112 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, 90 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.

    105: Bringing Kindness into the Workplace

    105: Bringing Kindness into the Workplace

    Who doesn’t want more kindness in their life? Yet it’s not always easy to be kind, especially at work where tensions run high or we risk kindness being interpreted as weakness. Throw a pandemic on top of that and you’ve got an unbelievably stressful environment -- which is when kindness can matter most. 
    Today’s guest is Jaclyn Lindsey, co-founder and CEO of kindness.org. Jaclyn believes that kindness is humanity's greatest asset. It was this ethos that inspired her to launch kindness.org, a global non-profit building evidence-based programs for kinder classrooms, communities and workplaces. 
    Jaclyn and I talk about the science of kindness, the role kindness plays in our work experience, why being kind matters, how you can still show kindness even at a distance, and how to get your team on board with the idea of being kinder at work. Now here’s the conversation!
    Read the related blog article: Simple Ways to Benefit from Kindness In The Workplace
    Join the Modern Manager community (www.themodernmanager.co/join) for the chance to win a copy of Be Kind: A Year of Kindness, One Week at a Time. You must be a member by July 3, 2020 to be eligible. 
    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
    Kindness is a choice, it's an action. Kindness is not the same as being weak, fluffy, feminine or soft.  Research has proven that kindness has a significant effect on happiness and overall well being for the person who acts with kindness, the recipient of the kindness, and a person who witnesses the kindness.  Kindness does not need to be heroic actions. The small daily interactions and behaviors often matter more. For example, simply smiling and greeting someone or asking how they are doing with genuine curiosity. It often takes strength to choose kindness. There are times when we are hurt, betrayed, stressed or resentful and it seems easier to act out of negativity. But rising above and letting something go or confronting it with an open mind demonstrates you are willing to go to great lengths to seek to better yourself and the team. One of the most powerful acts of kindness a manager can do is consistently say good morning to their team members. It’s simply acknowledging the person. You can show kindness at a distance by sending an email, a message on Slack, a handwritten note, calling a team member to check in on them,  etc. Introduce kindness to your team by having a conversation about what kindness means to you. Talk about why kindness matters and what it looks like in a work setting. Let your team know that kindness is welcomed and encouraged.  Often people just need to know that it's acceptable to be kind, it’s expected that we care for each other.  Share stories in a meeting or via Slack of moments where kindness made a difference in your life, or, where you experienced a lack of kindness and how that impacted you.  Think about how you can put kindness at the forefront of all you do, recognizing that we can never fully understand or know someone else’s story, but we can approach each person and situation with a generosity of spirit.  KEEP UP WITH JACLYN
    Twitter: @jaclyndsey and @kindness_org
    Website: https://kindness.org/
    Facebook: @kindnessorg
    Instagram: @kindnessorg
    Email: jaclyn@kindness.org
    mamie@mamieks.com

    • 29 min
    104: Mapping Workflows for Greater Clarity

    104: Mapping Workflows for Greater Clarity

    Process can be a loaded word. For some, it elicits bureaucracy and micromanagement. For others it implies structure and organization. Regardless of how you feel about process, getting clear about what happens, by whom and in what order, can create clarity that instantly reduces friction and minimizes the need to re-do work.  
    In this episode, I walk through my simplified version of process mapping. My approach is designed to generate the right conversations that enable clarity and alignment, resulting in a highly usable visual map. 
    The full episode guide includes both a written overview of my version of process mapping along with a video tutorial. Get it when you join the Modern Manager community or purchase the full guide at www.mamieks.com/store.  
    Get the free mini-guide at www.themodernmanager.co/miniguides.
    Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
    Read the related blog article: Streamline Your Teamwork with Simple Process Mapping
    Key Takeaways:
    Process mapping is a simple and effective way to clarify any repeated workflow. Don’t worry about all the technical components of process mapping. Focus on producing a document that is usable by you and the team.  When mapping, consider the following elements: (1) what actions, tasks or steps need to happen in what order, (2) what decisions need to be made, (3) what tools, resources, templates, checklists, etc are needed for each step. Consider who (person or role) will take each action and who will be involved in which decisions. Use a RAPIDS or other decision model to further clarify how a decision will be made. Brainstorm and create a draft map as a starting point. Invite others involved in the process to enhance the map. Start by mapping a process or workflow that isn’t working well. Map one process at a time. It’s normal to spend 1-10 hours to complete a process map. Consider this an investment up front which will save you many hours and frustrations in the future. Decide how to best use your map - post it on a wall, store it in a digital document, print and put in a binder. Revisit the map as often as is needed to help you stay on track. Update the map with new learnings as you discover how to better streamline the work, need additional steps, etc. Additional Resources:
    Lucid Chart free mapping tool www.lucidchart.com/‎ Episode 88 Models and Methods of Decision-Making  mamie@mamieks.com

    • 19 min
    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

Customer Reviews

4.8 out of 5
90 Ratings

90 Ratings

LunaLover11 ,

Great Show!!

I am a huge fan of The Modern Manager podcast. Mamie, the host is full of wisdom and insight and covers all topics in management, leadership, team building, relationship enhancement, and so much more! Not only is this content valuable in the work space, but in ones personal life as well. Thanks Mamie!

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!

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