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Manager Tools On Demand.

Resources for when Sh!t hits the fan!

Here, you’ll find a curated collection of practical tools and frameworks designed to support you in your leadership journey. From setting clear expectations to fostering accountability and driving team performance, these resources are tailored to help you navigate the complexities of management with confidence and ease.

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Explore the guides below and discover actionable insights to elevate your leadership and empower your team - Click the titles to open the links.

Feedback Without the Cringe

  • Introduces my enhanced SBI Framework (Situation, Behavior, Impact, Solution) for delivering effective feedback.

  • Emphasizes focusing on facts over emotions to ensure clarity and accountability.

  • Encourages open-ended questions to empower employees in problem-solving and growth.

  • Provides real-world examples to demonstrate how to give feedback that builds trust and drives performance.

Manage the Chaos

  • Introduces the Eisenhower Matrix as a tool for managing tasks based on urgency and importance.

  • Provides a 4-step process to help managers prioritize tasks and delegate effectively.

  • Emphasizes reducing overwhelm by categorizing tasks into "Get It Done," "Schedule It," "Elevate Someone," and "Bye Bye."

  • Offers reflection questions to support decision-making and improve time management.​

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1-1's That don't Suck

  • Introduces the 4 Ps Framework (Personal, Priorities, Performance, Politeness) for conducting effective 1:1 meetings.

  • Helps managers build trust, accountability, and high performance through structured conversations.

  • Encourages regular feedback, goal alignment, and team engagement in a focused format.

  • Actionable steps to create a coaching culture that supports continuous growth and open communication.

Coach Through Performance Reviews

  • Introduces the GROW Coaching Model (Goal, Reality, Options, Way Forward) to guide performance and career development conversations.

  • Helps managers empower employees to set clear goals and take ownership of their growth.

  • Encourages open dialogue to identify challenges, explore solutions, and commit to actionable steps.

  • Fosters accountability and continuous development without requiring managers to have all the answers.

Who Owns What 

  • Introduces strategies for effectively managing accountability within teams to drive performance.

  • Emphasizes creating a culture of ownership through clear expectations and consistent follow-through.

  • Provides practical tools to support managers in setting boundaries and addressing performance issues.

  • Encourages empowering employees to take responsibility for their work, fostering trust and results-driven outcomes.

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Any Requests?

  • Let us know if there’s a specific handout or resource you’d find helpful for your leadership journey!

  • Custom Tools for You: Struggling with a management challenge? Request a tailored handout to support your growth.

  • Your Feedback Matters: Share your ideas for new topics or resources you'd love to see in future handouts.

  • Let’s Co-Create: Need practical tools for your team? Drop your suggestions, and we’ll craft something valuable for you

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Podcasts & Webinars with Laura Lillie

Revolutionize 'Managing Up' Partner to Shine Together!
01:19

Revolutionize 'Managing Up' Partner to Shine Together!

Managing Up Is NOT Just Sycophancy—It’s a Leadership Partnership 💡 Managing up isn’t about pleasing your boss—it’s about creating a successful partnership. Too often, people mistake managing up for trying to impress leadership, when in reality, it’s about aligning needs, creating mutual success, and working towards shared goals—for you, your manager, and the company. 👉 What you’ll learn in this 1-minute clip: Why managing up is about partnership, not manipulation. How it helps both managers and employees shine in their roles. Why managing up is really about managing what YOU need to do your job well. How the concept extends beyond leadership—managing sideways, down, and even in personal life. ⏱ Timestamps: 00:00 – Managing up is not about being a “yes person.” 00:20 – How managing up helps both you and leadership succeed. 00:40 – The importance of managing needs across all relationships (not just upwards). 01:00 – Why great leaders manage up, down, sideways, and beyond. 💡 Key Takeaway: Managing up is about understanding needs, creating alignment, and fostering cohesion across all levels. It’s a skill, not a shortcut. 🚀 How do you approach managing up in your role? Let’s chat in the comments!
Key to Effective Management Knowing Your Team
01:22

Key to Effective Management Knowing Your Team

Why Structured 1:1s Are Key to Team Success 💡 Want to know what your team is working on, how they feel, and if they’re aligned? Structured 1:1s are the answer. Checking in consistently with your team isn’t just a good habit—it’s a game-changer for performance, engagement, and retention. Whether you’re holding weekly, bi-weekly, or monthly 1:1s, having a structured approach ensures you stay connected and proactive as a leader. 👉 What you’ll learn in this 1-minute clip: Why knowing your team’s goals, challenges, and alignment benefits everyone. The impact of structured, consistent 1:1s on engagement and performance. How different teams may need different check-in frequencies. A challenge to reflect on: How often are you holding 1:1s? ⏱ Timestamps: 00:00 – Why knowing your team’s goals and alignment matters 00:20 – The power of structured, consistent 1:1 meetings 00:40 – How often should managers hold 1:1s? (Weekly vs. Monthly vs. On-the-Fly) 01:00 – Trusting managers to set meetings that get the best outcomes 💡 Key Takeaway: 1:1s aren’t just a meeting—they’re a leadership tool. The right structure keeps your team engaged, aligned, and performing at their best. 🚀 How often do you hold structured 1:1s? Drop your vote in the comments!
Are People Really Saboteurs
01:19

Are People Really Saboteurs

How to Stay Neutral & Focus on Solutions | Feed Forward Leadership 🔹 When things go wrong in a team, it’s easy to assume someone acted intentionally—but what if we approached the situation differently? Instead of pointing fingers, focus on the outcome, not the mistake. In this video, I share how to remain neutral, gather perspectives, and shift from blame to "Feeding Forward"—a leadership concept that keeps teams focused on maintaining great performance rather than dwelling on past failures. 👉 Watch the full breakdown below and learn how to handle mistakes, improve communication, and build stronger teams: ⏱ Timestamps: 00:00 – Most people don’t sabotage things intentionally 00:15 – Address mistakes quickly, but involve all perspectives 00:30 – Avoid assuming someone was "wrong"—seek understanding 00:45 – Stay neutral and focus on outcome-based decision-making 01:00 – The concept of Feeding Forward—focusing on maintaining success, not past mistakes 💡 Key Takeaway: Feedback isn’t about catching people out—it’s about improving future performance. If you want to lead with clarity, confidence, and a future-focused mindset, let's connect!

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© 2025 Laura Lillie Coaching

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