WEBVTT
00:00:04.719 --> 00:00:10.960
Welcome to Now Go Lead, the podcast where we help you level up your leadership in just five minutes.
00:00:11.519 --> 00:00:18.559
Each episode, we provide inspiring stories and actionable insights to help you lead with confidence and clarity.
00:00:18.719 --> 00:00:27.359
Whether you're a seasoned leader or just starting out, our goal is to give you the tools and motivation to level up your leadership game.
00:00:29.920 --> 00:00:32.320
Hello and welcome back to Now Go Lead.
00:00:32.719 --> 00:00:34.399
Is it time to give up?
00:00:35.520 --> 00:00:39.200
You know, we all have a lot on our shoulders, and that's normal for a leader.
00:00:39.439 --> 00:00:46.000
What I see too often though is leaders trying to take on more and more responsibility without giving anything up.
00:00:46.320 --> 00:00:51.600
They don't understand why their organization isn't growing despite working 70 hours a week.
00:00:51.840 --> 00:00:56.880
They've lost enthusiasm and their once healthy momentum has begun to flatten out.
00:00:57.520 --> 00:01:00.240
They think they just need to work harder.
00:01:00.719 --> 00:01:06.159
The answer counterintuitively is not to work harder, but actually to give more away.
00:01:06.879 --> 00:01:13.599
The biggest step a leader can ever take is to give up control of something precious to them and entrust it to someone else.
00:01:13.920 --> 00:01:22.480
I would go further and say that a leader's inability or unwillingness to develop and grow their team is probably the largest contributing factor to this problem.
00:01:23.280 --> 00:01:30.959
Many leaders feel they just don't have anyone capable or qualified to take responsibility for the quote important task or activities.
00:01:31.200 --> 00:01:37.120
They say that they don't have time to train anyone while burning the midnight oil trying to get it all done themselves.
00:01:37.760 --> 00:01:51.760
Worse yet, ambitious and talented people never hang around for long under this type of leadership because they realize no one is going to give them the opportunity to learn something new and take on increasing levels of responsibility.
00:01:53.599 --> 00:01:58.239
I've seen this played out over and over again in small businesses across the country.
00:01:58.480 --> 00:02:06.480
Most often, I see the 70-year-old founder who eventually has to close the doors because they just couldn't find anyone who wanted to take it over.
00:02:07.280 --> 00:02:15.759
Not only is it sad to watch a once prosperous business quietly disappear, but also think about the value loss to the founder as well.
00:02:15.919 --> 00:02:19.520
It all starts with the decision to develop people before you need them.
00:02:20.000 --> 00:02:26.560
What if instead the worst problem was that they had too many qualified people and had to decide between the best of the best?
00:02:28.960 --> 00:02:33.439
I was about two years into being CEO when I realized a couple of important truths.
00:02:33.759 --> 00:02:37.680
First, there are certain aspects of the job that I just didn't love.
00:02:38.400 --> 00:02:44.960
Second, it's difficult and perhaps unhealthy for an individual to remain CEO for too long.
00:02:45.280 --> 00:02:51.120
There are exceptions to every rule, but generally speaking, no one should overstay their time at the top of an organization.
00:02:51.599 --> 00:02:57.919
In any case, the truths led me to two important decisions that proved to be among the best that I ever made.
00:02:58.479 --> 00:03:05.840
First, I took almost everything I didn't love about being CEO and I created a new role in the company to handle those activities.
00:03:06.159 --> 00:03:10.800
Surprisingly, there was no shortage of people eager to take the new role.
00:03:10.960 --> 00:03:15.039
I simply had to find the right person and train them to do the job.
00:03:15.280 --> 00:03:22.240
Secondly, I developed a training program for my top performers and began to teach them everything I knew about leadership.
00:03:22.560 --> 00:03:29.759
This alone was a multi-year process during which I introduced my team to the most sensitive and delicate aspects of our business.
00:03:30.080 --> 00:03:36.479
Nothing was close to them, and they were part of every strategic decision that drove the company forward.
00:03:36.800 --> 00:03:43.840
My goal was to have multiple people in the organization capable of doing my job in a way that represented me well.
00:03:45.120 --> 00:03:51.840
Years later, when it came time to sell our company, I was finally able to look back and see the result of our efforts.
00:03:52.080 --> 00:03:55.360
We had developed a true powerhouse of internal leadership.
00:03:55.599 --> 00:04:00.240
They were well prepared for what came next, and it freed me to move forward to my next chapter.
00:04:01.520 --> 00:04:05.360
I have something I want to bring into focus for you as the leader of others.
00:04:05.840 --> 00:04:06.800
Succession.
00:04:07.360 --> 00:04:08.800
Who is your successor?
00:04:09.039 --> 00:04:10.960
And what are you doing to prepare them?
00:04:11.759 --> 00:04:14.479
I'll hear some people say, Well, I have a succession plan.
00:04:14.879 --> 00:04:16.399
John is my successor.
00:04:16.720 --> 00:04:17.839
We've talked about it.
00:04:18.800 --> 00:04:24.639
Let me remind you, succession is not just about naming someone for a future position.
00:04:24.959 --> 00:04:27.040
It's a process to prepare them.
00:04:28.319 --> 00:04:35.839
No matter where you are in your own journey, you must consistently develop others to one day take the responsibility that you now hold.
00:04:36.800 --> 00:04:43.360
The measure of your success in leading others will come when you hand off the baton back to the one you have prepared to carry it.
00:04:44.319 --> 00:04:49.680
Often, the greatest gift a leader can give others is an excellent exit strategy.
00:04:50.240 --> 00:04:54.319
If you plan well, your leadership will outlast your career.
00:04:56.240 --> 00:04:58.240
So take five minutes and think about this.
00:04:59.360 --> 00:05:01.279
What is my current succession plan?
00:05:02.240 --> 00:05:07.360
What intentional steps am I making each week to prepare others to lead in my place?
00:05:08.560 --> 00:05:11.839
What do I need to give up to move forward?
00:05:12.560 --> 00:05:14.959
It's time to now go lead.
00:05:18.319 --> 00:05:21.759
Thank you for tuning in to this episode of Now Go Lead.
00:05:21.920 --> 00:05:28.639
Join us next week as we cover a brand new leadership topic and help you level up your leadership in just five minutes.
00:05:28.879 --> 00:05:34.639
For more resources, tips, and inspiration, visit our website at nowgolead.com.
00:05:34.959 --> 00:05:40.079
You can also connect with us on Instagram at NowGoLead and on LinkedIn.
00:05:40.240 --> 00:05:42.000
We would love to hear from you.
00:05:42.240 --> 00:05:46.079
If you enjoyed this episode, please subscribe, rate, and leave a review.
00:05:46.319 --> 00:05:49.920
Your feedback helps us grow and reach more leaders like you.
00:05:50.079 --> 00:05:55.600
Also, don't forget to share this podcast with your colleagues and friends who are on their own leadership journey.
00:05:56.160 --> 00:06:02.000
Now Go Leave is produced by HP Engineering Studios in beautiful northwest Arkansas.
00:06:02.720 --> 00:06:04.800
NowGo Leave.
00:00:04.719 --> 00:00:10.960
Welcome to Now Go Lead, the podcast where we help you level up your leadership in just five minutes.
00:00:11.519 --> 00:00:18.559
Each episode, we provide inspiring stories and actionable insights to help you lead with confidence and clarity.
00:00:18.719 --> 00:00:27.359
Whether you're a seasoned leader or just starting out, our goal is to give you the tools and motivation to level up your leadership game.
00:00:29.920 --> 00:00:32.320
Hello and welcome back to Now Go Lead.
00:00:32.719 --> 00:00:34.399
Is it time to give up?
00:00:35.520 --> 00:00:39.200
You know, we all have a lot on our shoulders, and that's normal for a leader.
00:00:39.439 --> 00:00:46.000
What I see too often though is leaders trying to take on more and more responsibility without giving anything up.
00:00:46.320 --> 00:00:51.600
They don't understand why their organization isn't growing despite working 70 hours a week.
00:00:51.840 --> 00:00:56.880
They've lost enthusiasm and their once healthy momentum has begun to flatten out.
00:00:57.520 --> 00:01:00.240
They think they just need to work harder.
00:01:00.719 --> 00:01:06.159
The answer counterintuitively is not to work harder, but actually to give more away.
00:01:06.879 --> 00:01:13.599
The biggest step a leader can ever take is to give up control of something precious to them and entrust it to someone else.
00:01:13.920 --> 00:01:22.480
I would go further and say that a leader's inability or unwillingness to develop and grow their team is probably the largest contributing factor to this problem.
00:01:23.280 --> 00:01:30.959
Many leaders feel they just don't have anyone capable or qualified to take responsibility for the quote important task or activities.
00:01:31.200 --> 00:01:37.120
They say that they don't have time to train anyone while burning the midnight oil trying to get it all done themselves.
00:01:37.760 --> 00:01:51.760
Worse yet, ambitious and talented people never hang around for long under this type of leadership because they realize no one is going to give them the opportunity to learn something new and take on increasing levels of responsibility.
00:01:53.599 --> 00:01:58.239
I've seen this played out over and over again in small businesses across the country.
00:01:58.480 --> 00:02:06.480
Most often, I see the 70-year-old founder who eventually has to close the doors because they just couldn't find anyone who wanted to take it over.
00:02:07.280 --> 00:02:15.759
Not only is it sad to watch a once prosperous business quietly disappear, but also think about the value loss to the founder as well.
00:02:15.919 --> 00:02:19.520
It all starts with the decision to develop people before you need them.
00:02:20.000 --> 00:02:26.560
What if instead the worst problem was that they had too many qualified people and had to decide between the best of the best?
00:02:28.960 --> 00:02:33.439
I was about two years into being CEO when I realized a couple of important truths.
00:02:33.759 --> 00:02:37.680
First, there are certain aspects of the job that I just didn't love.
00:02:38.400 --> 00:02:44.960
Second, it's difficult and perhaps unhealthy for an individual to remain CEO for too long.
00:02:45.280 --> 00:02:51.120
There are exceptions to every rule, but generally speaking, no one should overstay their time at the top of an organization.
00:02:51.599 --> 00:02:57.919
In any case, the truths led me to two important decisions that proved to be among the best that I ever made.
00:02:58.479 --> 00:03:05.840
First, I took almost everything I didn't love about being CEO and I created a new role in the company to handle those activities.
00:03:06.159 --> 00:03:10.800
Surprisingly, there was no shortage of people eager to take the new role.
00:03:10.960 --> 00:03:15.039
I simply had to find the right person and train them to do the job.
00:03:15.280 --> 00:03:22.240
Secondly, I developed a training program for my top performers and began to teach them everything I knew about leadership.
00:03:22.560 --> 00:03:29.759
This alone was a multi-year process during which I introduced my team to the most sensitive and delicate aspects of our business.
00:03:30.080 --> 00:03:36.479
Nothing was close to them, and they were part of every strategic decision that drove the company forward.
00:03:36.800 --> 00:03:43.840
My goal was to have multiple people in the organization capable of doing my job in a way that represented me well.
00:03:45.120 --> 00:03:51.840
Years later, when it came time to sell our company, I was finally able to look back and see the result of our efforts.
00:03:52.080 --> 00:03:55.360
We had developed a true powerhouse of internal leadership.
00:03:55.599 --> 00:04:00.240
They were well prepared for what came next, and it freed me to move forward to my next chapter.
00:04:01.520 --> 00:04:05.360
I have something I want to bring into focus for you as the leader of others.
00:04:05.840 --> 00:04:06.800
Succession.
00:04:07.360 --> 00:04:08.800
Who is your successor?
00:04:09.039 --> 00:04:10.960
And what are you doing to prepare them?
00:04:11.759 --> 00:04:14.479
I'll hear some people say, Well, I have a succession plan.
00:04:14.879 --> 00:04:16.399
John is my successor.
00:04:16.720 --> 00:04:17.839
We've talked about it.
00:04:18.800 --> 00:04:24.639
Let me remind you, succession is not just about naming someone for a future position.
00:04:24.959 --> 00:04:27.040
It's a process to prepare them.
00:04:28.319 --> 00:04:35.839
No matter where you are in your own journey, you must consistently develop others to one day take the responsibility that you now hold.
00:04:36.800 --> 00:04:43.360
The measure of your success in leading others will come when you hand off the baton back to the one you have prepared to carry it.
00:04:44.319 --> 00:04:49.680
Often, the greatest gift a leader can give others is an excellent exit strategy.
00:04:50.240 --> 00:04:54.319
If you plan well, your leadership will outlast your career.
00:04:56.240 --> 00:04:58.240
So take five minutes and think about this.
00:04:59.360 --> 00:05:01.279
What is my current succession plan?
00:05:02.240 --> 00:05:07.360
What intentional steps am I making each week to prepare others to lead in my place?
00:05:08.560 --> 00:05:11.839
What do I need to give up to move forward?
00:05:12.560 --> 00:05:14.959
It's time to now go lead.
00:05:18.319 --> 00:05:21.759
Thank you for tuning in to this episode of Now Go Lead.
00:05:21.920 --> 00:05:28.639
Join us next week as we cover a brand new leadership topic and help you level up your leadership in just five minutes.
00:05:28.879 --> 00:05:34.639
For more resources, tips, and inspiration, visit our website at nowgolead.com.
00:05:34.959 --> 00:05:40.079
You can also connect with us on Instagram at NowGoLead and on LinkedIn.
00:05:40.240 --> 00:05:42.000
We would love to hear from you.
00:05:42.240 --> 00:05:46.079
If you enjoyed this episode, please subscribe, rate, and leave a review.
00:05:46.319 --> 00:05:49.920
Your feedback helps us grow and reach more leaders like you.
00:05:50.079 --> 00:05:55.600
Also, don't forget to share this podcast with your colleagues and friends who are on their own leadership journey.
00:05:56.160 --> 00:06:02.000
Now Go Leave is produced by HP Engineering Studios in beautiful northwest Arkansas.
00:06:02.720 --> 00:06:04.800
NowGo Leave.
