100 episodes

The Modern Manager is a podcast dedicated to helping you be a rockstar manager with a thriving team. Whether you’re seeking to boost your effectiveness as a manager and communicator, want to foster a healthy team culture where people flourish and exceed their goals, or learn the skills to make the most of every single meeting, this podcast is for you.

Each episode features topics like: effective meeting practices, communication skills, managing conflict, team building, time management, group dynamics, goal setting and accountability, team competencies, productivity and collaboration technologies, organizational culture, and more.

The Modern Manager: Create and Lead Successful Teams Mamie Kanfer Stewart

    • Management
    • 4.8, 89 Ratings

The Modern Manager is a podcast dedicated to helping you be a rockstar manager with a thriving team. Whether you’re seeking to boost your effectiveness as a manager and communicator, want to foster a healthy team culture where people flourish and exceed their goals, or learn the skills to make the most of every single meeting, this podcast is for you.

Each episode features topics like: effective meeting practices, communication skills, managing conflict, team building, time management, group dynamics, goal setting and accountability, team competencies, productivity and collaboration technologies, organizational culture, and more.

    103: Don’t let Bad Moments Become Bad Days with Michael OBrien

    103: Don’t let Bad Moments Become Bad Days with Michael OBrien

    Most of us will never face a major crisis or tragedy, thank goodness. But for the few people who do, they often come out transformed, finding a greater sense of purpose, happiness and capability than they had before. Is it possible for the rest of us to experience such a transformation without the accompanying crisis?
    Today’s guest is Michael O’Brien. Michael is the Chief Shift Officer at Peloton Coaching and Consulting. He elevates successful corporate leaders by preventing bad moments from turning into bad days. He has shared his inspirational story and transformation from human DOer to human BEing on the TEDx stage, with multiple Fortune 500 companies, Fast Company, Real Simple, ABC, and many wonderful podcasts like The Modern Manager.
    Michael and I talk about how to show up every day as the leader or manager you want to be. He shares his major wake up call and what he’s learned about how to put an end to having bad days. We get into mindsets and intentionality and building yourself a peloton (tribe). 
    Read the related blog article: The Two Support Systems Every Manager Needs
    Join the Modern Manager community (www.themodernmanager.co/join) to get a discount on Michael’s book My Last Bad Day Shift. 
    If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    KEY TAKEAWAYS
    Nothing has meaning until you give it meaning. Nothing in your life is bad or good until you label it that way. You have a choice in how you look at life and any situation. We all have bad moments. The key is to not let those bad moments gain momentum and turn into bad days. It’s hard to press pause on life to really consider who you are and what you want. This moment of the pandemic is a pause for many of us. Take this time to really reflect on what matters to you and how you want to show up as person, as a leader. Be in the moment. Breath more and connect with your body. Set an intention for every day: How do you want to be? What do you need to do to be that way? What do you want to have in your life? We are in constant conversation with ourselves. If your mindset is holding you back, you need to shift your mindset in order to make real change. The four common mindset blocks are: (1) limiting belief - it can’t happen because it hasn’t happened before; (2) interpretation - we draw conclusions without investigation; (3) the inner critic - we’re just not good enough; (4) assumptions - because it’s happened before, it will happen again. To help recognize your inner dialogue and how it could be holding you back, you need to create quiet in your mind. Consider meditating as a way to give your mind space. Create a peloton (community or tribe) for yourself of people who can help us see what we can’t see or hear what we can’t yet hear. Let them be your trusted advisors. Consider whose peloton you’re in and how you’re showing up for them.  KEEP UP WITH MICHAEL
    LinkedIn: www.linkedin.com/in/michaelobrienpelotoncoaching
    Website: www.michaelobrienshift.com
    Facebook: www.facebook.com/pelotoncoaching
     
    mamie@mamieks.com

    • 30 min
    102: Use Brain Science to Be a Better Manager with Noelle Cordeaux

    102: Use Brain Science to Be a Better Manager with Noelle Cordeaux

    You don’t need to be a brain scientist to leverage brain science. The question for managers is: How can we create the optimal cocktail of chemicals, neuron firings and natural responses to enable people to do their best work? And, by the way, how do we avoid triggering the unhelpful systems that can send someone down an unproductive path? 
    Today’s guest is Noelle Cordeaux. Noelle is CEO and co-founder of JRNI Coaching and the Catalyst Coaching Intensive. She is also a feminist scholar, coach, speaker, and sexologist who specializes in the relationship with the self.
    Noelle and I talk about the difference it makes when you approach situations and people with a positive mindset, how to minimize defensiveness when having accountability conversations, and how to use brain science to inform your management style and get the best performance from your team while also creating a positive, healthy environment.
    Read the related blog article: How to Apply Brain Science to Give Better Feedback
    Join the Modern Manager community (www.themodernmanager.co/join) to access dozens of guest bonuses, episode guides and a community of supportive managers in our private Slack team. 
    Members get  $100 off the The JRNI Coaching Intensive which is a 20-week life coach certification for imperfect people to pursue their perfect calling and launch a coaching practice that makes an impact
    If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    KEY TAKEAWAYS
    Managers can leverage brain science to create the optimal environment for their team members.  The Poetic Principle says we can learn anything we put our mind to. When you look at your team members, its important to see them as full of potential. Social Construction theory says people are born into believing they have limitations given their past experiences. Help your team members see their potential for themselves. Mastery experiences help us develop confidence as we learn that we can achieve our goals. THey are little moments that lead us to the realization that “wow! I can do it!” Create opportunities for emotional interval training for your team members. This gives them opportunities to take small risks and go to the edge of their comfort zone but then retreat to safety. Over time, people become more tolerant of discomfort and are able to take greater risks before needing to return to safety. When the nervous system fires up, it closes down the logic center. When the endocrine system fires up, it causes people to be more creative. People do their best work when their endocrine system is alive. Use empathy mapping to help you understand the experience and perspective of your team members. Reflect for 5 minutes and consider what the other person has experienced, what they are seeing, hearing, feeling, etc.  Empathy  mapping is especially useful before giving feedback or inquiring about a mistake or problem. It enables you to have compassion and anticipate how the other person might respond. To avoid triggering a negative emotional response which leads to a ‘fight or flight’ mode,we must avoid appearing accusatory. Ask “what” questions instead of “why” questions. For example: “I expected X, but Y happened. Help me understand what caused the disconnect.” instead of “I expected X. Why didn't we end up with X?” When we externalize the situation, it enables people to be really honest because they know you’re not focused on their shortcomings. When someone is pointing a finger at you, it shuts down the opportunity for honest self reflection and growth. KEEP UP WITH NOELLE
    Instagram: instagram.com/jrni_co
    Facebook: facebook.com/JRNICoaching/
    RESOURCES
    JRNI Coaching program https://www.jrni.co/lif

    • 29 min
    101: How to Quickly Build Deep Relationships In Your Team with Jason Treu

    101: How to Quickly Build Deep Relationships In Your Team with Jason Treu

    Building a cohesive team is hard. Period. Yet it's also the core of a high performing team. Unfortunately traditional team building activities, while fun, can cost a lot of time and money. And they don’t always produce the promised benefits. Plus, if you’re a remote team (now or under normal circumstances) team building is even more challenging. But what if you could spend just an hour or two, even over Zoom, and transform the relationships between your team members?
    Jason Treu is a Chief People Officer and employee engagement expert. He spent 15+ years in leadership positions working with Steve Jobs, Reed Hastings (CEO at Netflix), and Mark Cuban. He’s the best-selling author of Social Wealth, that’s sold more than 60,000 copies. His 2017 TEDxWilmington talk focused on “How to Get CoWorkers to Like Each Other.” His team building game Cards Against Mundanity is being used by more than 20000+ employees.
    Jason and I talk about how to quickly build deep, authentic relationships, How to develop trust through meaningful conversations, and how teams and organizations benefit when people actually know and care about each other. And, the amazing thing is you don’t need to be together in person to do it!
    Read the related blog article: The Easiest Way To Create Psychological Safety For Your Team
    Join the Modern Manager community (www.themodernmanager.co/join) to access dozens of guest bonuses, episode guides and a community of supportive managers in our private Slack team. 
    Members get a free 30 min coaching session where Jason can help you strategize and plan for how to use the game and build relationships with your team.
    If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    KEY TAKEAWAYS
    Despite spending significant time with our colleagues, we actually know very little about each other. When you don’t like someone, you don’t trust them. That leads to creating false negative narratives about their behavior which further distances us from them. The biggest factor in whether a team is high performing or not is the strength of the relationships and cohesiveness of the team. To develop deeper bonds among team members, you need to spend time getting to know them through meaningful conversation. Studies have shown that asking deeply personal questions instantly strengthens relationships and allows people to find common ground through shared experience. This opens the door to repairing previously strained relationships. Include questions such as: “What was the most important lesson you've learned in the last year?” and “If you were to thank one person for helping you become the person you are, who would that be, and why?”  Talk to your team about why these conversations are important and how opening up about ourselves will benefit us as individuals and as a team. Role model the desired behavior by being the first to share. Be honest and vulnerable. Consider making “work with me” manuals that document each person’s preferred work style. Include pet peeves, optimal communication methods, etc. Whenever a new team member joins, hold another group conversation with the deep questions. Then encourage them to create their own “work with me” guide and review those of their colleagues.  KEEP UP WITH JASON
    LinkedIn: https://linkedin.com/in/jasontreu/ 
    Twitter: https://twitter.com/jasontreu 
    Facebook: https://facebook.com/jasontreuexecutivecoaching 
    YouTube: https://youtube.com/jasontreucoaching 
    RESOURCES
    Remote Insensitivity game: http://playingcards.io/game/remote-insensitivity Free Download of Cards Against Mundanity: http://cardsagainstmundanity.com/ Email mamie@mamieks.com to learn more about my Personal Instruction Manual pro

    • 30 min
    100: What is a Modern Manager?

    100: What is a Modern Manager?

    The expectations for managers have changed over the past century. So what is needed in today’s workplace to be a great manager? To celebrate the 100th episode, I’m sharing my reflections on the differences between a traditional manager and a modern manager.
    Get the free miniguide for this episode at www.themodernmanager.co/miniguides. 
    Get the full episode guide with questions for reflection and suggested behaviors to help you implement the lessons from the episode. Become a member of the Modern Manager community or purchase the guide at the store.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    Read the related blog article: Seven Ways You Can Be a Modern Manager.
    Key Takeaways:
    The role and expectations of a manager have changed over the past century.  To be a modern manager means you consider what is best for your team in addition to what is best for yourself. To be a modern manager means you help your team members solve their own problems rather than swooping in to save them. To be a modern manager means you focus on growing and developing your team members in addition to achieving performance metrics. To be a modern manager means you provide autonomy while providing support. To be a modern manager means you do what’s needed even when it is uncomfortable or challenging. To be a modern manager means you invest in developing yourself and take care of yourself so you can do your best work now and in the future. To be a modern manager means you balance logic and love, what is rational with what is best for people. Additional Resources:
    Check out the new podcast website at www.themodernmanager.co Check out the new www.mamieks.com website mamie@mamieks.com

    • 18 min
    99: Show Authentic and Meaningful Appreciation with Dr. Paul White

    99: Show Authentic and Meaningful Appreciation with Dr. Paul White

    Do you ever feel like you’ve shown so much appreciation to someone and yet the recipient doesn’t seem to recognize it? This may be due to a mismatch in languages of appreciation. As managers, it’s critical that we show appreciation that is meaningful to our team members, but figuring out how to do this isn’t always obvious.
    Dr. Paul White is a psychologist, speaker, and international leadership trainer who “makes work relationships work”. His company, Appreciation at Work, provides training resources for corporations, medical facilities, schools, non-profits, government agencies, over 700 colleges and universities, and in over 60 countries. He is the coauthor with Dr. Gary Chapman of The 5 Languages of Appreciation in the Workplace, which has sold over 400,000 copies. 
    Paul and I talk about the five languages of appreciation, how to show appreciation that is actually appreciated, how to not show appreciation that backfires, and basically all things appreciation in the workplace. 
    Read the related blog article: How To Ensure Your Team Members Feel Valued
    Join the Modern Manager community (www.mamieks.com/join) to access dozens of guest bonuses, episode guides and a community of supportive managers in our private Slack team. Members get the Motivating By Appreciation Inventory FREE! This assessment helps you discover your preferred language of appreciation and provides an individualized report and list of action items you can share with your team members to help them “hit the mark” in showing YOU appreciation. 
    If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    KEY TAKEAWAYS
    There are five languages of appreciation at work based on Dr. Gary Chapman’s five love languages: words of affirmation; quality time; acts of service; tangible gifts; physical touch. 46% of people prefer Words of Affirmation. This includes verbal and written (paper and digital) communications. When offering words of affirmation, use the person’s name and be specific about what you appreciate and why. Show appreciation for performance and personal qualities such as cheerful attitude, sense of humor, or dedication. Approximately 40% of people prefer to receive praise in private. Quality time focuses on feeling included. This can be done through small gestures such as informal chatting with a person and spending time talking about work, listening attentively, and providing opportunities for mentorship. Acts of service is about helping to make the other person’s life or work better. This includes proactive acts and offers such as helping on a project, ensuring someone isn’t interrupted while they’re trying to focus, or lending your expertise. Do not confuse acts of service with swooping in to save a failing project or taking over someone else's work. Tangible gifts do not need to be expensive. As long as the item is specific to the person and shows you thoughtfully selected this gift because you were thinking about them. Consider items such as a person’s caffeinated beverage of choice, a magazine featuring a hobby they enjoy, or a memento from a vacation you just took. Less than 1% of the population prefer physical touch. This can be complicated in the workplace and it’s important to respect physical boundaries. Acts such as a handshake, high five or fits bump after an exciting moment are all appropriate.  Physical touch can also be conveyed without contact through a warm smile and looking the person in the eyes. Rewards are not the same as appreciation. Rewards incentivize performance while appreciation shows gratitude for the whole person.  Whenever possible, show appreciation within 24-48 hours after an occurrence, instead of waiting for a formal review

    • 28 min
    98: Finding Balance as a Manager with Bekka Prideaux

    98: Finding Balance as a Manager with Bekka Prideaux

    We’re all in search of the perfect balance of our responsibilities as a manager and getting our own work done. But is this elusive balance even possible or will we forever be pulled in too many directions? 
    Bekka Prideaux is a Leadership Development Coach and Consultant. Over the past 25 years, she has worked with some of the most recognizable brands in the world to develop great leaders, deliver successful projects and impressive business results. Her clients value her pragmatic and fun approach and the unique blend of experience and expertise that she brings. She believes that success starts with leading yourself and your teams and loves working with people to make that happen.
    Bekka and I talk about how to balance getting your own work done and being available to support your team. We get into the three key domains of a manager, dig into effective delegation, and the important nuances of communicating effectively with different team members.
    Read the related blog article: How to Balance the Three Roles of a Manager
    Join the Modern Manager community (www.mamieks.com/join) to access a community of supportive managers in our private Slack team. Get The Curious Choice worksheet and 10% off a coaching package with Bekka along with dozens of other guest bonuses and episode guides.
    If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    KEY TAKEAWAYS
    There is no perfect equation to balancing the role of a manager. But, there is an ideal balance for you and your team at this moment in time. The Curious Choice model says managers have three core responsibilities that overlap in a Venn diagram: (1) leading or setting vision, (2) executing and ensuring others get work done, and (3) coaching and supporting team members. The amount of time you spend doing various activities within the Curious Choice model will depend on your team members, the goals you’re working towards, and other context. It’s important to check in every few months to be sure you’re allocating your time appropriately. Look for activities you can do that hit more than one of those core responsibilities in order to optimize your time. Delegating is a sweet spot as you can do all three at the same time: hand off work and ensure it gets done, explain how this work aligns to the bigger picture, and support the team member to develop new skills or know-how to do this work. Be specific and explicit about what you need from each of your team members. Make it easy for them to give you the right information at the right time, and set them up to successfully complete their work. Get to know your people by asking them questions and truly listening. When you align work with their personal interests, skills and goals, people do their best work. Be clear about when you’re available, and under what circumstances, and when you’re doing your own focused work. Set “office hours” or otherwise signal when people can interrupt you. The job of a manager is not to be putting out fires or rescuing people. Your job is to enable others to solve problems and get work done. Build relationships with your team members to understand what motivates them, how you can support them, and how they want to grow.  Communication is a two way street. You must communicate in a way that the other person understands and is able to act on the message. If the other person doesnt understand and cannot act, you’ve only transmitted, not communicated. Encourage your team to give you feedback, to let you know when you aren’t being clear. Graciously accept their questions and feedback so you can learn and do better. mamie@mamieks.com

    • 28 min

Customer Reviews

4.8 out of 5
89 Ratings

89 Ratings

Clarisse Gomez ,

Awesome Podcast!!!

Mamie, host of The Modern Manager podcast, highlights all aspects of business, success and more in this can’t miss podcast! The host and expert guests offer insightful advice and information that is helpful to anyone that listens!

Capt 32 ,

Love it

Perfect tips and advice for managers. The lessons get my brain going on how to improve my manager ways and improve my organization!

JoshCrist ,

Absolutely incredible! 🙌🙌🙌

This is a must-listen podcast for anyone in a leadership role! Mamie does such an incredible job of bringing on guests who have empowering, insightful and actionable ideas to share - and her interviews are so candid that you actually get to learn in real-time (like you're there sitting-in on the conversation!). Thank you Mamie for bringing this podcast to the world and for the work you do to help level-up managers everywhere!

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