<?xml version="1.0" encoding="UTF-8"?>
<?xml-stylesheet type="text/xsl" media="screen" href="/~d/styles/rss2full.xsl"?><?xml-stylesheet type="text/css" media="screen" href="http://feeds.feedburner.com/~d/styles/itemcontent.css"?><rss xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:wfw="http://wellformedweb.org/CommentAPI/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:atom="http://www.w3.org/2005/Atom" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" xmlns:slash="http://purl.org/rss/1.0/modules/slash/" version="2.0">

<channel>
	<title>1-on-1 Management™</title>
	
	<link>http://www.1-on-1management.com</link>
	<description>Training managers to become effective leaders by developing the critical skills that engage and develop talented employees.</description>
	<lastBuildDate>Mon, 21 Jun 2010 18:40:53 +0000</lastBuildDate>
	<language>en</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>http://wordpress.org/?v=3.0</generator>
		<atom10:link xmlns:atom10="http://www.w3.org/2005/Atom" rel="self" type="application/rss+xml" href="http://feeds.feedburner.com/1-on-1Management" /><feedburner:info xmlns:feedburner="http://rssnamespace.org/feedburner/ext/1.0" uri="1-on-1management" /><atom10:link xmlns:atom10="http://www.w3.org/2005/Atom" rel="hub" href="http://pubsubhubbub.appspot.com/" /><feedburner:emailServiceId xmlns:feedburner="http://rssnamespace.org/feedburner/ext/1.0">1-on-1Management</feedburner:emailServiceId><feedburner:feedburnerHostname xmlns:feedburner="http://rssnamespace.org/feedburner/ext/1.0">http://feedburner.google.com</feedburner:feedburnerHostname><item>
		<title>Random Terror…and Other Workplace Challenges</title>
		<link>http://www.1-on-1management.com/random-terror-and-other-workplace-challenges/</link>
		<comments>http://www.1-on-1management.com/random-terror-and-other-workplace-challenges/#comments</comments>
		<pubDate>Mon, 21 Jun 2010 16:11:14 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[Abuse]]></category>
		<category><![CDATA[Culture]]></category>
		<category><![CDATA[Micro-management]]></category>
		<category><![CDATA[Optimism]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=608</guid>
		
			<content:encoded><![CDATA[OK, so there&#8217;s not enough money on the planet to get me to watch the Fox TV show &#8220;Glee.&#8221; Nope, that&#8217;s not my thing, although &#8211; surprise, surprise &#8211; my wife and daughter both love it. Well, at least I thought I didn&#8217;t like it, until I figured out who Sue Sylvester was. Suddenly that [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/random-terror-and-other-workplace-challenges/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Training? You Don’t Need No Stinking Training!</title>
		<link>http://www.1-on-1management.com/training-you-dont-need-no-stinking-training/</link>
		<comments>http://www.1-on-1management.com/training-you-dont-need-no-stinking-training/#comments</comments>
		<pubDate>Wed, 09 Jun 2010 04:42:17 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[core competency]]></category>
		<category><![CDATA[Optimism]]></category>
		<category><![CDATA[Training]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=593</guid>
		
			<content:encoded><![CDATA[&#8220;Good luck!&#8221; Who doesn&#8217;t love to hear those words? Typically, these are words of encouragement. Joyful, even enthusiastic; designed to leave someone with pleasant feelings about the future. They are not, however, designed to be the two words that describe the sum total of a company&#8217;s training program. Really. Back in the late 80s when [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/training-you-dont-need-no-stinking-training/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>A Simple Leadership Template</title>
		<link>http://www.1-on-1management.com/a-simple-leadership-template/</link>
		<comments>http://www.1-on-1management.com/a-simple-leadership-template/#comments</comments>
		<pubDate>Mon, 24 May 2010 20:07:15 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Culture]]></category>
		<category><![CDATA[Feedback]]></category>
		<category><![CDATA[purpose]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=581</guid>
		
			<content:encoded><![CDATA[&#8220;Leadership&#8221; and &#8220;simple&#8221; probably don&#8217;t go together very well in the same sentence. Who in their right mind would believe that leadership is simple? The challenge, however, is in training a new leader &#8211; where do you start? Take a quick peek at Amazon &#8211; one might start with one of over 60,000 books on [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/a-simple-leadership-template/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Engagement: More or Less Important Now?</title>
		<link>http://www.1-on-1management.com/engagement-more-or-less-important-now/</link>
		<comments>http://www.1-on-1management.com/engagement-more-or-less-important-now/#comments</comments>
		<pubDate>Mon, 10 May 2010 04:17:22 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Engagement]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[employee issues]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=564</guid>
		
			<content:encoded><![CDATA[Hopefully, as a manager, you have become aware of the importance of employee engagement. Hint: As it turns out, engaged employees do better work! Yes, I know, absolutely shocking. But, it&#8217;s true &#8211; those employees that feel genuinely connected to the company, feel valued by the boss, and derive satisfaction from their work, significantly outperform [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/engagement-more-or-less-important-now/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>To Win in the Marketplace, Win First in the Workplace</title>
		<link>http://www.1-on-1management.com/to-win-in-the-marketplace/</link>
		<comments>http://www.1-on-1management.com/to-win-in-the-marketplace/#comments</comments>
		<pubDate>Fri, 19 Feb 2010 05:15:28 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Engagement]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[trust]]></category>
		<category><![CDATA[Workplace]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=518</guid>
		
			<content:encoded><![CDATA[Competition is fierce in consumer packaged goods (CPG), the industry sector that includes food and beverages, footwear and apparel, tobacco, and cleaning products (things that get used by consumers and replaced rather frequently). Product innovation is constant, space on store shelves is limited, and brand awareness is paramount. Even in a good economy, business in [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/to-win-in-the-marketplace/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Should You Create “Undercover Employees?”</title>
		<link>http://www.1-on-1management.com/should-you-create-undercover-employees/</link>
		<comments>http://www.1-on-1management.com/should-you-create-undercover-employees/#comments</comments>
		<pubDate>Fri, 05 Feb 2010 17:19:04 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Boss]]></category>
		<category><![CDATA[employee issues]]></category>
		<category><![CDATA[Listening]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=510</guid>
		
			<content:encoded><![CDATA[&#8220;I would love to see the boss do my job!&#8221; Some employees are getting that chance. Undercover Boss, which debuts on February 7 after the Super Bowl, is the newest television show to join the onslaught of reality show programming. The idea is simple enough &#8211; take a corporate CEO and put him in one [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/should-you-create-undercover-employees/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>I Manage, Therefore I Have Meetings</title>
		<link>http://www.1-on-1management.com/i-manage-therefore-i-have-meetings/</link>
		<comments>http://www.1-on-1management.com/i-manage-therefore-i-have-meetings/#comments</comments>
		<pubDate>Tue, 19 Jan 2010 22:27:56 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Meetings]]></category>
		<category><![CDATA[PowerPoint]]></category>
		<category><![CDATA[presentations]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=497</guid>
		
			<content:encoded><![CDATA[“A meeting is an event where minutes are taken and hours are wasted.”   &#8230;Milton Berle Somewhere, there is an unwritten rule that says all managers are required to conduct limitless meetings. It&#8217;s in the Manager Handbook or something. You get promoted to management, you are required by law to conduct lots and lots of meetings. [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/i-manage-therefore-i-have-meetings/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>What is Your Culture Worth?</title>
		<link>http://www.1-on-1management.com/what-is-your-culture-worth/</link>
		<comments>http://www.1-on-1management.com/what-is-your-culture-worth/#comments</comments>
		<pubDate>Fri, 08 Jan 2010 22:01:02 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Engagement]]></category>
		<category><![CDATA[Culture]]></category>
		<category><![CDATA[Expectations]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Vision]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=487</guid>
		
			<content:encoded><![CDATA[Simple question: Do employees tend to do better work in a demanding workplace culture that is positive, encouraging, and empowering, or will they do better work in a demanding workplace that is negative, critical, and constricting? Notice that in either cases the workplace environment is demanding; i.e., expectations for performance are high, employees are accountable [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/what-is-your-culture-worth/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Eliminating Excuses (and Improving Performance)</title>
		<link>http://www.1-on-1management.com/how-to-eliminate-excuses/</link>
		<comments>http://www.1-on-1management.com/how-to-eliminate-excuses/#comments</comments>
		<pubDate>Mon, 04 Jan 2010 17:12:00 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[evaluation]]></category>
		<category><![CDATA[Expectations]]></category>
		<category><![CDATA[performance]]></category>

		<guid isPermaLink="false">http://1-on-1consulting.com/?p=65</guid>
		
			<content:encoded><![CDATA[The first thing that I learned was results matter. At the end of the day, no matter how much somebody respects your intellect or your capabilities or how much they like you, in the end it is all about results in the business context. You have to be able to demonstrate that you have proven [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/how-to-eliminate-excuses/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Rate Yourself on These Critical Competencies</title>
		<link>http://www.1-on-1management.com/rate-yourself-on-these-critical-competencies/</link>
		<comments>http://www.1-on-1management.com/rate-yourself-on-these-critical-competencies/#comments</comments>
		<pubDate>Sat, 05 Dec 2009 19:59:27 +0000</pubDate>
		<dc:creator>Kelly Riggs</dc:creator>
				<category><![CDATA[Communication]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Appraisal]]></category>
		<category><![CDATA[core competency]]></category>
		<category><![CDATA[Expectations]]></category>

		<guid isPermaLink="false">http://www.1-on-1management.com/?p=412</guid>
		
			<content:encoded><![CDATA[Annual reviews are designed as a part of an overall performance management process. During the typical annual review, managers are usually assessed in a number of mission-critical competencies. Unfortunately, though well-intentioned, the typical review contains a number of flaws. First, adequate training in assessment areas is not always forthcoming. In fact, specific competencies are not [...]<br/>
<br/>
[[ This is a content summary only. Visit my website for full links, other content, and more! ]]]]></content:encoded>
			<wfw:commentRss>http://www.1-on-1management.com/rate-yourself-on-these-critical-competencies/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
	</channel>
</rss>
