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.