Transcript
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Welcome back to be toob growth.
I'm believe both are the founder of Cothrive,
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where we help leaders in companies thrive
powered by their why? I'm the
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host of the Culture Series on B
Tob Growth. In today we're talking about
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multiplying leaders and helping companies do leadership
development that scales. So let's get into
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it. So here's the question.
What could be better than producing faithful followers?
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The answer it's producing empowered leaders.
A good leader engenders faithful followers,
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but a great leader creates empowered leaders. It's a subtle but powerful mindset shift.
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Creating leaders who are truly empowered to
take action, make decisions and advance
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our cause is the highest level of
leadership that we can name, for it
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multiplies and scales anything we could ever
do on our own with faithful followers,
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whether you're managing a large organization or
influencing people around a cause. We want
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more than followers. We want to
equip and empower leaders who will carry the
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tors with us, and we want
our leaders to get the most out of
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the talent and intelligence of our people. So how are you creating and empowering
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other leaders and how are we developing
leaders who create other empowered leaders. Here
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the five keys to the multiplying leaders
in your organization. Key number one help
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leaders get clarity on their purpose,
their strengths, how they want to grow
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as leaders. We want to get
the most out of the skills and the
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smarts around us, and it's starts
with recognizing our people as humans. First,
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helping them identify and be driven by
their personal purpose, helping them recognize
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and own their giftings and strengths and
realize how both of these connect and interplay
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with the work that they do for
our company. Leadership and personal growth plans
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are key. Help them identify how
they want to grow and the actions that
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they'll take to get there and actually
follow through, support them and encourage them
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hold them accountable to their growth plans. The second key get them fired up
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about the mission and vision. For
people to feel empowered to take action,
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make decisions, be innovative and creative, they really need to be clear on
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the mission, the vision, the
objectives of the company, for their specific
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team and for how their job contributes
to the mission. If your company doesn't
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have the compelling mission and higher purpose, get one. You're missing. How
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one so much they have a whole
episode of developing mission driven leaders with lots
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of great nuggets, but suffice to
say, connecting your leaders personal purpose with
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your company's higher purpose is powerful.
When we're intentional to do this, it's
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going to on the CH and drive, unleash drive and a work ethic and
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sense of fulfillment that's unmatched and the
spillover benefits for our company are huge.
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So the third key. First,
get help them get clarity on their purpose,
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their strings, how they want to
grow. A second, get them
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fired up about the mission in the
vision. The third key to multiplying leaders
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is the challenge them with stretch opportunities. Nothing is more empowering than knowing your
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company and your leaders trust you enough
to give you ownership for something that's truly
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significant. Be Clear with the vision, but not the step by step directions.
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Make sure you're on the same page
when it comes to the why and
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the what in terms of the outcome, in terms of the vision, but
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give them the freedom with the howl. Am I be a little underving for
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them and uncomfortable, but that is
what gives life and growth and comfort do
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not coexist. It's not going to
be comfortable, but it is empowering and
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it's necessary to grow and be fulfilled
and have greater impact. The fourth key
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to multiplying leaders is to reward smart
risk taking. Want a foster and appetite
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for smart risk in our organization.
That is truly empowering. Define what smart
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risk looks like for your company.
That's going to be key. Where does
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your organization avoid risk and why?
And where does it take risk, and
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that really taking the risk should be
an areas where you have a competitive advantage.
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But have your leaders define this and
bring it to life for their teams.
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What does smart risk look like on
a personal level? We want to
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encourage people to put themselves out there, to take initiative to solve the problem.
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Everybody on your team's been talking about
volunteer to present the solution to upper
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management. Leaders set the tone for
this and an organization. So start taking
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smart risk and encourage and reward your
people to do the same. Even when
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we fell, if we go about
it the right way, recognize the smart
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risk taking because that's what will drive
true innovation and breakthrough. Is the fifth
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key to multiplying leaders is to be
aware of accidental diminishing behaviors. We've covered
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things that we do that amplify the
strengths and intelligence of those around us.
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But there's also things that we do
that swelled creativity and shrink the talent of
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those around us, and we can
think of these as diminishing behaviors, and
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I want to credit Liz wise and
in her book multipliers, for being the
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thought leader on this front. He
talks about a lot of the minishing behaviors
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are super obvious, micromanaging, counting
people their heads are stupid and making them
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feel dumb, openly questioning their abilities. We all get those things, but
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there's a lot of things that we
do unintentionally that diminish and disempower people around
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us, and we need to be
aware of a couple examples. One will
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we call the idea machine. You
know this kind of leader. They get
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energy from coming up with cool ideas
and everybody likes their ideas. Right.
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We all like our own ideas.
We're trying to get the best results from
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our teams, what comes from a
great spot, and we hope that our
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ideas may even stimulate ideas from others. But a lot of times this this
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can actually cause others to defer,
to shut down their own creativity. and
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to rely on the idea machine leader
to ideate. Another thing that we can
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do this unintentional is when we are
the unbridled optimist and these leaders are always
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wearing their happy face. Their intention
is to keep people energizing in good spirits,
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but if it's not balanced, it
can actually lead people feeling like you
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don't understand the struggle or the reality
or the gravity of situations, including possibility
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of failure, and it can actually
cause them to disengage and field disempowered.
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So what we want to do is
be intentional, to identify and recognize the
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things that we do that can accidentally
disempower those around us and be transparent with
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leaders where you recognize those behaviors and
help them replace with behaviors that amplify the
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strengths, amplify the intelligence that's around
us. So if you only take two
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things away from this episode, Here's
what I hope they are. One,
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if you want to scale the impacts
of leadership development programs that your company,
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shift your leaders thinking to the highest
level of leadership, creating empowered leaders and
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their teams, and that's all about
in stealing an ownership mentality in their teams,
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with their people and then to help
leaders identify the behaviors and actions that
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get the most out of the intelligence
and a talents that surround them and help
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them be aware and uproot those accidental, diminishing behaviors until next time. Is
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Your Company winning the talent battle?
Are Your high potential leaders as engaged and
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effective as they could be? COTHRIVE
helps companies like your words develop effective,
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mission driven leaders who are actually connected
and committed to your company by using collective
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leadership development through innovative mastermind growth groups. Discover the growth group advantage and request
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a live growth group Demo for your
leadership team by visiting Cothrive DOTCOM. That's
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Cothrive with a why not? I
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