Podcasts about effective manager

Hey! Ever feel disconnected from your team? Either you don't feel like you're getting them, or they don't feel like they're getting you, or vice versa. One of the biggest issues that we see when we're working with business owners, or frankly, just when we're working with people, we're human beings. Whereas tasks don't talk back. There's no emotion there. When we're dealing with people, ourselves. We've got emotions, we've got variations. Things happen in our lives, and it causes us to do different things. And for years, we at Business On Purpose have been pushing the 1 on 1 Check In. And with this check in, a variety of different elements can come out through these discussions. And one of the biggest pieces of pushback we'll get is this one piece that says, “Yeah, but Scott, we talk all day long, like, we don't need to do this. We're always talking. We're texting, we're talking on the phone. We're looking at different things.” I ran across a book, and it helped to understand this hunch that we had that individual, 1 on 1, undistracted check ins could be an incredibly powerful tool, not only for leadership, but effective. Just day to day management. So it's in the book called “The Effective Manager”, and it's written by Mark Horstman, Kate Braun, and Sarah Sentes. And you can find it anywhere. Just look it online. The Effective Manager. What I really like about the book is they actually did statistical research around managerial status and a variety of tools that they leveraged in order to find growth, both in managers and more often in people. And so as it comes to small business, we can learn a lot from this. And so I want you to take this excuse that we get a lot. “Yeah, but Scott, we talk all day long”, and I want you to think about this. What they found in the book is that the average length of time that managers talked in this what we call non necessary meeting with the directs, that, quote, they talk to all day long. 28 minutes. That's it. 28 minutes. So, when you say that you talk all day long with your team, what you really mean is we spent about 28 minutes together, but it's 30 seconds here, a minute and a half there, three minutes there. Is that how you want to build a relationship and a connection? Is that how you would build a relationship with the people that you love outside of work, your spouse, your kids? No. No. We've got to have continuity in what we do. And to allow the demon to roar even more. What I found from Cal Newport was the average length of time that we spend checking email is 5.6 hours. So, this is what the normal week looks like. Most likely, this is what your week looks like. 28 minutes talking all day long, or the average day, 5.68 hours of chat checking email. And if we're really honest, we spend the remaining two-ish hours putting out fires. When do we ever get to work on the business? When do we ever get to lead? Because we're not leading when we're talking all day long. We're not leading when we're checking email. And we're certainly not leading when we're putting out fires. So, we reoriented to the day and thought about, what is an RPM day look like? You might be thinking, what is RPM? Repetition, Predictability, and Meaning. So, we don't void repetition and predictability out and leave it meaningless? No, we want to bring meaning into that. How do we do that? What if you replaced your talking all day long with a 1 on 1 check in with your direct reports? What if you replaced 5.6 hours of checking email and replaced it with following your CEO owner scorecard, or your job role and your weekly schedule? What if you replaced putting out fires and instead started to work ON the business, articulating vision, mission values, recasting all of that, building out fiscal dashboards, subdividing bank accounts, long term planning, goal setting, past, present, future financials, all the things that we talk about at Business On Purpose. What if you replaced putting out fires with working on the business? So, there was a fascinating study put out. So, I want to reinforce the power of the 1 on 1 check in that one little element of 28 minutes a day instead of talking all day long, that you can talk once in a focused atmosphere with your direct report. So here was the study by Horstman, Braun, and Sentes. And what they did is they put 700 managers in a study and they measured the success of the manager by two things. Number one is their key result for whatever vertical they're in. You know, if you're in sales, close deals, if you're in operations, finished schedules, whatever it might be. So, whatever that key result was, and then number two, was the retention of the team. In fact, they argue in the book that those are really the only two things that matter from a management standpoint, the key result and the retention of the team that produces those results. They put 400 of those managers in what they call the control group. If you got a background in scientific studies, you would understand what this is. The control group, the 400 managers, didn't do anything different. They basically got a placebo pill and they would just continue to operate and to manage as they've always managed. So, they had 300 other managers that were in the test group to where they actually had them do 1 on 1 check ins. Now, the test was set to run for 30 months. 400 managers not doing 1 on 1 individual check ins with direct reports. 300 managers proactively doing 1 on 1 check ins with their direct reports and only their direct reports. Nobody down from that. After 19 months, they had to stop the study. Why? It's because there was ethical consideration. See, what they found there were 43 total managers who had received promotion at month 18. Why did they stop the study? Because 42 of those were from the test group. 42 of the 43 managers that had been promoted were in the blinded test group who were actively implementing 1 on 1s. What that meant was there was only one promoted manager who was in the control group not implementing the 1 on 1s. See, ethically, they were holding people back from promotion because they weren't allowing them to do the 1 on 1s because they were in the control group. And so there was an interesting couple of outlays with this. Number one is the frequency of the 1 on 1 check ins. What does that look like? Well, those that did their 1 on 1 check ins weekly had the largest improvement. Those who did it biweekly saw a 50-ish percent improvement compared to the weekly. So, they saw a significant improvement. It just wasn't what the weekly were. Now, I want you to look at this. Those who did nothing at all, they were in the control group, saw a slight improvement in results just by taking the placebo pill. They call that the placebo effect. But this is what really grabbed my attention. Those who did the check ins, so they were in that test group of 300. They did the check ins, but they only did them once a month, actually saw a decrease in results and retention. So, they saw worse performance than the control group, who did nothing at all. So, what it means is that we have not only got to do 1 on 1 check ins where we're not just talking all day long, but we're having meaningful interaction over and over and over again. And then those that scheduled the check ins saw a four times improvement over those who did not schedule the check inside, but still had those there. So, here's some best practices that I thought to be really, really helpful. Number one, schedule your check ins to go back over there. It's a huge predictor of success versus unscheduled check ins. Hold them weekly, a max of 30 minutes, a minimum of about 20 minutes. This 10/10/10 means the first ten minutes they get to feed you back and I'm going to give you some questions I think will be helpful. The second ten minutes are your time to feed them back and then the remaining ten minutes for anything that you want. Some people would cut that final ten minutes out and really just focus on the first ten and the second ten. And then you meet only with your direct reports. And only your direct reports. Nobody else. Well, how do I stay close to the others? By leading your direct reports so that they stay close to the others. And then the fifth is what we always say. In fact, it's one of our core values, is to write it down, take written notes. Now, if you're part of the BOP community, you already have these check in questions in this final statement here at the end. Here's what I see, here's what I need from you. But if you're not part of the BOP family, this is a simple set of checking questions that you can go in and begin to ask to get the conversation started. And you can block out 20 to 30 minutes with a direct report, preferably weekly, if not every other weekly. But what we're finding out is monthly actually has an adverse effect. So, what if you come back and say, “Well, Scott, I don't have time to do this.” I would come back and tell you, as a coach, “I wonder why you don't have time to do this.” It's because you're living in this day to day of where you're talking all day. You're checking the devil of email most of your day, and you're spending the rest of it constantly putting out fires. Well, if you do that, then what you're going to do is subset yourself to chaos. So, let's make sure not to do that. Let's go to mybusinessonpurpose.com/contact. Reach out. We want to help you with this and provide you with resources. That's mybusinessonpurpose.com/contact to see how we might be able to help you at Business On Purpose.

Becoming a better communicator and more effective manager means being less reactive and more intentional. How do you do that? Start by growing your self-awareness. When you slow down, step back, and see your own habits and preferences, you will be able to bring more intention to how you communicate. Instead of simply operating by default and being reactive, you become more deliberate and intentional. Let's discuss! After the episode: I'm taking new clients. To talk with me about your goals, challenges, and how 1:1 coaching with me can help, book a time here: https://calendly.com/kimnicol/consultation Get on the Wait List to hear about workshops and the next group program: https://kimnicol.com/newmanagers/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/kimnicol/message

Managers … put your team before yourself to gain rapid promotion. This may sound a little counter intuitive, yet your performance is judged on your team's performance. Learn 4 compelling reasons for why putting your team first will make you a much better manager and help you get rapid promotion. Plus get practical tips on HOW to put team before yourself.Become a better manager by putting your team first. Management principles of give before you take is a compelling way to rapidly improve your management results which gets you promoted faster.There are a lot of skills to develop to become an effective manager. Skills alone are not enough. How you use those skills defines great management. Your attitude towards your team is a crucial starting point. Managers and leaders create the most value through their teams. Their teams are a vital to that manager or leader's success. View them with the importance they deserve. Mentally view you team with admiration and respect. Once your attitude and mindset are positive and respectful towards your team, your decisions, actions, and behaviours will communicate your positive attitude very clearly to your team. I view your management attitude a key part of your personal development in a management role.Using power well is another crucial skill for manager success. One of the most important leadership principles is to use power for the good of others, for the good of the group rather than for your own personal gain. Look at any classic story in any culture for confirmation of this vital leadership principle.Next, focus on helping your team before pleasing your boss. Doing both is vitally important for getting on the fast track for promotion. Your teams results and output are going to have a biggest impact on your boss's appraisal of your performance. Put your team first to get promotion quickly.Using 5 ways to leverage your time effectively is also essential as a manager, to do a great job and to get promoted. Get tips on how to put each of these ways to leverage your time into practice and gain a big jump in your and your team's performance. If you have any questions on “Managers Put Your Team Before Yourself & Gain Rapid Promotion”, please email me at support@enhnace.training and I will get back to you. Jess ColesEnhance.training 

Being a manager can be one of the most memorable and rewarding aspects of your career, but can sometimes get overlooked in favour of other responsibilities. This week, we'll be sharing a series of personal insights, reflections and lessons learned from our own experience of managing over the years - the highs and the lows - to help uncover what it takes to be an effective manager. From the noteworthy skills and attributes through to finding the courage to manage through uncertainty, we'll be sharing a number of practical pointers for wherever you find yourself in your own evolution as a manager.

Business Podcast | Why Does Every Successful Business Needs an Effective Manager? | “The Definition of Insanity Is Not Doing the Same Successful Thing Over And Over And Expecting Profitable Results.” – Clay Clark   Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About How Clay Has Taught Doctor Joe Lai And His Team Orthodontic Team How to Achieve Massive Success Today At: www.KLOrtho.com Learn How to Grow Your Business Full THROTTLE NOW!!! Learn How to Turn Your Ideas Into A REAL Successful Company + Learn How Clay Clark Coached Bob Healy Into the Success Of His www.GrillBlazer.com Products   Learn More About the Grill Blazer Product Today At: www.GrillBlazer.com Learn More About the Actual Client Success Stories Referenced In Today's Video Including: www.ShawHomes.com www.SteveCurrington.com www.TheGarageBA.com www.TipTopK9.com Learn More About How Clay Clark Has Helped Roy Coggeshall to TRIPLE the Size of His Businesses for Less Money That It Costs to Even Hire One Full-Time Minimum Wage Employee Today At: www.ThrivetimeShow.com To Learn More About Roy Coggeshall And His Real Businesses Today Visit: https://TheGarageBA.com/ https://RCAutospecialists.com/ Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/

Work holds the promise of being a place and an experience where people can contribute their talents passionately and grow into their highest potential. Yet, that's not the experience for many employees working in companies. The number one reason people vacate their positions and leave companies? Their manager. Dr. Jack Wiley has isolated eight key areas for managers to develop acumen to change that tide and make work a place of fulfillment where people are motivated to give their best.Working on Purpose is broadcast live Tuesdays at 6PM ET.Working on Purpose TV Show is viewed on Talk 4 TV (www.talk4tv.com).Working on Purpose Radio Show is broadcast on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Working on Purpose Podcast is also available on Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Business Podcast | Why Does Every Successful Business Needs an Effective Manager? | “The Definition of Insanity Is Not Doing the Same Successful Thing Over And Over And Expecting Profitable Results.” - Clay Clark Group Interview Testimonials Tip Top K9 Control your own destiny or someone else will.” - Jack Welch (The CEO who grew GE by 4,000%) Step 1 - Introduce the Proven Idea Find a problem Solve the problem Sell the solution Nail it and scale it Step 2 - Introduce Effective Management Get humans on the planet earth to follow the systems that you created Introduce carrots and sticks Step 3 - Introduce Key Performance Indicators and Tracking You must manage your team in a sustainable profitable way Step 4 - Conduct a Group Interview Every Week At the Same Time Step 5 - Measure What You Treasure Google Reviews Video Reviews Original Search Engine Content Advertisement Spending Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About How Clay Has Taught Doctor Joe Lai And His Team Orthodontic Team How to Achieve Massive Success Today At: www.KLOrtho.com Learn How to Grow Your Business Full THROTTLE NOW!!! Learn How to Turn Your Ideas Into A REAL Successful Company + Learn How Clay Clark Coached Bob Healy Into the Success Of His www.GrillBlazer.com Products
Learn More About the Grill Blazer Product Today At: www.GrillBlazer.com Learn More About the Actual Client Success Stories Referenced In Today's Video Including:
www.ShawHomes.com
www.SteveCurrington.com
www.TheGarageBA.com
www.TipTopK9.com
Learn More About How Clay Clark Has Helped Roy Coggeshall to TRIPLE the Size of His Businesses for Less Money That It Costs to Even Hire One Full-Time Minimum Wage Employee Today At: www.ThrivetimeShow.com To Learn More About Roy Coggeshall And His Real Businesses Today Visit:
https://TheGarageBA.com/
https://RCAutospecialists.com/ Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com)
See the Thousands of Success Stories and Millionaires That Clay Clark Has Coached to Success HERE: https://www.thrivetimeshow.com/testimonials/ Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE:
https://www.thrivetimeshow.com/business-conferences/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE:
www.ThrivetimeShow.com/Millionaire See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/

In this week's Quick Fire Friday episode, Michael interviews David Dilger. David is a specialized employment and safety lawyer in Edge Legal's newly formed Employment & Safety practice and is based in Hobart, Australia. David's role is to assist managers in becoming effective managers. Growing a business requires knowledge to become accountable, and applying a process approach to something fundamentally a people game is putting the wagon before the horse. David has developed a people-first mindset that he can apply to everything he does. Such as self-awareness on how you manage people. Through proper observation and dealing with different personalities, David has mastered managing conflicts with people and becoming a good manager. For he believes that If you don't understand people, you don't understand business. This Cast Covers: Who is David Dilger? Discussing the importance of understanding people. Known mutual people over many years and working together with Michael. Spending a lot of time training managers on how to manage people. Been a lawyer by trade. Did an MBA program with an emphasis on human resource management. Worked for an employer rep for the TCCI. Became a state winner and national finalist of a franchise network. Sharing the people-first mentality that you can use in all you do. Changed away from being pure legal advisers to managing people and assisting businesses. Links: David's Linkedin Additional Resources: Edge Legal     Quotes: “Growing a business requires knowledge to become accountable.” —David Dilger “Once you know how they behave, what basically floats their boat, you will become a more effective manager.” —David Dilger “When you have unnecessary or unmanaged conflict, you need to break the shackles.” —David Dilger “If you don't understand people, you don't understand business.” —David Dilger “A focus has got to be tailored, the focus has to be tailored, or otherwise, you're just wasting your time.” —David Dilger     Music from https://filmmusic.io “Cold Funk” by Kevin MacLeod https://incompetech.com  License: CC by http://creativecommons.org/licenses/by/4.0

Part 3 of our guidance on the manager playbook.

In small businesses, most line managers have had zero training of how to manage.   This is not a good situation.   We all know that bad line managers are:   A huge source of stress A major hindrance to team productivity A common reason for leaving a job.   So… it's not enough to hope that someone can be a good manager simply because they've previously been managed.   As with any other role in your business, managers need onboarding   They need support in how to run 1-2-1s, give feedback, coach and delegate.   Sounds complicated? It doesn't need to be. There are great resources you can lean on to introduce this into your business today.   In today's episode of De-stress Your Business, we dive deeper into why line managers need onboarding, and how to tackle this.   ---   Helpful resources:   - Line manager onboarding template: https://airmanual.link/templates/get-started-as-a-line-manager - Manager Tools® “Basics” podcasts: https://www.manager-tools.com/manager-tools-basics - The Effective Manager by Mark Horstman: https://www.amazon.com/Effective-Manager-Mark-Horstman/dp/1119244609   ---   Want to learn more? Join our weekly webinar and we'll show you how to free up 15 hours per week and remove the constant stress of running a business, without slowing down growth. Visit www.airmanual.co/webinar for all the details!

Part 2 of our guidance on the manager playbook.

Today's episode is a bit different. Pilar is joined by Theresa Sigilitto Holleman, who specialises in leadership for global virtual teams, and is the author of the book Virtual Teams Across Cultures: Create Succesful Teams Across the World. They discuss how Pilar's article Key Mindset Changes for the New Remote Manager , written in 2020 to help those suddenly working from home, can be adapted to the global context. You can find the show notes over at https://www.virtualnotdistant.com/podcasts/virtual-leader-mindset  

Part 1 of our guidance on the manager playbook.

Welcome to episode 2 of this season of the Amplify - the podcast for accounting firm growth!  On this episode host Mike Jones, CEO and Managing Partner of Resound, sits down with Mark Horstman, co-founder of Manager Tools,  a management consulting and training company to discuss the topic of employee retention. Mark is also the host of the Manager Tools Podcast. The #1 business podcast in the world with over 3 million downloads each month. Tune in as Mike and Mark discuss this critical topic for so many accounting firms: employee retention. About Our Guest Mark Horstman  Co-founder, Manager Tools Mark Horstman is Co-Founder of Manager Tools, a management consulting and training firm.  He is also writer and co-host of the Executive Tools podcast, after having written and hosted the Manager Tools Podcast for 17 years.  Manager Tools is the #1 business podcast in the world, with over 3 million downloads a month.  He has personally trained over 50,000 managers in his career. Mark is also the author of The Effective Manager, which has sold over 50,000 copies, and The Effective Hiring Manager.  He is a graduate of the United States Military Academy at West Point.  Following his service, he worked in Sales and Marketing at Procter and Gamble. He lives in Pebble Beach, California. About Your Host: Mike Jones Managing Partner, Resound Remarkable brands require authenticity and a die-hard commitment to values & purpose. Mike passionately preaches these beliefs as author of the book, You Are Remarkable: How To Unlock Your Authentic Brand To Win Loyal Customers as well as two podcasts he hosts and produces: Resoundcast and the Remarkabrand Podcast. He works directly with clients to unlock their remarkable brands through his award-winning brand consultancy, Resound - established in 2009. (He also founded his own apparel brand devoted to American political history, called Taftly. But that's a whole other story.) He has supported the Arizona entrepreneurial community through his co-directorship of Phoenix Startup Week, co-founding the startup-supporting non-profit Thrive PHX, and serving on the boards of Conscious Capitalism Arizona and The Center for Habilitation. In recognition of the work he's done, this Arizona native has been named one of the state's top business leaders under the age of 40 by the Phoenix Business Journal as well as a 35-Under-35 entrepreneurial award from the Arizona Republic. He lives in the very sunny vale of Mesa, AZ with his wife and three kids. If you want to connect, LinkedIn's usually where you'll find him – @remarkamike.

Managers don't need another opinion on what it takes to be a great leader. Instead, they need to learn to lead in a way that measurably and predictably delivers happier employees and better business results. Employee engagement is critical to a company's success, and the manager affects the team member's engagement more than any other factor. This episode discusses 3 simple guidelines that establish a coherent leadership standard designed to boost employee engagement and drive “happy results.”Working on Purpose is broadcast live Tuesdays at 6PM ET.Working on Purpose TV Show is viewed on Talk 4 TV (www.talk4tv.com).Working on Purpose Radio Show is broadcast on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Working on Purpose Podcast is also available on Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Brian Tracy shares 5 leadership styles in management you should know Episode 588: 5 Leadership Styles In Management You Should Know by Brian Tracy on Being an Effective Manager Brian Tracy's goal is to help you achieve your personal and business goals faster and easier than you ever imagined. Brian Tracy has consulted for more than 1,000 companies and addressed more than 5,000,000 people in 5,000 talks and seminars throughout the US, Canada and 70 other countries worldwide. As a Keynote speaker and seminar leader, he addresses more than 250,000 people each year. He has studied, researched, written and spoken for 30 years in the fields of economics, history, business, philosophy and psychology. He is the top selling author of over 70 books that have been translated into dozens of languages. The original post is located here: https://www.briantracy.com/blog/leadership-success/5-leadership-styles-to-inspire-peak-performance/  Indeed is the #1 source of hires in the U.S., according to TalentNest. Go to Indeed.com/STARTUP to claim your $75 credit. Offer good for a limited time  Visit Me Online at OLDPodcast.com Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Brian Tracy shares 5 leadership styles in management you should know Episode 588: 5 Leadership Styles In Management You Should Know by Brian Tracy on Being an Effective Manager Brian Tracy's goal is to help you achieve your personal and business goals faster and easier than you ever imagined. Brian Tracy has consulted for more than 1,000 companies and addressed more than 5,000,000 people in 5,000 talks and seminars throughout the US, Canada and 70 other countries worldwide. As a Keynote speaker and seminar leader, he addresses more than 250,000 people each year. He has studied, researched, written and spoken for 30 years in the fields of economics, history, business, philosophy and psychology. He is the top selling author of over 70 books that have been translated into dozens of languages. The original post is located here: https://www.briantracy.com/blog/leadership-success/5-leadership-styles-to-inspire-peak-performance/  Indeed is the #1 source of hires in the U.S., according to TalentNest. Go to Indeed.com/STARTUP to claim your $75 credit. Offer good for a limited time  Visit Me Online at OLDPodcast.com Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Today, Russell reviews an article from Harvard Business Review called “Where do Salespeople Fit in the Digital World?” by Andris A. Zoltners, PK Sinha, Sally E. Lorimer, and Ty Curry.Our next episode will be reviewing The Effective Hiring Manager by Mark Horstman.  We loved his last book, The Effective Manager, and can't wait to talk about the new one. Be sure to subscribe, so you don't miss it!

What makes an effective manager? Learn about 10 skills all effective managers have that make them successful, effective and respected. Included are tips, frameworks, and where to get additional information.  There are so many skills need to be an effective manager – those managers that get a lot done through their teams, keep their teams motivated through thick and thin, create the right environment for individual and team success, develop the skills of their team members so they can do more, manages all the people relationships and deals calmly with the pressures involved. Unsurprisingly these effective managers are the ones that get noticed and are consistently promoted.  One of the most important skills of an effective manager is self-awareness. If you don't know what your strengths and weaknesses are, how your beliefs impact decisions and actions, it makes it much harder to learn and improve how you deal with other people.  Another vital skill all effective managers have is building and maintaining relationships. Managing relationships are at the core of management.  How to be a great manager absolutely includes setting clear expectations with all team members, stakeholders, and your manager. If you don't know what is expected, how can you or your team members deliver against it.  How to be an effective manager also includes having great communication skills. Being able to get your message across, persuade, deal with emotionally charged situations calmly and being able to read other peoples non-verbal clues are all essential communication skills.  Highly effective managers all spend a lot of their time educating their team members and passing on the skills they have accumulated. This helps their team become more and more effective and be able to deliver increasingly impressive results.  The qualities of an effective manager very much include great delegation skills. There is a lot more to delegation that many people think. It is not enough just to tell someone to do a task or project. You have to support them, check up on them, get them the right resources and so on. Planning ahead is another key characteristics of an effective manager. There are nearly always so many moving parts in managing a team, a set of projects, tasks, requests and so that good planning skills is a must.  Problem solving is a daily occurrence for an effective manager. They solve problems personally AND help their team members solve problems.  And finally, effective decision making is another key skill, particularly being able to adapt their decisions making style to different situations and problems. 

It's always a pleasure to converse with someone I know well – especially when that person is someone I greatly admire and am honoured to work alongside, learn from and advocate for.I've known Jess for a little over 3 years at this point of broadcast, and yet I'm constantly learning more and more about what drives her, makes her tick and motivates her to go on and create even greater impact in the world (including that her favourite food in the entire world is not at all what I'd expect!)Her business, Human Tribe, is an Associate entity within the 4iLeadership Collective I co-Founded, and this conversation reflects many discussions we have had over the years we've spent understanding each other's work, perspectives, capabilities and values.Jess applies her brilliant, energetic and passionate facilitation approach to leaders of organisations of all shapes and sizes, primarily through the lenses of the strengths-based approach to effective management and inspirational leadership.This conversation is fun, informative, open & honest about our views on leadership development, coaching & training.We look forward to hearing from you via our socials is there's anything you would like to share in response to this conversation. Jess is active on Insta & LinkedIn, Tim primarily hangs out in LinkedIn so drop us a comment or a message in either of those platforms if you'd like to.Key out-takes from this episode;Sustaining Change- to sustain change, shift to a strengths based culture- understand what energises and what drains those around you- Consider these three things, what difference you want to make, what strengths you have & how to invest in these and how do you bring people along?Being strengths-based- Talent X Investment = Strengths- Everyone is talented in a unique way, every living being has an essence that reflects this- Differences are advantages and become powerful partnerships- You may have the right intentions, but the execution may not be appropriate until you develop the suitable strengthsLeading to create a better world- If you want to be a leader and make the world better, start with yourself- There are opportunities to lead at all levels of organisations- Be persistent and lead your leader towards the difference you want to make- 70% of the variance in a team's engagement is down to the manager Follow Jess via the links below,https://www.instagram.com/jessweisspt/https://www.instagram.com/humantribeau/https://www.linkedin.com/in/weiss-jessica/https://humantribe.com.au/Be sure to check out The Effective Manager program - humantribe.com.au/theeffectivemanager/Follow Tim and join the Better World Leaders community via the links below:linkedin.com/in/timcollingslinkedin.com/company/better-world-leadersinstagram.com/timcollingslifedownsouthtimcollings-betterworldleaders.medium.comyoutube @timcollings – click here for channelEpisode Pages for this episode and all previous Better World Leaders conversations available here;4ileadership.com/category/better-world-leadersAs always, great thanks and appreciation to the team who contributed to bringing Better World Leaders to you;To Brendan Ward for mastering, final production, composition and performance of original music throughout each episode.To Cooper, Pat and the team at RadioHub studios for audio editing, technical support and creative guidance during the episodes that are recorded face-to-face. You can find out about Radio Hub's services here - https://www.radiohub.com.au/To NokNok Studios for website design, hosting and advice. Find out about NokNok's awesome services here - https://www.facebook.com/NOKNOKstudios/To Cirasa Design for logo and site graphics – Find our about Cirasa's inspiring work hereThis is the Better World Leaders, brought to you by 4iLeadership

In this special 100th episode, we bring Mark Horstman back to the show to take a closer look at 1:1 meetings and effective delegation. Mark is co-founder of Manager Tools, author of "The Effective Manager," and creator of the "Manager Tools Podcast" - which has over 250 million downloads. 

In this episode I share the talk I gave at ICF Converge 2021. You'll learn more about how I think about manager development from a holistic perspective, and will come away with insights you can apply in your own work life. You'll also hear three powerful questions to ask yourself, your team, or your manager.

On this episode we're joined by guest host Jennifer Palmer, a self-described “techie” and full-time writer. We asked Jennifer on to help us reflect on our past guests' wisdom, find out what Tony and Bill have learned so far, and to explore what the future of the show might hold. We discuss people's inherent potential, the power of community and mentors, and whether this show should focus on being “useful” and/or “interesting”. You can follow Jennifer's current writing here: www.odiousawry.com And you can check out past episodes mentioned in this show below, which you also might enjoy

Covid?! We seem to be in an epidemic of busyness! Have you ever asked yourself why your managers are always so busy? It's as if being busy was a badge of success. Busy without direction is just a stupid waste of resource. In this cast we explore the primary reason many managers are stuck on the hamster wheel of busyness. They aren't solving the inevitable problems in their area to root cause. If you want your business processes to be effective and continually improving in performance, this cast is for you. If your team is putting band aids on performance problems, this cast is for you. If your leadership team is only mediocre at problem solving this cast is for you. In our exclusive who does what by when section we will give you actionable advice to diagnose your teams problem solving ability in seconds and redirect them toward performance improvement.

5 Ways To Be An Effective Manager

Things are worse than we ever thought, but that doesn't prevent us from taking a victory lap. Plus, Chris levels up his Mac skillz and gets his MacBook Pro under control.

In this special episode we share our extended interview with Mark Horstman, legendary co-host of the multiple award-winning 'Manager Tools' podcast, to discuss how we, as managers, can create a positive employee experience. We talk about the common misconceptions around coaching, how to give and receive feedback, good and bad interview practices, and Mark's book, ‘The Effective Manager'. Plus: how to build trust with your direct reports. Episode notes:  Mark Horstman is the co-host of multiple-award-winning podcast ‘Manager Tools'. He is also the co-founder of the management consulting and training firm of the same name, an initiative which came about as a result of the podcast's success. Mark has written the book, ‘The Effective Manager'. 

On this episode, Anthony had the opportunity to speak with Professor Dean Goettsch, who is the National Director of Summit University. He has worked in the training and development field for 25+ years in senior management and leadership positions with Siemens Healthcare, Brother International, Pfizer, Mercedes-Benz, and BASF. Dean is a contributing author to the “SELL!NG” newsletter series and won a Gold Editorial Award from the Professional Society for Sales and Marketing Training for his editorial submission, “Insights from the Purchasing Function.” His areas of focus are management theory & practice, competitive strategy, and communication. In their conversation, Professor Goettsch discusses how to be an effective manager and how to establish an effective work culture as a manager. Connect with us on other platforms here: stanwith.me/commoncentsfinance --- Support this podcast: https://anchor.fm/common-cents-finance/support

In order to grow in life or business we have to be an effective manager. And when you're an effective manager you can apply that skill to both life and business. Listen to this episode of the Growthwins podcast to learn How To Be An Effective Manager In 5 Steps. Hit me up on IG @Devonwinz.

In this episode of The Shape of Work podcast, Nidhi Sharma, Director - HR Business Partner at Affinity Global Inc talks to Abhash Kumar, Head of Marketing at Springworks about the challenges that remote managers face and how to overcome them. She also talks about methods to improve employee experience in a  virtual work setting. Being in the industry for more than a decade, Nidhi has been part of a whole gamut of HR functions such as Business Partnering, Talent acquisition, Talent management, Employee engagement and development. Prior to Affinity Global, she has worked with top brands such as PwC, Accelya Group, Bennett Coleman & Co,  ACG Worldwide and TCS.Embracing Age diversity in the workplaceA lot of talk goes around different age groups of employees behaving in different manners. An individual's motivations might change slightly throughout their age in an organisation. But if you, as an organization, have policies and processes in place, irrespective of your employees' age, they feel more welcome and involved. For example, some companies prefer professionals with a great deal of experience, while others prefer to recruit younger workers that they can develop. But, for a business to be successful, it needs to embrace age diversity in the workplace.Productivity in both older and younger employees is higher in companies that hire both. Moreover, age diversity within work teams is positively aligned with performance when teams are involved in complex decision-making tasks.Many people, even in senior positions, might be very less experienced. They earn this position through the potential they have. This creates a lot of inclusivity at the workplace as people of different age groups start connecting to each other.Struggles of a people managerManaging people is not just a struggle for young people managers without any prior training. It's a struggle with experienced managers as well, especially when plenty of newcomers keep joining in. However, these young managers are willing to learn in order to prove themselves and be better. People managers need to understand that people come from different backgrounds. The more personalized the environment, the more they get committed. They feel understood and respected in the company.Nidhi specifically mentions that the employees, themselves, should be able to communicate their problems and requirements. They will have to take the initiative to speak to the manager when they find something wrong. Employees often crib about not being understood and being overloaded with work. However, they do not feel the need to discuss these problems in their workspace. If they want to stay in one job comfortably, they need to communicate their problems to their manager.What are the biggest changes you've seen in a remote work environment?The biggest change, as Nidhi stated, is virtual onboarding. It is not having a useful impact when it comes to building a connection with the new joiners. “As much as we have tried different ways to talk to talk and engage with the new joiners through video chats, it doesn't give as similar experience as having a face-to-face interaction. So I think that's a very big struggle right now. Every HR person is trying to see what would be the best way to make onboarding impactful for the new joiners. But there is much more to do with the human connection that is not happening. Thus, the  engagement factor, which probably could have been a 90-90+ is falling short to 60-65.”You can connect with Nidhi Sharma on LinkedIn.Produced by: Priya BhattPodcast host: Abhash Kumar

“A high-performing team is one that gets to spend almost all of their time solving interesting problems that move the business forward. Not doing a lot of toil. Not working on things they have to do in order to get to the things they want to do." Charity Majors is the co-founder and CTO of Honeycomb, the observability tools for engineering teams to debug production systems faster and smarter. In this episode, we discussed in-depth about building high-performing teams by having observability and CI/CD as the critical pillars to support it. We opened up our discussion discussing what observability is and how Honeycomb helps to provide observability for distributed systems compared to the other monitoring tools available. Charity then shared her strong views on how to build high-performing teams by focusing on Continuous Delivery, the sociotechnical aspects of the team, and the 5th key metric as her addition to the widely known DORA metrics. Towards the end, we discussed the engineer/manager pendulum, how one should be conscious about it, and that we should not treat going into management as a promotion or a one-way street. Listen out for: Career Journey - [00:06:04] Observability and Monitoring - [00:10:52] Observability Mindset - [00:13:08] Implementing Observability - [00:15:09] Observability Pillars - [00:18:35] Honeycomb Overview - [00:20:06] Honeycomb Cool Use Cases - [00:27:02] Writing Custom Database - [00:28:40] Building High-Performing Team - [00:31:20] 15-Min Continuous Delivery - [00:34:45] Testing in Production - [00:36:05] Shipping is Company’s Heartbeat - [00:38:47] Sociotechnical Aspect of Teams - [00:41:01] Good Traits to Look for in Engineers - [00:43:17] The 5th Key Metric - [00:45:51] Engineer/Manager Pendulum - [00:48:45] Effective Manager - [00:54:21] Concerns on Manager/IC Pendulum - [00:55:19] 3 Tech Lead Wisdom - [00:56:49] _____ Charity Majors’s Bio Charity Majors is the co-founder and CTO of Honeycomb, provider of tools for engineering teams to debug production systems faster and smarter. Previously, Charity ran infrastructure at Parse and was an engineering manager at Facebook, where she ran next-generation distributed systems at scale. Charity is the co-author of Database Reliability Engineering (O’Reilly), and is devoted to a world where every engineer is on call and nobody thinks on call sucks. Follow Charity: Twitter – https://twitter.com/mipsytipsy LinkedIn – https://www.linkedin.com/in/charity-majors/ Website – https://charity.wtf/ Honeycomb – https://www.honeycomb.io/ O11ycast – https://www.heavybit.com/library/podcasts/o11ycast/ Our Sponsor Are you looking for a new cool swag? Tech Lead Journal now offers you some swags that you can purchase online. These swags are printed on-demand based on your preference, and will be delivered safely to you all over the world where shipping is available. Check out all the cool swags by visiting https://techleadjournal.dev/shop. Like this episode? Subscribe on your favorite podcast app and submit your feedback. Follow @techleadjournal on LinkedIn, Twitter, and Instagram. Pledge your support by becoming a patron. For more info about the episode (incl. quotes and transcript), visit techleadjournal.dev/episodes/36.

“The output of a manager is the output of the manager’s team plus the output of the organization that they influence." James Stanier is the SVP Engineering at Brandwatch and author of “Become an Effective Software Engineering Manager”. In this episode, we explored on how one can become an effective software engineering manager and how to build and run effective engineering teams. We started off by discussing why the tech industry is facing a skill crisis because of the inability of many managers to manage people effectively and the challenges faced by engineers when transitioning to become managers. We then dived deep into the best practices to become an effective manager, such as getting oriented, delegating effectively, letting go of control, and nurturing one-on-ones with your teams. James also pointed out the hardest things that engineering managers have to deal with, which are projects and humans. We then wrapped up with James’ tips on how to handle failures and move forward. Listen out for: Career Journey - [00:05:15] Why Writing Engineering Manager Book - [00:09:08] Skill Crisis in Tech Industry - [00:12:34] Individual Contributor Track - [00:15:33] Getting Oriented Tools - [00:17:45] Effective Manager - [00:21:47] Delegating Effectively - [00:27:06] One-on-Ones - [00:32:10] Projects and Humans Are Hard - [00:38:05] On Project Management - [00:40:26] Letting Go of Control - [00:42:24] Balancing Time - [00:46:49] Managing in Startup vs Enterprise - [00:48:29] Handling Failures - [00:50:24] 3 Tech Lead Wisdom - [00:51:55] _____ James Stanier’s Bio James Stanier is SVP Engineering at Brandwatch. He has built web scale real time data processing pipelines and teams of people: both are equally challenging. He has written about his experiences on his blog The Engineering Manager, and has turned it into a book called “Become An Effective Software Engineering Manager”. Follow James: Website – https://theengineeringmanager.com Twitter – https://twitter.com/jstanier LinkedIn – https://www.linkedin.com/in/jstanier/ Our Sponsor Are you looking for a new cool swag? Tech Lead Journal now offers you some swags that you can purchase online. These swags are printed on-demand based on your preference, and will be delivered safely to you all over the world where shipping is available. Check out all the cool swags by visiting https://techleadjournal.dev/shop. Like this episode? Subscribe on your favorite podcast app and submit your feedback. Follow @techleadjournal on LinkedIn, Twitter, and Instagram. Pledge your support by becoming a patron. For more info about the episode (including quotes and transcript), visit techleadjournal.dev/episodes/28.

פרק מספר 400(!!!) של רברס עם פלטפורמה - וזהו באמפרס מספר 71: רן, דותן ואלון מקליטים מעל גלי האתר (?) - שלום, מה שלומכם?בוקר טוב לכולם, והתאריך היום (מועד ההקלטה) הוא ה-6 בינואר 2021 - הנה, עברנו שנה, מזל לטוב לנו שסיימנו את 2020 - הקורונה עדיין פה אבל את השנה סיימנו . . .ואנחנו בבאמפרס - סדרה של קצרצרים שבה אנחנו מספרים על דברים מעניינים שקראנו, עשינו או ראינו בחודש האחרון - ואני (רן) מיד מתחיל:רן -נתקלתי ב-GitHub Repo שנקרא xg2xg - זה בעצם ex-Googlers to ex-Googlers: איזשהו מיפוי של טכנולוגיות וכלים שהיו קיימות (או שעדיין קיימות) בתוך Google - והמקבילות שלהן מבחוץ למשל - אם מדובר על Borg הפנימי - אז המקבילה החיצונית שלו היא לא אחרת מאשר Kubernetesאו GSLB שזה Cloud Load Balancing ו-Protocol Buffer שזה Protobuf ו-Stubby שזה gRPC וכו’אז למי שעבד בגוגל תקופה מסויימת, ועכשיו יצא החוצה - יכול להשתמש בטבלת התרגום הזאת כדי למצוא את המקבילות שנמצאות שם בחוץבין אם זה פשוט כדי לשפשף את הז’רגון שלו או שבאמת מחפשים כדי כלי לעשות משהו, וזה יכול לעזורכמובן שלא הכל נמצא שם - לא כל הטכנולוגיות הפנימיות נמצאות בחוץוכמובן שגם הפוך - יש הרבה טכנולוגיות שלא קיימות בגוגל וכן נמצאות בחוץ, אבל המיפוי הזה יכול לעזורויש משהו דומה, ממש על אותו הקונספט, ליוצאי פייסבוק - זה נקרא xfb2xfb, וגם פה יש מיפוי של טכנולוגיות עם השמות הפנימיים שלהן בתוך פייסבוק לשמות החיצוניים.למשל - Buck (שזה Buck, Pants) או BunnyLOL (ל-Jack Bunny, Gopherlol) או Codemod (ל - Codemod) או Configerator (שזה Protoconf) וכו’.(אלון) יש כאן דברים נחמדים, כמו “Money”, שזה מתורגם ל-”User” ודברים כאלה . . .(רן) שמור את זה למצחיקולים בסוף . . .אז כן, אני חושב שגם למי שלא עבד באותן החברות זה יכול להיות מעניין, כדי לדעת פחות או יותר איך נראה הנוף מבפנים, להבין אילו כלים קיימים בפנים ומה הם הם עושים - זה יכול להוות השראה.אם מדי פעם הייתם שואלים את עצמכם “מה גוגל הייתה עושה?” או “מה פייסבוק הייתה עושה?” (ההערה של אלון …), אז זה לפחות נותן תשובה חלקית על השאלה הזאת, ואני חושב שזה מעניין.(אלון) יש כאן דברים מוזרים קצת . . . נגיד על Hive רשום שזה BigQuery - אבל Hive זה Hive . . . כאילו, זה לא משהו פנימי.(רן) נכון . . . Hive פותח בפייסבוק, ויש לו גרסא חיצונית - אבל אני חושב שהגרסא החיצונית היא מאוד שונה מהגרסא הפנימית, וככל הנראה אולי “כוונת המשורר” הייתה שהגרסא של BigQuery כנראה הרבה יותר דומה ל-Hive הפנימי שיש בפייסבוק, אבל זה רק ניחוש, אני לא אומר את זה מתוך ידיעה.אבל כן - זה נכון ש-Hive פותח בפייסבוק.(דותן) הגישה היא מאוד שונה, לפחות ממה שאני מכיר - גוגל “מפתחים במחשכים”, כזה פנימי, ופייסבוק מאוד מאוד פומבי . . . לפחות השמות הם לא שונים - כמעט כל מה שיש פה הוא די מוכר לי מפייסבוק . . .(רן) כן, אני חושב שזה גם נכון להגיד - אתה צודק שהגישה שונה, אני חושב שגוגל מפתחים יותר במחשכים, לא לגמרי במחשכים - וכשהם משחררים, הם בדר”כ, לפחות הסטורית, הם לא היו משחררים את ה-Source Code אלא משחררים איזשהו white paper או בלוגים או דברים כאלהזאת אומרת שהם כן היו מספרים על מה שהם עושים, אבל לא משחררים את הקוד.היום זה כבר פחות נכון, היום משחררים הרבה יותר קודאבל פייסבוק, היסטורית, תמיד שחררו יותר קוד, זאת אומרת - פייסבוק, היסטורית, תמיד שחררו יותר כלים, אז בקטע הזה אני חושב שזה לגמרי נכון.הנושא הבא שעליו רציתי לדבר הוא בלוג-פוסט חדש של OpenAI, שמדבר על מחקר שלהם שנקרא DALL·Eאז למי שלא מכיר - OpenAI זו חברת Research מאוד מתקדמת בתחום של AIהשם “Open” אולי כבר פחות רלוונטי, כי הם כבר עושים דברים שהם הרבה יותר סגורים, אבל בכל אופן זו חברת Research מאוד מתקדמתהם ידועים בעיקר במודלים שלהם - מודלי ה-GPT שלהם, מודלי שפההאחרון שבהם - GPT3 - עורר הרבה מאוד הדים, אני מניח שהרבה מהמאזינים שמעו עליו (נגיד בבאמפרס 397…).אז הבלוג-פוסט הזה מדבר על מודל חדש שנקרא DALL·E, שהוא למעשה עושה סינתזה בין שפה לבין Vision . . .למעשה, התוצר הסופי שלו הוא שאתה בעצם אומר משפט, מתאר איזשהו ציור - והמודל מצייר לך אותו . . . אתה אומר לו “צייר לי כורסא בצורת אבוקדו” (כבשה! צייר לי כבשה!) - והמודל מצייר לך כורסא בצורת אבוקדו (או כבשה) - וזה עובד די יפה, אני חייב להגיד.יש פה הרבה מאוד דוגמאות - למשל, “צייר לי חתול” - והוא מצייר חתול; “צייר לי חתול עם פרווה שחורה” - והוא מוסיף לו פרווה שחורה; “צייר לי שתי קוביות, אחת על השנייה, אחת אדומה ואחת ירוקה” - והוא עושה את זה.זאת אומרת - התוצאות הן מאוד מרשימות, מאוד נחמד - גם דברים ריאליסטיים כמו . . . גם החתול שדיברנו עליו הוא חתול ריאליסטי - הוא יכול לעשות גם סקיצה של חתולים אבל גם חתולים ריאליסטיים.הוא אפילו מכיר מקומות בעולם, נגיד - “צייר לי איזושהי שכונה בסאן-פרנסיסקו” - והוא מצייר אותה, או שהוא מייצר צילום שלה.או “צייר לי אוכל סיני טיפוסי” - והוא מראה אוכל . . . כופתאות כאלה, עם בצק, סיניות . . .(דותן) שמע, זה ישר מעורר לי כזה . . . זה מדהים לסיפורי ילדים - אתה מספר איזה סיפור מטורף כזה, ואז בום, יש לך את כל האילוסטרציות ואתה פשוט כותב ספר (ויזואלי) לילדים ככה.(רן) כן, זה מדהים.עכשיו - זה מחקר מאוד יפה, זאת אומרת - המחקר עצמו לא פורסם, אבל התוצאות מאוד מרשימות.הם כן אומרים שיש פה ושם Caveats, זה לא עובד באופן מושלם - אם אתם פה ושם משנים את ה-Titles או את ה-Description אז התמונה או הציור יכולים לצאת שונים, אבל בכל אופן היכולות מאוד מרשימותהיכולת לקבל כ-Input משפט ולהוציא כ-Output תמונה - והדוגמאות שהם מראים פה הן בהחלט מאוד יפות - אני חושב שזו יכולת שהיא מאוד מאוד מרשימה.וגם אם אתם מסתכלים על ה. . . זאת אומרת - הבלוג-פוסט הזה הוא מאוד אינטראקטיבי, אתם יכולים ללחוץ על הדוגמאות ולראות את תהליך הייצור של התמונה, וזה נחמד.בקיצור, אני חושב שזו עבודה מאוד מעניינת.עוד נושא שהוא קצת מעניין בתחום הזה, מעבר לתוצאות המרשימות, זה שהרשת הזו היא “רזה” הרבה יותר מ-GPT3ה-GPT3 היייתה ידועה בזה שזו רשת ענקית עם 175 מיליארד פרמטרים, ולוקח משהו כמו . . .אני לא יודע כמה זמן, אבל סדר גודל שהם פרסמו זה משהו כמו 12 מיליון דולר כדי לאמן את הרשת . . .אז הרשת הזו, החדשה - DALL·E - יש בה הרבה פחות פרמטרים, לא 175 מיליארד, אני חושב שהם פרסמו משהו כמו 12 מיליארד פרמטרים.זה עדיין לא קטן, זה לא פצפון, עדיין 12 מיליארד - וזה עדיין בסדר גודל יותר נמוך מה-175 מיליארד של GPT3 ובכל אופן התוצאות הן מאוד מאוד יפות.זהו - אני מאוד מליץ, גם למי שלא נמצא בתחום, לבוא ולראות מה ה-State of the Art שם.(אלון) זה מאוד מרשים . . . זה באמת מגניב, השאלה רק מה יקחו מזה הלאה? כי השאלה היא מה אפשר לעשות עם זה, שהוא באמת שימושי ופרקטי חוץ ממשחק מגניב . . .(רן) אני דווקא יכול לחשוב על הרבה דברים פרקטיים - למשל אם אתה עשים Mock-ים, ואתה אומר “אוקיי, פה אני רוצה שיהיה משתמש שמח, או איש שיושב ליד לפטופ ושמח” או מה שדותן הציע קודם על סיפורי ילדיםאני חושב על הרבה דוגמאות שכן הייתי רוצה . . . זה כאילו שילוב של Google Image Search יחד עם היכולת לייצר, אם לא מצאת תמונה שאתה אוהב - היכולת לייצר סינתזה בין תמונות או לייצר תמונה שאתה כן אוהב.איזשהו צייר, איזשהו Designer שיכול להקשיב לך ועושה את מה שאתה רוצה.זה נחמד, נחמד מאוד. אני רק מחכה שישחררו את זה לשימוש של כולם ויהיה אפשר להתחיל להרביץ שם תיאורים ולקבל תמונות בחזרה..נושא אחר, פחות או יותר באותו איזור - המלצה שקיבלנו ממאזין, והאמת שמאזין מאוד פעיל - עפר, שעושה את כל התקצירים לפודקאסט, עפר פורר (זה מאוד מוזר לכתוב רפרנס לעצמך, רק מציין) עשה קורס ב-Coursera והמליץ עליו - לפחות אחד מהמודולים שם - זה קורס שבא ללמד אנשי מוצר מה זה Data Science ומהם הכלים שמשתמשים בהםאז יש פה קישור לקורס - זה נקרא (הקורס כולו) Agile Analytics (זה החלק הספציפי בקורס, זו כל הסדרה) ועפר מאוד ממליץאני אקח את ההמלצה שלך, עפר, למי שככה רוצה טעימה מאיך נראה היום-יום של Data Scientistלא משהו כבד, משהו יחסית קליל ויכול להנגיש את הנושא.תודה רבה עפר על ההמלצה (לכבוד הוא לי).(אלון) עפר יקבל תקליט, אני מקווה . . . כל הפודקאסטים, האוסף הראשון, העונה הראשונה בתקליט . . .(אמרנו אופנוע וכובע גרב, לא?)אלון - יש איזה ספר מפורסם של The Effective Manager באמאזון, וכנראה לא רק באמאזון, של Mark Horstmanבקיצור, מישהו עשה על זה TL;DR (הפנייה מעגלית עם ה”בקיצור”, לא?) של 30 שניות בערךפשוט - ארבעה דברים שאתה צריך לעשות כדי לתת פידבק - לשאול - “האם אני יכול לתת פידבק?”מה - (“…State the behavior (“When you Xההשפעה - (“…State the impact (“…the result is Yמה הלאה - Encourage effective future behavior (“Keep it up!” for positive feedback or “Can you change that?” for negative feedback)וזהו . . . לא יודע אם מישהו קרא את הספר, אבל זה ממש . . חסכתי לכם שעות של האזנה ל-Audible . . .אני יכול לעשות את הקטע הזה ולתרגם אותו בעוד שפות נוספות, אם יהיה ביקוש.זה היה פשוט נחמד, האמת שהייתה סביב זה די הרבה התהלבות על זה שהצליחו לתמצת ספר בארבעה משפטים, אבל אלו טיפים לא רעים.הדבר הבא - AWS הולכים ראש בראש עם מיקרוסופט והם עשו Microsoft SQL Server ל - Auroraזה Convertorהם אומרים בעצם שכל מי שיש לו Microsoft SQL “ותקוע איתו” - “הנה, עשינו לכם כלי נחמד ובואו תעברו ל-Aurora, ואז תוכלו לעבור ל-Cloud המגניב שלנו”.מעניין אותי איך מיקרוסופט יגיבו לזה, כי אני חושב שאחת הבעיות בלצאת ממיקרוסופט זה שאתה די “שבוי” אליהם, ל-Cloud שלהם באופן כללי - וזה יהיה מעניין.(דותן) ה-Babelfish זה ה-Translator בעצם? (כמובן, לפי המדריך - “Probably the oddest thing in the Universe.”)(אלון) כן . . . הוא פשוט בונה לך את זה, מתרגם את ה-Queries, למיטב זכרוני.לאותם Queries, כן? כי יש דברים שהם Syntax-specific, אז הוא קולט את ה-Syntax ועושה אותו על PostgreSQL(דותן) גישה מעניינת, האמת . . . אני חושב שזו הפעם הראשונה שאני נתקל בדבר כזה - Database שאומר - חוץ מ-DocumentDB, או שזה לא אותו הדבר? - אבל זה סוג של Translator של Queries ועולם חישובי לתוך Database אחר - ואז אתה יכול לעבוד עם כל Database, ובכלל לא צריך לדבר על ORM ולא צריך לדבר על כל . . . לא יודע, סתם זורק פה.(אלון) תראה, יכול להיות שתיהיה לזה איזושהי בעיה של Performance, אבל זה מה שהם אומרים - “translation layer for SQL Server’s proprietary SQL dialect (T-SQL) and communications protocol so that businesses can switch to AWS’ Aurora”בתיאוריה, אתה אומר “יש לי Query כזה ועכשיו להתחיל סדר . . .”, או אומר “SQL זה SQL, אבל פה ב-Query יש לי משהו…” ובפועל זה לא ממש יכול לעבור כי ב-Databases גדולים בכל Query אתה כבר צריך לעבור ולתקן משהו ולבדוק.אז אם הם פתרו את זה אז זה מגניב.כמובן שיש בעיות של Performance, אולי - אני לא יודע, כי הרבה פעמים אתה כותב את ה-Query בצורה מאוד מסויימת בשביל שתיהיה איזושהי אופטימיזציה עם ה-Database, ובעצם יכול להיות שזה ילך לך לאיבוד, לא יודע.(דותן) מעניין, כל ה-Stored Procedures . . . עולים לי כל מיני זכרונות מהעבר . . . אז זה מתרגם את הכל? לא זוכר אם אתה יכול להריץ Net. בתוך SQL Server, אבל . . . לא יודע.(אלון) נכון, יש Custom Filters . . . וואו, לא יודע - אני לא יודע עד כמה רחוק זה יכול ללכת, אבל זה קונספט מאוד מעניין, כי בעצם אומרים “הכל עובד - אתה לא צריך לשנות כלום”.מעניין - אם זה טוב, זו גישה מאוד מאוד מעניינת.אם מישהו מכיר את זה ועבד עם זה - האמת שמאוד מעניין אותי לשמוע האם זה שווה משהו או האם זה עובד בכלל, כל הדבר הזה.הדבר הבא - A Complete Guide to LLVM ליוצרי שפות תוכנות , for Programming Language Creators . . .אז LLVM זה מה שבעצם כל השפות ה- Low-level מיתרגמות איתו - אליו - והוא בעצם מתורגם למעבד, x86 או ARM וכו’.אז C ו-++C או Rust כו’ואז הם אומרים שאם אתה רוצה אתה יכול לראות איך זה עובד, ובתיאוריה אתה גם יכול לכתוב שפה משלך שמתורגמת לזה, ואז לעשות שם את האופטימיזציות שמתאימות לך.למי שמעניין אותו קצת LLVM-Under-the-Hood ואיך שהדברים האלה עובדים ואוהב להיכנס לדברים האלה - יש פה משהו מאוד ציורי ומאוד User-friendly, בעיקר עם המון דוגמאותהמון-המון-המון דוגמאותלמי שאוהב את העולם הזה - זה אחלה חומר קריאה.(דותן) אני חייב להוסיף שאם אתה עובד עם LLVM אז אתה ברמה של לבנות “שפה אמיתית” ולא “שפה צעצוע”, כי זה מנוע מאוד חזק - אז למי שאוהב את זה שווה להשקיע ולהבין איך LLVM עובד, ואז לכתוב שפה שהיא ברמה מאוד גבוהה ולא Translator כזה או משהו שהוא “צעצוע”.(אלון) כן, אתה יכול לעשות . . . ככה כותבים שפות טובות.(דותן) בדיוק . . .(אלון) . . . משהו to-last. אפשר, בעיקרון, אם למישהו יש משהו מאוד מאוד ספציפי שהוא צריך אופטימיזציה אליו, אז יש מקרים מאוד נדירים ששווה לך אולי לכתוב את זה עם משהו מעל LLVM כדי שיעשה את האופטימיזציות שאתה צריך, ולא יעבור דרך Rust או C, שהם עושים את האופטימיזציות שטובות להם ל80/20 או 90/10, אבל לא בהכרח בדיוק מה שאתה צריך לפעמים ל-High performance או משהו כזה - מעניין מאוד.באופן כללי זה חומר קריאה מאוד מעניין כי הוא מאוד נגיש, ממש נגיש.אז לדותן . . .(רן) רגע, חווה! . . .(אלון) אה! סליחה, דילגתי עליה - ויש הסבר, כי זה בעברית, וזה זז לי יימינה אז לא ראיתי אותה (עפר מזדהה) - יש את חווה סקריפטזה אתר שיושב תחת github.io בשם חווה סקריפט -” שמי חווה, וזו שפת התכנות שלי, חווה סקריפט, שפת תסריט בעברית בלבד, אשר מומרת בזמן אמת ל-JavaScript על ידי תרגום מילות המפתח ושמות המשתנים מעברית ללועזית” . . . וכן הלאה.אפשר לכתוב פה את התוכנית ולהריץ אותה תוך כדי.אז יש פה יכולת לברך(מבורך) { בקרה.תעד(״היוש, ״ + מבורך);}לברך(״עולם״);נורא קשה לנסות לתרגם את זה בלי לראות, אבל מה שזה עושה זה JavaScript Function שמקבל משהו ועושה Const וכו’ממש נחמד, בכנות - זה נשמע לי סיוט, אבל לא יודע, אולי יש ילדים בעולם שזה יהיה להם נוח, אני לא יודע . . . יודע שזה חצי בדיחה אבל זה קונספט מעניין.(דותן) כן(רן) כן, זה נראה לי בדיחה, אבל מצד שני זה נחמד, גם בדיחות זה נחמד . . . דרך אגב, הסתכלתי על ה-Contributors והייתי בטוח שה-Contributor הראשית זו אישה בשם חווה, אבל מסתבר שלא וזה קצת מאכזב, אבל לא נורא.בכל אופן נשמע (נראה) שכולם ישראלים - יש לנו כאן את אביב ודורי ועידו, יותם, עידן ועוד מישהו שלא ברור איך קוראים לו בגלל ה-username שלו ב-GitHub, אבל בכל אופן - כן, נשמע כאילו כולם ישראלים.צריך עכשיו רק לגייס חווה מאיפשהו - אז בבקשה, חבר’ה.(אלון) “דרושה חווה לפרויקט”, כן . . . זה משעשע, וחבר’ה - גם אם יש לכם ביקורת SOX וכאלה - אז לא יבינו אם אתם עושים שטויות בקוד, מומלץ בחוםנא לא לראות את זה כייעוץ משפטי, אבל . . . סתם.ועכשיו באמת לדותן.דותן - מעולה - אז נחבר את זה רק עם ה-LLVM - ה-חווה סקריפט זה Transpiler, זאת אומרת - הוא לוקח קוד ועושה תרגום, בסופו של דבר, ל-JavaScript - שזה גם תחום מעניין: אם רוצים ליצור שפה ממש ממש מהר ובקלות זה מאוד מומלץ.ראיתי ככה קצת ממה שהם השתמשו בו וזה כן בחירות נכונות, אז אם מישהו אי פעם חלם לבנות שפה, אפשר לקחת את חווה סקריפט ולבנות שפה שעושה משהו אחר, אולי בשפה אחרת, אולי ביידיש - הרמתי פה להנחתה?(רן) “יאדה-סקריפט”.(דותן) אז נתחיל - סתם רקע לכל האייטמים האלה, שכולם באים מאותו קו, כמעט כולם כתובים Rust: הייתי צריך לייעץ לכמה אנשים איך ללמוד Rust ואיפה להתחיל וכו’, ואחד הדברים שאני תמיד אומר זה “להתחיל בלבנות כלי מגניב” - איזשהו כלי Command Line - לא ללכת דווקא לבנות עכשיו איזשהו Service מטורף עם כל מה ש-Rust יודע לעשות,צריך לבנות לעצמך איזשהו “סולם מאמצים” יותר נכון, כדי לא להתייאשכל הכלים האלה, באופן מקרי, הם מאוד שימושיים ליום-יוםאחד מהם (מהכלים) ראינו באחד הפרקים הקודמים, כלי שאני משתמש בו גם ביום-יום, שעושה delta ב-Command line של Git - כתוב ב-Rust, והוא צובע יפה את כל ה-Diff-ים, וזה מאוד נחמד לי ועובד פגז.אז הכלי הראשון נקרא hors - אני מניח שזה קיצור של סוס, Horse, רק מאויית לא נכון - וזה פשוט Port או כתיבה מחדש ב-Rust לכלי שנקרא howdoi, שהיה, ועדיין, כלי שב-Terminal אתה כותב “howdoi עושה משהו?” והוא הולך ל-Stack overflow, מושך כמה דוגמאות קוד וזורק לך אותן ב-Terminal - כשחלק מהדברים שקורים כאן זה גם לצבוע לך אותו וכל מיני דברים כאלה.אז זה מעניין, למי שרוצה עכשיו להבין איך אני בונה איזשהו כלי שיוצא לרשת ולוקח ועושה דבר שהוא יותר מטריויאלי, עושה Syntax highlighting ודברים כאלה.וזה גם כלי שימושי למי שרוצה לפקס את כל העבודה שלו מסביב ה-Terminal, ועובד עם Stack overflow ורוצה לדעת בשנייה איך עושים משהו, ורוצה לקבל את הכל ב-Terminal, ולא רוצה לצאת ל-Browser.אז זה דבר אחד.הדבר השני הוא כלי שנקרא mdcat - כלומר Cat ל-Markdown - כמו Cat רגיל, רק ברגע שאתה עושה Cat ל-Markdown, או Variant של Cat ל-Markdown, אתה מקבל את זה צבועבעצם כמו ש Markdown אמור להיות, ולא השפת-מקור של Markdown.כותרת נראית כמו כותרת, Bold נראה כמו Bold, ושוב - הכל ב-Terminal.זה הכל מניפולציות מוזרות של ANSI וצבעים מעבר ל-16 צבעים שמותר וכל מיני דברים כאלה מגניבים.וכשיש תמונה, ויש Terminals שתומכים זה, אז אתה רואה פשוט תמונה . . . שימושי למי שממש, אבל ממש, אוהב לעבוד מה-Terminal, לעשות Cat ככה וקבל איזשהו קובץ Markdown ולשחק עם זה ככה.עוד פעם - מבחינת ללמוד Rust ולבנות כלי זה אחלה - אין שם יותר מכמה קבצים בודדיםזה קורא קובץ, עושה משהו, מוציא איזשהו תחכום ל-Terminal - וזה אחלה בסיס להתחיל.האייטם הבא נקרא amp.rs - זה Editor שהוא דמוי VIM (לא אלה), וחופף ל-VIM - כתוב כולו ב-Rustסופר-סופר מהיר, מן הסתם.עובד מדהים, ניסיתי אותו קצת - לא יודע אם אני אחליף את ה-VIM שלי בכזאת קלות אבל הוא מדהים.זה לאנשים שאוהבים טיפה יותר אלגוריתמיקה - ב-Editors יש המון אלגוריתמיקה - ואם אתם אוהבים אלגוריתמיקה ורוצים לעשות Manipulations, לראות איך עושים את זה ב-Rust, לראות איך זה קורה, איך זה “מריח”, איך זה שונה מלעשות עיבוד שפה בשפה אחרת.סתם לדוגמא - היום אני בונה קוד שמעבד שפה, ואיך שעושים את זה ב-Rust זה יוצא הרבה יותר קומפקטי מ-Python, וגם יותר Safe - זה אומר שאני עובד עם Float 32 או 64, אז חייב לנקוב ב-Types שלי - והקוד שיוצא הוא פשוט יותר Safe ויש בו פחות טעויות שמגלים הרבה אחר כך, אחרי שמאמנים מודל.האייטם הבא נקרא zola - זה בעצם תחליף-HUGO(אלון) תחליף זול . . .(דותן) תחליף זול ל- HUGO . . . האמת שאני לא יודע, מנסה לראות אם יש פה מישהו שיודע עברית . . . לא נראה לי, לא נראה שזה זול - “זולה” . . . (אולי לזה).אבל יש פה תחליף ל-HUGO, כשאנחנו יודעים ש-HUGO זה תחליף ל-Jekyll - ו-Jekyll זה המקור לכל ה . . . בעצם הסבא-רבא של כל הדבר הזה.במקור Jekyll נכתב ב-Rubyמה שמעניין פה זה שזה לא סתם צעצוע ולא סתם פרויקט שאפשר ללמד ממנו - כשמסתכלים על מה שיש לו ומה שלאחרים אין - יש פה טבלה מאוד פשוטה - כמעט הכל כאן מסומן ב-V עם הרבה יכולות, כשיש דברים שאין ל-HUGO ויש לו - מאוד מעניין.וכמובן, בגלל שזה Rust אז זה כנראה הכי מהיר והכי יעיל מבחינת Performance שאתה יכול לקבל.זהו - מעניין.(אלון) “הפרק בחסות Rust!” . .. (דותן) אמרתי שכל האייטמים פה הם מוכווני-Rust, כן? . . .אני רק לא יודע אם Rust יכולה לממן משהו, כי ה-Community effort כבר לא ב-Mozilla ,לצערנו . . .האייטם הבא נקרא syntect_server - זה Server שעושה Syntax highlightingיושב תחת Sourcegraphזה קשור לדברים שאני עושה ביום-יום - להתעסק עם קוד, לפרסר (Parsing) קוד, לנתח אותו - וזה אחלה פרויקט לקחת שנייה וללמוד איך אני יכול לבנות עכשיו איזשהו server מאוד מאוד קליל ופשוט כדי להגיש סוג של תוכן, או “לבנות סוג של Microservice שעושה משהו אחד”.(רן) לא נעים להגיד, אבל אני חושב ש-Sourcegraph זו חברה שהייתה מאוד ממוקדת ב-Go, מבחינה טכנולוגית, אז אני לא יודע כמה מה-Services שלהם הם העבירו ל-Rustאני רואה שיש להם כרגע, אם אני מסתכל על ה GitHub שלהם, יש להם עדיין הרבה מאוד דברים ב-Go, וגם ב-TypeScript וגם ב-Python, אפילו גם קצת ב-Rubyאני לא רואה הרבה דברים ב-Rust, בינתיים.(דותן) אני חושב שהפרויקט הזה מסמל קצת את מה שהם עושים - הם לקחו חבילה שנקראית syntect, שזה syntax highlighter שכתוב ב-Rust, באמת אחד הטובים שיש - בכלל, בכל שפה שהיא.למה זה טוב? זה אומר שהוא מכבד את חבילות ה-Syntax של Text Mate, לימים Sublime Text, והמנוע הזה ש-Text Mate ייצר ו- Sublime Text אימץ הוא אחד המנועים הטובים לעשות Syntax highlighting.ואז כתבו את syntect, שהוא מנוע שמציית לחוקים, זאת אומרת - לקחו tmbundle, שזה ה-Resource שבאמצעותו אתה מתאר את השפה, מפרסר (Parsing) אותו ועושה highlighting של Source code במהירות מסחררת.נראה לי שמה שהם רוצים לעשות זה להתשמש באותה חבילה, לעטוף אותה ב-service - כי אין להם יכולת לכתוב משהו מ-Rust או להמיר ל-Rust - ואז פשוט כדי לעשות את ה-Syntax highlighting הם פונים לתוך Service שמדבר איתם ב-API מאוד ברור.(רן) כן, זה בעצם הפרויקט היחיד שיש להם ב-Rust, חיפשתי . . .(דותן) כן, נראה הגיוני.יש פה עוד פרויקט, שלא קשור בהכרח ל-Rust, לא בדקתי - זה נקרא Depix . . . סוג של מפחיד(אלון) אני חייב לציין שאני הרבה זמן אמרתי שבטוח יש משהו כזה, כי זה פשוט גיאוני מדי . . .(דותן) אז אני אסביר רגע, כי יש פה משהו ויזואלי:השורה הראשונה היא טקסט שהוא Pixelized, זה אומרת שמישהו רצה להחביא טקסט - סודי, Classified, מה שזה לא יהיה - והפיקסליזציה היא . . (רן) רק אני אגיד רגע לפני זה - הרבה פעמים נהוג שאם אתם לוקחים איזשהו Screenshot, ואתם רוצים להחביא פרטים אישיים, אז בהרבה כלים יש יכולת לעשות פיקסליזציה.(דותן) לא הכרתי את זה . . . משהו שמזהה טקסט ואז עושה מזה פיקסלים אוטומטית?(רן) אני לא יודע אם יש אוטומטי, אבל יש כלי שאתה יכול לבוא ידנית ולסמן איזורים שזה יהפוך אותם ל-Pixels, כדי שלא יזהו - זה שימושי, נגיד, אם אתה רוצה להוציא איזשהו Screenshot . . .(אלון) ל-URL-ים לפעמים עושים את זה, כשאתה רוצה להראות עמוד, נגיד אם נכסנתי לאיזה בנק, אז אני עושה לחלק למעלה פיקסליזציה של ה-URL או כאלה, יש מלא(רן) כן . . . אז מה הכלי הזה עושה?(דותן) אז אילו שני דברים שתמיד הייתי פרנואיד לגביהם - תמיד הייתי שם בלוק שחור, ותמיד הייתי מוודא שזה לא איזה SVG או איזה PDF, ששמר לי את הבלוק השחור אבל אז מתחת יש את הטקסט . . .אז בכל אופן - הדבר הזה מקבל תמונה, עם פיקסליזציה של טקסט, ומנחש מהו הטקסט שמאחוריה . . . זאת אומרת כמו בסרטים, כשהוא אומר “תחדד את זה! תעשה פי שתיים! תחדד” - אז כזה.ורואים פה שזה די מצליח.כשאני רואה פה מול העיניים, כנראה שלאותיות מסויימות יש כזה . . נגיד L זו אות שחוצה קו . . .(רן) אני מניח שמה שיכול לעזור לו זה להסתכל על הפונט בשאר הדף, ואז הוא יודע באיזה פונט זה היה לפני זה, או פשוט, מן הסתם הוא מסתכל על המשבצות ורואה מהי דרגת הכהות או הבהירות ויכול לנחש.הוא גם יכול להכיר את האלגוריתם שבו נוצרה הפיקסליזציה, נגיד לקחת את הממוצע של חמשת הפיקסלים הקרובים ולהפוך את זה לצבע אחד או משהו כזה.ועם כל הדברים האלה - נשמע סביר לגמרי שתוכל לעשות Reverse Engineering . . .(דותן) כן, אז אתם מוזמנים לקחת ולהתחיל לגלות את מה שמחביאים מכם, לכל מי שאוהב תיאוריות קונספירציה.אז זה היה Depix.(רן) מעניין, דרך אגב - עכשיו, כשאני מגדיל את התמונה, אני רואה שגם בטקסט המקורי יש לא מעט Anti-aliasing, זאת אומרת שאם תעשה Zoom-in, אתה תראה ששזה לא רק שחור אלא שחור עם גבול של אדום ותכלתואני תוהה האם ה-Anti-aliasing הזה גם משפיע על כל הסיפור הזה, או שזה סתם איזשהו משהו בתצוגה פה, של . . .(דותן) מחשבה חכמה, אני חושב שיש לך ראש של פושע . . .האייטם הבא נקרא ImHex - וזה Hex Editor, בכותרת כתוב שזה ל-Reverse Engineers, אבל אני אוהב Hex Editors באופן כללי, אז לאו דווקא עבור Reverse Engineers.מתי אתה אוהב את זה? כשיש טקסט מוזר והכל נראה לך נורמאלי אבל משהו לא מתקמפל (Compile), ואז אתה מגלה שיש איזה Unicode או איזושהי אות בסינית שהבאת מאיפשהו או Emoji . . .(רן) הגרשיים . . . תמיד כשאתה עושה Copy-Paste מתארים, הגרשיים מתחרבנות(מזדהה גם כאן”)(דותן) בדיוק, ואז, אם אתה רוצה להתחיל לסבול, אתה יכול לנחש, אבל אתה גם יכול לפתוח Hex Editor ולראות איך דברים נראים מאחורה.ופה יש Hex Editor שהוא מאוד מאוד מרשים - מזכיר לי את ה-Editor-ים הישנים והטובים של לפני 20 שנה, עם כל מיני זיהויים של מילים ו-Patternsיש כאן אפילו כזה Distribution משוגע.דבר אחרון - למה זה נקרא ImHex? בגלל שהוא משתמש בספרייה שהזכרנו פה בעבר (?), שבונה GUI - שנקראית ImGUI, כתובה ב-Cמשתמשים בה לרוב במשחקים - כשיש לך משחק ואתה רוצה תפריט בתוך או משחק, או איזשהו Developers Console בתוך המשחקהספרייה הזו לגמרי מצויירת ידנית, לא עובדת עם מערכת ההפעלה, כל ה-Widgets כולם ממש מצויירים מאפס, ולכן אין לה שום תלות במערכת ההפעלה.גם לא מפתיע אותי שהדבר הזה הוא Cross-platform, מה שנקרא “בהליכה”.זהו, זה Open-source וחינם, אז שווה לתרום ולהוריד, או רק להוריד - מה שבא לכם.בשביל הבאזז של ה-Crypto, שמתי פה פרויקט שנקרא freqtradeזה קריפטו-בוט שעושה Trading - מה שנקרא: “מסיר אחריות”יש כאן גם Disclaimer ענק בתוך הפרויקט“נסו ותרוויחו”, מה שנקרא.(אלון) מה אתה רומז פה? (דותן) כן, אז היום שוב פעם הביטקוין חצה רף (היסטורי כלשהו), ומה שמעניין זה שכאילו זה שובר שיאים, אבל אנחנו לא רואים את הפטריות שאחרי הגשם, וכל האלגוריתמי-קסם שפותרים את ה-CAP Theorem - זה הפסיק לקרות, לא ראיתי אנשים שאומרים שפתרו את ה-CAP Theorem.(אלון) כן, אבל מה שכן מעניין בקשר לזה, זה שדווקא אתמול Goldman Sachs הוציאו הערכה שהביטקוין יגיע ל- $145,000, כי הוא ניהיה כמו זהב, וכדי שהוא יהיה כמו זהב . . . לא משנה, יש שם איזשהו הסבר מפורט למה, אבל הוא בכלל לא כסף, הוא סתם סחורה . . .(דותן) אז לכל אלה שפתרו את ה-CAP Theorem ב-Cycle הקודם, אפשר לראות האם הם יחזרו שוב פעם ויגידו שפתרו את ה-CAP Theorem עוד פעם . . .(אלון) לא, הם לא צריכים - הם יושבים על איזה אי מלא ב-Bitcoin-ים . . . לא יפתרו את זה כבר, זהו, נהיו עצלנים . . .(רן) אני רואה, דרך אגב, שיש לו ממשק ל-Telegram שנראה נחמד, ל-Bot הזה - אתה יכול להתחבר אליו ולשלוח פקודות ולקבל סטטוסים.(דותן) אז זהו - תגידו לי, כשאתם פותחים את ה-Bot אז איפה הוא נמצא ב-Telegram, ואני אדבר איתו . . .הפרויקט הבא נקרא photoprism - לאנשים שלא אוהבים את כל ה . . . נקרא לזה Hosted Photo Services, או Hosted-כל-דבר, אנשים שאוהבים פרטיותאז זה כמו Google Photos, רק ב-Hosted, כתוב ב-Go, עובד עם TensorFlow, ועוד כל מיני Buzzwords כאלה ואחרים.אני אישית בסדר עם זה שכולם גונבים לי את כל הדאטה ועושים מזה כסף, אז . . .(רן) ואתה גם משלם להם על זה, רק נזכיר . . . עכשיו Google כבר מתחילים לקחת כסף אם אתה עובר את המכסה, מה שקודם הם לא היו עושים.(דותן) אז זהו, אני בסדר עם זה, כי ה-Overhead של לנהל את זה לבד בבית - אני כבר לא . . . אני זקן מדי בשביל זה.פרויקט נוסף שנקרא TabFS - מאוד נוגע לי בנקודה כואבת אבל אישית לא ממש הצלחתי לעבוד עם זה, אולי אחרים יצליחו - זה בעצם לוקח את כל ה-Tab-ים ב-Chrome והופך אותם ל-File System, ועכשיו אפשר להתייחס ל-Tabs כמו אל File System.זהו, מן דבר משוגע כזה. אני ממש צריך משהו כזה, אבל לא יודע, לא הצלחתי לעבוד עם זה כל כך.(אלון) אני אגיד לך גם למה לא, אני נתקלתי בזה בעבר . . . בוא אני אסביר לך, בוא תקשיב(דותן) יאללה(אלון) ה-File System של ה-Mac זה אחד הדברים עם ה-UX הכי פחות נוחים בעולם הזה . . . קח משהו עם UX סבבה, או בינוני, לא משנה - ולקחת אותו, שינמכת לו את ה-UI ל-Usability כמעט בלתי אפשרית, אז איך זה יהיה נוח?(רן) אבל הוא דווקא מראה פה על שליטה מה-Command Line, אולי בשביל יכולת לעשות Copy מתוך הדפים, או משהו כזה.למרות שאני עדיין לא ממש רואה את ה-Use case פה, אבל לא יודע - אולי Search . . .(אלון) פרויקט סוף שנה של סטודנט . . .(דותן) לא חפרתי פה מספיק . . .לא חפרתי בזה כל כך לעומק, אבל אתה חייב משהו כדי לנהל את כל ה-Tab-ים, ואני לא יודע איך Chrome לא עושים משהו עם זה(רן) אולי אוטומציה? אני רואה פה יכולת לעשות כאילו קצת כמו . . . איך זה נקרא? זה ששולט ב . . . הכלי בדיקה הזה?(דותן) Selenium?(רן) כן, קצת כמו Selenium, שאתה רק צריך לפתוח את ה-Tab מחדש, ומאותו הרגע הוא מנוהל לך באופן אוטומטי, אז אולי זה גם Use case.(דותן) הייתי שמח לאיזה כפתור ב-Chrome שאני לוחץ עליו ואז הוא אוסף את כל הטאבים של Github ושם לי אותם ברשימה אחת ב-Note - וזהו.אני לא באמת צריך אותם פתוחים . . . זה נחמד שזה שמור בטאביםאני כמו כולם עם המחלה הזו של לפחד לסגור טאבבקיצור - הנה רעיון למי שמקשיב . . .(רן) אתם משתמשים ב-Tab Groups ב-Chrome, אגב? נושא אחר . . . יש ב-Chrome פיצ’ר כזה שנקרא Tab Groups והוא מאוד נחמד(דותן) מתי זה נולד, הפיצ’ר הזה?(רן) לא יודע . . .(מאי 2020?)(אלון) האמת - אני השתמשתי בו, נורא התלהבתי - ושכחתי ממנו אחרי איזה יום וזהו . . . ועכשיו הזכרת לי.זה מסוג הדברים שאתה עושה “וואו! איך זה משנה את חיי!” ואז . . .(רן) אני דווקא חייב להגיד שאני משתמש בזה הרבה, וגם הילדות שלי מתות על זה - כל פעם שאני מגיע ורואה את ה-Chrome שלהם, אז הכל זה בצבעים ועם שמותהן מאוד מתלהבות ונהנות לסדר את הטאבים שלהןאפילו עם זה טאב אחד בקבוצה, עדיין יש לזה צבע ושם.(דותן) כן, זה פותר לי משהו! נחמד, רן!(רן) יאללה, בכיף.(אלון) אפשר לסיים את הפרק, חברים, זהו! הגענו לשיא, תודה רבה.(דותן) כן . . . (טוב, אז אייטם אחרון באמת - יש פה פרויקט שנקרא redocלמי שעובד עם Swagger ורוצה להרוויח ככה משהו בחינם - זה פרויקט שלוקח את -Swagger-ים שלכם ומייצר Documentation “כמו של הגדולים”, מה שנקרא.וזהו, בעצם.רן, אוקיי - אז כמעט לפני סיום, יש לנו עוד את הקטע האחרון שלך המצחיקולים - אייטם ראשון בעניין הזה הוא OKify - זה כלי שדיברנו עליו קצת בעבר (עבר רחוק, פרק 399), של מיכאל שעובד איתי ב-Appsflyer והוציא כלי שגורם לך להרגיש טוב, שיהיה לך מצב רוח טוב.לא משנה אם ה-Build נכשל, לא משנה אם ה-Server למטה - הוא תמיד ייתן לך איזושהי מילה טובה.רק תפנה אליו והוא יתן לך איזושהי מחמאהאז עכשיו יש גם וידאו! וידאו קצרצר, של מיכאל, שמדגים את הכלי הזהאז לכו וצפו - חמש דקות של כיף והנאה וצחוקים.בעניין אחר - בוודאי שמעתם ש-Apple הכריזו על שהם הולכים עכשיו להוציא מכוניות, ולא מזמן התפרסם ב-Twitter תמונה של אחת המכוניות שאותן הם הולכים להוציאאז למי שיש לו עכבר של Apple כנראה יוכל להזדהות - אני אנסה לתאר מה אנחנו רואים פהמכונית הפוכה על הגב, ושקע הטעינה תקוע לה מלמטה . . .אז כל מי שהיה לו אי פעם עכבר של Apple כנראה יבין את המצוקה הזו, ובכל אופן אתם מוזמנים לבוא לבלוג שלנו (אתם כבר כאן אם אתם קוראים את זה…) וגם לראות את התמונה הזו.והאייטם הבא - זה בעצם עמוד פייסבוק חדש, שהכינוי שלו הוא @mad.programm3r (עם 3 במקום e בסוף)ויש שם כמה Video-ים של מפתח עצבני, שבא ורוטן על מספר תופעות שאני בטוח שכולן יהיו מוכרות לכםהחל מ-Build ב-Jenkins שנכשל ועד קונפיגורציה שלא הותקנה והוא עושה את זה בצורה מקסימה וחיננית - לכו ותראו, כל וידאו הוא קצרצר ומצחיק.(אלון) אני אמשיך - למי שעקב בפרקים הקודמים (ספציפית הקודם, 399), היה מישהו משעשע שהוציא וידאו של Stories בתוך VSCodeאז הבחור הזה הקשיב לנו, כנראה, לאחד הפרקים של 1 באפריל - הוא הוציא VSCode Tinder . . . שזה בעצם נותן לך לחפש מפתחים לפי כל מיני כישורי Skills שלהם, וזה מעיין Tinder למפתחים . . .אתה שם דוגמאות של הקוד, ואז אתה רואה אם אתה אוהב את ה-Sample Code הזה - ואם אתה רוצה לדבר עם המפתח וכן הלאה . . .אז שוב - הוא עשה וידאו היתולי ומשעשע, אתם מוזמנים לראות.(רן) וכמובן שאנחנו מודים לאותו מאזין, שאומנם לא דובר עברית אבל ברור הוא הקשיב לאחד מפרקי ה-1 באפריל שלנו, ומשם הוא גנב את הרעיון המהמם הזה.(חבר של ארני?)ואיך שלא יהיה - גם אם הרעיון נשמע לכם פחות סביר - לכו תראו את הוידאו. זה נחמד, יש שם הרבה בדיחות גיקיות, שווה צפייה.(אלון) כן, זה ממש חמוד והומוריסטי ומגניב - שווה ממש.דבר אחרון - מישהו עשה וידאו קצר ומהיר על איך שהוא עושה את השחקן The Rock - ב-CSS בלבד . . .זה די פסיכי . . .אבל זה מגניב ממש - הוא מצליח בסוף להציג אותו ממש יפה.זה חמוד לכולם, גם למי שלא אוהב CSS(רן) זה בעצם סשן של קידוד, שהוא מריץ אותו במהירות, נגיד x10 או משהו כזה, אבל מה הוא יוצר בסוף, מה זה The Rock?(אלון) זה השחקן קולנוע המופרסם (Dwayne Johnson), המתאבק . . . בסוף הוא יוצא, אם תראה עד הסוף אתה תזהה.(רן) הדמות ממשחקי הכס?(אלון) לא! The Rock, בחור קירח כזה, 1.90מ’, שיחק ב-Jumanji(דוגמא בעייתית, זה לנצח יהיה רובין וויליאמס)(רן) אהה . . .(אלון) אוי איזה עולם יש לי פה . . . גרמת לי פה לחשוף . . .(רן) מההתחלה ידעתי, רק רציתי שתגיד . . .(אלון) כן, עכשיו רק צריך להוריד את זה בעריכה, לעשות “ביפ!”(לעולם לא)(רן) מעולה, תודה, לא סיימתי לראות את הוידאו אבל אני כבר מתחיל להבין את הדמות, יפה.תודה, אז זהו - כאן אנחנו מסיימים - תודה רבה לכם, מקווים שנהנתם, נתראה בפעם הבאה.הקובץ נמצא כאן, האזנה נעימה ותודה רבה לעופר פורר על התמלול

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&T, Procter & 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 & 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 doctor's 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 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/changeyourpov/message Support this podcast: https://anchor.fm/changeyourpov/support

HOW TO BECOME EFFECTIVE MANAGER IN TAMIL FROM THE BOOK "THE NEW ONE MINUTE MANAGER" IN TAMIL hope you like it, LINK::::::::::::::::::::: The One Minute Manager:::::::::::::https://amzn.to/2IGrivv #STAYSAFE & #READBOOKS #withme #4amtamilmotivation

Thanks so much to Mark Horstman for this fun interview about his book, The Effective Manager, his new book, The Effective Hiring Manager, and how to get through COVID as a business owner or a manager. I had a great time interviewing one of my management heroes!Mark references a couple of items in the interview:Race Don't Chase Manager Tools Podcast EpisodeHBR Article on the Allen Curve

This week, Kristen Hayer reviews:Talking About Mental Health with Your Employees - Without Overstepping, by Deborah Grayson Riegel, Harvard Business Review, November 3, 2020The Effective Manager by Mark Horstman, Chapters 10-14This is the end of Season 1 of Reading for Success - big thanks for being a listener! Over the holiday season we'll still have episodes each week, but they will be shorter and focused on articles instead of books. Season 2 will start in January, and while I have some books in mind I'd love suggestions as well. Email me at kristen@thesuccessleague.io

За допомогою книги Майкла Хорстмана «Ефективний менеджер» ("The Effective Manager", Mark Horstman), розбираємо фідбек від А до Я: як почати його давати та який фідбек справді працює. Авторка — Анна Головченко, засновниця Make It Better та Better Wiki Читати статтю

This week, Kristen Hayer reviews:A New Model for Ethical Leadership, by Max Bazerman, Harvard Business Review September/October 2020The Effective Manager by Mark Horstman, Chapters 7-9If you're reading along, next week we'll be wrapping up The Effective Manager with Chapters 10-14 of the book, along with a new article. This book is available on Amazon and Audible.Additional Links:The Good Place Ethics, Brah

Phil Beyer -  Bio (CISO at Etsy) Importance on books about behavioral science. “Thinking Fast and Slow”: https://smile.amazon.com/Thinking-Fast-Slow-Daniel-Kahneman/dp/0374533555  “Predictably irrational”: https://smile.amazon.com/Predictably-Irrational-Revised-Expanded-Decisions/dp/0061353248/ http://humanhow.com/list-of-cognitive-biases-with-examples/ Influence: the Psychology of Persuasion: https://smile.amazon.com/Influence-Psychology-Persuasion-Robert-Cialdini/dp/006124189X Brain at Work: https://smile.amazon.com/Your-Brain-Work-Revised-Updated/dp/0063003155/ Atomic habits: https://smile.amazon.com/Atomic-Habits-Proven-Build-Break/dp/0735211299/ Tiny habits: https://smile.amazon.com/Tiny-Habits-Changes-Change-Everything/dp/0358003326/  New leaders 100 day action plan: https://smile.amazon.com/New-Leaders-100-Day-Action-Plan/dp/1119223237/  Podcasts: Manager Tools Podcast: https://manager-tools.com  Career Tools Podcast: https://www.manager-tools.com/all-podcasts?field_content_domain_tid=5 Seth Godin Akimbo: https://www.akimbo.link/ Masters of scale: https://mastersofscale.com/ Habit stacking -  Temptation bundling -  Availability Heuristic: https://en.wikipedia.org/wiki/Availability_heuristic Brian’s Recommendations: Extremely Popular Delusions and the Madness of Crowds: https://www.amazon.com/Extraordinary-Popular-Delusions-Madness-Crowds/dp/1463740514 Big 9: https://www.amazon.com/Big-Nine-Thinking-Machines-Humanity/dp/154177373X  Bryan’s Book Recommendations:  Malcolm Gladwell’s Talking to Strangers: https://smile.amazon.com/Talking-to-Strangers-audiobook/dp/B07NJCG1XS  The Effective Manager by Mark Horstman: https://smile.amazon.com/The-Effective-Manager-audiobook/dp/B071JSWHBJ ADKAR: A Model for Change in Business, Government and our Community https://smile.amazon.com/ADKAR-Change-Business-Government-Community/dp/1930885504   Improved interviews online First 90 days as CISO First 90 day plan: https://www.manager-tools.com/2012/06/90-day-new-job-plan-overview Capability Assessment: https://www.strategyand.pwc.com/gx/en/unique-solutions/capabilities-driven-strategy/capabilities-assessment.html  Socratic method: https://en.wikipedia.org/wiki/Socratic_method Impacts to make Building rapport with new directs Creating a new relationship ‘budget’ with manager/board, colleagues Planning your strategy to make meaningful change in the org as a whole Check out our Store on Teepub! https://brakesec.com/store Join us on our #Slack Channel! Send a request to @brakesec on Twitter or email bds.podcast@gmail.com #AmazonMusic: https://brakesec.com/amazonmusic  #Brakesec Store!: https://brakesec.com/teepub  #Spotify: https://brakesec.com/spotifyBDS #Pandora: https://brakesec.com/pandora  #RSS: https://brakesec.com/BrakesecRSS #Youtube Channel:  http://www.youtube.com/c/BDSPodcast #iTunes Store Link: https://brakesec.com/BDSiTunes #Google Play Store: https://brakesec.com/BDS-GooglePlay Our main site:  https://brakesec.com/bdswebsite #iHeartRadio App:  https://brakesec.com/iHeartBrakesec #SoundCloud: https://brakesec.com/SoundcloudBrakesec Comments, Questions, Feedback: bds.podcast@gmail.com Support Brakeing Down Security Podcast by using our #Paypal: https://brakesec.com/PaypalBDS OR our #Patreon https://brakesec.com/BDSPatreon #Twitter: @brakesec @boettcherpwned @bryanbrake @infosystir #Player.FM : https://brakesec.com/BDS-PlayerFM #Stitcher Network: https://brakesec.com/BrakeSecStitcher #TuneIn Radio App: https://brakesec.com/TuneInBrakesec #cybersecurity #informationsecurity #leadership #podcasts #CPEs #CISSP

This week, Kristen Hayer reviews:Stop All The Clocks, Bartleby, The Economist, October 17-23, 2020The Effective Manager by Mark Horstman, Chapters 4-6If you're reading along, next week we'll be reviewing Chapters 7-9 of the book, along with a new article. This book is available on Amazon and Audible.

Phil Beyer -  Bio (CISO at Etsy) Importance on books about behavioral science. “Thinking Fast and Slow”: https://smile.amazon.com/Thinking-Fast-Slow-Daniel-Kahneman/dp/0374533555  “Predictably irrational”: https://smile.amazon.com/Predictably-Irrational-Revised-Expanded-Decisions/dp/0061353248/ http://humanhow.com/list-of-cognitive-biases-with-examples/ Influence: the Psychology of Persuasion: https://smile.amazon.com/Influence-Psychology-Persuasion-Robert-Cialdini/dp/006124189X Brain at Work: https://smile.amazon.com/Your-Brain-Work-Revised-Updated/dp/0063003155/ Atomic habits: https://smile.amazon.com/Atomic-Habits-Proven-Build-Break/dp/0735211299/ Tiny habits: https://smile.amazon.com/Tiny-Habits-Changes-Change-Everything/dp/0358003326/  New leaders 100 day action plan: https://smile.amazon.com/New-Leaders-100-Day-Action-Plan/dp/1119223237/  Podcasts: Manager Tools Podcast: https://manager-tools.com  Career Tools Podcast: https://www.manager-tools.com/all-podcasts?field_content_domain_tid=5 Seth Godin Akimbo: https://www.akimbo.link/ Masters of scale: https://mastersofscale.com/ Habit stacking -  Temptation bundling -  Availability Heuristic: https://en.wikipedia.org/wiki/Availability_heuristic Brian’s Recommendations:Extremely Popular Delusions and the Madness of Crowds: https://www.amazon.com/Extraordinary-Popular-Delusions-Madness-Crowds/dp/1463740514 Big 9: https://www.amazon.com/Big-Nine-Thinking-Machines-Humanity/dp/154177373X  Bryan’s Book Recommendations:  Malcolm Gladwell’s Talking to Strangers: https://smile.amazon.com/Talking-to-Strangers-audiobook/dp/B07NJCG1XS  The Effective Manager by Mark Horstman: https://smile.amazon.com/The-Effective-Manager-audiobook/dp/B071JSWHBJ ADKAR: A Model for Change in Business, Government and our Community https://smile.amazon.com/ADKAR-Change-Business-Government-Community/dp/1930885504   Improved interviews online First 90 days as CISO First 90 day plan: https://www.manager-tools.com/2012/06/90-day-new-job-plan-overview Capability Assessment: https://www.strategyand.pwc.com/gx/en/unique-solutions/capabilities-driven-strategy/capabilities-assessment.html  Socratic method: https://en.wikipedia.org/wiki/Socratic_method Impacts to make Building rapport with new directs Creating a new relationship ‘budget’ with manager/board, colleagues Planning your strategy to make meaningful change in the org as a whole Check out our Store on Teepub! https://brakesec.com/store Join us on our #Slack Channel! Send a request to @brakesec on Twitter or email bds.podcast@gmail.com #AmazonMusic: https://brakesec.com/amazonmusic  #Brakesec Store!: https://brakesec.com/teepub  #Spotify: https://brakesec.com/spotifyBDS #Pandora: https://brakesec.com/pandora  #RSS: https://brakesec.com/BrakesecRSS #Youtube Channel:  http://www.youtube.com/c/BDSPodcast #iTunes Store Link: https://brakesec.com/BDSiTunes #Google Play Store: https://brakesec.com/BDS-GooglePlay Our main site:  https://brakesec.com/bdswebsite #iHeartRadio App:  https://brakesec.com/iHeartBrakesec #SoundCloud: https://brakesec.com/SoundcloudBrakesec Comments, Questions, Feedback: bds.podcast@gmail.com Support Brakeing Down Security Podcast by using our #Paypal: https://brakesec.com/PaypalBDS OR our #Patreon https://brakesec.com/BDSPatreon #Twitter: @brakesec @boettcherpwned @bryanbrake @infosystir #Player.FM : https://brakesec.com/BDS-PlayerFM #Stitcher Network: https://brakesec.com/BrakeSecStitcher #TuneIn Radio App: https://brakesec.com/TuneInBrakesec #cybersecurity #informationsecurity #leadership #podcasts #CPEs #CISSP

This week, Kristen Hayer reviews:Adapt Your Business to the New Reality, by Michael Jacobides and Martin Reeves (in the Sept/Oct issue of Harvard Business Review)The Effective Manager by Mark Horstman, Chapters 1-3If you're reading along, next week we'll be reviewing Chapters 4-6 of the book, along with a new article. This book is available on Amazon and Audible.

This week, Kristen Hayer reviews:Zoom and Gloom, Part of a special section on COVID-19 and the world economy in The Economist, October 10-16th IssueChief Customer Officer 2.0, Jeanne Bliss Chapters 8-9We are starting a new book next week! Please join me for Chapters 1-3 of The Effective Manager by Mark Horstman from the Manager Tools team. You can find this book on Amazon and Audible.

Mark Horstman is an incredibly accomplished business leader and personality.  He graduated from West Point, served in the military for many years, had a successful business career, and now has two popular business and career podcasts (Manager Tools and Career Tools). He runs a successful consultancy firm, Manager Tools, and has written two books (The Effective Manager and the Effective Hiring Manager).  And on top of all of that, he’s a father of 7! He’s accomplished a lot throughout his life, and shared his wisdom and life experiences with us.  We tap into many topics throughout this discussion, from how Mark grew up, to what he taught his kids about money, his favorite books, and his views on productivity and retirement.  Mark shares his views on “lean living,” which is a term he coined that was inspired by lean manufacturing and lean supply chains. Mark also shares some of the things he’s been doing to save money lately.  Mark talks about the concept of “race don’t chase,” which he has multiple podcast episodes on.  The race don’t chase concept is from the business world, but heavily applicable to personal finance.  Race don’t chase is the concept that when the market turns and things start going down, what you’re supposed to do is cut your expenses faster than your revenue drops.  You race your revenues to the bottom of the market, so you can be profitable even when your revenues are going down.  Mark leaves us with some final wisdom and life advice to 1) tell the truth, 2) be kind, 3) save and do not fall into the trap that the things you have will bring your joy, and 4) give back. Mark has been podcasting for 15 years and also shared some great advice with us on podcasting.  Please listen to enjoy all that Mark has to share!Show ReferencesManager Tools WebsiteThe Effective Manager by Mark HorstmanThe Effective Hiring Manager by Mark HorstmanManager Tools Book Reviews---Follow friends on FIRETwitterInstagramFacebookLinkedInLeave us a voicemail or text us: 404-981-3370eMail us at:  friendsonfiremm@gmail.comVisit our website: www.friendsonfire.org---Other LinksMaggie’s Blog: Mostly Minimal LifeMike’s Book:  Your New Relationship with Money

Compared with front-line employees or high-level leaders, managers often face excessive workloads and deal with never-ending problems. Their roles and effects are often underestimated. This book teaches how middle managers, as the mainstay of an organization, can achieve maximum output with effective input such as output-orientation, one-on-one meetings, performance appraisal and so on. Andy Grove was one of the founders and a former CEO of Intel. As a scientist, Grove participated in bringing about significant breakthroughs in the technology of semiconductors. As an outstanding entrepreneur and manager, he frequently led Intel in successful transformations. In 1997, he was rated as the “Person of the Year” by the weekly magazine Time. He taught strategic management courses at the Stanford Graduate School of Business for a long term. He was also an honorary professor of Harvard University. 

In this episode of the podcast series Cover to Cover, the Planning magazine editors review the contents of the March 2020 issue: from an interactive map from the US Department of Transportation that shows the linkages between transportation and the new Federal Opportunity Zones program, to the steps it takes to prepare a community for large-scale solar development, to a special "business of planning" article, with 13 strategies for becoming an effective manager. Before the editors dive in to their discussion, editor-in-chief Meghan Stromberg reflects on the state of the world amid the COVID-19 pandemic. This lens casts a new, even-more-pressing light on her discussion with Ward Lyles, AICP, and Stacey Swearingen White, about their research into emotions in planning. Swearingen White is a professor at the University of Kansas, as well as the director of the School of Public Affairs and Administration, and Lyles is an associate professor at the university, in the School of Public Affairs and Administration. He also serves as director of the Center for Compassionate and Sustainable Communities at KU. The three explore the trope of "planner as technician" and how bringing emotional intelligence into planning can have a major impact on how planners work — something that matters now more than ever in the wake of our current public health crisis.

If you like this podcast, you will like our CREATOR HUB. It offers a range of services that aim to support you in developing, improving and growing to meet your future needs in the instructional design and eLearning industry. Visit it here: https://creatorhub.belvistastudios.com/ In this episode Kim speaks with Abdallah Khazma. Abdallah works in the senior HR strategic development space. We chat about: How to build critical thinking skills How to build natural curiosity in your field How to enable your team members to understand their contribution and significance How to discover what is important to your team members How to find your purpose and passion in the workplace How to give value without expectation of anything in return The role of memory in learning How to become an effective manager How to influence individuals to perform Abdallah's LinkedIn: https://www.linkedin.com/in/abdallah-khazma/ Abdallah's Instagram: https://www.instagram.com/abdallah_khazma/ We hope you enjoy and thanks for listening! :) We're on Instagram! Daily tips and insights into our studio: https://www.instagram.com/belvistastudios/ LinkedIn: https://www.linkedin.com/company/belvista-studios We are an award-winning eLearning company in Brisbane, Australia with global clients, which provides end-to-end eLearning solutions including instructional design, graphic design, animation and development. http://belvistastudios.com/ Follow our journey as we learn how to create the best eLearning.

The market dynamics are fast-changing, hence today businesses need effective Managers in 2020 to manage an ever-evolving workforce. Organizations need to respond faster, with fewer resources, to keep up with the ever-changing technology and globalization. My article is inspired by a book by author Spencer Johnson “The new One minute manager”. Read the complete article on https://retailritesh.com/2019/12/23/effective-manager/

Reduce overwhelm and burnout by using a simple flowchart to determine the best workflow for your day. Creating a simple and customized flowchart will help you prioritize, eliminate overwhelm and make you more successful

Welcome to The New Leader Podcast. Today we have a short, 12-minute episode on the importance of one-on-one meetings. We talk about five things: What's a one-on-one meeting? 5 reasons why we do one-on-one meetings When do you do them? How does it work? What's the format? Potential pitfalls to avoid with these types of meetings.   Hit that play button and don't forget to subscribe and rate us on iTunes!   One-on-One Meetings Very simply, it is a meeting between a manager and an employee. It's dedicated time on a regular basis, it's pre-scheduled, and it's always private between those two people. Why do we do them? One-on-one meetings encourage open communication. That's the basis of a great foundation of a relationship – regular communication. It also gives employees time to prepare. If you know you have access to your manager on a regular basis for a set period of time, it allows you to think and prepare for what you want to talk about. How does it work? Before you even have that one-on-one with an employee, you want to give them notice about what's coming around the corner. Nobody likes a surprise from their manager on a Monday morning about a major change in their routine. So I would recommend that you give them at least 4-6 weeks notice. It sounds long, but it does take the edge off when a change is coming. You want to be transparent. In that message, you're telling them why you want to connect. Links and Resources Connect with me: LinkedIn | Facebook info@iandaley.com The Effective Manager by Mark Horstman

Andy & Stephanie team up with "The Administrator" Mike Falconer to discuss one of the most vital skills anyone working in veterinary medicine can have: giving feedback. The gang discusses the old compliment-critique-compliment model of feedback (aka "the poop sandwich"), negative reinforcement, validation, temperature taking, "the mention," and how to talk to your co-workers and staff in a way that gets you heard. If you enjoy this podcast and/or the way we focus on building a great, supportive culture in veterinary clinics, then maybe you need to be a part of the Uncharted Veterinary Community. Learn more at www.Unchartedvet.com For more on the feedback model: The Effective Manager (from Manager Tools) - https://www.amazon.com/Effective-Manager-Mark-Horstman-ebook/dp/B01H9E36OG/ref=sr_1_2?ie=UTF8&qid=1550592308&sr=8-2&keywords=the+effective+manager About our guest, Mike Falconer: Originally hailing from Scotland, and after a career in the entertainment lighting business, Mike is the Hospital Administrator for a 14-doctor veterinary practice in Las Vegas. A Hospital Administrator for 12 years, Mike also writes, speaks and consults on management, human resources, marketing, and social media. A Top Writer for 2018 on Quora, winner of the Founders Award from the Uncharted Veterinary Conference, and frequent poster to his own blog, Mike is also involved in various veterinary management, human resources, and marketing organizations. Mike supports retired Greyhound rescue and shares his home with and retired racer, Chip, a Russell Terrier Mix named Dapple, and an ancient lab mix, and rising Instagram star, called Jet. In his spare time, Mike is a voracious reader, consumer of film, and theater patron. He also spends far too much time, online, giving people a piece of his mind.

Communication Skills for an Effective IT Manager COMMUNICATION IS THE MOST CRITICAL SKILL YOU CAN LEARN Before getting into the details, I would like everyone to know that I am working two online courses. The first Course teaches you how to get started in IT. I cover all the skills you need to understand and master, in great detail, in order to start that Technology career you want. I will be going over things like... - All the different options you have in the IT industry - Which path is most suited for you - How to go about gaining the skills necessary to qualify for the path you have chosen. - How to create the Winning Resume that will get you in front of the hiring managers. - Give you the best opportunity possible to land the job that will kickstart your IT career For more information, visit my website at ITCareerGuy.Com. Sign up for the Free Tips and Advice that I give out weekly AND if you sign up prior to the release of the course, you will qualify for an extreme Early Bird discount that I will be offering only for those who sign-up early. These courses will make you an indispensable contributor to your organization. By following my strategies and tactics, you will put yourself ahead of the game and create the career you have always wanted. That's ITCareerGuy.Com... Sign up for a course. The investment will return itself exponentially, I guarantee it. How are Your Communication Skills? You must always practice effective communications if you want your vision to be realized. Communicating Up and Down the chain is critical. There are five primary keys you need to keep in mind about communication... - What are you communicating - Why are you communicating - Who is your audience - How should you communicate (written, verbally over the phone, in person, etc.) - When should you communicate. Going over each of these items in further detail, let's look at each separately: **What should you communicate** - You need to be very careful on what the message should be. - Situations dictate the what... Is the topic updating people on new technologies, letting your boss and/or team know about any changes in important events, communicating to your team about new demands and your ideas about technology? What do you communicate when times are tough and you have to break bad news? Do you tell everyone everything (over communicate) or do you hold back and meter the information carefully? - All these are considerations on the *What*. The Why The Who The How The When Why is Communicating Effectively Important? Without careful and effective communications, you will not be effective, your team will not be effective and ultimately, the business will suffer. If you truly want to make a difference in your organization, build relationships, have a high-performing team, you must master the art of communication. That does it for this lesson. Keep an eye on my website... sign up for updates and other free bits of information. There are changes coming up that will be providing tons of value for you. Until next time, live life with a purpose.

The definition of an Effective Manager is to achieve results while retaining your team members.

The definition of an Effective Manager is to achieve results while retaining your team members.

Introduction to the Effective Manager book feed.

Part 2 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.

Part 3 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.

The definition of an Effective Manager is to achieve results while retaining your team members.

The definition of an Effective Manager is to achieve results while retaining your team members.

You DON'T have to hire immediately when you have an opening. The strategic-thinking Effective Manager considers other options first. That's what your CEO wants you to do.

You DON'T have to hire immediately when you have an opening. The strategic-thinking Effective Manager considers other options first. That's what your CEO wants you to do.

Part 1 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.

The definition of an Effective Manager is to achieve results while retaining your team members.

The definition of an Effective Manager is to achieve results while retaining your team members.

Join me as we discuss the topic of an effective manager. Creating clarity for your business needs is a neccessary for growth.

What is the difference between an effective manager and a true leader—someone who owns the culture and delivers on the purpose of the organization?  What are the characteristics of an inspiring C-suite executive of the future? And how do leaders go about creating the right environment for their team to be successful? Pat Foley is the CEO of Lufthansa Technik Puerto Rico, a company that provides state-of-the-art aircraft overhauls in the Americas. At Pat’s 215,000 square-foot facility, planes are inspected, repaired and tested by his staff of 400 who perform base maintenance on A319, A320 and A321 aircraft for different airlines. Pat assumed his first leadership role with Lufthansa as the Production Manager of a maintenance bay 18 years ago, and since then, he has served the company as the COO of Lufthansa Technik Budapest and Head of Production at the Puerto Rico facility—before becoming its Chief Executive Officer. Today, Pat sits down with Sylvia to offer his take on the unique culture and beauty of the island of Puerto Rico and explain the base maintenance work they do at the Lufthansa facility there. He describes the role of a CEO, sharing his personal journey from competent manager to effective leader. Pat explores the evolution of business over the past 30 years, discussing how he adapted to key trends and the personal development work he did to grow as a leader. Listen in for Pat’s practical advice for executives and learn how Hurricane Maria brought out the best in both Lufthansa Group and the people of Puerto Rico. Topics Covered Pat’s take on the unique culture and beauty of Puerto Rico The aircraft base maintenance work of Lufthansa Technik Pat’s insight around the role of a CEO Develop strategy, deliver on purpose Own culture of organization How Pat divides his day between operations and business strategy Pat’s personal journey as an ambitious leader with Lufthansa How Pat emulated the characteristics of leaders he admired Pat’s view of what sets a leader apart from a manager Positive and optimistic Listen (nonverbal cues) Emotional at right time The major trends in business and leadership in the past 30 years Rise of social responsibility Role of technology Shift to collaborative model How a coaching course helped Pat accept and forgive himself How Pat let go of the gremlin that says ‘you’re not good enough’ Pat’s practical advice for leaders Support system Separate work and home Take work seriously, not self Leverage sport as outlet Sufficient time to rest Pat’s experience living through the devastation of Hurricane Maria How the employees of Lufthansa Technik worked to rebuild the facility Pat’s admiration of the way his team responded to the hurricane How Lufthansa Group was able to send 90 tons of aid in five days Connect with Pat Lufthansa Technik Puerto Rico Pat on LinkedIn Connect with Sylvia Becker-Hill Women’s Empowerment School WES on Facebook WES Podcast Show Notes Sylvia on Instagram Subscribe to WES on iTunes Subscribe to WES on Google Play Resources International Coach Federation Tim Gallwey’s The Inner Game Inner Game of Tennis on YouTube

Twenty-five percent of all new managers today admit they are not ready to manage what they are responsible for. As a result, they struggle to gain respect, authority and demonstrate the ability to be effective in their role.In business today, effective managers must understand the importance of ‘what to do’ as much as ‘how to do’ it. Understanding how to be resourceful, knowing where to go for solutions, being able to make good decisions and be comfortable having tough conversations are all areas where new managers can greatly increase their effectiveness.

Twenty-five percent of all new managers today admit they are not ready to manage what they are responsible for. As a result, they struggle to gain respect, authority and demonstrate the ability to be effective in their role.In business today, effective managers must understand the importance of ‘what to do’ as much as ‘how to do’ it. Understanding how to be resourceful, knowing where to go for solutions, being able to make good decisions and be comfortable having tough conversations are all areas where new managers can greatly increase their effectiveness.

Michael Bungay-Stanier, Founder and Senior Partner of Box of Crayons, a company known for teaching 10-minute managerial coaching, joins host Stew Friedman to discuss his new book "The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever” on Work and Life. See acast.com/privacy for privacy and opt-out information.

  SUMMARY: One of the most challenging things for me was understanding the differences between holding employees accountable in the military vs. the civilian sector. There shouldn't be many differences but there is for sure! This episode Bennett and Eddie sit down and discuss what it means, and what it takes to hold our directed (our employees) accountable.    IN THIS PARTICULAR EPISODE YOU WILL LEARN: We use an incredible article in the Harvard Busines Review to help demonstrate this point. The article is called Do You Understand What Accountability Really Means? and can be found at this link. (OCT 13th 2016) The author is Jonathan Raymond Thank you for this piece of work!  In this article, Raymond talks about "thinking of accountability as a dial with five steps. You start at the low end, and then turn up the dial if necessary." 1. The mention 2. The invitation 3. The conversation Raymond describes the final tow steps as "the boundary and the limit, cover the ground of probation and termination, albeit in a far more humanistic and supportive frame." Eddie and Bennett discuss the first three elements in this construct, and hope you are able to take something away to be a better more effective manager!   LINKS AND RESOURCES MENTIONED IN THIS EPISODE:   Do You Understand What Accountability Really Means?   The Effective Manager   Change Your POV Book Club Don't miss out! Check out the Monthly Book Club and be a part of the conversation! Tons of exclusive content just for the members. Membership is FREE! Click the image below to learn more!     Hey, It's Eddie and Bennett! 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 http://ChangeYourPOV.com/AskEddie If you enjoy the show I sure hope you'll subscribe and download a bunch of episodes on iTunes. 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!

Never introduce a managerial change without first introducing that change. If you're going to make a change to how you manage your team, it works far better to tell them what you're doing in advance.

  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&T, Procter & 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 & 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!!

Bruce Tulgan, an internationally recognized expert on leadership and management, shares insights from his book The 27 Challenges Managers Face, along with the best step-by-step solutions, based on twenty years of workplace research conducted by his company RainmakerThinking, Inc.. Learn proven ways of dealing with the most common management problems, and how to provide better leadership for your team.

Part 3 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.

Part 2 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.

Part 1 of our guidance on how to transition from talking about ideas and plans and projects in a general way to talking about the specifics of getting the work done.

Are you able to manage your team for sound performance? There are 4 things you could do to enhance your effectiveness. The post Are You an Effective Manager? appeared first on CDC Synectics on How to Leverage Resources.

You DON'T have to hire immediately when you have an opening. The strategic-thinking Effective Manager considers other options first. That's what your CEO wants you to do.

The definition of an Effective Manager is to achieve results while retaining your team members.

The definition of an Effective Manager is to achieve results while retaining your team members.

More details about the Effecive Manager Video Course.

More details about the Effecive Manager Video Course.

Announcing the Effecive Manager Video Course.

March 24, 2009 - Embassy Suites Dulles - North/Loudon We’re pleased to offer you the first ever opportunity to attend a ONE DAY Effective Manager Conference (EMC) on March 24th in the Washington DC area.