Bedste Manager Tools-podcasts (2025)

1
Everybody Has Too Much Work To Do! - Part 1

3d ago

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Everyone is always complaining that they have too much work to do. Too many tasks, too many projects, too many meetings. There's not enough time in the day to get everything done. What no one realizes is this is the way it's supposed to be.Af Michael Auzenne and Mark Horstman

1
The Hidden Purpose Of Interviewing - External Validation - Part 2

10d ago

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Part 2 of our guidance on why interviewing must not only select the right candidate, but also build organizational trust through a fair, known, challenging, and respectful process.Af Michael Auzenne and Mark Horstman

1
The Hidden Purpose Of Interviewing - External Validation - Part 1

17d ago

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Interviewing must not only select the right candidate, but also build organizational trust through a fair, known, challenging, and respectful process.Af Michael Auzenne and Mark Horstman

1
Working Hard - Chapter One - The Myth And The Basics - Part 2

24d ago

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It takes hard work to get ahead in your professional life. As you progress into more demanding roles, more is expected of you. To climb to the top, if that is what you aspire to do, takes an incredible amount of work. But it is a MYTH that “working hard” simply means working more hours. In fact, working more hours, in the long run, is NOT the way t…

1
Working Hard - Chapter One - The Myth And The Basics - Part 1

1M ago

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It takes hard work to get ahead in your professional life. As you progress into more demanding roles, more is expected of you. To climb to the top, if that is what you aspire to do, takes an incredible amount of work. But it is a MYTH that “working hard” simply means working more hours. In fact, working more hours, in the long run, is NOT the way t…

1
Introducing The Effective Senior Manager Conference

1M ago

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Learn about our Effective Senior Manager Conference: its purpose, its agenda, its topics. If you’re a manager and are thinking about your career as a Senior Manager and even Executive, you need to learn why the job is different, and how to succeed.Af Michael Auzenne and Mark Horstman

1
Internal Hiring Process - Chapter 1 - Development Feedback

2M ago

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Interviewing internal candidates is different than interviewing external candidates. Internal interviews are not just efforts to fill positions, but also part of professional development for your organization.Af Michael Auzenne and Mark Horstman

1
Swimming Upstream - Chapter One - Your Boss's Calendar - Part 2

2M ago

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Part 2 of our guidance on Swimming Upstream introduces executive-level insights into our Manager Tools content to help managers become more effective by understanding organizational dynamics beyond their role, ultimately preparing them for greater leadership opportunities.Af Michael Auzenne and Mark Horstman

1
Swimming Upstream - Chapter One - Your Boss's Calendar - Part 1

2M ago

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Our guidance on Swimming Upstream introduces executive-level insights into our Manager Tools content to help managers become more effective by understanding organizational dynamics beyond their role, ultimately preparing them for greater leadership opportunities.Af Michael Auzenne and Mark Horstman

1
Why Scheduling Is The Most Important Component of One On Ones - Part 2

2M ago

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Scheduling your One On Ones is surprisingly the most important component of One On Ones. Too many managers mistakenly believe that they are “too busy” to do One On Ones becuase of their full calendars. But scheduling them is actually more important than having weekly One On Ones. Why is that? Our data show why. And directs tell us why when we ask t…

1
Why Scheduling Is The Most Important Component of One On Ones - Part 1

2M ago

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Scheduling your One On Ones is surprisingly the most important component of One On Ones. Too many managers mistakenly believe that they are “too busy” to do One On Ones becuase of their full calendars. But scheduling them is actually more important than having weekly One On Ones. Why is that? Our data show why. And directs tell us why when we ask t…

1
Why Is Negative Feedback So Hard? - Part 2

3M ago

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Lots of managers - hundreds of thousand, and perhaps millions by now - start doing Manager Tools One On Ones, and they love them. They love them because they work, and they’re not as hard as the manager thought they would be. And very few managers who do Manager Tools One On Ones never stop.Af Michael Auzenne and Mark Horstman

1
Why Is Negative Feedback So Hard? - Part 1

3M ago

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Lots of managers - hundreds of thousand, and perhaps millions by now - start doing Manager Tools One On Ones, and they love them. They love them because they work, and they’re not as hard as the manager thought they would be. And very few managers who do Manager Tools One On Ones never stop.But feedback is a different story. We would guess that aro…

1
The Simple Quarterly Performance Review

3M ago

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Most managers think that performance reviews are their most significant contribution to performance management and improvement. But that’s wrong. Frequent feedback is the greatest tool we managers have to improve performance. In fact, performance reviews aren’t even really part of the performance improvement efforts managers engage in. Performance …

1
The Purpose of Feedback - Part 3

3M ago

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Almost every Non-Manager Tools manager thinks feedback is hard. And yet every year thousands of managers start giving feedback successfully. These managers have discovered that not only is it NOT that hard, but it’s well received, it works, and frankly, it’s easy to get addicted to giving it.Af Michael Auzenne and Mark Horstman

1
The Purpose of Feedback - Part 2

4M ago

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Almost every Non-Manager Tools manager thinks feedback is hard. And yet every year thousands of managers start giving feedback successfully. These managers have discovered that not only is it NOT that hard, but it’s well received, it works, and frankly, it’s easy to get addicted to giving it.Af Michael Auzenne and Mark Horstman

1
The Purpose of Feedback - Part 1

4M ago

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Almost every Non-Manager Tools manager thinks feedback is hard. And yet every year thousands of managers start giving feedback successfully. These managers have discovered that not only is it NOT that hard, but it's well received, it works, and frankly, it's easy to get addicted to giving it.Af Michael Auzenne and Mark Horstman

1
A Basic Team Culture Model For Managers - Part 2

4M ago

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In this guidance, we share what we think the base culture ought to be for all managers. You may wish to add more - that can be fine. Just be careful you don't have too many culture touch points - at some point they'll start conflicting with each other.Af Michael Auzenne and Mark Horstman

1
A Basic Team Culture Model For Managers - Part 1

4M ago

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In this guidance, we share what we think the base culture ought to be for all managers. You may wish to add more - that can be fine. Just be careful you don't have too many culture touch points - at some point they'll start conflicting with each other.Af Michael Auzenne and Mark Horstman

1
Assumptive Goal Setting - HOF 2024

5M ago

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Our Hall of Fame guidance on how to think more creatively about annual planning goals.Af Michael Auzenne and Mark Horstman

1
How to Set Annual Goals - HOF 2024

5M ago

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Our Hall Of Fame guidance on how to start setting annual goals, and why we do not like "SMART" goals.Af Michael Auzenne and Mark Horstman

1
The Tetris Workload Battle - Part 2

5M ago

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The Tetris Workload Battle - Part 2Af Michael Auzenne and Mark Horstman

1
The Tetris Workload Battle - Part 1

5M ago

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The Tetris Workload Battle - Part 1Af Michael Auzenne and Mark Horstman

1
How To Get Subordinate Managers To Do One On Ones - Part 2

5M ago

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How To Get Subordinate Managers To Do One On OnesAf Michael Auzenne and Mark Horstman

1
Delivering the Performance Review - HOF 2024

6M ago

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Our Hall of Fame guidance on delivering a performance review.Af Michael Auzenne and Mark Horstman

1
Preparing Performance Reviews - HOF 2024

6M ago

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This week, we're re-releasing one of our Hall of Fame casts on how to prepare performance reviews.Af Michael Auzenne and Mark Horstman

1
How To Get Subordinate Managers To Do One On Ones - Part 1

6M ago

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How To Get Subordinate Managers To Do One On OnesAf Michael Auzenne and Mark Horstman

1
The Goal Of An Interview Is To Create A DECISION

6M ago

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Our guidance on the reason for interviewingAf Michael Auzenne and Mark Horstman

1
The Feedback Sandwich

7M ago

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Our guidance on the Feedback Sandwich.Af Michael Auzenne and Mark Horstman

1
"Is That What You Want” - Not Recommended

7M ago

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Our guidance on using "Is that what you want?" in the Manager Tools Feedback Model.Af Michael Auzenne and Mark Horstman

1
Celebrate Yellow Tasks - Part 2

7M ago

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Part 2 of our guidance on how to change the ways you interact with your team when it comes to keeping work on time.Af Michael Auzenne and Mark Horstman

1
Celebrate Yellow Tasks - Part 1

7M ago

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Part 1 of our guidance on how to change the ways you interact with your team when it comes to keeping work on time.Af Michael Auzenne and Mark Horstman

1
What If Your Direct Says No To Change?

8M ago

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What happens when you ask a direct to change for the better and they say no? Are they resisting all changes now? Is there something going on you don’t know about? Are they going to be a problem going forward? Are they developing an attitude? Uh-oh.Af Michael Auzenne and Mark Horstman

1
How To Respond To A Grievance - Part 4

8M ago

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What happens when one of your directs, or even not a direct, files a grievance against you? How should you respond? What are the rules? What can you do, and what should you do, and how should you do it? It's a rare event for a Manager Tools manager, so the Christmas Rule applies. But we'll tell you here exactly what to do and how to respond.…

1
How To Respond To A Grievance - Part 3

8M ago

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What happens when one of your directs, or even not a direct, files a grievance against you? How should you respond? What are the rules? What can you do, and what should you do, and how should you do it? It's a rare event for a Manager Tools manager, so the Christmas Rule applies. But we'll tell you here exactly what to do and how to respond.…

1
How To Respond To A Grievance - Part 2

8M ago

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What happens when one of your directs, or even not a direct, files a grievance against you? How should you respond? What are the rules? What can you do, and what should you do, and how should you do it? It's a rare event for a Manager Tools manager, so the Christmas Rule applies. But we'll tell you here exactly what to do and how to respond.…

1
How To Respond To A Grievance - Part 1

9M ago

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What happens when one of your directs, or even not a direct, files a grievance against you? How should you respond? What are the rules? What can you do, and what should you do, and how should you do it? It's a rare event for a Manager Tools manager, so the Christmas Rule applies. But we'll tell you here exactly what to do and how to respond.…

1
What Number Twos Do - And Why - Part 2

9M ago

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To find the time to get your own work done, you've got to name a successor: a Number Two. You can be forgiven for thinking that Number Two's aren't really a thing, because so few managers use them. But the best do. And here's how they delegate to them, for both the Number Two's benefit, and for YOU.Af Michael Auzenne and Mark Horstman

1
What Number Twos Do - And Why - Part 1

9M ago

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To find the time to get your own work done, you've got to name a successor: a Number Two. You can be forgiven for thinking that Number Two's aren't really a thing, because so few managers use them. But the best do. And here's how they delegate to them, for both the Number Two's benefit, and for YOU.Af Michael Auzenne and Mark Horstman

1
Top Ten Hiring Mistakes - #9 - Comparing Candidates

9M ago

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Hiring is a critical skill for managers, and especially so for executives. And managers and executives have been making the same hiring mistakes for the past 30 years. Here's your rogue's gallery of hiring (which is separate from interviewing.)Af Michael Auzenne and Mark Horstman

1
"You're Asking For The Wrong Thing"

9M ago

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It's actually usually a good thing when directs ask for a promotion. Yes, some folks aren't ready, and some folks just want more money, or to make their resume look better for their career planning. But for the most part, people asking for promotions is good. Most managers don't think that, because when a direct asks for a promotion and isn't ready…

1
Interviewing Is NOT A Two Way Street

10M ago

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The common wisdom these days says that "interviewing is a two-way street." In other words, the candidate is evaluating you and your company and your opportunity at the same time. Unfortunately, like most common wisdom - wisdom not being common - this is very bad advice! Candidates should not be trying to interview you while you are interviewing the…

1
Manager Tools Delegation Model - Updated

10M ago

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Our updated guidance on the Manager Tools Delegation Model.Af Michael Auzenne and Mark Horstman

1
Manager Tools Coaching Model - Updated - Part 3

10M ago

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Part 3 of our updated guidance on the Manager Tools Coaching Model.Af Michael Auzenne and Mark Horstman

1
Manager Tools Coaching Model - Updated - Part 2

10M ago

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Part 2 of our updated guidance on the Manager Tools Coaching Model.Af Michael Auzenne and Mark Horstman

1
Manager Tools Coaching Model - Updated - Part 1

11M ago

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Part 1 of our updated guidance on the Manager Tools Coaching Model.Af Michael Auzenne and Mark Horstman

1
The Manager Tools Chatbot - Great Management Advice

11M ago

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Our founders, Mark Horstman and Michael Auzenne, introduce the Manager Tools chatbot and share features, development details, and benefits for professional individual contributors, managers, and executives.Af Michael Auzenne and Mark Horstman

1
Rolling Out The Trinity - Updated - Part 3

11M ago

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Part 3 of our updated guidance on how to gradually implement The Manager Tools Management Trinity (One on Ones, Feedback, Coaching, and Delegation). When managers try to implement all the tools all at once it can end in disaster. Most of us can only learn one new significant skill at a time. And that goes for our directs, too: they're learning alon…

1
Rolling Out The Trinity - Updated - Part 2

11M ago

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Part 2 of our updated guidance on how to gradually implement The Manager Tools Management Trinity (One on Ones, Feedback, Coaching, and Delegation). When managers try to implement all the tools all at once it can end in disaster. Most of us can only learn one new significant skill at a time. And that goes for our directs, too: they're learning alon…

1
Rolling Out The Trinity - Updated - Part 1

12M ago

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Part 1 of our updated guidance on how to gradually implement The Manager Tools Management Trinity (One on Ones, Feedback, Coaching, and Delegation). When managers try to implement all the tools all at once it can end in disaster. Most of us can only learn one new significant skill at a time. And that goes for our directs, too: they're learning alon…

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