Bandwidth Allocation (Productivity) in Theory and Practice

This free video is part of our Summer Scale Up series. We’re helping you accomplish more with a month of helpful content on scaling yourself in July.

In this video, you’re going to learn about why maximum productivity is important.

This video is an excerpt from the Maximizing Your Personal Productivity section of our Advanced Management Training.

Advanced Management Training is an MBA in a box! You’ll learn hiring, mentorship, communication & persuasion, productivity hacks, negotiation & leadership skills, + more.

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New Course Published: The Essentials of Giving and Receiving Feedback

Learn How to Give Constructive Feedback, Build Effective Teams, and Continuously Improve

*Get $5 off the course*

In this course, you’ll develop communication skills, learn specific feedback methods, and see examples of leading group meetings, giving performance reviews, giving real-time constructive feedback, creating a collaborative team culture, and implementing systems that lead to continuous performance improvements.
• Learn to Be a Better Leader with Great Feedback Skills
• How to build trust and between people in a professional setting
• Communication skills for giving effective feedback
• Specific feedback methods and examples of them in action
• Building towards continuous feedback culture (e.g. people operations and analytics)

Master One of the Most Important Skills for Great Managers and Founders
Your ability to give, receive, and use feedback is one of the most critical skills in business and in life–and that’s borne out by research. According to research published in the Harvard Business Review in 2016, internal trust is the #1 predictor of team effectiveness. This course on feedback and team communication is relevant to all professionals–for senior managers, shift leaders, new team members, startup teams, and freelancers.

Communication Can Only Create Positive Change If It’s Done Well
Ideal for a professionals in all industries, organizational structures and sizes, and geographies, in this course you’ll learn how to build trust, how to work with a variety of personalities, how the world’s leading companies attract and retain top talent, when and how to use information that you’re receiving in the form of feedback, and a lot more.

This interactive training series starts with a section on building trust within teams, offering specific, actionable strategies that you can start using right away. This section includes a variety of tools–from formal psychology analyses to fun, collaborative games taught at comedy schools to foster on-stage communication. You’ll learn what these tools are, how to use them, why to use them, and specific step-by-step methods for building team trust.

In section two, you’ll learn communication skills that will help you, your team, and/or your partners and clients exchange feedback to improve outcomes. You’ll learn what good feedback looks and sounds like, what growth-oriented communications are, how to solicit feedback, and how to steer conversations so that you can be a stronger leader or manager. These communication skills are 100% necessary if productive feedback is going to be possible.

In section three you’ll learn specific forms of feedback e.g. how to use group feedback sessions effectively, how to use digital mediums (e.g. messaging apps or email) for feedback, how to be a good coach or mentor, how to lead performance reviews and performance improvement talks, and more. You’ll get specific step-by-step methods for implementing these strategies so that you’re supported with an easy-to-follow structure as you build your skills in this area.

Then, in section four, you’ll see the feedback methods you’ve learned put into action with examples and role-playing exercises performed on screen. This will enable you to see what you’ve learned in action so that you have a learning reference available to you any time you need it.

In the final section, you’ll learn the foundational principles of people operations and people analytics. You’ll start to build your knowledge of continuous feedback methodologies which have proven to be the most effective and rapid prescription for improving performance in a fast-changing world. These methodologies are being used at top firms like Google, Proctor and Gamble, and others.

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From U.S. News: 5 Terrible Workplace Policies That Good Companies Don’t Have

 terrible workplace policies

“Workplace policies are supposed to serve the needs of the business – which include attracting and retaining great employees. And yet some truly terrible policies have stuck around for decades, despite fairly sweeping changes in work culture. These policies are often rooted in outdated work norms and a lack of trust from managers toward employees – which is one reason why good companies and good employees don’t want anything to do with them.

Here are five of the worst workplace policies that good companies jettisoned long ago but which lesser companies continue to cling to.”

terrible workplace policies

From Inc.: Why You Should Encourage Your Employees to Develop an Entrepreneurial Mindset

entrepreneurial mindset

“Fostering an entrepreneurial spirit in the workplace – even if it means letting employees take on side projects – is the ultimate growth hack.

It might seem counter-intuitive to encourage your employees to take on side projects. After all, business owners want their staff to be 100% invested in the job they’re being paid for.

But at O2E Brands, we’ve learned there are huge benefits to nurturing an employee’s entrepreneurial mindset. It ignites their innovative spirit, and it encourages them to take risks that push our business forward.

Here’s how you can develop a successful entrepreneurial mindset among your employees.”


From Harvard Business Review: Work-Life Balance Is Easier When Your Manager Knows How to Assess Performance

work life balance

“Changing the way we evaluate goes to the very core of good management. Think about how much more competitive your whole organization would be if managers:

  • Defined performance in terms of customer satisfaction, core activities, or project completion.
  • Regularly held goal-setting and feedback sessions with employees, and used goal attainment as the core of performance evaluation.
  • Understood which aspects of employees’ jobs lend themselves to flexible work and which need to be performed at set times in the office.
  • Allowed more flexibility in how, when, and where work gets done, while ensuring that enough time is spent at the office to promote communication, collaboration and innovation.
  • Gradually allowed more freedom and flexibility employees who perform well and earn trust.
  • Recognized that we can maintain or even increase performance standards in professional environments while letting go of exactly how work gets done.”

work life balance

From Harvard Business Review: Shifting from Star Performer to Star Manager

managing star employees

“It turns out it’s not so easy to manage ultra-smart high achievers — especially when you’re one of them.”

This post from Harvard Business Review will help you understand the three human needs to get your team of high performers going in the right direction:

  1. Need for Achievement
  2. Need for Affiliation
  3. Need for Power

managing start performers

From Kellogg School of Management: 5 Ways to Motivate Employees

Ways to Motivate Employees

There are many ways to motivate employees (other than financial incentives). These suggestions are great for old and new managers alike, providing proven guidance that will make you more of an asset to your company. Here are some tips from Kellogg School of Management:

1. Walk the talk
Make sure policies are aligned with the organization’s values.

2. Clarify employee expectations
Be straight forward with every employee about what is expected of them before blaming the employee for poor performance.

3. Have more difficult conversations
Don’t wait for annual reviews to give feedback. It’s a disservice to you and your employee.

4. Know what happens when you enter the room
Social awareness and self-awareness are key attributes of good leaders.

5. Invest time in your employees
Get to know every employee’s strength and their goals for their career and within the company.


From Harvard Business Review: How Egos Distort the Way We See Each Other

This video from Harvard Business Review discusses how egos distort the way we see each other through:

  • Misunderstand facial expressions and what they mean in relation to our egos
  • Our misconception that there is transparency in how we perceive the behavior of others
  • Our existence as “Cognitive Misers”
  • The relationship between relativeness and closeness and how it affects the way we judge and perceive others


Mauricio Macri’s Argentina and Startup Growth via Partnership

In this week’s Brain Boost: Mauricio Macri’s Argentina and Startup Growth via Partnership.

Mauricio Macri’s Argentina
Mauricio Macri is the new president in Argentina and he’s already making big changes. This is going to push Argentina’s economy into new territory. He has allowed the Argentinian peso to be freely floated. That means he’s removed all the capital controls that were making the Argentinian peso trade at certain amounts, backed by the Federal Reserve in Argentina.

Macri has allowed the Argentinian peso to be freely floated.
Macri has allowed the Argentinian peso to be freely floated.

In general, it is looking like a trend is emerging in the major economies in Latin America towards a more market-driven economy, which probably will imply economic growth and opportunity for entrepreneurs and investors. This is something we discussed at length in the Advanced Management Training Program. A summary of Mauricio Macri’s election victory and how it might signal big change in Argentina and in the region is linked in the description of this video.

Startup Growth via Partnership
Next, let’s look at Facebook and Uber’s new partnership. Now, Facebook users in the USA using the messenger app can order Uber cars directly from the app. What’s really important here is that I’m seeing many leading companies taking a partnership approach to user growth.

For example, Lyft and Didi Kuaidi have teamed up. Khan Academy in Bank of America have teamed up. Even though these deals can be pretty complex to structure and set up, you can imagine the immense power that comes when two complementary offerings and their user bases are allowed to cross populate. Is there a partnership strategy that might be able to work for your organization?



Subscribe to the Eazl YouTube channel and come back every Friday at 10a.m. Pacific time for the week’s Brain Boost.


Canon’s Decoy, Slack and Stewart Butterfield, AMT Series on Skillshare

In this week’s Brain Boost, Canon’s Decoy, why you should care about Slack, and the new Advanced Management Training series on Skillshare.

Canon’s Decoy
We will start by looking at the number one trending video on YouTube. It is from Canon Australia and is a piece of content marketing that is centered around the act of photographing portraits. You, out there in the community, who are interested in marketing and content marketing will find this video to be an exceptional evolution in the world of content marketing. You’ll notice that Canon’s brand is very lightly featured in the piece. Instead, the piece centers around photography itself.

That is, a photographer would love to see this video –not because of the camera, but because of their passion for photography. If you are interested in checking out this piece of content marketing yourself, you can find the link here in the video or in the tradition of the video below.

Slack and Stewart Butterfield
This year, Wall Street Journal has named Stewart Butterfield, the founder of slack, the Innovator of the Year. Slack claims to “kill email” and you might want to take it kind of seriously. It is now being used by over 1.5 million people worldwide and institutions like Harvard University, Nasa, Deloitte, and other high-profile organizations.

If you want to learn more about Slack, here is a tutorial on YouTube where you can learn more about the technology and how to use it. You might read this very interesting profile of Stuart, the founder of slack. He has a really interesting background in philosophy and a kind of unique approach to business.

AMT Series on Skillshare
Finally, we have a new series on Advancement Management Training that is now available and live on Skillshare. You can visit part one of the series at the link here. If you are a new manager, an existing manager, or an entrepreneur who wants to improve your leadership and management skills, you might want to check out this course series on Skillshare. It’s also available on Udemy.  

We’ll see you next week at 10 a.m. Pacific time for next week’s Brain Boost.