. Craft and share Personal Instruction Manuals to explain how each person works most effectively. 
  • Each person learns and shares their Myer Briggs profile so everyone can better understand different thinking styles and behaviors. 
  • Explain what work environment you work best in: remote/office, quiet/noisy, deep work/meeting times, and most productive times of days. 
  • Share what types of things stress you at work and what behaviors indicate that you're feeling stressed. Explain how people can best support you at these times. 
  • Describe your communication preferences: How do you like feedback? How do you deal with conflict and what makes you feel appreciated? 
  • Jun 14, 2022
207: The Seven Paradoxes of Leadership with Sumit Gupta
00:30:57

We’ve all been there. We thought we knew what was best, only to find out later that what we thought we knew was wrong. Even the best manager can get lost in all the leadership advice, trying to do what’s right and still somehow failing. This is because sometimes that leadership advice is wrong.

Today’s guest is Sumit Gupta. Sumit spent 20 years in software, started 2 for-profit and 1 non-profit organizations, and is a photographer. He combines his experiences as a techie, engineer, 3x entrepreneur, and leader in companies like Yahoo and Booking.com, and as a poet and photographer – to help leaders merge the science of doing business with the art of leadership.

Sumit and I talk about the seven paradoxes of leadership. These paradoxes are concepts that shift the way we think about leadership and what it takes to be a great manager. They take the typical leadership advice and flip it on its head.

Members of the Modern Manager community get a 20% discount on Deploy Yourself, a 6-month group coaching program for leaders starting July 15 and September 15, 2022. This program will help you create better results in less time, build strong relationships, and find meaning and joy. You can get an additional 20% off the program if you register by June 20. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: What You Thought About Leading a Team is Wrong

 

KEEP UP WITH SUMIT

Podcast: https://www.deployyourself.com/podcast/

LinkedIn: https://www.linkedin.com/in/sumit4all/

Newsletter: https://www.deployyourself.com/newsletter/

Seven Paradoxes Report: https://www.deployyourself.com/7-leadership-paradoxes/

 

Key Takeaways:

  • What we believe about effective management is often the opposite. We call these paradoxes of effective leadership.
  • To build psychological safety, trust your team’s intentions and abilities from the start, rather than waiting for them to prove themselves. 
  • Don’t blindly trust. Set up the right structure of clear expectations, values and direction. Be transparent about any concerns you have so they can be add
Jun 07, 2022
206: Delegate to Elevate with Yuri Elkaim
00:32:32

When working with a team, delegation is one of the most important skills to develop. One of our main goals as managers is to unlock the potential of our people, and effective delegation enables that to happen. However, ineffective delegation can lead to frustration and inefficiencies for everyone. 

Today’s guest is Yuri Elkaim. Yuri is a former pro athlete, leading health expert, New York Times bestselling author, and the founder of Healthpreneur® where he helps health entrepreneurs, coaches, and practitioners start and scale online practices that create more income and freedom...and better results for their clients.

Yuri and I talk about creating the parameters for people to take on additional responsibility and autonomy while meeting the standards and expectations that you’ve set. We talk about creating principles, the importance of effective onboarding, and finding the balance between micromanaging and being totally hands off.

Members of the Modern Manager community get the worksheet Communication is Key, which is one lesson from Mamie’s course, The Modern Manager’s Guide to Effective Delegation. In addition, members get 90% off the full course which includes 5 modules of brief mini-lessons that help you take manageable actions to apply the learnings to your situation. It’s designed for busy managers who are ready to free their time and eliminate friction through effective delegation. Get these bonuses when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Guide Your Team Using Organization Principles

 

KEEP UP WITH YURI

Website: https://healthpreneurgroup.com/

Instagram: https://www.instagram.com/healthpreneur/

TikTok: https://www.tiktok.com/@yurielkaim

 

Key Takeaways:

  • To document your management approach, imagine a scene of yourself working. Consider what you say and how you interact. If you can articulate your process, you can delegate it to others. 
  • Elevate your time by delegating low level tasks below your paygrade. Maintain oversight as you delegate new tasks to ensure they are completed to your standards. 
  • Use an ‘early alignment phase’ for the first two weeks during which you closely monitor the work to make sure your team member learns the new expectations properly. Small, early misses could lead to big mistakes farther down. Be available for support if
May 31, 2022
205: Becoming a Modern Manager with Joie Jager-Hyman
00:44:00

A modern manager is an employee’s partner. You support them, teach them, and guide them through the ups and downs of doing their work. While many new managers, and entrepreneurs are thrown into the position without training, they don’t need to flounder. With a bit of intention and determination, anyone can become a rockstar manager. 

Today’s guest is Joie Jager-Hyman. Joie is the Founder of College Prep 360, a boutique educational advisory group. She is also the author of two books on college admissions: "B+ Grades A+ College Applications" and "Fat Envelope Frenzy".

Joie and I talk about her experience of transforming into a “modern manager” and how that has impacted her personally, her team, and her business.

Members of the Modern Manager community get 10% off educational advising or college essay editing from College Prep 360. Get this bonus when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: People Management Should Be Your Top Priority

 

KEEP UP WITH JOIE:

Website: https://www.collegeprep360.com/

 

Key Takeaways:

  • Most managers and entrepreneurs never got trained to be people managers, so we have to proactively educate ourselves.
  • Strong people management is your foundation. The better you take care of your team, the better work they can do.
  • Develop team and/or company values. Together, decide what you care about and how you want to treat each other. Reference these values as often as possible in meetings, when giving feedback, etc.
  • Don’t let stress overtake your values. Being stressed is not an excuse for treating team members poorly.
  • It’s just as important to support your team as it is to please clients.
  • Invest in a coach for yourself and give your team members opportunities for professional coaching. 
  • Good people management is a learning journey. Your team members will need different things from you as they develop.

Additional Resources:

May 24, 2022
204: How to Get and Stay Focused
00:15:14

We live in an age of distraction. No matter what we have to do – whether it's writing an essay, working in an office, or just going about our daily lives – we are constantly at the mercy of internal and external distractions. These attention-breakers have serious consequences on our quality of work. The good news is that with our growing knowledge of the brain and improved technology, there are specific steps we can take to increase attention and improve focus.

This week’s episode covers the difference between internal and external distractions and practical steps you can take to increase your focus. While our internal distractions are actually much more numerous than external, both can prevent people from focused work. I talk about the things you may be doing that prevent deep focus, then I give you steps you can take to mitigate distractions using short-term and long-term approaches.

The full episode guide includes the matrix of focus along with tips and suggestions for how to focus from each of the various perspectives of the matrix. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

 

Read the related blog article: How to Stop Getting so Distracted and Focus

 

Key Takeaways:

  • External distractions are physical interruptions in our environment that break our focus.
  • Internal distractions come from within us, whether it’s a desire to check social media or feeling hungry.
  • 80% of all distractions we encounter are internal. Focusing better is about controlling your mind.
  • If you have too much on your mind (cognitive overload), you depress your ability to concentrate on the task at hand.
  • Humans can’t multitask (do two things at once). Instead, we task switch, which takes time to refocus.
  • Clear your physical and digital spaces from visual distractions.
  • Block out time on your calendar to get deep work done.
  • Develop ways for your team to signal when they don’t want to be interrupted (like a closed door or headphones
May 17, 2022
203: Cultivating Psychological Safety with Teresa Mitrovic
00:39:35

People that don't feel safe in their work can't reach their full potential. Psychological safety can make the difference between a productive and innovative workplace, and one where employees feel the need to keep their heads down. As managers, it's our responsibility to create a culture of psychological safety so our team members can communicate well, produce better results, and be their authentic selves.

Today’s guest is Teresa Mitrovic. Teresa is the founder of ORO Collective, as well as a consultant, coach, course creator, and author specializing in performance, psychological safety, and trust. In her past life as a corporate leader, when the increasing demands of senior leadership clashed with single parenthood, Teresa pivoted her career to coaching leaders. 

Teresa and I talk about psychological safety and how to foster an environment in which people speak up, give feedback, show up authentically, and act without fear. 

Members of the Modern Manager community get Teresa’s Coaching as a Manager guide. This video walk-through will help you refine the relationship you have with your team and begin the process of converting emotional tension into creative tension, while helping your team to learn, fail and continually develop with greater psychological safety. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox. 

 

Read the related blog article: Foster Psychological Safety Within Your Team

 

KEEP UP WITH TERESA

Website: https://www.orocollective.space/

Instagram: https://www.instagram.com/teresamitrovic/

Facebook: https://www.facebook.com/orocollectiveteam

LinkedIn: https://www.linkedin.com/newsletters/the-psych-safety-project-6892397826123423744/

 

Key Takeaways:

  • Psychological safety is the feeling that you can speak up and be vulnerable in front of your boss and colleagues without fear of judgment or repercussions.
  • When we feel safe, we go into “Connect Mode” which activates the prefrontal cortex. We think creatively, expansively, and feel confident sharing our thoughts. 
  • When stressed, we go into “Protect Mode” which activates the limbic brain. We go into flight/fright/freeze and feel afraid to speak up. 
May 10, 2022
202: Managing the Boundaries of Personal and Professional with Deborah Grayson Riegel
00:33:29

For many people, the pandemic blurred the lines between personal and professional spaces. While this had many benefits such as bringing people closer together, it also created ambiguity that is challenging for managers to navigate. How can managers best create and maintain boundaries while supporting their team members’ whole selves?

Today’s guest is Deborah Grayson Riegel. Deborah is a keynote speaker, executive coach, and consultant who has taught leadership communication for Wharton Business School, Duke Corporate Education, Columbia Business School’s Women in Leadership Program, and the Beijing International MBA Program at Peking University. She is the co-author of “Go to Help: 31 Ways to Offer, Ask for, and Accept Help” and "Overcoming Overthinking: 36 Ways to Tame Anxiety for Work, School, and Life” — both written with her daughter Sophie, who is Junior at Duke.

Deborah and I talk about how to navigate the tricky situation of personal life bleeding into work life. We discuss setting boundaries and building relationships as well as how to support someone who is struggling in their personal life and what to do when it starts impacting their performance at work.

 

Get Deborah’s guide How To Have A C.A.L.M.E.R. Conversation About Mental Health At Work. This guide includes an overview of the C.A.L.M.E.R. approach that makes these difficult conversations easier for both parties. Get it when you join the Modern Manager community.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Take Care of Stressed Out Employees

 

KEEP UP WITH DEBORAH:

LinkedIn: https://www.linkedin.com/in/deborahgraysonriegel/

Facebook: https://www.facebook.com/deborahgraysonriegel

Book: Go To Help 

Book: Overcoming Anything 

 

Key Takeaways:

  • Be intentional and explicit about setting personal boundaries at work. Connect with each person about what feels right for them.
  • If you’re shifting from a peer to a manager role, talk abou what will change and what will stay the same about your relationship.
  • F
May 03, 2022
201: Developing a Work Ecosystem That Works for Everyone with Emily Esterly
00:31:27

Organizations across the globe are reconsidering how, when, and where work gets done. As offices reopen and employees desire more flexibility, now is the time for teams and organizations to design a work ecosystem that meets today's needs while setting people up for the future. 

Today’s guest is Emily Esterly. Emily has nearly 15 years of experience in roles spanning HROD, corporate strategy, economic development, workforce development, and corporate sustainability. At GOJO, her HROD and Enterprise Strategy roles have focused on advancing innovative ways of working across its highly collaborative networked organization to ensure the company stays adaptive as it grows in a highly complex and ever-changing world. Her aim is to ensure both teams and individuals at GOJO reach their full potential, thriving personally and professionally, and delivering on the company’s Purpose of Saving Lives and Making Life Better out in the world.

Emily and I talk about the new Work Ecosystem that GOJO is rolling out to address new ways of collaborating, flexible work, and bringing the organization into the future. 

Members of the Modern Manager community get a detailed diagram that explains GOJO’s work ecosystem. Get it, along with dozens of other guest bonuses and episode guides, when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: A New Work Ecosystem for the Future

 

KEEP UP WITH EMILY

LinkedIn: https://www.linkedin.com/company/gojo-industries/

Website: www.gojo.com

 

Key Takeaways:

  • Organizations need to design a work ecosystem that combines remote and onsite workers so that people thrive and work is done effectively.
  • The four role types to consider are: mostly onsite, mostly virtual, blended weekly, and blended monthly. These roles are based on what an employee needs in order to complete their work.
  • Mostly onsite workers need access to special equipment or facilities, and spend 80% of their time in the office.
  • Mostly virtual workers spend 80% of their time working remotely.
  • Blended weekly workers need to be in the office 40-60% of their time to partake in important relationships building activities and work that needs in person collaboration or oversight. 
  • Blended monthly workers go to the office a few times a month
Apr 26, 2022
200: Mamie’s Favorite Takeaways from 200 Episodes
00:23:53

Today I’m celebrating 200 episodes. This feels like a major accomplishment. When I launched the show in May 2018, just getting to 10 episodes felt a little overwhelming. Now, looking back, I’m so proud of what I was able to do and how many managers like yourself I’ve been able to help. It’s because of you that I create this show week after week.

For this special 200th episode, I looked back over the guest episodes and thought about what ideas really stood out for me. While every episode has golden nuggets, I chose 5 key takeaways that have impacted or stayed with me in some way. I hope you find these ideas useful, but more importantly, I hope you’ll scroll back into the feed and check out older episodes even if you have already listened to them. There are some truly great conversations and solo episodes in the archive. And listening to a show for a second time helps us hear new things because we’ve grown and evolved since we first listened.

 

Get 20% off all levels of The Modern Manager annual membership. Use code CELEBRATE200 at www.themodernmanager.com/join. Offer expires on May 1, 2022.

 

The full episode guide includes details on how to take action on each learning’s next step. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. 

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

 

Read the related blog article: 5 Management Takeaways From 200 Episodes

 

Key Takeaways:

  • A heartfelt thank you to my listeners, members of The Modern Manager community and all my guests!
  • Reflection is thinking about what you could have done better. Introspection is asking yourself why you had that reaction. Use introspection to get to the root of your challenges.
  • When driving a car, an intersection dictates rules the driver obeys. A stoplight has strong control rules that reduce driver autonomy. A roundabout puts more trust and responsibility on the driver to make his own decisions. Roundabouts are more effective, safer, and cheaper.
Apr 19, 2022
199: How to Get Thoughtfully Fit with Darcy Luoma
00:34:17

Athletes train their bodies with intention. They practice their chosen activity but also take time to develop the skills needed for high performance. If our bodies benefit from both “playing the game” and “training in the gym”, why wouldn’t that same approach be true for our brains?

 

Today’s guest is Darcy Luoma. Darcy is the author of Thoughtfully Fit® and a highly sought-after coach and consultant who has worked with more than five hundred organizations in forty-eight industries to create high-performing people and teams. She balances her thriving business with raising her two energetic teenage daughters and competing in triathlons.

 

Darcy and I talk about lessons from her book Thoughtfully Fit: Your Training Plan for Life and Business Success. As you’ll hear, she uses the metaphor of being physically fit and applies it to how we think about our mental and emotional fitness so that we can be effective managers and effective humans in general.

 

Members of the Modern Manager community can win one of two available signed copies of Darcy’s book, Thoughtfully Fit: Your Training Plan for Life and Business Success. To be eligible, you must be a member. Join by visiting the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Train Your Brain to Succeed at Work

 

KEEP UP WITH DARCY

Facebook: https://www.facebook.com/darcyluoma/
Facebook Group: https://www.facebook.com/groups/thoughtfullyfit
Twitter: @DarcyLuoma
Instagram: @darcyluomacoaching
LinkedIn Personal - https://www.linkedin.com/in/darcyluoma/
LinkedIn Company - https://www.linkedin.com/company/darcy-luoma-coaching-&-consulting-llc
Youtube: https://www.youtube.com/channel/UCaMLTzKl2YO5olR6V23aaXA

Apr 12, 2022
198: Elevate Yourself and Your Team Through Coaching with Dr. Richard Levin
00:32:44

Whether you're a leader or a manager, the chances are that you occasionally (or regularly) find yourself dealing with difficult situations. Coaching is an increasingly popular way of helping people develop the skills, habits, and mindsets needed to reach their full potential by better understanding themselves, their goals, and the situations they encounter.

 

Today’s guest is Dr. Richard Levin. Richard is widely recognized as one of the first executive coaches. He is one of a half-dozen global leaders who have created and shaped the coaching profession since its inception in the 1980’s.

 

As the founder and principal of Richard Levin & Associates (the first executive coaching firm, and the first network of independent executive coaches); as co-author of the popular and powerful book Shared Purpose: Working Together to Build Strong Families and High Performance Companies; and as a founder of Boston University’s Center on Work and Family, Richard has stretched the boundaries of creativity, inclusiveness, and collaboration to build extraordinary organizations.

 

Richard and I talk about coaching - what coaching is, how it's different from therapy or advising, who should get coaching, the future of coaching, and what to do if you or a team member want coaching but your organizanization doesn't have the budget for it.

 

Members of the Modern Manager community get a resource packet that consists of CFAR’s boldest thinking on executive coaching, strategy, culture, and organizational behavior. This valuable resource includes learnings and writings of CFAR’s top leaders and has never before been available to the public. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Executive Coaching Isn’t Just for Executives

 

KEEP UP WITH RICHARD

Website: www.cfar.com

LinkedIn: https://www.linkedin.com/in/richardjlevin/ 

Website Bio: https://www.cfar.com/Levin/

 

Key Takeaways:

  • Dr. Richard Levin, a psychologist by training, founded the world’s first “executive coaching firm” in the 1980’s. Since then, the field has grown exponentially.
  • Coaching helps leaders become their best selves. It can include everything from avoiding burnout to communication skills. 
  • Coaches act as thought partners to
Apr 05, 2022
197: Coordinating Synchronous and Asynchronous Communications
00:16:10

It seems like every day there is a new communications app or an advance in communications technology capabilities. These tools are intended to help us collaborate more effectively with our team, but they can also lead to a tangled web of information and a messy communication system. Plus, teams are exploring new ways of working as hybrid work slowly replaces fully remote teaming. Given the foundational nature of communications, intentionally designing your communication practices can elevate and streamline your effectiveness.

 

Today's episode is about synchronous and asynchronous communication. In short, synchronous means we’re all physically present at the same time. Asynchronous means each person is communicating independently of others’ timing. Communication is at the heart of how people work together, so getting the right tools, processes, and norms in place for your team to facilitate effective synchronous and asynchronous communication is essential. I’ll share 3 key principles to consider when designing how your team will use its various communication modes, and then I’ll walk through the approach to create a communication guide so your team can get aligned on how you’ll communicate and document it for future reference. 

 

The full episode guide includes more details on the process and principles along with my thoughts on which synchronous and asynchronous practices are most effective for what types of activities and why. I also include some of my favorite tools in case you’re looking to add some to your toolbox and want a short list to start with. Get the episode guide when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Harmonize Synchronous and Asynchronous Communications 

 

Key Takeaways:

  • Synchronous communication is being present at the same time together (i.e. a meeting). Asynchronous communication is independent of others' timing.
  • The fewer the tools your team uses to communicate, the better. The goal is to identify the right communication method and use the simplest tools with minimal overlap. 
  • Create templates to streamline everything from meetings and agendas to email subject lines. 
  • Experiment with trying asynchronous communications first until it’s no longer working. Think of meetings as a last resort rather than a starting point, except for relationship buildi
Mar 29, 2022
196: Improve Performance by Improving Executive Functioning with Michael Delman
00:39:05

How we go about our work can make or break our productivity and effectiveness. The ability to meet deadlines, stay calm under pressure, develop a project plan and focus on a task without checking email every five minutes are all part of the skillset known as executive functioning. While this part of our brain develops throughout childhood, many of us still struggle with executive functioning as adults. Luckily, like any skill, we can develop them.

 

Today’s guest is Michael Delman. Michael is the CEO of Beyond BookSmart and WorkSmart Coaching. Author, Executive Function Coach, and School Founder, his career has been centered for three decades on helping people become more effective.

 

Michael and I talk about the four groups of executive functioning skills, how these show up in the workplace, what you can do to better perform in your role and how to better engage with your team using executive functioning strategies.

 

Members of the Modern Manager community get $100 off their executive functioning coaching membership or a staff training engagement. Get it when you join the Modern Manager community at the Sprout level or above.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Learn The Art Of Self-Management

 

KEEP UP WITH MICHAEL

Website for kids: https://www.beyondbooksmart.com/

Website for adults: https://www.worksmartcoaching.com/

Facebook: https://www.facebook.com/beyondbooksmart

Book: You're Kid's Gonna Be Okay: Building the Executive Function Skills Your Child Needs in the Age of Attention

 

Key Takeaways:

  • Executive functioning skills are habits for self-management. They can be broken down into four categories, known as COPS. Calm, Organize, Plan and Prioritize, Start and Stay focused.
  • The prefrontal cortex doesn’t function well under stress. Prepare adequately to reduce stress buildup. Use breathing techniques to calm down your emotions. Use cognitive thinking tricks like having perspective to see the big picture, to take the pressure off. 
  • Organization includes the elements of STOP; Space, Time, Objects, and People. 
  • Consider how to set up your environment to help
Mar 22, 2022
195: Lessons Learned From Managing People and Arranging Flowers with Elise Bernhardt
00:30:56

Managers know the value of team building, but not all activities are effective or right for your people. Traditional team-building activities like ropes courses, paintball games, or scavenger hunts often don’t speak to millennials or employees in other generations. They can also be competitive instead of collaborative, or require physical abilities that not everyone is capable of. Instead, managers can look for activities that are fun, accessible, and translate into productive relationships in the workplace, like floral design.

Today’s guest is Elise Bernhardt. Elise served as CEO or Executive Director of multiple non-profit cultural organizations during her 30 year career. She then reinvented herself as a floral designer and facilitator which combined her passion for flowers and bringing people together through her flower design workshops.

Elise and I talk about the lessons she’s learned from years of leading people and organizations of different sizes, as well as her unusual approach to team building that includes flowers, and what we can learn from that process.

Three members of the Modern Manager community get a discount on Elise’s floral design workshops. Get one of these when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox. 

 

Read the related blog article: How Floral Design Can Strengthen Your Team’s Relationships.

 

KEEP UP WITH ELISE

Website: www.fleurelisebkln.com

Instagram: @fleur_elise_bkln

 

Key Takeaways:

  • Many common team-building exercises can be stressful and competitive, making the experience feel less inclusive.
  • Ikebana is the Japanese art of floral design. It is considered a spiritual practice and a life skill. Flowers have also been shown to reduce blood pressure. 
  • Floral design team building workshops are non judgemental and relaxing. They create opportunities for bonding, creativity, and self-expression because there is no right answer.
  • After completion, everyone shares observations about each others’ work such as color and placement. This is different from sharing feedback on what you like or dislike, or what you think would make the arrangement better.
  • Observational dialogue shifts how people reflect and share. It is a useful tool to carry over into workplace feedback. It focuses on what you notice and conveying that in a neutral tone.
Mar 15, 2022
194: Build a Culture of Accountability
00:13:22

Accountability, when done right, isn't about exerting power or authority. It’s not about enforcing punishments or negative consequences. Instead, it’s about making sure that everyone does what they commit to doing through shared responsibility for success. Managers who do this develop strong teams with strong performance. Those who don’t do this end up with extra pressure on themselves and disengaged employees who are underperforming or unhappy in their jobs - both of which are downright unhealthy for everyone. 

 

Today's episode is about how to create a culture of accountability. Accountability often feels hard, in part because it's the thing we do when something goes wrong. Instead, you can make accountability ever-present on your team so that everyone holds themselves and each other accountable.

 

The full episode guide contains more detailed actions, questions for reflection, and worksheets to help you foster a culture of accountability with your team. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox. 

 

Read the related blog article: 5 Steps to Creating a Culture of Accountability

  

Key Takeaways:

  • Accountability at work is not an individual burden on the manager but about creating a culture of accountability that is shared by the team. 
  • Without a culture of accountability, the best workers leave and performance suffers. 
  • Articulate and model your team’s values and expected behaviors. Own your mistakes when you misstep to foster trust. 
  • People take seriously what they feel responsible for. It’s essential to connect accountability to celebrating successes and to give credit when it’s due.
  • Teammates who care about each other and feel valued by their manager don’t want to let each other down. Shared accountability means they will push each other even when the boss isn’t around. 
  • Explain why the expectations matter and how it impacts them, you, the team, and/or the organization’s success.
  • Create a safe space for your team to admit their mistakes. Encourage questions, provide support, and don’t blame when things go off track. 
Mar 08, 2022
193: Navigating Change, Ambiguity and Uncertainty with Russ Linden
00:33:15

As managers, we have a responsibility to help our employees find stability in a time of chaos. To do this most effectively, we need to understand how the brain functions best—and most importantly, how it can go wrong. Understanding the neuroscience of change will give us unparalleled insight into managing moments of uncertainty and times of change so that our team members remain productive, engaged, and loving their work.

 

Today’s guest is Russ Linden. Russ is a management consultant, leadership instructor, and author who's worked with public and nonprofit organizations for 36 years. He specializes in change management, collaboration, and the use of influence (when formal authority won't cut it).

 

Russ and I talk about the experience of navigating change, how to better deal with ambiguity, the phenomenon called loss aversion, the relationship between change and learning, and so much more.

 

Members of the Modern Manager community at the Sprout level and above get 30% off all of Russ’s books, including his latest, Loss and Discovery: What the Torah Can Teach Us about Leading Change. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.

 

Read the related blog article: How Managers Can Create Stability In Unpredictable Times

 

KEEP UP WITH RUSS:

Website: www.loss-discovery.com

Facebook: www.facebook.com/russ.linden.9/ 

 

Key Takeaways:

  • Our brains are wired to perceive a lack of control, predictability, and certainty as threats.
  • Create stability for your team by building steady, predictable relationships.  Be an honest, trustworthy leader they can depend on. 
  • Define and implement your company’s core values so your team knows what to expect and how the organization operates. 
  • Loss aversion is the brain’s way of avoiding the pain of loss which is stronger than the desire for winning.
  • Honestly address the potential losses that arise with any change. Give your employees space to mourn these losses.
  • Our brains continue growing new cells and neural pathways throughout our life, cal
Mar 01, 2022
192: Unleash Your Brain’s Potential with Collin Jewett
00:34:56

The brain is an amazing thing. Its capacity to learn is almost endless. But too often the process of learning can feel boring, difficult, stressful, and even painful. In order for the brain to retain what we’ve learned, we need to deploy the right strategies. These simple approaches make learning efficient and enjoyable. 

Today’s guest is Collin Jewett. Collin is an industrial engineer, author, coach, and adventurer. He loves helping others rediscover the joy of learning and partnering with their brains to unlock limitless memory, boundless creativity, and unshakeable focus.

Collin and I  talk about the process of learning, how to remember better, the relationship between learning and creativity, and so much more.

Members of the Modern Manager community get access to Collin’s 7-part video series titled “Unlock your 3 Brain States” to help you discover the 3 critical brain states and unlock hyperfocus and endless creative potential. Get this guest bonus and dozens more when you join the Modern Manager community.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Unlock Your Brain’s Ability To Learn

 

KEEP UP WITH COLLIN

Website: https://curiosityjump.com/

Course: maven.com/curiosityjump/superlearner

 

 

Key Takeaways:

  • We are born with the desire to learn about the world and ourselves. 
  • Curiosity is the innate desire to ask questions.
  • Creativity is the innate desire to answer questions and solve problems.
  • Creativity isn’t a “have it or you don’t” thing. Creativity is the process of combining existing ideas in new ways.
  • Memory works by associating and comparing old knowledge with new information. 
  • Analogies and metaphors are powerful because they take new ideas and put them in a familiar context. 
  • Learning that is relevant to our lives is more enjoyable and stickier. Clarify how and why this information or skill is relevant.
  • Use the observation and visualization to get brain neurons to fire as if you were going through the motions. 
  • Use as many kinds of VARK learni
Feb 22, 2022
191: Principles of The Leadership Blueprint with Lisa Marie Platske
00:35:12

It’s easy to get caught in the whirlwind of work. We can get carried along by the hundreds of things that need to get done, never stepping back to consider if it’s actually working or whether the path is even the right one. Taking time to prioritize, reflect, or set boundaries that actually get followed can feel like a luxury we just can’t afford given the fires that keep popping up, the ever-growing to-do list, and wanting to be there for our team members when they need us. But imagine what work and life could be, if we did.

 

Today’s guest is Lisa Marie Platske. Lisa Marie is an award-winning leadership expert in human behavior and recognized as one of the top 100 women making a difference in the world. She left her Federal law enforcement career after 9/11 to build Upside Thinking, Inc. She is also a member of the Forbes Coaches Council, and Lisa has trained or coached over 100,000 leaders around the globe.

 

Lisa and I talk about the Leadership Blueprint. She shared the three principles of the Leadership Blueprint which can help you up your management game and unleash your full potential as a people leader. 

 

Members of the Modern Manager community get the Influential Leadership Blueprint, a simple, step-by-step workbook that allows you to create clear next steps for your journey.

 

Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Become A Leader Worth Following

 

KEEP UP WITH LISA MARIE

LinkedIn: https://www.linkedin.com/in/lisamarieplatske/

Facebook business: https://www.facebook.com/UpsideThinking

Facebook personal: https://www.facebook.com/lisa.marie.platske

 

Key Takeaways:

  • Courage is more important than expertise. Courageous leadership comes from making and acting on difficult decisions.
  • Consider the knowledge and experience you have from all aspects of your life, not only professional ones. 
  • Prioritize the goals that will make the greatest impact. Decide these based on personal and/or organizational values. 
  • It’s more important to move one important thing a mile than 10 things only three steps. Set your priority goals and then reassess during the day by using SNAP at random intervals; Stop, Notice, Ask, Pause, Pray, and Pivot. 
  • Feb 15, 2022
190: Influencing without Authority
00:12:23

Influencing others is a key part of most managerial positions. Too often we conflate authority with influence. Authority is an exercise in power while influence is about encouraging people to join you in a shared mission. 

Whether it's getting a team member to change their behavior, generating buy-in from your supervisor, or getting a colleague in a different department to help out, we are often in positions where we don’t have (or don’t want to use) positional power to get what we need. This is where we rely on our ability to influence.

In this episode, I walk through 5 approaches to influencing without authority so that you can gain support in ways that both deliver results and feel good along the way.

The full episode guide includes tips and suggestions for each of the five approaches. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: 5 Approaches to Influencing Without Authority

 

Key Takeaways:

  • Influencing without authority happens by building relationships not through exercising power.
  • Start with curiosity. Learn who they are and what they care about. When you ask for their involvement, align your project or request with their values.
  • Figure out what barriers are stopping people from saying yes. Address concerns and find ways to help remove obstacles. Being willing to help will make a strong positive impression. 
  • Cultivate an authentic relationship before making any asks. Use the “3 Touches Before An Ask” strategy to reduce the likelihood that the person will feel they’re being used.. 
  • If you struggle with building authentic relationships, think about what someone skilled in this would do in such a situation. Then take those steps. 
  • Include others in the decision making process. People support what they help create. Listen to ideas and be open to reshaping your vision. 
  • Craft compelling personal narratives to increase interest in your cause. People give when their emotions are aroused. 

mamie@mamieks.com

Feb 08, 2022
189: Bridging All Sorts of Cultural Differences with Laura Kriska
00:34:16

It’s easy to get caught up in the “us versus them” mentality. Our brains naturally like to categorize people and then bond with those who are “on our team” while alienating those who are not. This can happen within an organization “marketing vs sales” or by identity “men vs other gender identities” or geography “London HQ vs remote team members” and many other factors. When cultural divides separate colleagues, it inhibits effective communication and collaboration. Instead, we need to find ways to bring people together that honors our cultural differences while building bridges.

 

Laura Kriska is the author of The Business of WE and a leading cross-cultural consultant with more than thirty years of experience bridging gaps in diverse workplaces. She has worked with Fortune 500 companies on four continents helping thousands of professionals build trust across Us versus Them differences based on nationality, ethnicity, race, religion, age or any factor of identity. Her WE-building framework provides practical and actionable insights for creating a more inclusive and productive world.

 

Laura and I talk about how to understand cultural differences from norms and behaviors, to mindsets, and how to bring people together across the ‘us vs them’ divide.

 

Be one of the first two members to request a free audiobook copy of The Business of We: The Proven Three-Step Process for Closing the Gap Between Us and Them in Your Workplace. This offer is available only to members of The Modern Manager. Join at themodernmanager.com/join

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Go From “Us Vs Them” To “WE” At Work

 

KEEP UP WITH LAURA

Book: The Business of We

Instagram: https://www.instagram.com/laurakriska_author/

Facebook: https://www.facebook.com/LauraKriskaauthor

Twitter: https://twitter.com/LauraKriska

LinkedIn: https://www.linkedin.com/in/laura-kriska-0a93902a/

 

Key Takeaways:

  • When teams separate because of diverse identities, it can create di
Feb 01, 2022
188: How to Work Effectively With Freelancers with Matthew Mottola
00:28:04

Some managers worry that hiring a freelancer means you will have to take a leap of faith. You won’t know that person’s work ethic or professional personality. But in reality, hiring and managing a freelancer doesn’t need to be scary. Instead, it can transform your team’s work.

 

Today’s guest is Matthew Mottola. Matthew is a leader in ethically creating the remote freelance economy. He is CEO of Venture L, Author of The Human Cloud and a Forbes Contributor.

 

Matthew and I talk about working with freelancers - how the Pandemic has changed things, how to overcome common challenges of working with freelancers, and how to optimize the entire lifecycle of hiring, onboarding, collaborating and more.

 

Members of the Modern Manager community get Matthew’s Leadership Deck To Hire Freelancers and his Worksheets To Identify The Work And Hire Your First Freelancer. Get these bonuses when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: 6 Essential Things To Know About Managing Freelancers

 

KEEP UP WITH MATTHEW

 

Key Takeaways:

  • Freelancers are a good alternative to an expensive agency or hiring a full-time employee. They specialize in a specific skill set for a set amount of time. 
  • Freelancers don’t have to be temporary. If you like them, you can take them on to future projects for years to come.
  • Because they don’t feel as fearful of losing their job, freelancers may be more forthright with critical, helpful feedback about your work culture. 
  • Give freelancers feedback; everyone enjoys growth opportunities.
  • Involve them in your team; everyone benefits from a sense of belong
Jan 25, 2022
187: Continuing to Develop Inclusive Leadership Skills with Perrine Farque
00:31:09

Like any field, Diversity, Equity and Inclusion continues to evolve. As managers, we need to continue to grow and develop our skills. While it may seem hard to keep up with the newest concepts, it may very well be one of the most important components to being a rockstar manager now and in the future. 

 

Today’s guest is Perrine Farque. Perrine is an author, entrepreneur, keynote speaker and diversity and inclusion expert who empowers leaders to leverage diversity and inclusion as their competitive advantage. Nominated in the Top 50 Most Influential UK Tech Women, Perrine continues to be recognized for her contributions. Perrine drove the strategy at companies such as Facebook and is on a mission to make the workplace more inclusive and diverse.

 

Perrine and I talk about the experiences of feeling depreciated and rejected and what we can do to continue to develop our people management skills as the world of DEI continues to evolve. We get into the use of language, anti-bias training, and how to engage your team in the process of creating an inclusive culture so that all team members feel included and appreciated.

 

Members of the Modern Manager community get my 5 easy actions to become a more inclusive leader. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Top Diversity Skills For A Rockstar Manager in 2022

 

KEEP UP WITH PERRINE

Personal

 

 

Business 

 

Jan 18, 2022
186: Create an Actionable Individual Development Plan
00:13:15

Great managers invest in growing their team members. But who is actually responsible for professional development? Surprise: it’s the individual, not the manager. Organizations take a wide variety of approaches to professional development ranging from none at all to reserving Individual Development Plans (IDPs) for only high potentials or those struggling the most. So where does that leave everyone else?

 

This episode is all about taking control over your individual development plan. I walk through the process of crafting an IDP for yourself and how to work with your team members so they can own their professional growth.

 

The full episode guide includes a detailed process for developing an IDP as well as how to work with your team members to create and manage their IDP. It also includes the template I use with my clients for documenting and tracking goals, measures of success and actions. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Own Your Professional Development

 

Key Takeaways:

  • Individual Development Plans work for short and long term goals. 
  • Make goals based on where you want to be in the future or what you need to feel more satisfied at work. 
  • Figure out what knowledge, behavioral skills, or real life experience will help you achieve your goals.
  • Get feedback from colleagues about what could help you succeed. 
  • Consider what measures of success would mean you’ve achieved your dreams. These are either externally-based from a colleague or through passing a test or internally-based on your sense of achievement. 
  • Keep between 1-3 goals at a time. One goal often feels too slow and more than 3 goals can be distracting.
  • IDPs are living documents that should be revised and updated. Check in monthly to update actions taken, measure goals, and add new ones.
  • Your teammates need to take ownership of their success and make their own IDPs.
  • Brainstorm with your team about their goals and offer t
Jan 11, 2022
185: How to Avoid the Great Resignation with Christine Comaford
00:30:29

The summer of 2021 saw a staggering increase in resignations and the trend has remained. Management professor Anthony Klotz called this phenomenon the "Great Resignation." In response to the pandemic, people are rethinking their job, career, and lifestyle. What can we do, as managers, to keep our best people from leaving us?

 

Today’s guest is Christine Comaford. Christine is a Leadership and Culture Coach, Serial Entrepreneur, and New York Times bestselling author. For over 30 years Christine has helped leaders navigate growth and change. She specializes in applied neuroscience, which helps her clients achieve tremendous results in record time. As an entrepreneur she built and sold five companies with an average ROI of 700%, and she was a software engineer in the early days of Microsoft and Apple. Christine is a human behavior expert, a leadership columnist for Forbes.com, and the New York Times bestselling author of Power Your Tribe, SmartTribes, and Rules for Renegades.

 

Christine and I talk about this great migration that is happening and how to get your people to stay, how to help them know how to succeed and developing them in meaningful ways, how to conduct a “stay interview”, and more.

 

Christine is offering Members of the Modern Manager community her Leadership Tools Infographic and a discount for Coaching. Get both of these guest bonuses when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Conduct “Stay Interviews”

 

KEEP UP WITH CHRISTINE:

 

 

 

Key Takeaways:

  • In response to the pandemic, many people are questioning what they want out of their job, career and life in general.We’r
Jan 04, 2022
184: Embrace a Velocity Mindset with Ron Karr
00:29:06

What do you think of when you hear the word velocity? Speed? Direction? While we’re busy running quickly from one thing to another, it's important that we always have a clear vision for where we’re headed. Working effectively isn’t just about getting to the future quickly. It’s knowing where you’re going so that your speed is meaningful. 

 

Today’s guest is Ron Karr. Ron has worked with leaders on six continents to eliminate risk, gain buy-in and achieve better results faster with the Velocity Mindset®. His presentations and advisory services have generated over a billion dollars in incremental revenues for his clients. Ron is the author of five books including his latest, The Velocity Mindset® and the bestselling Lead, Sell or Get Out of the Way. Ron facilitates the Chief Revenue Officer Mastermind Group made up of CEO's and VP's building high-performance sales cultures.

 

Ron and I talk about lessons from his book Velocity Mindset. We talk about getting clarity, asking questions, engaging your team in the process, the importance of pausing and a whole lot more.

 

Members of the Modern Manager community can get one of three available audiobooks of The Velocity Mindset - How Leaders Eliminate Risk, Gain Buy-In, and Achieve Better Results-Faster!. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Embrace a Velocity Mindset with Your Team

 

KEEP UP WITH RON

Instagram: https://www.instagram.com/rokarr/

Youtube: Youtube: https://www.youtube.com/user/ronkarr1

LinkedIn: https://www.linkedin.com/in/ronkarr/

Twitter: https://twitter.com/ronkarr

Facebook: https://www.facebook.com/ronkarr1

 

Key Takeaways:

  • Velocity, in physics, is multiplying speed with direction. In business, that means we need to have a purpose and a destination or else moving at high speeds will lead to burn out. 
  • Instead of being tethered to old ideas, think about where you really want to go and envision a bold future. 
Dec 21, 2021
183: Use Your Most Powerful Voice with Judy Weinman
00:30:10

Your voice is the most powerful tool you own! When you are confident in who you are and grounded in what you’re saying, the words flow with ease. But sometimes, without noticing, our voice betrays us. If we ignore how we speak, we may be undermining the message we’re trying so to hard to convey.

 

Now, today’s guest is Judith Weinman. Judy is a speech, voice, and communications trainer who helps individuals and corporations cultivate personal and professional communication skills so that they function most optimally.

 

She has provided individual and group programs to companies including Bloomberg, IBM, Ernst & Young, NYU Business School, Mt. Sinai Hospital, Bank of China, the U.N., and others. She has a background in speech/language pathology and also offers workshops that focus on empowering women's voices, non-native English speakers, and neurolinguistically diverse communicators.

 

Judy and I talk about how to use your voice to more effectively communicate, including how to be more conscious of your voice, bring greater authenticity into your voice, and demonstrate greater executive presence through voice. 

 

Members of the Modern Manager community can get one of three available voice coaching sessions with Judy.  Become a member by joining the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Why Your Speaking Style Might Be Limiting You At Work

 

KEEP UP WITH JUDY

Website: https://www.accentjweinman.com/

LinkedIn: https://www.linkedin.com/in/judith-weinman-2625ab5b/

 

Key Takeaways:

  • The voice should be grounded in the body for it to sound authentic and trustworthy. 
  • Breathing opens up constrictions in the body, making the person sound more relaxed. 
  • Keep your throat open when you speak. People often speak from the throat instead of the chest, making their voice sound strained or weak.
  • Tone is primal and powerful; we hear tone before understanding words and therefore instinctually pick up meaning from it. 
  • To become aware of your tone, listen to feedback and notice how people respond to you. 
  • Develop a flexibility of voice to use in different circumstances. Explore how your
Dec 14, 2021
182: Improve Your Executive Functioning Skills
00:14:50

Executive functioning is a set of cognitive skills that help us manage time, plan, prioritize, initiate and complete tasks, regulate emotions, and resist distractions. These skills impact how we perform at work and in life – it’s the foundation of self-management. 

 

This is the second of two episodes on executive functioning skills. This episode reviews strategies to improve  executive functioning skills so you can help yourself or support that colleague. The first episode (#178) explains what executive functioning skills are and how they show up in the workplace, as well as how you can assess yourself and your colleagues in each area. 

 

The full episode guide includes an overview of the process and tips from today as well as specific suggested approaches for some of the most common executive functioning challenges people struggle with at work. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Improve Performance by Improving Executive Functioning Skills

  

Key Takeaways:

  • There are eleven executive functioning skills our brains use to process and decide on an action. 
  • Notice when the struggle is a combination of executive functioning skills that work together to compound a weakness.
  • Changing behavior is hard. Before trying to develop a skill, look for ways to reduce your reliance on that skill.
  • Try altering the environment in ways that minimize usage of a weaker skill.
  • Try adding motivation, both incentives or penalties, that could give you the extra push.
  • If neither of those are enough, look for ways to improve the weaker skill like finding a coach or practicing the skill.
  • Create a development plan to help you or a team member work more effectively.
  • Clarify the real problem, envision what success looks like, brainstorm solutions, decide on a plan, and track progress. 

Additional Resources:

Dec 07, 2021
181: How to Foster Self-Directed Learning with Tom Tonkin
00:24:20

From a young age, much of our lives have been directed by others. Our parents, teachers, and other adults tell us what to do and how to do it. In many cultures, it’s not until adulthood that we are truly able to be self-directed, and by that point, it can be difficult for some of us to know how to show up most effectively without the constant direction from others. Yet self-direction is an important, and often underutilized, skill in today’s workplace.  

 

Today’s guest is Dr. Tom Tonkin. Tom is an award-winning researcher, author, and CEO and Founder of The Conservatory Group with 25 years of experience in corporate America under his belt. Tom’s organization provides high-touch services to business executives that want to improve themselves, their team, and their environment. Tom is also involved at an executive level in two organizations with DE&I at the forefront, SAMI and Diversity Equity Inclusion.

 

Tom and I talk about variations in how our brains work and different styles, how that impacts how we collaborate with our team members, how our brains like to learn, and a lot more.

 

Members of the Modern Manager community get the Self-Directed Learner Assessment. Updated with the latest research, this resource will help you improve your self-direction. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How Managers Can Support More Effective Learning

 

KEEP UP WITH TOM:

 

 

 

Key Takeaways:

  • There is a spectrum of preference from completely self-directed (independent) to completely directed (dependent) when it comes to learning and managing ourselves.
  • Managers who like to command, tend to work well with people who prefer to be directed. Managers who like to be hands-off, tend to work well with people who are highly independent. 
  • Managers need to learn to work with all types of people regardless of style or preference.
  • We learn soft skills and hard skills differently because they live in different parts of the brain. 
Nov 30, 2021
180: Improving the Foundations of Management with Rachel Pacheco
00:29:37

For a first time manager, it can feel like a bait-and-switch: You were told you’re now a manager but what they should have said is you now have to lead meetings, give feedback, make hard decisions, manage conflict, set deadlines and hold people accountable, and about a million other things. Even for experienced managers, it can feel like we’ve never really developed all the skills needed to succeed at this part of our job. 

Today’s guest is Rachel Pacheco. Rahel is the author of Bringing Up the Boss, a faculty member at the Wharton School in the Management Department and a Start-up advisor.

Rachel and I talk about what management actually is and then we get into some of the most common areas that managers - both new and seasoned - struggle with like setting clear expectations, giving constructive feedback, and motivating team members, and what you can do to develop these skills.

Members of the Modern Manager community get 35% off Rachel’s book Bringing Up The Boss. Get the discount code when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Management Fundamentals Every Manager Should Excel In

 

KEEP UP WITH RACHEL:

 

Key Takeaways:

  • Management is the broad term for dozens of activities managers are responsible for. These activities can be categorized as (1) managing individuals, (2) managing a team collectively, and (3) managing yourself.
  • Managers who fear micromanaging end up not giving their team enough structure. 
  • Keep goals simple and few so your team can prioritize. Don’t be too goal-focused that your team forgets other important tasks. 
  • Give clear expectations for what “good” looks like. 
  • Explain the impact of what you’re doing to increase motivation and big picture thinking. 
  • Frequent feedback is one of a manager's most important jobs but we avoid it because it doesn't feel “nice”. Yet, withholding feedback harms our employees’ ability to get better, hurting their future success. 
  • Nov 23, 2021
179: Free Your Time For What Matters Most with Dorie Clark
00:31:38

It's easy to get caught up in the game of doing. There are so many opportunities in life. Saying no can be one of the most difficult things managers need to do to protect their time. We want to do it all, but at the end of the day, being so busy doesn’t make us happy or help us achieve our goals. Saying no forces you to figure out what's important, gives you more time to focus on the long term, makes you more deliberate with your decisions, and reminds you of what life is all about.

 

Today’s guest is Dorie Clark. Dorie has been named one of the Top 50 business thinkers in the world by Thinkers50. She is a keynote speaker and teaches for Duke University’s Fuqua School of Business. She is also the author of Entrepreneurial You, Reinventing You, and Stand Out, which was named the #1 Leadership Book of the year by Inc. magazine. A former presidential campaign spokeswoman, she writes frequently for the Harvard Business Review.

 

Dorie and I talk about lessons from her new book, The Long Game, about how to become a long-term thinker in a short-term world! Which, hint, is all about how we prioritize and spend our precious time

 

Members of the Modern Manager community get my Saying No cheat sheet to help you remember when to say no and how to say no in ways that still feel good. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Stop Being So Busy

 

KEEP UP WITH DORIE

Twitter: https://twitter.com/dorieclark
LinkedIn: https://www.linkedin.com/in/doriec/
Facebook: https://www.facebook.com/dorieclarkauthor/
Instagram: https://www.instagram.com/dorieclark/
YouTube: https://www.youtube.com/DorieClark
The Long Game Free Self-Assessment: https://dorieclark.com/longgame/

 

Key Takeaways:

  • There are many reasons we continue to be “too busy” even when we say we don’t like it, including that we feel important when we’re
Nov 16, 2021
178: What Are Executive Functioning Skills?
00:16:03

Executive functioning is a common topic amongst parents and educators of teens, but rarely discussed in the workplace. Yet, it’s the set of capabilities that we use daily to regulate our emotions, thinking, and behavior which collectively allow us to deliver results. This skill set, like any other, needs to be understood by managers so that we can improve ourselves and support our colleagues.

 

This is the first of two episodes on executive functioning skills. This episode is focused on what executive functioning skills are and how they show up in the workplace, as well as how you can assess yourself and your colleagues in each area. The second episode (#182) will be strategies to improve each area, so if you discover your own weakness or that a colleague struggles with a particular skill, you’ll have some ideas for how to help yourself or support that colleague.

 

The full episode guide includes an overview of the eleven executive functioning skills, how they interact and natural groupings that compound, and questions for reflection to help you assess yourself and your colleagues. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: 11 Executive Functioning Skills Needed In The Workplace

 

Key Takeaways:

  • There are eleven executive functioning skills our brains use to process and decide on an action. 
  • Motivation and context matter to our ability to perform these skills. We may have strengths or struggle under different conditions.
  • Response inhibition is being able to thoughtfully control our response rather than reacting to stimuli. 
  • Working memory holds onto relevant information for a short period of time.
  • Emotional control navigates feelings in a healthy way. 
  • Sustained attention is the capability of sticking to a task, especially when tiring, challenging or boring.
  • Task initiation is the ability to jump in on a project without procrastinating. 
  • Planning and prioritizing means creating
Nov 09, 2021
177: Measuring Diversity, Equity, and Inclusion in Your Team with Erica Lee
00:32:50

Organizations are prioritizing DEI, but what is guiding their decisions? It’s important to gather data that can inform strategies, programmatic investments, and help track progress. But what data is captured, as well as how that data is gathered, is critical.

Today’s guest is Erica Lee. Erica is the co-founder and COO of Pluto, a startup advancing DEI through analytics and communication tools. Her background is in law, international development and policy.

Erica and I talk about how to measure diversity, equity, and inclusion within your team or organization. We talk about the process of gathering data, protecting privacy, turning responses into insight and more. 

 

Members of the Modern Manager community get a complimentary 30-minute consult with me to help you strategize rolling out a DEI survey. Get it when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: What Most DEI Surveys Get Wrong—And How to do it Right

 

KEEP UP WITH ERICA

Website: https://pluto.life/
Linkedin: https://www.linkedin.com/in/erica-lee-2013/

 

Key Takeaways:

  • We can approach DEI just like any other business goals: using data driven strategy and tracking progress.
  • DEI surveys need to go deeper than HR data to help us understand diversity.. They should provide an opportunity for people to see themselves in the responses. 
  • DEI surveys should address equity and inclusion such as a person’s sense of belonging, if they are getting the promotions and pay they desire, and more. 
  • Pluto creates an evolving story from the survey responses rather than just a checklist. “Other” is never an option.
  • The best surveys are ones where people can reflect and learn about themselves.
  • When people don’t trust surveys, they disengage. They need to feel their information and privacy are protected. 
  • Managers were surprised to learn from Pluto about their team’s mental health issues.
  • If Pluto isn’t the right tool for your team, find pre-built DEI surveys that ensure privacy. Don’t use an excel spreadsheet where you
Nov 02, 2021
176: Make Your Team Disruption-Proof with Brant Cooper
00:30:16

Between technology, globalization, and a pandemic, it’s no wonder that businesses are experiencing disruption faster than ever. Regardless of industry or location, teams and organizations need to develop the skills to navigate regularly changing environments and increasing ambiguity. 

Today’s guest is Brant Cooper. Brant is the CEO of Moves the Needle and New York Times bestselling author of The Lean Entrepreneur and his new book Disruption Proof: Empower People. Create Value. Drive Change. Brant has a unique take on disrupting our current way of thinking in order to be closer to customers, move faster, and act bolder. With over two decades of expertise helping companies bring innovative products to market, he blends agile, design thinking, and lean methodologies to ignite entrepreneurial action within large organizations.

Brant and I talk about the 5 E’s of becoming disruption proof and what you and your team can do to make better decisions and be prepared for whatever the future brings.

Get a downloadable reference of the 5-E’s which you can print and display in your office to help you remember to embrace Empathy, Exploration, Evidence, Equilibrium and Ethics in your work. Get it when you join the Modern Manager community.  

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Prepare Your Team To Weather Any Storm

 

KEEP UP WITH BRANT

LinkedIn: https://www.linkedin.com/in/brantcooper/
Twitter: @brantcooper
Website: https://brantcooper.com/
Book: https://brantcooper.com/disruption-proof/

 

Key Takeaways:

  • Disruption-proof teams learn to navigate the uncertainty and changes of business life. They are able to thrive within unstable conditions.
  • You can’t execute through a crisis. It requires innovation and experimentation.
  • The five E’s to disruption-proof teams are Empathy, Exploration, Evidence, Equilibrium, and Ethics.
  • Teams need to listen to what their clients want. This is best done by observing real life, with the person interacting with the tool or experience rather than from surveys or interviews. People are terrible at predicti
Oct 26, 2021
175: A Manager’s Guide to Social Media with Bianca Lager
00:33:35

The rise of social media has allowed employers and managers to gain access to their people’s private lives in ways never before possible. While it may seem like a gift to be able to instantly gain insight into who someone “really” is, the question every manager must answer is, “is it worth it?” 

 

Today's guest is Bianca Lager. Bianca is a business manager, consultant and public speaker whose specialties include organizational development, career growth, and online reputation management. Bianca is also the President of Social Intelligence, a consumer reporting agency focused on online risk for human resources.

 

Bianca and I talk about social media and work - what’s appropriate behavior and what’s not, social media and hiring, and more.

 

Get a sample social media policy provided by Bianca when you join the Modern Manager community. Check out membership levels at www.themodernmanager.com/join - and get 20% off any level if you work for a government or nonprofit agency.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Is It OK To Check My Employees’ Social Media? 

 

KEEP UP WITH BIANCA:

LinkedIn: www.linkedin.com/in/biancacalhounlager/

 

Key Takeaways:

  • Checking on our team members’ social media accounts hampers our productivity and may result in a false narrative about the person. 
  • Ethically and legally, checking can be a violation of the person’s protected class info.
  • Checking for hate group affiliation is often too complicated, as these groups use benign names. Seeing political affiliations may not be constructive for building relationships. 
  • Assess the level of threat of possibly problematic posts, acknowledge the narrative you created, and decide on a course of action with your HR partner.
  • If an employee is using social media during the work day, don’t react in the moment. It may just be a quick break. Don’t over police people’s behavior. Address it later as part of your regular feedback process if the behavior becomes problematic. 
  • Create a Social Media Policy. Outline expected behaviors, rules, legal standards, documentation procedures, and any punitive actions. 
  • Give e
Oct 19, 2021
174: Managing a Remote or Hybrid Team
00:13:40

While much of leading a team is the same regardless of whether you’re co-located or geographically disbursed, leading from a distance can feel significantly harder. Even after 18+ months of working remotely, we still haven’t figured out how to optimize our virtual teamwork.

 

This episode tackles the critical elements that managers need to focus on when managing remotely. 

 

The full episode guide to building trust and culture in a remote environment when you join the Modern Manager community. Or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides

 

Read the related blog article: The Four Essential Elements To Managing Virtually

 

Key Takeaways:

  • The secret ingredient to successful remote teams is trust. 
  • Trust is made up of familiarity, reliability, and communication. 
  • Because we can’t connect easily in organic ways, we need to actively pursue ways to connect virtually on a casual, personal level. 
  • Remote work means less physical oversight and collaboration. Set clear expectations, deadlines, check ins, and goals. 
  • Because all of your team’s communication happens through technology, it’s even more important to make communication clear and simple. Discuss how and when to use each communication tool.
  • Meetings are an essential communication tool to both build relationships and get work done.
  • If you don’t build a virtual culture, a default culture will happen. 
  • Culture is what we celebrate. Give credit to teammates who are reinforcing the team’s norms and expectations.
  • Consider how to celebrate and include the diverse values and ideas that each team member brings to the table. 

 

Additional Resources:

 

mamie@mamieks.com

Oct 12, 2021
173: How to Engineer Success with Dr. Ron Friedman
00:33:04

Hard work, timing, talent, intuition...there are many ingredients that are often cited as critical to success. One often overlooked strategy is finding what works and replicating a winning process. When teams are able to use effective processes, they are able to succeed again and again, whether that be in how they lead meetings, develop new products, gain new clients, or anything else.

 

Today’s guest is Dr. Ron Friedman. Ron is an award-winning psychologist who has served on the faculty of the University of Rochester, and has consulted for political leaders, nonprofits, and many of the world’s most recognized brands. Popular accounts of his research have appeared in major newspapers, including the New York Times, the Washington Post, the Boston Globe, the Globe and Mail, the Guardian, as well as magazines such as Harvard Business Review and Psychology Today. Ron is the author of Decoding Greatness: How the Best in the World Reverse Engineer Success

 

Ron and I talk about the principles from his book and how we can apply them to all kinds of activities, and how managers can incorporate the lessons into their teamwork. 

 

Members of the Modern Manager community can get 1 of 5 copies of Ron’s book Decoding Greatness: How the Best in the World Reverse Engineer Success as a guest bonus. To get your copy, join the Modern Manager community at www.themodernmanager.com/join. If you work for a government or nonprofit agency, get 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Teach Your Team To Reverse Engineer Success

 

Key Takeaways:

  • Reverse engineering is the third crucial element along with talent and practice to achieve success. 
  • Reverse engineering is observing and analyzing what other successful people do and using that information to create your own product. 
  • The steps to reverse engineering are Curate, Analyze, Templatize.
  • Curating is finding the best examples of success, such as great emails or meetings. Create digital “collections” to organize your findings. 
  • Analyzing or “reverse outlining” is working backwards to figure out what ingredients made the product, experience or accomplishment a success. 
  • Turn the information into a template to use as a structure for building your own product or experience. 
  • Make sure that your final product is authentic to you. It’s inspired by others' succes
Oct 05, 2021
172: Change Behavior and Build Better Habits with Parneet Pal
00:33:39

So often we *know* we should change and even *commit* to changing, yet when the time comes to follow through, we fall back into old habits. We all have behaviors we’d like to change, but as managers, we’re also responsible for supporting our team members to develop the behaviors that will help them be most successful. If changing ourselves is so hard, how are we ever going to succeed in helping others change?

 

Today’s guest is Parneet Pal. Parneet is a Harvard- and Columbia-trained physician working at the intersection of lifestyle medicine, technology and behavior change. An educator and science communicator, she applies her subject matter expertise to optimize human health and its impact on business leadership and planetary wellbeing. As Chief Science Officer at Wisdom Labs, she focuses on solving for stress, burnout and loneliness in the workplace.

 

Parneet and I talk about behavior change. We get into the brain science, motivation, and lots of tips for how to follow through on new behaviors or habits even when it feels so hard. And of course we talk about what you can do as a manager to help your team members change their behavior.

 

Members of The Modern Manager get my “lessons learned” document on behavior change and habit formation. These are my personal notes that I capture as I’m reading articles or books and listening to podcasts. Get it when you join the Modern Manager community at www.themodernmanager.com/join.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The Secret To Making Changes That Stick

 

KEEP UP WITH PARNEET
LinkedIn: https://www.linkedin.com/in/parneetpal/ 
Twitter: https://twitter.com/parneet_pal

 

Key Takeaways:

  • We are creatures of habit. Only 10% of our daily actions are conscious decisions. 
  • To encourage change, we need to align our subconscious and conscious thoughts, teach necessary skills, and create a supportive environment.  
  • Incentives of safety, connection, reward, and/or self-identity will motivate our brains to try new behaviors. We need to remind ourselves of the deeper motivations. 
  • Consider what incentives you have for your team changing and ask what motivates your team to change.
  • Mindfulness is another tool to align subconscious and conscious thoughts. In a stressful moment, become aware of your breath, body, emotions, and thoughts. Then consider how to react in a way that will benefit everyone. 
  • Burnout
Sep 28, 2021
171: Tap Into the Power of Sparketypes with Jonathan Fields
00:33:33

Do you ever wonder why some people love a complex challenge while others find it exhausting? Or maybe you’ve discovered that certain activities put you into a state of flow in which you’re completely immersed and lose track of time. When we understand the motivations and activities that we are innately wired for, we are able to use that information to design our lives in ways that make us more fulfilled and productive. This “DNA-level wiring” is called your Sparketype.

 

Today’s guest is Jonathan Fields. Jonathan hosts one of the top-ranked podcasts in the world, Good Life Project®, where he shares powerful stories, conversations, and resources, on a mission to help listeners live more meaningful and inspired lives. The podcast has been featured in The Wall Street Journal, O Magazine, Apple’s iconic annual product event and more. Jonathan is also the founder and CEO of Spark Endeavors, a research initiative focused on helping individuals and organizations reclaim work as a source of purpose, energy, meaning, and possibility. His book, SPARKED: Discover Your Unique Imprint for Work That Makes You Come Alive was just released and the book delivers an important message in a time when many people are emerging from the pandemic and seeking out new work that will both challenge and fulfill them.

 

Jonathan and I talk about what the various Sparketypes are and how knowing yours, or your team members, can help make work, and life, more fulfilling. 

 

Members of the Modern Manager get my guide to talking about Sparketypes with your team. Get it when you join at www.themodernmanager.com/join.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The 10 Sparketypes That Every Manager Needs to Support

 

KEEP UP WITH JONATHAN

Website: https://sparketype.com/ and https://www.jonathanfields.com/

Twitter: https://twitter.com/jonathanfields

LinkedIn: https://www.linkedin.com/in/jonathanfields1/

Book: https://sparketype.com/book/#order

 

Key Takeaways:

  • “Sparketypes” are the “DNA-level drivers” of action that set us on fire by most deeply fulfilling and energizing us. There are ten different Sparkatypes.
  • A Maven ge
Sep 21, 2021
170: How to Hire Great People
00:10:20

One of a manager’s most important jobs is to build their team. But hiring is often difficult and exhausting. And, it can feel like taking a shot in the dark because even with resume screens, interviews and reference checks, it’s impossible to really know how a person will be as a colleague.

Today’s episode is about hiring great people. In addition to looking for the right fit for the role, there are a few competencies that I always look for when hiring because if the person has these, it makes everything else so much easier.

The full episode guide includes interview guides for the three critical skills to help you better assess a candidate. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at themodernnmanager.com/miniguides

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The Top Three Things To Look For When Hiring.

 

Key Takeaways:

  • In addition to hiring for values fit and skill fit, the top three behaviors to look for are (1) knowledge of self, (2) learning orientation, and (3) a “how might we” attitude. 
  • Knowledge of self involves knowing your strengths, weaknesses and under what conditions you succeed; awareness of how you show up to others; and regular reflection on your behavior in order to improve. 
  • Managing someone with high self-awareness allows you to partner with them by providing the context, support and assignments that will set them up to excel. 
  • Growth-oriented employees seek feedback and appreciate the opportunity to improve, making it easier to give them feedback.
  • It is easier to manage someone who wants to grow and develop because you can trust them to take on new tasks knowing they will ask for help if they need it.
  • Employees who know their preferred learning style are able to more quickly integrate new knowledge or skills. 
  • Proactive problem solvers have a “how might we” attitude and are able to figure out solutions  without relying on you to solve all their problems.
  • It’s easier to partner with someone who sees setbacks as opportunities to be creative and find new solutions rather than getting stuck in what won't work.
Sep 14, 2021
169: From Inclusion to Belonging with Josh Saterman
00:32:56

Organizations are increasingly investing in Diversity, Equity, and Inclusion programs. As managers, we can take it a step further to truly create a sense of belonging. In short: Diversity is who is on the team. Equity is a sense of fairness for how the team functions. Inclusion is whether everyone is invited to engage. But Belonging is the eng game - it’s the experience our team members feel when DEI is working. 

Today’s guest is Josh Saterman. Josh is the CEO and co-founder of Saterman Connect. Saterman Connect supports organizations facing culture evolution by empowering leaders to unlock the power of their people to unleash their full business potential. Saterman Connect specializes in leadership development, professional coaching, communication strategies and always has a lens that's focused on diversity, equity, inclusion, and belonging. Josh was a senior executive in the world of retail holding several different leadership positions before launching Saterman Connect in 2019.

We talk about moving beyond diversity, equity and inclusion to belonging - why we need to add this additional concept and how managers can truly cultivate belonging in their teams.

Josh has offered to hold a special 1:1 Get Connected Experience for members of the Modern manager. This is an exclusive event where you will join other members, and myself, for a facilitated session that offers the opportunity to network, interact, and explore your dimensions of diversity, all in a fun and engaging 60-min program. This will happen on September 23rd, 2021 at 5pm Eastern. To attend the event, become a member of the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Why DEI Is Now DEIB (And What Managers Need To Do About It)

 

KEEP UP WITH JOSH

Website: www.SatermanConnect.com

LinkedIn: www.linkedin.com/in/joshsaterman/

Instagram: @satermaconnect

 

Key Takeaways:

  • DEI practices should always lead to a sense of belonging (DEIB). 
  • Belonging is feeling like you can show up as your full self and share your unique voice. It is built by an environment of trust and listening. 
  • Employees who feel belonging feel like they are co-creators of the workplace experience rather than just passengers along for the ride. The organization or culture feels like it represents them.
  • Sep 07, 2021
168: Optimize Your Team’s Productivity with Erin Jewell
00:31:18

Becoming more productive can feel like a never ending pursuit. Yet, many of us are constantly in search of the newest tool, hack or system that will help us make the most of our time. As managers, we are also responsible for helping our team members optimize their performance. According to today’s guest, the surprising truth about productivity is that it’s all about clarity, focus, and rest.

 

Today’s guest is Erinn Jewell. Erin is a Thrive Global Top 10 Coach of 2021, an Executive Mindset and Performance Growth Coach, an International Speaker and a Professor of Leadership at Villanova University. She has over 20 years of leadership experience in the healthcare sector at fortune 500 companies like Pfizer, Boston Scientific, and Medtronic, and was the founder of her own healthcare Start-Up. 

 

As a global director, Erin was responsible for 80 million in revenue and managed 200 direct and indirect reports. Along the way, she developed multiple strategies on how to optimize team performance. As a coach, Erin is passionate about empowering leaders to get the most out of their teams so they can achieve the results they deserve.

 

Erin and I talk about how to increase the productivity of your team. What productivity is, the connection between biology and productivity, goals, stress and so much more.

 

Erin is offering a free 1:1 consult to members to help them discover the tools to put your WHY into your WORK and get your team the results they deserve. As an additional bonus, you get my favorite productivity hacks guide where I share my go-to tools and practices that I rely on to help me be most productive. Get them both when you join the Modern Manager community at www.themodernmanager.com/join

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Teach Your Team To Work Less And Produce More

 

KEEP UP WITH ERIN

Website: https://erinjewellconsulting.com/

Facebook: https://www.facebook.com/erinjewellcoaching
Instagram: https://www.instagram.com/erinjewellconsulting/

LinkedIn: https://www.linkedin.com/in/erinjewellgerst/

 

Key Takeaways:

  • Stress is good in that it helps us focus. We just need to take breaks to rest and digest between stressful events in order not to burnout. 
  • Know how you
Aug 31, 2021
167: Cultivate a Culture of Love with Mohammad Anwar and Frank Danna
00:39:43

Love in the workplace may seem like a big no-no, but when applied to the organization’s culture, it’s surprisingly appropriate. A culture of love puts people first which is not only good for morale and engagement, it’s also good for the bottom line.

 

Today’s guests are Mohammad Anwar and Frank Danna.  Mohammad and Frank are co-authors of the Wall Street Journal Bestselling book Love as a Business Strategy. Mohammad is the CEO of Softway and in his spare time, he enjoys fitness, watching college sports, and butchering American idioms.

 

Frank is Director of Culture at Softway and in his spare time, he writes children’s books, makes silly videos, and also enjoys fitness.

 

Frank, Mohammad and I talk about the idea of love in business. What love is, why it matters, what they learned applying love as a strategy in their own work, and how you can adopt a similar approach.

 

Five members of The Modern Manager get a free copy of their book Love as a Business Strategy. Get 50% off additional copies until September 7, 2021. Learn more about membership and join at www.themodernmanager.com/join

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Lessons For Managers From Love As A Business Strategy

 

 

KEEP UP WITH MOHAMMAD AND FRANK

Book: https://www.loveasabusinessstrategy.com/
LinkedIn - Mohammad: https://www.linkedin.com/in/manwarsoftway/
LinkedIn - Frank: https://www.linkedin.com/in/frankdanna/
Website: https://www.softway.com/
Seneca Leaders: https://www.softway.com/events

 

Key Takeaways:

  • Love as a business strategy works when we maximize profits by prioritizing our people. To do this, we need to create a culture of love based on six pillars. 
  • The first pillar is inclusion; making sure everyone has a voice and seat at the table. Inclusion of both visible (like race and gender) and invisible (like educational background and personality) diversity elements is critical. 
  • The second pillar is empathy; putting yourself i
Aug 24, 2021
166: Engage in Healthy, Productive Conflict
00:14:17

Every team experiences conflict at some point. Therefore, the question is not if or when, but how the conflict will unfold. Managers play an essential role in guiding the team’s ability to engage in healthy, productive conflict so that the team gets stronger and the work is better.

Today's episode is the second in a two part series about conflict. In this episode, I’ll get into the difference between productive and unproductive conflict, how to deal with conflict in healthy ways, and tips for how to get your team to confront conflict head on. In episode 162, I explained the five conflict styles and how they can be beneficial or not. 

The full episode guide includes sample norms for dealing with conflict as well as additional guidance for helping your team engage in healthy, productive conflict. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Effectively Manage Conflict At Work

 

Key Takeaways:

  • Teams that prioritize productive conflict and use a healthy approach become better and closer. Unhealthy, unproductive conflict slows down teams and worsens relationships.
  • Productive conflict makes the work better. Unproductive conflict is a distraction.
  • A healthy approach to conflict is grounded in trust and respect, and addresses the conflict head on. An unhealthy approach ignores the conflict or addresses it with ill will. 
  • Trust and respect are necessary for teams to feel safe sharing diverse perspectives and coming up with collaborative solutions. 
  • Teams need to learn which problems to focus on and which to let go of. 
  • Don’t try to “win” the argument. Go in with a curiosity mindset to learn about others’ perspectives and to explain your own.
  • If conflict is too heated, people won’t listen to each other and will become defensive or silent. Reflect on your own emotions and take a break to calm down if needed.
  • Have a team discussion on Ground Rules For Conflict by identifying 3-5 behaviors for what a healthy approach to conflict looks like. Post the Ground Rules behaviors somewhere visible in the office and refer to them when conflicts arise.
Aug 17, 2021
165: Have More Fun at Work with Dr. Bob Nelson and Mario Tamayo
00:36:42

Do you enjoy working? Would you say you have fun at your job? Unfortunately, most of us associate work with stress rather than fun. But fun at work doesn't need to be a rarity. Teams that incorporate fun and recognition boost morale, engagement and retention. And fun comes in many forms, so it’s possible to increase the fun without beer, ping pong tables, or karaoke.

Today’s guests are Dr. Bob Nelson and Mario Tamayo. Dr. Bob is considered the leading advocate for employee recognition and engagement worldwide. He has worked with 80 percent of the Fortune 500 and presented on six continents. He has been featured extensively in the national and international media including The New York Times, The Wall Street Journal, CNN, CBS 60 Minutes, MSNBC, ABC, PBS and NPR about how best to motivate today’s employees.

He has sold over 5 million books, including 1501 Ways to Reward Employees, 1001 Ways to Energize Employees, The Management Bible, 1001 Ways to Engage Employees, Managing For Dummies, and his latest book: Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results.

Mario Tamayo is a Principal of the Tamayo Group, Inc., a no-nonsense, no-frills consulting firm specializing in leadership and organizational performance. With extensive experience in the human performance and organization development field, Mario has been training, coaching, and consulting with individuals and teams in leadership and communication skills since the late 1970s. 

The three of us talk about how to have fun at work. Why fun is important, what fun really is in the context of work, and ideas for how to incorporate fun into various work settings. Get ready to have some fun!

Members of The Modern Manager get a free copy of the book Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results. Get your copy when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

KEEP UP WITH DR. BOB AND MARIO
Website: www.drbobnelson.com
LinkedIn: www.linkedin.com/in/drbobnelson
Website: https://tamayogroup.com/
LinkedIn: https://www.linkedin.com/in/mario-tamayo-809b7791
Book: https://www.amazon.com/Work-Made-Fun-Gets-Done/dp/1523092351

 

Read the related blog article: What “Having Fun at Work” Really Means in 2021

 

Key Takeaways:

  • 85% of employees feel overworked and underappreciated.  
  • Create “Daily Fun Habits” like rewards for
Aug 10, 2021
164: How to Effectively Partner with HR with Tracee Hunt
00:28:07

HR is an often misunderstood business function. HR can do a lot more than the obvious work policies, employee benefits, and performance issues. Yet not enough managers  take advantage of the support and partnership that HR offers.

 

Today’s guest is Tracee Hunt. Tracee is the Owner & CEO of Total HR Solutions, LLC. With over 25 years of experience in the field of Human Resources, her responsibilities have spanned all facets of HR to include the transformation of entire HR functions, as well as leading the charge in reshaping the culture of the organizations that she has worked with and for. Recently, she authored her first book “Silent Overcomer” which conveys her life’s journey and how the power of reframing was integral in turning life traumas into life triumphs.

 

Tracee and I talk about how managers can engage with HR as a partner rather than a resource to call upon only when there are problems, and how this partnership can help enable your team members to show up as the best version of themselves. 

 

Members of The Modern Manager can get 1 of 3 copies of Tracee’s book Silent Overcomer in which she shares her own story of turning trauma into triumphs and offers lessons and insights she’s learned along the way. To be eligible, join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: 5 Ways To Use HR You Probably Never Considered

 

KEEP UP WITH TRACEE:

Website: www.traceelhunt.com

Facebook: Tracee L. Hunt

LinkedIn: Tracee Hunt

Twitter: @tracee_hunt

 

Key Takeaways:

  • HR is more than transactional. Instead of working with HR in a reactive way, only when there are problems, proactively build a strategic partnership that continually supports you and your team.
  • HR is meant to be a “change agent” that navigates change with managers and employees to realize goals. 
  • HR can strategize how to create safe spaces that give employees the confidence to share their life’s experiences and career aspirations with you. 
  • HR can help craft mission statements and ensure consistency of culture throughout different teams in organization. <
Aug 03, 2021
163: (In)Civility in the Workplace with Robin Rosenberg
00:30:39

Everyone deserves to work in a respectful environment but what does that really mean? Unfortunately, incivility in the workplace is not uncommon. Whether it’s aimed at a specific person or more generally disrespectful behavior, incivility can sour any team dynamic. It’s a manager's responsibility to foster civility which can transform an employee's daily experience. 

 

Today’s guest is Robin Rosenberg. Robin is the CEO and Founder of Live in Their World, a company that uses, in part, virtual reality to address issues of bias and incivility and upskill employees for respectful engagement. Robin is a clinical psychologist and is board certified in clinical psychology by the American Board of Professional Psychology, and a Fellow of the American Academy of Clinical Psychology. She has taught psychology classes at Harvard University and Lesley University.

 

Robin has combined her interest in immersive technologies with her coaching and clinical experiences to foster in employees a deeper understanding of how and why other people may feel slighted or marginalized, and how to approach such interactions differently.

 

Robin and I talk about civility and incivility in the workplace, the difference between general disrespect and microaggressions, and how to respond when you notice disrespectful behavior on your team.

 

Members get Robin’s Best Practices for Giving and Receiving Feedback. To become a member go to themodernmanager.com/join. If you work for a government or nonprofit agency, you get 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEEP UP WITH ROBIN

Website: www.liveintheirworld.com

Twitter: @LiveNTheirWorld

LinkedIn: https://www.linkedin.com/company/29341962

Read the related blog article: How Managers Can Encourage Greater Civility In the Workplace 

Key Takeaways:

  • Civility is about thinking how your words and actions can impact others, and adjusting your behavior accordingly.
  • “Theory of Mind” are stories we make up of how other people will hear and respond to something we say or do.
  • Understanding the need to monitor yourself is not a new concept for marginalized people but is for others. 
  • Incivility is low level, frequent acts of disrespect, including interrupting and cracking hurtful
Jul 27, 2021
162: Five Approaches to Dealing with Conflict
00:12:16

Conflict exists wherever there are humans in relationship to one another. It’s a natural part of teamwork and therefore dealing with conflict is an essential aspect of any manager's role. When address well, conflict can be a source of strength for a team, leading to better ideas and stronger relationships. When address poorly, or not at all, conflict can undermine even the best of us.

Today's episode is the first in a two part series about conflict. In this episode, I’ll walk through conflict styles and how they can be beneficial or not.  In episode 166, I’ll get into the difference between productive and unproductive conflict, how to deal with conflict in healthy ways, and tips for how to get your team to confront conflict head on.

The full episode guide includes an overview of each conflict style and what they’re best used for as well as a sample agenda to guide your team through the conflict identification process. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

Get the free mini-guide at www.themodernmanager.com/miniguides.

Read the related blog article: The 5 Approaches To Dealing With Conflict At Work.

Key Takeaways:

  • The five conflict resolution approaches are accommodating, avoidance, competing, compromise, and collaboration. 
  • Accommodate when the outcome is unimportant or when disagreeing is not worth the energy. 
  • Accommodating develops trust and avoids insignificant conflicts but may build resentment. Never accommodate for large, important issues. 
  • Avoidance can give people time and space to get into a better headspace before addressing the conflict. Sometimes conflicts will naturally resolve themselves. 
  • Avoiding the conflict may make the problem worse, undermine your role as leader, and create a culture where conflict festers.
  • Compromise is a lose-lose approach that tends to make both parties unhappy. 
  • Compromise when you’re short on time and need to come up with a solution quickly. 
  • In a competing approach, any compromises or alternatives are rejected..
  • Competing is useful when you step in and make the call, but may make your team feel bulldozed and unheard.
  • Collaboration is a win-win approach of  hearing everyone’s viewpoint and deciding on a sol
Jul 13, 2021
161: Unleash the Potential of English Language Learners with Katie Nielson
00:28:26

In the US, we often take English language skills as a given. But for the millions of immigrants, refugees and foreign language speakers, English can be a barrier to contributing their best and reaching their potential at work. As managers, we have the opportunity to support our language learning colleagues which in turn give us access to greater talent pools while simultaneously enabling people to thrive inside and outside of work. 

 

Today’s guest is Katie Nielson. Katie is the founder and Chief Education Officer of Voxy EnGen, a public benefit company that leverages proprietary technology to deliver high-quality, needs-based English instruction to immigrants and refugees. Voxy EnGen rapidly gives language learners the tools they need to advocate for themselves and their families and improve their economic outcomes. Katie has dedicated her career to making language learning more accessible and effective using innovative technology and research-based best practices. She earned her PhD in SLA from the University of Maryland in 2013, and she holds ten patents on the technology she designed to deliver language learning at scale.

 

Katie and I talk about the challenges and opportunities that often exist when working with colleagues who are still developing their English language skills, how to better engage and support these colleagues, and how to distinguish what English skills are truly needed so you can unleash the potential of each person regardless of their current level of English proficiency. 

 

As a special guest bonus for five members, Katie has generously offered 30 minutes of personalized consulting on how to make their organization, product, or workplace more welcoming to speakers of other languages, whether those speakers are clients, employees, consultants, or the community at large. To be eligible, you must be a member. Learn more and join at www.themodernmanager.com/join.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Support English Language Learners In The Workplace

 

KEEP UP WITH KATIE

Website: www.voxyengen.com

LinkedIn: https://www.linkedin.com/in/katienielson/

 

 

Key Takeaways:

  • To work on Diversity, Equity, and Inclusion, we need to include supporting immigrants and refugees in gaining the English language skills they need to thrive.
  • In the US, we meet the needs of a mere 4% of adult English language learners. This means we’re leaving a lot of talent untapped.
  • Language is often taught wrong. It needs to be relevant and experientia
Jul 06, 2021
160: Develop a People Strategy with Andrew Bartlow
00:32:07

You’re probably familiar with the terms business strategy or product strategy, but what about people strategy? Shouldn’t we be as thoughtful about how we approach expanding our teams as we are with how we grow organizations and develop new products?

In this episode, I speak with Andrew Bartlow, founder, and managing partner at Series B Consulting. Andrew has 25 years of Human Resources and Talent Management experience at organizations across a wide spectrum of sizes, maturity stages, and industries. He is the co-author of “Scaling for Success: People Priorities for High Growth Organizations,” has a master’s degree from the top program in his field, and has been CECP, SPHR, Six Sigma, and executive coaching certified.

Andrew and I talk about how to develop a people strategy - how to prioritize the most important work and focus your team structure and roles on doing that work so you’re investing in the right people doing the right activities at the right time in the organization’s life cycle. 

 

As a guest bonus, members of the Modern Manager community can get a free 25-minute “coach-sulting” session with Andrew to get advice and recommendations on your people strategy, scaling, or culture development. To be eligible, you must be a member - join the Modern Manager community today.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Align Your People With Your Priorities.

 

KEEP UP WITH ANDREW

Website: https://www.peopleleaderaccelerator.com/

LinkedIn: linkedin.com/in/bartlow https://www.seriesbconsulting.com/
Book: Scaling for Success: People Priorities for High-Growth Organizations

 

Key Takeaways:

  • Your team needs to ruthlessly prioritize their top three goals that will make the biggest impact. You can move three things a mile or thirty things an inch. 
  • Like a waterfall, your team’s actions, culture, and hiring processes should all flow from those top three goals. 
  • To determine the highest priorities, use a  (1) bottom-up approach to decide as a team the top three things to move your organization forward or (2) a top-down approach where you decide the top three goals on your own and invite your team
Jun 29, 2021
159: Experience Managerial Greatness with Steph Richter
00:33:52

I’m in the process of writing my second book on what it means to be a modern manager. The process of writing this book included interviewing dozens of people about their great manager in search of themes, practices and habits from the best managers. Instead of talking to the managers, I spoke with the direct reports to hear what their manager did that made them appreciate working for this person. 

 

In this episode I share the recording of one of these book interviews. After speaking with Steph, I was so energized and wanted everyone I talked to to feel this way about their manager. Steph Richter loves helping others & creating an impact! Through her work as the Director of Operations, Culture Coach & Life Coach In-Training at The Perk, she is lucky enough to do those two things everyday. She is passionate about embracing a growth mindset & seeking discomfort, and enjoys big-picture, futuristic thinking, planning & always tying things back to ‘WHY’.

 

Share your experience with a great manager at www.managerialgreatness.com

 

Members of The Modern Manager get The Perk’s How To Assess Employee Emotional Wellness Guide which includes their Survey template & simple 4-step process to survey your employees, assess their emotional wellness, & get the information you need to make the best decisions & provide the right support for your employees. And, the first 10 members to request it will also get A free 60-minute lunch & learn for you & your team facilitated by one of The Perk’s coaches! To get the free guide and be eligible for the lunch & learn, join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Form A Strong Relationship With Your Employee

 

KEEP UP WITH STEPH

Website: https://www.choosetheperk.com

Steph’s LinkedIn: https://www.linkedin.com/in/steph-richter/

Leah’s LinkedIn: https://www.linkedin.com/in/leah-roe/

 

Key Takeaways:

  • Have one-on-one meetings to learn about your employees beyond their to-do lists. Learn what they are excited about in their lives and look for ways to incorporate this into their work experience. 
  • Celebrate not just the financial wins but the “small wins” with your staff, like finishing a job well. 
Jun 22, 2021
158: Discover Your Optimal Work
00:11:53

There is something magical that happens when you do work you love that also taps into your talents. In a perfect world, everyone would spend all of their work time doing these activities. In reality, we also have other responsibilities. This is where the optimal work zone come in.

In this episode, I talk about how you and your team members can discover your optimal work - those things that you enjoy, tap your talents, and only you can do as part of your role. Because, when people spend the majority of their work time doing their optimal work, the productivity goes up, the positive atmosphere increases, and everyone just feels better.

The full episode guide includes worksheets to help you identify your optimal work zone, tasks that can be delegated, and areas to invest in personal development, along with activities to support your team to optimize your collective work. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

Get the free mini-guide at www.mamieks.com/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Prioritize Working in Your Zone of Genius.

 

Key Takeaways:

  • In the book The Big Leap, Gay Hendricks describes four zones (1) The zone of incompetence, (2) the zone of competence, (3) the zone of excellence, and (4) the zone of genius.
  • Most people spend too much time in the zone of competence when these are activities that could be delegated.
  • Working in your zone of excellence and genius are great for different reasons. Excellence is things we are acknowledge for and highly talented (but don’t always enjoy) whereas Genius are tasks we enjoy and excel at.
  • Sometimes, a zone of genius does not align with your work responsibilities. It’s great to seek outside activities that put you into a state of flow.
  • Your optimal work is the overlap between things you’re good at, things you enjoy, and tasks or responsibilities specific to you or your role.
  • Delegate as much as you can that falls outside this venn diagram, especially tasks that are in your zone of competence and that are not unique to your role.
  • Encourage your team members to identify their optimal work and look for opportunities to shift responsibilities so that people can spend more time doing work that aligns with their talent and inte
Jun 15, 2021
157: Positive Thinking + Positive Action with David R. Ibarra
00:30:26

While it may seem obvious, we are in control of our thoughts. Yet too often we let our thoughts control us. By taking control of your thinking and focusing on holding a positive state of mind, you can radically transform your life and those of your team members. But to be clear, it’s not just a way of thinking. To truly embrace this positive state of mind and all the good it can unleash requires taking action and sticking with it.  

Today’s guest is David R. Ibarra. David is a leadership consultant, speaker, and author of the new book, Stop Drifting: Become the Switch Master of Your Own Thought & Pivot to Positive. After spending most of his childhood in foster care, David started his first business at 28 years old, beginning an entrepreneurial career that spans the hospitality, automotive, and leadership consulting industries. He is the founder of eLeaderTech, IBG, David Ibarra Enterprises and the Think and Grow Rich Institute – Latin America. Taking what he’s learned and through the creation of his patented performance management system, David has implemented the Cycle of Success in his own life to creatively combine his business, community, and civic interests.

David and I talk about what it takes to actually make changes in your life and how to get your team to change their habits in order to get what they want. These are lessons he’s captured in his book Stop Drifting. He shares how the brain works, why positive thinking isn’t just woo-woo, how to start to control your thoughts and how to talk with your team about all this. 

Members can get one of ten copies of David’s book for free. To become a member go to www.themodernmanager.com/join

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Use Positive Thinking To Transform Your Team

 

KEEP UP WITH DAVID

Website - https://stopdrifting.com/

Facebook- https://www.facebook.com/DavidIbarraStopDrifting

Instagram - https://www.instagram.com/david.r.ibarra/

Twitter - https://twitter.com/davidibarra

Book (Goodreads) - https://www.goodreads.com/book/show/56280331-stop-drifting

Book (Amazon) - https://www.amazon.com/Stop-Drifting-Become-Thought-Positive-ebook/dp/B08SP6KCKP/

 

Key Takeaways:

Jun 08, 2021
156: Giving and Receiving Feedback with Karen Weeks
00:33:01

Almost everyone universally dislikes giving and receiving feedback. No matter how experienced you are, feedback can still cause anxiety, defensiveness, frustration, disappointment, guilt and many more unpleasant emotions. Yet, feedback is a critical element to professional growth and cultivating a healthy workplace. Learning how to give, and receive, feedback without the emotional toll can be a game changer for managers.  

Today’s guest is Karen Weeks. Karen’s purpose is helping organizations build amazing cultures while guiding individuals to find fulfillment in their careers. Currently, she’s the Senior Vice President of People at Ordergroove. Karen is also a career coach, award-winning people & culture advisor, speaker, published author, and podcast host.

Karen and I talk about all things feedback. How to prepare to give feedback so the conversation goes as smoothly as possible, how to role model and make feedback part of your regular management practice, how to move from feedback to solutions for the future, and so much more.

As a special guest bonus, members of the Modern Manager can get one of five copies of Karen’s book Setting the Stage: A Guide to Preparing for any Feedback Conversation. To be eligible to get this guest bonus, and all the other guest bonuses, become a member by going to themodernmanager.com/join/

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Read the related blog article: How To Create A Culture Of Feedback At Work

 

KEEP UP WITH KAREN:

Book: Setting the Stage

Website: https://www.karendweeks.com
LinkedIn: https://www.linkedin.com/in/karen-d-weeks-sphr-ms-5965775/
Twitter: @career_changers
Facebook Group: https://www.facebook.com/groups/337551064291579
Instagram: @career_changers_kdw
Podcast: Getting Off the Hamst

Jun 01, 2021
155: Turn Your Team Into Gold with Steven Cardinale
00:32:03

If you’ve ever been part of a truly great team, it can feel like a bit of magic. It’s not easy for a group to find their rhythm and work seamlessly together. High performance, innovative ideas, and making an impact don’t happen by chance. But with the right approach and a bit of alchemy, your team can feel like gold.

Today’s guest is Steven Cardinale. Steven is a seasoned software entrepreneur and executive. He has more than 20 years of business and technology experience, including founding and running CID Management, a Healthcare Cost Control company that he grew to become one of the largest players in the space before his successful exit in 2015. Steven has consulted as a business management and technology strategist for organizations including Eli Lilly, Janus Funds, IBM, PricewaterhouseCoopers, and the J. Paul Getty Museum. He is known for his unique perspective to leadership innovation and entrepreneurship.

We talk about the lessons from his book Synaptic Alchemy. What this concept is all about, how to know thyself, how to get everyone on your team to better understand themselves and each other, and his three step process for turning ideas into gold.

Members of the Modern Manager get The Synaptic Alchemy Sneak Peek which provides an in depth overview of the book for free, and free access to The Synaptic Alchemy course launching in June 2021 when you purchase the book. Become a member at themodernmanager.com/join

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Turn Your Team Into Gold 

 

KEEP UP WITH STEVEN

Website: https://www.synapticalchemy.com/

Book: Synaptic Alchemy: The Art & Science of Turning Ideas into Gold

 

Key Takeaways:

  • Synaptic alchemy in the physical world is about turning lead into gold. In the management world, it’s about turning groups of people and ideas into gold. 
  • Help your team understand their internal strengths and how it affects the way they collaborate and operate in the workplace by taking personality tests as a group. 
  • Make time for each person to share the insights about their preferences and personality so that you can understand and support each other. 
  • To turn team ideas into gold, destroy an old rule and replace it with a new one. 
  • Ask “w
May 25, 2021
154: The Differential of Managing Managers
00:16:06

So much of managing people is the same because humans have the same fundamental needs and desires. It’s important for all managers to provide appropriate levels of autonomy, foster their team’s professional growth, and support their people by providing guidance and helping to remove roadblocks. But as you move up in the hierarchy, there are a few important nuances that can help you better focus your time and energy. 

The full episode guide includes an infographic of the differences between managers and senior managers, along with suggested practices for shifting into the mindset of a senior manager, leading skip-level meetings, and more. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Read the related blog article: How Do You Manage Managers?

 

Key Takeaways:

  • The majority of managing people is the same no matter what level of management you’re in. 
  • There are three primary areas in which a senior manager’s role will be different from a manager’s role and these are: (1) driving towards big picture results, (2) cultivating the manager’s management capability, and (3) clarifying guidelines.
  • As senior management, you will be looking at things from a higher perch and trying to see how day to day activities flow towards the overall goals of the organization. 
  • Focus on setting clear vision, goals and strategy. Then enhance the thinking of your managers without getting into the details.
  • Provide plenty of autonomy to allow your managers and their team members to develop and execute on workplans.
  • As a rule of thumb, spend as much time investing in your people as you do overseeing the work.
  • If you haven’t invested in building culture, spent time talking about values, or elevated the importance of upholding desired behaviors, it's unlikely that your managers will either.
  • Role model the behavior you want your managers to do with their team members. Ask for their input, provide straightforward feedback, offer praise and gratitude. 
  • Build relationships with your managers’ direct reports so you can better support your manager to develop their people.
  • Show your managers’ direct reports that you respect and trust their manager (your dire
May 18, 2021
153: Humble Inquiry with Edgar and Peter Schein
00:33:29

Too often we are knowers instead of learners. Yet as knowers, we close down conversations, dis-incentivize sharing information or perspectives, and risk the health of our team and organization. To be a learner requires us to accept that we don’t know everything and, just as important, that our team members often know more than we do. When we cultivate a relationship based on caring and curiosity, we foster psychological safety and much more.

In this episode, I speak with father and son duo, Edgar and Peter Schein. Ed is Professor Emeritus of the Massachusetts Institute of Technology Sloan School of Management. He is one of the original scholar-practitioners in the fields of organizational psychology and organizational development. He may be best known for first expanding our understanding of organizational culture. His books, including Process Consultation, Organizational Culture and Leadership, Helping, Humble Consulting and Humble Leadership are translated and published worldwide and his consulting and coaching has transformed leadership since the 1970s. His latest work, Humble Inquiry 2nd Edition, co-authored with his son Peter, is an international best seller. 

Peter is the co-founder and COO of OCLI.org. Prior to his role there, Peter was a strategy and corporate development executive at large and small technology companies in Silicon Valley. He is co-author of The Corporate Culture Survival Guide 3rd Edition, Humble Leadership, the 5th Edition of Organizational Culture and Leadership, and the 2nd Edition of Humble Inquiry.

The three of us talk about Humble Inquiry - what it is, why it’s important, and how to do it effectively. We talk about the humble component and the inquiry component, and how together, they are a magical combination that every manager and team can benefit from.

Get one of 10 signed copies of the book Humble Consulting if you’re a member of the Modern Manager community. This book is particularly focused at client-facing roles and consultants, but the lessons are applicable even beyond those. To get a copy, you need to be a member and one of the first 10 people to request it.  Join the Modern Manager community -- employees of government and nonpforit organizations get 20% off any membership level.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The Simple Brilliance of the “Humble Inquiry” Approach

 

KEEP UP WITH EDGAR AND PETER SCHEIN

Website: www.ocli.org 

LinkedIn

May 11, 2021
152: Managing Up with Dee Ann Turner
00:31:44

Most often, when we think about managing, we think about our direct reports. Yet, our boss plays a critical role in our success. Learning to manage up can help make your work experience easier while enabling everyone to win.

In this episode I speak with Dee Ann Turner. Dee Ann is a 35-year veteran in identifying, selecting, and growing talent. She has unparalleled insight and experience in talent acquisition, career and leadership development, and organizational culture. Author and speaker, Dee Ann is the former vice president of talent for Chick-fil-A, where she helped shape the company's historically remarkable culture. 

Dee Ann and I talk about managing up - what it is, what it looks like in action, how to talk to your team members about “managing you”, and what not to do that can get you into trouble.

Get the chance to win a copy of Crush Your Career when you become a member of The Modern Manager. Learn more and join at www.themodernmanager.com/join.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Three Ways to Manage Up

 

KEEP UP WITH DEE ANN

Instagram:https://www.instagram.com/deeannturner/

LinkedIn:https://www.linkedin.com/in/deeannturner/

Amazon Link to Crush Your Career: https://www.amazon.com/Crush-Your-Career-Interview-Launch/dp/0801094372

Crush Your Career Landing Page: https://www.crushyourcareerbook.com

 

Key Takeaways:

  • Managing up means helping the people above us manage us better.
  • Go into performance reviews ready to share the story of your past year’s successes, responsibilities acquired, and skills learned to help him assess you better. 
  • Present innovative ideas through questions rather than statements as a way of getting heard. Don’t worry about who gets the credit; when the boss or team wins, you win. 
  • Effect the culture beyond your team by first focusing on your team’s culture. When your team succeeds, your boss will want to know the secret of your culture and may incorporate it into the larger culture. 
  • Ask your boss their preferences for communication styles and modalities whether it’s email, voice notes, or tex
May 04, 2021
151: How to Hire for Values Fit (Not Culture Fit) with Bretton Putter
00:31:43

No one wants to be part of a team where they don’t feel like they fit in. But hiring for ‘culture fit’ has lots of unintended consequences. So how do we hire great people who will thrive within our team or organization without relying on ‘that good feeling you got during the interview’?

Today’s guest is Bretton Putter. Brett is an expert in company culture development who is consulted by companies and leaders worldwide to help design, develop and build high-performing cultures. He is the CEO of CultureGene, a culture leadership software and services platform. Prior to founding CultureGene Brett spent 16 years as the Managing Partner of a leading executive search firm based in London working with startups and high-growth companies in the UK, Europe and USA. In 2018 he published his first book, Culture Decks Decoded and his second book Own Your Culture: How to Define, Embed and Manage your Company Culture in September 2020.

Brett and I talk about how to hire and onboard a new team member who will contribute to and thrive within your organizational culture. We talk about whether there is such a thing as culture fit, how to hire for values fit and what to do if your company or team doesn’t have explicit values, and what onboarding is really all about.

Get 15% off on the CultureGene culture development program, plus a free PDF copy of the book Culture Decks Decoded and a PDF of chapter 5 'The Interview Process' from the new book Own Your Culture when you become a member at themodernmanager.com/join. Plus, 5 community members will receive a complimentary culture consultancy call to discuss how to build or strengthen their culture or adapt to remote or hybrid work. (Available to the first five members to claim this call).

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Don’t Hire for Culture Fit. Hire For Values Fit.

 

KEEP UP WITH BRETT

Website: https://www.culturegene.ai/

LinkedIn: https://www.linkedin.com/in/brettonputter/

Twitter: https://twitter.com/BrettonPutter

 

Key Takeaways:

  • Don’t hire for culture-fit, hire for values-fit. 
  • Hiring based on culture relies on gut instinct and personal preference versus what we believe in and how we want to operate. 
  • To figure out your team’s values, have your team create a list of what they believe is important to the team. Narrow the list down to no more than 6 core values. Be explicit about what behaviors you expect from each of those values. 
  • Apr 27, 2021
150: Diversity, Equity, Inclusion and Allyship
00:17:42

We often hear companies talk about investing in diversity, equity, and inclusion (DEI). But what do those terms really mean? And how can we as managers support DEI regardless of how our organization is approaching it?

In this episode, I share my definitions of diversity, equity and inclusion, and allyship. I explain some of the fundamentals so you can cultivate an inclusive and equitable environment in which all team members thrive.

The full episode guide includes sample agendas and activities to help your team redesign its email practices. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store.  

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How Managers Can Advance Diversity, Equity, and Inclusion In The Workplace

 

Key Takeaways:

  • All the ways that individuals differ can be considered an aspect of diversity. Diversity can be visible or invisible, things we’re born with or acquired over time, and inherent in us or by association.  
  • Diversity is also about how specific groups of people have been privileged or marginalized historically and across cultures.
  • Intersectionality describes how the complex parts of a person come together in ways that compound privilege or marginalization.
  • Equity is about removing barriers to full participation, correcting for systemic obstacles, and providing everyone a truly fair opportunity.
  • Inclusion is about creating an environment where people feel comfortable to be their authentic self without feeling like they need to code-switch or adjust to fit in.
  • Being an ally is about taking on the struggles of the oppressed as your own. Its an ongoing journey that includes making mistakes and learning from them.
  • When someone speaks up to let you know your actions or behaviors are not inclusive or equitable, respond as an ally would by centering the impacted, listening and learning, apologizing even though you didn’t intend it, and stopping the pattern. 
  • Feelings of guilt, defensiveness, anger and conflict avoidance can lead us to respond in unhelpful ways, including centering yourself, denying that other&rsquo
Apr 20, 2021
149: Planning a (Virtual) Team Retreat with Seth Linden
00:31:35

With the end of COVID coming into sight, now is an ideal time to plan for a team retreat that can help people reconnect after a long year of physical distancing or isolation. Whether you’re able to gather in person or limited to a virtual retreat due to COVID or geography, taking time to focus on relationships and team purpose can inspire and refuel us in powerful ways. 

In this episode I speak with Seth Linden. Seth is the founder and principal of Gather Consulting, where he advises philanthropists, foundations and nonprofits at the intersections of education, leadership, and community. He has a teaching credential and bartending credential - both of which come in handy while building community.

Seth and I talk about how to design and lead an effective and engaging team gathering or retreat whether in person or virtually. 

The full episode guide includes key areas to consider when planning an in-person or virtual retreat, along with ideas for activities to build relationships and how to make the retreat extra special. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get free episode mini-guides at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Design a Retreat Your Team Will Love

 

KEEP UP WITH SETH

 

Key Takeaways:

  • Be really clear about what the purpose of the retreat is so that you can align the agenda with it. 
  • Co-create the agenda; ask your team what they want to get out of the retreat and design the agenda together. 
  • Set the tone and intentions of a safe space by having the leader be honest and open from the beginning. 
  • Set equity of voice as a value from the beginning to encourage louder voices to make room, quieter people to speak up, and to recognize publically the importance of including historically marginalized voices. 
  • To help people feel more
Apr 13, 2021
148: Spark Motivation and Maximize Impact with Matt Granados
00:32:09

It can be hard enough to motivate yourself sometimes, let alone your team members. But great managers know how to tap into a person’s internal motivations in ways that maximize impact without the need for external carrots or sticks.

Today’s guest is Matt Granados. Matt has spent his life as an entrepreneur so when he was told by a fortune 100 Company that the system he used to manage his life (personal and professional) was the answer to their biggest personal problem that EVERY company will eventually face, Matt decided it was time to start Life Pulse Inc to share how he connects Intention with Structure to ensure an individuals desired results. Matt has worked with organizations such as Twitter, Google, and the United States Air Force to individuals looking to just get more out of each day!

Matt and I talk about internal vs external motivation, how to motivate yourself and others, the root of what motivates us, how to design your life around your motivations and desires, how to talk to your team members to help them be more intentional and tap into their internal motivators, and so much more.  

Members of the Modern Manager community get a free 30 minute consult and custom program based on your answer.  Also anyone who has the consultation will get the discounted LP Planner. Get this guest bonus when you join the Modern Manager community.  

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The 3 Questions You Need To Ask Your Team Every Week

 

KEEP UP WITH MATT

 

Key Takeaways:

  • Motivation is a mindset. External motivation comes from fear or love. To tap into internal motivation, you need to connect what you want with what that person wants. 
  • Most of us don’t actually know what we truly want. Take time to pause and reflect on what really matters in order to generate your list of desires. Consider creating a SWOT analysis of your life.
  • Often there are small changes or actions we could do now that will help us live our desires in the moment, generating greater fulfillment.
  • In order to tap into the internal motivations of our colleagues, we need to understand who they are
Apr 06, 2021
147: Prevent And Recover From Burnout With Kristen Knowles
00:33:31

At this moment, we’re more than a year into the pandemic. Many of us have become accustomed to the added stress of living in isolation, not taking real vacations, not having the outlets of fun we used to have. This, combined with our intense workloads and home lives, with the promise of this all being over in just a few more months, is wearing many of us down. Burnout is nothing new, but if people struggled with burnout pre-pandemic, it seems even more prevalent now. 

In this episode, I speak with Kristen Knowles. Kristen is a 13x award-winning leadership expert with over a decade of experience in leading HR and leadership development for top global companies in Tech, Healthcare, and Startups. Her passion is helping organizations create brave cultures and working with leaders to overcome burnout and lead from purpose. She is the CEO of Brave Leaders Group, a full-suite leadership firm that specializes in offering transformational leadership and organizational development services that create brave cultures with practical application that you can immediately start implementing to see results. She offers a unique opportunity to implement strategies that create empowering cultures and breaks apart our previous ideas of leadership to create brave leaders that will mark history and change the narrative for leadership going forward. 

Kristen and I talk about the stages of burnout, how to avoid it and what to do if you find yourself out of alignment and heading into burnout. Kristen also shares tips with how to talk to your team to help them avoid burnout.

 

Get 20% off the Brave Leadership course when you join the Modern Manager community. Purchase full episode guides at www.themodernmanager.com/shop.  

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Stop Burnout From Burning You And Your Team

 

KEEP UP WITH KRISTEN

Website: https://www.kristenknowles.co/

LinkedIn: https://www.linkedin.com/in/kristen-pinkston-knowles/

Clubhouse: @kristenknowles

Instagram: @kristenpinkstonknowles

Brave Leadership Course: https://mailchi.mp/98a9ae4346da/brave-leadership-program

 

Key Takeaways:

  • Burnout is often a result of being disconnected from your purpose.
Mar 30, 2021
146: Preparing For A Productive Meeting
00:13:17

Most people think of meetings as an event - the time we’re gathered together in a physical or virtual room. But meetings are actually a cycle that consists of three phases - before, during and after. Too often meetings are unproductive due to a lack of proper preparation by both the meeting leader and participants. Yet, by spending a few minutes designing a thoughtful agenda, developing appropriate prework, and communicating clearly with your meeting participants, you can transform the entire meeting experience. 

In this episode, I walk through what to do before a meeting to prepare yourself and your colleagues for a productive conversation.

The full episode guide includes my meeting agenda template, tips for writing a desired outcome, and how to design and communicate pre-work. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Prepare Yourself and Others For A Productive Meeting

 

Key Takeaways:

  • Preparing yourself and your meeting participants will help create a more productive meeting.
  • The most important element of any meeting is the desired outcome: what will the meeting achieve?
  • The more specific the desired outcome, the easier it will be to plan the agenda and facilitate the conversation to accomplish that goal.
  • Consider what people need to know, what they can think about, or what they can do prior to entering the meeting that will prepare people for a more productive and efficient conversation.
  • Pre-work can be reading or listening to an article, video or podcast, a document, voice or video message.
  • Pre-work can be reflecting on specific questions or generating ideas ahead of time.
  • Pre-work can be completing a worksheet, answering questions, contributing to a shared online document.
  • Sometimes you may need to produce a document, record a voice message or video presentation in order to share important information in the optimal format prior to the meeting.
  • When you assign prework, be sure to include
Mar 24, 2021
145: Communication Beyond Email, Slack and Zoom with Josh Little
00:30:08

Our modes of communication have grown seemingly exponentially over the past few decades. From email to texting, Slack to Zoom, we’re communicating faster than ever before. Yet, even with the combination of tools at our disposal, there are still moments when none of them are quite right. 

While you might be thinking, oh no, not another communications app, consider this: We have yet to harness the power of video in asynchronous communications at work. It’s grown in popularity for social connecting so consider how it might enhance your existing communications to build relationships and move work forward.

Today’s guest is Josh Little. Josh is the founder of four tech companies–Maestro, Bloomfire, Qzzr, and Volley–that have collectively been used by hundreds of millions of people. His work has been featured in Tech Crunch, Mashable, Entrepreneur, Inc., and Forbes. With two successful exits and a third pending, he’s currently on a mission to save the working world from death-by-meetings with his fourth creation, Volley.

Josh and I talk about how to connect with your team using video messaging. We talk about how to make our communications more effective, efficient and inclusive, plus more good stuff. 

Members of The Modern Manager get my guide to team communication tools. In it, I share my approach and tips for which apps are best suited to which types of communication needs. Get it when you join the Modern Manager community or purchase the guide at www.themodernmanager.com/shop.  

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Why Email and Zoom Are Hurting Our Teams And What Else To Use

 

KEEP UP WITH JOSH

Website: https://www.volleyapp.com/

 

Key Takeaways:

  • Historically, asynchronous communications are written like email and text is; we read and respond at any time.
  • Historically, synchronous communications are meetings; we need to be present with each other at the same time to communicate.
  • The Volley app offers a unique opportunity for asynchronous, video communication. 
  • The problem with communicating via text and email is that it wastes a lot of time. The average person types 19 words per minute but can speak 150 words per minute. 
  • We lose about 93% of the communication that comes from voice, tone and body language. This often  leads to misco
Mar 16, 2021
144: Optimal Decision-Making With Timothy Yen
00:31:40

Many people struggle to make decisions when we have competing interests. It can be hard to navigate the needs of various stakeholders along with our own emotions and desires. Instead of getting lost in confusion, we need a step by step approach that facilitates us to think through the different dimensions and discover the solution that creates a win-win-win.

Today’s guest is Timothy Yen. Tim is a psychologist with a Doctorate in Clinical Psychology and emphasis in executive consultation. He is the author of "Choose Better: The Optimal Decision-Making Framework”. He practices in the San Francisco Bay area and leads conferences and retreats around the globe. Between his years in private practice and another eight years as a Mental Health Staff Sergeant in the US Army, he’s empowered hundreds of individuals, families, organizations, and teams to develop authentic relationships and grow into their best selves.

Tim and I talk about how to make optimal decisions. We get into why we make poor decisions, or worse, are indecisive, and how to apply Tim’s framework to help you and your team members make better decisions every time.

 

Get the Optimal Decision-making Framework Checklist when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Register for Managing by Personality: www.themodernmanager.com/courses/personality

 

Read the related blog article: The Four Step Process To Making Better Decisions.

 

KEEP UP WITH TIMOTHY

Website: www.timyen.com

Instagram: https://www.instagram.com/choosebetterconsulting/

Mar 09, 2021

143: How to Support People of Color at Work with Dr. Omolara Uwemedimo
00:32:48

Diversity, equity and inclusion trainings are unfortunately often aimed at helping white people understand unconscious bias, microaggressions and managing white fragility. While these are important aspects of any company’s DEI journey, it’s important to also attend to the needs and experience of people of color, who have experienced the impact of these.

Today’s guest Dr. Omolara Uwemedimo. Omolara is a physician and success strategist who works with women professionals to rediscover their purpose, prevent burnout, and achieve their vision - without resorting to struggle or sacrifice.

Omolara and I talk about her approach to providing the space and support for people of color to do their own work while us white folks do our needed work. 

Omolara has provided access to the replay of her masterclass: How To Have Courageous Conversations. In it, you learn to begin building the confidence to communicate with key stakeholders, foster relationships and get what you need. To get access become a member of The Modern Manager community at themodernmanager.com/join/

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: What Diversity Training Is Getting Wrong: 4 Ways To Help POC At Work

 

KEEP UP WITH OMOLARA 

  

Key Takeaways:

  • “Code switching” is when a person of color feels pressure to change how they naturally communicate in order to make their colleagues feel more comfortabl
Mar 02, 2021
142: Ask Better Questions
00:13:30

Questions are one of the most useful tools that managers can use. Questions can unlock new thinking, show support, strengthen relationships, and much more. Learning to ask the right questions can enhance any manager’s leadership capability. 

In this episode, I walk through different types of questions to ask and how to ask them so you cultivate trust and solicit answers that move work forward productively. 

The full episode guide includes an overview of different types of questions and my favorite questions to ask. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Learn to navigate the different personality types and work styles to make managing your team easier than you ever imagined. Check out the Managing by Personality live course that starts on March 11, 2021. Learn more and register at www.themodernmanager.com/courses/personality

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article:  How Questions Can Help Us Be Better Managers

 

Key Takeaways:

  • Questions are not just for gathering information. They also help us build relationships, increase psychological safety and trust, open up thinking, and uncover hidden thoughts.
  • Instead of yes-no questions which often create a false binary, ask a rating question e.g. On a scale of 1-5, how confident are you in this plan?
  • Asking what, why and how will lead to different answers so be thoughtful about what question you’re asking.
  • Asking what if, how might, and why not will open the door to more creative, alternative thinking.
  • How you ask and how you respond also impact what type of response you will get now and in the future.
  • Asking a difficult question in a calm, warm tone shows support.
  • Responding to an answer you don’t like or didn’t expect with appreciation will encourage people to be honest going forward.

 

Additional Resources:

141: Managing When Everything Is Urgent With Brandon Smith
00:31:07

Like most things in life, moderation is key. This is particularly true of urgency. When everything is urgent, either we can’t distinguish what’s really urgent or we burn out trying to do it all. 

Today’s guest is Brandon Smith. Brandon is a leading expert in leadership communication and curer of workplace dysfunction. Known as “The Workplace Therapist,” Brandon is a sought-after executive coach, TEDx speaker, author and award- winning business school instructor. He has been featured in The Wall Street Journal, Fast Company, CNN, Fox News.com, NPR, Forbes and many others for his expertise. His book The Hot Sauce Principle: How to Live and Lead in a World Where Everything Is Urgent All of the Time helps readers to master urgency so they can more effectively lead others, manage others’ unrealistic expectations, and prevent burnout at home. 

Brandon and I talk about how to use urgency in the right ways, the interplay between urgency and trust, boundary setting, and how to talk to your boss and your team members about when there is just too much to get done and not enough time, plus a whole lot more.

Get 50% off the Happiness at Work Formula workbooks when you join the Modern Manager community. This workbook series helps you clarify the 3 things you need to find true happiness at work - The right job, the right workplace culture, and the right boss. 

 

Register for Managing by Personality: https://tga7q1na.pages.infusionsoft.net - Live course begins March 11th.

 

Get free episode mini-guides at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How A Feeling Of Constant Urgency Became The New Work Norm And What We Can Do To Fix It

 

Key Takeaways:

  • The rise in iPhones, constant communication, and the fallout from the 2008 recession led to an increase in workers feeling more burdened and workplaces filled with a greater sense of constant urgency.
  • Small doses of the anxiety that comes from urgency can be a good thing, but too much will result in an exhausted team. 
  • To reduce the constant urgency to be responsive, agree with your team to schedule emails written during “off hours” to be sent during work hours on workdays only. 
  • To gain credibility points with your team members or manager, respond to emails that you’ll get to later with a simple confirmation that you received the message. 
  • Feb 16, 2021
140: Develop Your EQ - Emotional Intelligence With Ilana Zivkovich
00:30:46

There are many forms of intelligence, but EQ, emotional intelligence, may be one of the most important for managers. Our ability to accurately “read” and interpret the emotional state of our colleagues gives us an advantage when it comes to motivating, supporting, and engaging with our team members. Additionally, our ability to recognize our own emotions and respond intentionally instead of automatically, enables us to show up productively even during difficult moments.

Today’s guest is Ilana Zivkovich. Ilana is the Founder and CEO of Werq, a strategic leadership advisory firm headquartered in Austin, TX, serving clients around the country and abroad. An experienced executive leader and Certified Executive Coach and certified Genos Emotional Intelligence Practitioner, Zivkovich helps leadership teams align their people, processes and strategy so that businesses can achieve exceptional results.

Ilana and talk about EQ, emotional intelligence - what it really is, why it’s a critical skill set for managers, the three different dimensions of it, and how to develop your emotional intelligence capabilities. 

Werq has offered 10% off their Team Chemistry Workshops. These workshops are the perfect way to reach new levels of success using data-backed personality assessments alongside proven coaching mythology for an incredible team strengthening experience. To get this discount, become a member of The Modern Manager community by going to www.themodernmanager.com/join.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Emotional Intelligence Is A Skill. Here’s How To Improve Yours

 

Key Takeaways:

  • Emotional intelligence is a learned skill. 
  • The cornerstone of EQ is self-awareness. There are two types of self-awareness; big picture awareness and momentary awareness. 
  • Big picture self-awareness means being aware of who we are; what we’re good at, our general communication style, understanding how people perceive us, and how we tend to behave in the world. 
  • The best way to improve our big picture self-awareness is through feedback. 
  • Momentary awareness is being aware in the moment of what we’re experiencing by honestly observing and assessing our automatic reactions to experiences.
  • To improve your momentary awareness, use the POWER acronym. Pause when you feel yourself reacting to a difficult situation. Observe what you are thinking and feeling. Widen your perspective to think about the greater context behind how you’re responding. Elect to make a choice about how you want to show up in that moment. Respond how you see best.&nb
Feb 09, 2021
139: Dealing With A Toxic Workplace With Dr. Paul White
00:33:53

If you’re listening to this podcast, you likely are or aspire to be a great manager. But what if those around you don’t have the same appreciation for being a positive influence on the team? Sometimes, we find ourselves in the unlucky position of working with a toxic boss or employee. In these cases, it’s important to do what you can to manage the unhealthy dynamic, protect yourself, and know when it’s time to say goodbye.

Today’s guest is Dr. Paul White. Paul is a psychologist, speaker, and international leadership trainer who “makes work relationships work”. His company, Appreciation at Work, provides training resources for corporations, medical facilities, schools, non-profits, government agencies, over 700 colleges and universities, and in over 60 countries. He is the coauthor with Dr. Gary Chapman of The 5 Languages of Appreciation in the Workplace, which has sold over 400,000 copies. Paul was also a guest on Episode 99: Show Authentic and Meaningful Appreciation.

In this episode we talk about toxic behavior. We get into the three components of a toxic workplace, how to navigate toxic behavior from your boss or colleagues, what toxic behavior looks like in a remote work environment and more.

Members of the Modern Manager community can access The Motivating By Appreciation Inventory for FREE. This assessment helps you discover your preferred language of appreciation and provides an individualized report and list of action items you can share with your team members to help them “hit the mark” in showing YOU appreciation. Get this bonus when you join the Modern Manager community.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: The 3 Elements of A Toxic Workplace

 

Key Takeaways:

  • There are three major components of a toxic work environment: (1) toxic systems, (2) toxic leaders, and (3) dysfunctional colleagues.
  • Poor communication habits is a hallmark toxic work environments, especially for larger organizations. Teams avoid directly addressing issues and instead use indirect methods of communication. Additionally, there is consistent lack clarity about what decisions were made and who is responsible. 
  • To reduce chances of confusion, have your team run through a list of questions after a meeting about what the decision was, who is responsible, when the next step will happen, and how you will know it’s happening. 
  • Toxic leaders are often extremely competent, talented, and charming. They look good because they sell well, but their actions fail to line up with their promises.
  • To deal with a toxic leader, find a sounding board to process what’s happening at work. Don’t get side-tracked with fixing the toxic situation. Document the decisions and expectations from meetings.
  • Feb 02, 2021
138: Managing Four Types of Accountability
00:13:25

For far too long accountability was measured by time in the office or goals met. As we’ve shifted to virtual work, “face-time” in the office has all but disappeared as a proxy for accountability. Focusing on goals is critical, but only part of the picture. As managers, we must consider the fuller scope of a person’s performance. Holding people accountable and supporting them to be successful is an essential responsibility for any manager. 

In this episode, I talk through the four types of accountability and how to best enter those accountability conversations. 

The full episode guide includes an overview of the four types of accountability and a suggested process for having accountability conversations. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Managing More Than Performance: The Four Types of Accountability

 

Key Takeaways:

  • There are 4 types of accountability: Results, Responsibilities, Behavior, Growth
  • Results: Did you accomplish the goal (output or impact) you intended to?
  • Responsibilities: Are you managing the tasks or activities within your job?
  • Behavior: Are you acting professionally and in alignment with our team/company values?
  • Growth: Are you developing in ways that will allow you to be successful in this job and advance your career?
  • Accountability is not about punishment or blame. It’s about ownership and doing even better in the future.
  • Start by clarifying expectations. Collaboratively establish what the person is being held accountable for/to.
  • Have both real-time check-ins and regularly scheduled check-ins or one-on-ones to reflect on accountability.
  • Celebrate and offer praise when accountabilities are met. Investigate when the person falls short.
  • Entering the accountability conversation from a place of curiosity takes off the pressure, lowers defenses, and enables you to work
Jan 26, 2021
137: Estimate Tasks and Projects with Greater Accuracy with Jessica Katz
00:30:38

Most of us are terrible at estimating how long work will take. For any given task, that may not matter. But if you’re trying to plan your week or create a project plan with your team, the lack of accurate forecasting can become a major point of frustration and stress.

In this episode I talk with Jessica Katz. Jessica’s organization, Liberated Elephant, provides Agile coaching and change management to transform successful startups into commanding enterprises. Jessica focuses on the human potential of the organization - How to move from where you are, to where you want to be, while retaining team engagement and increasing revenue.

Jessica and I talk about how to more accurately estimate the time required to complete work, and how to continually improve your estimates, how to get your team to adopt a mindset for effective time and task planning, and more. 

Members of The Modern Manager get 15% off a one hour coaching session with Jessica to help improve your leadership, intentionally design your career path, or better navigate your life and work in alignment with your core principles. To join go to themodernmanager.com/join 

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Accurately Estimate Your Tasks and Projects

 

Key Takeaways:

  • It’s difficult for human beings to estimate how long complex tasks will take. We don't consider all the things that could go wrong (planning fallacy) and we generally assume things will go well (optimism bias).
  • To improve your time estimation, break tasks down to the smallest thing you can do that still has value. 
  • Estimate the amount of time each task will take. Keep track via a simple spreadsheet of how long each item took to complete.
  • Build empirical data by tracking actual time against projections. Use the data to make more informed guesses on how to plan out your time. 
  • Estimate a reasonable amount of time for a task based on your data, not just a pure guess. You can then decide who's going to work on what and how you're going to schedule it based on capability and capacity.
  • Don’t set your plans in stone. Focus on what you’re trying to achieve and adjust your plan as you go along.
  • Allow for experimentation,adjust for context changes, and review your plans every 2- 4 weeks with your team. 
  • Get your team on board by modeling the behaviors you're expecting. If you want your people to work at a more sustainable pace with less hours and to keep track of and manage their time better, you should also. 
  • Host a meeting to discuss what your goals are:
Jan 19, 2021
136: Easily Document Processes and Procedures with Owen McGab Enaohwo
00:30:37

Process documentation often feels like a burden. Who has time to write down all the steps, detailed instructions, with screenshots, no less. In reality, we often spend more time communicating and fixing process issues because of a lack of documentation. Sharing information verbally makes it hard to remember and leaves no path for future reference. When you document your processes, you open the door for greater autonomy and improved productivity. 

Today’s guest is Owen McGab Enaohwo. Owen is the CEO and Co-Founder of SweetProcess; an easy-to-use and intuitive business process management software founded in 2013. The software makes it possible for company executives and their employees to collaborate together to quickly document standard operating procedures, processes, and policies.

Owen and I talk about the importance of documenting your processes and procedures, how to do that documentation effectively and efficiently so it doesn’t feel like a burden, and why using a process specific software like SweetProcess is useful.  

For an extended free trial and reduced price for SweetProcess go to www.sweetprocess.com/modernmanager. Members of the Modern Manager community get a 30-minute session with me to facilitate process documentation or answer questions / provide feedback on your documentation. Learn more and become a member at www.themodernmanager.com/join.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How And Why To Document Your Processes Collaboratively

 

Key Takeaways:

  • While documenting processes can feel time consuming, it saves time in the long run.
  • When we do effective, collaborative documentation, we give our team members time to focus on improving their game rather than on understanding basic operating information.
  • When critical information is documented, you can provide greater freedom and autonomy for your team members to do their jobs creatively.
  • There are three main areas of documentation. A procedure is a checklist of steps to accomplish a certain task, like directions from how to get from point A to point B.  A policy is information - such as a dress code policy or vacation policy - that provides general guidelines. A Process is a longer, complicated set of tasks that involve many steps. For each step in a process, there are often procedures or policies. 
  • To begin documentation, start with either the most common workflow / task-related questions that come up, the ta
Jan 12, 2021
135: Daily Routines to Boost Productivity and Well-being
00:13:50

Daily routines are a powerful way to increase productivity and improve overall well-being. When designed well, a routine will help us quickly get into the right mindset and achieve our goals, whether those be physical, mental, emotional or spiritual. 

In this episode, I share my four daily routines as examples of my goals and activities that help me start and end my day effectively. I also review the process I used for creating my routines and various examples of activities you might incorporate into yours.

The full episode guide includes a list of potential activities to incorporate into your routine as well as an overview of how to design an effective routine. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Create Your Daily Routines for Increased Productivity and Well-being.

 

Key Takeaways:

  • Daily routines are a series of activities that achieve a specific intent.
  • Routines can be designed for any purpose but are often focused on increasing productivity, mental and physical health, reducing stress, living your values, etc.
  • The four optimal times for daily routines are morning wake up, start of the workday, end of the workday and bedtime. 
  • To create a routine, consider what you currently do. Then determine what your goal for the routine is, including how you want to feel when the routine is complete. Then select the activities you believe will lead to those goals. 
  • An effective routine is manageable and sustainable. The time it takes fits into your life and you can regularly complete the routine without feeling like it’s a heavy lift.
  • Experiment with your routines. Start small and add over time. Create a routine that is truly yours.

mamie@mamieks.com

Jan 05, 2021
134: How to Bless Your People with Mark S. Young
00:29:33

In Genesis 12:2 God says, “You are blessed and you shall be a blessing.” This particular interpretation is a modern read, but one that is quite interesting to consider in the context of contemporary life regardless of your faith orientation, or lack thereof. What does it mean to be a blessing to your team members? How can we approach being a manager as if it’s our chance to elevate and honor our colleagues?

 

Today’s guest is Mark S. Young. Mark is passionate about strengthening the experience and opportunities for the professionals who help make a thriving workplace, both in the Jewish community and beyond.

 

For 20 years, Mark has held leadership roles in human resources, education, and leadership development for Jewish organizations and other non-profits. Bless Our Workforce, Mark's first book, builds off his previous writing and presentations on how to best invest in Jewish community professional talent, including his $54,000 Strategy series on ejewishphilanthropy and his 2016 ELI Talk: Mah Tovu.

 

Mark and I talk about what he’s learned in the process of writing his new book Bless Our Workforce about how to invest in and support the talented staff on your team. We touch on a number of different ‘blessings’ as he calls them and how you can apply them to your people, even when working at a distance during COVID.

 

Get one of 10 free 20-minute coaching calls with Markt when you join the Modern Manager community. Plus, get additional member content, bonuses, coaching and community. Purchase the full episode guides and Modern Manager merchandise at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Be A Blessing To Your Team.

 

Key Takeaways:

  • When we invest in our teams, our organizations become more productive, healthier, and profitable. 
  • In order to help our staff, we need to know what they need to do their best work and what work feeds their creative drive and motivates them.
  • Instead of squeezing people into a rigid job description, hire talented, quality people and fit a job around their interests and needs.  
  • When people’s needs are met at work, they feel like they're part of something greater than themse
Dec 22, 2020
133: Managing People to Become Their Best Self
00:34:23

You might say that a manager’s central job is to help their team members become their best selves. When we help our colleagues live up to their potential and optimize their strengths, we can achieve the magic combination of high performance and satisfaction.

 

Today’s guest is David Hassell. David is a serial entrepreneur, business columnist, and speaker, who believes that when leaders support their employees in becoming their best selves, high engagement, performance and uncommon loyalty naturally result. As co-founder and CEO of 15Five, David and his team have developed industry-leading performance management software that helps leaders and managers drive high performance and build phenomenal cultures via a suite of features including weekly check-ins, OKR tracking, 1-on-1s, and peer appreciation. While at 15Five, David created the science-inspired Best-Self Management methodology that helps leaders and managers address the hidden factors that stimulate sustainable growth and development – things like intrinsic motivation, growth mindset, strengths, positivity, and psychological safety in the workplace.

 

David and I talk about the ideas behind the best self methodology. We get into behaviors, mindsets and models that can help you be the kind of manager you wish you’d had.

 

Get the 50% off 15Five’s Best-Self Management program when you become a member of the Modern Manager community at themodernmanager.com/join. Plus, take advantage of the holiday Buy One - Get One holiday special. Get one month of free membership to give to the person of your choice when you become a member before December 31, 2020.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How To Help Your Employees Become Their Best Selves

 

Key Takeaways:

  • Managers can help employees become their best selves by combining psychological safety with the growth mindset. 
  • To create a healthy environment of trust and psychological safety, employees need to feel like they can speak openly without negative repercussions. 
  • Move from the Victim/Villain/Hero Triangle mindset into a space of curiosity called the Coach/Creator Mode by entering a conversation with curiosity about the problem rather than a fixed opinion. 
  • Ask yourself: “Am I Above The Line (curious and open) or Below The Line (fixed and blaming)? Employees will react defensively if you go into situations with a rigid perspective.
  • Seeing “The White Space” means seeing an employee’s strengths and the potential for who they could
Dec 15, 2020
132: Understanding and Managing Emotions
00:18:42

Emotions are useful information if only we know how to understand and navigate them. When we take the time to become ‘emotion scientists’ and explore what it really is that we, or our colleagues, are feeling, we open doors to stronger relationships, better decisions, and healthier lives. 

 

This week, I share what I learned from the book Permission to Feel by Marc Brackett. I cover the RULER process, the Mood Meter and other techniques to making the most of your, and others’, emotions.

 

The full episode guide includes an overview of the RULER process, questions for reflection and suggested actions. Get it when you join the Modern Manager community or purchase the full guide at themodernmanager.com/shop. If you join before December 31, 2020, get one month of membership at the same level to give to the person of your choosing.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Read the related blog article: Five Steps to Effectively Dealing With Emotions

 

Key Takeaways:

  • Americans have not developed the skills to effectively understand and manage their own or others’ emotions. 
  • Humans are notoriously bad at accurately interpreting others’ behavior. Instead, we make assumptions about the emotions and causes. 
  • RULER is an approach to help you understand emotions and follow a process to explore and manage them.
  • R: Recognize - acknowledge the current emotional state. It start with noticing what the predominant feeling is based on energy and pleasantness.
  • The mood meter is a tool that helps people identify their emotional state based on energy level and pleasantness. There are 4 quadrants: Yellow = high energy, high pleasantness; Green = low energy, high pleasantness; Red = high energy, low pleasantness; Blue = low energy, low pleasantness.
  • U: Understand - once you have a general sense of what you’re feeling, you can explore why you feel that way. What is the root cause? What past experiences are influencing your current feelings?
  • L: Label - It’s important to find the right language to describe your emotions. The mood meter can help you and others determine the most precise feelings.
  • Stress is often a catch-all for multiple different emotions. By differentiating between the true emotion such as pressure, anxiety, or overwhelm, can help you more effectively deal with that emotion.
  • Each emotional state has different causes and remedies. You can’t effectively respond to someone else’s emotion
Dec 09, 2020
131: Working With Friends and Family with Chris Prefontaine
00:28:12

Working with family or close friends might seem like a recipe for disaster. But, when approached with clarity and open communications, it can be a highly rewarding experience for everyone.

Today’s guest is Chris Prefontaine. Chris is the founder of Smart Real Estate Coach, host of the Smart Real Estate Coach Podcast and best selling author of 2017’s Real Estate on Your Terms and this year’s The New Rules of Real Estate Investing. He operates his family business with his son, Nick, his daughter, Kayla, his son-in-law, Zach, and an amazing team.

Chris and I talk about the complexities of working with family or close friends, how to create a culture that feels like family at work, what to consider if you’re thinking of starting a business or hiring a friend or family member and more. This was a particularly fun episode because as you’ll hear, I’m also part of a family business, and, given that last week’s interview with Dave Schramm was about the connection between family and workplace culture, it seemed appropriate that this conversation should follow that one.

Members of The Modern Manager community get the guide to working with friends and family. Non-members can purchase the guide at www.themodernmanager.com/shop.

To learn more about membership and to join, go to www.themodernmanager.com/join - become a member before December 31, 2020 and get 1 month free to give to the person of your choosing. 

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: How to Create A Healthy Work Culture in a Family Business

Key Takeaways:

  • If you have both related and unrelated employees on your team, create a work culture that makes everyone feel like they’re family. 
  • Establish a company mission and core values. Use them to guide your decisions instead of basing them on biases or gut reactions. 
  • Hire for mission and values fit, rather than on a person’s relationship to you. This will ensure a level playing field for your employees regardless of their relationship to you.
  • To encourage a healthy culture based on your values, decide as a team what behaviors you want to see. Publicly recognize when anyone sees an employee exemplifying that behavior. 
  • Establish clear, constant communication by using Morning Pow-Wow team meetings to bring everyone on the same page, collectively work through solutions, and enhance efficiency and productivity. 
  • Make clear boundaries between your work and home life. Don’t bring negativity or challenges from work into your home / personal conversations. 
  • Some benefit
Dec 01, 2020
130: Make Your Team Feel Like Family with Dave Schramm
00:29:23

We often refer to close knit or strong company cultures as families. In fact, research shows that lessons from effective family relationships can help us build healthier workplace relationships. 

Today’s guest is Dave Schramm. Known as “Dr. Dave” on campus and across the country, Dave is a professor and family life extension specialist at Utah State University in the department of Human Development and Family Studies. He studies strong couple and family relationships, and translates his family findings into leadership lessons and improving work cultures.

Dave and I talk about the three needs of all humans, how those needs show up at work, the connection between family and a positive workplace experience, how managers can apply lessons of healthy family dynamics to their team, positivity, natural consequences and so much more.

Members of The Modern Manager community get Dave’s list of 50 Ideas for an Incredible Workplace which he created by gathering data from the top 346 best places to work.

To learn more about membership and to join, go to www.themodernmanager.com/join - become a member before December 31, 2020 and get 1 month free to give to the person of your choosing. 

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: Lessons From Family Life That Strengthen Workplace Culture

Check out the bonus series Parenting Your Business where I talk about the lessons I’ve translated from parenting into managing. 

 

Nov 24, 2020

129: The Shifting Role of Men and Masculinity with Neal Conlon
00:32:20

When most people think about gender in the workplace, they think about women. But men’s roles and expectations of behavior are quickly shifting, leaving some men confused or frustrated. Instead of focusing on the impact of gender on women, let’s consider preconceived notions about masculinity. When we open the conversation to include men, we create space for them to evolve into better leaders, managers and colleagues.

Today’s guest is Neal Conlon. Neal is a conscious and mission driven Marine veteran with a goal to empower 1000 men to empower 1000 men. He’s coaches, consults, and conspires.

Neal and I talk about the changing role and perception of men and masculinity. We get into how men show up in the workplace, how they can start to find their place in the new reality of #MeToo and 3rd wave Feminism, and how we can help shift unhealthy male stereotypes so everyone wins. 

Members of The Modern Manager community are eligible to win a free 1 hour coaching call to fast track results, habits, and values and beliefs. This is for entrepreneurs, business owners, veterans in transition, and men or women who feel overwhelmed in 2020. You must be a member by December 1, 2020. 

To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: What Men Need In Today’s Modern Workplace

Key Takeaways:

  • Think of “femininity” (nurturing, energetic, open) and “masculinity” (pragmatism, safety, security) as natural inclinations towards behavior rather than sexual orientation or biology. 
  • Every person contains both aspects of femininity and masculinity inside of them, but life circumstances and individual choices cultivate what we express.
  • The Blueprint for much of civilization gave men and women distinct roles and expectations. As society’s expectations and opportunities for women shifted, the Blueprint crumbled. This caused men to lose their place of privilege, security, and power, resulting in many men experiencing a sense of confusion and loss. 
  • The workplace has experienced major shifts as women have increasingly taken on higher ranking positions and movements like #MeToo have exposed inappropriate male behavior. This has left men (1) unsure of what is acceptable, (2) seeking to become feminist allies, (3) holding onto the past, and (4) everything in between.
  • There are many things men can do to adjust to a healthier, integrated self, including maintaining a mindful practice of examining different expectations for men and women, attending masculinity events to explore unhealthy attitudes, and being conscious of not overshadowing women’s voices.
  • Managers have the power to commit to inclusivity by maintaining a diverse team which includes sup
Nov 18, 2020
128: Planning in a Time of Uncertainty
00:13:13

It can feel almost impossible to plan for the future when we’re unsure how next week will be, let alone a year from now. Yet, our organizations and teams need to continue charging ahead, making progress toward future goals. How can we create useful plans during times of uncertainty? 

In this episode, I talk through various strategies to support team and individual planning during times of great uncertainty. Whether you’ve already set annual goals or are just embarking on your goal-setting process, these strategies can help you and your team stay aligned as the world continues to change.

The full episode guide includes an overview of the planning approaches, questions for reflections and suggested actions. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Looking for a keynote speaker? I can adapt almost any solo podcast episode into a keynote or workshop. Be in touch at mamie@mamieks.com

 

Read the related blog article: 3 Approaches to Planning During Uncertainty

 

Key Takeaways:

  • Planning 1 year goals isn’t necessarily the optimal timeline even when we aren’t experiencing lots of uncertainty.When we plan 1 year out, we are making educated guesses because the farther out we plan, the less accurate we are.
  • Create scenarios and be explicit about the assumptions that underlie each scenario. 
  • Look for activities and goals that remain consistent across the scenarios.
  • Identify early indicators and establish check-ins to remind you to assess whether your assumptions still stand.
  • Set minimum, target and optimal goals to allow for flexibility that accommodates the uncertainty.
  • Regularly communicate with your team to stay aligned as things change. 
  • Try not to be wedded to any particular goal, strategy, or scenario. Accept that no one is performing their best right now. Flexibility and adaptability is a critical skill during uncertainty.
  • If you’re experiencing uncertainty in your daily life, prioritize your own actions or tasks so you spend your limited time on the most important items. 
  • Schedule times for your highest priority items to h
Nov 11, 2020
127: Tips and Tricks for High Performers with Siimon Reynolds
00:30:17

Many high performers have developed strategies that enable them to consistently work productively and effectively. We can all learn from these habits, tactics and approaches in order to enhance our own performance.

Today’s guest is Siimon Reynolds. Siimon is a leading expert on high performance, in business and life, with more than 50 awards for excellence to his name, and a 30-year career owning and running numerous successful companies. He now mentors entrepreneurs and CEOs from all over the world and has coached more than 1000 high achievers, including leading celebrities, centi-millionaires, and billionaires!

Siimon and I walk through a number of the tips and tricks he suggests in his book Win Fast: Quick Ways to Achieve More, Earn More, and Be More

Members of The Modern Manager community get 20% off coaching with Siimon. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: How To Achieve More In Less Time

Key Takeaways:

  • Rush your unimportant tasks. If we can handle doing a mediocre job on the tasks that aren’t that important, we can spend more of our time on the ones that matter most. 
  • The 80:20 Rule of Consequence teaches that twenty percent of what you do gives you eighty percent of your results. Twenty percent of that twenty percent - or four percent of what you do - gives you sixty four percent of your results, which is the 64:4 rule. If we are hyper-focused on spending the majority of our time on the most important things, we yield the greatest results. 
  • Talk with your team about the 80:20 philosophy. Encourage them to work quickly on the 80% of tasks that aren’t top priority. Reinforce that ‘good enough’ is all you’re looking for on these tasks.
  • Individually meet with team members to communicate clearly what you believe their top goals are so that you are aligned with what they should focus on. Encourage them to write down the goal and post it where they can look at it daily.
  • Look at your goals three times per day to remind your brain what to prioritize. 
  • Develop a Zen sense or urgency where you feel enough pressure to move forward but not so much that it becomes stressful. 
  • Understand what you can control and what you can’t. Draw two circles on a piece of paper. In one, write down everything outside of your control, and in the other, write everything you can control. Post this in your office to remind yourself of what actions you can take next and where to focus your energy. 
Nov 03, 2020
126: Energize and Empower Your Team with John Eades
00:28:48

As managers, we’d do well to remember that we succeed when our people succeed. It’s not always easy to know how we need to adjust our behavior - by stepping in or getting out of the way - but when you get it right, your people can truly flourish and accomplish great things.

Today’s guest is John Eades. John is the CEO of LearnLoft, Author of Building the Best, and host of the Follow My Lead Podcast.

John and I talk about how to connect purpose to your work, no matter what industry or function you work in, how to support your team members through their role development by providing the right support style at the right times, how to get past your own fears so your teammates can really flourish and when to let go because you can’t make someone else succeed if they don’t want to. 

Members of The Modern Manager community get access to Learn Loft’s Leadership Styles quiz that will help you better understand your style and their Mastering the Mighty Skills toolkit so you can elevate your leadership. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: Three Steps To Creating An Empowered Team

Key Takeaways:

  • People persevere because of purpose, not pay. When you connect your team to a cause, you breathe life into them.
  • Look for creative ways to show your team the impact or results they are contributing to. When possible, make it about the customers not just the business.
  • Leadership is someone whose actions inspire, empower, and serve others.
  • One of the biggest mistakes managers make is thinking they can just hire great people and get out of the way. We all need somebody else to challenge us in order to go beyond what we think we're capable of.
  • There are four stages of development for an employee in a given role. It’s important to establish where each person is on their development journey so you can match their autonomy and responsibility with their readiness.
  • If you give too much autonomy or responsibility too soon, you risk the person failing or being overwhelmed. If you wait too long, you risk the person losing confidence or becoming bored.
  • What you tolerate, you encourage. If your people are struggling, consider how your actions or inactions are impacting their ability to succeed.
  • Managers need to detach themselves from the outcome. You can do everything to inspire and develop your team, but at the end of the day, they choose how much they want to try.
  • According to the 80-10-10 principle, about 10% of your workers will be low performers, 80% are in the middle, and 10% are top performers. Young managers tend to focus on the bottom 10%. Instead, invest in helping the middle 80% get to the top. 

KEEP UP WITH JOHN

mamie@mamieks.com

Oct 27, 2020
125: Dealing with Conflict with CrisMarie Campbell and Susan Clarke
00:34:38

Inevitably you will experience moments of conflict among a team. Although most people are conflict avoidant, productive conflict enables a team to find new solutions and build stronger relationships. Learning to navigate conflict is a critical skill for every manager.

In this episode, I speak with Susan Clarke, co-founder with her partner CrisMarie Campbell of thrive! Inc. and authors of The Beauty of Conflict: Harnessing Your Team’s Competitive Advantage and The Beauty of Conflict for Couples. Together they host The Beauty of Conflict podcast for dealing with conflict at work and at home.

CrisMarie is an Olympic rower and Susan is a former marriage therapist and Equus coach. As partners in work and life for over two decades, they’ve adapted their proven step-by-step process honed working with Fortune 100 Companies such as Johnson & Johnson, Microsoft, AT&T and San Francisco Giants to help long-term couples use conflict as a catalyst to greater intimacy, passion, and fulfillment.

Chrismarie wasn’t able to join us, so I talked with Susan about being conflict avoidant, the difference between conflict and a fight, the role of emotion and vulnerability when dealing with conflict, how to confront conflict in a productive way and more.

Warning: there are a few spots where Susan uses a curse word, so if you’ve got sensitive ears around, you may want to wait to listen to this another time. 

Members of The Modern Manager community get Susan and CrisMarie’s How to Have Tough Conversations Workbook. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: Embrace Constructive Conflict In The Workplace

 

Key Takeaways:

  • A fight is different from a conflict. A fight is a one-sided attempt to win an argument. A conflict is a collaborative discussion that looks at all points of view in order to come up with a collective solution.
  • In order to engage in conflict, both parties need to let go of being right and open up to the possibility of new ways of seeing. 
  • Conflicts force us to be in a place of ambiguity and uncertainty which often feels scary and stressful. 
  • It’s normal to experience an “Oh, Sh*t!” moments when you’re not sure if the group is actually going to come to a resolution.
  • When you’re feeling emotionally charged, reground yourself by focusing on calm breathing and feeling your feet on the floor. 
  • Recognize the cues when your body and mind are starting to go into stress-mode. 
  • The faster you can recognize your signals, the quicker you can work to bring yourself down from a place of stress.
  • Oct 20, 2020
124: How to Make Better Decisions
00:13:15

Every day we make thousands of decisions. Many of these are almost insignificant, but others can have major and long lasting impact on us, our teams, and our organizations. The ability to make high quality decisions as an individual and a team is an important competency for any manager.

In this episode, I talk about the factors that inhibit us from making good decisions, approaches to counter these so that we can make better decisions, and two approaches to help organize your decision-making conversation or thought process. 

The full episode guide includes an overview of each approach along with suggested questions to support your decision-making. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

Get the free mini-guide at www.themodernmanager.com/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Read the related blog article: Improve Decision Quality and Make Better Decisions

Become a rockstar delegator! Check out the course: The Modern Manager's Guide to Effective Delegation.

Key Takeaways:

  • Our brains are influenced by many factors that can impact our ability to make sound decisions. 
  • These factors include: mood, emotions, decision fatigue, cognitive bias, information overload and the paradox of choice.
  • Our mood is impacted by the weather, if we are hungry or tired, etc. Whether we are feeling good or bad, we will bring that into our perspective on a decision.
  • We make thousands of decisions each day. Over time, our brain loses energy for making these decisions, resulting in poor decision quality as we tire.
  • There are many cognitive biases such as confirmation bias, where we highlight information that confirms what we already believe and downplay information that contradicts it.
  • When we have too much information, we are unable to sort through it to find what is most important.
  • When we have too many options, the chance of making the wrong choice increases so we tend to avoid the decision at all.
  • Be sure to frame the decision appropriately. Is this the right decision to make? Is there a right or best answer? 
  • Be aware of your mood and emotions. Pause and revisit a decision or ask someone else to make it.
  • Make important decisions earlier
Oct 13, 2020
123: Addressing Race and Bias in the Workplace with Aaron Samuels
00:32:37

Race, identity, bias...these are not easy topics for many Americans (or humans). For too long, we’ve allowed the status quo, which perpetuates inequity, to go unquestioned within our organizations - even when our hearts are in the right place. I, along with many other Americans, have only recently awakened to how racism undergirds our society and therefore has impacted us without our knowledge. It is time for managers to do their part to create diverse, equitable, and inclusive teams and organizations in which all people can truly thrive.

In this episode, I speak with Aaron Samuels, Co-Founder and Chief Operating Officer of Blavity Inc., a digital community for Black Millennials that reaches over 30 million people per month across five digital properties including Blavity News, Travel Noire, AfroTech, Shadow And Act, and 21Ninety.

Aaron and I talk about race and being black inside of predominantly white spaces and predominantly spaces for people of color. We talk about how to start the work of self reflection and owning your role in perpetuating bias, even when it’s not intended. And we talk about what managers can do to create a more equitable culture. 

Members of The Modern Manager community get a guide to talking about diversity, equity and inclusion with your team. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: 5 Steps To Make Your Work Culture More Inclusive And Equitable 

Check out the new self-paced course - The Modern Manager's Guide to Effective Delegation. Get over your fears and past struggles, and learn how to effectively delegate in 7 weeks or less so that you can confidently hand off tasks to others, regain your focus, and spend the majority of your time on your highest priorities.

Key Takeaways

  • Managers need to create a culture of dialogue in which assumptions can be challenged.
  • A healthy culture of dialogue occurs when employees can safely raise concerns about problematic things that happen in the workplace and then have those issues addressed without suffering any social repercussions. 
  • Education about the history of oppression in the US and how it affects present realities and various identities is critical, but education alone will not create change. 
  • Managers need to more frequently question and try to bring awareness to their inner prejudices and biases - we all have them. 
  • Managers should publicly acknowledge their mistakes. By admitting what you said or did, and recognizing why it was wrong, you send the message to your employees that it is safe for them to make mistakes and own up to them as well. 
  • Create a culture that encourages constructive dissent by making sure that there's always
Oct 06, 2020
122: Growing Through Discomfort with Bill Eckstrom
00:28:29

Discomfort is universally disliked, yet it is essential to growth. Just like a muscle can’t get stronger without the tension of lifting a weight, our skills and capabilities can’t develop without the tension and stress that come from stretching ourselves.

In this episode, I speak with Bill Eckstrom. Bill is the founder and CEO of EcSell Institute, the world’s first and only organization to measure and quantify leadership effectiveness. He is considered one of the world’s top authorities in metric-based performance coaching and growth. His book, The Coaching Effect, coauthored by EcSell Institute president Sarah Wirth, helps leaders at all levels understand the necessity of challenging people out of their comfort zone to create high-growth organizations.

Bill and I talk about the four growth rings, the importance of distinguishing between a performance goal and a growth goal, how growth only happens through the state of discomfort and your role as a manager is supporting your team member through those growth states.

Members of The Modern Manager community get $100 off The Coaching Academy leadership training. In addition, members get the chance to win a free 30-min coaching session with prior guest Todd Palmer to help you get unstuck around crucial or difficult conversations, change, adjusting to the new normal, or whatever is on your mind. You must be a member by October 6th, 2020 for a chance to win the session with Todd. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: How To Create A High-Growth Team By Embracing Discomfort

Key Takeaways

  • The best leaders and coaches are those who can foster a healthy sense of discomfort in the workplace.
  • Discomfort comes from being put in situations with unknown, unpredictable outcomes.
  • The Four Basic Living Environments are Stagnation, Order, Complexity Order, and Chaos. 
  • Stagnation is a low performing or negative growth environment.
  • Order is predictable inputs and outcomes
  • Complexity is an unpredictable environment where the inputs are known but the outcomes are unknown
  • Chaos is an environment of little to no control where growth is halted by high turmoil. 
  • Our ideal work environment for growth is complexity order. 
  • We can put our teams into complexity order environments by  pushing them to learn new skills, improve their existing skills, and enabling them to take on new opportunities.
  • We need to educate our teams about the power of discomfort as an opportunity and not a roadblock. 
Sep 30, 2020
121: The Win-Win Approach to Politicking at Work with Chrisa Zindros Boyce
00:33:28

Politicking often gets a bad rap, prompting feelings of disgust or unease. But when done right, politicking can actually benefit everyone involved and feel good at the same time. How? Because politicking at its core is all about building good relationships. 

In this episode, I speak with Chrisa Zindros Boyce. Chrisa has been a consultant, executive coach and educator with Handel Group since 2009. Her clients, an international group of serial entrepreneurs, perennial corporate executives and established individual contributors hail from a broad range of sectors including Finance, Legal Media, Entertainment, Fashion, Technology and Government.

Chrisa teaches her clients how to define their leadership brand, strengthen their competitive edge and foster relationships that impact the bottom line. She helps them learn to navigate corporate structures and promote themselves in an ever-competitive and evolving world.

Chrisa and I talk about politicking: how you can build and leverage relationships at work to get what you want or need, and how to do it without that yucky, slimy feeling that so often comes with the idea of playing the politics game.

Members of The Modern Manager community can listen to an encore episode with Chrisa where we talk about The Power of One. In addition, members get the chance to win a free 30-min coaching session with prior guest Todd Palmer to help you get unstuck around crucial or difficult conversations, change, adjusting to the new normal, or whatever is on your mind. You must be a member by October 6th, 2020 for a chance to win the session with Todd. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

Read the related blog article: Make Politicking At Work Relational Not Transactional

Key Takeaways

  • Good politicking is relational, not transactional. It doesn't need to feel slimy or inauthentic. 
  • We politic by spreading goodwill, trust, and support in the workplace through building one-on-one relationships
  • Your coworkers will only support you in a cause if you invest the time for them to get to know you and like you
  • Give first, ask later. Demonstrate that you are willing to first help before asking for help yourself.
  • Make clear through your actions that you care about the “We”, not the “I”. Managers need to show that they can set aside their personal wants to help their team get ahead.
  • Reflect on your personality, mindset or behaviors that take you away from being “We”- focused
  • It’s important to get to know both those above and below you. Those who report to you will only execute their best work if they kno
Sep 22, 2020
120: How to Develop Effective Habits for Managers
00:18:12

Habits dictate anywhere from 40-80% of our daily actions, according to the top habit researchers. These behaviors occur with minimal conscious thought, enabling us to focus precious brain power elsewhere. The challenge is that most of our habits have developed organically and were shaped by factors other than our values, knowledge and goals. 

 

In this episode, I share some of my favorite learnings about habits after years of following the top habit researchers. I discuss the famous Habit Loop, some tips for how to successfully change your habits, and how to write a habit statement that can help you transform your behavior and thought patterns. 

 

The full episode guide includes an overview of habit formation and tips, along with prompts, examples, and worksheets to help you reflect on your habits and craft your habit statements. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Design and Build Successful Habits for Managers

 

Key Takeaways:

  • A habit is a behavior or thought-process that is repeated regularly and tends to occur subconsciously.
  • Habits are not inherently good or bad. They can be both things you do and things you don’t do. They can happen daily, weekly, monthly, annually or whenever triggered
  • Habits are generally formed organically based on our values, desires, culture, and environment.
  • The habit loop has three components: (1) The cue: the signal to do the habit, (2) the behavior, and (3) the reward: the benefit or reinforcement to continue to link the cue with the behavior.
  • Cues can be internal (emotions, instincts), external (visual, environmental), time, place, etc.
  • Behaviors can be both actions and thought patterns e.g. When she turns in work late, I think she doesn't care about her job.
  • To change your habits, try applying the following tips:
    • Make the new habit as small as possible so that it’s a no-brainer to do it.
    • Set up the default in your favor so there are fewer roadblocks.
    • Sep 16, 2020
119: Quiet Your Imposter Syndrome with Todd Palmer
00:29:48

We’ve all heard it before. That little voice telling you that any moment now everyone is going to realize you have no idea what you’re doing. Or maybe it’s saying they’ll figure out you don’t really know what you’re talking about. Whatever your imposter syndrome says to you, it’s time to tell it to be quiet.

In this episode, I speak with Todd Palmer. Todd is an executive coach, keynote speaker, renowned thought leader, author, and CEO who is committed to helping business owners tackle their obstacles and clear their path to success. He specializes in helping leaders join the mission statement of the organization with their personal core values, while addressing fears, self-doubts and imposter syndrome. He brings a unique blend of authenticity, transparency and vulnerability to help leaders & organizations achieve their highest goals.

Todd and I talk about imposter syndrome - what it is, how it’s different from your inner critic, and how to overcome it’s unhelpful voice. Plus, how getting past your imposter syndrome can make you a better manager.

Get the chance to win a free 30-min coaching Todd to help you get unstuck around crucial or difficult conversations, change, adjusting to the new normal, or whatever is on your mind. You must be a member by October 6th, 2020. To learn more about membership and to join, go to www.themodernmanager.com/join

Subscribe to the Modern Manager newsletter to get episodes, articles and free mini-guides delivered to your inbox.

 

Read the related blog article: How To Overcome Imposter Syndrome’s Unhelpful Voice

 

Key Takeaways

  • Imposter syndrome and your inner critic work together; your inner critic says you’re not doing enough and your imposter syndrome fears you’re not able to be better and will be exposed for being a fraud.
  • Imagine putting your negative voices in the passenger seat so you can control the wheel and drive forward despite their chatter.
  • If a manager feels pressure to be an all-knowing, all-powerful savior for their team, they won’t reach out for help when necessary or deeply listen to their team.
  • We all have our zone of genius where we personally shine but we can’t excel at everything. Change your expectations to focus on what you’re great at.
  • We can’t wait for the motivation; take action first and motivation will follow.
  • Anchoring your motivation to helping someone else may help you move forward and take action when imposter syndrome strikes.
  • One of the greatest gifts we can give our staff is not to solve their problems, but to help them feel seen and heard.
  • Say “tell me more” three to five times before giving advice.
  • A manager’s other central listening task is to remove the “bottlenecks” that make their staff’s work life difficult.
  • When a manager exposes their authentic, imperfect self and reaches out for help, it gives their staff permission to overcome their own imposter syndrome and reach o
Sep 08, 2020
118: Ask for What You Want with AmyK Hutchens
00:30:03

Asking for what you want or need is almost never easy. Whether it’s a raise, greater autonomy, more responsibility, or something else, it’s important to ask for what you want in order to do your best work. Plus,as managers,we need to enable our team members to ask us for what they need. 

In this episode, I speak with AmyK Hutchens. AmyK is an international award-winning speaker, Amazon bestselling author of the brand new book, GET IT: Five Steps to the Sex, Salary and Success You Want, and has over nineteen years’ experience training and consulting with clients such as The Home Depot, Starbucks Canada, Comerica Bank, Expedia and Lockheed Martin. She also is honored to be THE designated Cool Aunt in her family.

AmyK and I talk about building buy-in for your vision, how to ask for what you want, how to have a disarming tough conversation, and how to create an environment where your team feels comfortable asking you for what they want.

Become a member of The Modern Manager Community to get $100 Off AmyK’s The Power of Profitable Conversations Online Course. From connecting with another and healing a relationship to asking for a raise or drawing a boundary, being a Master Communicator sets you up for success… however you define it.  Join AmyK in her signature online course, The Power of Profitable Conversations and start using Magical Phrases and brilliant communication techniques to get more of the life you desire. To learn more about membership, go to www.themodernmanager.com/join.

Subscribe to the newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: Magical Phrases That Get You and Your Staff What You Need

Key Takeaways:

  • Each person has their own needs and wants. To get what you want, align what the other person wants with your desires.
  • Use questions to engage people in a robust conversation. The phrase “How might we…” is a great way to open up thinking.
  • Create a meeting agenda of questions to be discussed. Ask people to contribute their questions as pre-work to help co-create the agenda.
  • Instead of assigning work, try asking, “Would you be willing…” This gives the person the choice to accept
Sep 01, 2020
117: Take Care of Yourself and Others with Peter Gourri
00:26:57

It’s been months of living in a COVID-restricted world. Remote work, limited public life, rising tensions, and mounting uncertainty, has taken its toll. Many managers and their team members are experiencing non-stop excess stress, overwhelm or are nearing burnout. This isn’t healthy or sustainable.

In this episode, I speak with Peter Gourri. Peter is a qualified Executive & Business Mentor and Coach, non-practicing lawyer, and retired Royal Air Force officer with particular expertise in mentoring as well as leadership coaching and training. His clients range from individual executives and high-growth start-ups to multinational Fortune 500 corporations and others.

Peter and I talk about how to take care of yourself and your team members during this time of immense stress and uncertainty. We get into some healthy self care practices that are good even when there isn’t a pandemic, how to take advantage of this strange time, and more.

Become a member of The Modern Manager Community to get 50% off coaching with Peter. To learn more about membership, go to www.themodernmanager.com/join.

Subscribe to the newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: Self Care Tips For Managers And Teams During COVID-19

Key Takeaways:

  • Because our mood heavily impacts how we see the world, when under excess stress, it's easy to misinterpret actions or written communications (e.g. email or chat). Before assuming the worst, consider the facts vs your interpretation of them.
  • Pause before responding when you feel emotionally triggered. Take a break and return to the situation with fresh eyes and a calm mind.
  • Give yourself and others a break. We’re all navigating the same complex, confusing and stressful situation.
  • Mark time on your calendar for self care, including time to prepare and eat meals, go for walks or exercise, etc.
  • Offer to switch a video meeting to audio only or a phone call. 
  • Take vacation time even if there is nowhere to go. Discover a new park within driving distance or simply take a personal day at home to relax.
  • Encourage your team members to take breaks and time off. Role model this healthy behavior, too.
  • Take up a new hobby or find an activity that energizes you. Or design a project for yourself and work toward it.
Aug 26, 2020
116: Managing Change For Yourself and Your Team
00:18:40

Dealing with change is a process for everyone, but why is it that sometimes we adapt quickly while other times it's almost painful and yet other times, despite our best intentions, the change doesn’t stick? Understanding various elements of how change happens and factors that influence change can make the process easier for yourself and others. 

 

In this episode, I walk through seven factors that can help you streamline the change journey and increase the chances of a smooth change process.

 

The full episode guide includes an overview of the seven areas to consider to help you manage changers more smoothly. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide which contains an overview of the emotional change curve at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: 7 Ways to Help Yourself and Others Manage Change

 

Key Takeaways:

  • Think of change as a journey, not an event. We experience change as a process of moving from point A to point B, from leaving what was and arriving at what will be.
  • The change journey is complete when you’ve arrived at your new normal.
  • We experience change more positively when we are in control and have chosen to change. 
  • Invite people into the decision early or give people a choice to opt in to a change.
  • In order for us to gain something new, we must let go of something else. This experience of loss can be more dramatic than adapting to the new.
  • Consider who is gaining what and who is losing what for each change. Avoid blanket statements about change being good or bad in the same way for everyone involved.
  • The change journey is also an emotional journey. By understanding the emotional rollercoaster, we can put our experience in context. 
  • When we lack the skills, knowledge, environment or motivation for change, the journey is almost impossible.
  • Changes often have implications beyond what is initially perceived. Some changes seem small but are quite big while other changes appear big but are actually small. 
  • Dealing with change is easier when we are part of a group. Whenever possi
Aug 18, 2020
115: Send the Right Signals to Your Team with Kit Krugman
00:27:00

You’re probably familiar with the old saying, “do as I say, not as I do.” Unfortunately, when it comes to building a healthy team culture, how you act as a manager is significantly more important than the mission, vision or values you espouse. We must ‘walk our talk’ to ensure our team members see and feel our values, in addition to hearing them. 

In this episode, I speak with Kit Krugman. Kit is the Head of Organization + Culture Design at co:collective and the former President of WIN:Women in Innovation.

Kit and I talk about the difference between story-telling and story-doing, the power of simply asking, a culture of psychological safety, the idea of being on a quest, and so much more.

Become a member of The Modern Manager Community to be entered to win a free coaching call with Kit Krugman. In addition, you’ll be entered to win a collective mindset report worth $1,500. This report provides you with information on the quality of your current culture and mental lenses of the leaders and employees. You must be a member by September 1st to qualify for both drawings. To learn more about membership, go to www.themodernmanager.com/join.

Subscribe to the newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: Are You Sending The Wrong Signals To Your Team? 

Key Takeaways:

  • The story you tell about your company mission, vision and values is only as powerful as the actions that follow it. That is ‘story-doing’ instead of story-telling.
  • When actions don’t align with espoused values, people read the signals and follow what the leadership role models, incentives, and rewards.
  • Reflect on your own behaviors. Are you acting how you expect others to act?
  • Engage your team members in the conversation. What do they want to do? Ask for their feedback and input rather than dictating to them.
  • In order to get honest input and feedback, there must be psychological safety. To develop that trust, ask for critical feedback and take it without being defensive. If you respond negatively, you undermine that psychological safety.
  • Explore what makes you defensive? Get to know yourself and what triggers an emotional response.
  • Prepare to hear critical feedback and to accept it without a defensive or emotional response. Pause to let the emotion pass, say thank you and that you want time to consider it
Aug 11, 2020
114: The Importance of Mindset for Managers with Ryan Gottfredson
00:30:57

Mindsets are powerful because they deeply impact our view and approach to managing a team. Yet, we are often unaware of the mindsets we hold and how they may be undermining our intent. When you understand a mindset and the fears, desires, and assumptions that it is grounded in, you can better align that mindset with your values and goals. 

In this episode, I speak with Ryan Gottfredson. Ryan is a mental success coach and cutting-edge leadership consultant, author, trainer, and researcher. He is the author of "Success Mindsets: The Key to Unlocking Greater Success in Your Life, Work, & Leadership," and a leadership professor at Cal State Fullerton. He has a Ph.D. in Organizational Behavior and Human Resources from Indiana University.

Ryan and talk about what mindsets are and how they impact us as managers, the four typical manager mindsets that might actually be holding you back, how vulnerability comes into play, and how to begin shifting your mindset.

Become a member of The Modern Manager Community to be entered to win a free collective mindset report worth $1,500. This report provides you with information on the quality of your current culture and mental lenses of the leaders and employees. You must be a member by September 1st to qualify. To learn more about membership, go to www.themodernmanager.com/join.

Subscribe to the newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: The Four Human Desires that Undermine Great Managers

Key Takeaways:

  • Mindsets are the mental lenses that we wear that shape how we see the world and how we behave.
  • How you approach a situation can make all the difference. Consider what happens when you view someone as not trying vs doing their best.
  • Intention and impact are not the same. A lack of awareness of your own mindsets can lead to negative impact, even if unintentionally.
  • 60% of employees say their manager damages their self esteem.
  • Managers, and humans, typically have four desires that can undermine their ability to be great managers. These desires are (1) to look good, (2) to be right, (3) to avoid problems, and (4) to get ahead.
  • These desires stem from self preservation and are associated with four negative mindsets: (1) fixed, (2) closed, (3) preservation, and (4) inward.
  • We can replace our negative mindsets with positive ones: (1) instead of looking good, seek to grow, (2) instead of being right, seek
Aug 04, 2020
113: Bridging the Millennial + Boomer Divide at Work with Hayim Herring
00:26:14

Research from 2012 showed that people of every generation were experiencing loneliness in growing numbers. At a time when so many people are feeling isolated due to COVID19, it’s more important than ever to find ways to connect with people and build bridges across generations. 

In this episode, I speak with Hayim Herring. Hayim is a rabbi and Ph.D. in Organization and Management, and is CEO of HayimHerring.com, whose mission is “preparing today’s leaders for tomorrow’s organizations™.” Hayim is a prolific author, presenter, and organizational futurist, specializing in nonprofits and values-based organizations. 

Hayim and I talk about building relationships with people outside your generation, stereotypes and realities of boomers, gen Xrs, millennials, and gen Zrs, how we might all approach people of any age with curiosity and the value they bring to the conversation, and how to build a truly intergenerational workplace that engages people of any generation.

Become a member of The Modern Manager Community to get 30% Hayim’s book Connecting Generations: Bridging the Boomer, Gen X, and Millennial Divide which offers real-world strategies to strengthening intergenerational relationships in our workplaces and communities. Members also get Hayim’s recent report on how COVID-19 is making Gen Zers and Millennials rethink personal and professional priorities. To learn more about membership, go to www.themodernmanager.com/join.

Get 10% off The Modern Manager’s Guide to Effective Delegation you register before August 31st, 2020. Use code Early10! -- Members get 20% of this course. Learn more at www.themodernmanager.com/courses/effective-delegation

Subscribe to the newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: How To Bring Generations Together In The Workplace

Key Takeaways:

  • Every generation develops stereotypes about the other generations. These stereotypes can inhibit us from seeking relationships with people outside our own generation.
  • To build relationships with people outside your generation, ask someone to join you for a (virtual) coffee, find places to volunteer with people of other generations, or join a friend who has cross generational relationships.
  • Millennials say Boomers
Jul 28, 2020
112: How to Use Impact, Output, and Process Goals
00:13:15

Goals. Such a small, yet powerful word. So much of our time and energy are spent in pursuit of our goals yet rarely do we pause to consider if we’ve established the right type of goal.

In this episode, I talk through three core types of goals and how to use them to help you write better goals for yourself, your team, and your organization.

The full episode guide includes an overview of each type of goal plus a 4th bonus goal type, how to write them and what they are best suited for. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

Get the free mini-guide at www.themodernmanager.com/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Have you worked for a rock star manager? Sign up to be interviewed for my next book: www.managerialgreatness.com

 

Learn more and register for The Modern Manager Guide to Effective Delegation - course launches August 11, 2020. Get 10% off with code EARLY10! When you register by July 28.

 

Read the related blog article: How to Use the Three Types of Goals

 

Key Takeaways:

  • Goals are critical to how an organization, team, and individual work. They guide significant aspects of how people think and behave.
  • There are three basic types of goals: (1) Impact goals, (2) Output goals, (3) Process goals.
  • Impact goals focus on the result that is achieved. They are often out of our direct control.
  • Output goals focus on the deliverable or accomplishment. They tend to be short term.
  • Process goals focus on behavior. They generally include an action and frequency.
  • When writing goals, include any measures that describe success more fully. Often goals have a main focus, but many additional factors that must be met in order for the goal to be fully achieved.
  • Include a timeline for all goals. Even arbitrary timelines are useful in that they help you negotiate how you’ll spend your time. Goals without any due date always fall to the bottom of the list.

mamie@mamieks.com

Jul 22, 2020
111: Avoid These Common Communication Mistakes with Alisa Cohn
00:27:37

So much of what a manager does relies on good communication skills. Yet effective communication practices are not always obvious or intuitive. When managers become intentional about their communications, they can turbo-boost the effectiveness of their team members while strengthening relationships and trust. 

In this episode, I speak with Alisa Cohn. Alisa is the world's top startup coach. She has worked with clients such as Etsy, Venmo and Foursquare and others you haven't heard of yet....but you will! She also writes for Inc and Forbes and is an angel investor and Broadway investor.

Alisa and I talk about common mistakes managers make when communicating with their team members. We talk about power and authority, delegation, micro-management, chat tools and more. 

Get 10% off The Modern Manager’s Guide to Effective Delegation you register before July 28, 2020. Use code Early10! -- Members get 20% of this course. Learn more at www.themodernmanager.com/courses/effective-delegation

Get free mini-guide at www.themodernmanager.com/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: Six Tips For Managers  From The World’s Leading Startup Coach

Key Takeaways:

  • It’s easy to forget that you have positional authority (i.e. you are someone with power) so what you say carries a lot of weight even if it’s not intended to.
  • To counteract the negative side of this positional power, you must build psychological safety. Demonstrate to your team that you listen and remove obstacles. Consider using phrases like “I’m wondering about” or “this is just a thought” to clarify and explicitly signal when you’re in brainstorm, not decision mode. Offer to have another conversation about it rather than move forward.
  • Be thoughtful about how you delegate. What work, to which person, how you onboard them to it, etc. You must be clear about what finished looks like before you can ask someone else to take over.
  • Talk with each team member about what the right forms of autonomy are for them - what they feel confident with, where they need help / want to grow. Make this a regular conversation so you can both continue to refine and evolve your oversight.
  • Clarify decisions and next steps at the end of a meeting. Ensure people are on the same page to reduce confusion going forward.
  • Make a
Jul 14, 2020
110: Coach the Person Not the Problem with Marcia Reynolds
00:28:51

I love solving people’s problems to make their lives easier, but as a manager, that may be counter-productive. Coaching a team member is more powerful when you help understand their thoughts and find their own solutions. This helps them solve their future challenges in addition to the current struggle.

Today’s guest is Dr. Marcia Reynolds. Marcia is a world-renowned expert on inspiring change through conversations, delivering programs and coaching leaders in 41 countries while reaching thousands online. She has four award-winning books including the one she just released Coach the Person, Not the Problem: A Guide to Using Reflective Inquiry. Marcia is passionate about how coaching contributes to making our organizations and the world a better place for all.

Marcia and I talk about the difference between advising, questioning and true coaching. We get into the practicality of how to have a productive coaching conversation, and what happens when you actually help someone see their own thought patterns and choose to transform themselves. 

Get early access to a special page full of bonus resources from Marcia when you join the Modern Manager community 

Get free mini-guide at www.themodernmanager.com/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: The Manager's Job Is To Be The Coach, Not The Expert

Key Takeaways:

  • Coaching is being a thinking partner where you help someone take the stories out of their head so they can examine them.
  • Giving advice, or telling people how to fix their problems, isn’t as effective as when the person generates the solution for themselves.  
  • When we aren’t bought into a solution, we don’t take action. Even if we agree with an idea, if it’s not our idea, we’re less likely to follow through on it.
  • Being a great coach isn’t about asking good questions. It’s about creating a safe space to reflect back what you’re hearing so the person can decide what it means to them.
  • Good coaches let go of their own expertise and judgement. They focus on being good listeners and summarizing what they hear, picking up on emotions and thought patterns.
  • Practice coaching with a buddy, friend, colleague or partner. Try coaching each other to get the benefit of experiencing reflexive inquiry as a coach and a coachee.
Jul 07, 2020
109: Stand Up to Disrespectful Behavior with Emily May
00:31:18

Disrespect in the workplace rarely begins with full blown harassment. Before it escalates, teams often see signs of demeaning behavior such as ignoring someone’s contributions, off-colored jokes, and intentional undermining. As a manager, and good human, it’s your responsibility to end these minor offenses before they become normalized, leading to much worse.

Today’s guest is Emily May. Emily is an international leader in the movement to end harassment — in all its forms. In 2005, at the age of 24, she co-founded Hollaback! in New York City, and in 2010 she became its first full-time executive director. Our executive director has also won many awards for her leadership, including the TEDCity 2.0 Prize. Emily has a Master’s Degree in Social Policy from the London School of Economics, is an Ashoka Fellow and a Prime Movers Fellow.

 

Emily shares the 5 Ds of bystander intervention, explaining various ways you can help when you notice disrespectful behaviors in your workplace. 

Get 10% off trainings with Hollaback! when you join the Modern Manager community 

Get free mini-guide at www.themodernmanager.co/miniguides.

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

Have you worked for a rock star manager? Be part of the research for my next book - schedule your 45 minute interview at www.managerialgreatness.com

Read the related blog article: What To Do When You Witness Disrespect In The Workplace

Key Takeaways:

  • There is a spectrum of disrespectful behaviors ranging from mild - not listening to each other, intentional undermining, shaming via jokes - to severe - harassing comments, sexual innuendos, inappropriate touching.
  • Cultures that accept mild behaviors tend to slowly accept more aggressive ones. It’s important to interrupt small behaviors so they don’t take root. 
  • Don’t wait until it ‘qualifies’ as harassment and requires attention from HR. Use the 5 Ds to appropriately interrupt disrespectful behaviors.
  • The 5 Ds of bystander intervention: Distract, Delegate, Document, Delay, Direct.
  • Distract: create a distraction that redirects attention, giving both parties a chance to disengage. Try engaging the person experiencing the disrespect in a conversation or asking for their help. Or, make a commotion.
  • Delegate: find the appropriate authority or someone else to help with the situation. This may be an HR team member or a nearby colleague who is more comfortable engaging.
Jun 30, 2020
108: Combat Unhelpful Cognitive Biases
00:15:21

The brain works in mysterious ways, many of which were designed to help us survive in the wild thousands of years ago. Those same functions, though, can also get in the way of us being our best as managers.

Logistically, the most obvious way to make email more manageable is to just have fewer emails coming in. But in reality, this might actually be the hardest thing to make happen because we’re not totally in control of how many emails we receive every day.

This week I walk through 3 cognitive biases and 1 cognitive state that may be inhibiting you from achieving managerial greatness and building a healthy team environment. 

 

The full episode guide includes an overview of each topic, questions for reflection and actions you can take to overcome these unhelpful states. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.co/shop.  

 

Get the free mini-guide at www.themodernmanager.co/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Don't Let Cognitive Biases Get in the Way of Being a Great Manager

 

Key Takeaways:

  • Cognitive biases are the systematic ways in which the context and framing of information influence our judgment and decision-making.
  • This Actor-Observer bias says that when something negative happens to me, I blame the situation or circumstances. But when that same negative thing happens to someone else, I blame the person - their choices, behaviors, values or personality.
  • For managers, this may impact how you view a poor performer or when a mistake or failure occurs.
  • To avoid mis-attributing something negative to the person, check in with them. Use the conversation to gather more information in order to have a more informed understanding of the context and the person.
  • The Recency Effect says that we tend to remember or over-weigh the most recent information we have access to.
  • For managers, this is particularly important when giving feedback or annual performance reviews. 
  • To combat this, gather data across time so you can look for trends and have accurate information without relying on your memory.
  • The Negativity Bias says we tend to register negative content more easily than positive, and we tend to dwell on the negative more than the
Jun 23, 2020
107: Leading Yourself and Others with Sue Salvemini
00:36:11

Almost everything is easier when we understand what really matters. That is true of ourselves and aligning how we show up with our values, and it’s true of others, so we can engage with them in ways that meet their needs. But knowing what actually is important (to us and them) is often easier said than done.

Today’s guest is Sue Salvemini. Sue is the Founder & President Focal Pointe Consulting Group and Executive and Leadership Coach - bringing over 20 years of real-world experience from leading as an officer in the army, to leading in corporate america in Sales & marketing in the fast paced medical device technology world.

Sue and I talk about leading yourself and others, aligning your leadership style with your core values, and how to talk with your team members in an authentic way to get them to give you honest feedback so that you can show up as a better manager.

Warning: Sue and I recorded this episode during the first week of March, before the Coronavirus pandemic hit the US in a serious way. At one point, Sue references an activity that involves imagining a funeral, which may be a sensitive subject or triggering for some listeners right now. If that feels like too much for you, I suggest you enjoy a different episode and come back to this another time.

 

Read the related blog article: How To Get Honest, Helpful Feedback From Your Team

 

Join the Modern Manager community (www.themodernmanager.co/join) for a free audio version of Sue’s book Leadership by Choice plus some additional resources. Plus, if you join by July 3, 2020, you will be entered in a drawing to win a copy of Be Kind: A Year of Kindness, One Week at a Time. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • Leadership is the ability to impact and influence other people, starting with yourself.
  • Just because you don’t have a leadership title or position of authority, doesn’t mean you don’t need to display leadership behaviors. We are each responsible for how we show up in the moment.
  • There is no single right way to lead. It’s important to be authentic in your leadership style and lead from your core values.
  • Think deeply about what matters to you. Project your life into the future - wha
Jun 16, 2020
106: Living Your Most Productive Life with Tonya Dalton
00:34:51

Being productive often sounds easier than it actually is. It’s hard to make progress on the important things when you’re busy balancing various priorities, checking things off the endless to-do list, and responding to team members’ urgent needs. 

Today’s guest is Tonya Dalton. Tonya is a productivity expert, author, speaker and founder of inkWELL Press Productivity Co, a company centered around productivity tools and training. She released her book, The Joy of Missing Out, with Harper Collins in the fall of 2019, which has been named a top ten business book of the year by Fortune Magazine.

Tonya’s messages about business management, productivity, and the pursuit of passion have impacted thousands and inspired her to launch her podcast, Productivity Paradox which has surpassed more than a million downloads. Her podcast regularly ranks in the top 50 of all business management podcasts on Apple Podcasts.

Tonya and I talk about the difference between being busy and being productive and how to re-think the idea of work-life balance. We walk through the basics of the Live Well method, how to protect your time when it feels like it’s owned by your company or your team, and much more. 

 

Read the related blog article: How To Live A Less Busy, But More Productive, Life

 

Join the Modern Manager community (www.themodernmanager.co/join) to get 20% off at inkWELL Press until September 1, 2020. Plus, get the chance to win a copy of Be Kind: A Year of Kindness, One Week at a Time from prior guest Jaclyn Lindsey. You must be a member by July 3, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • Being productive is about doing what’s most important and what moves you forward.
  • It’s better to do fewer, right things, than be busy with many things that don’t move the needle.
  • There is no such thing as work-life balance. Instead, it’s a constant dance of leaning and counterbalancing. There are times when we need to spend more time, energy and focus at work and then times when we do at home, or on ourselves. The goal is not equal attention to all areas, but a healthy ebb and flow.
  • The Live Well method has four stages: (1) Discovery - what matters to you; (2) Clarify - how do you design your life around your priorities; (3) Simplify - streamline, automate and simplify as much as possible (4) Harmony - make it manageable and embrace happiness.
Jun 09, 2020
105: Bringing Kindness into the Workplace
00:29:55

Who doesn’t want more kindness in their life? Yet it’s not always easy to be kind, especially at work where tensions run high or we risk kindness being interpreted as weakness. Throw a pandemic on top of that and you’ve got an unbelievably stressful environment -- which is when kindness can matter most. 

Today’s guest is Jaclyn Lindsey, co-founder and CEO of kindness.org. Jaclyn believes that kindness is humanity's greatest asset. It was this ethos that inspired her to launch kindness.org, a global non-profit building evidence-based programs for kinder classrooms, communities and workplaces. 

Jaclyn and I talk about the science of kindness, the role kindness plays in our work experience, why being kind matters, how you can still show kindness even at a distance, and how to get your team on board with the idea of being kinder at work. Now here’s the conversation!

 

Read the related blog article: Simple Ways to Benefit from Kindness In The Workplace

 

Join the Modern Manager community (www.themodernmanager.co/join) for the chance to win a copy of Be Kind: A Year of Kindness, One Week at a Time. You must be a member by July 3, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • Kindness is a choice, it's an action.
  • Kindness is not the same as being weak, fluffy, feminine or soft. 
  • Research has proven that kindness has a significant effect on happiness and overall well being for the person who acts with kindness, the recipient of the kindness, and a person who witnesses the kindness. 
  • Kindness does not need to be heroic actions. The small daily interactions and behaviors often matter more. For example, simply smiling and greeting someone or asking how they are doing with genuine curiosity.
  • It often takes strength to choose kindness. There are times when we are hurt, betrayed, stressed or resentful and it seems easier to act out of negativity. But rising above and letting something go or confronting it with an open mind demonstrates you are willing to go to great lengths to seek to better yourself and the team.
  • One of the most powerful acts of kindness a manager can do is consistently say good morning to their team members. It’s simply acknowledging the person.
Jun 03, 2020
104: Mapping Workflows for Greater Clarity
00:19:50

Process can be a loaded word. For some, it elicits bureaucracy and micromanagement. For others it implies structure and organization. Regardless of how you feel about process, getting clear about what happens, by whom and in what order, can create clarity that instantly reduces friction and minimizes the need to re-do work.  

In this episode, I walk through my simplified version of process mapping. My approach is designed to generate the right conversations that enable clarity and alignment, resulting in a highly usable visual map. 

 

The full episode guide includes both a written overview of my version of process mapping along with a video tutorial. Get it when you join the Modern Manager community or purchase the full guide at www.mamieks.com/store.  

 

Get the free mini-guide at www.themodernmanager.co/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Streamline Your Teamwork with Simple Process Mapping

 

Key Takeaways:

  • Process mapping is a simple and effective way to clarify any repeated workflow.
  • Don’t worry about all the technical components of process mapping. Focus on producing a document that is usable by you and the team. 
  • When mapping, consider the following elements: (1) what actions, tasks or steps need to happen in what order, (2) what decisions need to be made, (3) what tools, resources, templates, checklists, etc are needed for each step.
  • Consider who (person or role) will take each action and who will be involved in which decisions. Use a RAPIDS or other decision model to further clarify how a decision will be made.
  • Brainstorm and create a draft map as a starting point. Invite others involved in the process to enhance the map.
  • Start by mapping a process or workflow that isn’t working well. Map one process at a time.
  • It’s normal to spend 1-10 hours to complete a process map. Consider this an investment up front which will save you many hours and frustrations in the future.
  • Decide how to best use your map - post it on a wall, store it in a digital document, print and put in a binder. Revisit the map as often as is needed to help you stay on track.
  • Update the map with new learnings as you discover how to better streamline the work, need addi
May 27, 2020
103: Don’t let Bad Moments Become Bad Days with Michael OBrien
00:30:50

Most of us will never face a major crisis or tragedy, thank goodness. But for the few people who do, they often come out transformed, finding a greater sense of purpose, happiness and capability than they had before. Is it possible for the rest of us to experience such a transformation without the accompanying crisis?

Today’s guest is Michael O’Brien. Michael is the Chief Shift Officer at Peloton Coaching and Consulting. He elevates successful corporate leaders by preventing bad moments from turning into bad days. He has shared his inspirational story and transformation from human DOer to human BEing on the TEDx stage, with multiple Fortune 500 companies, Fast Company, Real Simple, ABC, and many wonderful podcasts like The Modern Manager.

Michael and I talk about how to show up every day as the leader or manager you want to be. He shares his major wake up call and what he’s learned about how to put an end to having bad days. We get into mindsets and intentionality and building yourself a peloton (tribe). 

 

Read the related blog article: The Two Support Systems Every Manager Needs

 

Join the Modern Manager community (www.themodernmanager.co/join) to get a discount on Michael’s book My Last Bad Day Shift

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • Nothing has meaning until you give it meaning. Nothing in your life is bad or good until you label it that way. You have a choice in how you look at life and any situation.
  • We all have bad moments. The key is to not let those bad moments gain momentum and turn into bad days.
  • It’s hard to press pause on life to really consider who you are and what you want. This moment of the pandemic is a pause for many of us. Take this time to really reflect on what matters to you and how you want to show up as person, as a leader.
  • Be in the moment. Breath more and connect with your body. Set an intention for every day: How do you want to be? What do you need to do to be that way? What do you want to have in your life?
  • We are in constant conversation with ourselves. If your mindset is holding you back, you need to shift your mindset in order to make real change.
  • The four common mindset blocks are: (1) limiting belief - it can’t happen because it hasn’t happened before; (2) interpretation - we draw conclusions without investigation; (3) the inner critic - we’re just not good enough; (4) assumptions - because it’s happened before, it will happen again.
May 19, 2020
102: Use Brain Science to Be a Better Manager with Noelle Cordeaux
00:29:33

You don’t need to be a brain scientist to leverage brain science. The question for managers is: How can we create the optimal cocktail of chemicals, neuron firings and natural responses to enable people to do their best work? And, by the way, how do we avoid triggering the unhelpful systems that can send someone down an unproductive path? 

Today’s guest is Noelle Cordeaux. Noelle is CEO and co-founder of JRNI Coaching and the Catalyst Coaching Intensive. She is also a feminist scholar, coach, speaker, and sexologist who specializes in the relationship with the self.

Noelle and I talk about the difference it makes when you approach situations and people with a positive mindset, how to minimize defensiveness when having accountability conversations, and how to use brain science to inform your management style and get the best performance from your team while also creating a positive, healthy environment.

 

Read the related blog article: How to Apply Brain Science to Give Better Feedback

 

Join the Modern Manager community (www.themodernmanager.co/join) to access dozens of guest bonuses, episode guides and a community of supportive managers in our private Slack team. 

 

Members get  $100 off the The JRNI Coaching Intensive which is a 20-week life coach certification for imperfect people to pursue their perfect calling and launch a coaching practice that makes an impact

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • Managers can leverage brain science to create the optimal environment for their team members. 
  • The Poetic Principle says we can learn anything we put our mind to. When you look at your team members, its important to see them as full of potential.
  • Social Construction theory says people are born into believing they have limitations given their past experiences. Help your team members see their potential for themselves.
  • Mastery experiences help us develop confidence as we learn that we can achieve our goals. THey are little moments that lead us to the realization that “wow! I can do it!”
  • Create opportunities for emotional interval training for your team members. This gives them opportunities to take small risks and go to the edge of their comfort zone but then retreat to safety. Over time, people become more tolerant of discomfort and are able to take greater risks before needing to return to safety.
  • When the nervous system fires up, it closes down the logic center. When the endocrine system fires up, it causes people to be more creative. People do their best
May 12, 2020
101: How to Quickly Build Deep Relationships In Your Team with Jason Treu
00:30:44

Building a cohesive team is hard. Period. Yet it's also the core of a high performing team. Unfortunately traditional team building activities, while fun, can cost a lot of time and money. And they don’t always produce the promised benefits. Plus, if you’re a remote team (now or under normal circumstances) team building is even more challenging. But what if you could spend just an hour or two, even over Zoom, and transform the relationships between your team members?

Jason Treu is a Chief People Officer and employee engagement expert. He spent 15+ years in leadership positions working with Steve Jobs, Reed Hastings (CEO at Netflix), and Mark Cuban. He’s the best-selling author of Social Wealth, that’s sold more than 60,000 copies. His 2017 TEDxWilmington talk focused on “How to Get CoWorkers to Like Each Other.” His team building game Cards Against Mundanity is being used by more than 20000+ employees.

Jason and I talk about how to quickly build deep, authentic relationships, How to develop trust through meaningful conversations, and how teams and organizations benefit when people actually know and care about each other. And, the amazing thing is you don’t need to be together in person to do it!

 

Read the related blog article: The Easiest Way To Create Psychological Safety For Your Team

 

Join the Modern Manager community (www.themodernmanager.co/join) to access dozens of guest bonuses, episode guides and a community of supportive managers in our private Slack team. 

Members get a free 30 min coaching session where Jason can help you strategize and plan for how to use the game and build relationships with your team.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • Despite spending significant time with our colleagues, we actually know very little about each other.
  • When you don’t like someone, you don’t trust them. That leads to creating false negative narratives about their behavior which further distances us from them.
  • The biggest factor in whether a team is high performing or not is the strength of the relationships and cohesiveness of the team.
  • To develop deeper bonds among team members, you need to spend time getting to know them through meaningful conversation.
  • Studies have shown that asking deeply personal questions instantly strengthens relationships and allows people to find common ground through shared experience. This opens the door to repairing previously strained relationships.
  • Include questions such as: “What was the most important lesson you've learned in the last year?” and “If you were to thank o
May 06, 2020
100: What is a Modern Manager?
00:18:34

The expectations for managers have changed over the past century. So what is needed in today’s workplace to be a great manager? To celebrate the 100th episode, I’m sharing my reflections on the differences between a traditional manager and a modern manager.

 

Get the free miniguide for this episode at www.themodernmanager.co/miniguides

 

Get the full episode guide with questions for reflection and suggested behaviors to help you implement the lessons from the episode. Become a member of the Modern Manager community or purchase the guide at the store.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Seven Ways You Can Be a Modern Manager.

 

Key Takeaways:

  • The role and expectations of a manager have changed over the past century. 
  • To be a modern manager means you consider what is best for your team in addition to what is best for yourself.
  • To be a modern manager means you help your team members solve their own problems rather than swooping in to save them.
  • To be a modern manager means you focus on growing and developing your team members in addition to achieving performance metrics.
  • To be a modern manager means you provide autonomy while providing support.
  • To be a modern manager means you do what’s needed even when it is uncomfortable or challenging.
  • To be a modern manager means you invest in developing yourself and take care of yourself so you can do your best work now and in the future.
  • To be a modern manager means you balance logic and love, what is rational with what is best for people.

 

Additional Resources:

mamie@mamieks.com

Apr 29, 2020
99: Show Authentic and Meaningful Appreciation with Dr. Paul White
00:27:59

Do you ever feel like you’ve shown so much appreciation to someone and yet the recipient doesn’t seem to recognize it? This may be due to a mismatch in languages of appreciation. As managers, it’s critical that we show appreciation that is meaningful to our team members, but figuring out how to do this isn’t always obvious.

Dr. Paul White is a psychologist, speaker, and international leadership trainer who “makes work relationships work”. His company, Appreciation at Work, provides training resources for corporations, medical facilities, schools, non-profits, government agencies, over 700 colleges and universities, and in over 60 countries. He is the coauthor with Dr. Gary Chapman of The 5 Languages of Appreciation in the Workplace, which has sold over 400,000 copies. 

Paul and I talk about the five languages of appreciation, how to show appreciation that is actually appreciated, how to not show appreciation that backfires, and basically all things appreciation in the workplace. 

 

Read the related blog article: How To Ensure Your Team Members Feel Valued

 

Join the Modern Manager community (www.mamieks.com/join) to access dozens of guest bonuses, episode guides and a community of supportive managers in our private Slack team. Members get the Motivating By Appreciation Inventory FREE! This assessment helps you discover your preferred language of appreciation and provides an individualized report and list of action items you can share with your team members to help them “hit the mark” in showing YOU appreciation. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • There are five languages of appreciation at work based on Dr. Gary Chapman’s five love languages: words of affirmation; quality time; acts of service; tangible gifts; physical touch.
  • 46% of people prefer Words of Affirmation. This includes verbal and written (paper and digital) communications.
  • When offering words of affirmation, use the person’s name and be specific about what you appreciate and why.
  • Show appreciation for performance and personal qualities such as cheerful attitude, sense of humor, or dedication.
  • Approximately 40% of people prefer to receive praise in private.
  • Quality time focuses on feeling included. This can be done through small gestures such as informal chatting with a person and spending time talking about work, listening attentively, and providing opportunities for mentorship.
  • Acts of service is about helping to make t
Apr 22, 2020
98: Finding Balance as a Manager with Bekka Prideaux
00:28:29

We’re all in search of the perfect balance of our responsibilities as a manager and getting our own work done. But is this elusive balance even possible or will we forever be pulled in too many directions? 

Bekka Prideaux is a Leadership Development Coach and Consultant. Over the past 25 years, she has worked with some of the most recognizable brands in the world to develop great leaders, deliver successful projects and impressive business results. Her clients value her pragmatic and fun approach and the unique blend of experience and expertise that she brings. She believes that success starts with leading yourself and your teams and loves working with people to make that happen.

Bekka and I talk about how to balance getting your own work done and being available to support your team. We get into the three key domains of a manager, dig into effective delegation, and the important nuances of communicating effectively with different team members.

 

Read the related blog article: How to Balance the Three Roles of a Manager

 

Join the Modern Manager community (www.mamieks.com/join) to access a community of supportive managers in our private Slack team. Get The Curious Choice worksheet and 10% off a coaching package with Bekka along with dozens of other guest bonuses and episode guides.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • There is no perfect equation to balancing the role of a manager. But, there is an ideal balance for you and your team at this moment in time.
  • The Curious Choice model says managers have three core responsibilities that overlap in a Venn diagram: (1) leading or setting vision, (2) executing and ensuring others get work done, and (3) coaching and supporting team members.
  • The amount of time you spend doing various activities within the Curious Choice model will depend on your team members, the goals you’re working towards, and other context. It’s important to check in every few months to be sure you’re allocating your time appropriately.
  • Look for activities you can do that hit more than one of those core responsibilities in order to optimize your time.
  • Delegating is a sweet spot as you can do all three at the same time: hand off work and ensure it gets done, explain how this work aligns to the bigger picture, and support the team member to develop new skills or know-how to do this work.
  • Be specific and explicit about what you need from each of your team members. Make it easy for them to give you the right information at the right time, and set them up to successfully complete their work.
Apr 14, 2020
97: Managing Your Team Through a Crisis with Dyan Dolfi-Offutt
00:29:34

A moment of crisis can shatter a team or make it stronger than ever. It’s all about how you respond as the team leader. Right now, surrounded by the uncertainties and tragedies of COVID-19, it’s your turn to step up and manage through this difficult moment.

Dyan Dolfi-Offutt founded Soda Pop Public Relations in 2011 with the goal of doing great work for great people as well as creating a healthy & fun culture for her team. With an experienced team of professionals, Soda Pop PR specializes in media relations, influencer relations, events, and partnerships for food, beverage and lifestyle brands. Over the last eight years, SPPR’s personalized, honest and creative approach has launched over 40 products, managed over 50 influencer campaigns, brokered 100+ partnerships and produced over 90 promotional events resulting in over 7 billion impressions.

A few months ago, before coronavirus shook the world, Dyan experienced a moment of crisis in her business. While the context was different, the lessons learned can be applied to almost any situation. Dyan and I talk about how she approached this difficult moment with her team. What information she shared and when, how she empowered the team and was vulnerable with them, basically how to lead through a moment of crisis. 

 

Read the related blog article: How to Inspire Your Team When Everything Is Falling Apart.

 

Join the Modern Manager community (www.mamieks.com/join) to access a community of supportive managers in our private Slack team. Get 20% PR Therapy calls with Dyan AND a free 1x1 coaching call with me to help you manage through this difficult moment.

You can also win 1 of 5 copies of Surrounded by Insanity: How to execute bad decisions. You must be a member by April 21, 2020 to be eligible. 

And, win 1 of 5 copies of Start At The End: How to build products that create change. You must be a member by April 14, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • You’re only as successful as your team and the people you surround yourself with.
  • When a crisis arises or you face a difficult decision, it’s important not to only think about yourself.
  • When accepting advice from others, take it with a grain of salt. Their situation may be different from yours. Their values may be different. You should listen and then decide for yourself.
  • Be as transparent as possible with your team. Tell them everything you can, even
Apr 08, 2020
96: Become a Virtual Team Overnight
00:14:54

We’re in the middle of a pandemic. Almost overnight, thousands of teams needed to figure out how to do their work virtually, while also navigating the stress of social distancing. Being a manager is hard enough during regular times, but right now is a time when your team members need you most. 

In this episode, I talk through three tips to help you adjust to managing a remote team during social distancing. For more support, scroll down to the resources section.

 

Instead of a mini-guide for this episode, you can download 2 free guides at www.mamieks.com/free

 

Members of the Modern Manager community get a free 30 minute coaching session with me to help them address their most pressing challenges. Become a member of the Modern Manager community

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Be a Rockstar Manager During Social Distancing.

 

Key Takeaways:

  • Give yourself a break. This is a high-stress time and no one expects you to be perfect.
  • Be practical. Give your team members time to adjust to working from home, especially if they have kids around.
  • Delay timelines and push back deadlines when you have wiggle room. This will alleviate some of the stress.
  • Allow “good enough” to be good enough when you can. 
  • Talk with your team about how you will work together remotely. What hours will everyone be available? What tools will you use?
  • Talk with each team member individually about what kinds of support they need from you right now. 
  • Let your team members know what support you need from them, too.
  • Hold a weekly team meeting to connect and stay aligned. Use the first part of the meeting to check in and connect with each other. Use the second part of the meeting to align on work progress, company news, and reflect on how you can work together more effectively.
  • Use a chat app to stay connected at a distance. Set up topics for work and fun.
  • Organize your work topics based on the natural conversations you’d have. Consider also creating topics such as ‘issues’ as a special way to signal when help is needed.
  • Create fun topics such as ‘family time’, ‘coronavirus news’ or ‘funny things.’ Use these topi
Apr 01, 2020
95: Navigating Cultural Diversity with Jonah Fisher
00:31:40

Companies often talk about culture, but rarely talk about cultural differences. When team members from different countries come together, they must navigate their cultural differences and create a shared team culture that enables the team to do great work. 

Jonah Fisher is the Director of Seeds of Peace’s international innovation arm, GATHER. His passion for social innovation has led him to the building of a microfinance organization during the global recession, an interfaith service-learning program during times of unprecedented bigotry in the US, an international social-entrepreneurship accelerator, and most recently, a co-working space for social entrepreneurs in Tel Aviv. 

We talk about culture and what it is, how to read cultural cues, how to connect and build relationships across cultures, how to work with team members around the world at a distance, and how to balance having a consistent culture that is comfortable for everyone and having diversity in culture that enhances the team.

 

Read the related blog article: How To Form A Cohesive Team Across Cultural Divides.

 

Join the Modern Manager community (www.mamieks.com/join) to access a community of supportive managers in our private Slack team. Also, get 1 of 2 coaching sessions with Jonah on social innovation - email mamie@mamieks.com to request one.

 

You can also win 1 of 5 copies of Surrounded by Insanity: How to execute bad decisions. You must be a member by April 21, 2020 to be eligible. 

And, win 1 of 5 copies of Start At The End: How to build products that create change. You must be a member by April 14, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS

  • A person’s culture is influenced by their family and country or society they grew up in. It impacts everything from how they dress to what they eat to how they speak. Often we don’t recognize our own culture until we confront someone with a different culture.
  • Creating a cohesive team culture is challenging when you’re working with people from many different countries. It's important to pay attention to cultural differences as they can be a great strength.
  • Interviewing for cultural fit is important. Cultural fit doesn’t mean everyone has the same culture but rather there is alignment in vision and values so that when there is conflict, it is handled productively.
Mar 27, 2020
[Webinars] March 23 + 24 on Remote Work
NaN

Coronavirus has drastically impacted our daily lives and how we collaborate with colleagues. Check out these three webinars to help you transition to a high performing virtual team. 

www.mamieks.com/webinars

Webinar Bundle includes webinars 1 & 2 
$15 for up to 10 team members (free for members of The Modern Manager community)

Webinar 1: Work Productively From Home
Monday March 23, 1-2pm Eastern

Set yourself up for a productive day with these practical strategies for working from home. Get ideas for how to start and end your day, set up your space, minimize distractions, stay focused and more.

Webinar 2: Become a High Performing Virtual Team
Tuesday March 24, 1-2pm Eastern

Learn approaches, tips, and digital collaboration tools that can help your team quickly become a high performing virtual team. This webinar will orient you to best practices for building relationships at a distance, virtual meeting best practices and tools, staying aligned on work, and more.

Invite up to 9 of your colleagues to join at no extra cost!

**Both webinars will include time for Q&A.
**Both webinars will be recorded and shared with all registrants.

Webinar 3: Lead Virtual Meetings with Confidence with cohost Jackie Miller 
Tuesday March 24, 4-5:30pm
$40 ($32 for members of The Modern Manager community)

We'll explore techniques designed to help you empower your presence on-camera, assert your voice in web-based meetings, and strengthen your virtual communication, meeting facilitation, and management skills.

www.mamieks.com/webinars

Members of The Modern Manager community can access the discount codes at https://www.mamieks.com/member-bonuses

To become a member, go to www.mamieks.com/join

Mar 19, 2020
94: Be a Rockstar Middle Manager with Donald Meador
00:29:19

Do you ever feel like you are sandwiched between upper management and your team members? Being a middle manager is tough, especially when you’re feeling the pressures from all sides. Learning to manage up as well as down will make your job much easier, and make you a rockstar middle manager.

Donald Meador has survived mergers, promotions, re-organizations, and downsizing. He is an author, award-winning speaker and the host of the podcast “The Corporate Middle” where he answers the most common middle management questions.

We talk about the challenges of being a middle manager, how to approach autonomy so that it builds confidence and not a sense of desertion, how to manage up when your boss isn’t giving you the support you want, what to do when you’re handed unrealistic expectations, and how to lead your team when you don't believe in the work you’re doing, and how to make your boss successful so that you’re successful.

 

Read the related blog article: Leading Successfully From The Middle.

 

Join the Modern Manager community (www.mamieks.com/join) win 1 of 5 copies of Surrounded by Insanity: How to execute bad decisions. You must be a member by April 21, 2020 to be eligible. 

You can also win 1 of 5 copies of Start At The End: How to build products that create change. You must be a member by April 14, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

I want to work directly with you! Learn more about my one-on-one coaching services or complete this intake form to see if coaching is the right next step for you. (www.mamieks.com/coaching)

 

KEY TAKEAWAYS

  • Being a middle manager is tough because there is no preparation for it and you’re responsible to people above and below you.
  • Managers, especially senior ones, want you to bring them solutions, not problems.
  • There will always be firsts for you as a manager (first time firing someone, sharing bad news, etc). If yo
Mar 17, 2020
93: How Behavioral Psychology Makes You a Better Manager with Matt Wallaert
00:32:17

Behavioral psychology has typically been used to help therapists provide effective counseling and designers build better products. But we all can benefit from insights about how our brains work. When we apply these lessons to our own work, we can positively impact our teams and our organizations. 

Matt Wallaert is a behavioral scientist working at the intersection of technology and human behavior. A multi-exit entrepreneur and product expert, he is passionate about focusing on behavior as the outcome of everything we build. He is the author of Start at the End: How to build products that create change and no matter where he is, Matt will be in cowboy boots and gesturing wildly. 

Matt and I talk about behavioral psychology and what happens when you think about management as a service, how to use promoting and inhibiting pressures to guide behavior and create an ideal environment, how to set objectives and run pilots to measure process and outcomes, and gather learnings and so much more. 

 

Read the related blog article: Try These Behavioral Science Strategies For Managing Team Behavior.

 

Join the Modern Manager community (www.mamieks.com/join) win 1 of 5 copies of Start At The End: How to build products that create change. You must be a member by April 14, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

I want to work directly with you! Learn more about my one-on-one coaching services or complete this intake form to see if coaching is the right next step for you. (www.mamieks.com/coaching)

 

KEY TAKEAWAYS

  • It’s difficult to manage people if you haven’t articulated what behaviors are desired and why.
  • Promoting pressures make something easier and more likely, while inhibiting pressures make something harder and less likely. As a manager, you can influence behavior by designing promoting and inhibiting pressures.
  • Develop yourself and others to have both deep expertise and broad interests. Spend time learning in your area of specialty and learning in a wide variety of topics even if they&rs
Mar 10, 2020
92: Managing Disruptive Behaviors in Meetings
00:20:34

You’ve planned a thoughtful agenda, sent materials as pre-work, and done everything in your power to set the meeting up for success. But then...someone takes the conversation off track. Or keeps bringing up old business and wants to rehash a decision. Or won’t stop talking. These disruptive meeting behaviors can make it hard to accomplish even the best planned meeting objectives. Effective meeting leaders are prepared to facilitate through these moments of tension to keep the meeting on track. 

The full episode guide includes an overview of five common disruptive behaviors and how to facilitate through them. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store.  

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Learn more about one-on-one coaching at www.mamieks.com/coaching. I’d love to help you implement the learnings and unleash your potential as a rockstar manager.

 

Read the related blog article: Put an End to These Disruptive Meeting Behaviors

 

Key Takeaways:

  • Most people aren’t intentionally being disruptive. They’re simply unaware of the impact of their behavior.
  • By making people self-aware or clarifying expectations, many people will begin to self-regulate.
  • Disruptive behavior 1: going off on tangents. This happens because the agenda isn’t clear, they’re particularly excited about a topic, or something is on their mind that is holding their attention. 
  • When the conversation goes off track, acknowledge the new topic and suggest returning to the agenda at hand. Offer to schedule a follow up specifically on the open topic and use a backburner to document off-agenda topics for future discussion.
  • Disruptive behavior 2: hogging the mic. This happens because extraverts talk to think, people struggle with being succinct, and/or time does not feel urgent.
  • When someone is taking up all the air space, offer to speak with them another time in order to ensure you hear from everyone during this meeting.
  • Disruptive behavior 3: naysaying or revisiting old content. This happens when something feels unsettled or the person is emotionally distracted. 
  • Mar 04, 2020
91: Making Time for Deep, Focused Work with Jake Kahana
00:29:54

We live in a world of distractions. Between the endless buzzes and notifications, and the biological desire for dopamine, it’s almost impossible to expect anyone to concentrate and stay focused for more than 20 minutes. Yet that is exactly what is needed if we want to do deep, meaningful work.

Jake Kahana believes that we can live a healthier life and do our best work by creating  structures and environments that combat digital distraction. He is a cofounder of Caveday, a company established to maximize productivity for individuals and corporations through facilitated focus sessions and deep work training. As a founding US faculty member with The School of Life, Jake teaches workshops in emotional intelligence for corporate teams. He speaks at conferences and companies around the world on creating a relationship to our work that is healthy so that our other relationships can thrive.

Jake and I talk about the challenges of dealing with so many distractions, shallow work, good habits, the difference between productivity and accomplishment, creating a distraction-free environment to do deep work, and how to minimize disruptions and create deep work spaces as a team, even if you’re virtual.

 

Read the related blog article: Master the Lost Art of Concentration by Working Inside the Cave

 

Join the Modern Manager community (www.mamieks.com/join) to a 10-day free trial of Cave Day.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

I want to work directly with you! Learn more about my one-on-one coaching services or complete this intake form to see if coaching is the right next step for you. (www.mamieks.com/coaching)

 

KEY TAKEAWAYS

  • We touch our devices up to 5,000 times per day. It’s become habitual. But it’s OK to be bored. It’s OK to let your mind wander. 
  • We spend too much time doing shallow work like checking email, slack, or quick tasks that make us feel like we’re being productive, but ultimately don’t make progress toward goals.
  • Shallow work feels good in the moment but very unsatisfying at the end of a day, week, or month because nothing important has been accomplished
Feb 26, 2020
90: Culture is Everything with Tristan White
00:30:12

Whether you’re leading a single team or an entire organization, you can’t deny that culture plays a critical role in your experience at work. The challenge is that culture is hard to design, cultivate, and sustain. It’s often the small things that make the most difference. So what can you do to shape a strong, healthy culture?

Tristan White is the founder & CEO of The Physio Co, a unique healthcare business that ranked #1 on BRW’s list of Australia’s 50 Best Places to Work in 2014. The Physio Co has ranked as one of Australia’s 50 Best Places to Work for ten consecutive years (2009-2018), along with being named one of the Best Workplaces in Asia from 2015-2018. Tristan is also the author of Culture Is Everything: The Story And System Of A Start-Up That Became Australia's Best Place To Work.

Tristan and I talk about the four secrets to powerful culture that Tristan has learned over more than a decade of leading and growing his own company. We take a deep dive into execution and appreciation - how to do those to critical activities in alignment with your values whether your leading one team or an entire organization.

 

Read the related blog article: How To Design and Implement The Optimal Workplace Culture

 

Join the Modern Manager community (www.mamieks.com/join) to get a free digital e-book of Culture Is Everything so you can discover even more of Tristan’s insights into building a strong, healthy culture.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

I want to work directly with you! Learn more about my one-on-one coaching services or complete this intake form to see if coaching is the right next step for you.

 

KEY TAKEAWAYS

  • Based on years of experience building his own company, Tristan developed the Culture is Everything system which is composed of four parts: (1) Discover the core, (2) Document the future, (3) Execute relentlessly, and (4) Show more love.
  • Discover the core is all about having a clear purpose for why the organization exists. It should be short and sharp. 
  • In addition, it includes identifying three - five core values that describe how the team behaves. These should be action statements not just words or phrases. 
Feb 19, 2020
89: Growing into an Inclusive Leader
00:35:44

Good intentions just aren’t enough when it comes to being an inclusive leader and creating an environment that truly embraces diversity. I learned that the hard way. It requires a personal journey in which you learn about yourself and others, but by doing so, you are able to become an empathic and inclusive leader needed to build a thriving team in which all people flourish. 

Jennifer Brown is a leading diversity and inclusion expert, dynamic keynote speaker, best-selling author, award-winning entrepreneur and host of The Will To Change podcast, which uncovers true stories of diversity and inclusion. As the founder, president and CEO of Jennifer Brown Consulting, her workplace strategies have been employed by some of the world’s top Fortune 500 companies and nonprofits to help employees bring their full selves to work and feel Welcomed, Valued, Respected and Heard℠.

Jennifer and I talk about what diversity and inclusion really means, the personal journey of engaging in being a more inclusive leader, what you can do to support your learning, and a whole lot more. And, you’ll hear about my own learning journey when it comes to implicit bias and being an inclusive leader. This is deep and challenging work and it is so important.

 

Read the related blog article: Start Your Journey of Inclusive Leadership With Small Steps

 

Join the Modern Manager community (www.mamieks.com/join) to get 20% off JBC’s upcoming DEI Foundation’s course which will equip you with the knowledge you need to meet the challenges of this changing world of work so you don't get left behind. Learn more about the course at: https://jenniferbrownconsulting.lpages.co/

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

KEY TAKEAWAYS

  • Embracing diversity and inclusion is more like building a new muscle than putting on a pair of glasses. It requires noticing and making different choices.
  • There are visible and invisible forms of diversity: Gender, Race, Ethnicity, Sexual Orientation, Disabilities, Mental Health, Neuro-Diversity, Veteran Status, Age, Parental Status. 
  • Unconscious bias exists in everyone and it doesn't make us a bad person. Being well intentioned or holding morally just values is not enough because bias lives below the surface.
  • <
Feb 12, 2020
88: Models and Methods of Decision-Making
00:18:08
Decision-making can be one of the most challenging aspects of a manager’s job. You want to empower your team, but worry about whether they’ll make a decision that derails the project or negatively impacts your stakeholders. Finding the right balance is easier than you might think once you have a model for determining which decisions should be delegated and a clear method for identifying who will be engaged in the decision-making process and how. 
 
In this episode, I’ll walk through a few different decision-making models that should help give you some frameworks to apply to your decision-making. We’ll cover how to think about who owns which decisions, different ways to be involved in decision-making, and different processes for making decisions.
 
 
The full episode guide includes an overview of each of the models. Get it when you join the Modern Manager community or purchase the full guide at www.mamieks.com/store.  
 
 
Get the free mini-guide which includes the risk/changeability matrix at www.mamieks.com/miniguides.
 
 
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
 
 
Read the related blog article: Make Better Decisions Faster
 
 
Key Takeaways:
  • When decisions are made by those closest to the work, decision quality and speed go up. 
  • Research consistently shows that when decision-making authority is shared, productivity goes up, trust increases, and employees are more engaged.
  • Fears around decision-making are essentially fears around risk. To determine what constitutes a risky decision, consider the impact (high/low) vs changeability (high/low).
  • Decisions that are low impact/high changeability are very low risk and should be delegated.
  • Decisions that are high impact/low changeability are very high risk and should generally be owned by the appropriate level of leadership.
  • To ensure the best thinking in included in a decision, use the RAPIDS model: (R)eccomend - who is offering the options and making a recommendation? (A)gree - whose input must be included and who must agree with the decision in order for it to stand? (P)arameters - who sets the scope or boundaries of the decision and what’s acceptable? (I)nput - whose input is needed or who has an important perspective to consider? (D)ecide - who is actually making the decision? (S)hare - who must be informed of the decision after it’s been made? 
  • Create a RAPIDS model before a project or decision is begun in order to avoid ambiguity or frustrations down the road.
  • When making a decision as a group, there are generally 3 models: Concurring - everyone agrees to the decision, Majority Rules - a vote is taken and the majority wins regardless of the strength of the nay votes, Consensus - everyone is comfortable going forward and agrees not to block or undermine the decision even if they dont agree with it.&n
Feb 05, 2020
87: What to Do About Gender Bias in the Workplace Andie Kramer and Al Harris
00:28:24

Despite our best efforts, it's hard to ignore gender in the workplace. Gender roles and stereotypes have been reinforced in us since birth. Often, we don’t even realize our unconscious gender biases and their impact. If we truly want to create a work environment that rewards on merits, we must address gender with eyes wide open. 

Andie Kramer and Al Harris, they are married practicing lawyers. They have been mentoring women and speaking and writing about gender communication for more than 30 years. They offer women unique, balanced, and highly practical advice they can use to prevent gender biases from slowing or derailing their careers. Andie and Al also present arresting information and compelling examples for male audiences to make them aware of and sensitive to the gender biases that hold women back—even in the most well-intentioned organizations. This power couple provides organizations with concrete, non-disruptive suggestions for workplace changes that will make women’s career opportunities more comparable to men’s.

 

Read the related blog article: The Surprising Truth About Gender Bias in the Workplace

 

Join the Modern Manager community (www.mamieks.com/join) to get 3 tip sheets from Andie and Al: 

  1. Gaslighting Tip Sheet: This guide offers nine tips on how to respond when women are told they are imagining gender bias. 
  2. Preventing Interruptions: This sheet provides tips on how to avoid being interrupted, and what to do when you are interrupted.
  3. Saying “No”: This guide walks you through the thought process of What to when you are asked to do something that won’t advance your career.

Join by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

KEY TAKEAWAYS

  • Jan 29, 2020
86: The Root Cause of Employee Dis-Engagement with Tevis Trower
00:29:24

With so much emphasis on employee engagement programs, there is very little emphasis on the root cause of employee dis-engagement. Despite the overwhelming research on the negative effects of employee dis-engagement, very little is actually being done to move the needle. No amount of money or attention on employee reward programs, wellness efforts, or engagement programming will make a difference if we don’t address the underlying issue.  

Tevis Trower helps organizations optimize their most precious assets: humans. As a “corporate mindfulness guru” she has served clients in over 70 markets, clients include HBR, YPO, PWC, KKR, Soros, Bloomberg, Viacom, Google and AOL/HuffPo on mindfulness, executive lifestyle, mastery, innovation, and sustainable success. She's a forever beginner guitarist, snowboarder and surfer.

Tevis and I talk about the power of the beginner mindset, the root causes of employee dis-engagement, how to gain perspective on your own behaviors that could be contributing to a poor culture, and the challenges of trying to change the leadership above you. 

 

Read the related blog article: Why Isn’t Your Employee Engagement Program Working?

 

Join the Modern Manager community (www.mamieks.com/join) by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

KEY TAKEAWAYS

  • When you have high expectations of yourself and you’re in the beginning or early stages of your skill development, it can be hard not to judge yourself. Instead, especially in areas that are for fun (e.g. hobbies) and you won’t ever be an expert, give yourself permission to be an “always beginner.” 
  • An “always beginner” has the mindset that I’m learning exactly what I should be, I’m as far along as I should be, and I’m enjoying this moment for what it is without the pressure of seeing it as a only a step to some desired future.<
Jan 21, 2020
85: Self-Esteem, Motivation, and The Manager's Role with Steven Sisler
00:34:38

Motivation is a complicated beast. Almost every manager questions how to best motivate their team members at some point. External motivators can only take us so far. The real magic happens when we align internal motivators with the work context. Then, you don’t have to motivate people at all - they’ll motivate themselves.

Steve Sisler is a Behavioral Analyst, speaker and author. Steve's consultation involves personality difference, leadership strategy, cultural differences, and temperament strategy. Working with clients in more than 18 countries, Steve gathers behavioral and attitudinal information on individuals within corporate settings and develops strategies for effective leadership, teamwork, and entrepreneurial success

Steve and I talk about motivation, how to position your job and those you hire so that the way you naturally think is what will make you successful in the role, the sad reality of self-esteem, simple things you can do to be a rock star manager, and what to avoid doing.

 

Read the related blog article: How Motivation And Self-Esteem Influence Performance And Success 

 

Join the Modern Manager community (www.mamieks.com/join) by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible. 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 

 

KEY TAKEAWAYS

  • The optimal way to motivate people is to align their internal drive with the work setting so that they are self-motivated. It’s almost impossible to get someone to consistently think or act in ways that don’t feel natural to them.
  • Your job as a manager is to figure out each person’s motivators and help create the context for them to thrive. When you put people in a situation in which their natural inclinations align with what the circumstances call for, they will automatically be motivated.
  • T
Jan 15, 2020
84: Before You Create a Work Plan, Create a Project Profile
00:24:35

Most people think of project planning as the execution plan: Who needs to do what by when. But before we get to milestones, RACIs, or fancy gantt charts, it’s important to align the team up front on the strategy and scope of the project. Without this critical step, it’s easy for projects to go off course, friction to arise between team members, and time, energy and money to be wasted.  

In this episode, I walk through a tool I’ve used for years to help me and my team plan projects. The Project Profile is designed to create shared understanding, elicit the best thinking, generate buy-in and streamline the execution. 

The full episode guide includes the Project Profile template, a completed example Project Profile, and detailed instructions for how to use it with your team.  Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store. 

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Register by January 10, 2020 for Make More Time: Everything a Manager Needs to Know to Delegate Successfully at mamieks.teachable.com/p/delegation

 

Read the related blog article: Do This Before You Start Your Next Project

 

Key Takeaways:

  • Teams often jump from a goal to a work plan without first aligning on the project’s scope and strategy. This causes unnecessary friction, complexity, stress and lost time/money.
  • Using at Project Profile can align the team, increase buy-in, generate stronger thinking, and streamline execution.
  • The Project Profile consists of a series of sections each of which addresses a different aspect of the initiative. It is designed to get the team thinking deeply about the work and includes (1) Context, (2) Objectives, (3) Goals, (4) Measures of Success, (5) Assumptions, (6) Strategic Questions, (7) Watch-outs, (8) Resources, (9) Stakeholders, (10) Working Agreements, (11) Exclusions.
  • There are two primary approaches to using a project profile. Option 1: One person begins a draft and shares it with the group to enhance as a collaborative document. Then the team gathers to work through it together and agree on a final draft. Option 2: the group works together from the start during a half-day project kick-off session. 

mamie@mamieks.com

Jan 07, 2020
83: The Benefits of Cross-Generational Dialogue at Work with Phyllis Weiss Haserot
00:20:19

Organizations have up to five generations in the workplace, yet most people tend to congregate with others of the same generation. Even more problematic is the fear that sharing knowledge or making introductions for colleagues will somehow negatively impact one’s own career. As a manager, it’s your job to create an atmosphere of open dialogue where everyone can learn from one another, regardless of age.   

Phyllis Weiss Hazero is the foremost workplace expert on cross-generational dialogue at work. Her newest book You Can’t Google it! The Compelling Case for Cross-Generational Conversation at Work explores generational challenges and opportunities. Phyllis is President of Practice Development Counsel, a business development and organizational effectiveness consultancy, as well as a speaker and blogger on intergenerational relations issues.

Phyllis and I talk about the importance of building relationships across generational cohorts and how you can help create a culture of dialogue. We discuss various alternatives to traditional measures of age, mutual-mentoring, and how to open a conversation with someone you’d like to teach or learn from.

 

Read the related blog article: Create a Culture of Cross-Generational Dialogue at Work

 

Join the Modern Manager community (www.mamieks.com/join) to get two digital downloads on cross-generational dialogue at work -- 10 Tips for Achieving a Culture of Generational Inclusion, Engagement and Belonging and How to Maximize Cross-Generational Working Relations with Conversations Each Generation Wants to Have.

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Register for my course on delegation: Make More Time: Everything a manager needs to know to delegate successfully. Registration closes January 10, 2020. Early bird pricing ends December 31, 2019. 

 

Members of The Modern Manager community get 10% off!

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues.

 

KEY TAKEAWAYS

  • Organizations can have as many as five generations in their workforce.
  • Age no longer provides an accurate depiction of a person. We must stop making assumptions about what people know, are capable of, or are interested in, based on age.
  • In addition to major societal influences, many things help shape us including religion, where we grew up, educational environment
Dec 25, 2019
82: Measuring Outcomes Not Outputs with Jeff Gothelf
00:28:35

Why are big tech companies so successful? It’s not just that they create amazing products leveraging the newest technology. According to this week’s guest, it’s how they approach their work by focusing on continuous customer engagement and measuring outcomes. Even if you’re a service business, or an HR team inside a manufacturing company, or a small business retailer, we can all improve when we measure outcomes instead of outputs.

Jeff Gothelf. Jeff helps organizations build better products and executives build the cultures that build better products. He is the co-author of the award-winning book Lean UX and the Harvard Business Review Press book Sense & Respond. Jeff works as a coach, consultant and keynote speaker helping companies bridge the gaps between business agility, digital transformation, product management and human-centered design. Most recently Jeff co-founded Sense & Respond Press, a publishing house for practical business books for busy executives. 

Jeff and I talk about how every team can benefit from managing themselves as if they were a technology company. He explains how to be in continuous conversation with your customers no matter who you define as your customers, so you can always be learning and improving. And we talk about how to shift the mindset and measurements of success from outputs to outcomes and why this is so critical for long term success.

 

Read the related blog article: Outputs or Outcomes: Measuring What Matters

 

Join the Modern Manager community (www.mamieks.com/join) to get a free digital copy of Jeff’s latest book: Lean Vs Agile Vs Design Thinking to members of The Modern Manager community.  -- This short, tactical book reconciles the perceived differences in Lean Startup, Design Thinking, and Agile software development by focusing not on rituals and practices but on the values that underpin all three methods.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Register for my course on delegation: Make More Time: Everything a manager needs to know to delegate successfully. Registration closes January 10, 2020. Early bird pricing ends December 31, 2019. Get a special bonus PDF “5 Common Mistakes to Avoid When Delegating” for free when you sign up before December 20th. 

 

Members of The Modern Manager community get 10% off!

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues.

 

Dec 17, 2019
81: You May be Unknowingly Self Sabotaging with David Neagle
00:28:27

We all have moments when we get in our own way. Our conscious mind is saying “this is what I want” but our subconscious mind is saying “actually...I don’t think so.” This result is a confusing mess of self-sabotaging behaviors. 

David Neagle is the founder of the multimillion-dollar global coaching company Life Is Now, Inc, helping thousands of entrepreneurs, experts and self-employed professionals gain the confidence and find the right mindset to increase their revenue, turning their endeavors into seven- and eight-figure ventures. He is also the bestselling author of The Millions Within, a book focusing on intention, focus and awareness to build your dream business and life.

David and I talk about how self sabotaging works, why we self-sabotage, how to overcome your own tendencies to self-sabotage, and how to talk with your team about their self-sabotaging. 

 

Read the related blog article: Why We Self-Sabotage and What We Can Do About It

 

Join the Modern Manager community (www.mamieks.com/join) to get David’s course The Art of Success for free. The Art of Success is truly a tool of self-empowerment like none other. It teaches you exactly HOW to rise above your circumstances and live a stronger, more liberated, more fulfilling life.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox: mamieks.com/join

 

Register for my course on delegation: Make More Time: Everything a manager needs to know to delegate successfully. Registration closes January 10, 2020. Early bird pricing ends December 31, 2019. Get a special bonus PDF “5 Common Mistakes to Avoid When Delegating” for free when you sign up before December 20th. 

 

Members of The Modern Manager community get 10% off!

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Key Takeaways:

  • The brain is hardwired to keep us safe, alive and reproducing. Anything that threatens those (think: anything that requires a change and feels risky) can trigger a self-sabotaging behavior.
  • Self-sabotaging tends to occurs in one of two ways: (1) we get hyper-focused on something irrelevant and (2) we create a problem for ourselves.
  • In both cases, it’s subconscious, but we let our attention be drawn from where it should be and instead focus on a distraction.
  • Once you agree with the distraction
Dec 11, 2019
80: Shift Your Mindset and Start Delegating
00:18:50

Delegation is a critical skill for any manager, but did you know it’s also a mindset? Many of us have had less than ideal experiences delegating in the past, making us weary of trying again. It’s almost impossible to delegate successfully if deep down, you don’t believe it will work out. It’s time for a shift in mindset.

In this episode, I talk through three common fears around delegating (which I’ve personally experienced and heard from other managers) and how to shift your approach so you can move past these excuses and prepare to delegate effectively. 

The full episode guide includes an overview of the 5 common fears, questions for reflection and recommendations for how to move past your concerns. Get it when you join the Modern Manager community or purchase the full guide individually at www.mamieks.com/store.  

 

Get the free mini-guide for this episode at www.mamieks.com/miniguides.

 

Register for my course on delegation: Make More Time: Everything a manager needs to know to delegate successfully. Registration closes January 10, 2020. Early bird pricing ends December 31, 2019. Get a special bonus PDF “5 Common Mistakes to Avoid When Delegating” for free when you sign up before December 20th. 

 

Members of The Modern Manager community get 10% off!

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Prepare Your Mind to Delegate Successfully

 

Key Takeaways:

  • Delegation is one of the best ways to create more time for yourself.
  • Delegating requires the right mindset along with an effective process for planning, communicating and managing to a successful result.
  • Often we avoid delegating out of fear. Three common fears are: (1) Fear we’ll look bad; (2) fear we’ll spend more (rather than save) time; and (3) fear of letting go of what we enjoy. 
  • Your time is your most precious resource. If you believe that, why would you spend it on activities that are not the most meaningful or valuable for you?
  • Start small and build trust over time. Delegate a task (straightforward) before handing over an outcome (complex or uncertain).
  • Delegate the first draft or a component of the work instead of the entire piece.
  • Just because you enjoy
Dec 03, 2019
79: Start off Strong as a Manager with John Murphy
00:29:26

Being a manager is tough. Being a new manager is really tough, even if you’ve done it before in another company or with another team. There are a few things you can do to start off strong whenever you’re taking on a new managerial role. But we can all learn from these lessons whether you’re brand new or have been with the same team for years. 

John Murphy is the author of 10 Key Traits of Top Business Leaders and creator of the First 100 Days Plan course for new managers. He is an internationally successful coach, author and speaker. He began his corporate career as a salesman and progressed to being CEO of a Pan European Group. 15 years ago, he set up John Murphy International to help business owners, senior executives and management teams deliver what they are capable of. John has worked with global companies like Pfizer, Airbus, Johnson & Johnson and Vodafone.

John and I start our conversation talking about the mindset of a successful manager and servant leadership, and then we hit a twist and transition into the topic of critical things to do as a new manager to set yourself and your team up for success. 

 

Read the related blog article: Move From Individual Contributor To Effective Manager

 

Join the Modern Manager community (www.mamieks.com/join) to get a digital copy of John’s book: 10 Key Traits of Top Business Leaders. Plus, get access to dozens of other guest bonuses and episode guides when you join.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox: mamieks.com/join

 

I’m interested in hearing about your experience working for a rockstar manager. Please share your story at www.managerialgreatness.com

 

KEY TAKEAWAYS:

  • As an individual, you are measured by what you accomplish. As a manager, you’re measured by what your team accomplishes.
  • The old ‘command and control’ mentality is outdated and adds to the disengagement of team members. A support and serve mentality is needed in today’s workplace.
  • Your job is to help your team members become the best version of themselves, to become very effective and efficient at what they do. 
  • 60% of first time managers don't celebrate their second anniversary. Being a new manager is extremely challenging.
  • When taking on a new managerial role, be
Nov 27, 2019
78: Don’t Let Fear Control You (or Your Colleagues) with Ruth Soukup
00:29:40

Fear is one of our most natural instincts. At its best, fear drives us to make good choices that preserve our safety and security, but at its worst, it inhibits us from taking risks and moving forward. After surveying more than 4,000 people, seven patterns of fear emerged. Knowing your fear pattern, and your colleagues', can help you all achieve your goals. 

Ruth Soukup is a New York Times bestselling author dedicated to helping women overcome fear and create a life they love. Through her blog, Living Well Spending Less, which reaches more than 1 million women each month, she encourages her readers to follow their dreams and reach their goals. She is also the host of Do It Scared® podcast, the founder of the Living Well Planner® and Elite Blog Academy®, as well as the author of five bestselling books. Here newest book, Do It Scared®: Finding the Courage to Face Your Fears, Overcome Obstacles, and Create a Life You Love will be available in May 2019. 

Ruth and I talk about the 7 fear archetypes each of which has strengths and struggles, we get into my fear archetype, which is a very common one, as well as specific things you can do to manage and reduce your fears. And, we get into how knowing your team members fear archetypes can help you be a better manager and so you can better support your team members.

 

Read the related blog article: Take Control and Conquer Your Fears

 

Join the Modern Manager community (www.mamieks.com/join) to get Ruth’s guide to picking an accountability partner that matches your Fear Archetype. So after you complete the free Fear Assessment, you can use the criteria to help pick an accountability partner that matches your archetype and is a good fit for your needs. Plus, get access to dozens of other guest bonuses and episode guides when you join.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox: mamieks.com/join. 

 

I’m interested in hearing about your experience working for a rockstar manager. Please share your story at www.managerialgreatness.com

 

KEY TAKEAWAYS:

  • Complete the fear assessment to better understand your fear archetype. https://doitscared.com/dis-assessment/
  • Often fear is unconscious or we experience it as overwhelm, anxiety, feeling stuck or depressed.
  • Once you bring your fear to the surface and recognize it, you can do something about it.
  • Fear does not present the same for everyone but there are seven patterns of fear or fear archetype: (1) The Procrastinator, (2) The Rule Follower, (3) The People Pleaser, (4) The Outcast, (5) The Self-Doubter, (6) The Excuse Maker, (7) The Pessimist.
  • Each fear archetype has positive qualities that serves us and negative qualities that inhibit us.
  • <
Nov 19, 2019
77: How to Facilitate an End of Year Reflection with Carey Jaros
00:31:02

It’s that time of year again, when many of us begin thinking about what we’ve accomplished and where we’re headed - in business and in life. Using a structured process to help you reflect on the past year and plan for the next year creates a sense of accomplishment and momentum to move you into the future.  Doing it as a team helps build relationships, increases morale, and offers opportunities to support one another.

Carey Jaros is Chief Operating Officer at GOJO Industries, inventor of PURELL® Instant Hand Sanitizer. Carey will become President and Chief Executive Officer on January 1, 2020. As an executive, board member, and investor, Carey has worked on and in over 50 organizations— from startups, to established public and private companies, to non-profits.  She spent the first decade of her career at Bain & Company, before taking on progressive operating roles in several other companies.

Carey walks me through her end of year reflection process that she’s used for years with her teams. She explains the various sections, including exercises and objectives of each, so you can use this process with your team.

 

Read the related blog article: Engage Your Team in Purposeful Reflection and Planning

 

Join the Modern Manager community (www.mamieks.com/join) to get the worksheets Carey uses for each activity. Plus, get access to dozens of other guest bonuses and episode guides when you join.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox: mamieks.com/join. 

 

I’m interested in hearing about your experience working for a rockstar manager. Please share your story at www.managerialgreatness.com

 

KEY TAKEAWAYS:

  • Plan to spend 3-4 hours using this reflection and planning process. Be sure to send an agenda or share the concept of the session with your team so their expectations are set prior to attending the session.
  • Begin with the “future self” - what does your life look like in 15 years? This gets people to think beyond incremental shifts to their current life.
  • Next, generate your top 3 x top 3 - what are you most proud of accomplishing this year (1) with your team, (2) individually at work, (3) in your personal life? Identify three items for each category.
  • For each accomplishment, reflect on whether you had a goal and a plan? Help the team recognize that when you have a goal and a plan, you’re more likely to accomplish it.
  • Identify up to 10 areas of your life and describe what fulfillment or satisfaction looks like for each. On a scale of 1-5, how satisfied are you now and how satisfied would you like to be in 5 years?
  • Two common ways to reallocate your time are to (1) outsource e.g. delegate or hire someone and (2) double up i.e. combine
Nov 12, 2019
76: Bring Team Values to Life
00:15:16

How often does your team talk about goals (or impact or accomplishments)? And how often do you talk about your values? 

Too often team or organizational values are meaningless words on the wall (or website). Unless we intentionally take steps to bring these values, the beautifully crafted inspirational values will likely never become core to the culture. 

In this episode, I talk through various strategies to help bring your values to life. I discuss how to translate values into norms or behaviors, how to incorporate values into your accountability systems, and how to modify your ways of working to reflect your values.

The full episode guide includes a sample agenda, activities, and examples to help your team translate it’s values into norms and incorporate them into your ways of working. Get it when you join the Modern Manager community or purchase the full guide at www.mamieks.com/store.  

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Live Your Team Values Every Day

 

Key Takeaways:

  • Values on their own will not change a culture. It takes intentional effort to embrace the values and make them part of your team’s daily experience.
  • Norms can be explicit and implicit. Often we take cues from observing our colleagues to help us understand what behaviors are expected and accepted. 
  • When norms are not intentionally developed based on the team’s values, they emerge organically. In this case, they are typically derived from the team leader and/or the loudest personalities. 
  • To generate norms as a team, ask the group, “for each value, what behaviors would we observe if people were living this value?”
  • Collectively identify the top 1-3 norms to focus on first. These could be the easiest to implement, most needed, greatest ROI, etc.
  • Elevate the norms to the same level of importance as your team’s goals. Talk about them wherever you’d talk about goals.
  • Share stories of when you’ve observed people upholding the norms and values.
  • Incorporate ratings or reflection questions specifically about upholding the team values and/or norms into your performance review process.
  • Include developing skills and capabilities rela
Nov 05, 2019
75: Working with (or Being) Highly Sensitive People
00:32:57

Do you ever find yourself doing anything but what you should be? Are you highly creative, imaginative and loving? Does it ever seem like you’re too empathetic?

These are just a few characteristics of a highly sensitive person. Note: Being highly sensitive is not the same as being highly emotional. HSPs are more attuned to the world around them due to how their brain is wired. As you’ll soon learn, there are pros and cons to this ability. 

Heather Dominick is the founder and leader of the Highly Sensitive Entrepreneur® movement.  She has helped thousands of HSE®s release life-long limiting beliefs, overcome fears and learn how to build their business in a way that actually feels so good that they can’t help but create solid, sustainable, high level financial success.

Although Heather’s work has been primarily focused on entrepreneurs, the lessons and insights are relevant to managers and their direct reports, too. Heather and I talk about what it is to be a highly sensitive person, the shadows and strengths of HSEs, how to move from coping mechanisms to healthy behaviors, and how to identify if your colleague may be highly sensitive.

 

Read the related blog article: Embracing Your Strengths as a Highly Sensitive Manager

 

Join the Modern Manager community (www.mamieks.com/join) to get a discount on Heather’s course Business Miracles.  Get access to dozens of other guest bonuses and episode guides when you join.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox: mamieks.com/join. 

 

KEY TAKEAWAYS:

  • 15-20% of the population is highly sensitive. This means their nervous system is wired to take in more information through their 5 senses.
  • There are 12 common strengths of highly sensitive entrepreneurs. Each of these strengths has a shadow for when it’s overused and starts to inhibit the individual.
  • HSEs often use coping mechanisms to help them avoid feelings of stress and overwhelm. For example, some will busy themselves with other seemingly meaningful tasks (but which actually don’t move the work forward) while others will over-invest in getting the work done, burning themselves out in the process.
  • HSEs have a strength of empathy with a shadow of over-responsibility. It’s powerful to be highly attuned to the feelings and experiences of others, but not healthy to always feel responsible for those feelings and experiences. 
  • HSEs have a strength of creativity with a shadow of overwhelm. It’s powerful to have lots of ideas to pursue, but not healthy to avoid the work or burnout because of all the details and workload.
  • Step one is to recognize if you and/or a colleague is highly sensitive. Then you can start to notice what triggers you and what coping mechanisms you typically turn to.
Oct 29, 2019
74: When and How to Quit with Dr. Stan Robertson
00:30:11

“Winners never quit and quitters never win.” Oh yah? Says who? 

Dr. Stan Robertson is an author, coach and speaker, and has come to be known as “the quit doctor” because of his relentless determination to heal the world of the stigma and shame associated with the concept of quitting.

Dr. Stan and I talk about why quitting has a bad rap, when to quit and when not to, and how to quit successfully because quitting can be surprisingly difficult.

 

Read the related blog article: Time to Stop: Quitting Can Lead to Greater Success

 

Join the Modern Manager community (www.mamieks.com/join) to get a discount on Dr. Stan’s book Quit: The Last Principle of Success.  Get access to dozens of other guest bonuses and episode guides when you join.

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS:

  • American culture reinforces the idea that quitting is for losers, creating negative connotations and emotional baggage around quitting.
  • Our brains are hardwired for completion. Research shows that when we stop before something is done, we have a hard time letting it go. We continue to spend mental energy on the unfinished task.
  • There are times when quitting is the right thing to do: (1) you’re overly focused on being right and therefore not making room for others, (2) you’re ignoring bad news, (3) you’re not getting the expected ROI, (4) your priorities have changed.
  • There are times when persevering is the right thing to do: (1) you’re feeling undervalued, (2) the work is challenging, (3) you’re frustrated by someone else’s success.
  • The key is to know when to stop and redirect your efforts compared to when to keep going and build your competency.
  • To help you quit, follow this acronym: Q = quit quickly. It’s better to identify early when things aren’t working so you can save time and energy for more optimal work. U = understand associated negative emotions. Know that you’re likely to feel uncomfortable about quitting, and that’s OK. Recognize the feelings and let them go. I = initiate a new behavior. Quitting is easier when you’ve replaced the old behavior, strategy or goal with a new one that you can focus on. Through the process of identifying the new, you’ll feel less loss for the old. T = transform your behavior. Make the new behavior, goal or strategy stick by making any additional changes to your environment, skill set,
Oct 23, 2019
73: Tactical and Adaptive Performance with Lindsay McGregor
00:29:43

A rockstar manager does more than make sure timelines are met and goals accomplished. They know how to get an individual or team to do the best work of their lives while finding satisfaction or meaning in the process. As this week’s guest learned, it’s not about being nice, but instead about how to be authentically yourself while enabling people to accomplish more than they ever thought possible.

Lindsay McGregor is the co-author of New York Times bestselling book, Primed to Perform: How to Build the Highest Performing Cultures Through the Science of Total Motivation. She is also the CEO and co-founder of Vega Factor, a startup building technology to help organizations transform their cultures. Previously, Lindsay led projects at McKinsey & Company, working with nonprofits, universities, school systems and Fortune 500 companies. 

Lindsay and I talk about being nice and being a leader, how to manage for both tactical performance and adaptive performance, how various motivations can help or hinder performance, and what you can do to increase TOMO - that stands for total motivation.

 

Read the related blog article: Manage Adaptive Performance, Achieve Exceptional Outcomes

 

Join the Modern Manager community (www.mamieks.com/join) to get a complimentary session with one of Linday’s colleagues to plan next steps based on your team survey results. Plus, one member will will a signed copy of Primed to Perform.  

 

Become a member by Friday October 18, 2019 to be eligible for a free private coaching session with prior guest Lindsey Caplan of episode 70.

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS:

  • Every manager must manage two types of performance: (1) Tactical performance: codifying best practices and lessons learned, keeping everyone aligned on what to do and how to do it. (2) Adaptive performance: creating conditions for and facilitating learning, problem solving, and innovation.
  • To enable adaptive performance, it helps to understand people’s motivations. Not all motivations will inspire people to achieve their best performance, especially when creativity, risk taking and growth are involved.
  • The three positive motivations are: (1) Play: find joy in doing the work itself; (2) Purpose: the work leads to a meaningful, desired outcome; (3) Potential: the work positions you for something desired in the future.
  • The three negative motivations are: (1) Emotional Pressure: do the work out of fear of disappointment or missing out, shame, or guilt; (2) Economic Pressure: the carro
Oct 15, 2019
72: How to Create Team Values
00:16:02

In his book Traction: Get A Grip On Your Business, Gino Wickman says you have to have “the right people in the right seats.” Team values help ensure you have the 'right people' by making explicit the way the group expects people to act and interact. By doing so, you are able to elevate 'how work gets done' to the same importance as 'what is accomplished.' 

In this episode, I explain what team values are, how they differ from organizational or personal values and how to create them with your team. 

The full episode guide includes a list of value terms to select from, an overview of the values structure and process, examples and templates. Get it when you join the Modern Manager community or purchase the full guide at www.mamieks.com/store.  

If you work for a nonprofit or government agency, email me for 20% off any membership level.

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Align Your Team by Creating Shared Values.

 

Key Takeaways:

  • Unlike organizational values, which apply to all employees and are part of the “north star” that guides the enterprise, team values focus on what matters most to this particular group.
  • When someone isn’t acting in alignment with your team’s values, you can work with them the same way you’d work with a team member to develop any competency or skill.
  • To create team values, gather input from the entire team on the values they believe are important. It’s OK for these values to be aspirational.
  • Group the values by theme and together decide which groupings are most critical. Aim for 5-7 in total.
  • A team value has three components: (1) the term, (2) the definition, (3) what it’s not.
  • Create draft values that include a suggested term, starting statement that further illuminates what this value represents, and a starting statement of what it’s not which depicts what overuse of this value might be.
  • Enhance these statements as a group with the goal of good enough to go forward. It’s OK if not everyone feels fully aligned as these are the team values, not a collection of individual values.
  • Oct 09, 2019
71: How to Respond, Not React with Ron Shuali
00:16:23

Respond, don’t react. Easier said than done. When our emotions take over, our logical brain shuts down, increasing the possibility we’ll say things we don’t mean or make poor decisions. Yet we have more control over our emotional response than you might think.

Ron Shuali holds a Master of Education and has spent over 15 years presenting in the  education marketplace. He is a best selling author, top motivational speaker and most importantly…He is funny. He presents keynotes, school assemblies and workshops all over the United States on issues related to bullying. His study of martial arts, yoga, reiki and improv rounds out a powerful hero for what is right.

In this episode, Ron offers a fresh perspective on how we overemphasize emotions and the power we give to other people to influence our emotional state. We share approaches and tips for how to manage your own emotional response and how to deal with other people’s emotional moments. 

Note: This episode is an experiment. Rather than playing the full interview, it’s a solo-guest mashup. Please share your thoughts on this format - whether you love it or not - and any suggestion for the future. Email me at mamie@mamieks.com.

 

Read the related blog article: Don’t Let Your Emotions Control You

 

Join the Modern Manager community (www.mamieks.com/join) to get a free session with Ron on workplace or school bullying. Plus, get a chance to win a free coaching session with Lindsey Caplan of episode 70. Become a member by Friday October 18, 2019 to be eligible.

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS:

  • Your emotions are yours. No one can make you feel anything.
  • We’ve been conditioned since childhood to over-emphasize our emotions and the way other people make us feel.
  • Words have inherent meaning, but we often ascribe additional meaning or interpretation to them. 
  • Recognize your physical signs of emotional stress. Use these to help you trigger a thoughtful response.
  • Apply Mel Robbins’s 5 second rule whenever you feel your emotions taking over. Count down from 5, then decide how to respond.
  • Ask yourself, are these emotions helping me right now? Or not?
  • If someone is having an emotional outburst directed at you, stay calm and redirect t
Oct 02, 2019
70: Why + How to Gather with Lindsey Caplan
00:31:16

Meetings are one of the essential tools that managers use to get work done. While meetings are prolific, they’re only a tool to accomplish some larger purpose. How we design, structure, and engage people in these gatherings is critical. 

Lindsey Caplan has been gathering people for over 15 years - first to entertain, as a comedy writer in Hollywood, then to educate for companies like DreamWorks Animation and McKinsey, and now to transform as an organizational psychologist as the Head of Talent Development for successful Silicon Valley companies like Zendesk, Credit Karma, and Flexport. Lindsey helps companies drive organizational change by applying lessons in gathering from entertainment, education, and business and she is currently writing a book on “Gathering”.

Lindsey and I talk about the unique role of the manager, how to design gatherings to accomplish some purpose, how to engage people in the gathering process which generates better thinking, deeper buy in, and more.

 

Read the related blog article: Gatherings Should be Personal, Productive and Powerful

 

Join the Modern Manager community (www.mamieks.com/join) to get a chance to win a free coaching session with Lindsey. Become a member by Friday October 18, 2019 to be eligible.

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS:

  • A manager’s job is to move people from A to B: from under-performer to high-performer, from one level to another.
  • The unique aspect of a manager’s role is that we’re responsible for people more than products or services.
  • It’s not enough to gather people in a room and talk at them. We need to engage people if we want them to act, buy-in, share ideas, etc.
  • Gatherings can take many forms: meeting, workshop or learning session, town hall, etc.
  • There are four reasons to gather: (1) Compliance: ensure specific actions are taken, (2) Engagement: generate new thinking, buy-in, ongoing ownership, (3) Informing: ensure information is internalized, (4) Entertainment: bring about a sense of delight
  • We need to create safe spaces if we want people to engage. Managers should role model by sharing why they want to hear from each person, be explicit that they don’t have all the answers, connecting as humans by sharing auto-biographical information, and connecting the content to what matters to each participant.
  • It&rsquo
Sep 25, 2019
69: Center Yourself So You Can Lead Others with Dolores Hirschmann
00:29:11

We all have days when little things seem to bother us more than they should or when our emotions take over and we over-react. It’s hard to lead others when you’re feeling unsettled yourself. It’s even harder when you discover your life isn’t aligned with true purpose.

Dolores Hirschmann is an internationally recognized strategist, Clarity Coach, TEDx Organizer, speaker, and author. She has over 20 years experience helping entrepreneurs and business owners realize their potential by guiding them to CLARITY so they can reach their next level of growth.

Dolores and I talk about how you need to take care of yourself in order to lead others, and how to deal with your own and other’s emotions when things are feeling out of whack. We also talk about finding your life’s purpose and how that informs your leadership.

 

Read the related blog article: Living and Leading from the Inside Out.

 

Join the Modern Manager community (www.mamieks.com/join) to get the ebook version of Stand Out The TED Way: Be Seen & Grow Your Business for free. This book will help you understand what is behind the work you do in order to communicate your message from a place of higher vision, purpose, and passion and thus engage with your ideal client and grow your business.

 

If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox. 

 

KEY TAKEAWAYS:

  • When you’re feeling chaotic on the inside, everything on the outside is amplified. That’s when one drop overflows the glass.
  • It’s critical to have healthy self-care and self-management to avoid overloading our own capacity to deal with the world around us.
  • When you find yourself overwhelmed or overreacting, start with self awareness. Notice your own behavior and feelings. From that awareness, you can then decide how to act.
  • It’s hard to recognize it on our own so it’s helpful to have a trusted ally who can help you recognize when you’re not functioning at your best. 
  • If you notice this in others, be diplomatic and careful not to aggravate the situation or them by pointing out their emotions. Instead, try distracting or redirect them by offering to take a break or go for a walk and talk.
  • Who we are is composed of layers of values, dreams, passions, habits and more. Figuring out your own essence, what matters
Sep 18, 2019
68: Quickly Integrate a New Team Member
00:16:25

It’s hard to get into a collaboration groove when a team’s composition is in flux. Establishing solid relationships is critical to generating trust and a sense of good will. Any time there is a change to the team’s membership, there are emotions at play - hopes and fears about what this new person will bring.

In this episode, I walk through the approach I use with teams to help a new colleague–whether a team member or team leader–and the existing team quickly integrate and orient to one another.

The full episode guide includes sample agendas, ice breaker and story-telling activities, and leadership assimilation questions to help your team integrate a new colleague. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store.  

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Building Cohesion When Team Composition Changes

 

Key Takeaways:

  • Anytime a new person joins a team, the team experiences a moment of change which comes with fears and hopes.
  • According to Bruce Tuckman, teams go through stages of evolution: (1) Forming, (2) Storming, (3) Norming, (4) Performing, (5) Mourning -- it’s cyclical.
  • To integrate a new team leader, hold a Leadership Assimilation meeting in which the the leader and the team answer questions and discuss the responses with the goal of getting clarity and alignment on a variety of topics of importance. This sets a solid foundation for additional conversations.
  • The Leadership Assimilation questions focus on what’s important to the team and what’s important to the leader such as: What makes this team unique or special? What’s working well that this team doesn’t want to change? What are the new leader’s hot buttons?
  • When a new team member joins, the goal is to establish bonds amongst the team members and help the new person understand the team’s culture. In this meeting, the team can engage in a fun and educational ice breaker such as Two Truths and a Lie, and tell it’s team story: Who are we as a team? What are we proud of? What’s important to us?
  • By intentionally addressing these types of questions, a team can move more quickly from feelings of uncertainty to a position of confidence.

 

Additional Resources:

  • The Productivityist Podcast -
Sep 11, 2019
67: Managing with Moral Leadership with Emily Miner
00:28:18

Are you living your values every day? It’s not always easy to do what’s right, to recognize your own biases and mistakes, to put people before profits. But these are things that moral leaders do. And the more you do them, the easier they become for yourself and for others who follow you. That’s moral leadership.

Emily Miner leads LRN’s Ethics & Compliance Advisory practice. She helps organizations understand their company culture to inspire ethical behavior using an approach that is co-creative, bottom-up, and data-driven. In addition to leading engagements with organizations in the healthcare, technology, and manufacturing industries, Emily contributes to major research studies and thought leadership.

Emily and I talk about moral leadership, what it is, why it’s so important right now, and what the characteristics of moral leaders are and how they show up in managers. 

 

Read the related blog article: Use your Moral Compass to be a Better Leader

 

Join the Modern Manager community (www.mamieks.com/join) to get LRN’s The State of Moral Leadership in Business 2019 Report. Note this is available for free to the public because LRN believes in access to knowledge.  If you’re a member of the Modern Manager community, it’s available for download on the guest bonus page.

 

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KEY TAKEAWAYS:

  • In every group setting, we have formal leaders with a specific title or expertise, and those with moral authority who are animated by values and inspire others.
  • Formal authority is important but no longer adequate. The world is changing so that profits and shareholders cannot be the primary criteria for business decisions. Globally, employees and consumers are beginning to demand business leaders make choices aligned with their values, not only finances.
  • Moral leadership is needed at all levels of an organization. It starts with role modeling. When employees see their managers demonstrate characteristics of moral leadership, they are more likely to demonstrate those characteristics too.
  • For managers, moral leadership means thinking “what’s the right thing to do here,” putting my organization’s purpose above my own individual interests, thinking beyond my team and connecting dots across the organization. 
  • There are seven main capacities of moral leadership. The two with the most outsized impact are (1) the ability to see people as people, not as a resource to get the job done, (2) the ability to hold really high ethical standards and pursue what is right, not what is needed right now.
  • The remaining capacities are: (1) Starting wit
Sep 04, 2019
66: Putting People First with Shannon Adkins
00:34:41

People and businesses are complex. In order for one to thrive, so must the other. Easier said than done.

This is Shannon Adkins world. She lives it and helps others figure out ways to run a business that works for its employees and wins in the market.

Shannon is a thought leader and CEO at Future State, a woman-owned, employee-owned consulting company with a triple bottom line where people get to be themselves. After years of working for startups, tech companies, and in corporate America, getting her MBA, and starting a family, Shannon decided she wanted to work somewhere where she could be fully expressed as a mom, a volunteer, and a badass business woman. So she went back to Future State, where they bring value to their clients by understanding the journey they are on throughout their transformation.

Shannon and I talk about how she’s built Future State to embrace people’s full lives and selves, how you can apply some of those ideas to your team, what feminine leadership is, and what happens when you create a personal mission statement to guide your life.

 

Read the related blog article: An Empowered Work Environment Inspires Energy, Creativity and Retention

 

Join the Modern Manager community (www.mamieks.com/join) to get Future State’s 21st Century Leadership eBook which includes a set of common attributes that when combined make people especially adept at leading teams through this time of change. The eBook provides a self-assessment tool and recommendations to further evolve your skills, and ready your organization for inevitable change. AND I’ve also included the template I use with teams to create the professional profile to help you learn about your team members strengths, desires, and interests.

 

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KEY TAKEAWAYS:

  • Just because someone hasn’t done something before, doesn’t mean they’re not interested in or capable of doing it. It’s a manager’s job to understand how their people want to grow and find opportunities to stretch them.
  • Business is in a constant state of change. In order to compete effectively in the marketplace and for talent, organizations must put people at the center. There is an inextricable link between employee flourishing and business success.
  • Employees want meaning - to see how the business is making a contribution to the world beyond stakeholder value.
  • Employees want to be their whole selves - to have the option to leave work early to attend a child’s performance, to share their unique perspective.
  • Viewing your employee
Aug 28, 2019
65: The 32-Hour Work Week with Natalie Nagele
00:32:20

Working 60, 70, 80+ hours in America has become the norm for too many teams. Yet it seems impossible to get everything done in only 40 hours.

Not for the employees of Wildbit. This week’s guest shifted her organization to a 32-hour, 4-day work week. Over a year into it, they’re seeing more positive results than they could have imagined.

Natalie Nagele is the co-founder and CEO of Wildbit, the company behind Postmark, Beanstalk and Conveyor. With 29 team members across 5 countries working on multi-million dollar products for developers, she’s proving that you can grow an extremely profitable business while focusing on shorter work days, an enjoyable work-from-anywhere environment, and staying small.

Natalie and I talk about why her company moved to a 4 day, 32 hour work week. She shares how she introduced it and managed the transition, the surprising impact it had on the people and the company, and how you might translate this practice if you work in a larger organization.

 

Read the related blog article: Make a 32-hour Work Week Work For Your Team

 

Join the Modern Manager community (www.mamieks.com/join) to get Natalie’s overview of the 4-day work week which includes a description of their paid time off plan.

 

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KEY TAKEAWAYS:

  • We started with only working 40 hours per week and truly limiting our hours on weekends and evenings before moving to a 32 hour work week.
  • Agree on a hypothesis about the impact or why you’re making the shift to a shorter work week e.g. We believe we can accomplish the same amount of work with greater focus and increase the quality of work by having more time to rejuvinate outside of work. 
  • To make this work, you need to be extremely intentional about what work to do and how to do it. You need to change the mindset, processes, and priorities, not simply cut hours.
  • Experiment with changing your communication methods. Cancel all standing meetings to see which ones you really need. Turn off Slack for 1 week or have everyone turn off all notifications to see how it enables people to focus better. 
  • Position the shift as an experiment which you can measure. Check in on it weekly - how people are feeling, what might need to shift, etc.
  • After 1 year of the 32 hour work week, Natalie’s team had increased the quality and quantity of their work!
  • 4 days isn’t the answer for every team or every person. It could be 6 days of 5 hou
Aug 21, 2019
64: Establishing Team Email Practices
00:17:13

For many teams, email is the primary form of staying connected, making it critically important but also a major point of stress.

Logistically, the most obvious way to make email more manageable is to just have fewer emails coming in. But in reality, this might actually be the hardest thing to make happen because we’re not totally in control of how many emails we receive every day.

But, there are a number of things you can do with regards to how email is used amongst your team members and therefore strongly influence how many emails you get and send every day. In this episode, I discuss four principles and related tactics for more effective team email along with how to introduce them to your team. 

This is part two of a two part series on email management. This episode tackles team email practices. Part one, episode 60, covered individual email management practices.

 

The full episode guide includes sample agendas and activities to help your team redesign its email practices. Get it when you join the Modern Manager community or purchase the full guide at www.mamieks.com/store.  

 

Get the free mini-guide at www.mamieks.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: How to Establish Effective Team Email Practices.

 

Key Takeaways:

  • Aligning your team’s email practices is one way to reduce the quantity of emails you receive while enhancing the flow of communication.
  • Email is just one tool in your team’s communication toolbox. Clarify how to use email vs chat, meetings, your team collaboration software (e.g. Asana, Basecamp), a document, text message, etc.
  • Email is generally well suited for a limited number of activities such as one-way information sharing, communicating with external stakeholders, multiple choice questions, gauging whether a meeting is needed.
  • Crafting thoughtful emails may take a few extra minutes but will reduce the back-and-forth, saving time and energy in the long run.
  • Consider how your team uses email subject lines. Standardizing subject lines to include a bracketed term followed by a headline makes it easier for the recipient e.g. [ACTION] Your input needed on Monday’s client meeting agenda 
Aug 13, 2019
63: Creating a Team Playbook with Millie Blackwell
00:29:47

Employee handbooks are typically filled with procedural information, legal requirements and company policies. They provide an important function, but aren’t typically fun to read. Nor do they incorporate concepts for how the team will work together to build a positive environment in which people thrive and great work gets done. 

Building off the idea of an employee handbook, this week’s guest created a Team Playbook which clarifies how the team will collaborate in a playful yet articulate manner.

Millie Blackwell is the CEO and Co-Founder of Showcase Workshop, a digital toolkit for sales representatives that contains presentation slides, videos, price lists and brochures, replacing old fashioned ring binders and printed collateral.

Millie and I talk about this brilliant Team Playbook she developed for her company which provides guidance for how the team communicates, collaborates, and much more.

 

Read the related blog article: Enhancing Collaboration with a Team Playbook

 

Join the Modern Manager community (www.mamieks.com/join) to get a copy of the Team Playbook which you can use as a reference for your Team Playbook! Plus, join before August 12th and you get entered to win one of 5 copies of The Boomerang Principle from guest Lee Caraher of episode 61.

 

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KEY TAKEAWAYS:

  • The Team Playbook is part of a series of documents that provide guidance for how people engage. It focuses on the “heart” of the business and the team.
  • It includes the company mission and vision, the brand story, the team members, roles and responsibilities, communication methods and practices, and more.
  • The Team Playbook should reflect the tone and culture of your organization. It can be playful, humorous, elegant, etc.
  • Meetings are a strategic tool for communication, not a default. Before scheduling a meeting, consider what other ways the information can be shared/gathered.
  • Develop or articulate your norms for each mode of communication. For example, should task request be made in Slack? By email? Via your collaborative task system? 
  • After three rounds of back-and-forth on email, if an issue still isn’t resolved, pick up the phone.
  • Different personalities have different preferences for communication modes. Some people prefer to talk things through over the phone while others prefer to read an email and have time to compose a response. 
  • Aug 07, 2019
62: How Weekly Check-ins Transformed a Team with Chris Zaugg
00:32:23

Very few people are eager to add more meetings to their calendar, but what would happen if you scheduled a weekly check in with each of your team members? That’s what this week’s guest did.

Chris Zaugg has been leading people for over 40 years, and according to his own reflection, had made LOTS of mistakes and had a few victories. He has trained people in leadership principles and communication all over the world, and loves to share what he's learned from other leaders. He currently serves as the President of OPIN Systems, a software company based in Bloomington, MN.

Chris and I talk about how he incorporated weekly check-ins with his team and the transformative effect they had. We get into his process and why weekly can be so much more effective than monthly touch-bases.

 

Read the related blog article: Strengthen Your Team With Weekly Check-Ins

 

Join the Modern Manager community (www.mamieks.com/join) to get three months of free access to Uptick, a software to help you with your weekly check-ins. This is doubly special because you get to skip the waitlist and to start using Uptick right now. 

 

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KEY TAKEAWAYS:

  • It’s not easy for employees to translate big company goals, vision and strategies into daily activities.
  • Organizations need systems that allow staff to honestly share with managers and managers to really listen to their staff in order to truly know what’s going on.
  • If you want your team members to feel like they’ve won every day, they need to end the day knowing they accomplished their most important priority.
  • Have a regular 15 minute check in with each team member. As prework, they write down what they see as the priorities for the week. Work together to prioritize them so they are clear on what matters most and why.
  • In those 15 minutes, (1) prioritize the work for this week - use their individual, team and organizational goals as a reference point, (2) Ask reflection questions like "Did anything keep you from being productive last week? When did you feel like you most productive?” (3) Celebrate by learning what they were most proud of last week or milestones accomplished.
  • Keep basic notes which you can then use to for upcoming performance reviews, simplifying that process and removing recency bias.
  • Employees don’t want to feel like they’re doing work just to check the box. If you ask them to write something down for you, read it and use the information.
  • Jul 30, 2019
61: Managing Millennials in the Workplace with Lee Caraher
00:29:24

Ah, Millennials. This generation may be the most broadly stereotyped, yet often misunderstood. As managers, we may be Millennials ourselves trying to figure out how to manage and build relationships with older peers, or we may be struggling with how to manage this unusual cohort which seems to “know everything,” and “demand autonomy.” What is really going on with Millennials and what does it mean for managing every generation in the workplace?

This week’s guest is Lee Caraher is the CEO of Double Forte PR & Digital Marketing; she’s known for her practical solutions to big problems. Lee’s the author of Millennials & Management based on her experience with failing and then succeeding at retaining Millennials. Her second book, The Boomerang Principle: Inspire lifetime loyalty from your employees, was published in April 2017.

Lee and I talk about various cohorts of Millenials, the experiences of Gen-Xers and Boomers in the workplace, how to manage new graduates who are just entering the workforce, and management practices that work for everyone, whether you’re a young manager with older team members or an older team member with a younger manager.

 

Read the related blog article: Successfully Manage Millennials and Other Generations in the Workplace

 

Join the Modern Manager community (www.mamieks.com/join) by August 12th to win one of five copies of Lee’s book The Boomerang Principle: Inspire Lifetime Loyalty from Your Employees.

 

Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox.   

 

KEY TAKEAWAYS:

  • The term Millennial technically only tells you what age cohort they belong to. Pew Research says that a millennial was born between 1980 and 1997.
  • There are three cohorts of Millennials that are grouped based on what was happening in the world when they were young. (1) The oldest group which joined the workforce shortly after 9/11 and grew up with minimal technology; (2) The middle group which entered the workforce in the late 2000s which was the same time that work was becoming digital; and (3) The youngest group which learned with iPads in the classrooms and grew up as digital natives.
  • One challenge recent graduates face in the workplace is the experience, often for the first time, of being told their work isn’t “A+” and that they have to do it again. In a schooling environment, the directions are typically very clear on how to get an A+ and rarely do you re-do work once it’s done, even if it’s only B+ work.
  • Set expectations for a new hire right from the start. Be clear that you want them to spend the first 30-60 days getting to know the job and doing th