We read in the Wall Street Journal this week about a bank failure in the US due to the mortgage/debt crisis the markets are facing. As it turns out, we have several Manager Tools members there, one of whom is a good friend of ours. Mark sent a quick email to this executive.

When Mark mentioned to another member that he had done so, the member said, “I didn’t want to intrude, so I didn’t say anything.” As Mark asked around some more, he discovered that others felt similarly.

“Didn’t want him to be embarrassed that I knew.”

“Didn’t know what to say.”

“Didn’t think I could help.”

Well, they won’t be embarrassed, here’s what to say, and you CAN help.

And, this cast has a nice surprise ending.

We will conduct the training/seminar at the Marriott East Side in Manhattan (map, sw corner 49th and Lex), from 9 a.m. to 5 p.m.

There will be room for 300 attendees on a first come, first served basis. We apologize for the limitations, but we couldn’t get bigger space for a reasonable price fast enough.

This conference will be FREE. We won’t be trying to sell anything in the back of the ballroom. We’re doing this training free to address many of our listeners and members who have called and emailed asking, “What do I do?”

If you yourself can’t make it, please share this information with anyone who might need this free help in the greater NYC area.

We will cover 4 major topics:

Your Resume - The one’s we’ve seen in the last 1-2 weeks needed LOTS of help.

Your Preparation - How to get ready to interview (and improve your resume).

Your Search - Things you can do now, and how to do them.

Your Interviews - All five parts of every interview, what’s going to happen and what to do in each step.

Again, this training is FREE. We’re doing this to help members and other professionals affected by the difficulties in the financial industries recently.

One of the things that has changed as individuals have had to take over their own career management is more mistakes made by younger professionals. Years ago, larger organizations had a more complete HR approach, and managed their employees’ careers. No longer. Now, younger associates don’t have an HR advisor to turn to, or if they do the advisor is unlikely to have solid recommendations for them (or worse, they tell several people of the problem). More experienced managers and executives are often caught off-guard by the mistakes of their junior team members.

So, what to do? Well, first, we recommend you shut up about it.

Mark has finally gotten around to writing this cast down! Every time Mark teaches this technique to an executive or manager, he turns to Mike and says, “we gotta make this a cast.” And then he doesn’t. When you see this work the first time, you’ll be surprised. In almost any situation, you’ll see a noticeable lessening of the tension. You’ll probably also feel better at moving forward PAST the frustration or difficulties that are being discussed. When you use this with your directs, it often helps begin the process of solution finding.

And to our good friend Rich Ruh, who told Mark this past week at our San Antonio conference that after reading Peter Drucker he was more comfortable around Mark because he realized all these great ideas weren’t Mark’s alone . . . Mark didn’t make this one up either. ;‐)

Note: John’s website can be found here: RiteSite.com

If you aren’t familiar with John’s work, you’re missing something special. John Lucht, the author of Rites of Passage, has been an executive recruiter for the past three decades. And when it comes to advice on the ins and outs of job searching, there is none better. Mark and Mike have been huge fans of John’s work for over a decade — listen in to find out why!

Note: John’s website can be found here: RiteSite.com

If you’re one of our younger listeners, members, or premium subscribers, with less than 5 years in the workforce, chances are you have a MySpace or a FaceBook page. You stay in touch with friends, let people know what you’re doing, share photos, put yourself out there.

And you may have trouble, too.

OR … you’re a manager with one of those people working for you.

And you may have trouble too.

Learn how to get out of trouble in this cast.

Even though “References Available Upon Request” is no longer a good idea, reference CHECKING is on the rise and will only increase in the coming years. It seems like since resumes don’t include the age-old line — the why of which we’ll share — somehow far too many job seekers are caught off-guard by reference requests. Ahh, Horstman’s Christmas Rule!

We’ll tell you how to manage and share your references in this cast. And hey, if you’re maintaining your network, this one is EASY!

We shared - 3 years ago - our recommendations on how to RUN an Effective Meeting. What about our recommendations for how to behave when you’re NOT running the meeting?

We have a series of recommendations, because meetings take up so much of our professional lives. In this cast, #5 in a series we’ll build up over time, we talk about how to be a participant once the meeting gets started.

Whether we like it or not, other people are part of our professional lives. And, as Dale Carnegie sagely noted, “A person’s name, to that person, is the sweetest and most important sound in any language.”

But how to remember them? It vexes the best of us.

And one of the keys: you really don’t have to.

PLEASE NOTE: If you downloaded this show and got part 2 of the Meal Interviews series, I’m sorry. I’ve since corrected the problem. You should now get the correct show.

May 12, 2008 13:48 GMT Update: iTunes has now refreshed the feed. If you downloaded the wrong show (sorry), you may delete the show within iTunes, refresh the podcast list (alt/option click the disclosure triangle next to the Manager Tools podcast), then download the podcast again by selecting the “Get” button next to the latest show. Sorry for the troubles!

We have NO EXCUSE for why we didn’t do this podcast 2 years ago. We get this question all the time, so much so that we’re making it part of the standard weekly show rather than restricting it to the interview tool. Meal interviews are becoming more and more common, even as they become ever less intelligent as a tool.

The cast is really just a long list of small tips – there is very little overarching strategy to share. The STRATEGY is clear, though, right? It’s an INTERVIEW!

And, in this cast, we make a very exciting New Product Announcement!

The Link: Manager Tools Resume Service Description

We surprised some of our members a couple of years ago when we included podcasts on how to attend a party, and how to introduce oneself to someone else. Some saw this as “etiquette”, which the modern business world had, in a sense, done away with. And certainly the world of commerce has changed how people interact, making much of our lives less formal than perhaps they were before.

But at the same time, we’ve also noticed that the blurring of work and family time means more of us are exposed, AT WORK, to situations that call on basic rules of social courtesy. Those managers who do well in these situations are seen as more polished and as better communicators - in short, better future executives.

So, don’t think of this cast as one about “etiquette”. It’s not. It’s about courtesy … and getting promoted.

The fact is, we did not expect three years ago to get such positive responses to our casts and advice on careers and career management. We SHOULD have seen it, but we didn’t (and you’ll learn why in this week’s cast). But we are listening, and thus this week’s cast.

In the same way that “Finances Rule” when it comes to being laid off, PREPARATION makes the entire process so much easier. Both of these recommendations stem from a simple principle: decisions of import made under pressure are dangerous.

So, this week: our Annual Layoff Immunization Guidelines.

Interviewing is one of the real tragedies in most companies. It’s so easy to do it well (once you get over the Horstman Curve), but so few are willing to take the time. Oh, sure, everyone wants to complain about lousy output (low retention, poor performance, attitude difficulties, etc.), but no one seems to be willing to think systemically about the problems.

Come to think of it, there are thousands of companies who never get to the idea that turnover, low morale, and poor performance might just be the output of a broken process: interviewing.

And one of the worst ideas in interviewing is GROUP interviews.

But, since you may very well get one at some point, we have a simple (three key points!) set of suggestions to help you make it through.

Most of us fear being laid off. It’s a good fear to have, frankly - being laid off is a difficult passage for anyone. The fear of being re-employed, the fear of loss of status, the loss of income, risk to one’s family. All good reasons to be scared.

And yet, those who have been laid off express very different emotions than those of us who have not. When those who have been laid off are asked about it, it becomes clear why. It’s not JUST that they’ve, “been through it once and I made it.” It’s what they THEN say: “I’m ready this time.”

And that’s why you’re scared: you’re not ready.

This cast tells you how to start getting ready. And, our entire series about layoffs will be geared to helping everyone get prepared, and helping those that DO get laid off make it through successfully.

If you’ve ever gotten a voicemail which sounded like, “[your name], this is [their name], call me,” you know why we’re doing this cast.

Phone manners have been steadily decreasing for decades. When boys used to call for Mark’s daughter Kate, they would slouch verbally through, “Is Kate there?” and Mark would answer, “Yes,” and hang up. He safely assumed that any person who asked that question was a boy, and not enough of a gentleman to be allowed to speak with her. (At first she rolled her eyes, but later she liked the hurdle that Mark’s demand created: those boys that never got it ended up being…well, boys.)

What about at work? The “Bob this is Joe call me” is only one example. It ranks right up there with “saw that you called, what’s up?” answered with, “did you, errrrr…listen to my voicemail?”

In this cast, we have recommendations for how to leave a voicemail. We think of this as the first cast on phone skills…out of several hundred to come.

This is perhaps the third most important interviewing question, after, “Tell me about yourself,” and behavioral questions. It can be a tough one if you haven’t done some thinking about how you lead and motivate others, and why others perform well when you are leading them.

In this cast, we walk through how to prepare to answer, and how to deliver an impressive answer. Finally, at the end of the show, we share a crucial test that your answer must pass. While you already know the answer to the test, it still catches most people off guard.

Last week we covered the basics as to why “Playing the Game” doesn’t work … today we get into the details of the dreaded Horstman’s Wager MATRIX.

During the show, we refer to the printed matrix included in the slides for this series. Although the slides are typically only available to premium members, given how much easier having the slides can make following this particular podcast, we’ve made this week’s slides available to everyone … enjoy!

We’ve been pleased by the demand for our interviewing product - close to 1,000 purchases so far, and the early feedback has been quite powerful. If you would like to read what folks are saying, you can see that here. And, if you’d like to order, you can do that here.

One of the tenets that distinguishes the casts is its emphasis on preparation. One of the Forum posts actually suggests that folks buy before they think they need it, because many of our suggestions require time to implement (it can take months, done right).

BUT… there are those who disagree. There are interviewees who believe that the key to interviewing is to “play the game”. Many of these folks will tell you that the way to prepare is learn about the company (false, and proven so in Lesson #1), so that one can “be what the company wants”.

Those who have suggested that to Mark meet with his famous response: “you’ve never seen Horstman’s Wager, have you?”

In this cast, we’ll discuss Horstman’s Wager: why “playing the game” is the kiss of death in interviewing.

Even if you haven’t experienced one yet, it’s becoming more and more likely.

What does this mean for you? What’s the best way to approach and be successful at pre-employment tests? This is Manager Tools, and we’ll walk you through it.

If you go to meetings all the time… no, wait. BECAUSE you go to meetings all the time, you need an effective way to take notes. There are certainly a LOT of different ways to do so, but if you ask a hundred or so executives, some common themes emerge about what works and why. For most of us, we write too much, and get too little value, for all the wrong reasons.

We figure, at 10 meetings a week - and we KNOW you go to more than that, it ends up being 5,000 meetings every decade… so maybe 25,000 meetings CONSERVATIVELY in your professional career.

In other words, whether you realize it or not, you need to be good at taking and using your notes.

“Many a friendship — long, loyal, and self-sacrificing — rested at first upon no thicker a foundation than a kind word.”

Frederick W. Faber

We consider thank you notes a part of every manager’s career and management toolkit. Here’s how to write them.

Additional Note: For those of you not close to a stationer or prefer the web, we recommend Crane’s, Dempsey & Carroll, and Mrs. John L. Strong. Crane’s is the classic American stationary provider, famous for their paper quality. Further, a quick suggestion: a higher rag or cotton content in your nicer stationery makes all the difference.

Yeah right.

In this cast, we share one of the best interviewing answer templates you’ll ever hear. It’s simple, elegant, easy to deliver, and surprise, surprise: it directly answers the question.

So what do you when you walk into a party and you don’t seem to know anyone there?

In this cast, we walk through a simple technique for introducing yourself into a small group in an unobtrusive, polite fashion. Everyone can do it … of course, the question is, will you? Are you willing to stand in the corner and have everyone think you painfully shy, and therefore surely not managerial or executive material?

In this cast, you’ll learn how to handle the crucial first five to ten minutes of any interview - Introductions. It is absolutely true that this is a critical part of the interview - first impressions are being formed, and I’d bet 75% of interviewers have a strong indication of how it’s going to go by the time this portion is done. That translates into our gut feeling that this is where 75% of technical interviewees fail. It’s THAT important.

There are essentially four parts to the Introduction:

• Immediate Preparation
• Entering the Room
• Your Greeting
• The Introductory Conversation

It’s really that simple. So how come no one seems to apologize anymore?

Unfortunately, for all kinds of reasons, the art of apologizing has fallen from favor. We think the primary reason is about power - most people mistakenly believe that when they apologize, they’re admitting weakness. In fact, an apology is almost considered to be an incredible show of strength. If you’re apologizing, then you and the recipient must both know that you’ve made a mistake, or created an awkward situation. You’re already in the dog house. Failing to apologize doesn’t say it didn’t happen. it says you don’t think it’s a big deal. And if your boss or associate or team member thinks it IS a big deal, you have - YOU have - just made your first mistake into a double header.

And another reason is that managers don’t know how to apologize, and that’s why Manager Tools is here.

In this cast, we share an elegant three and a half step apology, and talk about some of the misconceptions and glaring errors associated with saying one regrets one’s error. There are three parts:

• What Not To Do
• The Right Mindset
• What to Say And How To Say It

Regretlessly,

Mark and Mike

But there’s another side to the recruiting relationship, isn’t there? What if you want to contact a recruiter, without waiting for them to call you? Maybe you’re recognizing a change in opportunities where you are, or you want to move in a different direction, or perhaps it’s as simple as suddenly inheriting a terrible boss, and alarm bells are going off in your head.

How does one contact a recruiter? What are the basics to consider, and how does one approach them when you’re going to initiate contact? It’s easy if you do it step by step, the Manager Tools way!

Note: During the show, we mentioned we would post a couple of links to some recruiter resources. Hunt-Scanlon is a provider of information about the executive recruiting business - great resource for access to recruiters. Kennedy is a well known technology executive recruiting firm.

• Hunt-Scanlon Corporation
• The Kennedy Partnership

In our Resume Cast, we talked about the PURPOSE of resumes: to create an interview. Now just imagine…wouldn’t it be great if its value didn’t end there? It doesn’t! yes, the resume itself gets you the chance to sell yourself, but buried in the resume are the PERFECT seeds of success, if you’ve followed our guidance.

Listen in to an interesting cast about how your resume and your interviews can be perfectly connected.

Yep! Today we conclude our 2-part series on Meal Etiquette.

You are? GOOD! Then you already know when to start talking business, and whether it’s different at breakfast, lunch and dinner. You know how much alcohol to drink, and how many glasses of wine there are in a bottle. And the ideal way to pay for a meal, or what to do when the check comes. If you know all THAT, then we bet you also know where to seat your guests, and yourself, whether there are 2 or three of you. And, of course, what to order, and what NOT to order. Soup, you say? NO.

And if you’re not sure… that’s why there’s a Manager Tools podcast covering all that and more.

And, as a reminder, you’ll find a number of documents to assist you in this process in the Tools section under Preparing for Your Review Documents.

1. A complete transcript of the entire show
2. A Powerpoint presentation (in PDF form) with a detailed outline of the review preparation process
3. A detailed note-taking form to guide you through the process.

What should you do to prepare for your own?

Think of it this way. Suppose you had three folks working for you, and one of the three spent a couple of hours over the previous months preparing for their time with you. They had reviewed the entire year, prepared better information for you for their review, and had taken their time writing their self-evaluation, including specific data to support their points.

Wouldn’t that be impressive? If there were a close call to be made, might it go in your direction?

In this cast, we walk you through everything YOU need to do to prepare for YOUR review with YOUR boss.

And if you think it’s too early, think again – the timeline is THREE MONTHS!

And, by the way, during the show we promised a couple of things. You’ll find all of these in the Manager Tools website under Tools section under Preparing for Your Review Documents.

1. A complete transcript of the entire show
2. A Powerpoint presentation (in PDF form) with a detailed outline of the review preparation process
3. A detailed note-taking form to guide you through the process.

Folks, no note-taking required … we’ve done all the work for you. As we discussed on the discussion boards, these are examples of what you’ll get with our premium membership program … which will be announced shortly!

Note: So everyone can get a look at the documents associated with this podcast, we’re making this month’s member-only cast available to ALL listeners. Enjoy!

It’s not hard to do well, and in this series of casts, we make it a simple step by step process. If you’re thinking that you already know how, consider that we recommend you need SIX WEEKS to do it well.

1. Whom Should I Ask?
2. How Long Should It Last?
3. You Make the Ask
4. How Does It Work?
5. You Run It
6. The First Meeting is Critical - Script It
7. Be Ready For Feedback

Also, June 26th represents the 1-year Anniversary of Manager Tools. We previously discussed having a special second part of today’s podcast where we would discuss our thoughts about this last year, as well as discuss our plans for the coming year. Unfortunately, the “discussion” was an hour long! So, rather than bundle it with this podcast and create an incredibly large download, we will release an additional podcast in the next day or two with that discussion. Look for it in your podcast player of choice shortly!

We thought we’d address a career management topic that also leverages our recent cast about building your network. We want to discuss the basics of Mentoring.

There’s a lot of different aspects of mentoring. In fact, we have a future show scheduled on how to use mentoring as part of an organizational talent management and development and succession planning program. Believe us, we’re not big fans of corporate plans..but there is a way to do it that is easy and very powerful. Stay tuned for that cast.

This week (and next), though, it’s just the basics. After we talk some big picture stuff, we’ll give you some basic guidelines. In our traditional manner, we’ll cover 7 simple guidelines:

1. Whom Should I Ask?
2. How Long Should It Last?
3. You Make the Ask
4. How Does It Work?
5. You Run It
6. The First Meeting is Critical - Script It
7. Be Ready For Feedback

And one of the most important of the Transition Skills is Building And Maintaining Your Network. Most people are terrible at it. We know this because they have no network.

Now, notice that we did NOT say that the skill was “networking”. That term conjures up schmoozing, and cocktail parties, and too many people don’t like it. So, we’re not suggesting you do that.

We’re suggesting you Build and Maintain Your Network. It only takes THREE SIMPLE SKILLS, and we’ll walk through them.

Oh, yeah … and there’s a blooper in the show. Did you catch it?

If you’re going to do business in the world, or if you’re a manager at a multi-national corporation, you need to know how to shake hands. This cast will teach you in excruciating (grin) detail.

The Ten Steps to a Great Handshake

• Make Eye Contact
• Smile
• Move Forward
• Left Foot Forward
• Elbow IN!
• Web to Web
• Push Them Back
• Grip the Bat
• 1-2 Pumps Only
• Let Go

Some No-Nos

• No double handed grips
• No shoulder clasp
• Do NOT move your hand side to side in any way
• No pulling

I am sure it makes me seem terribly nerdy to break a handshake down this way… but it works, and we know lots of folks want to know, but don’t know where to go. This is one case where if you go to the world wide web, you’ll be reminded of why we started Manager Tools. What passes for training or guidance is almost always irreproducible.