newgenleader

Why You Need a Coach

What makes a good leader?

If it is a person or a goal we are trying to mimic or impersonate, we are not reaching our true potential.

21st century leadership is influence, which is how we coach our people up to unlock their true potential.

Consider what it means to have that voice in your life, helping you process how to unlock your own true potential. Because you need your own custom leadership growth journey.

Your Custom Growth Plan

We start unlocking your potential with a free, custom growth plan. In 30 minutes, we identify your growth potential:

• what challenges are you facing right now?
• what is your potential?
• why haven’t you unlocked that potential yet?

When we’re finished, we know exactly where to go next.

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From the Blog

Check out these two articles from Aaron’s blog:

1. What Good is a Coach? An effective coach can help you level up as a leader and respond to challenges you face every day. The coach won’t give you the answers but will guide you to strengthen your leadership foundation.
2. How My Coach Saved Me. Turning a hard conversation into a redemptive experience, and it all started with an impromptu call to my coach.

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The Motive

As Aaron mentions in this episode, Patrick Lencioni discusses the role most leaders abdicate in The Motive:

Shay was still angry but shrugged nonchalantly as if to say, it’s not that big of a deal. “So, what am I wrong about?”

“You’re not going to want to hear this, but I have to tell you anyway.” Liam paused before finishing. “You might be working hard, but you’re not doing it for the company.”

“What the hell does that mean?” Shay wanted to know.

Knowing that his adversary might punch him for what he was about to say, Liam responded. “You’re doing it for yourself.”

Digital Age Coaching Course

The best leaders are coaches for their team. This course gives you the tools you need to coach your team in the digital age.

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Full Episode 8 Transcript

We are talking how to be a good leader today. What makes a good leader? There are so many ways that people talk about a level five leader. A powerful leader, a top leader. There are books and books and books on what it means to be the kind of leader that people want you to become to become a leader worth following. What are those metrics? How do we talk about that? Welcome to the New Generation Leader. We’re giving you the tools you need to lead in the digital world. Ready to reach your true potential? Let’s get started.

Welcome to the New Generation Leader podcast. If it’s a goal or a person who we are trying to mimic or impersonate, we’re not becoming our best version of a good leader. We are not reaching our true potential of good leadership. And so in this segment, I want us to take a look at the factors, the tricks the paths, the ways we can go about getting at you, reaching your true potential as a leader. How do you become a good leader? Because at the end of the day, there’s not a universal path to becoming a good leader. As we talked about in the first segment, there are dynamics to all of us, the ways we grew up, the ways we were educated, the ways we were raised, all of those tendencies wired within us, we have to translate those into our current reality, We have to translate those into how we become a good leader. If I try to become Steve Jobs, if I try to become Bob Iger, if I try to become Henry Ford, if I try to become Kat Cole, that is not going to work because I’m not wired the same way as each of them. I didn’t have the life experiences that each of them had, I didn’t have the mentor ship experiences that any of them had along the way to understand themselves, to guide themselves and to pursue that vision of their true potential.

So how do we do this? How do we translate this into our own reality? Well, it seems today like everyone has a coach, so why not me? Right. I have had a coach, I have coaches in my life who I consistently go back to and consult. And along the way I have had people come to me, I have heard stories. Maybe your partner recommended going to find a coach or your boss told you to find one. Or maybe even your boss told you when your first meeting was with uh your coach and informs you who your coach would be and you had no choice in that. But coaching doesn’t have to carry a negative connotation, but too often it’s used as a corrective measure. It’s used to fix a problem, it’s used to clean up something. But an effective coach can help you level up, just as we were describing, that your leadership journey is uniquely yours and a coach can help you respond to the very specific challenges you face every day, not to give you the answers, but to guide you, to strengthen your own leadership, foundation, your own leadership practice. How you become a good leader. And coaching is a style more than what a coach does at. Its core coaching is about building influence between the coach and the coachee and leveraging that trust and understanding to make changes, to work, personal life, family, some other element of your day to day living.

But before I dive into why you need a coach, why I think a coach can specifically help you in this journey. Let me lay out why I coach. I started coaching when I was 16, not in the business world, but in the sports world. and coaching 8 to 12 year olds over all these years has opened my eyes to what coaching could be that year. That first year I went from letter winning varsity athlete to coach as a coach. I couldn’t do anything. Once the game started anymore, I had to motivate through influence, encouragement. I had to lay a strong foundation during practice and timeouts and pregame huddles. But once the game started, I couldn’t step on the field.

I’ve coached more than 16 seasons, 16 teams of softball, basketball and baseball since that first season. And I love it just as much now as I ever did. And here are my three favorite parts of coaching sports: Number 3: motivating the team during a huddle reminded them of our key goals, giving simple, concise next steps. Number 2: celebrating incredible plays during the game. When something goes right, it all clicks and in one moment everything falls into place. There’s nothing like celebrating those moments And then last, Number 1: sprinting to center field or mid court for our postgame huddle to whether we win or loose celebrate what the team accomplished that day.

How I coach sports is is the same as how I coach leaders. I can’t do the work as much as I sometimes want to do the work for these leaders. I can’t do the work for them. I can only encourage and motivate in our conversations. Use the leaders, real life experiences to jump start our work together. Here’s the upside of coaching in the workplace. How do you identify your true potential? We’re all wired to communicate, respond, handle situations and conflict in unique ways, but our personal history, how we were educated, our family, our community. It all impacts how we approach every event in our day.

Coaching begins with understanding how you are wired. We need to hold up a mirror to understand ourselves before we try to model change in our key relationships, A good coach will hold up a mirror to help you translate your current reality into action and our tools fortify our coaching experience, providing the ultimate reflection experience. If we don’t fully know or understand how others experience our leadership, we can’t improve or capitalize on our influence. You understand your tendencies, you can better process your responses, develop new habits and rhythms and become a good leader.

So utilizing this coaching process, a continuous improvement journey. It allows us to build momentum in our coaching conversations. We walk through three steps, let’s look back, Where have we been? What is this current reality we see, look up. Where are we right now? What’s going on in front of us as we’ve talked about over the last few weeks and we’ll talk about more later today. What are our barriers, hurdles and gaps, what’s going on right around us and then look forward? Where do we want to go?

We want to invite accountability, we want to build momentum towards our growth and to do this, we must circle back. Remember our last conversation continue to move this process forward and understand what growth or momentum has occurred out of the goals you set and our previous conversations to grow. We have to do the hard work, we have to do this reflection. We’ve got to reflect on our current reality in order to shape future different outcomes. And when we look up we have to recognize what external and internal factors are influencing this reality, what what is going on that’s making today today?

This is why that infinity loop is so important. We are never done with this journey. We need to identify and overcome the barriers and hurdles before we can create a healthy future. So as we look forward, what current reality is most pressing? What’s the most important thing that we need to tackle? What barrier hurdler gap most needs to be moved out of the way? What do we need to help you overcome? What’s causing you heartburn? What goal needs your most urgent attention? Or is there a crisis that needs your attention?

Right now, there are a few times where I have had a specific crisis and the coach is the very person I needed to help me get out of my stuck-ness and be able to have a healthy, productive conversation in building towards the future. When we focus on tackling these issues, we’re focusing on your personal engagement, your needs, your coach isn’t bringing your path for growth, your coach isn’t identifying your issues, your coach isn’t bringing the agenda, you are, your challenge, is your needs, your growth opportunities, Your coach is holding up a mirror and serving as the trusted confidant to process with you a thinking partner, another perspective and a safe space, no judgment, just reflection.

And here’s the thing that’s most, most impactful, an effective coaching model that we experience helps us coach. Patrick Letzion says this is the most abdicated roll a leader can give up is not coaching their people. Leaders are not doers. 21st century leadership through influence is how we coach our people up to their true potential. And if you have an effective coach, you’ll be able to lead your people more effectively be a coach for them. Because you have learned from a great example of a coach.

I hope you will consider what it means for you to take that journey with a coach, to have that voice in your life, helping you process your journey toward unlocking your potential and becoming a leader worth following because you need your own custom leadership growth journey.

Download today’s show notes at newgenerationleader.com/8 and begin your own personal coaching journey. Okay. Thanks for listening to the New Generation Leader podcast. Subscribe today on your favorite podcasting platform.

Ready to reach your true potential? Join our network of like minded leaders in the New Generation Leader Mastermind Group, find all the tools you need. newgenerationleader.com. Thanks for listening today and we look forward to seeing you next time on the New Generation Leader Podcast.

Who believed in you? Looking back in your career, in your life, in your education, who invested in you, poured into you, helped you become who you are today?

Now let’s flip that question around – who would come back to you and say “thank you for what you’ve invested into me, you helped me get to where I am today.” Anyone? Are you proactively building the next level leaders in your midst?

Welcome to Episode 7, Believe in Somebody on the New Generation Leader Podcast, building your leadership toolbox to unlock your true potential.

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New Generation Leader Mastermind Challenge

Don’t know where to start? Don’t have a plan to invest in your team?

Join our New Generation Leader Mastermind Challenge and discovery tools you can start using today to invest in your team.

Ready to believe in somebody? Start your free challenge today on the New Generation Leader Network.

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Project Aristotle + Psychological Safety

Google’s Research into “the secrets of effective teams at Google” highlighted Psychological Safety as a key component of effective teams:

In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.

More on Project Aristotle from Inc Magazine.

Listen More, Talk Less

One of the key highlights of Project Aristotle is “listen more, talk less.” This highlights our experience with teams, that 82% of team members feel misunderstood or undervalued.

Explore your Voice with our Free Assessment and discover how to unlock the true potential of every Voice on your team.

Managers aren’t doing enough to support anxious employees

As a manager, you might hesitate to ask employees directly how they’re doing because it feels overly personal. Less than half of respondents in a 2020 survey, 47%, said their manager is actually attuned to their wellbeing.

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Full Episode 7 Transcript

Who believed in you?

Looking back on your career, in your life, in your education, who invested in you poured into you, helped you become who you are today?

Now let’s flip that question around: who would come back to you and say, “thank you for what you have invested in me. You helped me get to where I am today.”

Anyone are you pro actively building the next level leaders in your midst?

Welcome to episode 7, Believe in Somebody on the New Generation Leader podcast

If you’ve heard me talk, you’ve probably heard me tell the story about sitting down for coffee a few years ago with my friend Norm, who’s a few decades ahead of me in life. We sat down in a coffee shop and I said, “Norm, looking back over your career as you get closer and closer to retirement, what leadership lesson do you wish you had learned earlier in your career?”

This is a really powerful question to ask because it allows us to think about what we have learned earlier in life and that pathway is part of the New Generation Leader process. It’s what I talk about in the book, it’s what we talk about time and time again with teams, because we start with the problem, we start with the problem of teams and leaders who get into a leadership position, but managers/leaders aren’t truly prepared to know how to lead.

They’ve been identified as someone who could take on a role, but they aren’t given the skills the tools to succeed. So how do we overcome this? How do we preemptively meet people where they’re at and help them put the tools in their toolbox so that they can become the leaders that the world needs around us? This is why we are in business. This is why I do what I do because I’m so passionate that we all need to believe in somebody.

We need to pour in and invest in those leaders around us. Did you know that only 30% of employees believe they are being given opportunities to learn and grow? Only three out of 10. And if we aren’t taking the opportunity to invest in our teams to invest in our people to give them the skills, the tools, the resources that they need to succeed, then are we really doing our best to make them their best? Let me say that again,

Are we doing our best to help them become their best?

Because truly that is our role as a leader. That is our role, an opportunity to help resource our teams to truly make them successful. Now, if we want to build our teams, if we want to make them more successful, we’ve got to have a plan, we’ve got to have a process and if you don’t have training for your team or you don’t know how to train your team, that’s an opportunity where we can get stuck. I had a friend recommend a book to me who not how by dan Sullivan and here’s the magic behind this book dan writes who not how about this philosophy that he teaches to all of those, he consults with that. When you come across a problem, don’t figure out how to solve it on your own, but figure out who has a passion about this interest. And then a really interesting thing about this book is that dan didn’t write it. He found his own who Ben hardy to write the book for him with him, not figuring out how to write the book on his own. So if you’re figuring out who is your who, who can help you unlock the potential of your employees, who can ask these questions when you don’t know and don’t have the training for your team who does. And let’s talk about the problem a little bit more. If you don’t have training for your team or don’t know how to train your team, you might end up having high turnover, your people are leaving and on this cyclical rotation in and out the revolving door and maybe they’re in pursuit of somewhere where they believe they will be given opportunities to learn and grow. Maybe your team doesn’t do development. Well, maybe you don’t have this pathway, this system, this process to build your team members up. Maybe you find yourself in a problem where you’re promoting people to quickly because of a gap because of a revolving door or because of a growth trajectory that you’re on, you’re trying to fill seats in your organization based on who you already have and you have to promote people before they’re ready. Maybe you find yourself with managers who who really just don’t know how to lead. They were experts at the doing, they were the expert sales manager, but leading a team of salespeople isn’t their forte. And if you don’t have a deep leadership bench, you don’t have a number of people in your team, your organization who you are ready to promote. Or when you identify a team member to fill a role and you recognize you need to develop them. Maybe you just don’t have the process to do that. Let’s talk about how you do this. I know not a hoob but how we’re going to flip this. We’re going to talk about the how we do this, how you might do this, what you’re going to overcome and then we’ll talk about what it would look like for you to install this process with your team. So a few years ago, google set out to research what leadership looks like, what healthy effective leadership looks like. What is it that managers are doing that unlocks the potential of their people. And one of the key hallmarks of this was psychological safety. Here’s what google says about psychological safety in a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question or offering a new idea. Here’s a number that I think describes this perfectly. 82 of your team members feel misunderstood or undervalued. Think about that for a minute. What if that is true? What if 82 of your team members don’t feel like they have a voice, don’t feel like they can speak up, don’t feel like they have a contribution to make to the team. What impact does that have on your bottom line? This is exactly what project Aristotle set out to identify. But the challenge for google came in that they were only able to identify the problem. They identified what needed to happen, what health looked like, but they didn’t have who And instead of trying to continue the research and develop their own how google set out and said, you know what? We’re going to find out who is already doing this. How do we build psychological safety in our team? Now, let’s talk about one other challenge that has arisen here lately. In a 2020 survey, 47 of people said their manager is actually attuned to their well being. So only about half of employees feel like their manager or leader understands their well being and is attuned to how they’re doing on a day in day out basis. If we are building healthy, highly effective, highly productive teams, we’re going to have to build in psychological safety, we’re going to have to make sure we are attuned to the well being of our people, managers aren’t doing enough according to leadership coaches. And this story from CNBC a few months ago, managers aren’t doing enough to support anxious employees. And as a manager, you might hesitate to feel like you even have the authority or the open door or the opportunity or the trust to ask your employees directly how they’re doing because it feels overly personal, but you can do this, there are ways to talk to your team, to develop a common language in your workplace, in your team and this is what you want to build. You want to build a process, a culture, a communication framework where your people feel safe to bring their best, they can speak up, they can offer their perspective and here’s what Sundar Pichai from Google said as we quoted on episode five of the podcast, the emotional intelligence from Google Ceo, he says this is so key because to get the most out of your team, you need all the voices including the quiet introverted ones, especially those that offer an alternative perspective or contrarian view feedback like that should always push teams to at least consider going in another direction. And even when the decision is to remain on the current path, those voices can help the team refine its work and clarify its messaging. Now when we talked about this back on episode five, we were talking about intern boot camp, how do we develop that next generation of leaders to join our team? But today we’re talking about believing in somebody and in order for us to believe in somebody, we need to identify them, we need to say I believe in you, I want to invest and pour into you and how you do that is vitally important to the future, the success of your team and your business as we talked about in intern boot camp, there are three components to building the next level of leaders, the new generation leader if you will, and those three components are building healthy foundation. We want to build a foundation in our next level of leaders where they know what health looks like, what psychological safety looks like and how we can build on this to take this to the next level out of a place of deep self awareness are next level leaders can become adept at making strong decisions at a moments notice and replicate key leadership behaviors. So on a healthy foundation then we help them know themselves with a deep sense of self awareness. They are able to apply what they know about themselves to make sure they are bringing the best out of the people around them. We have to know ourselves and then we can lead ourselves. How do our own tendencies, our own ways of thinking about processing information? How do these impact our relationships with the people around us? Emotional intelligence is a key driving factor two new generation leadership to bringing your best. And that is the third component, leading yourself, leading yourself now based on a foundation of health and knowing yourself now you can lead yourself and carry this out into the world and the workplace around you. So on these three foundational components we take our key people, give them the tools that they need so that they can go out and succeed so they can be successful. And if we invest in our people in a way that they know they understand they recognize that we are investing in them then instead of promoting people to quickly we promote people right on time and our managers now know how to lead. Because we have a leadership bench, we have training for our team, we know how to train our team and because we’ve invested in our people, they’re not going anywhere. But as the leader of the team, as a leader in the organization, we have to accept that mantle of responsibility. We have to take on that key hallmark of workplace culture in building a strong team that we know we want to invest in the people around us. We want to say to the people around us, I believe in you and there are all sorts of ways we can do that. We can do that through interns, even having people come into our midst and investing in them for a season. I recognize in the back of the new generation leader, a few key interns who I remember Matt, taylor, Corbyn, Lindsay, Patrick, sarah Andrew another sarah, kino, timothy daniel turn in jewels luke for years and years in as many ways and as many in as many opportunities as possible. I’ve welcomed interns into our midst but I’ve also made sure that the team members who I’ve worked with have had an opportunity to grow and develop to take on a new skill set or to develop themselves as leaders. So how do we do this? We are doing this in a variety of ways. And I would invite you into an opportunity for yourself to take on that opportunity to grow yourself because you can’t give what you don’t possess, you’ve got to start with you. But if you want to believe in the people around you, invite them on this journey with you, give them an opportunity to jump into the new generation leader network, join our mastermind challenge and join our next mastermind cohort, join us on a journey. We are implementing this cohort in businesses so that teams who work together are on this journey together and the teams that are most productive, most efficient, most effective in doing this are the ones who the leaders from the top to the bottom, anyone has access To this pathway, anyone has access to this three part system, a building a healthy foundation, knowing themselves and beginning to lead themselves. And that’s a key hallmark that not many leadership development pathways adopt as I look back in my own life. There are opportunities I had where people invited me in, they gave me the keys to unlock my own potential, they gave me the keys to start investing in trying something on working on something, working on a project, developing myself and I have been in multiple leadership pathways and pipelines where we were able to reflect on ourselves. I’ve joked with numerous people that the list of leadership assessments and self awareness tools that I have used. I’ve developed a pretty lengthy list in Evernote and that list also has a condensed version because I realized at some point my self awareness was so deep that I needed a summary just to be able to remember all of this. But the key in our new generation leader process is that it’s not just about knowing about ourselves, but we need to be able to translate that to multiply that to let that live out beyond ourselves. We need to invest in the people around us. So as you think about those around you, whether it’s interns, whether its employees already on your team, whether it’s an employee, uh business owner, somebody else you are mentoring or have an opportunity to connect with. Are you letting people know that you believe in them? Are you setting them up for success? Calling them up to unlock their true potential? Are you calling them to that place? Are you highlighting that place for them? Are you looking at this as an opportunity for them? Not just for yourself? Not just for your business, but for the sake of the people around you? Are you truly unlocking their potential, their true and greatest potential that they have within them. If you unlock that potential, who knows what the possibilities will be? Who knows where those people will go and who knows at the end of the day, at the end of the year, at the end of the decade, who will come back to you and say, Hey, remember that conversation? Remember that season we had where I walked shoulder to shoulder with you and you invested in me and you poured into me? Remember that that changed my life? That’s the conversation I hope you get to have And I hope you start laying the groundwork now so that in 15 10, 20 years you will have more and more of those conversations as people come back to you believe in somebody, they’re worth it. They have that potential. Start unlocking that potential today, download the show notes for this episode at New Generation Leader dot com slash seven. Thanks for listening to episode seven. Believe in somebody, you know what we believe in you. I hope you will take the opportunity to believe in someone else. Okay. Mhm. Yeah, thanks for listening to the New Generation Leader podcast. Subscribe today on your favorite podcasting platform, ready to reach your true potential, join our network of like minded leaders in the New Generation Leader Mastermind Group, find all the tools you need. New generation Leader dot com. Thanks for listening today and we look forward to seeing you next time on the New Generation Leader podcast.

At the end of a long hard day, you have been running full tilt.

Are you still energized, running on top of the world?

Or do you need to crawl into bed – done, spent, and nothing left to give?

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Leadership Tools to Unlock Your Potential

These three tools can Unlock Your Potential. Use the links to kick off your growth.

These are the tools you need to lead in the digital world!

Full Episode 6 Transcript

Busy or exhausted.

At the end of a long, hard day, you have been cranking and running full tilt.

• Are you still energized and feel like you’re floating in the clouds, running on high and on the top of the world?
• Or you exhausted? You need to crawl into bed at the end of the day. You are done, you are spent and you have nothing left to give busy or exhausted.

Welcome to the New Generation Leader. We’re giving you the tools you need to lead in the digital world. Ready to reach your true potential? Let’s get started. Welcome to the New Generation Leader podcast.

This is a big question, a big question to ask and reflect on, and in today’s quick tools this week on the New Generation Leader, we want to give you three tools, three filters lenses to look at, give clarity as you look at yourself in the mirror and say,

where am I am I busy or am I exhausted and how can I fix this?

If you think about being busy or being exhausted, those are two very different places, two very different realities that shape ultimately the productivity of the outcomes that you are bringing. If you are busy, your outcomes are going to reflect high capacity, high growth opportunities.

But if you are exhausted, you are going to feel like you’re spinning your wheels, you are running full tilt and yet you don’t feel like you’re moving anywhere.

That’s a hard reality to find yourself in. But it’s an important one for us to think about to reflect on and make sure we are bringing our best each and every day that we are healthy and in balance so that when we get started, when we shift into high gear, we are making things happen and getting things done.

So I want to give you three tools, three filters, three lenses to look at to understand our and give yourself a solid answer. Are you busy or you exhausted? And it will help you to understand not only are you, but what can you do about it if you are in fact exhausted?

The first one is the 70:30 and we’ll link these three tools in the show notes. But the 70:30 is vitally important because it’s a quick snapshot and it helps us to know are we in balance at our optimal setting? We are working out of our gifts, out of our strengths 70% of the time. And we’re working out of our growing edges, our conscious competencies, the things that we recognize we’re good at, but we have to think about. We have to expend a little energy in these areas. Were working in those areas 30% of the time.

We can’t be 100%-0%. It’s kind of like weight training or resistance training. You’ve got to put in a little effort sometimes. And so we shift back and forth from the things that we are naturally gifted at, to the things that we have to work a little bit at.

We are energized by the things we’re gifted at so that we have the energy to sustain the things where we are not gifted and when our tank is empty, we shift back into our 70%, our giftedness and keep running full tilt. If we get out of alignment, it’s a quick snapshot to help us understand: are we out of balance? Are we at a 50%-50%? Maybe a 30%-70%?

The second question is key. Which way are you trending? Do you see the light at the end of the tunnel? Is this potentially getting better or is it not?

The second tool complements this perfectly. These two go together like hand and glove. And it is the Peace Index. The Peace Index helps us look at five key areas to understand is one of these areas out of alignment.

1. The people in relationships around you. How’s your piece rank that 1-100.
2. Your purpose? Do you know what you’re doing and why you’re doing it? Rank it 1-100.
3. The place where you are, the physical location where you live, where you work, where you play, How would you rank that? How is your sense of peace about this area then?
4. Your provisions? Do you have what you need to put a roof over your head to provide uh dinner every night, to have lunch breakfast. What you feel like you need to live life the way you want to live. It is your provisions, caring for you, your family, those closest around you.
5. Last but not least: personal health. How is your health? Is there something going on that’s affecting trickling over into every other area of your life?

So put these two together, the Peace Pndex and the 70-30 and it’s a quick snapshot to help you understand, to diagnose and my busy or am I exhausted? And if you are exhausted to identify and understand where is this coming from? Where is the challenge that I am experiencing and how can I fix this?

Well, the one other tool that I want to introduce for you here helps us to know our balance between being productive and being present. When we get to that place of being exhausted, chances are we’re spending too much time trying to be productive and we aren’t spending enough time being present with those around us or recharging our batteries.

The 5 Gears looks like this:

5th gear shut the door, high productivity, we are going to crank out a project that is focused energy.

It’s different from 4th Gear, which is where some of our business and sometimes our exhaustion can come in because we go through these motions in 4th gear, we’re checking the boxes, were checking things off, we are answering emails, answering phone calls, slack messages, somebody’s popping in our office. If we are working in an office with people around, it’s kind of that whack a mole. Sometimes there’s just tasks and things that we have to do.

3rd Gear is what I call the great pivot, the pivot between productivity and presence. And sometimes in 3rd gear we are spending some relational time checking in with our team before we shift up into being productive and having a productive, beneficial meeting or if we are with family or friends, those in our inner circle. Our 3rd gear time is preparing to shift into a more intentional focused relationship and conversation. It can go both ways and 3rd gear is that space where we can shift out of some relational catch-up into productive work.

Or we can shift down into more intentional focus relationships with those who are closest to us who mean the most to us, then that is B, that 1-to-1 focused, deeper relationship time where we are spending time undistracted. This is the great marker where we can say, we can flash up the deuce peace, sign to our, our family, our friends, our young adult kids, teenagers that are in your house and say, hey, this is too time, let’s let’s put the devices away be undistracted. And I do. I have a conversation connect relations with those who mean the most to you.

1st Gear is when you unplug, you unwind. However it is that you do this, the driving range, maybe it’s a walk around the neighborhood, a bike ride, a run a visit to the gym, Maybe you go and have a particular activity. Maybe you unplug. As Jonathan, one of my business partners mentioned yesterday on his show that he’s heard it recommended that you should take once a quarter and have a weekend where you have a day that’s just you to unplug unwind and recharge your batteries.

Even for an extrovert, it’s important for us to have individual time to recharge our batteries. There is one more gear and that is reverse to clean up our messes, to ask for forgiveness to apologize when we’ve misstepped whether it’s in relation to time and space and productivity and presence or if it’s something else that we’ve said or done.

Put these three tools together — the 70:30, the Peace Index and the 5 Gears and it can help you understand am I busy or am I exhausted? And if I am exhausted, how do I get back to a place of business that’s productive and in getting back to being productive?

How do I use the five gears to safeguard my time to put those constructs and guidelines in place so that I can continue being productive, increasing my performance and unlocking my true potential. That’s what the new generation Leader is all about is giving you the tools that you need to become the kind of leader. The digital world needs you to be to unlock your potential and unlock the potential of those around you.

For more information on these three tools, go to our show notes at NewGenerationLeader.com/6. This is Episode 6 of the New Generation Leader podcast. Thanks for listening and we’ll see you back next time.

Developing leaders could make or break your business. Bringing on interns is a great way to build your talent pipeline, but make the wrong choice, and the walls come crashing down.

The same things goes with a new hire or a new promotion.

How do you prepare the leaders in your organization before you need to promote them? This is at the core of the New Generation Leader framework, and we’re diving in today on the show.

Interested in learning more about our 2021 Intern Bootcamp? Leave us your name and email, and we will reach out to learn more about your interns!

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The Emotional Intelligence of Google CEO Sundar Pichai – Inc Magazine

This is so key, because to get the most out of your team, you need all the voices–including the quiet, introverted ones–especially those that offer an alternative perspective or contrarian view. Feedback like that should push teams to at least consider going in another direction. And even when the decision is to remain on the current path, those voices can help the team refine its work and clarify its messaging.

How Much Should You Spend on Talent Development? The Best Firms Spend More Than You Think – Inc Magazine

If you invest in tools and resources, shouldn’t you invest in talent development?

The very best companies understand this. To be in the top quartile of talent developing companies, you actually need to spend 2 percent of your revenue on talent development.

3 Stages to Developing Leaders

The three key stages, whether investing in next-level leaders or interns, builds a solid foundation of health in order to multiply core leadership behaviors. Out of a place of deep self-awareness, rising leaders become adept at making strong decisions at a moment’s notice, replicating key leadership behaviors.

Full Episode 5 Transcript

Developing leaders could make or break your business. Bringing on interns is a great way to build your talent pipeline, but make the wrong choice. And the walls come crashing down. The same thing goes with a new hire or a new promotion. How do you prepare the leaders in your organization before you need to promote them? This is at the core of the new generation leader framework. And today we’re diving into this and more on the show.

Welcome to the new generation leader. We’re giving you the tools you need to lead in the digital world, ready to reach your true potential. Let’s get started. Welcome to the new generation leader podcast.

Thanks for tuning into today’s show. This morning, I was having a conversation with a friend who said, you know, I’ve got a whole line of interns ready to come work for our business this summer. They want to learn the ins and outs of what we do in our line of work. And you know what? I have hired a lot of these interns to join our business team, but I’ve also had a few go very wrong. And I said, do you know what we need to talk about this? We need to find a way while you are building those, I cue skills related to the task at hand in your business. I want to come alongside your interns and build the pie and the EEI, the personal intelligence, the emotional intelligence, learning more about themselves and how to lead themselves as they interact with each other.

There’s so much that collides for me all at once on this subject. And I just ran across an article in Inc magazine. It’s actually a commentary piece from Justin barista, the columnist at Inc magazine. He just interviewed Sundar Pichai about Google’s new certification program and Sundar after their long conversation, Justin started ask him about leadership, what it’s like to lead Google. How really, how in the world do you lead at Google? And Justin’s been a follower of Google’s work on psychological safety. If you know their work on project Aristotle, we’ll link to this in the show notes. This is some really great research that helps us understand a little bit more about what it means to be a good leader, to be a good manager. And if you haven’t seen this research, you should take a look. It’s really insightful, helps us to understand more about those key building blocks of what it means to be an effective manager.

The psychological safety is the number one building black team members feel safe to take risks and be vulnerable in front of each other. And we’ll come to this in a minute, but dependability team members get things done on time and meet Google’s high bar for excellence. Number three, structure and clarity team members have clear roles, plans and goals. Number four, meaning work is personally important to team members. You know, we want team members to do more than just the bare minimum. We want them to move from half to, to want to, and meaning helps do that as does. Number five impact team members think their work matters and creates change. So Justin burrito has followed this work from Google and project Aristotle and all of their great research on management. So naturally you’ve got the CEO of Google. You’ve sat down for a conversation and you start to explore, how does this actually look in real life?

And how has the pandemic shifted some of this? But here’s what was really interesting. There were two things, one mostly unrelated, but Sundar said, you know what? One of my business mentors said, your role in leadership is to break ties when there is a conflict, when there’s a lack of understanding when we’re not quite sure what decision to make, but we’re sitting there as a team instead of letting things go on and on and on. Sometimes it’s time for the leader to break the tie, to stop wasting time, to stop letting the meeting go on and on and on. Let’s just make a decision act decisively and move forward. You know, I’ve, I’ve heard before. Let’s just make a decision. We make a decision now based on the best information we have. And if we need to make a different decision later, we can make a different decision later, but let’s make a decision and start moving.

So here’s the second piece that I think was really insightful. Sundar says meetings, virtual meetings at Google have become a little more difficult because in a room when you’re physically with everyone, you can see the people who are engaged and unengaged, and it’s a little bit easier in a virtual meeting. I found myself in the same, same place when I physically, this is me, Aaron, when I physically lean back away from the table, I’m less engaged in the meeting. So I have to physically lean forward, lean towards the screen, get closer to the camera and the screen to feel like an active participant. And Sundar said, it’s really important to highlight this and to re-engage the people who are disconnected, but he said, here’s, what’s really going on here. This is so key. This is a quote, because to get the most out of your team, you need all the voices, including the quiet, introverted ones, especially those that offer an alternative perspective or contrarian view feedback like that should push teams to at least consider going in another direction.

And even when the decision is to remain on the current path, those voices can help the team refine its work and clarify its messaging. How do we build that within team members? How do we help them develop and cultivate the skill, the passion and the confidence to speak up, to even know that it’s worth listening to other team members. We talk about this as a hallmark. Sundar said, you need all the voices. I say, I preach. You want to make sure every voice is truly heard, valued, and appreciated around your team. There are so many different voices with so many different perspectives on a situation. And if we can elevate every voice, we will make more confident, more informed decisions. I had a conversation with a leader recently, who said one of her young team members is simply unaware, is simply unaware of the dynamics of what’s going on around him. And he’s jumping to conclusions and making rash decisions. And in its raw pure sense, he’s doing exactly what he should be doing.

He’s just reaching a fork in the road and he’s choosing the wrong fork of how to let that perspective come to life. So in its raw purest sense, how do you elevate the true potential of everyone on your team? How do you make sure that everyone on your team has an opportunity to be heard, feels valued and is able to contribute that idea of psychological safety? How do you set the stage so everyone can bring their best? Well, one of the ways is to invest in talent development, another Inc magazine article. And I find it interesting that two Inc magazines articles came across my screen in the last 24 hours. This other one is talking about talent development and how Patrick Lencioni and the advantage says the only real competitive advantage that any organization has is its ability to learn. And again, back to the idea of skills self-awareness and emotional intelligence, we tend to invest on the skill side. We invest on the structure side and as this Inc story points out and we’ll drop the link to this one on talent development in the show notes as well,

You would

Not bat an eye to invest a significant amount of money in a tool, in

A machine

In software that would help your business get to the next level. You wouldn’t hesitate,

But

How much money are you spending on your people and how much are you investing in them? How much are you spending on benefits and everything in a compensation package and how much of that is truly an investment in helping them get better? Yes, you are giving them great resources, great pay, great benefits. You are making this a desirable place to work, but on the skills and self-awareness and emotional intelligence side, how much are you investing in them? And I think of a plant. And if you got a plant, you would not hide it under the deck. You go to the local nursery, we’ve got one just up the street here, you’d go. You pick out something that you want to plant in your yard or have around your house. You’re not going to bring it home and hide it away. You’re going to do everything you can to see that flourish, to see it grow, to see it, come to life.

Hold that

Thought about the plant. We’re going to come back to that in a second,

How

Much you invest in talent development is going to reap benefits for your business down the road. So this article says the highest performing organizations, the best companies in the top quarter of talent development are spending 2% of their revenue on talent development writer, a CEO himself, Jim Schleckser, he’s been a CEO. He said he could only ever spend up to about one and a quarter percent. And you don’t have to spend up to 2%. I don’t believe anymore because there are ways to leverage technology and virtual platforms to make this come to life and trim your expenses to do it more efficiently without limiting the benefit.

But what are you at investing in talent development today? And if we think about how we make, how we build a successful internship program or how we build the next level of successful leaders in our organizations, this is part of developing talent. If we develop the talent in-house, if we help them to grow into top-notch leaders right here under our own roof and keep investing, we might reap some of the benefits ourselves. We might keep these leaders close to home when they’re ready to step up to the next level, we might lose some of them. We might, and maybe we want to lose some others. But for right now, let’s think about the process of what it takes to run our interns and next level leaders through a process that builds them into what we need them to be. And there’s three steps to this process. Number one is a healthy foundation. You go back to that example of the plan. When you get a new plant, what do you do? Fertile soil, the right pot. Maybe you transplant it into the ground. You’re going to make sure all of the environmental factors are just right for your leaders in developing your interns and next level leaders into who they will become. You have an opportunity to build them up

Based on a solid foundation. You need to make sure that what you are building on what you are replicating is a strong foundation. Are they at peace with their work with you? Are they at peace and ready to build simple, sticky, repeatable skills to implement in their lives? We’ve got to start from a solid foundation. We got to get our base camp in order, before we start to climb the mountain of leadership. So we spend some time in building that healthy foundation. We established the skills, give them the tools that they need. We’re not giving them nails and wallpaper and shingles and siding. We’re giving them hammers and drills that they can use over and over and over again, to keep building their leadership capacity in life, in every circle of their influence in their internship and in their leadership, in your business, in their work, within their families and the community, the organizations they connect with, all of these are places where they will use these skills.

So you are investing in them. That’s our first step. Then our second step is to know yourself. You have to understand these three dynamics, nature, how you are hardwired, how you see the world and what is uniquely. You there’s potential in this. There’s also challenged in this, but the better we understand ourselves, the better we realize what unique perspective each of us are bringing to the table so that we can continue to elevate those. Remember, as Sundar said, we want to elevate every voice around the table. How do we elevate? Well, we have to recognize the unique contribution that each of us bring from our perspective. So you add on to nature that hard wiring with nurture everything that you’ve been taught or trained to do. You ought to do this. You should do this. Whether from your family ethnic or racial communities and cultures that have helped form and shape you, geographic communities, the type of education you had even down to your own unique family unit and the influence that that nurture had on who you became, what habits and rhythms did you put in place to become the grown mature version of you.

And then last but not least is our choices. What unique choices are we making each and every day as we respond to the situations around us, we’re going to make many of those choices based on our hard wiring and the odds and sheds. Those are going to heavily influence us, but the better able we are to hold up a mirror and see a clear picture of who we are, the better able we are to make healthier, more responsible choices, to build towards a stronger team

Tomorrow.

So when you know yourself, then you know your tendencies, you know what you are likely to do. You can catch yourself before you do something wrong and go off the deep end, but you can also pick up and push more fully into the true potential of those strengths that you bring to the team. So on a healthy foundation, we know who we are. Now we can lead ourselves. We put these tools that simple in the heat of the moment, a stressful situation, we can immediately bring a simple tool to mind, run through a quick diagnosis in our heads and make healthier wiser choices to build for a stronger business, a stronger team, and a stronger tomorrow. If we give you tools for every decision, we’re not giving you an answer, but we’re giving you a repeatable framework so you can make good decisions. And isn’t that one, what you want as a leader, you want your team to make similar decisions. You want them to make decisions like you would make in the heat of the moment.

And when they have to make a decision on a dime, how simple have you made this process so that they can make a decision. And that’s our three steps, a healthy foundation know yourself, lead yourself. And as we work through those three phases, we build stronger, more confident interns, ready to take on their job, their role, and the challenges that are coming their way. We’re able better able to raise the next generation, a new generation of leaders to step into positions of leadership, to bring their best and to help your organization when you need it. Most know, most teams function at less than 60% of their true potential. How much does this cost your business every year for every team within your business, it’s at least $200,000 in lost revenue. How do you solve this challenge with invincible teams? You can measuring the five key building blocks of high performing teams. We immediately know where to start to take your team to its true potential. Start your free assessment [email protected]

So this is our process. And today I am really excited for us to officially announce the 2021 intern bootcamp. This 96 hour experience is going to put your summer interns into the harshest physical realities, known to humankind hosted by one of Virginia’s finest Millis, military installations. Your interns will be pushed to their breaking point. We want to break the interns before they break your business. Eating MRAs, hiking deep into the wilderness foraging for meals and surviving against the wild animals on the brink of starvation. We’re going to host the live leadership development workshops around every turn to make sure we train them up before we release them. And at the end of 96 hours, they will be yours for the summer. And they’ll be prepared to take on anything you throw at them four straight days to change your summer. Sign up your interns [email protected] slash intern bootcamp.

Well, we’re really excited about this new intern bootcamp, and I hope you will sign up your interns. I hope you also will take a look at the publishing date of today’s episode, but here’s what I want you to know. The 2021 intern bootcamp is for real, none of the details of what I just described are for real, but we are going to take the three steps, the three pivotal steps of developing leaders. And over the course of your interns, being with you this summer, we want to build them up and develop them. So while you are giving them the skills, they need to be successful in your line of work, we’re going to come alongside you and bring your interns into a community with other interns. So they not only learn from our experience and the tools that we’re bringing to the table, but they’re learning in a collaborative environment with each other.

It’s a really great opportunity to learn. And if you think like, I think back to earlier in my career, there are specific skills and tools that I wish I had learned. Self-Awareness I wish I had learned five, 10, 20 years earlier than I actually did. It’s an incredible opportunity to grow while they work in your business. Because as my friend highlighted this morning, many times the interns that you bring in turn out to be great potential employees. So if you can build them up, if you can give them the tools that they need this summer to take their own personal leadership to the next level, to take their capacity and productivity to the next level, to achieve incredible results this summer in just a short term internship, how much more can they contribute to your business going forward? So this summer long experience we are going to build in a few key components, one, an intensive kickoff that establishes that healthy foundation so that we can jumpstart our growth process in giving them the tools that they need.

But establishing from the outset, a strong, healthy foundation. Then after this intensive foundation at the beginning of the summer, or we spend an extended time together, then we’re going to spend time together each week in a core group, not alone, but together in community, learning from each other’s experiences to quick start this process to get to results much more efficiently and together. We’re also going to provide them with weekly leadership content that they can do on their own time at their own pace, but in very small bite-sized pieces, maybe 15, 20 minutes tops each week, but something for them to learn, to put into action and to bring to life in their day to day interactions with your team and their fellow interns in your workplace. And last but not least, our coaches are going to be available to them for live processing. They come across a challenge. We can connect by chat by text, by a quick phone or zoom call. We can hop in and help them problem solve as they go throughout each day. And each week of their intern. Our hope is that a stronger, healthier intern gives you a better opportunity to help them see who they can become and help you see the potential that’s untapped and how they could potentially become part of your team in the long haul.

That’s what we’re kicking off today. We’re excited about the 2021 intern bootcamp and all that. It will entail, but know this, no matter what level a leader is at, we want to help you invest in them to help you take your leaders to the next level. There’s nothing worse than promoting a leader. You’ve identified them. You promote them. They jump in with both feet, dive into the deep end of the pool, and they have no preparation for what they’re doing. We want to help you equip your leaders before you need them to jump into the deep end. That’s the whole new generation leader framework. That’s why we do what we do here at the new generation leader, because we want to raise up a new generation of leaders. We know we all need them in a variety of organizations at a variety of levels. So how can we prepare our leaders, our new leaders before we need them to be leaders. Let’s give them the tools that they need to step up to the plate so they can step up confidently and boldly and build a brighter future. Thanks for tuning into today’s episode. I’m so glad you joined us. Really do visit newgenerationleader.com/internbootcamp.

Sign up your interns, let them be part of this growth journey throughout this summer. And newgenerationleader.com/5 for all the show notes from today’s episode. Thanks for tuning in to the intern bootcamp.

Every Voice has a Superpower: do you know yours?

When we hit a crisis, we need our team functioning at full capacity. If we tap into our collective Superpowers, we can push through the barriers, hurdles, and gaps to build a bright future.

Ready to Discover Your Voice? Take the FREE assessment:

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Episode 4 – Full Transcript

Not just superheroes have superpowers.

You have a superpower too, but how do you tap into that true potential? How do you tap into the superpower that is within you when your team needs it most? When your family, when your inner circle, the people that you live life with, whether it’s at work at home or at play, when the people around you need your superpower, do you know what your superpower is? And are you ready to use it?

This has been such an incredible year. Highs and lows, as we’ve talked about on the past few episodes of the podcast, there’s a lot going on in our world, but how do we tap into our potential? When we tap into that true potential, we can become the best possible version of ourselves and bring our best to those around us. We get to a healthy place and we start multiplying that out into the people around us.

One of the tools that I use with teams is the 5 Voices. And it’s a powerful way, a powerful lens to help us understand, not to put us in a box, not to stifle our creativity or creative thinking. I had somebody last week say, well, once you identify your voice, is this kind of a predictable pattern?

Are we putting ourselves into a box, a self-fulfilling prophecy? And I said, no, no, not at all. This helps us understand where our mind comes, where we go. As we are brainstorming, responding to stress and challenge, it understands the lens that we use to look out at the world. And when we have a clear lens, it’s like putting on clear glasses.

I went to the doctor a few weeks ago, and they did two different eye exams, you know, the normal eye chart. And then they had one that they held closer to my face and they measured a certain distance off my shoulder with a measuring tape. And they held the card out there. And I did the same exercise and truth be told my vision is not as good as it used to be friends and family used to call me “Eagle eyes,” but I don’t have that viewpoint anymore.

My eyes aren’t working that well, I’m wearing glasses right now as we’re recording this, but we all need that kind of lens. We need a clearer picture of how we show up in the world, how we see the world, how we process what’s going on on a day to day basis.

There is a way for you to find out your voice. If you want to jumpstart that process, go on over to NewGenerationLeader.com/5voices. You can take the assessment for free. If you are, un-distracted put all your distractions aside, you’re in a quiet place where you can focus and concentrate. I say it should take you about 12 minutes and you’ll get that result and begin the journey of learning more about yourself. So do that.

Here are the five superpowers. Each voice has a superpower, and I want to spend some time talking about the superpowers today, because I think if we can tap into our superpower, we can push past roadblocks. And this truly helps us build collaborative teams, collaborative environments, where we are all bringing our best.

Normally we start with the quieter voices, but we’re going to start with me today. This is my voice, the Pioneer. My superpower is strategic vision. When we’re in a crisis situation, when we’re in a roadblock, the superpower that I bring, when I’m healthy when I’m ready to be effective, when I’m prepared, I’m not stressed. I can see and align the pieces of the picture together, the resources, the people, the opportunities, and say, all right, well, let’s clear the table, sketch out a plan. Here’s where we need to go. And here’s how we’re going to get there.

When you’re stuck at a roadblock, whether it’s a barrier that’s immovable right in front of you, a hurdle that you’ve got to jump over or move around, or a gap that you need to jump on that strategic vision can help clear the haze and help you and your team, your organization move forward.

That’s a really great trait. And only 7% of people, people have this superpower. So this is one of the most powerful things about the five voices. Is it not only helps us understand ourselves, but it truly helps us understand that the superpower we bring, I look at that strategic vision and I think, well, that’s not a big deal. Everybody does that, right? But not everybody does that. And that’s truly the power of the superpowers and the voices is that we can understand something new about ourselves and something that is unique to us and what we bring.

Let’s jump into the Connector. Only 11% of people are Connectors and the Connector superpower is their relational network. Connectors know everyone across departments, across divisions. I use the example last week, we were sitting in an office park and I said, you know what?

If you go across the parking lot to the other side of this office park, there’s another building. Another company in a completely different industry than your team is in. But the natural-born Connectors are going to know somebody in that building. Why I’m not really sure how they do this, but they tap into this superpower all the time. And so when you get to the barriers that hurdles and gaps when your team is stressed, you’re in a crisis mode, you’re responding to something.

The Connectors can tap into those relational networks. They know someone who can help get things done. They know somebody who can join you and collaborate with you and move that strategic vision forward. They can see who needs to be at the table and they know them already. They’ve already built that relationship. And so now they phone a friend. If you will going back to that, who wants to be a millionaire, a lifeline phone, a friend, tap into that network and call somebody who can help you and your team take things to the next level.

Let’s jump over to the Guardian. The Guardian’s superpower is due diligence. And what I’ve realized here lately is the tenacity of a Guardian — detail-oriented and process-driven. They want to make sure the T’s are crossed and the I’s are dotted. They will make sure that everything is buttoned up. They’re going to make sure in a moment of crisis, we don’t move too fast. We don’t move too swiftly, but we move forward. Confidently.

When I was working in emergency management, one of the mantras that we often said was we want to be safe after a disaster. We preached safety to our staff, to our volunteers, to everyone we worked with because we didn’t want to heap disaster on top of disaster. When you’re in a crisis, the last thing you want is to make the crisis worse.

And that’s the superpower the Guardian brings to the table. They want to make sure that you’re not wasting time. You’re not going to jump off after something. That’s a shiny object. They’re going to make sure that you are moving constantly forward and ready to tackle this.

And along the way, the Creative voice lends their perspective. And they help the team both on an innovation side and an integrity side. There is an ideal that we could reach. There is a far-off vision of what we could pursue and the Creative will speak up and make sure that we are raising the bar, that we are pushing the boundaries, that we are looking out to the horizon at everything that could be, are we getting after it? Are we seeing all of these things, are we lifting up our eyes from being locked into the crisis that’s right around us?

What we see right in front of us, these Creatives have an incredible ability to help us lift our eyes to the future and the possibilities to scan the horizon for opportunities and threats and make sure we are ready to move confidently and boldly out into the future. They’re going to give us ideas. The Pioneers will translate those ideas into concrete, strategic vision, but the Creative is going to give us the idea they’re going to help us see and be able to know what we could do, what we could be, who we could be. It’s a really powerful perspective.

Last but not least: the Nurturers. Nurtures make up 43% of our world. And they’re so others-focused. They’re so people-centric, they love to build a team and be collaborative. Their superpower is relational harmony. They want to make sure at the end of the day, we’re all getting together. Still. We’re getting along. We’re friends. We are collaborating effectively. They’re going to function like that. Relational oil inside the team.

They’re going to help us tap into what’s going to make this work better. What’s going to make this flow more efficiently. Do we need a meal? Do we need a break? Are you okay? Do you need some affirmation, some encouragement. They have that relational capacity to tap into what makes us tick. What makes us work? What makes us effective?

When you look at the whole big picture of all five superpowers, and you see what the intersection of those can do, when you see the possibilities from the Creative, they help you expand your vision. The Pioneer then strategizes that while the Connector pulls together, connections and resources, while the Guardian helps us stick to the plan, do our due diligence and the Nurturer makes sure the team is still collaborating and working together.

This is the power of team. This is the power we get. When we tap into who we truly are, who we have around the team and how we can be more efficient and more effective. When you hit your roadblock, tap into your superpowers. If your team hasn’t explored your five voices yet do that today at NewGenerationLeader.com/5voices. There’s a team 5 Voices Bootcamp that we would love to walk your team through to learn something, gain some insights into who you have around your team, so that when you hit your next crisis, you are ready to go.