Recorded Live at International Business Growth Radio (www.IBGR.Network)

One of the biggest differentiators between successful companies and less successful ones is their leadership development programs. While most companies see investment in training and people development programs as a cost, the few that get it, see this as one of the best investments they will ever make because they know that people are the only appreciating asset of their company. 

Leadership expert, John Maxwell says,  

“ Becoming a leader who develops leaders requires an entirely different focus and attitude from simply attracting and leading followers. It takes a different mindset.  ”

Show Objectives - The Why

So often in scaling up an organization, the human factor is forgotten, or at least it doesn’t get the attention it deserves. What good does to have an ambitious scale-up strategy for your market expansion or production capacity expansion if you don’t have an organizational scale-up strategy to sustain it and make it happen.

Key Issues - Owner Perspective:

Here are some of the biggest challenges in attracting and developing leaders:

1. Attracting leaders requires becoming an even better leader.
2. Developing leaders requires focusing on the top 20% instead of the bottom 20%
3. They think they should treat everyone the same
4. They don’t invest time in people, spend time with people
5. They focus on weaknesses instead of strengths

What You Need to Know - The What

Great leaders develop their bench.

Successful companies expect change and plan ahead 

-         Always plan three future positions for each of your key people

-         They have a contingency plan in case someone quits or changes position,

-         They build career development programs

Successful leaders expect problems. They see situations realistically and they plan ahead.

What You Need to Do - The How

The challenge with developing leaders.

• Leaders are hard to find
• Leaders are hard to gather
• Leaders are hard to keep

Recorded Live at International Business Growth Radio (www.IBGR.Network)

One of the biggest differentiators between successful companies and less successful ones is their leadership development programs. While most companies see investment in training and people development programs as a cost, the few that get it, see this as one of the best investments they will ever make because they know that people are the only appreciating asset of their company. 

Leadership expert, John Maxwell says,  

“ Becoming a leader who develops leaders requires an entirely different focus and attitude from simply attracting and leading followers. It takes a different mindset.  ”

Show Objectives - The Why

So often in scaling up an organization, the human factor is forgotten, or at least it doesn’t get the attention it deserves. What good does to have an ambitious scale-up strategy for your market expansion or production capacity expansion if you don’t have an organizational scale-up strategy to sustain it and make it happen.

Key Issues - Owner Perspective:

Here are some of the biggest challenges in attracting and developing leaders:

1. Attracting leaders requires becoming an even better leader.
2. Developing leaders requires focusing on the top 20% instead of the bottom 20%
3. They think they should treat everyone the same
4. They don’t invest time in people, spend time with people
5. They focus on weaknesses instead of strengths

What You Need to Know - The What

Great leaders develop their bench.

Successful companies expect change and plan ahead 

-         Always plan three future positions for each of your key people

-         They have a contingency plan in case someone quits or changes position,

-         They build career development programs

Successful leaders expect problems. They see situations realistically and they plan ahead.

What You Need to Do - The How

The challenge with developing leaders.

• Leaders are hard to find
• Leaders are hard to gather
• Leaders are hard to keep

Recorded Live at International Business Growth Radio (www.IBGR.Network)

One of the biggest differentiators between successful companies and less successful ones is their leadership development programs. While most companies see investment in training and people development programs as a cost, the few that get it, see this as one of the best investments they will ever make because they know that people are the only appreciating asset of their company. 

Leadership expert, John Maxwell says,  

“ Becoming a leader who develops leaders requires an entirely different focus and attitude from simply attracting and leading followers. It takes a different mindset.  ”

Show Objectives - The Why

So often in scaling up an organization, the human factor is forgotten, or at least it doesn’t get the attention it deserves. What good does to have an ambitious scale-up strategy for your market expansion or production capacity expansion if you don’t have an organizational scale-up strategy to sustain it and make it happen.

Key Issues - Owner Perspective:

Here are some of the biggest challenges in attracting and developing leaders:

1. Attracting leaders requires becoming an even better leader.
2. Developing leaders requires focusing on the top 20% instead of the bottom 20%
3. They think they should treat everyone the same
4. They don’t invest time in people, spend time with people
5. They focus on weaknesses instead of strengths

What You Need to Know - The What

Great leaders develop their bench.

Successful companies expect change and plan ahead 

-         Always plan three future positions for each of your key people

-         They have a contingency plan in case someone quits or changes position,

-         They build career development programs

Successful leaders expect problems. They see situations realistically and they plan ahead.

What You Need to Do - The How

The challenge with developing leaders.

• Leaders are hard to find
• Leaders are hard to gather
• Leaders are hard to keep

Recorded Live at International Business Growth Radio (www.IBGR.Network)

One of the biggest differentiators between successful companies and less successful ones is their leadership development programs. While most companies see investment in training and people development programs as a cost, the few that get it, see this as one of the best investments they will ever make because they know that people are the only appreciating asset of their company. 

Leadership expert, John Maxwell says,  

“ Becoming a leader who develops leaders requires an entirely different focus and attitude from simply attracting and leading followers. It takes a different mindset.  ”

Show Objectives - The Why

So often in scaling up an organization, the human factor is forgotten, or at least it doesn’t get the attention it deserves. What good does to have an ambitious scale-up strategy for your market expansion or production capacity expansion if you don’t have an organizational scale-up strategy to sustain it and make it happen.

Key Issues - Owner Perspective:

Here are some of the biggest challenges in attracting and developing leaders:

1. Attracting leaders requires becoming an even better leader.
2. Developing leaders requires focusing on the top 20% instead of the bottom 20%
3. They think they should treat everyone the same
4. They don’t invest time in people, spend time with people
5. They focus on weaknesses instead of strengths

What You Need to Know - The What

Great leaders develop their bench.

Successful companies expect change and plan ahead 

-         Always plan three future positions for each of your key people

-         They have a contingency plan in case someone quits or changes position,

-         They build career development programs

Successful leaders expect problems. They see situations realistically and they plan ahead.

What You Need to Do - The How

The challenge with developing leaders.

• Leaders are hard to find
• Leaders are hard to gather
• Leaders are hard to keep

Recorded Live at International Business Growth Radio (www.IBGR.Network)

Servant leadership has become a buzz word but it is not something new. John Maxwell taught it in his lectures and books for years and other thought leaders too as this quote by Zig Ziglar.

 “If you help people get what they want, they will help you get what you want. ”

Show Objectives - The Why

 As business leaders, we need to have the right mindset when it comes to serving people. We might feel is natural to serve our clients but what bout our people?

Key Issues - Owner Perspective:

 Here are some of the misconceptions about servant leadership and servant entrepreneurship

1. The formal education system program us to believe “we’re working for someone”
2. Past experiences of “bad” managers or bosses taught us “it is all about us”
3. I am in chage, I am risponsible – so you serve me

 What You Need to Know - The What

Simon Sinek said that when you take care of your people your people will take care of your employees.

What we’ll gonna cover today:

• What Is Servant Leadership?
• Leaders Add Value to Others
• Leaders Serve Others, Not Themselves
• Building Your Servant Mindset

Develop your servant mindset:

-         Do not rely on position or title

-         Believe in people and their potential

-         Put yourself in other people's shoes

-         Create a supporting environment

-         Measure your success by how much you helped others

What You Need to Do - The How

Making the shift from being served to serving.

• Deep down in our hearts, we want to serve
• Serving is more rewarding than being served
• Go beyond the buzz word of “servant leader”
• From “working for me” to “working together”

The three questions every leader should ask their team:

1.      How are you doing today?

2.      What are you working on?

3.      How can I help you?

Questions to help us serve your people better:

1.      What can I do for them to help them succeed?

2.      What do your people need from you daily that they may not want to ask for?

3.      What can I work on that will help me serve my people better?

4.      How would I know that I am serving my team well?

5.      What is it like for people who work with me? 

Recorded Live at International Business Growth Radio (www.IBGR.Network)

Servant leadership has become a buzz word but it is not something new. John Maxwell taught it in his lectures and books for years and other thought leaders too as this quote by Zig Ziglar.

 “If you help people get what they want, they will help you get what you want. ”

Show Objectives - The Why

 As business leaders, we need to have the right mindset when it comes to serving people. We might feel is natural to serve our clients but what bout our people?

Key Issues - Owner Perspective:

 Here are some of the misconceptions about servant leadership and servant entrepreneurship

1. The formal education system program us to believe “we’re working for someone”
2. Past experiences of “bad” managers or bosses taught us “it is all about us”
3. I am in chage, I am risponsible – so you serve me

 What You Need to Know - The What

Simon Sinek said that when you take care of your people your people will take care of your employees.

What we’ll gonna cover today:

• What Is Servant Leadership?
• Leaders Add Value to Others
• Leaders Serve Others, Not Themselves
• Building Your Servant Mindset

Develop your servant mindset:

-         Do not rely on position or title

-         Believe in people and their potential

-         Put yourself in other people's shoes

-         Create a supporting environment

-         Measure your success by how much you helped others

What You Need to Do - The How

Making the shift from being served to serving.

• Deep down in our hearts, we want to serve
• Serving is more rewarding than being served
• Go beyond the buzz word of “servant leader”
• From “working for me” to “working together”

The three questions every leader should ask their team:

1.      How are you doing today?

2.      What are you working on?

3.      How can I help you?

Questions to help us serve your people better:

1.      What can I do for them to help them succeed?

2.      What do your people need from you daily that they may not want to ask for?

3.      What can I work on that will help me serve my people better?

4.      How would I know that I am serving my team well?

5.      What is it like for people who work with me? 

Recorded Live at International Business Growth Radio (www.IBGR.Network)

Servant leadership has become a buzz word but it is not something new. John Maxwell taught it in his lectures and books for years and other thought leaders too as this quote by Zig Ziglar.

 “If you help people get what they want, they will help you get what you want. ”

Show Objectives - The Why

 As business leaders, we need to have the right mindset when it comes to serving people. We might feel is natural to serve our clients but what bout our people?

Key Issues - Owner Perspective:

 Here are some of the misconceptions about servant leadership and servant entrepreneurship

1. The formal education system program us to believe “we’re working for someone”
2. Past experiences of “bad” managers or bosses taught us “it is all about us”
3. I am in chage, I am risponsible – so you serve me

 What You Need to Know - The What

Simon Sinek said that when you take care of your people your people will take care of your employees.

What we’ll gonna cover today:

• What Is Servant Leadership?
• Leaders Add Value to Others
• Leaders Serve Others, Not Themselves
• Building Your Servant Mindset

Develop your servant mindset:

-         Do not rely on position or title

-         Believe in people and their potential

-         Put yourself in other people's shoes

-         Create a supporting environment

-         Measure your success by how much you helped others

What You Need to Do - The How

Making the shift from being served to serving.

• Deep down in our hearts, we want to serve
• Serving is more rewarding than being served
• Go beyond the buzz word of “servant leader”
• From “working for me” to “working together”

The three questions every leader should ask their team:

1.      How are you doing today?

2.      What are you working on?

3.      How can I help you?

Questions to help us serve your people better:

1.      What can I do for them to help them succeed?

2.      What do your people need from you daily that they may not want to ask for?

3.      What can I work on that will help me serve my people better?

4.      How would I know that I am serving my team well?

5.      What is it like for people who work with me? 

Recorded Live at International Business Growth Radio (www.IBGR.Network)

Servant leadership has become a buzz word but it is not something new. John Maxwell taught it in his lectures and books for years and other thought leaders too as this quote by Zig Ziglar.

 “If you help people get what they want, they will help you get what you want. ”

Show Objectives - The Why

 As business leaders, we need to have the right mindset when it comes to serving people. We might feel is natural to serve our clients but what bout our people?

Key Issues - Owner Perspective:

 Here are some of the misconceptions about servant leadership and servant entrepreneurship

1. The formal education system program us to believe “we’re working for someone”
2. Past experiences of “bad” managers or bosses taught us “it is all about us”
3. I am in chage, I am risponsible – so you serve me

 What You Need to Know - The What

Simon Sinek said that when you take care of your people your people will take care of your employees.

What we’ll gonna cover today:

• What Is Servant Leadership?
• Leaders Add Value to Others
• Leaders Serve Others, Not Themselves
• Building Your Servant Mindset

Develop your servant mindset:

-         Do not rely on position or title

-         Believe in people and their potential

-         Put yourself in other people's shoes

-         Create a supporting environment

-         Measure your success by how much you helped others

What You Need to Do - The How

Making the shift from being served to serving.

• Deep down in our hearts, we want to serve
• Serving is more rewarding than being served
• Go beyond the buzz word of “servant leader”
• From “working for me” to “working together”

The three questions every leader should ask their team:

1.      How are you doing today?

2.      What are you working on?

3.      How can I help you?

Questions to help us serve your people better:

1.      What can I do for them to help them succeed?

2.      What do your people need from you daily that they may not want to ask for?

3.      What can I work on that will help me serve my people better?

4.      How would I know that I am serving my team well?

5.      What is it like for people who work with me? 

Recorded Live at International Business Growth Radio (www.IBGR.Network)

How do we create a problem-solving culture in our organizations? And why do we have problems in the first place?

The purpose of a problem is to call us forward so that we may go before the very conditions, circumstances, and thinking that created it.

 “We cannot solve our problems with the same level of thinking that created them.” – Albert Einstein

 Problems are opportunities for us to become the solution, rather than seek a solution.

Show Objectives - The Why

 As business leaders, we rely on people from vendors to suppliers, from clients to employees and we’d expect them to follow through on their promises. To keep their word.

 Even more importantly perhaps is that we have people who depend on us and in order to be dependable we have to be disciplined.

 Key Issues - Owner Perspective:

1.  People come to me for solutions
2. I need to solve the problems myself
3. It seems that the same problems come back again and again

 What You Need to Know - The What

What we’ll cover today is:

• What is a problem-solving culture
• Why delegating to your team helps them develop this mindset
• Problem-solving from the outside-in vs problem-solving from the inside-out
• A Five Steps Framework for Solution-Based Thinking

What You Need to Do - The How

A Five Steps to Solution-Based Thinking

1.      Write out the exact problem you have.

2.      Draw from your past experiences, resourcefulness and creativity.

3.      Identify the resources you have learned from or adopted as you have dealt with previous problems.

4.      Write down what the problem looks like solved.

5.      Trust and have faith in yourself.

 Before you make a decision, you must first enter into problem-solving at a higher level of solution-based thinking where you begin to separate, breakdown, and distill the thinking that has created the conditions conducive for the problem to exist.

 Then, after careful and thoughtful consideration, you make a decision, cutting and removing the parts of your past thinking that no longer serve you.

“Momentum is the leader’s best friend.” - John C. Maxwell

Recorded Live at International Business Growth Radio (www.IBGR.Network)

How do we create a problem-solving culture in our organizations? And why do we have problems in the first place?

The purpose of a problem is to call us forward so that we may go before the very conditions, circumstances, and thinking that created it.

 “We cannot solve our problems with the same level of thinking that created them.” – Albert Einstein

 Problems are opportunities for us to become the solution, rather than seek a solution.

Show Objectives - The Why

 As business leaders, we rely on people from vendors to suppliers, from clients to employees and we’d expect them to follow through on their promises. To keep their word.

 Even more importantly perhaps is that we have people who depend on us and in order to be dependable we have to be disciplined.

 Key Issues - Owner Perspective:

1.  People come to me for solutions
2. I need to solve the problems myself
3. It seems that the same problems come back again and again

 What You Need to Know - The What

What we’ll cover today is:

• What is a problem-solving culture
• Why delegating to your team helps them develop this mindset
• Problem-solving from the outside-in vs problem-solving from the inside-out
• A Five Steps Framework for Solution-Based Thinking

What You Need to Do - The How

A Five Steps to Solution-Based Thinking

1.      Write out the exact problem you have.

2.      Draw from your past experiences, resourcefulness and creativity.

3.      Identify the resources you have learned from or adopted as you have dealt with previous problems.

4.      Write down what the problem looks like solved.

5.      Trust and have faith in yourself.

 Before you make a decision, you must first enter into problem-solving at a higher level of solution-based thinking where you begin to separate, breakdown, and distill the thinking that has created the conditions conducive for the problem to exist.

 Then, after careful and thoughtful consideration, you make a decision, cutting and removing the parts of your past thinking that no longer serve you.

“Momentum is the leader’s best friend.” - John C. Maxwell