Folks if you enjoy our guidance about the main event 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 U.S. and in Europe and in Asia and in Australia.

See you there. Welcome to Manager Tools. and in Asia and in Australia.

See you there.

Welcome to Manager Tools.

Our guidance on an uncommunicative, correct conversation.

This is not micromanagement.

Part two. Here we go.

Our second recommendation, the one that we're known for of course is what to do, the tactical recommendation,

and we've made it before when talking about resistant, and I think we actually have a

get guidance called resistant directs we recommend you ask two to three times for

input at the start of your one-on-ones the way Danny did in the example we used rather than simply accepting a first

time brush off. Right it's important I think to remember that your directs

bring all of their previous experience with all their

previous managers to their relationship with you. I often say to folks at

conferences you're not just managing your direct, your directs, you're managing

...