“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.

138 – How to be Managed – Part 1 – The 3 Pillars of Eliciting Change

We’ve spent the last few weeks learning the ins and outs of managing others. And now that we have that context for what exactly good management looks like, we can start the process of setting aside our shame issues and authority projections so that we can also be managed effectively.

 

Although cooperating may not be our first inclination when confronted with an authority figure, it really is in our best interest, in most situations, to help someone manage us. Because good managers are, in practice, facilitating change in others – and don’t you want to be an active participant in your own evolution?

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




Check out this episode!

137 – The Shadow Side of Adaptability – Part 4 – Let’s Make Change Happen

Over the past few episodes, we’ve gone through the process of examining what’s “normal” in our lives. For many of us, normal is chronic overwhelm, emotional conflict, or physical discomfort.

 

And the only reason we accept that reality, a normal we don’t even like, is that we’re even more terrified of change than we are uncomfortable.

 

Today we’re going to start making change happen, in spite of our fear – and it all begins with acknowledging and rejecting where we are right now.

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




Check out this episode!

136 – The Shadow Side of Adaptability – Part 3 – The Fear of Change

We like to tell ourselves that we don’t like difficulty, that we want things to be different… but we sure don’t act like it. In reality, humans are terrified of change, and often we’re more terrified than we are made uncomfortable by our current situation.

 

We just accept that the current dysfunction is better than not knowing – and every problem in the world, every problem within a person, can be traced back to that fear of change.

 

But whatever you want in life will require you to change in some way, and that change will require you to depart your current normal and create a new one. The only obstacle you have to overcome is your own inclination to adapt – although I admit it likely won’t be as easy as that sounds.

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




Check out this episode!

135 – The Shadow Side of Adaptability – Part 2 – What’s Your Normal?

Last week we discussed why one of our greatest strengths as human beings – our ability to adapt to almost any situation – doesn’t always serve us or the people we manage.

 

And really, as a species, we’ve allowed an entirely dysfunctional normal to take root, characterized by a constant state of war and conflict

 

So today we’re going to look inward and interrogate what we’re accepting as “normal” in our daily lives – and if your current paradigm isn’t serving you, or if it is contributing to the dysfunctional normal of humanity, this is your opportunity to decide that’s not okay and start envisioning a new normal.

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




Check out this episode!

134 – The Shadow Side of Adaptability – Part 1 – The Weather

It’s amazing how human beings can live in any climate in the world, learn to cope with physical discomfort on a daily basis, and go through the day in a constant state of overwhelm – and, quite often, we do!

 

Adaptability is undeniably one of our greatest strengths as animals on this planet Earth, but there’s a shadow side to that… because we tend to normalize even those things that are against our self-interest.

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




Check out this episode!

133 – Development Meetings that Work – Part 3 – Drafting the Story Arcs of Your People

Do you see the pure potential of every human being that works for you? When you can see something greater than even they can see, and you hold that for them, you are taking responsibility for your role in developing them.

 

To help you do that, we’re going to frame each of your employees as a TV show, and that pure potential you see is the end of the series. How can you use your curiosity, your questions, and your meetings to develop a story arc that leads to that final destination, allowing each person to ultimately experience what you see in them?

 

This may be a long story arc – that person may have a long way to go or you may see exceptional potential – but you always have the opportunity to tell an empowering story.

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




Check out this episode!

132 – Development Meetings that Work – Part 2 – Development Meetings that DON’T Work

One of the most important and underutilized aspects of developing a new practice is examining the obstacles that tend to get in the way. So before we start exploring how to run development meetings that do work, we’re going to use this episode to acknowledge why most development meetings actually DON’T work.

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




Check out this episode!

131 – Development Meetings that Work – Part 1 – Maintain Your Curiosity

In the last episode, we discussed the power of embracing curiosity as a spiritual practice and personal value. I want you to keep that in mind over the next three episodes (or go back and listen if you haven’t already) because being curious and asking questions are integral components of development meetings that work.

 

In any leadership position, it’s really easy to fall into the trap of telling and not asking. But that’s enabling behavior and, when you do it, you’re not fulfilling your role as a manager. We should want to hold a space for our people to grow, and we have to be curious to figure out where that space is, to begin with.

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




Check out this episode!

130 – The Art of Asking Questions – Part 4 – Curiosity as a Spiritual Practice

In the last episode, we revealed the Why behind asking great questions: it’s a tool that helps people get to where you want the to be, without telling them how to do it.

 

And today we’re going to explore how you actually use this tool more effectively by embracing curiosity as a practice. Being curious is a powerful way of being, and questions are powerful tools, but unless you embrace all of this as a deep, personal value, your results will be limited.

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




Check out this episode!

129 – The Art of Asking Questions – Part 3 – Open-Ended & Close-Ended Questions

We discussed the Zen story of the monk two episodes back, which demonstrated the way your actions elicit the behavior of the people around you and the way you experience life. So if you play the role of a supervisor (as opposed to a manager) and just tell people what to do, they’re just going to do what you say.

 

But is that really who you want working for you? Is that really how you want to behave yourself? Great managers crave people who take ownership over their job, and most people also crave that agency in their lives.

 

When you ask great questions, you make people think. When you make people think, they become more responsible. When they become more responsible, they do a better job. Alternatively, when you tell people what to do, they become order-takers and think less. When they think less, they become less responsible. When they become less responsible, they do a worse job. This is the difference between managing and supervising.


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




Check out this episode!