The Modern Manager
Mamie Kanfer Stewart
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Top 10 The Modern Manager Episodes
Goodpods has curated a list of the 10 best The Modern Manager episodes, ranked by the number of listens and likes each episode have garnered from our listeners. If you are listening to The Modern Manager for the first time, there's no better place to start than with one of these standout episodes. If you are a fan of the show, vote for your favorite The Modern Manager episode by adding your comments to the episode page.
226: Focus on the Big Things with Erik Qualman
The Modern Manager
10/18/22 • 32 min
Focus: It’s an important skill for the success of any organization or individual. While it's natural for anyone to get distracted by new ideas, potential projects, overwhelming to-do lists, and ongoing problems, learning how to focus can save us time and energy in the long-run.
Today’s guest is Erik Qualman. Erik is five-time #1 Bestselling Author and Keynote Speaker who has performed in over 55 countries and reached over 50 million people. He was voted the 2nd Most Likeable Author in the World behind Harry Potter's J.K. Rowling. He is the host of the popular Super U Podcast and his work has been used by the National Guard to NBC Universal to NASA.
Erik and I talk about what it means to really be focused. He shares his lessons learned and best tips and tricks for how you and your team can accomplish great things simply by staying focused.
Members of the Modern Manager community get a Buy One Get One Free deal on two of his products. The first is his Kittycorn card game, designed for any group to learn easily and have a great time. The second is his book, The Focus Project, designed to provide solutions to the challenge of focusing in an unfocused world. Get them both when you join the Modern Manager community.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Read the related blog article: How To Focus So The Big Things Get Done
KEEP UP WITH ERIK
Instagram: https://www.instagram.com/equalman/
Twitter: https://twitter.com/equalman
TikTok: https://www.tiktok.com/@equalman.official
Super U Podcast contact: [email protected]
Key Takeaways:
- Fear of failure disrupts focus. Remember that evaluated failure makes us better. Learn from mistakes.
- When you fix clients’ problems, they are 3 times more likely to be repeat customers.
- People don’t love us because we’re perfect, but because we’re perfectly flawed. Aim to be “flawsome.”
- Trying to do too many things is almost always the wrong approach. Focus on crushing one thing, even if it requires you to cannibalize your own product line.
- When you add more tasks, subtract others so that you don’t overstuff your To Do list.
- The Army Ant tries to do too much at once. Put one project on hold or label one “major” and focus on it first.
- The Squirrel loves shiny objects and has trouble completing tasks. Make a commitment not to move on to other work until you’ve completed your priority at hand.
- The Chameleon is a people pleaser who has difficulty saying no. Find little wins for saying no, ask yourself if this is what you want to be doing, and don’t guess what others want.
- The Hedgehog is cautious about taking risks. Let go of perfectionism before moving forward. Do the Superhero pose to reduce cortisol and empower yourself.
- Be firm in your destination but flexible in your path. Let go of sunken costs, even if it’s hard to move on. Ask why you do things a certain way and if you can change. Go where the market and future opportunities are.
248: How to Fix Common Mindset Mistakes with Dre Baldwin
The Modern Manager
03/28/23 • 31 min
At some point, we’ve all been told to “Work smarter, not harder.” But what does that actually mean? Working smarter often means recognizing the importance of mindset in our work. The way we approach tasks, challenges, and even successes can have a significant impact on our team. Recognizing when your mindset isn’t serving you can help you overcome obstacles and achieve your goals.
Today’s guest is Dre Baldwin. Dre is CEO and Founder of Work On Your Game Inc. He has given 4 TEDxTalks and has authored 33 books. Dre had a 9-year professional basketball career, playing in 8 countries. His framework is the "roadmap in reverse" for professional mindset, strategy, systems, and execution.
Dre and I talk about one of his chapters from his book Work On Your Game where he lays out mental mistakes that good people make that can inhibit you and your team from accomplishing your goals.
Members of the Modern Manager community get a chance to win one copy of Dre’s book, Work On Your Game. Get it when you join the Modern Manager community.
Get FREE mini-sketchnotes with the big idea from the week’s episode delivered to your inbox when you subscribe to my weekly email.
Read the related blog article: Four Common Mental Mistakes That Trip Managers Up
KEEP UP WITH DRE
LinkedIn: http://LinkedIn.com/in/DreAllDay
Facebook: http://Facebook.com/WorkOnYourGame
Twitter: http://Twitter.com/DreAllDay
Instagram: http://Instagram.com/DreBaldwin
YouTube: http://YouTube.com/Dreupt
Website: http://DreAllDay.com
Key Takeaways:
- Mindset impacts success. Unhealthy ways of thinking can block us from our goals.
- Replaying negative memories/worries in our head robs us of the potential energy of the present moment. Acknowledge the mistake and move on, so your brain doesn’t habitually get stuck in negativity.
- Cover the basic principles and don’t assume what people know. Thinking bigger may get you off track, so return to the fundamentals often.
- Remember to focus on “being” as much as “doing”. Consider who you need to be to reach your goal. Bringing new energy can bring different results.
- Being important is about making an impact. It’s possible to be nice by doing the hard things that ultimately benefit everyone instead of trying to please people in the moment.
- Model approaching goals with a healthy mindset and keep communication open.
Additional Resources:
- Dre’s Free book, The Third Day
- Work On Your Game University
- Free training to increase business without working harder
- Dre’s number to get his free #DailyMotivation text: 1.305.384.6894
81: You May be Unknowingly Self Sabotaging with David Neagle
The Modern Manager
12/11/19 • 28 min
We all have moments when we get in our own way. Our conscious mind is saying “this is what I want” but our subconscious mind is saying “actually...I don’t think so.” This result is a confusing mess of self-sabotaging behaviors.
David Neagle is the founder of the multimillion-dollar global coaching company Life Is Now, Inc, helping thousands of entrepreneurs, experts and self-employed professionals gain the confidence and find the right mindset to increase their revenue, turning their endeavors into seven- and eight-figure ventures. He is also the bestselling author of The Millions Within, a book focusing on intention, focus and awareness to build your dream business and life.
David and I talk about how self sabotaging works, why we self-sabotage, how to overcome your own tendencies to self-sabotage, and how to talk with your team about their self-sabotaging.
Read the related blog article: Why We Self-Sabotage and What We Can Do About It
Join the Modern Manager community (www.mamieks.com/join) to get David’s course The Art of Success for free. The Art of Success is truly a tool of self-empowerment like none other. It teaches you exactly HOW to rise above your circumstances and live a stronger, more liberated, more fulfilling life.
If you work for a nonprofit or government agency, email me at [email protected] for 20% off any membership level.
Subscribe to my newsletter to get episodes, articles and mini-guides delivered to your inbox: mamieks.com/join.
Register for my course on delegation: Make More Time: Everything a manager needs to know to delegate successfully. Registration closes January 10, 2020. Early bird pricing ends December 31, 2019. Get a special bonus PDF “5 Common Mistakes to Avoid When Delegating” for free when you sign up before December 20th.
Members of The Modern Manager community get 10% off!
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Key Takeaways:
- The brain is hardwired to keep us safe, alive and reproducing. Anything that threatens those (think: anything that requires a change and feels risky) can trigger a self-sabotaging behavior.
- Self-sabotaging tends to occurs in one of two ways: (1) we get hyper-focused on something irrelevant and (2) we create a problem for ourselves.
- In both cases, it’s subconscious, but we let our attention be drawn from where it should be and instead focus on a distraction.
- Once you agree with the distraction or lean into the self-made problem, you’ve gotten yourself stuck and all progress toward your goal will end.
- The first step toward overcoming self-sabotaging is to be aware of how it works for you.
- Evaluate the choices you’ve made of what to focus on, how to behave, etc.
- If you anticipate that you’re likely to avoid a behavior, try scheduling it and bundling it with an activity or reward you enjoy.
- Talk with your team members about self-sabotaging to help them recognize their potential tendencies.
- Create a safe space for people to share personal struggles and perspectives.
- Often we carry stress from outside of work into the office. When you can get to the root of the problem, it’s easier to address the subconscious desires.
- When something goes wrong in a project, help your team member diagnose what happened. Listen actively for their perspective and potential self-sabotaging behaviors. Then support them to develop their own strategies to address it.
- To counter self-sabotaging, discover what deeply motivates yourself and your individual team members. Focus on lifting up these motivations.
KEEP UP WITH DAVID
Podcast: The Successful Mind Podcast
Website: www.davidneagle.com
Instagram: https://www.instagram.com/david_p_neagle/
193: Navigating Change, Ambiguity and Uncertainty with Russ Linden
The Modern Manager
03/01/22 • 33 min
As managers, we have a responsibility to help our employees find stability in a time of chaos. To do this most effectively, we need to understand how the brain functions best—and most importantly, how it can go wrong. Understanding the neuroscience of change will give us unparalleled insight into managing moments of uncertainty and times of change so that our team members remain productive, engaged, and loving their work.
Today’s guest is Russ Linden. Russ is a management consultant, leadership instructor, and author who's worked with public and nonprofit organizations for 36 years. He specializes in change management, collaboration, and the use of influence (when formal authority won't cut it).
Russ and I talk about the experience of navigating change, how to better deal with ambiguity, the phenomenon called loss aversion, the relationship between change and learning, and so much more.
Members of the Modern Manager community at the Sprout level and above get 30% off all of Russ’s books, including his latest, Loss and Discovery: What the Torah Can Teach Us about Leading Change. Get it when you join the Modern Manager community.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Read the related blog article: How Managers Can Create Stability In Unpredictable Times
KEEP UP WITH RUSS:
Website: www.loss-discovery.com
Facebook: www.facebook.com/russ.linden.9/
Key Takeaways:
- Our brains are wired to perceive a lack of control, predictability, and certainty as threats.
- Create stability for your team by building steady, predictable relationships. Be an honest, trustworthy leader they can depend on.
- Define and implement your company’s core values so your team knows what to expect and how the organization operates.
- Loss aversion is the brain’s way of avoiding the pain of loss which is stronger than the desire for winning.
- Honestly address the potential losses that arise with any change. Give your employees space to mourn these losses.
- Our brains continue growing new cells and neural pathways throughout our life, called neuroplasticity.
- Shrink the overwhelm of change by reminding your team what’s not changing. Assure them that the changes are not their fault and compliment them on their past work.
- People value what they make themselves, the IKEA Effect. Give them choices so they feel more a sense of control over the changes.
- Build on your team’s strength while minimizing weaknesses, so they don’t lose their sense of competency.
Additional Resources:
181: How to Foster Self-Directed Learning with Tom Tonkin
The Modern Manager
11/30/21 • 24 min
From a young age, much of our lives have been directed by others. Our parents, teachers, and other adults tell us what to do and how to do it. In many cultures, it’s not until adulthood that we are truly able to be self-directed, and by that point, it can be difficult for some of us to know how to show up most effectively without the constant direction from others. Yet self-direction is an important, and often underutilized, skill in today’s workplace.
Today’s guest is Dr. Tom Tonkin. Tom is an award-winning researcher, author, and CEO and Founder of The Conservatory Group with 25 years of experience in corporate America under his belt. Tom’s organization provides high-touch services to business executives that want to improve themselves, their team, and their environment. Tom is also involved at an executive level in two organizations with DE&I at the forefront, SAMI and Diversity Equity Inclusion.
Tom and I talk about variations in how our brains work and different styles, how that impacts how we collaborate with our team members, how our brains like to learn, and a lot more.
Members of the Modern Manager community get the Self-Directed Learner Assessment. Updated with the latest research, this resource will help you improve your self-direction. Get it when you join the Modern Manager community.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Read the related blog article: How Managers Can Support More Effective Learning
KEEP UP WITH TOM:
- LinkedIn: https://www.linkedin.com/in/drtomtonkin/
- Twitter: @DrTomTonkin
- The Conservatory Group: https://www.theconservatory.group
Key Takeaways:
- There is a spectrum of preference from completely self-directed (independent) to completely directed (dependent) when it comes to learning and managing ourselves.
- Managers who like to command, tend to work well with people who prefer to be directed. Managers who like to be hands-off, tend to work well with people who are highly independent.
- Managers need to learn to work with all types of people regardless of style or preference.
- We learn soft skills and hard skills differently because they live in different parts of the brain.
- When we teach soft skills of dealing with people, we need to teach through roleplaying.
- When roleplaying, it’s important the conditions be as real as possible e.g. no psychological safety, similar context, so people can learn through real practice.
- Hard skills can be taught through more traditional learning methods and practice modes.
- If we increase our desire, initiative, persistence, and resourcefulness, we can strengthen our conative brain and learn new skills.
145: Communication Beyond Email, Slack and Zoom with Josh Little
The Modern Manager
03/16/21 • 30 min
Our modes of communication have grown seemingly exponentially over the past few decades. From email to texting, Slack to Zoom, we’re communicating faster than ever before. Yet, even with the combination of tools at our disposal, there are still moments when none of them are quite right.
While you might be thinking, oh no, not another communications app, consider this: We have yet to harness the power of video in asynchronous communications at work. It’s grown in popularity for social connecting so consider how it might enhance your existing communications to build relationships and move work forward.
Today’s guest is Josh Little. Josh is the founder of four tech companies–Maestro, Bloomfire, Qzzr, and Volley–that have collectively been used by hundreds of millions of people. His work has been featured in Tech Crunch, Mashable, Entrepreneur, Inc., and Forbes. With two successful exits and a third pending, he’s currently on a mission to save the working world from death-by-meetings with his fourth creation, Volley.
Josh and I talk about how to connect with your team using video messaging. We talk about how to make our communications more effective, efficient and inclusive, plus more good stuff.
Members of The Modern Manager get my guide to team communication tools. In it, I share my approach and tips for which apps are best suited to which types of communication needs. Get it when you join the Modern Manager community or purchase the guide at www.themodernmanager.com/shop.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Read the related blog article: Why Email and Zoom Are Hurting Our Teams And What Else To Use
KEEP UP WITH JOSH
Website: https://www.volleyapp.com/
Key Takeaways:
- Historically, asynchronous communications are written like email and text is; we read and respond at any time.
- Historically, synchronous communications are meetings; we need to be present with each other at the same time to communicate.
- The Volley app offers a unique opportunity for asynchronous, video communication.
- The problem with communicating via text and email is that it wastes a lot of time. The average person types 19 words per minute but can speak 150 words per minute.
- We lose about 93% of the communication that comes from voice, tone and body language. This often leads to miscommunications or the need for many back-and-forth messages.
- In person or Zoom meetings require us to set aside chunks or our day and disrupt our ability to get into deep work.
- Asynchronous communications allow people time to think before responding which can lead to greater engagement from introverts and deeper thinking overall.
- Teams using Volley have experienced a strengthening in relationships and more “water-cooler” type talk.
- Managers have also used Volley with individuals on their team which has enabled more natural conversations to unfold, leading to continued alignment and faster speed of work.
- Different work tech apps serve different purposes. Slack is good for simple information sharing. Zoom or in-person meetings are best for emotionally charged topics, complex discussion, as well as weekly team meetings.
- Introduce Volley to your team as an experiment. Try it out for one topic to get your team excited about what it has to offer instead of demanding a transition onto the platform as the new way to work.
Additional Resources:
144: Optimal Decision-Making With Timothy Yen
The Modern Manager
03/09/21 • 31 min
Many people struggle to make decisions when we have competing interests. It can be hard to navigate the needs of various stakeholders along with our own emotions and desires. Instead of getting lost in confusion, we need a step by step approach that facilitates us to think through the different dimensions and discover the solution that creates a win-win-win.
Today’s guest is Timothy Yen. Tim is a psychologist with a Doctorate in Clinical Psychology and emphasis in executive consultation. He is the author of "Choose Better: The Optimal Decision-Making Framework”. He practices in the San Francisco Bay area and leads conferences and retreats around the globe. Between his years in private practice and another eight years as a Mental Health Staff Sergeant in the US Army, he’s empowered hundreds of individuals, families, organizations, and teams to develop authentic relationships and grow into their best selves.
Tim and I talk about how to make optimal decisions. We get into why we make poor decisions, or worse, are indecisive, and how to apply Tim’s framework to help you and your team members make better decisions every time.
Get the Optimal Decision-making Framework Checklist when you join the Modern Manager community.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Register for Managing by Personality: www.themodernmanager.com/courses/personality
Read the related blog article: The Four Step Process To Making Better Decisions.
KEEP UP WITH TIMOTHY
Website: www.timyen.com
Instagram: https://www.instagram.com/choosebetterconsulting/
Facebook: https://www.facebook.com/timothyyenpsyd
LinkedIn: https://www.linkedin.com/in/timkyen/
Key Takeaways:
- An optimal decision is one that reflects your values while also meeting the needs of everyone involved.
- There are four core pillars to optimal decision-making: (1) your emotions; (2) your values; (3) others’ values; and (4) reality constraints.
- Pillar Number One: What emotions come up when you are making a tough decision? Reflect on both what you feel and why you are feeling this way.
- Pillar Number Two: What are your values? Consider what is important to you and what outcomes you would like to see based upon these values.
- Pillar Number Three: What does your team (or other stakeholders) want? Ask people about their values, desires and ideas if you’re not sure.
- Team members from different cultural backgrounds come with different expectations. Ask your team where they got their values from to get to know them better and gain greater insight into what they want.
- Pillar Number Four: What are the reality constraints? What factors - like your manager’s expectations or budget constraints - affect your decision?
- Balance competing interests and values while staying true to yourself. Build trust by listening to your team’s ideas while accommodating your manager’s expectations.
Additional Resources:
133: Managing People to Become Their Best Self
The Modern Manager
12/15/20 • 34 min
You might say that a manager’s central job is to help their team members become their best selves. When we help our colleagues live up to their potential and optimize their strengths, we can achieve the magic combination of high performance and satisfaction.
Today’s guest is David Hassell. David is a serial entrepreneur, business columnist, and speaker, who believes that when leaders support their employees in becoming their best selves, high engagement, performance and uncommon loyalty naturally result. As co-founder and CEO of 15Five, David and his team have developed industry-leading performance management software that helps leaders and managers drive high performance and build phenomenal cultures via a suite of features including weekly check-ins, OKR tracking, 1-on-1s, and peer appreciation. While at 15Five, David created the science-inspired Best-Self Management methodology that helps leaders and managers address the hidden factors that stimulate sustainable growth and development – things like intrinsic motivation, growth mindset, strengths, positivity, and psychological safety in the workplace.
David and I talk about the ideas behind the best self methodology. We get into behaviors, mindsets and models that can help you be the kind of manager you wish you’d had.
Get the 50% off 15Five’s Best-Self Management program when you become a member of the Modern Manager community at themodernmanager.com/join. Plus, take advantage of the holiday Buy One - Get One holiday special. Get one month of free membership to give to the person of your choice when you become a member before December 31, 2020.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.
Read the related blog article: How To Help Your Employees Become Their Best Selves
Key Takeaways:
- Managers can help employees become their best selves by combining psychological safety with the growth mindset.
- To create a healthy environment of trust and psychological safety, employees need to feel like they can speak openly without negative repercussions.
- Move from the Victim/Villain/Hero Triangle mindset into a space of curiosity called the Coach/Creator Mode by entering a conversation with curiosity about the problem rather than a fixed opinion.
- Ask yourself: “Am I Above The Line (curious and open) or Below The Line (fixed and blaming)? Employees will react defensively if you go into situations with a rigid perspective.
- Seeing “The White Space” means seeing an employee’s strengths and the potential for who they could be. A manager who believes deeply in an employee’s abilities despite their struggles can transform someone blocked by self-doubts.
- Focus on developing your staff’s strengths rather than improving weaknesses. Find where their natural talents and passions overlap - called the Zone of Genius - to create fulfilled, productive teams.
- Be wary of falling into the trap of the Zone of Excellence, in which the person is good/skilled at the activities but it’s not their passion.
- Embrace your own imperfections as someone on the same growth journey. Admit your own vulnerability and show your team that you are also journeying together with them to become your best selves.
- Growth mindset only works when combined with an environment of psychological safety. Focusing only on growth can leave employees feeling burdened by “never being good enough.” They need to know that they can share their struggles and you’ll be there to listen.
Resources:
KEEP UP WITH DAVID
Website: 15Five.com
Twitter: @dhassell
Podcast: Best-Self Management podcast - 15Five.com/podcast
Best-Self Management program: https://academy.15five.com/bundles/from-manager-to-leader
194: Build a Culture of Accountability
The Modern Manager
03/08/22 • 13 min
Accountability, when done right, isn't about exerting power or authority. It’s not about enforcing punishments or negative consequences. Instead, it’s about making sure that everyone does what they commit to doing through shared responsibility for success. Managers who do this develop strong teams with strong performance. Those who don’t do this end up with extra pressure on themselves and disengaged employees who are underperforming or unhappy in their jobs - both of which are downright unhealthy for everyone.
Today's episode is about how to create a culture of accountability. Accountability often feels hard, in part because it's the thing we do when something goes wrong. Instead, you can make accountability ever-present on your team so that everyone holds themselves and each other accountable.
The full episode guide contains more detailed actions, questions for reflection, and worksheets to help you foster a culture of accountability with your team. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.
Get the free mini-guide at themodernmanager.com/miniguides.
Subscribe to my newsletter to get episodes, articles, and free mini-guides delivered to your inbox.
Read the related blog article: 5 Steps to Creating a Culture of Accountability
Key Takeaways:
- Accountability at work is not an individual burden on the manager but about creating a culture of accountability that is shared by the team.
- Without a culture of accountability, the best workers leave and performance suffers.
- Articulate and model your team’s values and expected behaviors. Own your mistakes when you misstep to foster trust.
- People take seriously what they feel responsible for. It’s essential to connect accountability to celebrating successes and to give credit when it’s due.
- Teammates who care about each other and feel valued by their manager don’t want to let each other down. Shared accountability means they will push each other even when the boss isn’t around.
- Explain why the expectations matter and how it impacts them, you, the team, and/or the organization’s success.
- Create a safe space for your team to admit their mistakes. Encourage questions, provide support, and don’t blame when things go off track.
- Have organic, real-time conversations and scheduled 1-on-1s to provide positive feedback and address concerns.
Additional Resources:
332: Unlock High-Impact Team Performance with Simpler Delegation Tools with Brian Irwin
The Modern Manager
11/12/24 • 30 min
Do you struggle with giving your team members more ownership and authority? If you’ve ever wrestled with how to empower your team with confidence, today’s guest will tell you exactly what to do.
Meet Brian Irwin. Brian is an author, speaker, coach, and mentor. He has a history of successfully leading management teams through complex transformations. Brian considers himself a "strategic simplifier" and has a passion for bringing humanity back into the workplace. He is also a recovering '80s hair band guitarist.
In this week’s episode, Brian reveals his framework for unlocking hidden potential in every team member. His approach revolves around simple, effective tools that empower employees by defining decision-making authority, mapping team competencies, and identifying the hidden costs that hinder productivity.
Join the conversation now and learn how to maximize your team’s impact through smarter yet simpler delegation tactics!
Get FREE mini-episode guides with the big idea from the week’s episode delivered to your inbox when you subscribe to my weekly email.
Conversation Topics
- (00:00) Introduction
- (02:02) People should be led, and work should be managed
- (03:30) What’s stopping managers from empowering their teams
- (06:54) Empower your team using the Delegation Tool
- (11:57) The Internal-External Strategic Action Plan explained
- (17:03) Why alignment isn’t achievable with automation
- (19:56) Mastering delegation using a skill competency grid
- (25:27) A great manager Brian has worked for
- (27:29) Keep up with Brian
- (28:22) [Extended Episode Only] Hidden costs that are holding your team back
- (33:26) [Extended Episode Only] Benefits of engaging employees in organizational change
Additional Resources:
Get the extended episode by Joining The Modern Manager Podcast+ Community for just $15 per month
Read the full transcript here
Follow me on Instagram here
Visit my website for more here
Upskill your team here
Subscribe to my YouTube Channel here
Keep up with Brian Irwin
Follow Brian on LinkedIn here
Download his book here
Visit his official website for more information here
FREE Hidden Cost Assessment Engagement
Brian is offering one member of Podcast+ a hidden costs assessment, usually priced at $10,000. Brian will interview your team members and produce a custom report that includes quotes and a breakout of hidden costs by category. Prior engagements have identified an average of $50,000 per person in hidden costs identified!
To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community.
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The Modern Manager is a leadership podcast for rockstar managers who want to create a working environment where people thrive, and great work gets done.
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FAQ
How many episodes does The Modern Manager have?
The Modern Manager currently has 364 episodes available.
What topics does The Modern Manager cover?
The podcast is about Management, Entrepreneurship, Podcasts and Business.
What is the most popular episode on The Modern Manager?
The episode title '120: How to Develop Effective Habits for Managers' is the most popular.
What is the average episode length on The Modern Manager?
The average episode length on The Modern Manager is 28 minutes.
How often are episodes of The Modern Manager released?
Episodes of The Modern Manager are typically released every 7 days.
When was the first episode of The Modern Manager?
The first episode of The Modern Manager was released on May 11, 2018.
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