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The Effective Manager
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Authors:

Jess Weiss (14)
Nic Morris (4)

Monthly:

July 2021
June 2021
November 2019
October 2019
November 2018
April 2018
November 2017
August 2016
June 2016

Recent Posts:

Two simple steps to improving your self-awareness (or “Smart”)
Make Me Hungry!
Let’s get ready to Humble!
The Ideal Team Player – let’s break these down a bit
Are you an Ideal Team Player?
What is the Five Behaviours Program?
Focusing on Results
Embracing Accountability
Achieving Commitment
Productive Conflict
Vulnerability Based Trust
The Five Behaviours of a Cohesive Team
The Five Dysfunctions of a Team
What is Clifton StrengthsFinder?
What’s your Tribe’s Vibe?
The Woman on the Bus
EQ – I second that Emotion
The one thing all “strong” mangers do daily

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I KNOW I NEED TO DO SOMETHING,
BUT I DON'T KNOW WHAT

Don't know where to start. We'll listen to your challenges and know what's needed to unlock your team's full potential.

@HUMANTRIBEAU

Want to change the way people engage with you? S

Want to change the way people engage with you? Start by listening.Whether it’s a coaching session, a "difficult conversation", managing a disgruntled customer, or a tough negotiation, it all comes down to one simple truth: People want to feel listened to.When someone feels genuinely heard, the dynamic shifts. They become more open, more engaged, and more willing to listen in return.It’s not about agreeing with everything they say, it’s about showing them that their voice matters. 👉🏽 Next time you’re in a conversation, try this: pause and listen with curiosity instead of judgement; listen to hear instead of listening to respond. I promise the conversation will be more productive more positive and more engaging. 💬 What's something you do to make sure people feel heard?♻️ Repost if you found this valuable

300% more effective to be exact. Imagine leading

300% more effective to be exact. Imagine leading your team more confidently and effectively. .... Now imagine being 300% more effective than you are right now. That's what Sara, one of the most recent graduates of the program achieved. Sara's intention at the beginning of the program was to be more confident - clearly she got what she came for (and more!) Think about it.💭 What would you accomplish with 300% more effectiveness?How would your team thrive under your leadership?What goals could you achieve?This isn’t about incremental gains - it’s about transforming how you manage and lead your team. 👉🏽 We have 2 spots left in our final intake for the year. Are you going to let this opportunity slip by?Join a program that delivers real results, just like it did for Sara. Don’t settle for where you are. Become the manager you know you can be. 💥 2 spots. 1 week. Don’t miss out. DM me “Effectiveness” to claim your spot before it’s too late.

Is feedback holding you back or pushing you forwar

Is feedback holding you back or pushing you forward? The secret lies in your second score.When you receive feedback, whether it's a 2 out of 10 or a critical performance review, your first instinct might be to defend or justify your actions. Enter the second score.The second score shifts the focus from the feedback (the first score) to how you handle the feedback (the second score). Striving for a high second score means actively working to accept the feedback constructively, no matter how harsh it might seem.👉🏽 Here's how you can leverage the second score:𝟭. 𝗔𝗱𝗼𝗽𝘁 𝗮 𝗴𝗿𝗼𝘄𝘁𝗵 𝗺𝗶𝗻𝗱𝘀𝗲𝘁: Embrace feedback as an opportunity to learn and grow. Instead of seeing a low score as a failure, view it as a chance to improve and develop.𝟮. 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗮𝗱𝘃𝗶𝗰𝗲 (𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸): Feedback can often be vague and backward-looking - all about what you did or didn't do. Instead, try asking for specific, actionable advice on how you can improve. Flipping to a forward-looking approach turns critics into coaches and provides clear steps for improvement. (e.g. "what's one thing I could have done better to improve that presentation?" instead of "how was my presentation?") 𝟯. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘀𝗲 𝗿𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Make it a regular practice to seek out and accept feedback, always aiming for a high second score. 👉🏽 When you aim for a high second score, you'll see: 𝟭. 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴: By focusing on the second score, you make the most of the feedback, turning it into a powerful tool for learning and development.𝟮. 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗱 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲: Over time, as you consistently act on feedback, your first score (your actual performance) will naturally improve.𝟯. 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: Showing that you can handle feedback builds trust and encourages others to be more honest and helpful with their critiques. 💭 How do you usually respond to feedback? What's your strategy for aiming for a high second score? Comment below and let's learn together. 𝘛𝘩𝘦 𝘴𝘦𝘤𝘰𝘯𝘥 𝘴𝘤𝘰𝘳𝘦 𝘸𝘢𝘴 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘥 𝘣𝘺 𝘚𝘩𝘦𝘪𝘭𝘢 𝘏𝘦𝘦𝘯

What drives the utility of feedback is not whether

What drives the utility of feedback is not whether it's positive or negative... It's whether it focuses on the task or on the self. If I tell you your work is terrible, you're going to get defensive. If I tell you your work is great, you're going to get complacent. If I tell you a specific thing I liked about your work, you're going to try to learn to repeat that. And if I tell you what I didn't like, you're going to try to see if you can fix it. 👉🏽 We need to worry less about whether the feedback encouraging or discouraging, and more about getting input that's going to allow us to learn from our strengths and overcome our weaknesses. 👈🏽Try this next time you want feedback: ❌ instead of asking: "how did I go?"✅ ask: "what's one thing I could have done better?❌ Do you think that meeting went well✅ What specific aspect of the meeting could I improve on for next time❌ Did you understand everything✅ What part of the explanation could have been clearer❌ Do you have any feedback for me✅ What's one thing I can do to make my work more effectiveWant to learn how to improve your communication and ability to ask for feedback? DM me "effectiveness" now. Thanks for the brilliant insights Adam Grant!

I get it, you want to do a good job. You want yo

I get it, you want to do a good job. You want your team to succeed. YOU want to succeed... but, you don't really know how to get the best performance out of them. You're probably technically better than them - it would be easier if you just did it yourself ...but you know that's not sustainable. Maybe you've given them some feedback ... but nothing's changed. You know you need to have the hard conversations... but it's just so... hard.This is going to sound corny, but you're not alone. After working with hundreds of managers and hearing these things time and time again, I know how you feel. I also know how to help you. DM me "effectiveness" if:- You know you can be a more effective manager- You're tired of feeling like you don't know what you're doing- You're struggling with a disengaged or underperforming team- You're unsure how to inspire and motivate your team effectively- You're overwhelmed by the demands of managing performance- Your team's productivity or performance is declining (despite your best efforts)

It’s impossible to become "the best manager" tod

It’s impossible to become "the best manager" today.But, here's what is possible today:• Delegating tasks effectively to enhance productivity• Actively listening to understand your team's needs• Improving your communication to increase clarity• Providing feedback to foster developmentIt’ll only take you a few minutes each day.But, in a few months, you’ll have:• Higher productivity• Improved outcomes• A more engaged team• Effective management skillsDon’t say:"I want to become the best manager today."Instead, say:"I want to be the best manager I can be today"If you consistently ask yourself "what would the best manager do?" and then do that, you'll eventually become "the best manager".✍🏽 What's one thing you can do today to move you toward being the manager you want to be?PS - want my comprehensive 10 step guide to becoming an effective manager? Comment or DM me "effectiveness" and I'll send it through!

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