In this episode of the Dr. B Show, Dr. B interviews Nanette Miner, a training doctor with over 30 years of experience in training and development. They explore the nuances between exit strategies and succession planning, detailing their significance in today’s business environment. Nanette shares her career journey, insights into effective training methods, and the importance of starting leadership development early. 

The conversation also covers her work with NEXT generation leaders and her Ignite, Lift, and Soar programs designed to foster leadership skills in organizations. Highlights include the need for strategic, in-house leadership training and the role of volunteerism in professional growth. Dr. B and Nanette also discuss industry statistics about the lack of formalized succession plans and the high failure rate of newly promoted executives.

KEY TAKEAWAYS

• Exit Strategies vs. Succession Planning: Nanette and Dr. B dive into the differences between these two important concepts and their relevance in today’s business world.
• Leadership Development: Nanette emphasizes the importance of starting leadership training early to prepare future leaders effectively.
• NEXT Generation Leaders: Nanette discusses her work with emerging leaders and the impact of her Ignite, Lift, and Soar programs.
• Strategic In-House Leadership Training: The need for organizations to prioritize internal leadership training is highlighted as a crucial step for long-term success.
• Volunteerism for Professional Growth: Nanette shares how volunteerism can contribute to developing leadership skills and enhancing professional growth.
• Industry Statistics: The episode covers stats concerning about the lack of formalized succession plans and the high failure rate of newly promoted executives.

QUOTES

• "You get work done through others. If you don’t know others, you’re not going to ask for help."
• "If you just start giving people leadership skills the minute they walk in the door, you’re going to have people who are already leaders before you promote them into leadership roles."
• "We usually promote people who are technically good, which doesn’t mean they’re going to be a good leader at all."
• "You can’t start early enough with leadership development. It takes a long time to develop those interpersonal and leadership skills."
• "If they like it, they’ll naturally rise to a leadership role. And if they don’t, you’ve just made the whole organization better anyway."
• "The first way they learn something is the way they’re always going to do it. So you're indoctrinating them into your company’s way of doing things."
• "It’s not that they’re unprofessional; it’s that they were trained by a different institution, and now they’re trying to translate that to your company, and it doesn’t work."
• "You can do leadership development easily and organically, the key is consistency."
• "The real benefit of peer learning groups: developing relationships, continuously developing leadership skills, and advancing career development."

Connect and learn more about Nanette Miner.
LinkedIn: https://www.linkedin.com/in/drminer/

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