Podcasts about hassan osman

Jim Harter: Culture Shock Jim Harter is Chief Scientist for the Workplace at Gallup. He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. He's the bestselling author of 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, Wellbeing at Work and the #1 Wall Street Journal bestseller It's the Manager. Jim has also published articles in many prominent business and academic journals. He's also the author now of Gallup's book with Jim Clifton titled Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time*. Virtually every professional team is navigating some aspect to return to office and how that works best for their organization. In this episode, Jim and I highlight the key findings from Gallup that have emerged in the data since the pandemic started. Plus, we explore the questions that managers can ask in order help this transition work better for everyone. Key Points Managers should consider these key questions to help employees and teams move towards smart autonomy: Which parts of your job can you do best at home? Which parts of your job can you do best at the office? When have you created exceptional value for our customers? When do you feel most connected to our organization's culture? In addition: Less than 5% of people in the United States worked from home in 2019. Today the number is six times larger and nearly seven in 10 full-time employees in the United States prefer some type of remote work arrangement. Number of days in the office is important, but matters less than other factors. Most associated with high levels of employee engagement is the practice of a work team deciding together (the option companies used the least). Splitters and blenders represent two different ways of approaching work and the populate tends to divide equally on this preference (even across generations). Knowing where people land will help engage them better in the workplace. Managers account for 70% of the variance in team engagement. A key habit for a manager is one meaningful conversation per week with each employee. Less important is the time of interaction and more important it the quality. Smaller amounts of time discussion recognition, goals, and strengths can be more impactful than more time that doesn't do this. Resources Mentioned Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Effective Hybrid Team Management, with Hassan Osman (episode 570) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Hassan Osman, Senior Vice President of Professional Services at NWN Carousel, joins host Alan Todd to share insights on being effective in the remote workplace. Hassan discusses the importance of balancing organizational needs with personal ones, setting boundaries, and maintaining proactive and responsive communication. Hassan provides actionable tips to thriving in our evolving hybrid work world, for both leaders and employees alike. Learn more about Udemy Business at https://bit.ly/udemy-podcast.

Morra Aarons-Mele: The Anxious Achiever Morra Aarons-Mele is the host of The Anxious Achiever, a top-10 management podcast that helps people rethink the relationship between their mental health and their leadership. Morra founded Women Online and The Mission List, an award-winning digital-consulting firm and influencer marketing company dedicated to social change, in 2010 and sold her business in 2021. She helped Hillary Clinton log on for her first internet chat and has launched digital campaigns for President Obama, Malala Yousafzai, the United Nations, the CDC, and many other leading figures and organizations. She is the author of The Anxious Achiever: Turn Your Biggest Fears into Your Leadership Superpower*. In this conversation, Morra and I discuss some key tactics that help leaders release just a bit of control. Since control is often driven by fear, we can let go of some control by making small shifts in our practices, awareness, and planning. We also explore how to set boundaries that will help us lead in ways that are more helpful to others — and ourselves. Key Points Control is often caused by fear. Optimism can be a bit of an antidote to it. Adopt a practice mindset by making small shifts to endure uncomfortable things. Practice open awareness throughs surrender; the opposite of controlling and micromanaging. Get clear on scheduling, deadlines, longer term career goals. Those provide a healthy illusion of control. Create a distinction between having an emotion and being the emotion. Begin setting boundaries by noticing when you are moving from comfort to discomfort. Resources Mentioned The Anxious Achiever: Turn Your Biggest Fears into Your Leadership Superpower* by Morra Aarons-Mele The Anxious Achiever podcast Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Four Steps to Get Unstuck and Embrace Change, with Susan David (episode 297) Effective Delegation of Authority, with Hassan Osman (episode 413) Align Your Calendar to What Matters, with Nir Eyal (episode 431) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Jonathan Raymond: Good Authority Jonathan spent 20 years building careers in business development and personal growth before realizing he could have the best of both worlds by starting his own company. Now, he uses those skills to advise CEOs and organizational leaders on how to create a people-first culture that drives results. As the founder of Refound, his goal is to provide clients with a partner they can trust and programs that gives managers an experience of how they can make work a better place, one conversation at a time. He's the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. He's also the creator of the Accountability Dial, used daily by many of our members and listeners to open up more healthy dialogue inside of their teams and organizations. It may seem like you've had the same conversation about 17 times, but again you have an employee asking you, “Wait? Is this thing we're talking about supposed to be part of my job?” You again clarify their role, but you're also thinking in the back of your mind, “Really? We're having this conversation again?” In this episode, Jonathan and I discuss four questions to ask of yourself — and your employee — to align them with the role. Key Points Mangers often complain that employees do not have clarity on their roles. Separate the role from the person. Depersonalizing the role actually helps you to have a better alignment conversation. What do you want employees to be owning, thinking about, and worrying about? Those are windows into the Soul of the Role. There are three steps to role alignment: defining the role, aligning the role with the employee, and sustaining the dialogue about the role. Four questions that will help you define a role: What is the purpose of this role? What makes someone successful in this role? What are three priorities for this role in the next 90 days? Where are their decision-making rights? Resources Mentioned Refound Academy: Good Authority, Good Alignment, and Good Accountability courses Good Authority: How to Become the Leader Your Team Is Waiting For* by Jonathan Raymond Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) How to Lead and Retain High Performers, with Ruth Gotian (episode 567) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Today, I'm talking to Hassan Osman— he's the host of Writer on the Side, and himself a prolific writer. We talk about crafting books that sell (and keep selling), self-publishing on Amazon, and how to write while having a full-time job. Here's Hassan!00:00:00 Introduction to Hassan Osman00:05:59 Slowly shifting your perspective00:10:48 Do you update your books that you have written?00:17:24 How short-sighted publishers can be00:24:29 The importance of the time component in your book00:29:12 The ROI if a diverse range of topics00:34:47 Pick topics that are intersectional, not generic00:41:43 You don't need to write a big book to be successful00:47:03 Using a marketplace vs doing it on your own00:52:15 Investing in yourself and your public brand00:56:22 Selling on Amazon and Udemy The blog post: https://thebootstrappedfounder.com/writing-on-the-side-with-hassan-osman/The podcast episode: https://share.transistor.fm/s/b67953c3The video: https://www.youtube.com/watch?v=Tsx78OkIiEkYou'll find my weekly article on my blog: https://thebootstrappedfounder.comPodcast: https://thebootstrappedfounder.com/podcastNewsletter: https://thebootstrappedfounder.com/newsletterMy book Zero to Sold: https://zerotosold.com/My book The Embedded Entrepreneur: https://embeddedentrepreneur.com/My course Find your Following: https://findyourfollowing.comFind me on Twitter: https://twitter.com/arvidkahl/This interview is sponsored by Acquire.com

Walt Sparling, Host of the PM-Mastery podcast, interviews Jeff Plumblee of Moovila, a project manager, program manager, and fellow podcast host in the project management industry, the This Project Life podcast. This episode appears on both podcasts. The discussion begins with Jeff's education, his work, what initially interested him about Moovila, and what he learns from the podcast This Project Life. Jeff explains the purpose of The Community of Practice episodes of the podcast. Jeff set himself a challenge to post daily on LinkedIn for 10 weeks and he talks about how he is meeting the challenge. Jeff also learns from online courses, such as Udemy. Jeff lists the tools he uses daily, and explains more about This Project Life.Listen in for a delightful conversation about the field of project management.Key Takeaways: Jeff is a Senior Program Officer at a non-profit and a Senior Program Manager at Moovila and he hosts a podcast with a monthly Community of Practice. He also does project management consulting. His background is in sustainable development. At Clemson, Jeff built a rural Haiti water system that is still going. For years, Jeff taught project management to undergrads and graduate students at The Citadel. The disparity between theory and field practice is Jeff's inspiration for working at Moovila. The podcast Jeff runs with Moovila discusses what happens when people get “punched in the mouth.” It builds a community network Jeff describes his Community of Practice. Project managers from different fields see similar problems; they discuss solutions that may translate to other fields. Jeff talks about the PMP certification and what it teaches about processes. Jeff learns each week from podcasting, posting daily on LinkedIn, and online courses. Jeff taught project management using Microsoft Project. Now he uses Moovila; It's very accessible to users. Jeff explains how it works and what he likes about it. Jeff lists the other tools he uses, Slack and Zoom, and Google online products. Walt tells why he uses Google Keep and copies his notes to OneNote. Jeff describes the podcast, This Project Life, and the guests he interviews on it from the world of project management practice. Walt includes a couple of his favorite episodes. Jeff gets cool guests with fascinating stories from major companies. Walt mentions some of his guests on PM-Mastery.   Brought to you by Moovila — Autonomous Project Management Website: Moovila.com/thisprojectlife Email: thisprojectlife@moovila.comResources: Moovila.com PM-Mastery Walt Sparling Jeff Plumblee This Project Life “Community of Practice Live Event: Part 2: Retrospectives and Communications” “Hassan Osman of Cisco: Kickoff Meetings, Project Closures, & Hybrid Work” Pickleball Clemson University Rural Haiti The Citadel Mike Tyson PMP PMI Joseph Phillips Udemy Microsoft Project Slack Zoom Teams Microsoft 365 Sharepoint OneNote Excel Google Keep Google Tasks Google Calendar Google Sheets Google Docs Don't Reply All: 18 Email Tactics That Help You Write Better Emails and Improve Communication with Your Team, by Hassan Osman Project Kickoff: How to Run a Successful Project Kickoff Meeting in Easy Steps, by Hassan Osman Better Online Meetings: How to Facilitate Virtual Team Meetings in Easy Steps, by Hassan Osman

Lesson 4: How to Respond to Obstacles How you respond when an employee hits obstacles will have huge implications for their growth. Several key questions will help you both move forward. Key Points Use the “see one, do one, teach one” framework when teaching a skill for the first time. Questions like, “What do you think is the next step?” or “How can I help?” or “What do you want from me?” can help the employee move forward while still helping them keep ownership for the results. Effective Delegation of Authority by Hassan Osman is a concise, useful read for even more support on delegation. Academy Applications Close Friday, September 9th The Academy is an intimate cohort of participant leaders who work personally with me to accelerate their leadership development and organizational results. Discover more and submit your application by Friday, September 9th. Related Episodes The Way to Stop Rescuing People From Their Problems, with Michael Bungay Stanier (episode 284) Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) Effective Delegation of Authority, with Hassan Osman (episode 413) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Host Jeff Plumblee interviews Hassan Osman, PMO Director at Cisco. Hassan is the author of 16 non-fiction books on project management and general interests. The discussion centers on the steps to go through for a successful kickoff meeting and why you need to hold an internal kickoff meeting first. Jeff and Hassan discuss knowing the stakeholders individually. They consider how projects go wrong because of gray areas in the scope and how to salvage the client relationship. Hassan shares his incentive for writing and his advice for those who would like to write non-fiction while working full-time: write for 30 minutes every weekday!   Disclaimer: Hassan's views are his own and not those of Cisco.Key Takeaways: Hassan tells of the 18 steps of a project kickoff meeting. Hold an internal kickoff meeting before the client kickoff meeting. Follow the agenda. After the meeting, follow up on action items. Preparation makes a good meeting. Know your stakeholders! Hassan justifies the value of the internal kickoff. At project closure, verify that all the work that was agreed to has been completed, formally recognize that the project has been completed with a signoff, and document lessons learned for the future. A clean handoff needs a transition plan. Conduct handoff meetings and stay in contact for a time to handle issues. Over-communicate with operations about product completion. Everything is not always understood the same way by all parties. Poor communication is a recipe for disaster. Tackle head-on any gray areas around the scope. Be crystal clear. Hassan suggests ways to salvage projects where there were gray areas. Hassan has published 16 books. Writing his thoughts and publishing them for others is enjoyable for him. Hassan dedicates 30 minutes a day, five days a week, to writing or researching the book. He now writes in longer blocks when he is inspired. He writes about things that excite him that have an existing market. Hassan has written about remote work for over 10 years. At EY, he worked some days from home and then started a blog about working remotely. In 2014, he wrote Influencing Virtual Teams. Later, he wrote Hybrid Work Management. Hybrid is the future of work. Soft skills are needed to manage remote teams.   Brought to you by Moovila — Autonomous Project Management Website: Moovila.com/thisprojectlife Email: thisprojectlife@moovila.comResources: Moovila.com Hassan Osman Write Your Book on the Side: How to Write and Publish Your First Nonfiction Kindle Book While Working a Full-Time Job, by Hassan Osman Hybrid Work Management: How to Manage a Hybrid Team in the New Workplace, by Hassan Osman Influencing Virtual Teams: 17 Tactics That Get Things Done with Your Remote Employees, by Hassan Osman Project Kickoff: How to Run a Successful Project Kickoff Meeting in Easy Steps, by Hassan Osman Hassan Osman author page

Lesson 3: The Delegation Dialogue Good delegation is an ongoing dialogue. Once you've defined what done looks like, they draft a plan, review it with you, and you both establish milestones. Key Points Once you've defined what done looks like, ask the employee to draft a plan for how they will meet the objectives. When reviewing an employee's plan, resist the temptation to coach them on minor issues that aren't likely to affect the overall outcome. Establish milestones upfront with an employee to prevent micromanagement. Decide together what the cadence of checkins should look like. Academy Applications Close Friday, September 9th The Academy is an intimate cohort of participant leaders who work personally with me to accelerate their leadership development and organizational results. Discover more and submit your application by Friday, September 9th. Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) The Way to Be More Coach-Like, with Michael Bungay Stanier (episode 458) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Lesson 2: Defining Done Before you ever start a delegation conversation with an employee, it's essential to define what done looks like. Use time, cost, and quality to frame success. Key Points Defining done starts with the manager, before any conversation with an employee. Healthy discussion, negotiation, and innovation comes after you define what done looks like. Clarity on time, cost, and quality are essential when determining what done looks like. Academy Applications Close Friday, September 9th The Academy is an intimate cohort of participant leaders who work personally with me to accelerate their leadership development and organizational results. Discover more and submit your application by Friday, September 9th. Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) How to Define a Role, with Pat Griffin (episode 517) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Are hybrid work environments the future?Let's find out on this week's episode as we chat with an expert, Hassan Osman, a virtual teams and project management thought leader. He is currently a PMO Director at Cisco Systems (views are his own and not those of Cisco), where he leads global virtual teams on delivering large and complex programs.Before joining Cisco, he was a management consultant at Ernst & Young LLP, where he helped business leaders and executives at Fortune 500 companies run their programs more effectively.He is the author of several #1 Amazon Bestselling books, including "Hybrid Work Management," "lnfluencing Virtual Teams" and "Don't Reply All." Hassan has also conducted research at Harvard University related to virtual teams. He holds Master's degrees in management from Carnegie Mellon University and Harvard University, and PMP, CSM, and lTlL certifications.To learn more about Hassan's writing on managing remote teams, visit www.thecouchmanager.com.Conquer Local is presented by Vendasta. We have proudly served 5.5+ million local businesses through 60,000+ channel partners, agencies, and enterprise-level organizations. Learn more about Vendasta, and we can help your organization or learn more about Vendasta's Affiliate Program and how our listeners (like yourself) make up to $10,000 off referrals.Are you an entrepreneur, salesperson, or marketer? Then, keep the learning going in the Conquer Local Academy.

Lesson 1: The Key Realities of Effective Delegation Delegation brings many benefits to others and you. Once you're ready to begin delegating better, knowing these realities will help accelerate your results. Key Points Delegation is one of the best and most immediate ways to develop others. When you start delegating more, things almost always get worse before they get better. You'll need to make peace with accepting some “B” work if you're used to only getting “A+” work from others and yourself. Academy Applications Close Friday, September 9th The Academy is an intimate cohort of participant leaders who work personally with me to accelerate their leadership development and organizational results. Discover more and submit your application by Friday, September 9th. Related Episodes How to Succeed with Leadership and Management, with John Kotter (episode 249) Effective Delegation of Authority, with Hassan Osman (episode 413) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni Stachowiak: Teaching in Higher Ed Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Allison asked for resources on how to lead others who are more knowledgeable than you in the field of work. Everett wondered how he can navigate a situation where accents make it difficult to understand interview candidates. Stephen asked about motivating people independent of incentives. Resources Mentioned The Empowered Manager: Positive Political Skills at Work* by Peter Block Drive* by Daniel Pink Effective Delegation of Authority: A (Really) Short Book for New Managers About How to Delegate Work Using a Simple Delegation Process* by Hassan Osman The Coaching Habit* by Michael Bungay Stanier Humble Leadership* by Edgar Schein and Peter Schein HBO Max Presents Brené Brown: Atlas of the Heart Leading with Dignity: How to Create a Culture That Brings Out the Best in People* by Donna Hicks On the folly of rewarding A while hoping for B by Steven Kerr Related Episodes How to Improve Your Coaching Skills, with Tom Henschel (episode 190) How to Motivate People, with Dan Ariely (episode 282) The Path of Humble Leadership, with Edgar Schein and Peter Schein (episode 363) Effective Delegation of Authority, with Hassan Osman (episode 413) Start Finding Overlooked Talent, with Johnny Taylor, Jr. (episode 544) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Check out Hassan Osman at writerontheside.comCheck out the Craftsman Creative Book

Lesson 4: How to Avoid Micromanaging We've all had a manager we didn't like — and often they did some form of micromanagement. In this lesson, you'll discover how expectations can help you avoid being a micromanager. Academy Applications Close Friday, March 18th The Academy is a year-long cohort of participant leaders who work personally with me to create movement in their leadership development and organizational results. Discover more and submit your application by Friday, March 18th. Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Hassan Osman: Hybrid Work Management Hassan Osman is a director at Cisco Systems (his views are his own) where he leads a team of project and program managers on delivering complex projects across the world. He's also served as a management consultant at EY, where he led projects and programs for the largest enterprises. Hassan the author of several Amazon bestselling books about team management, including his most recent book, Hybrid Work Management: How to Manage a Hybrid Team in the New Workplace*. In this conversation, Hassan and I examine the new reality and popularity of the hybrid workforce. Many leaders are now managing teams that are both co-located and remote, with individual team members regularly migrating between the two. We explore useful practices that will help you support effective teamwork and progress, regardless of physical location. Key Points Recent statistics from many sources are indicating that a majority of employees desire (and are beginning to expect) some kind of hybrid work arrangement. Lead with a remote first culture so that there isn't a two-tier class of employees in your organization. Conduct all meetings online, regardless of the location of attendees. Use technology to provide a seamless experience whether somebody is co-located or remote. Batch meetings together and, if possible, align work days to allow from in person interactions, when ideal. Be cognizant of offline decisions. Involve remote employees in conversation that start offline and inform them about updates and decisions that might have occurred outside virtual interactions. Resources Mentioned Hybrid Work Management: How to Manage a Hybrid Team in the New Workplace* by Hassan Osman Hybrid Work Management: How to Manage a Hybrid Team (Udemy course) Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Transitioning to Remote Leadership, with Tammy Bjelland (episode 509) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Hyflex Learning (Teaching in Higher Ed podcast) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Pat Griffin: Dale Carnegie Pat has been actively engaged in helping organizations achieve greater success through the transformation of their people for almost two decades. He is a Dale Carnegie Master Trainer who helps organizations deliver measurable impact on strategic initiatives. Pat has extensive experience with manufacturing and engineering firms due to his previous career in those industries. He helps leaders zero in on process improvement and how the human side of that effort plays a significant role in its success or failure. Today he's Chief Relationship Officer at Dale Carnegie of Western New York. In this conversation, Pat and I discuss how managers can get alignment with employees about the key outcomes of their jobs. Pat invites us to create a Performance Results Description document, align with employees on the results, and then use it for tracking ongoing. Done well, this allows managers to influence better outcomes and provides more clarity for employees on where to place effort for results. Key Points Move past conversations about simply activities and towards conversations about outcomes. Documenting performance management helps create clarity for all parties on the results that are most critical. Managers and employees should work together to create a Performance Results Description (PRD) that captures the ideal results of the role. Within the PRD, Pat suggests that we identify 5-6 Key Result Areas (KRAs) and prioritize them. Example key result areas could be: quality control, new business development, cost analysis, customer evaluations, staffing, etc. Each Key Result Area (KRA) has at least one, and often more than one, performance standard. This is where specific metrics for outcomes can be tracked. An example is: “25% of sales revenue this year was generated from new customer accounts.” Use the performance Example section of a Performance Results Description (PRD): Key Result Area (KRA): Staffing Performance Standard #1: 25% of external applicants this year self-identify into an underrepresented group, as defined by our companies diversity and inclusion initiative. Performance Standard #2: Two thirds of open requisitions assigned this year are filled within 90 days of posting. Performance Standard #3: Recruiting events are scheduled with at least two universities this year where existing partnerships were not already in place. Resources Mentioned Dale Carnegie Friday workshop series Related Episodes Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Pat Griffin: Dale Carnegie Pat has been actively engaged in helping organizations achieve greater success through the transformation of their people for almost two decades. He is a Dale Carnegie Master Trainer who helps organizations deliver measurable impact on strategic initiatives. Pat has extensive experience with manufacturing and engineering firms due to his previous career in those industries. He helps leaders zero in on process improvement and how the human side of that effort plays a significant role in its success or failure. Today he's Chief Relationship Officer at Dale Carnegie of Western New York. In this conversation, Pat and I discuss how managers can get alignment with employees about the key outcomes of their jobs. Pat invites us to create a Performance Results Description document, align with employees on the results, and then use it for tracking ongoing. Done well, this allows managers to influence better outcomes and provides more clarity for employees on where to place effort for results. Key Points Move past conversations about simply activities and towards conversations about outcomes. Documenting performance management helps create clarity for all parties on the results that are most critical. Managers and employees should work together to create a Performance Results Description (PRD) that captures the ideal results of the role. Within the PRD, Pat suggests that we identify 5-6 Key Result Areas (KRAs) and prioritize them. Example key result areas could be: quality control, new business development, cost analysis, customer evaluations, staffing, etc. Each Key Result Area (KRA) has at least one, and often more than one, performance standard. This is where specific metrics for outcomes can be tracked. An example is: “25% of sales revenue this year was generated from new customer accounts.” Use the performance Example section of a Performance Results Description (PRD): Key Result Area (KRA): Staffing Performance Standard #1: 25% of external applicants this year self-identify into an underrepresented group, as defined by our companies diversity and inclusion initiative. Performance Standard #2: Two thirds of open requisitions assigned this year are filled within 90 days of posting. Performance Standard #3: Recruiting events are scheduled with at least two universities this year where existing partnerships were not already in place. Resources Mentioned Dale Carnegie Friday workshop series Related Episodes Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Hassan Osman is a best-selling author of books for busy managers, including “Influencing Virtual Teams.” Listen in and learn how to create a strong culture of teamwork in an increasingly virtual world. This episode is hosted by JJ Ramberg, entrepreneur, author, and former MSNBC anchor. 

Michael Byrne: Silverman Shin & Byrne Michael is an attorney and partner at Silverman Shin & Byrne in New York, one of the largest minority owned law firms in the State of New York. Michael’s primary areas of focus include tort and commercial litigation defense. He serves clients in a broad range of matters, including attorney malpractice, personal injury torts, insurance, business formation, securities and cyber liability claims. He is a member of the New York State Bar Association and of several committees. Michael is also a member of the Puerto Rican Bar Association and the Defense Research Institute. He provides legal advice to various civic associations and youth ice hockey organizations in Long Island. He’s also a member of the Coaching for Leaders Academy. Key Points Trying to do everything yourself in leadership is like mowing a lawn with a pair of scissors. A critical shift for leaders to make is “time of possession” in the conversation. Work to have the other party speaking more. The answers people give to my questions are the answers to their own questions. Delegating well means that more time emerges to support others with skill development. Making time to be present for people also allows you more time for deep work. Resources Mentioned Michael Byrne on LinkedIn Silverman Shin & Byrne Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Ask Better Questions, with David Marquet (episode 454) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Michael Byrne: Silverman Shin & Byrne Michael is an attorney and partner at Silverman Shin & Byrne in New York, one of the largest minority owned law firms in the State of New York. Michael’s primary areas of focus include tort and commercial litigation defense. He serves clients in a broad range of matters, including attorney malpractice, personal injury torts, insurance, business formation, securities and cyber liability claims. He is a member of the New York State Bar Association and of several committees. Michael is also a member of the Puerto Rican Bar Association and the Defense Research Institute. He provides legal advice to various civic associations and youth ice hockey organizations in Long Island. He’s also a member of the Coaching for Leaders Academy. Key Points Trying to do everything yourself in leadership is like mowing a lawn with a pair of scissors. A critical shift for leaders to make is “time of possession” in the conversation. Work to have the other party speaking more. The answers people give to my questions are the answers to their own questions. Delegating well means that more time emerges to support others with skill development. Making time to be present for people also allows you more time for deep work. Resources Mentioned Michael Byrne on LinkedIn Silverman Shin & Byrne Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Ask Better Questions, with David Marquet (episode 454) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

My guest today is Hassan Osman, the author of Write Your Book on the Side: How to Write and Publish Your First Nonfiction Kindle Book While Working a Full-Time Job.He has published 8 books, 4 of which are Amazon bestsellers, while balancing a demanding full-time job. He is also the podcast host of Writer on the Side. In this episode, Hassan shares helpful writing advice, talks about publishing on Amazon vs. Gumroad, how to get your book to the top of the Amazon bestsellers list, and more.TIMESTAMPS:0:41 Hassan shares his background1:51 Why Hassan wrote a book about writing3:18 The most important thing about writing a book4:31 The 3 traits of great books7:47 How to make time to write while working a full-time job12:15 How to overcome writer's block13:29 Why you want to separate writing from editing16:42 Common mistakes first-time writers make22:14 Using Amazon reviews as market research24:18 Different ways you can make money from your book30:11 Publishing on Amazon33:37 How to become an Amazon #1 bestseller37:41 Publishing on Gumroad vs Amazon41:57 Two books that had a huge influence on HassanLearn more about the author:Twitter: @HassanOInstagram: @hass.osmanWebsite: thecouchmanager.com***If you enjoy this podcast, please subscribe & leave a positive review.Discover my favorite books: alexandbooks.com/bestbooksConnect with Alex & Books:Twitter: @alexandbooks_Instagram: @alexandbooks_YouTube: Alex and Books

Stacey Barr: Practical Performance Measurement Stacey Barr is a specialist in strategic performance measurement and evidence-based leadership. She is the creator of PuMP®, a performance measurement methodology that routinely transforms measurement cynics into its greatest advocates. Stacey is also the author of two books, Practical Performance Measurement: Using the PuMP® Blueprint for Fast, Easy, and Engaging KPIs, and Prove It!: How to Create a High Performance Culture and Measurable Success. In the conversation, Stacey and I explore the struggles of holding people accountable for quantitative results, including behaviors that often lead to unintended consequences. Instead, she invites leaders to hold people accountable for monitoring, interpretation, and action. Key Points Holding people accountable for quantitative results tends to lead employees to: Choosing measures of what they are already good at Choosing easy targets Manipulating the numbers to make the measures look good Having lots of excuses for why targets are missed Our typical definition of accountability drives the wrong behavior. Instead, hold people accountable for: Monitoring the important results: when someone is responsible for a specific business result, like problem resolution or accuracy of advice or eliminating rework, they can be accountable for routinely monitoring that result with a performance measure. Interpreting their measures: when someone is responsible for monitoring a performance measure, they can be accountable for interpreting what that measure is telling them about the business result it measures. Initiating action when action is required: when someone is responsible for interpreting a performance measure, they can be accountable for deciding what kind of action is needed, if at all. Resources Mentioned Download a free copy of Stacey’s book, Practical Performance Measurement What is a KPI Owner Accountable For? by Stacey Barr Measure For Collaboration, Not Competition by Stacey Barr Case Study: Reducing Administrative Waste With a Single Powerful Performance Measure by Stacey Barr Reach out to Stacey with questions at info@staceybarr.com Book Notes Download my highlights from Practical Performance Measurement in PDF format (free membership required). Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Performance Measurement That Gets Results, with Stacey Barr (episode 419) How to Balance Care and Accountability When Leading Virtually, with Jonathan Raymond (episode 464) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Stacey Barr: Practical Performance Measurement Stacey Barr is a specialist in strategic performance measurement and evidence-based leadership. She is the creator of PuMP®, a performance measurement methodology that routinely transforms measurement cynics into its greatest advocates. Stacey is also the author of two books, Practical Performance Measurement: Using the PuMP® Blueprint for Fast, Easy, and Engaging KPIs, and Prove It!: How to Create a High Performance Culture and Measurable Success. In the conversation, Stacey and I explore the struggles of holding people accountable for quantitative results, including behaviors that often lead to unintended consequences. Instead, she invites leaders to hold people accountable for monitoring, interpretation, and action. Key Points Holding people accountable for quantitative results tends to lead employees to: Choosing measures of what they are already good at Choosing easy targets Manipulating the numbers to make the measures look good Having lots of excuses for why targets are missed Our typical definition of accountability drives the wrong behavior. Instead, hold people accountable for: Monitoring the important results: when someone is responsible for a specific business result, like problem resolution or accuracy of advice or eliminating rework, they can be accountable for routinely monitoring that result with a performance measure. Interpreting their measures: when someone is responsible for monitoring a performance measure, they can be accountable for interpreting what that measure is telling them about the business result it measures. Initiating action when action is required: when someone is responsible for interpreting a performance measure, they can be accountable for deciding what kind of action is needed, if at all. Resources Mentioned Download a free copy of Stacey’s book, Practical Performance Measurement What is a KPI Owner Accountable For? by Stacey Barr Measure For Collaboration, Not Competition by Stacey Barr Case Study: Reducing Administrative Waste With a Single Powerful Performance Measure by Stacey Barr Reach out to Stacey with questions at info@staceybarr.com Book Notes Download my highlights from Practical Performance Measurement in PDF format (free membership required). Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Performance Measurement That Gets Results, with Stacey Barr (episode 419) How to Balance Care and Accountability When Leading Virtually, with Jonathan Raymond (episode 464) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Hassan Osman is a Program Management Office (PMO) Director at Cisco Systems* where he leads global virtual teams on delivering large and complex programs. He is the author of several Amazon Bestselling books, including “Influencing Virtual Teams” and “Don't Reply All.”

Scott Anthony Barlow: Happen to Your Career Scott Anthony Barlow is the founder of Happen to Your Career. He’s been featured on CNBC, Yahoo, CareerBuilder, Fast Company, and Huffington Post and various colleges and universities as a top expert on career happiness. He's held executive roles in human resources, business development, and career coaching. Scott is the host of the Happen to Your Career podcast, featuring the career stories of many successful professionals. He and his team have worked with over 25,000 people to help them stop settling, find their signature strengths, and start doing meaningful work they are enamored with. Key Points High performers leave organizations because: Work is no longer meaningful. They’ve accomplished their goals and now they’re looking for much more meaningful work, projects and challenges. Flexibility and autonomy are missing. The “when” and “how” people work is becoming incredibly important. They have outgrown the role. They perceive that just because they’ve outgrown the role that there is no where else to go in the organization. What leaders can do: Help candidates find what’s meaningful for them. Create opportunities to work when and how they want. Help people create their own role. Resources Mentioned Finding the Career That Fits You (Scott’s FREE 8-Day Video Course) The Ultimate Guide to Using Your Strengths to Get Hired Related Episodes How to Figure Out Your Career, with Scott Anthony Barlow (episode 259) Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Effective Delegation of Authority, with Hassan Osman (episode 413) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Scott Anthony Barlow: Happen to Your Career Scott Anthony Barlow is the founder of Happen to Your Career. He’s been featured on CNBC, Yahoo, CareerBuilder, Fast Company, and Huffington Post and various colleges and universities as a top expert on career happiness. He's held executive roles in human resources, business development, and career coaching. Scott is the host of the Happen to Your Career podcast, featuring the career stories of many successful professionals. He and his team have worked with over 25,000 people to help them stop settling, find their signature strengths, and start doing meaningful work they are enamored with. Key Points High performers leave organizations because: Work is no longer meaningful. They’ve accomplished their goals and now they’re looking for much more meaningful work, projects and challenges. Flexibility and autonomy are missing. The “when” and “how” people work is becoming incredibly important. They have outgrown the role. They perceive that just because they’ve outgrown the role that there is no where else to go in the organization. What leaders can do: Help candidates find what’s meaningful for them. Create opportunities to work when and how they want. Help people create their own role. Resources Mentioned Finding the Career That Fits You (Scott’s FREE 8-Day Video Course) The Ultimate Guide to Using Your Strengths to Get Hired Related Episodes How to Figure Out Your Career, with Scott Anthony Barlow (episode 259) Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Effective Delegation of Authority, with Hassan Osman (episode 413) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jonathan Raymond: Good Authority Jonathan Raymond is the founder of Refound, where he and his team work with organizations to create a company culture based in personal growth. He’s the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. Jonathan’s team recently released The Accountability Dial 101* course to help leaders have great feedback conversations with their teams. If you are working to get better at accountability, it’s the most useful framework I know of to balance care for people and accountability for results. In this conversation, Jonathan and I discuss the Accountability Dial, how it’s most useful when leading virtually, and the importance of taking the first step. Key Points You don’t get to look good and grow at the same time. Assume positive intent, regardless of where you are on the accountability dial. The Accountability Dial: The Mention: In real-time (if possible), pull them aside to offer an observation about an undesired behavior. The Invitation: Provide 2-3 examples of how that behavior is a pattern or theme they can work on. The Conversation: Use your weekly one-on-ones to dive into how the pattern is holding them back. The Boundary: Collaborate together to decide next steps and set a timeline for making a change. The Limit: Before giving up, have one more heart-to-heart to give them a final chance for meaningful change. Resources Mentioned The Accountability Dial 101 course* Good Authority: How to Become the Leader Your Team Is Waiting For* by Jonathan Raymond Refound (Jonathan’s firm) Book Notes Download my highlights from Good Authority in PDF format (free membership required). Related Episodes Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Start Managing Up, with Tom Henschel (episode 433) The Way to Be More Self-Aware, with Tasha Eurich (episode 442) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jonathan Raymond: Good Authority Jonathan Raymond is the founder of Refound, where he and his team work with organizations to create a company culture based in personal growth. He’s the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. Jonathan’s team recently released The Accountability Dial 101* course to help leaders have great feedback conversations with their teams. If you are working to get better at accountability, it’s the most useful framework I know of to balance care for people and accountability for results. In this conversation, Jonathan and I discuss the Accountability Dial, how it’s most useful when leading virtually, and the importance of taking the first step. Key Points You don’t get to look good and grow at the same time. Assume positive intent, regardless of where you are on the accountability dial. The Accountability Dial: The Mention: In real-time (if possible), pull them aside to offer an observation about an undesired behavior. The Invitation: Provide 2-3 examples of how that behavior is a pattern or theme they can work on. The Conversation: Use your weekly one-on-ones to dive into how the pattern is holding them back. The Boundary: Collaborate together to decide next steps and set a timeline for making a change. The Limit: Before giving up, have one more heart-to-heart to give them a final chance for meaningful change. Resources Mentioned The Accountability Dial 101 course* Good Authority: How to Become the Leader Your Team Is Waiting For* by Jonathan Raymond Refound (Jonathan’s firm) Book Notes Download my highlights from Good Authority in PDF format (free membership required). Related Episodes Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) Effective Delegation of Authority, with Hassan Osman (episode 413) How to Start Managing Up, with Tom Henschel (episode 433) The Way to Be More Self-Aware, with Tasha Eurich (episode 442) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

A slightly unusual Best Bits episode, which is fitting for these unusual times. In the face of uncertainty and anxiety, we're talking about resilience: what it is, what it looks like in our day-to-day life, and how to build it.  Very grateful to my guests for their courage, honesty and insights:  Jenny Campbell on the dynamic nature of resilience Celia Gaze on bringing herself back from the brink of bankruptcy by sheer creativity  Ash Ali on finding 'unfair advantages' in the most unpromising situations Lucy Werner on finding focus and purpose in the most difficult circumstances Rob Baker on what resilience looks like day to day Hassan Osman on overcoming excuses Safi Bahcall on the best way to deal with failure and frustration Alison Jones (yes, me) on harnessing fear and making it work for you

'I'd love to write a book, but I have a full-time job and a family, I just don't have time.'  If that sounds like you, you need to hear this. Hassan Osman has a demanding full-time job at Cisco and a young family, but he's written eight (EIGHT!!) books so far, including four 'short books for busy managers' and, of course, one called Write Your Book on the Side. He also hosts the Writer on the Side podcast, helping others to do the same.  If you have excuses, be prepared to shed them now. And pick up some super-practical tips and hacks from this master of productivity. 

Jim Kirkpatrick: Four Levels of Training Evaluation Jim Kirkpatrick is co-owner of Kirkpatrick Partners. He is an expert in training evaluation and the creator of the New World Kirkpatrick Model. He trains and consults for corporate, government, military, and humanitarian organizations around the world. Jim co-authored three books with his late father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation*. In this conversation, Jim and I explore the details of the New World Kirkpatrick Model. Many leaders miss the critical nature of focus on level 4 (results) and level 3 (behavior). We examine these two levels in detail and show leaders how they can take practical steps to link training with results. Key Points Ask yourself this when considering results: “Is this what the organization exists to do, deliver, or contribute to its customers or society, at a high level?” Level 4 (Results): The degree to which targeted outcomes occur as a result of the training and the support and accountability package. Level 3 (Behavior): The degree to which participants apply what they learned during training when they are back on the job. Level 2 (Learning): The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training. Level 1 (Reaction): The degree to which participants find the training favorable, engaging and relevant to their jobs. Resources Mentioned Kirkpatrick Community: Free Resources Kirkpatrick’s Four Levels of Training Evaluation* by Jim and Wendy Kirkpatrick Bonus Audio Aligning Training with Business Objectives Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Tie Leadership Development to Business Results, with Mark Allen (episode 435) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jim Kirkpatrick: Four Levels of Training Evaluation Jim Kirkpatrick is co-owner of Kirkpatrick Partners. He is an expert in training evaluation and the creator of the New World Kirkpatrick Model. He trains and consults for corporate, government, military, and humanitarian organizations around the world. Jim co-authored three books with his late father, Don Kirkpatrick, who is credited with creating the Kirkpatrick Model. He also has written four books with Wendy Kirkpatrick, including Kirkpatrick's Four Levels of Training Evaluation*. In this conversation, Jim and I explore the details of the New World Kirkpatrick Model. Many leaders miss the critical nature of focus on level 4 (results) and level 3 (behavior). We examine these two levels in detail and show leaders how they can take practical steps to link training with results. Key Points Ask yourself this when considering results: “Is this what the organization exists to do, deliver, or contribute to its customers or society, at a high level?” Level 4 (Results): The degree to which targeted outcomes occur as a result of the training and the support and accountability package. Level 3 (Behavior): The degree to which participants apply what they learned during training when they are back on the job. Level 2 (Learning): The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training. Level 1 (Reaction): The degree to which participants find the training favorable, engaging and relevant to their jobs. Resources Mentioned Kirkpatrick Community: Free Resources Kirkpatrick’s Four Levels of Training Evaluation* by Jim and Wendy Kirkpatrick Bonus Audio Aligning Training with Business Objectives Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421) Tie Leadership Development to Business Results, with Mark Allen (episode 435) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Pete Mockaitis: How to be Awesome at Your Job Pete Mockaitis is an award-winning trainer and coach who helps professionals perform optimally at work. He hosts the How to be Awesome at Your Job podcast, a show that has been downloaded eight million times and consistently ranks as a top business show in Apple Podcasts. Pete facilitates training for organizations on enhanced thinking and collaboration to increase clarity and reduce rework. He helps teams save an average of 1.4 hours per person per week. In this conversation, Pete and I explore some of the key mindsets and questions that are helpful when getting alignment with your boss. We explore the areas you’ll want to generate clarity, as well a few key questions to consider. Key Points Six areas where clarity is critical: Deliverables Timing Process Resources Audience Motive Questions you may consider when getting alignment with your boss: How do you want this to look when complete? What does the organization value on metrics and deliverables? What’s an example of a time this expectation was not met? What metrics are my boss being measured on for their own success? Resources Mentioned How to be Awesome at Your Job Related Episodes Seven Principles for Leading People Older Than You, with Bonni Stachowiak (episode 59) How to Influence Numerous Stakeholders, with Andy Kaufman (episode 240) Effective Delegation of Authority, with Hassan Osman (episode 413) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Pete Mockaitis: How to be Awesome at Your Job Pete Mockaitis is an award-winning trainer and coach who helps professionals perform optimally at work. He hosts the How to be Awesome at Your Job podcast, a show that has been downloaded eight million times and consistently ranks as a top business show in Apple Podcasts. Pete facilitates training for organizations on enhanced thinking and collaboration to increase clarity and reduce rework. He helps teams save an average of 1.4 hours per person per week. In this conversation, Pete and I explore some of the key mindsets and questions that are helpful when getting alignment with your boss. We explore the areas you’ll want to generate clarity, as well a few key questions to consider. Key Points Six areas where clarity is critical: Deliverables Timing Process Resources Audience Motive Questions you may consider when getting alignment with your boss: How do you want this to look when complete? What does the organization value on metrics and deliverables? What’s an example of a time this expectation was not met? What metrics are my boss being measured on for their own success? Resources Mentioned How to be Awesome at Your Job Related Episodes Seven Principles for Leading People Older Than You, with Bonni Stachowiak (episode 59) How to Influence Numerous Stakeholders, with Andy Kaufman (episode 240) Effective Delegation of Authority, with Hassan Osman (episode 413) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Hassan Osman: Effective Delegation of Authority Hassan is a project management office leader at Cisco, where he leads a team of over 150 project and program managers on delivering complex projects across the world. He’s also served as a management consultant at Ernst & Young (now EY), where he led projects and programs for the largest enterprises. He’s the author of Effective Delegation of Authority: A (Really) Short Book for New Managers About How to Delegate Work Using a Simple Delegation Process. In this episode, Hassan and I discuss the three stages of delegation, the critical importance of planning, and how to leverage delegation as a development opportunity. Also impressive is the ten books Hassan has published while working full-time as a manager at a Fortune 100 company. He teaches others how to do it on his Writer on the Side podcast. Key Points Before you begin the delegation process, decide on the outcomes you need and the right person to get you there. Set expectations for goals, not actions. Use checkpoints to ensure progress and adjust frequency for experience and visibility. Summarize delegation meetings in writing after they occur. The real work of managers is to define the work, before it starts. Resources Mentioned Effective Delegation of Authority: A (Really) Short Book for New Managers About How to Delegate Work Using a Simple Delegation Process* by Hassan Osman Writer on the Side podcast Book Notes Download my highlights from Effective Delegation of Authority in PDF format (free membership required). Related Episodes Start Influencing Virtual Teams, with Hassan Osman (episode 234) The Way to Stop Rescuing People From Their Problems, with Michael Bungay Stanier (episode 284) Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Hassan Osman: Effective Delegation of Authority Hassan is a project management office leader at Cisco, where he leads a team of over 150 project and program managers on delivering complex projects across the world. He’s also served as a management consultant at Ernst & Young (now EY), where he led projects and programs for the largest enterprises. He’s the author of Effective Delegation of Authority: A (Really) Short Book for New Managers About How to Delegate Work Using a Simple Delegation Process. In this episode, Hassan and I discuss the three stages of delegation, the critical importance of planning, and how to leverage delegation as a development opportunity. Also impressive is the ten books Hassan has published while working full-time as a manager at a Fortune 100 company. He teaches others how to do it on his Writer on the Side podcast. Key Points Before you begin the delegation process, decide on the outcomes you need and the right person to get you there. Set expectations for goals, not actions. Use checkpoints to ensure progress and adjust frequency for experience and visibility. Summarize delegation meetings in writing after they occur. The real work of managers is to define the work, before it starts. Resources Mentioned Effective Delegation of Authority: A (Really) Short Book for New Managers About How to Delegate Work Using a Simple Delegation Process* by Hassan Osman Writer on the Side podcast Book Notes Download my highlights from Effective Delegation of Authority in PDF format (free membership required). Related Episodes Start Influencing Virtual Teams, with Hassan Osman (episode 234) The Way to Stop Rescuing People From Their Problems, with Michael Bungay Stanier (episode 284) Five Steps to Hold People Accountable, with Jonathan Raymond (episode 306) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Awesome interview! Got to hang out with Hassan Osman of the Voice Envy Podcast the other day.We started talking about how the early days of voice look a lot like the early days of video on the web.We hit some really good discussion on companies to watch, ways to play it, and how to get your hu$tle on.Voice Envy websiteVoice Envy podcastAlso, please hit the subscribe button so that you do not miss any future Voice Entrepreneur episodes!Thanks for all of the incredible support & reviews! To ask a question, and to hang with me: www.bensmith.tvSubscribe:➔ Apple iTunes➔ Spotify➔ Google Play➔ Stitcher➔ AlexaFollow me:➔ Instagram➔ LinkedIn➔ Twitter➔ Facebook See acast.com/privacy for privacy and opt-out information.

Best selling author and senior manager at Cisco Systems, Hassan Osman, explains why when it comes to happiness, Family, is the key. A remote working guru, Osman delves into what it takes to better communicate and trust your remote colleagues and says there's one word that's usually guaranteed to get you what you want. For more happiness, visit www.happymelly.com.  

Sarà vero che il remote working fa rima con libertà, spiagge e surf?I video su YouTube del popolo locantion indipendent, dei membri della tribù dei nomad worker li abbiamo visti tutti e i cliché sono sempre gli stessi: un portatile, la colazione fatta alle 11.30 e il surf in un mare da sogno.Ma sarà davvero così la vita di chi lavora da remoto?Possibile che lavorare da remoto sia la soluzione a tutti i mali e di fatto una via per trasformare la fatica del lavoro in spasso, divertimento e avventure esotiche?Mosso da una certa curiosità e da un pizzico di invidia, ho contattato un amico che lavora in un'azienda "distribuita" per chiedergli se davvero il lavoratore nomadico vivesse una vita di privilegi. Ma non solo. Un annetto fa lessi "Influencing Virtual Teams" di Hassan Osman, un libro che parla di come fosse possibile usare alcune dinamiche psicologiche per manipolare le scelte dei team distribuiti, e mi era rimasta la curiosità su come si sviluppassero le dinamiche personali fra chi non ha il collega a portata di caffè, the e chiacchiere al bar.È nata così la puntata che ha come protagonista Franz Vitulli di Human Made.Per chi non conoscesse Franz, Franz Vitualli lavora come Product Manager a Human Made, agenzia partner VIP di WordPress.com che sviluppa soluzioni per clienti nel settore big media/publishing, realizza prodotti per il web (Happytables, BackUpWordPress e Nomadbase sono tre degli esempi più recenti), e organizza eventi—fino ad ora su WordPress REST API.Appassionato di open source, convinto sostenitore del lavoro in remoto, Franz ama condividere le proprie conoscenze e supportare i membri delle comunità tech nel loro percorso di crescita.Quando non è davanti al suo portatile sta suonando uno dei suoi bassi o sudando in palestra.Continua su:http://www.MERITA.BIZ/81 ### NOTE DELLA PUNTATA ###Il libro citato all'inizio della puntata è: "Influencing Virtual Teams" di Hassan Osman.Chi volesse contattare o seguire Franz Vitulli può farlo nella community slack di WordPress, su Twitter, Linkedin oppure sul suo sito per FranzVitulli.com.### PODCAST ###HTTP://www.MERITA.BIZ/PODCAST Sottoscrivi il podcast su: iTunes: http://j.mp/MERITA-ITUNES Stitcher:http://j.mp/MERITA-STITCHER Spreaker:http://j.mp/MERITA-SPREAKER Soundcloud:http://j.mp/MERITA-SOUNDCLOUD ##### WWW.MERITA.BIZ #####

Global Product Management Talk is pleased to bring you episode 091 of... The Everyday Innovator with host Chad McAllister, PhD. The podcast is all about helping people involved in innovation and managing products become more successful, grow their careers, and STANDOUT from their peers. About the Episode:  This episode is about virtual teams. Many of us are part of virtual teams and we have felt the pain of virtual teams that don’t work well. Virtual teams are becoming more common in organizations and especially product management and innovation where the product team is often scattered across multiple time zones. I found someone who has worked with and learned from hundreds of virtual teams. He is currently the PMO manager at Cisco Systems, where he leads virtual teams all around the world. He is also the author of two Amazon best-selling books. The first one is Influencing Virtual Teams: 17 Tactics That Get Things Done with Your Remote Employees. His most recent book is Don’t Reply All: 18 Email Tactics That Help You Write Better Emails and Improve Communication with Your Team. His name is Hassan Osman. In the interview we focus on: the nature of virtual teams,building trust, andwhat you need to do to run an effective virtual team meeting.

Listen to the Interview This episode is about virtual teams. Many of us are part of virtual teams and we have felt the pain of virtual teams that don't work well. Virtual teams are becoming more common in organizations and especially product management and innovation where the product team is often scattered across multiple time […]

Listen to the Interview This episode is about virtual teams. Many of us are part of virtual teams and we have felt the pain of virtual teams that don’t work well. Virtual teams are becoming more common in organizations and especially product management and innovation where the product team is often scattered across multiple time […]

Hassan Osman is a PMO Manager at Cisco and a Carnegie Mellon and Harvard University graduate. My main area of expertise is in leading large and complex technology programs – particularly in a virtual team environment.   At Cisco, he is responsible for leading and managing a team of 20+ project & program managers on delivering projects to Cisco's Enterprise clients in the eastern United States. Previously at Cisco, he was a Senior Program Manager, where he was responsible for scoping, negotiating, planning and executing multi-million dollar projects for their customers.   He has written two Amazon bestselling books and teaches an online course about virtual teams. He is obsessed with hacking productivity and lives in Boston with his wife & 2 daughters.   Hassan’s Challenge; Write something 5 days/week, 20 minutes per day to clarify your thought process and articulate your ideas.   If you liked this interview, check out episode 83 with Kristi Woolsey where we discuss remote employment and the future of workplaces.

Hassan Osman Author, Influencing Virtual Teams, 17 Tactics That Get Things Done With Your Remote Employees* www.thecouchmanager.com Quotes A lot of small to medium businesses ... tend to already be in the virtual team space without even knowing it. –Hassan Osman Anything that’s in writing usually carries a much more authoritative message. –Hassan Osman Notes Recommended book: The War of Art* Two tips to avoid the bystander effect: Use direct language Assign to individuals, not to groups Link to download Hassan’s book for free: thecouchmanager.com/coachingforleaders Feedback Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback The next Q&A show is episode 235 Please join my weekly leadership guide. The leadership guide is delivered to your inbox each Wednesday and includes my thoughts and recommendations on the best articles, podcasts, videos, and books, to support your development between shows. It also includes a brief overview and link to the full weekly show notes. As a bonus, when you join the weekly leadership guide, you’ll get immediate access to my reader’s guide listing the 10 Leadership Books that Will Help You Get Better Results From Others with brief summaries from me on the value of each book. Download the 11-page reader's guide and 9-minute video of these book recommendations at http://coachingforleaders.com/subscribe

Hassan Osman Author, Influencing Virtual Teams, 17 Tactics That Get Things Done With Your Remote Employees* www.thecouchmanager.com Quotes A lot of small to medium businesses ... tend to already be in the virtual team space without even knowing it. –Hassan Osman Anything that’s in writing usually carries a much more authoritative message. –Hassan Osman Notes Recommended book: The War of Art* Two tips to avoid the bystander effect: Use direct language Assign to individuals, not to groups Link to download Hassan’s book for free: thecouchmanager.com/coachingforleaders Feedback Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback The next Q&A show is episode 235 Please join my weekly leadership guide. The leadership guide is delivered to your inbox each Wednesday and includes my thoughts and recommendations on the best articles, podcasts, videos, and books, to support your development between shows. It also includes a brief overview and link to the full weekly show notes. As a bonus, when you join the weekly leadership guide, you’ll get immediate access to my reader’s guide listing the 10 Leadership Books that Will Help You Get Better Results From Others with brief summaries from me on the value of each book. Download the 11-page reader's guide and 9-minute video of these book recommendations at http://coachingforleaders.com/subscribe

In today's episode, Pilar and Lisette are joined by Hassan Osman, who shares how to make the most out of email. Take out your notebooks (virtual or otherwise) as this episode is packed with practical advice. Introduction Not much to say today, we go almost straight into the Virtual not Distant Bitesize. Leadership in Virtual Teams Webinar - the last in the Working in Virtual Teams series. https://attendee.gotowebinar.com/register/6102097491496619777 Virtual not Distant Bitesize 04: 00 Match the Tool to How and What You Want to Communicate. Choose different tools and processes for: Urgent communication Progress updates Chit Chat Saros Virtual Team Practice 10:20 We share the virtual team practice of Saros Research http://www.sarosresearch.com/participate/saros-latest-news/2016/01/28/christmas-in-july-calendar-curiosities-in-qualitative-research/ Virtual Coffee with Lisette and Hassan Osman 12: 25 How Lisette and Pilar met through Hassan. Don't Reply All - why Hassan wrote this book. "It's not the quantity that bothers me, it's the quality." 24:00 Bad email practice. Don't write long emails. Don't keep the same subject line for emails on end. Don't bury your actions and questions within your email. TLDR - what does that mean? And finally, don't reply all! Five tactics to get the best email results. How the use of email has evolved. How about checking out Hassan's other book on the Kindle? Influencing Virtual Teams. Or his Udemy course? How to Manage and Influence Your Virtual Team Or his blog: www.thecouchmanager.com EOM. You can also check out Pilar's previous conversation with Hassan.

Today's guest covers a wide range of subjects: why he set up his blog The Couch Manager, why everyone should set up a blog for professional, personal and financial reasons and we even talk about failure. He's very recently (yesterday!) set up Ganttopia. Hassan Osman is an entrepreneur, author of the Amazon Kindle bestseller Influencing Virtual Teams: 17 Tactics That Get Things Done with Your Remote Employees and works as Senior Manager at Cisco. I've kept my introduction extremely short today because our conversation was very meaty and I had little to add on the subject. Here are the links and show notes. 00:30 Pilar's short intro. 04.20 The conversation starts. Hassan and Pilar catch up. 05:50 Hassan talks about why he set up his blog The Couch Manager where he blogs about virtual work and productivity. Do something small and just launch. Everything else will be easier after that. Hassan recommends David Allen's Getting Things Done: The Art of Stress-free Productivity and Tim Ferriss' The 4-Hour Work Week 12:00 How the basics of working in virtual teams can be applied to corporations. 13:30 How we can now influence beyond our workplace. Growing your career as a start up. Hassan recommends The Start-up of You: Adapt to the Future, Invest in Yourself, and Transform Your Career and talks about being in "permanent beta". 16:00 Hassan explains why he believes every company is now virtual and why we should not lose the face-face connection. "The fact that you can hire someone virtually opens up a huge talent pool that you can pick from." 22:00 How virtual team working changed in the last four years. 25:30 How writing Influencing Virtual Teams came about and why everyone should start a blog from a professional, personal and financial perspective. (If you are interested in this, check out Mariano Tufro's interview, where he talks about raising your profile through social media.) 29:20 Hassan talks about the popularity of his blog post about how to design the ultimate home office encouraged him to start creating e-books and how he tests the potential of his new products. 35:00 "Making money is a muscle too" and, be ready to fail. Pilar mentions her blog post on "Think Like a Freak". 38:00 Using illustrations to present concepts. Hassan recommends Back of the Napkin: Solving problems and selling ideas with pictures. Check out his post on How to Create Hand Drawn Pictures to Explain Anything Even if You Don't Know How to Draw. 42:30 Ganttopia: Hassan's new project where he offers templates for gantt charts to project managers. And don't forget that Hassan has a very popular course on Udemy, full of video tutorials on managing virtual teams:  How to Manage and Influence Your Virtual Team.    

In the past week alone, to manage my clients and workers, I've made business calls to Montreal, Rio de Janeiro, San Diego, Malta, London, the Caribbean, Dubai, Boston, and Thailand. How do I do manage all these time zones? Espresso shots and power naps. Today I invited Hassan Osman, an expert at managing remote teams and author […]

Hassan Osman is the author of Influencing Virtual Teams, a book with practical concrete things you can do when managing your virtual team. We talk a lot about trust, and Hassan gives us some great tips for how to build trust. For more stories, visit www.CollaborationSuperpowers.com.