Welcome to Manager Tools.

This is Kate.

And this is Mike.

Today's cast, Manager Tools Coaching Model updated, Part 1 of 3.

This cast answers these questions.

How do I coach my directs?

What do I do when feedback is not enough?

How can I help save an employee who is failing?

Well, if you want to answer these questions and more, keep listening. Well, folks, here we are. The summer is officially underway.

Don't forget, in the heat of the summer, to plan your group's training needs for the next 90 days. The fall is well

within reach. Manager Tools has some dates available for your group in August and September,

but it's best to reach out as soon as possible and contact Maggie to learn more about open dates

and how we might be able to customize the training to optimize your team's learning

experience. So send Maggie an email at customer service at manager dash tools.com to learn more

information. Today we're going to talk about the manager tools coaching model. And you and I know,

and most people listening here today, should know,

highly effective managers are not indifferent about development, right? That's one of the

characteristics of great managers is they're not only indifferent. They demand it. They expect it.

They not only encourage it, they reward it, and they provide disincentives to those who don't make strong efforts at it. They expect it. They not only encourage it, they reward it, and they provide

disincentives to those who don't make strong efforts at it. And so if you want to be a top performing

manager, improve the productivity of your team by expecting higher performance from each of its members

and coach them to achieve it. Another interesting thing I think about this model is one of the really common themes that we see

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