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This week, Dan Neumann is excited to be joined by Johanna Rothman \u2014 also known as the Pragmatic Manager. Johanna is a management consultant for managers and leaders. She helps leaders identify their problems and seize the opportunities that they know exist \u2014 but just can\u2019t find yet. She also provides assessments, workshops and training, coaching, speaking, and facilitation. Additionally, Johanna is also an author of some incredible books on the topics of amplifying your effectiveness, hiring, management, agility, scaling collaboration, and more.

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Most recently, Johanna released a triad of management books called, Modern Management Made Easy. These three books are Practical Ways to Manage Yourself, Practical Ways to Lead and Serve \u2014 Manage \u2014 Others, and Practical Ways to Lead an Innovative Organization.

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In their conversation today, Johanna unpacks these three books and shares some of the key pieces of information you will want to know as a manager or leader in managing and leading yourself, others, and an innovative organization.

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Key Takeaways

Johanna\u2019s Modern Management Made Easy Book Series:

Practical Ways to Manage Yourself

Practical Ways to Lead and Serve \u2014 Manage \u2014 Others

Practical Ways to Lead an Innovative Organization

Key lessons from Practical Ways to Manage Yourself:

\u201cManaging oneself\u201d myth: \u201cI must solve the team\u2019s problems for the team\u201d

As a manager, you can\u2019t solve your team\u2019s problems or \u201cinflict help\u201d; instead, you should ask, \u201cDo you need any information from me?\u201d or, \u201cDo you need my help to solve the problem?\u201d

The manager stance of: \u201cDon\u2019t bring me problems, bring me solutions,\u201d is not effective; you should be providing suggestions on where the team member can go next and engage in the problem-solving

Key lessons from Practical Ways to Lead and Serve \u2014 Manage \u2014 Others:

Myth: \u201cPerformance reviews are motivating\u201d \u2014 in truth, they can be incredibly demotivating

As a manager giving a performance review, you should be providing feedback that the team member can take action on and improve from

You shouldn\u2019t be asking more from those that are doing incredibly well and expecting them to deliver even more than what you expect from other people

Don\u2019t make the performance review all about money \u2014 this can be very demotivating

People do need feedback, just not often not in the form of performance reviews (\u201cThere is a difference between feedback and evaluation\u201d \u2014 Johanna Rothman)

Conduct one-on-ones with everybody that you lead and serve on a regular basis (at least every two weeks), and you will come to understand what everyone wants and needs, and how they\u2019re working within the organization

Key lessons from Practical Ways to Lead an Innovative Organization:

Offer feedback and coaching labs within the organization

\u201cIf we can focus more on what\u2019s working in the organization and what\u2019s working with people, we are more likely to achieve the results that we want.\u201d \u2014 Johanna Rothman

Use change-focused feedback and ask for the change that you want

Peer-to-peer feedback works for almost anything (and the key is to do it as soon as you notice a challenge)

Congruence is key (balance yourself, the needs of others, as well as the context you are in)

Ask yourself: \u201cHow do we make it so the team can succeed?\u201d

Resilience as a team is key and it\u2019s important to make sure to balance the needs of everybody (i.e. sometimes we need flexibility and sometimes we can extend flexibility to others)

Intentionally practice management

You don\u2019t have to be a manager all by yourself; you can talk to your peers and work together

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Mentioned in this Episode:

AgileThought.com/Events \u2014 Visit for AgileThought\u2019s upcoming virtual events & RSVP!

Johanna Rothman

Johanna\u2019s Twitter @JohannaRothman

Johanna\u2019s Books

Modern Management Made Easy Book Series

Kurt Lewin

Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise, and Other Bribes, by Alfie Kohn

Pfeffer and Sutton

Behind Closed Doors: Secrets of Great Management, by Johanna Rothman and Esther Derby

Lean In: Women, Work, and the Will to Lead, by Sheryl Sandberg

\u201cWhy A Career Jungle Gym Is Better Than A Career Ladder\u201d

Johanna Rothman\u2019s Blogs

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