Welcome to Manager Tools.

Our guidance on having one-on-one's after conflict with your directs.

Here we go.

This guidance answers the questions.

How do I handle my one-on-one with a direct after we've had a conflict?

How should I respond to a direct who attempts to cancel a one-on-one after some conflict?

And how can I repair the damage that conflict does

to my relationships with my directs?

If you enjoy our guidance about the Madadry

Trinity, getting to know your people, talking about performance,

asking for more, pushing work down, and our tools are helpful, one-on-one's feedback, coaching,

and delegation. The ideal way to learn about implementing them is to come to one of our

effective manager conferences. One day we cover all of the major topics. You practice

feedback, you practice coaching, you practice delegation. I can't tell you the number of times people

have said to us, wow, I thought I understood the tools, and then when I had to practice, I realized

I've taken it to another level.

Come to the website, check out our conference schedule,

see us all over the US and in Europe and in Asia and in Australia.

See you there. Okay, Sarah, it's going to happen.

You know, people are going to get into conflict, managers and directs are going to get into conflict

with each other.

My dad used to say the definition of conflict is two human beings in the same county, so therefore

...