Mark Horstmam's guest appearances

Mark Horstmam

Change Your POV Podcast

Change Your Point Of View

Christopher Lochhead

David Smith

Benjamin Franklin

Cliff Ravenscraft

Matthew Green

Richard Rawlings

Jason Dunham

Ryan Michler

Walt Whitman

Ralph Waldo Emerson

Dan Brown

Ryan Hunt

Nicole Johnson

Stephen Ellis

Dale Dye

OwlTail

SUMMARY: Mark Horstman is co-founder of Manager Tools, a management consulting and training firm that regularly consults for and trains managers in Fortune 1000 companies around the world. Manager Tools focuses on helping in managing people for effectiveness. Some of Mark’s clients include Credit Suisse, AT&amp;T, Procter &amp; Gamble, Wal-Mart, General Electric, Intel, Microsoft, Apple, Applied Materials, and Goldman Sachs. Mr. Horstman is a graduate of the United States Military Academy at West Point (Field Artillery Officer). Following his military career, Mark was a manager and executive in sales and marketing at Procter &amp; Gamble. Prior to Manager Tools, Mark performed Executive Coaching and Consulting as a sole owner for 15+ years. MANAGER TOOLS Manager Tools conducts conferences in many countries around the world. These conferences are designed to allow managers and individual contributors to learn, practice and implement effective management and communication behaviors. Manager Tools has created teachable equivalents to help attendees learn and practice the behaviors that the most successful use. If you are interested in learning more or attending a future conference in your area, you can check out the Manager Tools upcoming conferences page. Along with consulting and conferences, Manager Tools also offers a Free Podcast that is currently rated one of the top ten business podcasts on iTunes. It is downloaded over 2.8 million times monthly. This is where I first heard about Manager Tools and began to implement the Manager Tools concepts into my management strategy with overwhelming success! Manager Tools won the People’s Choice Podcast Awards in the business category in 2006, 2007 and 2009. In 2008 it also won the overall People’s Choice category and was therefore ineligible for nomination in 2009 and 2010. It was nominated in 2011, 2012 and 2013. A separate Podcast Career Tools has been nominated in 2009 in the business category, the first year it was eligible, and won the business category in 2010. It too was nominated in 2011 and 2012 IN THIS PARTICULAR EPISODE YOU WILL LEARN: Mark shares the premise of Manager Tools and why their model is sought after in business across all industries.  Regardless of your job, specialty or industry chances are you’ve had hours of training and education around learning your specific job. Whether you are an engineer learning to pour concrete around rebar, a dental assistant learning how to prepare the doctors tools or a stock trader on Wall Street, you have been trained. Now look at the business of management, no one is trained to be an effective manager. I have my MBA, trust me, this was not part of the curriculum. So what is the role of a manager and how can they get better at the job of managing? Mark describes the four most important things managers can leverage in order to achieve results and keeping their people:   Know Your People   Talk About Performance   Ask For More   Push Work Down     KNOW YOUR PEOPLE     Mark describes this as the single most important thing a manager can do to achieve results and retain their people. This is done through on-on-ones (O3) between the manager and her directs. Weekly 30 min O3’s significantly increase the quality of the relationship between the manager and their directs. If you are a manager ask yourself, “Do I know the names of the spouses and children of my directs?” What about your manager? Does he know the name of your spouse and children? If the answer to either of these questions is no, ask yourself, “Would my working relationships with “Do I know the names of the spouses and children of my directs?” What about your manager? Does he know the name of your spouse and children? If the answer to either of these questions is no, ask yourself, “Would my working relationships with my directs, or with my manager improve if this basic information (spouse, and children’s names) were known?” My guess is that you agree that it would! So if this is true, why don’t more managers know this about their directs? Why doesn’t your manager know this about you? My experience has been that many managers may know that this is important, and may even know that having a better relationship with their people would yield better results, but they just don’t know what to do or where to start. Manager Tools breaks this down shotgun style! Everything from what to say, how to conduct one, even a template to use; it is the most actionable management training program I know! TALK ABOUT PERFORMANCE     Have you ever sat across the table from your manager only to find out that there were some critical deliverables you were missing, and have been missing for several months, but you didn’t know until just now what they were and that you were missing them? Well, I have, and I can tell you that this is a very uncomfortable and awkward place to me, not to mention frustrating! So right now, you are probably thinking the same thing I was thinking then… “why didn’t I hear about this sooner?” Yup! this is a very good question to which I still do not have the answer. Why do managers only talk about performance during the mid-year review, or worse, only at the year-end review? Not a lot of course correction can be done then! It would be like taking a trip from Florida to Maine and only finding out you went the wrong way once you got to California. Ask yourself, “Do I like to hear from my manager regularly? Do I want to know sooner rather than later if I am veering off course?” If you answered yes to these questions, then wouldn’t you think that your directs feel the same way about you and their performance?     So why do managers wait until the train is completely off the track, or until the damage is so irreparable that it’s impossible to retain the employee? Have you ever seen this? Perhaps it’s happened to you. What an epic failure on the part of the manager, and I have to admit, I’ve been that manager. FEEDBACK – POSITIVE AND NEGATIVE Manager Tools gives managers a method by which these critical conversations can happen and it’s called the Feedback Model. Because honest and candid feedback is so foreign in the workplace, this “Feedback Model” sound a little funny at first and takes some time to get used to, but man, once you start providing your directs with constant performance feedback they perform much better and they give more of themselves because they are more confident about what it is you want and are looking for. ASK FOR MORE     As a manager, you want more from your people. It is in the best interest of the company to get more out of your directs than it is to hire more employees, which Mark describes as the last resort. As companies grow, hiring new people is inevitable, but far too often companies hire too early instead of ensuring their people are doing as much as possible without burn-out. So how do you as a manager accomplish this? Manager Tools teaches a concept called “Coaching” This is done in conjunction with the weekly O3’s. I had a direct once that I wanted to take on more responsibility for the good of the company and for his own professional development. Through my O3’s and coaching, I realized that he was willing and even eager to take on more, but there were some skills he was missing and were needed in order for him to be successful in taking on more. If it were not for the Coaching and consistent communication with him, I would have never identified this shortcoming. However, he would have agreed to take on more, and probably failed. I would have thought that he just wasn’t ready yet, or worse, given up on his development or career progression. He received the training he needed and became very successful in this new role I assigned him. This also had a unique side effect I wasn’t expecting but very pleased resulted. He gained a lot of trust in me, and I in him. He knew that I would challenge him, but I would ensure he had all the right tools to exceed. I knew that he would give me everything he had and then some. PUSH WORK DOWN     As a manager, you are constantly juggling more work than there are hours in the day. Then there comes that day when you get called into your manager’s office and she wants you to take on that new project that is critical achieving year-end sales. Now, what do you do? Your first response is to increase your headcount but you are told that is not an option. Besides, as an effective manager, this is your last resort anyway remember? You have to find a way to get more off your plate to make room for this new priority you now have on top of everything else. Your only recourse is to delegate some of your previous tasks down to one or more of your directs. Manager Tools teaches this delegation model and provides a step-by-step process to achieve this successfully. I hope you enjoy this interview with Mark and if this is the first time you have been exposed to these Manager Tools concepts, I encourage you to check out the Manager Tools Podcast, their website, or a conference.   LINKS AND RESOURCES MENTIONED IN THIS EPISODE: Manger-Tools Website Manger-Tools Podcast  Effective Manager Conference  Effective Communications Conference  Effective Interviewer Conference   THE EFFECTIVE MANAGER Mark’s new book ‘The Effective Manager‘ launched on July 5th 2016 and is available in hardcover and digital format. Select here for a signed copy.   The how-to guide for exceptional management from the bottom up The Effective Manager is a hands-on practical guide to great management at every level. Written by the man behind Manager Tools, the world’s number-one business podcast, this book distills the author’s 25 years of management training expertise into clear, actionable steps to start taking today. GET YOURS TODAY!   Hey, It’s Eddie! Thanks for listening! Thanks so much for listening! Have some feedback you’d like to share? Leave a note in the comment section below, or you can leave me a message about this episode by going tohttp://ChangeYourPOV.com/AskEddie If you enjoy the show I sure hope you’ll subscribe and download a bunch of episodes oniTunes. All these shows are free to download and listen to and I don’t ask for donations of anything to create this show. But if you’d like to totally make my day… I would be forever grateful if you would be so kind as to leave an honest review on iTunes. If you are new to reviews and need a little help, you can go to LEAVE A REVIEW and I will walk you through that step-by-step. Thank you in advance for doing that!  – plus, I read each and every one of them!   Please share this episode using the social media buttons you see at the top, or bottom of this page. Check out the FREE Online Resume Training at http://7DayResume.com LISTEN TO THIS EPISODE NOW: Right click here and save-as to download this episode to your computer. Are you still reading this? Wow! That’s really cool, I can so relate! Ps… I hope you have an absolutely terrific day and I appreciate the extra time you took to look a little further! You are awesome!!

SUMMARY: Mark Horstman is co-founder of Manager Tools, a management consulting and training firm that regularly consults for and trains managers in Fortune 1000 companies around the world. Manager Tools focuses on helping in managing people for effectiveness. Some of Mark’s clients include Credit Suisse, AT&amp;T, Procter &amp; Gamble, Wal-Mart, General Electric, Intel, Microsoft, Apple, Applied Materials, and Goldman Sachs. Mr. Horstman is a graduate of the United States Military Academy at West Point (Field Artillery Officer). Following his military career, Mark was a manager and executive in sales and marketing at Procter &amp; Gamble. Prior to Manager Tools, Mark performed Executive Coaching and Consulting as a sole owner for 15+ years. MANAGER TOOLS Manager Tools conducts conferences in many countries around the world. These conferences are designed to allow managers and individual contributors to learn, practice and implement effective management and communication behaviors. Manager Tools has created teachable equivalents to help attendees learn and practice the behaviors that the most successful use. If you are interested in learning more or attending a future conference in your area, you can check out the Manager Tools <a href="https://www.manager-tools.com/training" rel="nofollow" target="_blank">upcoming conferences </a>page. Along with consulting and conferences, Manager Tools also offers a Free Podcast that is currently rated one of the top ten business podcasts on iTunes. It is downloaded over 2.8 million times monthly. This is where I first heard about Manager Tools and began to implement the Manager Tools concepts into my management strategy with overwhelming success! Manager Tools won the People’s Choice Podcast Awards in the business category in 2006, 2007 and 2009. In 2008 it also won the overall People’s Choice category and was therefore ineligible for nomination in 2009 and 2010. It was nominated in 2011, 2012 and 2013. A separate Podcast Career Tools has been nominated in 2009 in the business category, the first year it was eligible, and won the business category in 2010. It too was nominated in 2011 and 2012 IN THIS PARTICULAR EPISODE YOU WILL LEARN: Mark shares the premise of Manager Tools and why their model is sought after in business across all industries.  Regardless of your job, specialty or industry chances are you’ve had hours of training and education around learning your specific job. Whether you are an engineer learning to pour concrete around rebar, a dental assistant learning how to prepare the doctors tools or a stock trader on Wall Street, you have been trained. Now look at the business of management, no one is trained to be an effective manager. I have my MBA, trust me, this was not part of the curriculum. So what is the role of a manager and how can they get better at the job of managing? Mark describes the four most important things managers can leverage in order to achieve results and keeping their people: <ol> <li> Know Your People </li> <li> Talk About Performance </li> <li> Ask For More </li> <li> Push Work Down </li> </ol>   KNOW YOUR PEOPLE Mark describes this as the single most important thing a manager can do to achieve results and retain their people. This is done through on-on-ones (O3) between the manager and her directs. Weekly 30 min O3’s significantly increase the quality of the relationship between the manager and their directs. If you are a manager ask yourself, “Do I know the names of the spouses and children of my directs?” What about your manager? Does he know the name of your spouse and children? If the answer to either of these questions is no, ask yourself, “Would my working relationships with “Do I know the names of the spouses and children of my directs?” What about your manager? Does he know the name of your spouse and children? If the answer to either of these questions is no, ask yourself, “Would my working relationships with my directs, or with my manager improve if this basic information (spouse, and children’s names) were known?” My guess is that you agree that it would! So if this is true, why don’t more managers know this about their directs? Why doesn’t your manager know this about you? My experience has been that many managers may know that this is important, and may even know that having a better relationship with their people would yield better results, but they just don’t know what to do or where to start. Manager Tools breaks this down shotgun style! Everything from what to say, how to conduct one, even a template to use; it is the most actionable management training program I know! TALK ABOUT PERFORMANCE Have you ever sat across the table from your manager only to find out that there were some critical deliverables you were missing, and have been missing for several months, but you didn’t know until just now what they were and that you were missing them? Well, I have, and I can tell you that this is a very uncomfortable and awkward place to me, not to mention frustrating! So right now, you are probably thinking the same thing I was thinking then… “why didn’t I hear about this sooner?” Yup! this is a very good question to which I still do not have the answer. Why do managers only talk about performance during the mid-year review, or worse, only at the year-end review? Not a lot of course correction can be done then! It would be like taking a trip from Florida to Maine and only finding out you went the wrong way once you got to California. Ask yourself, “Do I like to hear from my manager regularly? Do I want to know sooner rather than later if I am veering off course?” If you answered yes to these questions, then wouldn’t you think that your directs feel the same way about you and their performance? So why do managers wait until the train is completely off the track, or until the damage is so irreparable that it’s impossible to retain the employee? Have you ever seen this? Perhaps it’s happened to you. What an epic failure on the part of the manager, and I have to admit, I’ve been that manager. FEEDBACK – POSITIVE AND NEGATIVE Manager Tools gives managers a method by which these critical conversations can happen and it’s called the Feedback Model. Because honest and candid feedback is so foreign in the workplace, this “Feedback Model” sound a little funny at first and takes some time to get used to, but man, once you start providing your directs with constant performance feedback they perform much better and they give more of themselves because they are more confident about what it is you want and are looking for. ASK FOR MORE As a manager, you want more from your people. It is in the best interest of the company to get more out of your directs than it is to hire more employees, which Mark describes as the last resort. As companies grow, hiring new people is inevitable, but far too often companies hire too early instead of ensuring their people are doing as much as possible without burn-out. So how do you as a manager accomplish this? Manager Tools teaches a concept called “Coaching” This is done in conjunction with the weekly O3’s. I had a direct once that I wanted to take on more responsibility for the good of the company and for his own professional development. Through my O3’s and coaching, I realized that he was willing and even eager to take on more, but there were some skills he was missing and were needed in order for him to be successful in taking on more. If it were not for the Coaching and consistent communication with him, I would have never identified this shortcoming. However, he would have agreed to take on more, and probably failed. I would have thought that he just wasn’t ready yet, or worse, given up on his development or career progression. He received the training he needed and became very successful in this new role I assigned him. This also had a unique side effect I wasn’t expecting but very pleased resulted. He gained a lot of trust in me, and I in him. He knew that I would challenge him, but I would ensure he had all the right tools to exceed. I knew that he would give me everything he had and then some. PUSH WORK DOWN As a manager, you are constantly juggling more work than there are hours in the day. Then there comes that day when you get called into your manager’s office and she wants you to take on that new project that is critical achieving year-end sales. Now, what do you do? Your first response is to increase your headcount but you are told that is not an option. Besides, as an effective manager, this is your last resort anyway remember? You have to find a way to get more off your plate to make room for this new priority you now have on top of everything else. Your only recourse is to delegate some of your previous tasks down to one or more of your directs. Manager Tools teaches this delegation model and provides a step-by-step process to achieve this successfully. I hope you enjoy this interview with Mark and if this is the first time you have been exposed to these Manager Tools concepts, I encourage you to check out the <a href="https://www.manager-tools.com/podcasts" rel="nofollow" target="_blank">Manager Tools Podcast</a>, their <a href="https://www.manager-tools.com/" rel="nofollow" target="_blank">website</a>, or a <a href="https://www.manager-tools.com/training" rel="nofollow" target="_blank">conference</a>.   LINKS AND RESOURCES MENTIONED IN THIS EPISODE: <a href="https://www.manager-tools.com/" rel="nofollow" target="_blank">Manger-Tools Website</a> <a href="https://www.manager-tools.com/all-podcasts" rel="nofollow" target="_blank">Manger-Tools Podcast</a> <a href="https://www.manager-tools.com/training/effective-manager-conference" rel="nofollow" target="_blank"> Effective Manager Conference</a> <a href="https://www.manager-tools.com/training/effective-communications-conference" rel="nofollow" target="_blank"> Effective Communications Conference</a> <a href="https://www.manager-tools.com/training/effective-interviewer-conference" rel="nofollow" target="_blank"> Effective Interviewer Conference</a>   THE EFFECTIVE MANAGER Mark’s new book ‘<a href="http://changeyourpov.com/the-effective-manager" rel="nofollow" target="_blank">The Effective Manager</a>‘ launched on July 5th 2016 and is available in hardcover and digital format. <a href="https://www.manager-tools.com/products/effective-manager-book" rel="nofollow" target="_blank">Select here for a signed copy</a>. <a href="http://changeyourpov.com/the-effective-manager" rel="nofollow" target="_blank">The how-to guide for exceptional management from the bottom up</a> The Effective Manager is a hands-on practical guide to great management at every level. Written by the man behind Manager Tools, the world’s number-one business podcast, this book distills the author’s 25 years of management training expertise into clear, actionable steps to start taking today. <a href="http://changeyourpov.com/the-effective-manager" rel="nofollow" target="_blank">GET YOURS TODAY!</a> Hey, It’s Eddie! Thanks for listening! Thanks so much for listening! Have some feedback you’d like to share? Leave a note in the comment section below, or you can leave me a message about this episode by going to<a href="http://changeyourpov.com/AskEddie" rel="nofollow" target="_blank">http://ChangeYourPOV.com/AskEddie</a> If you enjoy the show I sure hope you’ll subscribe and download a bunch of episodes on<a href="https://itunes.apple.com/us/podcast/change-your-pov-podcast-professional/id1065633832" rel="nofollow" target="_blank">iTunes</a>. All these shows are free to download and listen to and I don’t ask for donations of anything to create this show. But if you’d like to totally make my day… I would be forever grateful if you would be so kind as to leave an honest review on iTunes. If you are new to reviews and need a little help, you can go to <a href="http://changeyourpov.com/leavereview" rel="nofollow" target="_blank">LEAVE A REVIEW</a> and I will walk you through that step-by-step. Thank you in advance for doing that!  – plus, I read each and every one of them! Please share this episode using the social media buttons you see at the top, or bottom of this page. Check out the FREE Online Resume Training at <a href="http://7dayresume.com/" rel="nofollow" target="_blank">http://7DayResume.com</a> LISTEN TO THIS EPISODE NOW: <a href="http://traffic.libsyn.com/changeyourpov/CYPOV-067.mp3" rel="nofollow" target="_blank">Right click here and save-as to download this episode to your computer.</a> Are you still reading this? Wow! That’s really cool, I can so relate! Ps… I hope you have an absolutely terrific day and I appreciate the extra time you took to look a little further! You are awesome!!

EP067: What Makes An Effective Manager – With Mark Horstmam