Welcome to our resource library! Below you'll find numerous tools that we hope will help in your work – samples, worksheets, and other tips. For more information on how to use any of these resources, please check out our book, Managing to Change the World.
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Note: Some of the documents below are intended to be used as forms or worksheets. When that's the case, these links will download a Word document for you to use and modify.
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When assigning a new project, use this worksheet to get aligned on expectations, resources, constraints, and how you'll monitor progress.
|Project Plan Sample|
For complex projects, it’s helpful to have a written plan that lays out “who will do what by when,” including interim deadlines for smaller components.
|Assigning Responsibilities Worksheet|
Try our “MOCHA” model (Manager, Owner, Consulted, Helper, Approver) to articulate who should play what role throughout the course of work.
|Check-in Meetings – Sample Agenda|
Regular check-in meetings between a manager and a staff member are a key tool to discuss current projects, balance priorities, and provide feedback.
|What to Delegate|
When looking for work you can delegate, ask yourself: what are the areas where your impact is much greater than your staff’s, not just a bit better? Here's a worksheet that will help.
By debriefing at the end of a project, you can capture lessons learned to ensure even better results next time. This template will help you ask the right questions.
|Probing Questions to Get Beneath the Surface|
To help you monitor progress and understand how work is really going, here are some probing questions that will help you get beneath the surface.
|Success Sheet - Setting Goals|
Use this success sheet to help set annual goals for individual employees. It goes straight to the heart of the matter: what success looks like and how the employee plans to get there.
|Success Sheet - Check-In|
Once goals are set, make sure to regularly check in on your staff member's progress toward them. This form can help structure your monthly or quarterly goals check-in.
|Sample Organizational Goals|
What will your organization achieve this year, and how will you judge success? Here’s a sample of how to structure clear, measurable organizational goals.
It's often helpful to create a one-page description of a staff member's role that considers not only what the staff member should do but also how she should approach her work.
|Sample Goal Development Process|
This sample goal development process can serve as a guide to help you design your organization’s own process.
|Sample Statement of Core Values|
Formally articulating the values you expect all staffers to live up to sends strong messages about how people should approach their work.
|Setting Expectations for New Hires|
One group we work with sends this memo to prospective senior hires to capture how things work in their culture so candidates know what they're committing to. The details for your organization will differ from what's described here, but we love how explicit this is about culture and expectations.
|Job Description Sample|
A great job description goes beyond simply listing responsibilities and qualifications.
|Building the Pool Worksheet|
The more energy you spend on building your pool of candidates, the more likely you’ll be to find high performers.
To ensure that strong candidates readily come to mind when you need to hire, keep a running list of prospects. Here’s a simple template to get you started.
|Sample Interview Questions|
These questions will help you probe how a candidate will perform once on the job.
Having candidates complete exercises similar to what they’d be doing on the job may give you the best sense of how they would perform if hired.
|Interview Cover Letter|
This sample email to candidates asks them to prepare to simulate job-related activities.
|Suggested Reference Check Questions|
Our reference check outline, worksheet, and suggested questions will help you dig beneath the surface to get truly helpful information.
|Rejection Email Samples|
The fastest way to inform candidates that they are no longer under consideration is by having a standard e-mail template that you can easily adapt.
|Orientation Agenda Sample|
Having a written agenda for orienting a new employee helps you present information in an organized, easily understandable way.
|Sample Performance Evaluation Form|
Here’s one easy-to-use performance evaluation system we love.
|Sample Performance Evaluation Form – Shorter|
Want a short evaluation form? Here's a streamlined version of the form above.
|Completed Performance Evaluation – Corrective Assessment|
We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.
|Completed Performance Evaluation – Strong Assessment|
… And here’s a sample of an evaluation for a high performer.
|Executive Director Performance Evaluations|
When it's the executive director who's being evaluated, too often boards fail to look at the central question: what results is the ED getting? In this piece, we urge board to emphasize the “what,” not just the “how,” when evaluating the ED. And to make that easier, here’s a sample ED evaluation form your organization may want to use or modify.
Nervous about giving feedback? This worksheet will help you think about what you want to say, and how to say it.
|2x2 Feedback Form|
The 2x2 system ensures that managers and staff members talk about what the each is doing well and what could be better.
|Progressive Discipline Policy|
Progressive discipline consists of a brief series of increasingly serious warnings, culminating in dismissal if an employee fails to improve sufficiently – and lets your staff know that they won’t be fired without first knowing about your concerns.
|Informal Performance Warning – Sample Script|
Here’s an example of what an initial, informal warning conversation might sound like with an employee who’s struggling.
|Formal Performance Warning – Sample|
Here’s an example of a more formal performance warning in writing.
|Firing – Sample Script|
Managers often struggle to find the right words to use when letting an employee go, so here’s a sample script.
|Coaching Out – Sample Script|
A coaching-out conversation is aimed at convincing an employee that continued tenure in the role doesn’t make sense and agreeing on a smooth transition plan.
In our book, we recommend “the three homes” system of organization, which revolves around daily and weekly-plus lists. Here are samples of what your daily and weekly-plus lists might look like.
|Daily List – Sample|
|Weekly-Plus List – Sample|
Set yourself up for success by getting aligned with your boss on expectations, how you'll communicate, and accountability.
|Sample Division of Labor Plan|
This sample will help establish a clear division of labor showing what responsibilities fall to you and what responsibilities fall to your boss.
This worksheet will help you identify what pressures your boss is under and how you can take a more effective approach as a result.
|Toward a New Kind of Progressive Organization?|
CEO Jerry Hauser discusses the extremes of both tyrant-led organizations and touchy-feely ones, and describes the rise of leaders and organizations capable of getting and sustaining results by marrying rigor and accountability with openness and empowerment.
This template will help you think about how to best structure your regular meetings and decision-making bodies.
Taking just 60 seconds to think through your strategy for retaining your top performers can make the difference between keeping a star staff member long-term or losing her to another opportunity.
Exit interviews with a departing employee can be a valuable source of information about what’s working well and what could be improved. Here are some questions to ask.
|Budget Decisions Framework|
If you’re facing tough financial decisions, this simple worksheet can help you capture sound contingency plans for moving forward.
|Board Accountability Form|
This form is designed to help board members remain accountable to each other and the organization they serve by providing a structured reflection on each board member’s contributions.