Welcome to Manager Tools. Today's show, The Steelcage Death Match meetings. Part 2. Here we go. Now most folks I think you know 90% of the folks they go into these Steelcage

death match meetings and what they rely on is relationships right that that's the goodwill they built with their

peer managers and their boss that's how they think they're going to win the day and in fact

that's not where to start is it? No, no. The classic failure that happens is the manager who turns their peer or their boss and says,

well, but you know how good my guy Robert is, right the surface that's fine I mean it really is yeah but

I got somebody just yeah he's a good and I got somebody is good or better

he's in laugh there you go yeah it's, yeah, it's a cackle.

That's a cackle right there.

The problem is those other managers have their own people to recommend.

And when I hear that, and I've sat in a few of these meetings that kind of thinking reveals a manager who's thinking in a vacuum without considering other people's perspectives.

I mean, look, if Mike said to me, if we weren weren't good friends if we didn't trust each other

Mike said to me well Mark you know Joe is really really good don't trust it oh yeah

definitely Joe's good but it's irrelevant I don't care I happen to think Bob who works for me is better than Joe I don't care. I happen to think Bob, it works for me, is better than Joe. I don't mind mentioning to Mike that Joe's good.

Because I'm about to prove that Bob is better and so I can make Mike feel good that I said to him yeah Joe's good

totally dude and then at the end of the meeting goes so sorry that Joe lost his job

but my guy Bob kept his sorry about that yeah Yeah, yeah. Totally an example. Yeah, sorry. Yeah, it's that kind of approach that kind of

Hey, you scratch my back and I don't know if I can scratch yours but you know you

should know how good my people are that's just destined to fail. What we have to

have to be successful in a steel cage death match is data.

We need specific examples of what our team members have done

and ideally what they've done that others will know about

and place value upon. And we need to have it in advance so we can make our case in the meeting.

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