The fear of micromanaging caused supervisors to take extreme measures to show their “hands-off” approach to managing. This fear of getting the label of micromanager has unseen and important consequences. The will delay dealing with situations that need them to be more hands on and providing clear guidance on expectations. There are three simple things

When I get asked what the best part about coaching someone is, a flood of answers come to mind. Because on an intrinsic level I love helping people so when something “clicks” for them it is very fulfilling. Is that the best part? – Almost. What, then, is the best part? – It is my

Having a long-term view on performance is what separates successful leaders from those who struggle. The reason is not that struggling leaders are not good at what they do. The reason is because struggling leaders run out of energy faster from dealing performance issues. On my U-turn Your Underperformers webinar I discussed this in depth

It is time to listen to the one who knows themself the best… the person themselves. Too often managers and supervisors attempt to be clever when it comes to talking to their people. They ask me what they can or should say so they don’t get in trouble. The funny part, had they been listening

The fun thing about bringing new people into your organization is . . . making it fun to bring people into your organization. The time you extend an offer to the time the new person starts, and through their introductory period, is a big deal. What does or does not occur during this timeframe can

The one thing you need to stop saying to improve your hiring is… “It’s so hard to find good help these days.” Even if this platitude appears to be true, it does little else besides allow you to play the victim. Instead of blaming the market, the generation, or anything else external, go within. Because

At first it seems like a lot of work, until you one day you realize… How much more effective it is with much less time, effort, and resources. The “it” in this case is your on-boarding process. Definition of on-boarding: Procedures to effectively integrate (a new employee) into an organization. The key word here is

How The Golden Rule is making it hard to manage your people. The Golden Rule says treat others the way you want to be treated. This is a good start, yet is missing an important perspective: The other person’s. And it is causing many well intentioned leaders to struggle. Leaders struggle by assuming their people

One question I get on a daily basis from supervisors and managers is “what do I say?” The context is usually in relation to addressing a struggling employee. To start, use these three keys of the Do’s and Don’ts as a starting point: 1st – Set the environment -Don’t confront them in front of their

When it comes to managing your people, how you say something to them is often more important than what you say. So here are three ways to support you when you are making corrections: 1st – Create the space first by asking if they are open to feedback. 2nd – When they are open, ask