July 4, 2020

#Culture 3: 5 Leadership Development Goals Managers Should Set in 2020

When it comes to superheroes, Batman is better than Superman, hands down. It isn’t even a contest. 

Yeah, I said it. 

It’s because Superman is just lucky, while Batman works hard to be the leader he is — and leaders everywhere should take note. 

See, Superman is basically the Swiss-Army knife of superpowers, right? He’s faster than a speeding bullet, can leap tall buildings in a single bound, which is a weird flex since he can fly. Plus, the laser-eyes, ice-breath and… ability to sneeze hummus?

But Batman... as far as I can tell, his only superpower is his trust fund. 

Otherwise, he’s just an eccentric guy who is really, really invested in his own personal growth.

My point is, if you’re a manager and want to be successful in developing the next generation of leaders, it’s important that you never stop developing yourself. You need to set goals for your personal growth in order to better help others achieve theirs. 

And there are 5 surefire ways you can:

  • Know yourself better
  • Do less, but more of the things that matter
  • Think macro, invest micro
  • Pursue mastery
  • Mentor someone

To listen to this episode and many more like it, subscribe to Crafting Culture on Apple Podcasts, Spotify, or follow along on our website.

Transcript
WEBVTT 1 00:00:04.799 --> 00:00:08.990 Welcome back to BETB growth. I'm Blak. Both are the founder of Cothrive, 2 00:00:09.349 --> 00:00:14.029 where we help leaders in companies thrive, powered by their why? I'm 3 00:00:14.109 --> 00:00:18.910 the host of the culture series on BB growth. In today we'll be talking 4 00:00:18.949 --> 00:00:23.539 about the five leadership goals managers should set in two thousand and twenty. I'm 5 00:00:23.539 --> 00:00:27.179 going to say from the beginning he's are intentionally not following the smart goal model, 6 00:00:27.500 --> 00:00:32.020 the not especially measurable. Their high level and important goals meant to inspire 7 00:00:32.100 --> 00:00:36.170 change in action and they should be brought to life with specific goals and actions 8 00:00:36.210 --> 00:00:40.929 that can be measured. So let's get into it. The first goal managers 9 00:00:40.969 --> 00:00:46.130 should set is to know yourself better. One of the biggest lies that we're 10 00:00:46.130 --> 00:00:49.289 ever told is that we can be whoever we want to be. It's just 11 00:00:49.490 --> 00:00:54.640 patently and painfully not true. I couldn't be Michael Jordan, I couldn't be 12 00:00:54.679 --> 00:00:58.960 John Caliperia couldn't be Michael Bloubalay chip gains, all people I really love, 13 00:00:59.280 --> 00:01:02.880 but you can be. What's even more encouraging, though, you can be 14 00:01:03.320 --> 00:01:07.790 exactly who you were created to be. You can be exactly who you were 15 00:01:07.909 --> 00:01:12.390 designed and meant to be, and it's more encouraging, it's more empowering because 16 00:01:12.629 --> 00:01:19.140 it's true. I think that most of us are just scratching the surface of 17 00:01:19.260 --> 00:01:23.299 our potential. I think the best version of you would knock your freaking socks 18 00:01:23.379 --> 00:01:27.819 off. The best version of you knows your purpose. It's on fire about 19 00:01:27.900 --> 00:01:33.609 your mission. The best version of you knows you've been uniquely gifted, is 20 00:01:33.689 --> 00:01:38.209 completely secure and humbly confident in who you are, in the shrinks that you 21 00:01:38.290 --> 00:01:42.489 bring to the table. The best version of you is a master of their 22 00:01:42.569 --> 00:01:49.280 particular craft and steps up and steps in to your awesomeness. He don't need 23 00:01:49.359 --> 00:01:53.079 to know exactly what you want to do. You can get more clarity on 24 00:01:53.200 --> 00:01:57.200 this with structured road mapping goal planning with time, but you do need to 25 00:01:57.280 --> 00:02:01.230 know who you are who you want to be. So commit to pursue the 26 00:02:01.430 --> 00:02:06.829 best version of yourself, and that takes understanding who the best version of yourself 27 00:02:06.950 --> 00:02:09.789 is. First, as people leaders, what's the application? We should support 28 00:02:09.830 --> 00:02:15.259 our people in getting clarity on their purpose, how they're uniquely gifted, how 29 00:02:15.379 --> 00:02:19.900 they want to grow to become their best self and leader, and help them 30 00:02:20.020 --> 00:02:24.780 connect the dots for how this aligns with their work at our company. The 31 00:02:24.939 --> 00:02:30.490 second goal the managers it set do less, do less, just more of 32 00:02:30.569 --> 00:02:34.569 the things that actually matter. Here's encouragement for the high performers out there. 33 00:02:34.729 --> 00:02:38.810 You do not need to do more. You can probably benefit actually from doing 34 00:02:38.889 --> 00:02:42.650 less, and this is true with the majority of the high performers that I've 35 00:02:42.689 --> 00:02:46.639 worked with. It's been true for me. We typically really don't need to 36 00:02:46.759 --> 00:02:50.719 do more. We're doing way more than any human should reasonably be doing. 37 00:02:50.800 --> 00:02:53.120 Effort wise, most of the time a lot of us are running on the 38 00:02:53.240 --> 00:02:59.870 Hustle treadmill at the level ten with no end on site. We think that 39 00:02:59.990 --> 00:03:04.870 we're falling behind if we're not absolutely crushing in at every waking hour. So 40 00:03:04.949 --> 00:03:08.469 the encouragement is to take a breath, focus your energy on more of what 41 00:03:08.669 --> 00:03:15.060 matters most. Schedule your values, the nonnegotiables on your calendar first. If 42 00:03:15.099 --> 00:03:17.699 you value family, you value friends, we value health, time to think. 43 00:03:19.379 --> 00:03:23.979 Schedule of those priorities and protect them. Don't let the urgent overwhelm the 44 00:03:23.060 --> 00:03:27.569 important. What are the things that truly move the needle for you and your 45 00:03:27.610 --> 00:03:30.810 work? Do less of the things that drive little value and suck your energy. 46 00:03:31.090 --> 00:03:35.009 Do More of the things that create the most value in business. In 47 00:03:35.090 --> 00:03:38.610 Life, the important things close deals, mentor high potential leaders. Play on 48 00:03:38.689 --> 00:03:43.080 the floor with your kids and you know it's great. These are the things 49 00:03:43.120 --> 00:03:46.960 that usually give you energy instead of depleted. So as people leaders, we 50 00:03:47.039 --> 00:03:52.199 should be encouraging our high performers to do less, just more, of the 51 00:03:52.280 --> 00:03:58.710 things that actually matter. The third goal think macro in best micro. If 52 00:03:58.750 --> 00:04:01.909 you want to change the world, you have to think big and act mall 53 00:04:02.509 --> 00:04:05.389 same thing if you want to transform your life and pursue the best version of 54 00:04:05.430 --> 00:04:10.659 yourself. You'll never change the world, never grow your leadership unless you change 55 00:04:10.740 --> 00:04:15.259 something you do daily. John Maxwell quote. It's the daily habits that build 56 00:04:15.300 --> 00:04:18.379 a life of success. Excellence is not a singular action, it is a 57 00:04:18.500 --> 00:04:25.930 habit. Excellence is forged by consistency and discipline, with intentional and fruitful habits. 58 00:04:26.170 --> 00:04:30.009 And it does go both ways. So average and mediocrity it's also forged 59 00:04:30.050 --> 00:04:34.769 by average and mediocre habits. The same is definitely true for subpar habits and 60 00:04:34.850 --> 00:04:41.199 subpar lives. Successful people are people who have trained a handful of positive habits 61 00:04:41.240 --> 00:04:47.199 into their lives, because habits are the compound interest of success. So identify 62 00:04:47.360 --> 00:04:50.439 habits in your life. which do you want to keep? Which habits do 63 00:04:50.480 --> 00:04:54.870 you want to scrap? What habits do you want to build? A better 64 00:04:54.990 --> 00:04:59.870 morning routine, journaling or creating for fifteen minutes a day, walking two miles 65 00:04:59.910 --> 00:05:03.110 a day, weekly date nights with your spouse, volunteering with a nonprofit that 66 00:05:03.230 --> 00:05:10.420 you're most passionate about once a month, consistently consuming amazing content like the crafting 67 00:05:10.620 --> 00:05:15.100 culture podcast that helps you grow as leaders in the people space. We want 68 00:05:15.180 --> 00:05:18.540 our people to lead healthy, productive and thriving lies, because we won't want 69 00:05:18.540 --> 00:05:23.250 the best for them. We also know this makes for healthy, productive and 70 00:05:23.610 --> 00:05:28.490 driving leaders at work. So think macro and in best micro. The fourth 71 00:05:28.569 --> 00:05:32.610 goal pursue mastery. We've all heard Jack of all trades, master of none. 72 00:05:32.850 --> 00:05:36.279 Did you know that's actually a misquote? Ben Franklin initially said Jack of 73 00:05:36.319 --> 00:05:42.800 all trades, master of one. We should master something in particular. It's 74 00:05:42.800 --> 00:05:46.040 great to be well rounded and we should have a great, well rounded knowledge 75 00:05:46.040 --> 00:05:50.870 of our business in particular, but we differentiate and produced the most value when 76 00:05:50.949 --> 00:05:56.230 we become really good at one thing in particular. It can be really narrow 77 00:05:56.269 --> 00:06:00.550 or could be broader, but pick a craft and master it. So my 78 00:06:00.670 --> 00:06:04.699 favorite example for this Kobe Bryant. I was really rocked by his by his 79 00:06:04.860 --> 00:06:10.180 passing. But why was Kobe Bryant so special and how can we honor legacy 80 00:06:10.259 --> 00:06:15.019 like this? Kobe was magnetic, but his passion for his craft was contagious, 81 00:06:15.420 --> 00:06:17.889 and that's why you hear people say that he's the reason they fell in 82 00:06:18.009 --> 00:06:23.449 love with basketball. He was so naturally talented, but he never took his 83 00:06:23.569 --> 00:06:27.769 talent for granted. He wouldn't waste an ounce of it and he cultivated a 84 00:06:27.850 --> 00:06:32.240 work at think that motivated his peers. He defined winners mentality. So we 85 00:06:32.279 --> 00:06:36.800 had this mindset that was just the ultimate weapon. He was a champion before 86 00:06:36.839 --> 00:06:41.759 he even was a champion in the official record books. He was a leader 87 00:06:41.759 --> 00:06:45.839 who embraced big moments. He fearlessly took shots inspired the best in others. 88 00:06:46.480 --> 00:06:48.430 So here's the thing. I'm talking about Kobe a lot. I'm never going 89 00:06:48.470 --> 00:06:53.870 to grace an NBA court bix, surprise right, but I can apply the 90 00:06:53.949 --> 00:06:59.709 same passion for mastering my craft. I can be the Kobe Bryant of developing 91 00:06:59.790 --> 00:07:02.980 high potential mission driven leaders and helping them grow into the best version of themselves. 92 00:07:03.459 --> 00:07:06.740 And guess what, you can be like Kobe too. You can be 93 00:07:06.819 --> 00:07:12.620 the Kobe Bryant of seals, leaders, technologist, operations managers, podcasters, 94 00:07:12.660 --> 00:07:16.410 HR executives. Whatever your craft, you can apply yourself to your craft in 95 00:07:16.490 --> 00:07:23.009 a way that others won't. You can develop Kobe's mindset for mastery and winners 96 00:07:23.050 --> 00:07:28.810 mentality. You can use that passionate excellence that leaves people impacted by your legacy 97 00:07:29.209 --> 00:07:31.879 for years to come. So, as leaders, we should be encouraging our 98 00:07:31.959 --> 00:07:38.480 people to become experts in something and corner the market on their craft. A 99 00:07:39.560 --> 00:07:46.189 last goal, mentor someone be a river and not a reservoir. Consume great 100 00:07:46.269 --> 00:07:48.589 content, soak up as much learning as you can, but make sure you're 101 00:07:48.709 --> 00:07:53.589 sharing it and helping others grow with you. If you're anything like me, 102 00:07:53.709 --> 00:07:58.620 you actually learn and internalize things so much better when you're teaching them to someone 103 00:07:58.620 --> 00:08:01.860 else. It makes it more real, it helps me apply it better in 104 00:08:01.939 --> 00:08:07.660 my own life when I'm mentoring somebody. As specific, word in particular about 105 00:08:07.699 --> 00:08:11.860 developing millennial leaders here. Like all of us, millennials need mentors to help 106 00:08:11.860 --> 00:08:15.730 them grow and navigate their career, and we have another episode just about that. 107 00:08:16.290 --> 00:08:20.410 But it's also time for millennials to be pouring into others generation Z. 108 00:08:20.810 --> 00:08:24.689 Gen Z has started enter the workforce and millennials are uniquely position to mentor them. 109 00:08:26.170 --> 00:08:28.680 And even if it's not in the workplace, encouragement is to be pouring 110 00:08:28.839 --> 00:08:35.600 into other humans. Seek out opportunities to invest and pour into a specific human. 111 00:08:37.200 --> 00:08:39.879 So these are our five goals. Will recap them. The idea is 112 00:08:41.120 --> 00:08:46.830 to summarize, know yourself better, pursue the best version of yourself. Do 113 00:08:46.149 --> 00:08:50.309 less, just more, of the things that actually matter. Think macro and 114 00:08:50.470 --> 00:08:58.460 best micro, develop habits for growth, pursue mastery of your craft and mentor 115 00:08:58.620 --> 00:09:03.179 someone. Be a river, not just a reservoir. Let's help our managers 116 00:09:03.500 --> 00:09:05.899 set leadership goals that actually move the needle in two thousand and twenty. If 117 00:09:05.940 --> 00:09:09.970 we can help our talent do these things, we're going to unlock massive value 118 00:09:11.049 --> 00:09:20.889 for our organizations. Until next time he's you're company winning the talent battle. 119 00:09:20.889 --> 00:09:26.000 Are Your high potential leaders as engaged in effective as they could be? COTHRIVE 120 00:09:26.039 --> 00:09:30.120 helps companies, like your words, develop effective, mission driven leaders who are 121 00:09:30.159 --> 00:09:35.879 actually connected and committed to your company by using collective leadership development through innovative mastermind 122 00:09:37.000 --> 00:09:41.830 growth groups discover the growth group advantage and request a live growth group Demo for 123 00:09:41.950 --> 00:09:46.350 your leadership team by visiting Cothrive DOT Co. That's Cothrive with a why not 124 00:09:46.590 --> 00:09:52.899 I DOT Co. Are you on Linkedin? That's a stupid question. Of 125 00:09:54.019 --> 00:09:56.019 course you're on Linkedin here. It's so we fish. We've gone all in 126 00:09:56.259 --> 00:10:00.940 on the platform. Multiple people from our t team are creating content there. 127 00:10:01.379 --> 00:10:05.139 Sometimes it's a funny gift for Meme, other times it's a micro video or 128 00:10:05.179 --> 00:10:09.730 a slide deck and sometimes it's just a regular old status update that shares their 129 00:10:09.850 --> 00:10:13.610 unique point of view on bb marketing, leadership or their job function. We're 130 00:10:13.649 --> 00:10:18.049 posting this content through their personal profile, not our company page, and it 131 00:10:18.129 --> 00:10:22.639 would warm my heart and soul if you connected with each of our evangelists. 132 00:10:24.000 --> 00:10:26.480 will be adding more down the road, but for now you should connect with 133 00:10:26.600 --> 00:10:31.799 bill read, our COO, Kelsey Montgomery, our creative director, Dan Sanchez, 134 00:10:31.840 --> 00:10:35.830 our director of audience growth, Logan Lyles are director of partnerships, and 135 00:10:37.070 --> 00:10:39.549 me, James Carberry. We are having a whole lot of fun on Linkedin 136 00:10:39.669 --> 00:10:43.509 pretty much every single day and we'd love for you to be a part of 137 00:10:43.549 --> it.