Welcome to Manager Tools.

This is Sarah.

And this is Kate.

Today's podcast, How to Get Subordinate Managers to Do One-on-Ons, Part 1 of 2.

The questions this cast answers are, how can I get subordinate managers to do one-on-ones?

How can I measure whether or not my managers are doing their one-on-ones?

Do I need to set up a reporting system for my subordinate managers one-on-ones?

If you want answers to these questions and more, keep listening.

London and November? I'm thinking Christmas lights, chilly weather, piccadilly, maybe even a trip to Herod.

Not for you, of course, for your loved ones. And we'll be there. Come to London and learn the next steps to becoming a more effective

professional in our effective manager and effective communicator courses. We're coming across the pond

because we have fantastic international listeners and we'd love to see you there.

Sign up for our London event at manager-dashtools.com forward slash training.

It's okay. When you become director, you start to get a sense of what it means to be an executive.

Now, in all honesty, I will say there's a lot of people who are directors

who aren't executives and vice versa. But you're no longer getting to manage the work you did

before the stuff that your directs are working on. Instead, you're managing managers who are

managing people to get the actual work done. And one of the things that you learn is that managers are typically much more likely to assert

themselves than individual contributors were when you were managing individual contributors.

Yeah.

It's interesting the change in behavior associated with different assignations of role power.

Absolutely.

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