Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

Archive for selecting managers

This month, I’m featuring blogs for would-be and new managers. If that’s you–or even if you just want to review your business–this is the blog for you.

What are your business priorities? If you’re a new or would-be manager, you may not know. (General managers: This is a great analysis to use with your managers, too).

In my coaching business, Leadership Mastery coaching, I help new clients assess their needs before we set our goals. I’m going to share one of those assessments here with you.

Just What are Business Priorities?

Every day, we managers decide what to do. We attempt to prioritize our actions, but, often, ‘life’ gets in the way (agents wanting ‘just a minute’–crises–you know the drill).A� So that we accomplish the really important things, take a minute and write down those actions you believe will move you closer to more production and profits. I call those ‘business producing’ activities.

Now, write down all the other activities you could do. I call those ‘business supporting’ activities.

Which is the larger list?

Go back to one of my earlier blogs, where I shared my manager’s job description to get a prioritized job description of a manager.

How Systemized and Organized are You?

I find that managers generally don’t think in terms of systems. So, they can’t move very fast. They can’t delegate. They an’t grow a big office for more profits. (In fact, some say they just can’t manage very many people). Just think if Bill Gates, while working out of his garage starting Microsoft, thought that….). I want you to think in terms of creating systems from the things you do. For instance, you recruit. But, do you have a whole recruiting system?

Click here to get my systems and processes’ assessment.

What did you find? What do you want to work on first this year?

General managers and owners: This is a great assessment to use with your managers–and during the interview process.


This month, I’m featuring blogs for would-be and new managers. If that’s you–or even if you just want to review your skills–this is the blog for you. (The picture is there because it reminds me of the awesome advances those contestants on Dancing with The Stars make….)

As I said in an earlier blog, most managers don’t start with a job description. So, they really don’t know what to do each day. They don’t know know the priorities of the person who hired them. They don’t know what they should be held accountable to. In my coaching program (Leadership Mastery coaching), that raises a huge challenge: If you don’t know what to be accountable to, how do you know how you’re doing?

What Are You Good At? What Do You Want to Master?

To help my coaching clients assess their skills, I’ve developed an analysis tool (actually, I have developed many analysis tools) to find out what they feel they don’t need to work on–and what they do need to work on to master their craft (management and leadership).

Before I give you that assessment, write down the 5 skills you believe you are really good at–skills thatA�managers need in their day-to-day work.

Now, write down 5 skills that you want to polish–or you want to gain.

How Are You Going to Gain or Refine those Skills?

There are various methods for you to gain skills:




And, best of all–coaching. Why? Because we adults have a wide variance of skill levels and needs. Training can certainly provide the basic foundation. But, to move toward mastery, we must also initiate coaching. This year, to get to the level of achievement you want, consider hiring a coach.

Click here to get the skills assessment.

What did you learn from the assessment?

General managers and owners: This is a terrific assessment to use with someone you’re thinking of hiring–orA�with your present managers.