#Culture 5: Multiplying Leaders: A Leadership Development Model That Scales

WEBVTT 1 00:00:05.040 --> 00:00:09.310 Welcome back to be toob growth. I'm believe both are the founder of Cothrive, 2 00:00:09.630 --> 00:00:14.509 where we help leaders in companies thrive powered by their why? I'm the 3 00:00:14.589 --> 00:00:19.589 host of the Culture Series on B Tob Growth. In today we're talking about 4 00:00:19.989 --> 00:00:26.500 multiplying leaders and helping companies do leadership development that scales. So let's get into 5 00:00:26.500 --> 00:00:31.660 it. So here's the question. What could be better than producing faithful followers? 6 00:00:32.659 --> 00:00:38.850 The answer it's producing empowered leaders. A good leader engenders faithful followers, 7 00:00:38.890 --> 00:00:43.770 but a great leader creates empowered leaders. It's a subtle but powerful mindset shift. 8 00:00:44.170 --> 00:00:50.280 Creating leaders who are truly empowered to take action, make decisions and advance 9 00:00:50.399 --> 00:00:55.439 our cause is the highest level of leadership that we can name, for it 10 00:00:55.600 --> 00:01:00.000 multiplies and scales anything we could ever do on our own with faithful followers, 11 00:01:00.600 --> 00:01:06.670 whether you're managing a large organization or influencing people around a cause. We want 12 00:01:06.829 --> 00:01:11.390 more than followers. We want to equip and empower leaders who will carry the 13 00:01:11.510 --> 00:01:15.269 tors with us, and we want our leaders to get the most out of 14 00:01:15.310 --> 00:01:19.780 the talent and intelligence of our people. So how are you creating and empowering 15 00:01:19.859 --> 00:01:26.739 other leaders and how are we developing leaders who create other empowered leaders. Here 16 00:01:26.939 --> 00:01:32.579 the five keys to the multiplying leaders in your organization. Key number one help 17 00:01:32.780 --> 00:01:37.930 leaders get clarity on their purpose, their strengths, how they want to grow 18 00:01:38.290 --> 00:01:41.370 as leaders. We want to get the most out of the skills and the 19 00:01:41.409 --> 00:01:46.930 smarts around us, and it's starts with recognizing our people as humans. First, 20 00:01:47.439 --> 00:01:52.920 helping them identify and be driven by their personal purpose, helping them recognize 21 00:01:53.159 --> 00:01:59.920 and own their giftings and strengths and realize how both of these connect and interplay 22 00:02:00.040 --> 00:02:04.510 with the work that they do for our company. Leadership and personal growth plans 23 00:02:04.549 --> 00:02:07.750 are key. Help them identify how they want to grow and the actions that 24 00:02:07.870 --> 00:02:13.229 they'll take to get there and actually follow through, support them and encourage them 25 00:02:13.389 --> 00:02:17.900 hold them accountable to their growth plans. The second key get them fired up 26 00:02:19.099 --> 00:02:23.180 about the mission and vision. For people to feel empowered to take action, 27 00:02:23.460 --> 00:02:27.860 make decisions, be innovative and creative, they really need to be clear on 28 00:02:27.939 --> 00:02:31.849 the mission, the vision, the objectives of the company, for their specific 29 00:02:31.889 --> 00:02:38.930 team and for how their job contributes to the mission. If your company doesn't 30 00:02:38.969 --> 00:02:42.930 have the compelling mission and higher purpose, get one. You're missing. How 31 00:02:43.090 --> 00:02:46.400 one so much they have a whole episode of developing mission driven leaders with lots 32 00:02:46.400 --> 00:02:51.639 of great nuggets, but suffice to say, connecting your leaders personal purpose with 33 00:02:51.800 --> 00:02:55.039 your company's higher purpose is powerful. When we're intentional to do this, it's 34 00:02:55.080 --> 00:02:59.590 going to on the CH and drive, unleash drive and a work ethic and 35 00:02:59.710 --> 00:03:05.550 sense of fulfillment that's unmatched and the spillover benefits for our company are huge. 36 00:03:06.990 --> 00:03:12.270 So the third key. First, get help them get clarity on their purpose, 37 00:03:12.310 --> 00:03:14.539 their strings, how they want to grow. A second, get them 38 00:03:14.580 --> 00:03:17.419 fired up about the mission in the vision. The third key to multiplying leaders 39 00:03:17.500 --> 00:03:23.180 is the challenge them with stretch opportunities. Nothing is more empowering than knowing your 40 00:03:23.300 --> 00:03:29.889 company and your leaders trust you enough to give you ownership for something that's truly 41 00:03:29.930 --> 00:03:35.169 significant. Be Clear with the vision, but not the step by step directions. 42 00:03:35.289 --> 00:03:38.530 Make sure you're on the same page when it comes to the why and 43 00:03:38.689 --> 00:03:42.439 the what in terms of the outcome, in terms of the vision, but 44 00:03:42.639 --> 00:03:46.159 give them the freedom with the howl. Am I be a little underving for 45 00:03:46.240 --> 00:03:51.400 them and uncomfortable, but that is what gives life and growth and comfort do 46 00:03:51.599 --> 00:03:54.599 not coexist. It's not going to be comfortable, but it is empowering and 47 00:03:54.710 --> 00:04:00.110 it's necessary to grow and be fulfilled and have greater impact. The fourth key 48 00:04:00.150 --> 00:04:06.389 to multiplying leaders is to reward smart risk taking. Want a foster and appetite 49 00:04:06.509 --> 00:04:13.300 for smart risk in our organization. That is truly empowering. Define what smart 50 00:04:13.379 --> 00:04:15.699 risk looks like for your company. That's going to be key. Where does 51 00:04:15.740 --> 00:04:20.180 your organization avoid risk and why? And where does it take risk, and 52 00:04:20.379 --> 00:04:24.730 that really taking the risk should be an areas where you have a competitive advantage. 53 00:04:25.050 --> 00:04:28.329 But have your leaders define this and bring it to life for their teams. 54 00:04:28.490 --> 00:04:31.009 What does smart risk look like on a personal level? We want to 55 00:04:31.050 --> 00:04:35.529 encourage people to put themselves out there, to take initiative to solve the problem. 56 00:04:35.569 --> 00:04:40.879 Everybody on your team's been talking about volunteer to present the solution to upper 57 00:04:40.879 --> 00:04:46.199 management. Leaders set the tone for this and an organization. So start taking 58 00:04:46.319 --> 00:04:50.399 smart risk and encourage and reward your people to do the same. Even when 59 00:04:50.519 --> 00:04:55.389 we fell, if we go about it the right way, recognize the smart 60 00:04:55.430 --> 00:05:00.029 risk taking because that's what will drive true innovation and breakthrough. Is the fifth 61 00:05:00.029 --> 00:05:05.509 key to multiplying leaders is to be aware of accidental diminishing behaviors. We've covered 62 00:05:05.589 --> 00:05:10.660 things that we do that amplify the strengths and intelligence of those around us. 63 00:05:11.100 --> 00:05:15.180 But there's also things that we do that swelled creativity and shrink the talent of 64 00:05:15.259 --> 00:05:19.939 those around us, and we can think of these as diminishing behaviors, and 65 00:05:20.100 --> 00:05:23.889 I want to credit Liz wise and in her book multipliers, for being the 66 00:05:23.970 --> 00:05:28.170 thought leader on this front. He talks about a lot of the minishing behaviors 67 00:05:28.209 --> 00:05:31.569 are super obvious, micromanaging, counting people their heads are stupid and making them 68 00:05:31.569 --> 00:05:35.560 feel dumb, openly questioning their abilities. We all get those things, but 69 00:05:35.720 --> 00:05:41.480 there's a lot of things that we do unintentionally that diminish and disempower people around 70 00:05:41.519 --> 00:05:45.000 us, and we need to be aware of a couple examples. One will 71 00:05:45.040 --> 00:05:47.480 we call the idea machine. You know this kind of leader. They get 72 00:05:47.519 --> 00:05:51.949 energy from coming up with cool ideas and everybody likes their ideas. Right. 73 00:05:53.189 --> 00:05:56.189 We all like our own ideas. We're trying to get the best results from 74 00:05:56.189 --> 00:05:59.069 our teams, what comes from a great spot, and we hope that our 75 00:05:59.149 --> 00:06:02.389 ideas may even stimulate ideas from others. But a lot of times this this 76 00:06:02.990 --> 00:06:08.699 can actually cause others to defer, to shut down their own creativity. and 77 00:06:08.899 --> 00:06:13.939 to rely on the idea machine leader to ideate. Another thing that we can 78 00:06:14.019 --> 00:06:18.449 do this unintentional is when we are the unbridled optimist and these leaders are always 79 00:06:18.490 --> 00:06:24.850 wearing their happy face. Their intention is to keep people energizing in good spirits, 80 00:06:25.370 --> 00:06:28.529 but if it's not balanced, it can actually lead people feeling like you 81 00:06:28.610 --> 00:06:33.800 don't understand the struggle or the reality or the gravity of situations, including possibility 82 00:06:33.839 --> 00:06:40.560 of failure, and it can actually cause them to disengage and field disempowered. 83 00:06:41.120 --> 00:06:45.279 So what we want to do is be intentional, to identify and recognize the 84 00:06:45.439 --> 00:06:50.189 things that we do that can accidentally disempower those around us and be transparent with 85 00:06:50.310 --> 00:06:56.709 leaders where you recognize those behaviors and help them replace with behaviors that amplify the 86 00:06:56.750 --> 00:07:01.100 strengths, amplify the intelligence that's around us. So if you only take two 87 00:07:01.100 --> 00:07:03.620 things away from this episode, Here's what I hope they are. One, 88 00:07:03.819 --> 00:07:08.579 if you want to scale the impacts of leadership development programs that your company, 89 00:07:09.100 --> 00:07:14.980 shift your leaders thinking to the highest level of leadership, creating empowered leaders and 90 00:07:15.139 --> 00:07:20.329 their teams, and that's all about in stealing an ownership mentality in their teams, 91 00:07:20.569 --> 00:07:26.970 with their people and then to help leaders identify the behaviors and actions that 92 00:07:27.129 --> 00:07:30.639 get the most out of the intelligence and a talents that surround them and help 93 00:07:30.759 --> 00:07:40.600 them be aware and uproot those accidental, diminishing behaviors until next time. Is 94 00:07:40.680 --> 00:07:45.269 Your Company winning the talent battle? Are Your high potential leaders as engaged and 95 00:07:45.350 --> 00:07:48.870 effective as they could be? COTHRIVE helps companies like your words develop effective, 96 00:07:49.110 --> 00:07:55.709 mission driven leaders who are actually connected and committed to your company by using collective 97 00:07:55.750 --> 00:08:01.139 leadership development through innovative mastermind growth groups. Discover the growth group advantage and request 98 00:08:01.220 --> 00:08:07.459 a live growth group Demo for your leadership team by visiting Cothrive DOTCOM. That's 99 00:08:07.579 --> 00:08:15.410 Cothrive with a why not? I DOT CO is the decision maker for your 100 00:08:15.449 --> 00:08:18.290 product or service, a bdb marketer. Are you looking to reach those buyers 101 00:08:18.490 --> 00:08:24.129 through the medium of podcasting? Consider becoming a cohost of BB growth. This 102 00:08:24.329 --> 00:08:28.639 show is consistently ranked as a top one hundred podcast in the marketing category of 103 00:08:28.680 --> 00:08:33.679 Apple Podcasts, and the show gets more than a hundred and thirtyzero downloads each 104 00:08:33.799 --> 00:08:37.679 month. We've already done the work of building the audience, so you can 105 00:08:37.720 --> 00:08:43.230 focus on delivering incredible content to our listeners. If you're interested in email logan 106 00:08:43.389 --> 00:08:45.830 at sweetish Mediacom