Transcript
WEBVTT
1
00:00:05.040 --> 00:00:09.310
Welcome back to btob growth. I'm
Bliek. Both are the founder of Cothrive,
2
00:00:09.630 --> 00:00:14.390
where we help leaders in companies thrive, powered by their why? I'm
3
00:00:14.470 --> 00:00:18.710
the host of the Culture Series on
B Tob Growth. In today we're talking
4
00:00:18.750 --> 00:00:25.219
about how to implement a leadership development
framework that delivers a return on investment.
5
00:00:25.820 --> 00:00:29.820
So let's get into it. First
we're going to talk about briefly how a
6
00:00:30.019 --> 00:00:35.420
framework should govern the leadership development programming
that we do. We like a model.
7
00:00:35.460 --> 00:00:40.609
We call it the rear model.
Our eer recruit, equip and power
8
00:00:40.890 --> 00:00:44.570
and retain, rearing leaders, if
you will. So this is why we
9
00:00:44.609 --> 00:00:48.890
do leadership development right. It's to
help us attract talent to our company who
10
00:00:49.049 --> 00:00:54.520
wants to grow and develop, actually
develop and equip that talent to be effective
11
00:00:54.560 --> 00:01:00.240
leaders and then empower them to take
ownership and lead, drive change, make
12
00:01:00.320 --> 00:01:04.909
impact, drive actual business results and
then, when it all comes full circle,
13
00:01:06.150 --> 00:01:10.549
retain this talent. Everything we do, every leadership program we build,
14
00:01:10.909 --> 00:01:14.469
should fit in one of these buckets, and the best part about it is
15
00:01:14.510 --> 00:01:19.980
that they're not mutually exclusive. They
are different goals. Recruiting and quipping and
16
00:01:19.060 --> 00:01:25.540
powering, retaining, but development and
empowerment done right helps US recruit high potential
17
00:01:25.579 --> 00:01:29.140
growth ory and and talent, and
it also helps us retain that talent.
18
00:01:29.980 --> 00:01:34.370
We cover selection andification and identifying leaders
in another episode. So this episode is
19
00:01:34.489 --> 00:01:40.810
really going to focus on how we
go about equipping leaders and exploring a framework
20
00:01:40.930 --> 00:01:45.849
we can apply to make this happen. So I cothrive. We like to
21
00:01:45.969 --> 00:01:51.400
call it our growth formula and I
want to share the secret sauce today.
22
00:01:51.599 --> 00:01:57.040
It's so secret that the acronym we
use for this is CIA. Here you
23
00:01:57.079 --> 00:02:02.950
go, clarity and tensionality and action. Clarity plus in pensionality plus action equals
24
00:02:04.069 --> 00:02:09.430
growth. Really simple but really powerful
when we help leaders internalize this. If
25
00:02:09.469 --> 00:02:13.710
you don't have clarity on who you
are, how you want to grow,
26
00:02:14.229 --> 00:02:17.979
if you are intentional with a plan
to grow, and if you don't take
27
00:02:19.139 --> 00:02:23.340
action to follow through on your plan, it's just not happening. But if
28
00:02:23.419 --> 00:02:27.379
you're pursuing these three things, this
is what we want our leaders to know,
29
00:02:27.740 --> 00:02:31.050
want them to internalize and what our
programs should really be z designed to
30
00:02:31.210 --> 00:02:36.849
help leaders pursue these three things.
You're getting clarity on your purpose, your
31
00:02:36.930 --> 00:02:40.330
strengths, what you're really good at
and where you want to grow you're being
32
00:02:40.530 --> 00:02:46.039
intentional by making growth plans, determining
the actions you're going to take, scheduling
33
00:02:46.080 --> 00:02:51.240
your priorities, and then you're actually
taking action, you're following through in those
34
00:02:51.280 --> 00:02:54.719
plans. Growth will be inevitable.
And if we can help our people do
35
00:02:54.919 --> 00:02:59.110
these things, pursue these three things, we're going to unlock value for our
36
00:02:59.150 --> 00:03:02.909
companies that we never knew existed,
because growing leaders make for growing companies.
37
00:03:02.949 --> 00:03:07.069
They're going to raise the bar,
they'll innovate, they inspire the best out
38
00:03:07.110 --> 00:03:10.110
of those around them. So how
the question, lets we have these run
39
00:03:10.110 --> 00:03:13.620
out? How do we help people
do this, now that we know what
40
00:03:13.740 --> 00:03:17.180
they are? How do we implement
a framework like this, this growth formula?
41
00:03:19.099 --> 00:03:23.180
We do this by structure, by
systems, by accountability. The best
42
00:03:23.180 --> 00:03:24.860
way I know to do these things, to get the structure, to have
43
00:03:24.979 --> 00:03:30.330
a systems and accountability, is through
what we call collective leadership development, and
44
00:03:30.770 --> 00:03:35.689
I cothrive there. Essentially, what
we do is mastermind growth groups, and
45
00:03:35.729 --> 00:03:38.370
you can do these within your company, whether you're working with us or whether
46
00:03:38.370 --> 00:03:40.599
you're doing it on your own,
and I've seen the power of these groups
47
00:03:40.680 --> 00:03:46.199
for developing really effective leaders and I
want every company to have them. So
48
00:03:46.439 --> 00:03:51.199
it's much more than a cohort that
needs monthly to talk about a topic.
49
00:03:51.719 --> 00:03:57.030
We're talking about taking a peer group
of high potential growth oriented leaders and being
50
00:03:57.069 --> 00:04:00.909
intentional to create personal and leadership growth
plans that are tailored for the individual.
51
00:04:01.590 --> 00:04:08.710
Getting clarity on their purpose, their
values, their strengths and who you want
52
00:04:08.750 --> 00:04:13.860
to be as a person as a
leader in envisioning the sort of impact that
53
00:04:13.979 --> 00:04:15.660
you want to have at your company. These are all things we should be
54
00:04:15.779 --> 00:04:20.699
doing through personal and leadership growth plans, helping the map out the sort of
55
00:04:20.740 --> 00:04:26.009
rolls and the sort of work they
want to do and lead for their company
56
00:04:26.569 --> 00:04:30.170
and the actions that you're going to
take to actually pursue these things and to
57
00:04:30.290 --> 00:04:34.490
pursue the best version of yourself as
a person as a leader. That's what
58
00:04:34.649 --> 00:04:40.319
growth planning is and it's a critical
piece of the puzzle to pursuing clarity and
59
00:04:40.439 --> 00:04:45.879
intentionality. Also, as part of
these growth groups, we leverage really great
60
00:04:46.040 --> 00:04:50.120
content that's tailored for your company.
So you should make sure you're doing this
61
00:04:50.319 --> 00:04:54.990
to help your leaders build leadership and
business acumen. You want it to be
62
00:04:55.110 --> 00:04:58.990
engaging, you want your content to
be rooted in purpose. That inspires action
63
00:04:59.029 --> 00:05:02.470
and ultimately, you want it to
be applicable to their real world jobs at
64
00:05:02.509 --> 00:05:09.699
your company. We cover topics like
extreme ownership, bias for action and institutionalizing
65
00:05:09.740 --> 00:05:14.819
urgency in our companies, how to
twenty your work, the art of problem
66
00:05:14.939 --> 00:05:18.339
solving, what you do with the
unique value prop the position and how do
67
00:05:18.420 --> 00:05:23.490
you sell that to your customers?
You want to go beyond theory. Is
68
00:05:23.610 --> 00:05:28.250
the is the is the bottom line
here to real life application. Round Table,
69
00:05:28.490 --> 00:05:32.250
live business issues, encourage learning from
the peers, from each other and
70
00:05:32.449 --> 00:05:39.600
leverage systems paired with that motivation in
the accountability that comes from the group.
71
00:05:40.120 --> 00:05:44.439
Now that that they're together, they're
built in success partners to keep each other
72
00:05:44.519 --> 00:05:47.800
motivated, keep momentum together, to
take action and execute on the things they've
73
00:05:47.800 --> 00:05:53.069
set out to do. And then
we're actually applying what we're doing and we're
74
00:05:53.230 --> 00:05:58.110
making our growth plans come to come
to fruition. Groups like this can be
75
00:05:58.389 --> 00:06:02.069
absolute game changers for companies. So, to recap on this one, everything
76
00:06:02.149 --> 00:06:08.899
we do and leadership development should be
about recruiting, equipping, empowering and retaining
77
00:06:09.060 --> 00:06:14.819
leaders. These are the things that
yield real Roli for our companies. And
78
00:06:14.939 --> 00:06:18.810
then the second thing is remember apply
the growth formula. Clarity and tensionality and
79
00:06:18.930 --> 00:06:23.970
action. Help your leaders get clarity
on their purpose, their strengths how they
80
00:06:24.009 --> 00:06:28.730
can best apply them at work.
Be Intentional about making plans to grow,
81
00:06:29.290 --> 00:06:34.240
schedule priorities and then take action and
follow through on those plans and collected leadership
82
00:06:34.279 --> 00:06:40.000
development is an extremely effective way to
do these things. Until next time.
83
00:06:43.279 --> 00:06:46.829
Is Your Company winning the talent battle? Are Your high potential leaders as engaged
84
00:06:46.910 --> 00:06:51.589
and effective as they could be?
COTHRIVE helps companies like your words develop effective,
85
00:06:51.829 --> 00:06:57.829
mission driven leaders who are actually connected
and committed to your company by using
86
00:06:57.949 --> 00:07:03.339
collective leadership development through innovative mastermind growth
groups. Discover the growth group advantage and
87
00:07:03.500 --> 00:07:09.459
request a live growth group Demo for
your leadership team by visiting Cothrive DOTCOM.
88
00:07:09.899 --> 00:07:16.689
That's Cothrive with a why not?
I DOTCO. Gary v says it all
89
00:07:16.810 --> 00:07:21.649
the time and we agree. Every
company should think of themselves as a media
90
00:07:21.730 --> 00:07:27.689
company first, then whatever it is
they actually do. If you know this
91
00:07:27.850 --> 00:07:30.360
is true, but your team is
already maxed out and you can't produce any
92
00:07:30.399 --> 00:07:34.240
more content in house, we can
help. We produced podcast for some of
93
00:07:34.279 --> 00:07:39.000
the most innovative bb brands in the
world, and we also help them turn
94
00:07:39.079 --> 00:07:43.879
the content from the podcast into blog
posts, micro videos and slide decks that
95
00:07:43.959 --> 00:07:46.670
work really well on Linkedin. If
you want to learn more, go to
96
00:07:46.709 --> 00:07:50.910
sweetphish Mediacom launch or email logan at
sweetphish Mediacom
