Prevent a BIG Management Mistake

What causes worry, stress and anxiety in employees? Unclear job requirements. Here are a few suggestions for improving employee job ownership and satisfaction by creating clear performance agreements.

Want a Successful New Year’s Resolution? Try Management (Recipe Enclosed)

Want to make a New Year’s resolution that you’ll really keep this time? Maybe put this pandemic to work for you? Use the basics of “results management” to keep yourself on track.

Workers Don’t Just Work – They Also Know How to Think!

Empowering individuals and teams in the workplace is not just about pumping their self-esteem. You can make a toolkit available to support them in productive conversations and improving their abilities to collaborate, plan, test and implement organization processes, changes and solutions.

Manager Tip: Clarify What You Really Want in Every Work Request

Managers are expected to have other people “produce results” as well as to “develop” them and their performance. Here’s an easy way to get both at once.

Some Advice from an Effective Change Agent

Sometimes our communication gets a little sloppy, leaving others with a vague or inconclusive answer. We can fix that, and perhaps help others step up too. Be a stronger leader.

Accountability is a Manager’s Job – Not an Employee’s Mindset

Don’t look for accountability in a person. Create the structures and agreements that support a shared understanding of Who is responsible for producing What results and When those results are due. Then establish regular meetings to update the status of those agreements and modify them as needed.

Performance Management = Count the Hours Worked? Or the Results Produced?

What is “performance management”? Tracking how many hours people are at work? Or tracking the results they produce? Hmmm. It’s easier to watch the clock than do the real work of managing performance.

The New World of Management

We used to think people should “just do their jobs”. That day is pretty much gone. Now that we need to reinvent the job – often, and sometimes every day – we’d better get really good at productive communication.

The Missing Piece in Managing for Results: Know Your CRABs (no, not that kind!)

We specify our work goals, and our intended results, and (sometimes) remember to give solid deadlines. But we often forget an important piece of our work specifications: the collaborators, resource-providers, authorities, and beneficiaries of our productive work.

Create Certainty for Yourself and Others – Start Saying “By When”

Specifying “by when” you’ll get back to someone is an easy way to give people confidence in you. You may have to check your calendar to do that, but it’s a small task that benefits you as well as the people around you.