It's the little things that count… especially when running a growing organization. If you want to make your organization the best it can be, you need to be sure that everyone is happy and growing. After all, your business will only succeed when everyone feels supported and has the tools they need to do their job. They are more likely to take ownership of their assigned tasks and feel valued by the company that way.
In this episode of Masters of Employee Development, Mike interviews Jonathan Shroyer, a highly regarded serial entrepreneur, who explains team-building and development, establishing trust within your network, and the need to be within a network of people who're different from you. He also speaks about the importance of expectation-setting and how it can help you avoid overwhelm as a leader. Listen in!
EPISODE 18 SUMMARY & HIGHLIGHTS
What are the things you want for your team?
01:38
Development is one of the significant points to consider when building a team – how do you mold your team members into leaders tomorrow? It is less about the goals, responsibilities, and deliverables and more about their growth.
What can you do to develop your team members into leaders?
02:49
1. Start with a listening tour. Understand your people, their talents, and assess how you can help them become successful. Take an inventory of the opportunities you can offer them.
03:25
2. Look out for individuals who aren’t being appreciated well. Try to find natural, non-contrived opportunities to give them appreciation.
03:46
3. Share your leadership story. This way, people can know how you think about the future.
How do you go from being an individual contributor to a company owner?
06:05
Growing into a company requires you to identify your key audience. Understand what your customers need and find out how to serve them better. It is also equally important to ensure your employees’ welfare. Make sure they’re motivated and that you’re addressing any concerns they have in a timely manner.
Why is it important to set expectations before joining a new organization?
08:13
As a leader especially, you need to understand that you’re not an individual contributor. You’re responsible for driving alignment to the vision and managing the people who will contribute to it. Your role is to bring people together to work on the vision and not march ahead alone. Setting expectations will ensure you’re not constantly tempted to single-handedly contribute or get something done for namesake.
How do you make yourself available to your employees to help them grow?
16:54
It all comes down to a balance of execution and development. Surround yourself with people who could aid in your journey, different from you; cultivate meaningful relationships. Be the master o your network.
What is the concept of concentric circles of trust?
21:51
By concentric circles of trust, we mean concentric levels of trust. People in the next higher circle as you are your immediate companions. There’s bidirectional communication in a concentric circle network.
KEY QUOTES:
5:24-5:37
“if you want to achieve something in a year or two years, you need to write it down. It doesn't have to be a complex plan. [...] You could write a one-pager of what you want to achieve in the next couple years, at least you've written it down.”
11:57-12:17
“I think the cool thing about the listening tour is I have a different viewpoint on development than a lot of leaders. I don't think it's my responsibility to develop people. It's my responsibility to create an environment, a culture where people feel like they can dream about their future, try to imagine what it...
