“Manage to Engage” Podcast Latest Episodes

Manage to Engage currently includes insightful excerpts from my weekly group coaching calls and live courses. You’ll hear other dynamic leaders like you grappling with people, money, and time problems, and working through them in a way that creates long-term, meaningful change within their business. You can listen to the episodes here on this page, or subscribe to “Manage to Engage” on your favorite place to download audio content.

128 – The Art of Asking Questions – Part 2 – Illuminating the Excuse

Really good questions are like spotlights: they reveal what’s hiding in the darkness, or what a person can’t see about themselves. As a manager, this is an invaluable tool for creating accountability and helping employees learn how they show up in the world ? in particular, how they make excuses.

 

Excuses stand in the way of dreams ? and don’t you want to help the people you manage, including yourself, accomplish their dreams?

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127 – The Art of Asking Questions – Part 1 – You Elicit Your Experience

We’ve lost the art of asking great questions, but over this four-part series we’re going to get back into practice.

 

Why is the art of asking questions important? Asking great questions is an expression of curiosity and the desire to learn. You don’t grow without being deeply curious. And you’ll find that your curiosity elicits curiosity in others and inspires them to grow as well. For managers, this is absolutely key to developing people.

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126 – What People Really Want – Part 4 – Breaking the Slave Labor Mentality

Our workforce and society is in the process of revolution: casting off the archaic slave labor mentality that has been chained to work throughout most of human history.

 

And this cycle of conditioning only breaks when the manager says no, instead offering the deeply-craved but seldom-asked-for salve of accountability to their people.

 

Today we’re going to wrap up this series on what people really want by asking a bigger question ? what is something your people really need to grow, even if they don’t want it, and how can you give it to them?

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125 – What People Really Want – Part 3 – How Managers Nurture Mediocrity (& How You Can Stop)

As managers, it’s important to get a little insight into what the people you are managing want, whether those people happen to be employees or yourself.

 

And right now, I can tell you one thing that people don’t actually want: to stay the same and be complacent. So today I want to talk about the manager’s role in giving people what they really want, even if they don’t know it themselves.

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124 – What People Really Want – Part 2 – Money? It’s a Gas

I offer weekly member webcasts, online courses, and mentorship at Clear And Open.com because it’s my truth that, with the right tools, anyone can eliminate the people, money, and time problems holding them back in business. And I share parts of these webcasts and courses on this show because I want to help you, too.

 

If you’re enjoying the show and learning from it, I’d love your feedback. If you are listening to the show on an Apple device, all you have to do is open the podcast app, view the full description of this episode, and click the link to leave a Rating & Review for the show.

 

Thanks for listening. Let’s start the show.




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123 – What People Really Want – Part 1 – What Marketers Know About You

Marketers know a lot about how human beings think and operate, some of which you may not even know about yourself. For example, most people have no idea what they really want ? or, more accurately, most people have some ideas about what they want, but they don’t really know.

 

Marketers also know that humans make purchasing decisions emotionally and then rationalize them afterwards ? but, for some reason, we rarely talk about how to apply that knowledge to any area of life outside of commerce.

 

Today I want to talk more about the insight that marketers have on human behavior, especially when it comes to what people really want, and how we can apply that knowledge to managing ourselves and others.

I’d love your feedback. Click here to leave a rating & review for the show on iTunes.




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122 – Management, Supervision, and Meta-Supervision – Part 4 – Learning How to Meta-Supervise

Over the past three episodes, we’ve established how the cycle of disengagement leads to supervision and why supervision is a completely unnecessary waste of resources that enables mediocrity.

 

To conclude this series, I want to offer you the antidote to this problem ? meta-supervision ? and discuss how it will help you better manage yourself and others.

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121 – Management, Supervision, and Meta-Supervision – Part 3 – Defining Supervision & Its Impact

We internalize our points of view on the world, turning perception into identity. So when we hate working for the man and think work sucks, we become a person who works for the man and resents it.

 

That’s the context I want you to understand as we start defining what supervision really is and creating more awareness around how it negatively impacts our lives.

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119 – Management, Supervision, and Meta-Supervision – Part 1 – The Cycle of Disengagement

Society conditions us to crave supervision? and hate it. School, work, authority figures ? they all contribute to disengagement in various forms, priming us to both invite and resent “the man” for watching over us.

 

So to start this four-part series on management, supervision, and meta-supervision, I want to share my theory about how disengagement works, and why I think this cycle of disengagement is a multi-billion dollar worldwide problem.

I’d love your feedback. Click here to leave a rating & review for the show on iTunes.




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