Ten ready-to-use lines for common manager moments
- Steve Hill
- Sep 17
- 5 min read
Managers do not need a script. They need a nudge. A clean line that opens a useful conversation, keeps things fair and lands a decision without theatre.
That is what this piece gives you. Ten short lines you can lift and adapt for the moments that show up every week. They are plain English. They fit online and in person. They favour action over performance. And they connect straight to outcomes leaders already care about — fewer people issues, higher productivity and more right first time.
A quick note on how to use them.
Say the line as written once. Then make it yours.
Keep the tone calm and adult. Direct but not sharp.
Follow each line with a check for understanding.
Capture the decision, the owner and the date. If it is not written down, it will drift.
Let’s get you ten lines you can use today.
1) Start a one to one that leads to action
The line
“Tell me the one thing you’re moving this week, what could get in the way, and what you need from me to land it.”
Why it works
It focuses on movement, not a diary readout. It surfaces blockers early. It signals support without taking the work back.
Try it today
Book your one to ones for the next four weeks. Open with this line. End by agreeing one visible step and a date.
2) Set a clear outcome without micromanaging
The line
“By [date], you’ll deliver [outcome], evidenced by [thing we can see]. You own the result, not just the steps. What will you show me mid-week so we know it’s on track?”
Why it works
It defines “done” in plain terms and asks for a checkpoint. You avoid step-by-step control while still protecting the outcome.
Try it today
Pick one live task that keeps bouncing. Replace a list of actions with this line and a mid-week check.
3) Course-correct work that is close but not right
The line
“This is nearly there. The gap is [specific gap]. Close it by [date] and post the update here so we can all see it.”
Why it works
It respects the effort and names the gap. It sets a deadline and a place to show progress. No vague “have another go.”
Try it today
Find a piece of work at 80 percent. Use the line. Do not rewrite it yourself.
4) Delegation that sticks
The line
“I’m handing you the outcome, not a task list. The success measure is [evidence]. What decisions will you make without me, and when should I expect a heads-up?”
Why it works
It transfers ownership and licences autonomy while keeping a simple reporting rhythm. People grow when they own choices.
Try it today
Pick one area you keep pulling back. Use this line. Accept a different route to the same destination.
5) Feedback that lands without the drama
The line
“When [behaviour], the impact is [impact]. Next time, do [specific behaviour]. I’ll check in on [date]. Any context I’m missing?”
Why it works
It is specific, fair and timely. It invites context without letting the moment slip away.
Try it today
Give one piece of feedback within 48 hours of the event. Keep it to two minutes. Ask for their view. Agree the next step.
6) Prioritise when everything is “urgent”
The line
“If we add this, what moves down the list. Which item slips, and to when. Decide that now so the team is not set up to fail.”
Why it works
It forces the trade-off into the open. Urgency becomes a choice, not a mood. You protect right first time by stopping hidden overload.
Try it today
When the next request arrives, use the line before anyone starts. Update the visible plan in the same moment.
7) Stop meetings from drifting
The line
“The decision we need today is [one line]. Options are [A] or [B]. I’m leaning [A] because [reason]. Any better option before we decide. Then we’ll capture owner and date.”
Why it works
It starts with the decision, sets a choice, shows your view and invites challenge. It keeps the room in adult mode.
Try it today
Open your next meeting with this line. If new information appears, decide whether it changes the call. Then land it.
8) Say no without being awkward
The line
“Right now if we take this on as well, [risk] hits [outcome]. We can do it if we drop [Y] or move [date]. Which do you prefer.”
Why it works
It shows impact and offers options. It is not a flat “no.” It is a responsible trade-off put back to the requester.
Try it today
When a request arrives late in the week, use the line. Document the choice in your shared plan so no one forgets.
9) Handle a missed deadline like a grown-up
The line
“We missed [deadline]. Let’s learn fast. What slipped first. What will you do differently next time. What’s the new date. Capture it in the log so we don’t repeat it.”
Why it works
It removes blame theatre and moves straight to learning, prevention and a new commitment. Adults, not drama.
Try it today
Pick one miss. Use the line in the next one to one. Ask for the update in writing.
10) Recognise good work so it spreads
The line
“What you did improved [customer/team/metric] by [evidence]. Keep doing [specific behaviour]. Next time, stretch to [new outcome]. Tell the team what you changed.”
Why it works
It ties praise to impact and behaviour, not personality. It nudges knowledge-sharing. It makes “good” visible.
Try it today
Thank someone in the open channel using this structure. Ask them to show the artefact that helped.
Remote, hybrid and on-the-floor tweaks
These lines work anywhere. A few quick tweaks make them even smoother.
Post one-sentence outcomes where the team actually lives — channel topic, team page or a simple dashboard.
Use a shared note for decisions. If it is not captured, it did not happen.
Keep one to ones short and frequent. Ten minutes beats nothing for a month.
Ask cameras on for the first minute when you open with a decision. People read intent before they hear detail.
Keep it fair, keep it human
Words only work when the system around them supports the behaviour. Three guardrails help.
Be predictable
Use the same lines often enough that people know what is coming. Consistency removes anxiety and speeds decisions.
Be transparent
Write outcomes, owners and dates where everyone can see them. Adults work better with daylight.
Be specific
Vague praise and fuzzy asks waste time. Point to evidence. Name the gap. Agree the next step.
When managers talk in this way, people issues fall sooner and “right first time” climbs. Not because you found magic words. Because you focused conversations on outcomes, evidence and decisions.
Where this fits in your wider approach
These lines sit inside a simple monthly rhythm.
Give every manager access to short, practical online courses that match these moments.
Point everyone at a few essentials — one to ones, one-sentence goals, same-week feedback, decision-first meetings.
Track signals leaders recognise — one to ones held, decision rate, right-first-time on recurring outputs, pulse on expectations.
Share one page that shows movement and a single ask that removes friction.
Words help. Routines make them stick.
FAQs
Isn’t this just common sense?
Yes. And it is still rare. Busy weeks push people into long explanations and soft asks. These lines keep you honest.
What if someone pushes back?
Hold the line on clarity and fairness. Invite context. Re-state the outcome and the evidence. Adults can disagree and still land the work.
Can I write my own versions?
Please do. Keep the structure. Outcome. Evidence. Owner. Date. Impact. Next step.
Won’t people get tired of hearing the same lines?
They will get used to them. That is the point. Predictable language reduces friction and speeds the week up.
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