Tools

Welcome to our resource library! Below you’ll find numerous tools that we hope will help in your work – samples, worksheets, and other tools and 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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Equity & Inclusion

The Three Dimensions of Effective Management

In this article, we offer a new definition for effective management—one rooted in equity, sustainability, and results.

How to Manage When Things Are Not Okay (And Haven’t Been For Centuries)

While we—The Management Center—can’t undo the harms of nearly half a millennium of the degradation and dehumanization of Black people in the United States, we can help envision a path forward for managers and leaders. In this article, we share our best thinking on supporting your staff at a time when things are not okay (and haven't been for a long time).

So you’ve declared that Black Lives Matter. Now what?

Making a statement is not enough. Our public displays of anti-racism are only as authentic as our private actions, mindset shifts, and interventions. In this article, we share five things for leaders to consider doing to live by their Black Lives Matter solidarity statements.

From SMART to SMARTIE: How to Embed Inclusion and Equity in Your Goals

When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.

Reflections from Our CEO

In response to the anti-Black racism and violence of the last few weeks, our CEO Jerry Hauser reflects on standing in solidarity with Black folks, The Management Center's journey in becoming an anti-racist organization, and how management can be a force for social justice.

Hiring Rubric Starter Kit

Use this starter kit to help you create and use your own hiring rubrics—template and samples included. By using a rubric to mitigate bias, you can lay the groundwork for equitable hiring.

SMARTIE Goals Worksheet

Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals!

Examples of PTR in Action

Check out some examples of PTR in action, and how to manage towards your requirements with your preferences and traditions in mind.

Goals Bank

Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.

Using Fair Process to Make Better Decisions

The purpose of fair process is to create space for authentic, equitable, and inclusive engagement and build clarity about decisions, resulting in stronger relationships, engagement, outcomes, and implementation.

Fair Process Examples

Check out these examples of fair process, a decision-making approach that gives those most impacted by a decision the opportunity to help shape it.

Using Choice Points to Advance Racial Equity and Inclusion: Case Studies

Check out these examples of how key decision-making opportunities, known as "choice points," can be used to advance racial equity and inclusion.

Identifying Choice Points: The “Bias Check”

Use this template to reflect on your interactions with team members, help you spot disparities, check for bias, and focus on equity and inclusion.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

The Four Elements of Strong Relationships: The Manager’s Guide to Relationship-Building

We believe that relationship-building is a core competency for effective management (equitable, sustainable, and results-driven). This guide is for managers looking to build (more) supportive and functional relationships with their staff.

Transgender Inclusion Policy Sample

Create a more inclusive workplace for your transgender, agender, gender non-conforming, genderqueer, and gender non-binary team members with a regularly updated, comprehensive Transgender Inclusion Policy. Use this sample as a reference for your own policy.

How to Receive Feedback (Part 2): Power, Difference, and Inequity

Receiving feedback about power, difference, and inequity can be challenging.

Case Study: Receiving Feedback about Power, Difference, and Inequity

A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.

Modes of Decision-Making

Being transparent about how decisions will get made often gets better outcomes with more engaged participants. Here's one potential decision-making framework to share within teams.

3 Ways to Manage Through Uncertainty: Purpose, Agency, Connection

As managers, we can’t end the pandemic or undo racial and intergenerational trauma, but we can influence how our staff experience this moment. This article offers three ways to build a greater sense of purpose, agency, and connection during times of crisis or uncertainty.

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COVID-19

Decisions at the Gateway of Reopening—Reflect, Reinvest, Redesign

As we enter a new phase of the pandemic, with vaccines more readily available and more states “reopening,” we are standing squarely at the gateway between one world and the next. As managers, it’s our job to lead our teams forward from crisis to reinvention, while balancing or even harnessing tensions. And it all starts with questions.

3 Ways to Manage Through Uncertainty: Purpose, Agency, Connection

As managers, we can’t end the pandemic or undo racial and intergenerational trauma, but we can influence how our staff experience this moment. This article offers three ways to build a greater sense of purpose, agency, and connection during times of crisis or uncertainty.

Survey Questions to Assess Staff Opinions on COVID-19 Reopening

This sample survey is intended for leaders to adapt as needed to assess the needs, concerns, and circumstances of their staff as they consider reopening the office.

5 Tips for Evaluating 2020 Performance

Things were not okay in 2020 and the jury’s still out on 2021. Many of you are weighing myriad complexities and will need to use your best judgment as you consider performance on a case-by-case basis. While we can’t offer a comprehensive guide, here are some tips for your 2020 evaluations.

Sample Language for 2020 Performance Evaluations

Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? Check out our samples.

Five Tips for Goal-Setting in Chaos

When there is a lot going on in the world, your organization, or your personal life (or all three!), goal-setting can feel like an insurmountable task. The good news is that goal-setting doesn’t have to add to the chaos; it can help you move through it.

Managing Through Uncertainty: What to Communicate to Your Team

In a crisis, a big part of every leader’s job is to provide a container for staff—that is, to make sense of what’s happening. Effective communication can promote the stability, continuity, and sense of purpose that helps people cope during tough times.

How to Scenario Plan for COVID-19 (template and sample included!)

Scenario planning is the process of constructing narratives about what the future might look like, and considering what you might do if that future comes to pass—which is especially important during a pandemic. You can avoid being unprepared when the future arrives, even if it's not exactly what you imagined. Learn about the basics of scenario planning, our best guidelines and tips, and our easy-to-use 5-Box Scenario Planning tool.

How to Actually Reprioritize

Whether you’re a staff member, project leader, or director, one of the most important skills you may need in the current terrain is the art of saying “no” (to some things) so you can make room for others. In other words: how to reprioritize.

5 Tips for Better Check-ins During COVID-19

Your one-on-one check-ins are essential. Here are a few tips for checking in during the pandemic (and any other extended crisis).

The 60-Minute Backup Plan (plus a template!)

When it comes to uncertainty, one step every staff member can take is to create a plan for who will take over key responsibilities if one or more of our team members is out. Use our tips and Backup Planning Tool to figure out the most important responsibilities that need to be covered, who could do them if the current owner is out, and what that person needs to do now to prepare. You can make huge progress in as little as 60 minutes.

Managing Through Uncertainty: Check-ins Add-on

During moments of uncertainty, check-ins are an opportunity to meet your staff where they’re at so that they can feel seen and supported. Whatever the case may be for your staff, acknowledge what’s happening, hear how your people are doing, and inject purpose and agency by using this add-on in your next check-in agenda.

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Delegation

Clarifying Responsibilities with MOCHA

Try our "MOCHA" model (Manager, Owner, Consulted, Helper, Approver) to establish clear roles on projects.

Frequently Asked Questions About MOCHA

Here are some of the most common questions we hear about MOCHA roles and implementation.

Sample Email to Introduce the MOCHA Model

Here's an email you can use to introduce our MOCHA model for clarifying project roles and get everyone using the same vocabulary.

Decide What to Delegate With Comparative Advantage

When looking for work you can delegate, ask yourself: what are the areas where you can make the greatest impact and leverage your strengths? Use comparative advantage to decide what work you should own and what you should delegate.

Delegation Worksheet

Project leaders and managers: use this worksheet when delegating a new project or responsibility to get aligned on expectations, resources, constraints, and how you'll check in about progress.

Debriefing Template

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.

Project Plan Template & 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.

Examples of PTR in Action

Check out some examples of PTR in action, and how to manage towards your requirements with your preferences and traditions in mind.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Newsletter Articles

Roles & Goals

Role Expectations Template & Samples

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 they should approach their work. This resource contains a template and two sample role expectation sheets.

7 Tips For Getting Started With Goal-Setting

Goals are the driving force behind results, but goal-setting can feel laborious and unwieldy. Whether you’re working on goals at the organizational, team, or individual level, follow these tips to get past the pain points and ease the process.

Five Tips for Goal-Setting in Chaos

When there is a lot going on in the world, your organization, or your personal life (or all three!), goal-setting can feel like an insurmountable task. The good news is that goal-setting doesn’t have to add to the chaos; it can help you move through it.

From SMART to SMARTIE: How to Embed Inclusion and Equity in Your Goals

When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.

SMARTIE Goals Worksheet

Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals!

Goal-Setting Worksheet

Use the Goal-Setting Worksheet to draft team or individual goals. This tool contains questions for self-reflection or discussion with your manager as you work on goal-setting.

Goals Stepback Worksheet

Once you’ve set goals, make sure to regularly check in on progress. Use the Goals Stepback Worksheet to track progress and share updates about your team or individual goals on a regular basis.

Red Light/Green Light Goal Tracking Tool

The Red Light/Green Light Goal Tracking Tool is for tracking progress toward goals. This resource contains samples of goals at the organizational, team, and individual levels.

Goals Bank

Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.

Sample Goal Development Steps

These sample goal development steps can serve as a guide to help you develop your organization’s own goal-setting process.

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.

Sample Email to Kick Off Goal-Setting

Here’s a sample email that you can use to explain what you’ll be doing and why, and how you’ll use the goals once they’re created.

30/60/90 Day Goal-Setting Template

Use this resource to set short-term goals and identify essential activities for the first three months.

Sample CTO Goals & Metrics

These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Division of Labor Samples

A division of labor helps two or more people clarify which responsibilities each person holds. Here we share two samples.

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Check-Ins

7 Tips for Making the Most of Your Check-ins

When check-ins are done right, they can revolutionize the way you manage. In this article, we share our best tips for getting the most out of your check-ins.

Check-in Meeting Agenda Template

This agenda provides a template that you can ask staff members to fill out and send you ahead of your check-in. It’s structured to help staff members and managers check in on progress toward goals, stay aligned on current projects, talk about what’s going well, and what could be going better, and get aligned on next steps.

5 Tips for Better Check-ins During COVID-19

Your one-on-one check-ins are essential. Here are a few tips for checking in during the pandemic (and any other extended crisis).

90-Day Discussion Template

This template will help you lead a productive discussion with your new hire about their first 90 days on the job.

How to Use Skip-Level Meetings Effectively

Skip-level meetings are one-on-one meetings that managers hold with staff other than the people they manage directly. They’re helpful for building relationships, gaining insight into your team and organization, and getting feedback about the managers that you manage.

Skip-Level Meetings – Sample Emails to Managers and Staff

Send your managers and staff members these sample emails to get started with skip-level meetings today.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Managing Through Uncertainty: Check-ins Add-on

During moments of uncertainty, check-ins are an opportunity to meet your staff where they’re at so that they can feel seen and supported. Whatever the case may be for your staff, acknowledge what’s happening, hear how your people are doing, and inject purpose and agency by using this add-on in your next check-in agenda.

Post-Election Day Debrief

Planning to gather your team post-election day? Here’s how you might structure your agenda to help your staff feel cared for and connected.

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Hiring

The Must-Haves Starter Kit

Here are common must-haves we see across organizational roles. Refer to these as you get crystal clear on job duties and competencies in the hiring process. You should not only customize these must-haves, but also revisit and revise from one hire to the next.

Planning for Must-Haves at Each Stage — Template & Sample

Use this template to plan how you’ll test and evaluate the must-haves at each stage of the hiring process: job announcement, interviews, simulations/exercises, and reference checks.

Figuring Out the Role Worksheet & Sample

Being crystal clear on the role is key to recruiting top talent. Use this worksheet to develop the competencies a top candidate must have. This list can then be translated into a job description. We've also included a sample of what a completed worksheet might look like.

Job Description Sample

A great job description goes beyond simply listing responsibilities and qualifications. Use this sample as a guide for your hiring process!

Talent List

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.

Building the Pool Worksheet

Most hiring mistakes occur not simply because managers select the wrong person, but because they don’t have the right candidate pool to select from to begin with. Use this worksheet to build a strong talent pool.

Connector Email Template and Sample

Use this email template and sample to reach out to “connectors” who can help you scout for great talent.

Pre-Interview Email

This sample email is sent to a job applicant prior to an interview, sharing further information about the organization and explaining what you’d like them to come prepared to discuss.

Interview Question Toolkit

These interview questions can help you identify your strongest candidates. As you plan your candidate evaluation process, use this list to find questions or activities focused on the key traits that you are most interested in.

Hiring Rubric Starter Kit

Use this starter kit to help you create and use your own hiring rubrics—template and samples included. By using a rubric to mitigate bias, you can lay the groundwork for equitable hiring.

Job Simulation Exercises

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.

Exercise Stage Email

This is a sample email to a candidate who made it to the exercise stage of the hiring process (in this case, right after an initial screening call).

Reference Checks Toolkit

This reference check outline worksheet, sample, and list of questions can help save you from the wrong hire.

Rejection Email Samples

The fastest way to inform candidates that they are no longer under consideration is by having a standard email template that you can easily adapt.

Onboarding Planning Toolkit

This resource is intended to help managers plan out your onboarding process by thinking through the key topics you should cover in the first month with your new hire.

Onboarding Checklist

This resource contains a (non-comprehensive) list of common and recommended tasks for managers to consider as part of your new hire onboarding process. Use it to get started on your own.

30/60/90 Day Goal-Setting Template

Use this resource to set short-term goals and identify essential activities for the first three months.

90-Day Discussion Template

This template will help you lead a productive discussion with your new hire about their first 90 days on the job.

Why You Need a Chief Talent Officer

Make it someone’s job to focus on the full talent lifecycle from pool-building to hiring to development and retention. This article will help you understand the role of a Chief Talent Officer (CTO), decide the scope of responsibility, and get ready to find your person.

CTO Job Description Sample

Ready to hire a Chief Talent Officer (CTO)? Use this sample CTO job description to help you get started with the hiring process.

CTO Hiring Rubric

Looking to hire a Chief Talent Officer (CTO)? Check out our sample CTO hiring rubric, and tailor it to create your own.

Interview Questions and Simulations for CTO Candidates

Looking to hire a Chief Talent Officer (CTO)? Check out our sample interview questions and simulations!

Sample CTO Goals & Metrics

These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Newsletter Articles

Developing People

CSAW Worksheet and Sample

Nervous about giving feedback? This worksheet will help you think about what you want to say and how to say it with CSAW (Connect, Share, Ask, Wrap up).

2x2 Feedback Form

The 2x2 system helps managers and staff members regularly reflect, share feedback, and discuss how the work is going.

How to Receive Feedback (Part 1)

When we respond well to feedback, we strengthen relationships and trust, increase the likelihood that we’ll keep getting it, and contribute to a culture of growth, candor, and rigor within our teams. Here’s our best advice for receiving feedback, focused on the parts that you have control over.

How to Receive Feedback (Part 2): Power, Difference, and Inequity

Receiving feedback about power, difference, and inequity can be challenging.

Case Study: Receiving Feedback about Power, Difference, and Inequity

A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.

Performance Evaluation Form Template

At least once a year, managers and staff members should meet one-on-one to reflect on the manager/staff relationship, realign on expectations, and discuss overall performance. This template is intended for use by both managers to assess staff, and for staff members to self-evaluate and share feedback with their manager.

Sample Email to Announce/Re-introduce Performance Evaluation Process

This is a sample email that the head of HR, Chief of Staff, or ED/CEO can send to all staff to announce (or even re-introduce) a performance evaluation process.

Career Pathways Toolkit

This toolkit includes a step-by-step guide for building a “competency model” with equity in mind, and two examples to help get you started.

How to Push Toward Excellence (with Heart)

Have you ever needed to push a staff member or a team for more but didn’t know how? When we say push, we don’t mean shoving someone into the deep end without a life raft; we mean setting a high bar and being honest when something needs improvement. Here’s some language you can use.

Executive Director Performance Evaluation Form Template

As with other employee evaluations, ED evaluations should focus on both what the ED has accomplished (results) as well as how the director, CEO, principal, or co-director operates (values and approach). Use our Executive Director Performance Evaluation Form Template to conduct a balanced, rigorous evaluation of your director’s performance on both fronts.

Sample Performance Evaluation Form – 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.

5 Tips for Evaluating 2020 Performance

Things were not okay in 2020 and the jury’s still out on 2021. Many of you are weighing myriad complexities and will need to use your best judgment as you consider performance on a case-by-case basis. While we can’t offer a comprehensive guide, here are some tips for your 2020 evaluations.

Sample Performance Evaluation Form – Strong Assessment

Here’s a sample of what a completed performance evaluation might look like for a high performer, which includes developmental feedback to make a great employee even better.

Sample Language for 2020 Performance Evaluations

Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? Check out our samples.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Perspective-Taking for Stronger Relationships

The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.

Newsletter Articles

Performance Problems

Four Steps for Addressing Performance Problems

What do you do when someone isn’t performing well—they’re not meeting expectations, hitting goals, or demonstrating the must-haves of their role? How much should you invest in performance improvement? When is it time to let someone go? And, how the #@$% do you decide? These four steps will help you navigate the tricky processes of addressing performance problems.

Addressing Performance Problems Case Study

Check out this case study that illustrates the four steps outlined in our article on addressing performance problems: reflect, check in, assess, consider and decide.

Performance Improvement Plan Toolkit

A Performance Improvement Plan (PIP) is a written plan with clear steps to help your staff member get to the expected level of performance for their role. This toolkit includes two resources: 1) a preparation worksheet for managers, which can be helpful whether or not you’re ready for a formal PIP; and 2) a template for a written Performance Improvement Plan you can fill in and share with your staff member.

Frequently Asked Questions About Performance Problems

How long should you give someone to improve after warning them? What should I do when someone isn’t meeting expectations, but I can’t pinpoint concrete things they messed up either? Here are some questions that we often hear regarding performance problems.

How to Approach Tricky Performance Improvement Plans

Here are some tricky performance scenarios our clients have encountered, and suggestions for designing a responsive performance improvement plan.

Sample 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

When corrective feedback and support hasn’t led to improved employee performance, a more formal warning that clearly informs the employee that their job is in jeopardy is usually the next step. Here is an example of a formal performance warning in writing.

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.

Firing – Sample Script

Managers often struggle to find the right words to use when letting an employee go, so here’s a sample script.

Sample Performance Evaluation Form – 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.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Perspective-Taking for Stronger Relationships

The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.

Newsletter Articles

Managing Managers

Six Tips for Managing Managers

Management is both a technical and a relational skill. As the manager of a manager, you’re paying attention to the outcomes they lead their team to achieve and how they relate to their staff in the process. Here are six tips for managing managers.

Managing Managers Toolkit

This toolkit contains an overview of the tools in your management toolbelt and a checklist of the skills, behaviors, and practices to spot for when managing managers.

Expectations for Managers Sample

Whether you’re a senior leader or a middle manager, you can use this tool to get aligned with your team about management expectations and responsibilities. 

How to Use Skip-Level Meetings Effectively

Skip-level meetings are one-on-one meetings that managers hold with staff other than the people they manage directly. They’re helpful for building relationships, gaining insight into your team and organization, and getting feedback about the managers that you manage.

How to Manage Skip-Level Relationships

Interacting with your direct reports’ direct reports—with care, attention, and consistency—has significant benefits. Here are three specific tips for navigating skip-level relationships successfully.

Skip-Level Meetings – Sample Emails to Managers and Staff

Send your managers and staff members these sample emails to get started with skip-level meetings today.

Newsletter Articles

Time & Systems

How to Manage Time and Systems Effectively

While much of the burnout and overwork we see in our sectors is beyond any individual person’s control, we do have control over how we manage our time and systems so that we can achieve great results, avoid unnecessary chaos, and minimize fatigue. This article covers personal practices that can help you and your team get your most important work done sustainably.

Daily List Template

The Daily List is a tool you can use to keep yourself organized on a day-to-day basis. It helps you separate “big rocks” (essential things that you need to complete to consider your day successful) from other action items.

Weekly-Plus List Template

The Weekly-Plus list is a complement to our Daily List to keep yourself organized beyond the day-to-day. It helps you keep track of backburner projects while prioritizing those that will make your month a success.

Managing Up and Sideways

Using Sphere of Control to Build Resilience

Sphere of control is a concept that helps people focus their precious time and energy on the things they can control so that they can make a greater impact where it matters most.

Perspective-Taking for Stronger Relationships

The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.

Getting Aligned Worksheet

Set yourself (or your team) up for success by getting aligned with your project lead or manager on priorities, expectations, resources, and check-in points along the way.

CSAW Worksheet and Sample

Nervous about giving feedback? This worksheet will help you think about what you want to say and how to say it with CSAW (Connect, Share, Ask, Wrap up).

Division of Labor Samples

A division of labor helps two or more people clarify which responsibilities each person holds. Here we share two samples.

Newsletter Articles

Other Topics

The Three Dimensions of Effective Management

In this article, we offer a new definition for effective management—one rooted in equity, sustainability, and results.

The Four Elements of Strong Relationships: The Manager’s Guide to Relationship-Building

We believe that relationship-building is a core competency for effective management (equitable, sustainable, and results-driven). This guide is for managers looking to build (more) supportive and functional relationships with their staff.

Modes of Decision-Making

Being transparent about how decisions will get made often gets better outcomes with more engaged participants. Here's one potential decision-making framework to share within teams.

Decision-Making with Pros, Cons, and Mitigations

Engage your team in tough decision-making using this simple table.

Using Fair Process to Make Better Decisions

The purpose of fair process is to create space for authentic, equitable, and inclusive engagement and build clarity about decisions, resulting in stronger relationships, engagement, outcomes, and implementation.

Fair Process Examples

Check out these examples of fair process, a decision-making approach that gives those most impacted by a decision the opportunity to help shape it.

Exit Interview Tips (and a Template!)

Exit interviews with a departing employee can be a valuable source of information about what’s working well and what could be improved. Use our tips and template to get started.

Managing Through Uncertainty: What to Communicate to Your Team

In a crisis, a big part of every leader’s job is to provide a container for staff—that is, to make sense of what’s happening. Effective communication can promote the stability, continuity, and sense of purpose that helps people cope during tough times.

How to Actually Reprioritize

Whether you’re a staff member, project leader, or director, one of the most important skills you may need in the current terrain is the art of saying “no” (to some things) so you can make room for others. In other words: how to reprioritize.

The 60-Minute Backup Plan (plus a template!)

When it comes to uncertainty, one step every staff member can take is to create a plan for who will take over key responsibilities if one or more of our team members is out. Use our tips and Backup Planning Tool to figure out the most important responsibilities that need to be covered, who could do them if the current owner is out, and what that person needs to do now to prepare. You can make huge progress in as little as 60 minutes.

Sample Auto Response Email: Slowing Down and Prioritizing Care

Looking for more space to slow down and prioritize care amidst moments of crisis? Check out this sample auto response email that one of our clients kindly shared with us.

Newsletter Articles