As we close out the year, here are the top series of articles published by Manager by Design in 2011. See part 1 here.
Team Strategy Documents
Creating a system that encourages good management
All-team meetings (and why they’re hard to do well)
The annual review reveals more about the manager’s performance than the employee’s performance
“You don’t take feedback well” – and its ramifications
Becoming a manager – and the havoc it wreaks on one’s identity in the workplace
As we close out the year, here are the top series of articles published by Manager by Design in 2011. Enjoy and thanks to all who support the Manager by Design blog!
Areas where providing feedback is most useful
Giving feedback based on indirect sources (and how difficult this really is)
Using strategy sessions with employees (as opposed to just “feedback”)
Manager of Manager providing feedback to and about employees (and the difficulty it brings)
How to maximize the value of peer feedback
How managers receive (or don’t receive) feedback on managing
The Manager by Design Blog celebrates its 2-year anniversary today!
Let’s count down the top 10 most popular articles of 2011!
Thanks to all who have supported the Manager by Design blog. Keep reading the Manager by Design blog for great tips on people and team management, as well as deep thinking and analysis on how organizations can structurally improve how managers perform!
As we close out the year, here are the top series of articles published by Manager by Design in 2010. Check out part one here.
Providing expectations sets the bar for what you and your team need to do, and how to get it done. Yet it is an ignored art. Here are some articles on the art of providing expectations:
Managers need to check their usage of language to focus on behaviors. This doesn’t necessarily come naturally. Here is primer on using behavior-based language.
Managing from a deficit:
When one is an individual contributor, it’s generally easy to figure out when you are falling behind. But it isn’t so easy when you’re a manager. These articles focus on the moments that might reveal you’re managing from a deficit, and could benefit from changing your management practices.
Keep reading the Manager by Design blog for tips on people management and team management. Happy new year and see you in 2011!
As we close out the year, here are the top series of articles published by Manager by Design in 2010.
Providing Positive Reinforcement:
A manager needs to provide positive reinforcement to encourage that employees keep doing the things that are going well, and perhaps do more of the things that work, and less the things that don’t. Here are the Manager by Design articles related to Positive Reinforcement:
Using a Performance Log:
So many things happen when managing, it’s easy to forget what happened. Or worse, it’s easy to remember the things that don’t matter as much. What does matter is the performance of the employees. Here are tips on keeping a performance log. Remember — it should include the good stuff your employees are doing!
Managers get invited to meetings all the time. They also invite a lot of people to meetings too. This means that meetings are important. So what makes a good meeting? Here are some articles by Manager by Design on the topic:
Happy New Year from Manager by Design!
The Manager by Design blog is celebrating its one-year anniversary this week!
We’ve published over 100 articles on People and Team Management, and started the discussion on how we can create better managers by design.
To celebrate, let’s count down the top 10 most popular articles of the year!
and the #1 most popular Manager by Design article in 2010 is. . .
Thanks to all who follow and comment on the Manager by Design blog! We have lots of great articles coming out for next year.
Keep reading Manager by Design for great people management tips and awesome team management tips, and we’ll keep developing the emerging field of management design!
Welcome to the Manager by Design blog. This blog was created to help team managers improve in their ability to run teams. I’m talking about all sorts of managers, in any industry and at any level. This includes those just starting out as managers and those who have been doing it for years. I have seen too many managers struggle to run teams well. I have seen too many managers “freestyle” their way through the management tasks, and ignore others entirely.
Being a manager is tough, and managers develop their practices mostly through ad-hoc means. Management practices, whether good or bad, tend to be by accident rather than by design. It’s time this change and we develop a new field I’m pioneering, “Management Design.” The idea is that we can create and develop great managers by design rather than by accident.
If you are a manager of a team— subscribe to this blog to get regular tips and ideas for improving your management skills. These will be practical tips and concepts that you can apply when you’re ready.
For those of you in Human Resources, and are charged with Management Development (and even if you aren’t), read this blog for how you can – by design – improve how your managers are using the techniques and applying the skills necessary to be great managers.