Mark and Mike (and any interested Manager-Tools members),
I just wanted to tell you what a profoundly positive impact instituting O3's has had, not only on my effectiveness as a manager, but also on how satisfying my job is. Throughout my career, I've always worked hard to maintain good communication with my direct reports and I think I have been generally successful. Then I found your podcast. After listening for a while, I thought that O3's sounded like a good idea and maybe I would give 'em a shot. Even though my intial efforts have been anything but perfect, the impact on my relationship with the people that report to me has been nothing less than astounding.
Would it be unreasonable for me to [u]require[/u] that managers that work for me have weekly O3's with their reports? What's the best way to accomplish this?
Incidently, I've had no less success when I have used (somewhat clumsily at times) the feedback model. The first time I tried it, I was dumbfounded at how well the adjusting feedback I needed to give was received. And the desired change occured, without pushback, after I gave the feedback. The employee simply didn't see that negatives I pointed out in the "here's what happens..." step.
Thanks for the great podcast. The capitalist side of me wants to suggest that the information you're providing is too valuable to be given away (and, now that I'm hooked, I would gladly pay). The selfish (cheap) side suggests only that you "keep up the good work" :wink: .