Beste Manager Tools podcasts (2025)

Welcome to a special episode of Manager Tools. Today, you're listening to the live recording of our 20th anniversary podcast, captured in front of a fantastic audience of managers and leaders just like you.Door Michael Auzenne and Mark Horstman

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Building Your Bench - Chapter 1 - Part 2

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22d ago

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Too many managers rely on HR to bring them candidates for their hiring needs. HR is a necessary part of sourcing candidates, and it's important to work with them. But there is often a disconnect, because they don't know your work or needs as well as you do. Effective managers build a bench of possible candidates, and hire from their own bench whene…

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Building Your Bench - Chapter 1 - Part 1

29d ago

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Too many managers rely on HR to bring them candidates for their hiring needs. HR is a necessary part of sourcing candidates, and it's important to work with them. But there is often a disconnect, because they don't know your work or needs as well as you do. Effective managers build a bench of possible candidates, and hire from their own bench whene…

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HR May Not Be Your Friend - Part 2

1M ago

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Effective managers need a good relationship with HR. But HR may be the hardest staff organization to have a good relationship with, because their incentives are often misaligned with everyday managers. Even if you have an "HR Business Partner," they work for someone else, and probably support other managers. This isn't inherently bad, but a smart m…

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HR May Not Be Your Friend - Part 1

1M ago

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Effective managers need a good relationship with HR. But HR may be the hardest staff organization to have a good relationship with, because their incentives are often misaligned with everyday managers. Even if you have an "HR Business Partner," they work for someone else, and probably support other managers. This isn't inherently bad, but a smart m…

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The World's Best Feedback Organization

2M ago

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If feedback is so important to high performance - and it is - it makes sense to study if and when and how the very best athletes get feedback about their performance. While there are 500 CEOs of Fortune 500 companies - truly rarified air - there are only 32 starting players at each position on each NFL team. There are more than 10 times more of the…

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Everybody Has Too Much Work To Do! - Part 2

2M 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. Theree'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.Door Michael Auzenne and Mark Horstman

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Everybody Has Too Much Work To Do! - Part 1

2M 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.Door Michael Auzenne and Mark Horstman

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The Hidden Purpose Of Interviewing - External Validation - Part 2

2M 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.Door Michael Auzenne and Mark Horstman

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The Hidden Purpose Of Interviewing - External Validation - Part 1

3M 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.Door Michael Auzenne and Mark Horstman

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

3M 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…

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

3M 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…

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Introducing The Effective Senior Manager Conference

3M 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.Door Michael Auzenne and Mark Horstman

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Internal Hiring Process - Chapter 1 - Development Feedback

4M 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.Door Michael Auzenne and Mark Horstman

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

4M 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.Door Michael Auzenne and Mark Horstman

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

4M 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.Door Michael Auzenne and Mark Horstman

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

4M 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…

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

4M 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…

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Why Is Negative Feedback So Hard? - Part 2

5M 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.Door Michael Auzenne and Mark Horstman

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Why Is Negative Feedback So Hard? - Part 1

5M 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…

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The Simple Quarterly Performance Review

5M 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 …

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The Purpose of Feedback - Part 3

5M 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.Door Michael Auzenne and Mark Horstman

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The Purpose of Feedback - Part 2

6M 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.Door Michael Auzenne and Mark Horstman

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The Purpose of Feedback - Part 1

6M 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.Door Michael Auzenne and Mark Horstman

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A Basic Team Culture Model For Managers - Part 2

6M 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.Door Michael Auzenne and Mark Horstman

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A Basic Team Culture Model For Managers - Part 1

6M 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.Door Michael Auzenne and Mark Horstman

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Assumptive Goal Setting - HOF 2024

7M ago

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

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How to Set Annual Goals - HOF 2024

7M 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.Door Michael Auzenne and Mark Horstman

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The Tetris Workload Battle - Part 2

7M ago

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

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The Tetris Workload Battle - Part 1

7M ago

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

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

7M ago

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

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Delivering the Performance Review - HOF 2024

8M ago

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

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Preparing Performance Reviews - HOF 2024

8M ago

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

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

8M ago

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

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The Goal Of An Interview Is To Create A DECISION

8M ago

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

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The Feedback Sandwich

9M ago

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

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"Is That What You Want” - Not Recommended

9M ago

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

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Celebrate Yellow Tasks - Part 2

9M 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.Door Michael Auzenne and Mark Horstman

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Celebrate Yellow Tasks - Part 1

9M 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.Door Michael Auzenne and Mark Horstman

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What If Your Direct Says No To Change?

10M 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.Door Michael Auzenne and Mark Horstman

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How To Respond To A Grievance - Part 4

10M 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.…

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How To Respond To A Grievance - Part 3

10M 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.…

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How To Respond To A Grievance - Part 2

10M 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.…

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How To Respond To A Grievance - Part 1

11M 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.…

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What Number Twos Do - And Why - Part 2

11M 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.Door Michael Auzenne and Mark Horstman

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What Number Twos Do - And Why - Part 1

11M 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.Door Michael Auzenne and Mark Horstman

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Top Ten Hiring Mistakes - #9 - Comparing Candidates

11M 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.)Door Michael Auzenne and Mark Horstman

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"You're Asking For The Wrong Thing"

11M 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…

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