“The way you can make one of your team members most effective on your project is by keeping that team member on track to meet their deliverables by the deadline. So,” — Mark Horstman Copy Share Image
“The purpose of performance communications (and therefore feedback) is to encourage effective future behavior.” — Mark Horstman Copy Share Image
“grasp. We all seem to want silver bullets—quick and easy, one-shot, no-brainer solutions. Stop looking for those (there aren't any). Start thinking about things… — Mark Horstman Copy Share Image
“With both of these ideas—social obligation and implied secrecy—friendships run afoul of a manager's professional obligations. A manager cannot expect to be treated as… — Mark Horstman Copy Share Image
“Before trying to get more of everything done, get the most important things done first.” — Mark Horstman Copy Share Image
“The way you can make one of your team members most effective on your project is by keeping that team member on track to… — Mark Horstman Copy Share Image
“To be an effective manager means encouraging and inspiring all of your directs to higher performance even when they say they don't want to—because… — Mark Horstman Copy Share Image
“A demanding boss is not a micromanager. Asking for reports is not micromanaging. Expecting updates is not micromanaging. Asking for one meeting a week… — Mark Horstman Copy Share Image
“Challenge someone who fears you at some level, and you'll get some pushback. The” — Mark Horstman Copy Share Image
“It's an important managerial rule to never ask a question of your directs if you don't intend to honor their answer.” — Mark Horstman Copy Share Image
“The words you choose to say out loud to others are a choice, and different words produce different results. Your choice of words makes… — Mark Horstman Copy Share Image
