The Modern Manager

Latest Episodes:

119: Quiet Your Imposter Syndrome with Todd Palmer Sep 08, 2020

Show notes

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 out for help.

KEEP UP WITH TODD

Website: http://extraordinaryadvisors.com/

mamie@mamieks.com

118: Ask for What You Want with AmyK Hutchens Sep 01, 2020

Show notes

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 your offer, providing them autonomy in the conversation.
Hire good people and then give them the freedom to do good work.
If you can, follow the “three strikes and I’m out” rule. If your manager abuses you or creates a toxic environment, after three attempts to improve the situation, if they still don’t make any changes, it’s time for you to leave that role.
It's important to recognize your own self worth. If you can’t leave an unhealthy work environment, look for ways to create boundaries to protect yourself.
You can ask for what you need by connecting - seek to understand the person and share how they can understand you.
You can ask for what you need through personal power - be straightforward in sharing your desire, values, or what you need in order for the situation to work for you.
You can use connecting or personal power, but it’s hard to do both at the same time.
The life you want is on the other side of a tough conversation.
Give yourself permission to go back and re-open a conversation that didn’t go as planned.
Use the phrase “I have this story in my head…” to share how you interpreted the conversation or their position, and check for accuracy.
Always explain your thought process behind your decisions and actions. This builds trust and enables the person to make better choices for themselves going forward.

KEEP UP WITH AMYK

Website: www.amyk.com
Instagram: @AmyKHutchens
Twitter: @AmyKHutchens

mamie@mamieks.com

117: Take Care of Yourself and Others with Peter Gourri Aug 26, 2020

Show notes

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.
Create a future vision for yourself and write a letter to yourself as if you’ve achieved that future state.
Spend time investing in your skills that will help you advance your career. Take an online course, etc.
Know that you will get through this and be stronger because of this experience, no matter how challenging it is.

KEEP UP WITH PETER

Website: http://www.petergourri.com/
Instagram: @petergourricoaching
LinkedIn: https://www.linkedin.com/in/petergourri/

mamie@mamieks.com

116: Managing Change For Yourself and Your Team Aug 18, 2020

Show notes

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 possible, talk about the change experience and support each other to move forward.
We each experience change differently. Be patient with yourself and others who need more time to process.

Additional Resources:

Emotional change curve https://www.rmm-i.com/leading-change-understanding-the-faces-of-resistance/
Hugo - meeting agenda planning software within GoogleCalendar: https://www.hugo.team/
Meeting Sense - meeting agenda planning software within Outlook: http://www.meetingsense.com/

mamie@mamieks.com

115: Send the Right Signals to Your Team with Kit Krugman Aug 11, 2020

Show notes

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 and/or ask for guidance on how to improve.
Set your company on a quest that is larger than your products, services, and goals. Establish a Northstar to guide your work that inspires people and opens up possibilities. Create a mission for your team that contributes to that quest.
Culture is always a competitive advantage. Culture is about engagement, productivity, attracting and retaining talent.
Managers must create a sense of community within their team, especially during this time of physical distancing. Over communicate, invest more time in relationship building individually and collectively.
When times are uncertain, people will create their own narrative if you don’t tell them the story. Create the narrative and live into it.

KEEP UP WITH KIT

mamie@mamieks.com

114: The Importance of Mindset for Managers with Ryan Gottfredson Aug 04, 2020

Show notes

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 truth, (3) instead of avoiding problems, aim to achieve goals, and (4) instead of getting ahead, strive to lift others.
You must be willing to be vulnerable because in order to develop these success mindsets, at times you will look bad, be wrong, have problems and get past up.
When managers struggle with vulnerability, they tend to develop a command and control style. This creates an unhelpful situation where team members are unhappy but don’t feel comfortable speaking up.
To become more aware of your mindsets, do the following 4 steps: (1) Identify a goal, (2) Reflect on what you are doing, or not doing, that is inhibiting your from achieving that goal, (3) identify the underlying fears, commitments, and assumptions, are holding you back, and (4) connect these to the negative mindsets or desires so that you can begin shifting them.
When you are aware of your negative mindset, you can begin to change your outlook and therefore your behavior.

KEEP UP WITH RYAN

Website: https://ryangottfredson.com/
LinkedIn: https://www.linkedin.com/in/ryangottfredson/
Assessment: https://ryangottfredson.com/personal-mindset-assessment
Book: Success Mindsets: The Key to Unlocking Greater Success in Your Life, Work, & Leadership

mamie@mamieks.com

113: Bridging the Millennial + Boomer Divide at Work with Hayim Herring Jul 28, 2020

Show notes

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 are obsessed with working hard so that they can retire and have fun. They are tough and tenacious, and Boomers are entitled, feeling like they worked for a long time and therefore earned or deserve leadership roles.
Boomers say Millennials only want to have fun now, they don’t have tenacity or grit, they don’t have big goals, and Millennials are entitled, feeling like they should be given responsibility right from the start.
There will always be a tension between those with experience and the wisdom gained over time and those with fresh eyes who aren’t beholden to any past experience.
Just putting people of different generations on team or in an office does not make for an intergenerational workplace.
Learning how to collaborate with and learn from people of every generation is a critical skill.
The responsibility of every generation is to hold on to what is good, let go of what isn't, and plan the seeds for a better future so that other generations will thrive.
Companies should rethink how the offer benefits to better meet the need of each generation.

KEEP UP WITH HAYIM

LinkedIn: https://www.linkedin.com/in/hayimherring/
Blog: http://hayimherring.com/blog/
Website: http://hayimherring.com

mamie@mamieks.com

Shop the Modern Manager store: www.themodernmanager.com/shop -- Use code LAUNCH10 to get 10% off until August 1st

112: How to Use Impact, Output, and Process Goals Jul 22, 2020

Show notes

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

111: Avoid These Common Communication Mistakes with Alisa Cohn Jul 14, 2020

Show notes

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 plan with your team for how you’ll use each mode of communication (chat, email meetings, etc). Chat is great for engaging many people and quickly gathering responses. Email is great for longer information sharing and response time. Agree on document storage norms, too, so people can find what they need.
Talk with each team member about their schedule and home-office setup, and work with them as needed to create the optimal working conditions.
Everyone should spend 1-3 hours per week on planning and strategic thinking. This is the time to organize your week/days so you can focus on the important (not just urgent) and streamline your productivity for the week.
As a manager, part of your strategic thinking time is to reflect on each team member and how you can best support them to make progress - what do they need from you to be successful? How can you help them grow? Are you fully utilizing their talents and capabilities?

Additional Resources:

The Modern Manager’s Guide to Effective Delegation www.themodernmanager.com/courses/effective-delegation -- Use code EARLY10! To get 10% off until July 20th.

KEEP UP WITH ALISA

LinkedIn: https://www.linkedin.com/in/alisacohn/
Twitter: https://twitter.com/AlisaCohn
Website: https://www.alisacohn.com/

mamie@mamieks.com

Shop the Modern Manager store: www.themodernmanager.com/shop -- Use code LAUNCH10 to get 10% off until August 1st

110: Coach the Person Not the Problem with Marcia Reynolds Jul 07, 2020

Show notes

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.
When someone shifts their internal stories, it has a profound impact in how they show up as a person.

Additional Resources:

Know Your Rights Camp COVID19 Relief Fund https://www.knowyourrightscamp.com/covid19
Shop for Modern Manager gear at www.themodernmanager.co/shop -- Use code LAUNCH10 to get 10% off until August 1st

KEEP UP WITH MARCIA

LinkedIn https://www.linkedin.com/in/marciareynolds/
Twitter https://twitter.com/MarciaReynolds
Website: https://covisioning.com

mamie@mamieks.com

Shop the Modern Manager store: www.themodernmanager.com/shop

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