the only skill you need to build a $1M company…

Summary

This script details a transformative journey from business dissatisfaction to a thriving, team-centric leadership model. It emphasizes the evolution from a 'title leader' to a 'servant leader,' where the focus shifts from command to support and growth. The speaker introduces 'transformational leadership,' highlighting the importance of outcome-based goals, measurement, and coaching to foster autonomy and trust. Additionally, the script underscores the necessity of building a talent engine to acquire, train, and retain top performers, ultimately becoming the leader who recruits, develops, and retains talent, sharing personal growth to inspire others.

Takeaways

• 😀 Leadership is about serving your team, not having them serve you.
• 🌟 There are three levels of leadership: the title leader, the trader, and the servant leader.
• 🔑 The highest level of leadership is the servant leader, who focuses on helping others succeed.
• 💡 Building trust with your team is crucial for a leader to enact change effectively.
• 🔄 Leadership involves leading without doing others' jobs, allowing team members to take ownership of their tasks.
• 📈 Transformational leadership focuses on outcomes and empowers team members to achieve more independently.
• 🛠️ Developing a talent engine is essential for sustainable business growth, involving acquiring, training, and retaining talent.
• 🎯 Setting clear outcomes and using measurements helps align team efforts and track progress.
• 👨‍🏫 Training talent through the 'camcorder method' allows for efficient skill transfer and development.
• 🔗 Aligning individual goals with company objectives fosters loyalty and motivation among team members.
• 🚀 Personal development and transformation are at the core of effective leadership, inspiring others through your journey.

Q & A

What is the main theme of the speaker's journey in business?

The main theme is the transformation from disliking the business he built and feeling unsupported to building a business where he enjoys every moment and is passionate about his team, which he attributes to the development of leadership skills.

What is the first level of leadership mentioned in the script?

The first level of leadership is the 'title leader,' who leads based on their position and authority, often resulting in a lack of genuine commitment from their team.

What challenges does the 'trader' leadership style face?

The 'trader' leadership style, which is based on exchanging incentives for work, faces challenges when team members can be swayed by better offers from competitors, leading to a lack of loyalty and commitment.

What is the concept of a 'servant leader'?

A 'servant leader' is someone who focuses on serving their team members, aiming to support and help them succeed rather than simply directing them to achieve the leader's goals.

Why is trust important in leadership according to the speaker?

Trust is crucial because a leader cannot effect massive change without the support and commitment of their team, which is built through a servant leadership approach rather than through trading or authoritative commands.

What is the 'tell-check-next loop' and why does it become problematic?

The 'tell-check-next loop' is a transactional leadership approach where leaders tell team members what to do, check if it's done, and then tell them the next task. It becomes problematic as the business grows because it is unsustainable and can lead to the leader feeling overwhelmed.

What is 'transformational leadership' and how does it differ from transactional leadership?

Transformational leadership is a style that focuses on developing people to work more effectively without constant direction. It differs from transactional leadership by setting outcomes, measuring progress, and coaching team members to improve their decision-making and strategies.

Why is building a 'talent engine' important for a business?

Building a 'talent engine' is important because it ensures a continuous flow of great people into the business, which is essential for growth and synchronization with customer demand. Without it, businesses may struggle to keep up with demand and may be held back by underperforming team members.

What is the 'camcorder method' and how does it benefit the training process?

The 'camcorder method' involves recording oneself performing tasks while explaining the process and criteria for excellence. This method benefits the training process by providing a visual and auditory guide that new team members can follow to quickly learn and master tasks without requiring additional time from the leader.

How does setting five-year goals help in retaining talent?

Setting five-year goals helps in retaining talent by aligning the personal and professional aspirations of team members with the company's objectives. This alignment fosters a sense of purpose and investment in the company, increasing loyalty and commitment.

What is the speaker's philosophy on training talent and why is it effective?

The speaker's philosophy is to invest in developing team members so that they can contribute more to the business. This is effective because it not only saves the leader's time but also empowers team members to grow and take on more responsibilities, leading to a more capable and efficient team.

What is the final part of leadership the speaker discusses and why is it significant?

The final part of leadership discussed is 'becoming the person,' which is about personal development and serving as an inspiration to others. It is significant because leadership is not just about managing others but also about embodying the qualities and success that can motivate and inspire a team.

Outlines

00:00

🌟 The Transformation of Leadership Philosophy

The speaker shares their journey from despising their business to finding joy in it, attributing this change to the development of leadership skills. They emphasize the importance of understanding that a leader works for their team, not the other way around. The narrative includes the speaker's exposure to Silicon Valley's leadership styles and the realization of three levels of leadership: the 'title leader,' the 'trader,' and the 'servant leader.' The speaker advocates for the servant leadership approach, which focuses on supporting the team rather than commanding them, as it builds trust and loyalty. Additionally, the speaker introduces the concept of transformational leadership, which involves setting outcomes, measuring progress, and coaching team members to improve and grow.

05:02

🛠 Building a Talent Engine for Business Growth

This paragraph delves into the importance of building a 'talent engine' to identify, develop, and retain great team members. The speaker discusses the challenges of relying on key underperforming individuals and the necessity of creating a system for talent acquisition and development. They introduce the 'camcorder method' of training, which involves recording tasks being performed to high standards, allowing new team members to learn quickly and efficiently. The speaker stresses the importance of training on principles rather than specific tasks to ensure the training remains relevant over time. The goal is to create a team that can operate effectively even in the absence of the leader, thus allowing the business to scale without being limited by the leader's availability.

10:02

🎯 Aligning Individual Goals with Organizational Vision

The speaker explores the concept of retaining talent by aligning individual team members' goals with the company's vision. They advocate for the use of five-year goals to understand and integrate personal aspirations with professional development. By doing so, the speaker believes that team members become more invested in their work, as it contributes to their own long-term objectives. The speaker shares a personal anecdote about hiring someone with the goal of starting their own marketing agency, illustrating how they were able to align this ambition with the company's needs. The paragraph concludes with the idea that by investing in team members' growth, leaders can create a loyal and motivated workforce that is driven to excel both for themselves and for the organization.

15:04

🚀 Embracing Personal Growth and Inspiring Others

In the final paragraph, the speaker discusses the personal aspect of leadership, emphasizing the importance of self-development and the courage to share one's journey with others. They argue that leaders should aspire to become the person they needed during their most challenging times and use their transformation as a source of inspiration for others. The speaker challenges the fear of judgment that often prevents people from sharing their stories, suggesting that this fear is self-imposed and can be overcome by focusing on serving and inspiring others. The paragraph concludes with an invitation to learn the four essential skills for building a billion-dollar company, offering a link for further exploration.

Keywords

💡Leadership

Leadership in this video is portrayed as a transformative skill that changes the way one manages and interacts with their team. It's defined by the speaker as not just a position of authority but a mindset of service to the team. The video emphasizes three levels of leadership: the title leader, the trader, and the servant leader, each with a different approach to team management and motivation.

💡Servant Leadership

Servant leadership is introduced as the highest level of leadership, where the leader's primary goal is to serve the team rather than command them. This concept is central to the video's theme of building a business where the leader is invested in the team's success and growth. The speaker illustrates this by explaining that a servant leader starts meetings with the intention of helping their team members.

💡Transformational Leadership

Transformational leadership is a style that focuses on developing people to work more effectively without constant supervision. It's a shift from the traditional 'tell-check-next' loop of transactional leadership. The video describes it as a way to empower team members to make decisions and grow, which in turn allows the business to scale without the leader being overwhelmed.

💡Talent Acquisition

Talent acquisition is the process of identifying, attracting, and hiring the right people for a business. The video stresses the importance of having a system in place for acquiring talent, as it is one of the two engines of a business, the other being customer acquisition. It's crucial for businesses to grow and meet demand without being held back by a lack of capable team members.

💡Talent Development

Talent development refers to the investment in team members' growth and skills enhancement. The speaker advocates for training team members using the 'camcorder method,' which involves recording tasks being performed to perfection. This method saves the leader's time and ensures that new team members can quickly become productive.

💡Talent Retention

Talent retention is the practice of keeping valuable team members within the company. The video suggests aligning team members' personal goals with the company's mission as a strategy for retention. By doing so, the team members become more invested in their work, as it contributes to their own aspirations.

💡Transactional Leadership

Transactional leadership is depicted as a more traditional and less effective leadership style compared to transformational leadership. It involves a cycle of telling team members what to do, checking if it's done, and then giving the next task. The video points out that this approach becomes unsustainable as the team grows in size.

💡Trust

Trust is a fundamental aspect of leadership, especially in the context of servant leadership. The video suggests that trust is built when team members believe that the leader is there to support them rather than just to extract work from them. Trust is essential for a team to work effectively and for the leader to inspire change.

💡Empowerment

Empowerment is the process of giving team members the authority and responsibility to make decisions and take actions. The video discusses how transformational leadership empowers team members, which allows them to grow and contribute more to the business without being micromanaged.

💡Alignment

Alignment in the video refers to the synchronization of personal goals with company objectives. It is used as a strategy for talent retention and motivation. By understanding and incorporating team members' five-year goals, the leader can create a work environment where personal and professional aspirations are supported and achieved.

💡Personal Growth

Personal growth is a key theme in the video, especially in the context of the leader's journey. The speaker shares the importance of becoming the person who can inspire and lead others. This involves personal development, sharing one's transformation, and serving as a role model for the team and potentially for a broader audience.

Highlights

The importance of understanding leadership as working for your team, not the other way around.

Exposure to Silicon Valley's different management styles leading to the discovery of three levels of leadership.

The 'Title Leader' who relies solely on their position to command, often leading to team dissatisfaction.

The 'Trader' leadership style, which uses incentives but lacks commitment to the mission.

The highest level of leadership, the 'Servant Leader', focused on supporting the team's success.

Building trust through a servant leadership approach, which is essential for massive change.

The concept of 'Transformational Leadership' that unblocks people to work more independently.

Avoiding the 'tell-check-next' loop to prevent feeling overwhelmed as a leader.

Defining outcomes and using measurements to track progress in leadership.

Coaching team members to improve their strategies and decision-making.

Developing a 'Talent Engine' to identify, develop, and retain great team members.

The necessity of building both a customer acquisition and a talent acquisition engine.

The 'CAMCORDER Method' for training team members efficiently without extra time investment.

Training on principles instead of tasks to ensure evergreen knowledge within the team.

Using five-year goals to align team members' ambitions with company objectives.

The philosophy of investing in team development to achieve personal and company growth.

Encouraging leaders to share their transformational journeys to inspire others.

Leadership is about becoming the person who can recruit, develop, and retain top talent.

Overcoming the fear of judgment by focusing on serving others with your leadership story.

Transcripts

I'm going to take you on the Journey of

how I went from hating the business I

had built and feeling like no one was on

my side to today building a business

where I'm pumped to hang out with my

team in love every second of my day and

it all comes down to this one skill

leadership the first part of leadership

that you need to understand it's this

your team doesn't work for you you work

for your team so I moved to Silicon

Valley and I got exposed to a completely

different way people let I had these 26

yearold kids running around raising

hundreds of millions of dollars leading

these companies of a thousand employees

the way I thought you managed people was

a certain way and I was exposed to a

completely different style that's when I

learned the three levels of leadership

the first leader is the title leader

this is maybe the person you've worked

with when you worked at like a

entrylevel job or just starting in your

career this person pretty much says the

words I'm your boss do what I tell you

to do because they have a title they

think everybody's got to listen to them

so most people get it wrong and then

they have people that are leaving them

all the time because they're paying them

a little bit more an hour an extra 50

cents an hour person leaves they don't

quit the company they quit their boss

usually a title leader worst way to lead

people the second level is the trader

this is a person that says if you do

this for me I will trade you for these

things the challenge with that style is

that the moment somebody else will trade

them for more they're going to bounce

they're going to leave you the highest

level of leadership the third level is

the servant leader when you show up as a

servant leader every meeting isn't about

let's get done it's literally starting

with the intention of how do I help

these people how do I show up for this

team it's I'm not here to get them to

produce for me I'm here to support them

in their production it's a different

intention but it changes the whole frame

the whole conversation and it builds

trust no leader will be able to affect

massive change if their team doesn't

trust them when all you're doing is

trading with other people or telling

people do this cuz I'm the boss then it

doesn't create trust the servant comes

in and says hey I just want you to win

and if we all win we all get to succeed

together how can I help that is a person

that's being of service most people

start off and they're just like I paying

you do what I told you to do that's the

title leader the trader is like okay how

do I get them motivated all right I'll

give them an incentive program the

problem is is that if all you're doing

is an incentive program there's no

commitment to the mission there

literally just there because it's

transactional the servant leader has

stickiness because they're there to

serve the individual and the person

respects the leader that says hey I'm

not telling you what to do I'm here to

support you where are you stuck where

are your challenges my job is to unblock

you that team member will be loyal to

the leader which brings us to the second

part of leadership which is leading

without doing their job most people the

way they lead it's not their fault they

were never taught any other way they

hire people and then as they hire people

they tell them what to do they go off

they try to get busy with their own

projects and they come back they check

in on people and make sure they're

moving forward and they're doing what

they do the challenge with that is that

there's only so many people you can do

that with until you wake up in the

morning and you spend your whole 8 hour

maybe 10 hour day just telling people

what to do and check in on people and it

feels heavy the different style is what

I call transformational leadership in

that style we focus on a completely

different set of objectives and by our

example we unblock people so they can do

more without needing us and that way the

bigger the business gets the less time

it needs from the leader so you don't

end up building a business you grow to

hate here's exactly how it works

transactional leaders do this they tell

people what to do they check that they

got it done and they tell them what to

do next I call it the tell check next

Loop and it sounds great this is what

I've been taught this is how my first

boss delegated to me they told him what

to do the check they got it done they

told me what to do next of course very

productive until you get to about 10 or

12 employees and the whole thing breaks

apart you feel overwhelmed

transformational leadership is

completely different number one is we

want to start with an outcome let's say

the goal was to climb Mount rineer we're

not going to tell them how to climb the

mountain we're going to tell them what

the outcome is which is we're going to

get to the top it's 14,000 some feet at

the top you're going to be healthy

you're going to feel vibrant you're

going to be with this crew of people

you're going to look around it's going

to feel amazing you're going to be in

great shape you're going to post the

flag down there you're going to take a

picture and you're going to let

everybody know you made it to the top of

reineer it's going to feel great we

really want to find the definition of

done this is what completion looks like

then we use measurement that's number

two we got to measure measure exactly

what progress looks like so we can use a

simple thing like elevation gain per day

so you just ask at the end of every day

text me the elevation gain per day that

way we can start figuring out is the

person on the right track and are they

making enough progress each day step

three is coach at the coach level now

what we do is anytime there's a

measurement that's off let's say that

one day they made 1,000 ft of gain the

next day they report back and they only

make 10 ft well on the coaching step you

say hey I noticed you went from 1,000 ft

one day to 10 ft and the next day what

happened well I got lost interesting

well what happened I didn't know and I

went down this path and ended up in a

ravine so I had to circle back so I

didn't make a lot of progress that day

what are some options that you could

have evaluated to help you avoid doing

that in the future hm well I could have

bought that map from the guy at the

beginning of the trail yep that sounds

like a great idea you coach the person

on the strategy to avoid making the same

mistake or make better decisions and

that's the difference is when you follow

the transformational leadership approach

you're transforming the way somebody

works so that that way you don't always

have to be the smartest person in the

room most people get stuck at a level

because their team can't grow with them

transformational leadership is all about

developing your people so that they can

give you more so that you can go further

which brings us to the third part of

leadership which is to build your talent

engine I have a ton of friends that have

business businesses and they end up in a

position where there's key people that

aren't performing but they can't fire

them because it would cause so much pain

in their life they keep them around in

many ways they feel Hostage to an

individual they know they're not great

but they're not that bad but they're

definitely the reason they're not able

to grow and that becomes really tough

and what I've discovered is that if we

don't build a process for identifying

great people and bringing them onto our

team and developing them and keeping

them around then we'll always be at the

mercy of the worst performing person in

our company and for many businesses that

person's holding back all the potential

growth in profit so to do this at the

high level there's three things you got

to get great at you have to acquire

talent you have to train talent and you

have to retain Talent so the skill we

need to develop is acquiring Talent

every business has two engines they have

the engine that gets the customers and

they have the engine that gets the

talent or the team and if all you do is

spend 99% of your time building the

customer engine to get new customers but

you don't build the engine to identify

and bring in great talent into your

business then you won't be able to

synchronize with the demand maybe you've

experienced this where you feel like

you've grown a lot and your calendar

just explodes and you're overwhelmed and

you just want things to slow down

because you can't hire fast enough not

being able to hire fast enough is just

as bad as not building a marketing

engine to get customers those are two

things that have to happen in parallel

so they come together at the exact same

moment you add 10 new clients you got

that new hire you add 10 new clients you

add that new hire you add 10 more

clients you add another hire and because

you know how long it takes you to hire

them you never feel like you're behind

because both of them are coming together

at the exact same time that is building

a talent acquisition engine number two

is you got to train your talent you have

to develop your people I remember one

time a person at event said what if I

hire somebody and I train them all up

and then they leave and my response was

what if you don't and they stay what

I've discovered is training your talent

provides a huge uge Roi on you saving

your time My Philosophy is very simple

we build the people the people build the

business so you have to invest in not

only hiring talent in the right time but

also developing them so they can give

you more inside the business so this is

my process to train my team in a way

that doesn't take any extra time from me

and gets the work done at the same time

I call it the camcorder method so I

always ask myself what does a 10 out of

10 look like if somebody's going to do

something for me what is that criteria I

would use to evaluate a 10 out of 10 and

then I list what questions I might ask

the recipient of that work if it's

delivering something for a customer or

having somebody build something for

another person on the team we Define the

criteria of what 10 out of 10 looks like

then using that criteria we create

training around doing that work

typically it's just recording yourself

doing the work so if you're doing

marketing right now and you're creating

Facebook ads what does a 10 out of 10 ad

look like well it's got a good hook it's

got great copy it's got a clear call to

action so you can kind kind of write out

the criteria of a great Facebook ad then

next time you're creating one just

record yourself and talk out loud while

you're doing it creating the Facebook ad

for example you can record yourself

creating the training to teach somebody

else why would you do it this way

because when I hire somebody I want to

be able to go from Zero to Hero as fast

as possible which means if I can hire

somebody today sit them in front of the

laptop and have them go through all the

training Links of me doing the work or

somebody else on my team that's recorded

themselves do doing the work and at the

end of the week 40 hours of recording

and watching and taking notes I give

them a little assessment to see if they

picked up what we were throwing down I

can see if the person picked it up

without having to do all the training

literally 40 hours of my time bought

back while I was doing the work that

need to get done using the criteria I've

already defined of what 10 out of 10

looks like this strategy will transform

the game for you as you build and grow

your business especially around roles

that are repeated administrative roles

people that do the work that you so get

your team to start recording these and

put them all in a Google doc or whatever

system you use for your standard

operating procedures and that's called

training the hack here is to train your

team on principles not tasks talk about

the right way to do things don't tell

people exactly how to do them because

the principles are Universal and

Evergreen meaning that regardless if the

system changes behind the scenes the

principles will always hold true telling

somebody how to click a button and go

and create an email that'll become stale

very quickly number three is to to

retain the talent one of my favorite

ways to do this is use fiveyear goals

see I learned a long time ago if my

vision is big enough for everybody in my

team's goals and dreams to sit inside of

it makes their selfishness and their

Drive aligned with mine so in the first

interview that I do which is usually the

last interview amongst my team I always

ask them 5 years from now I want you to

paint me a picture professional personal

what does that look like and I write

them down I really want to know because

then I use that to Peg the work we're

doing to their own goals to share with

them how what we're trying to accomplish

now is aligned with their goals so we

can do something bigger together it

allows me to push them to become better

but it's self-invested they want to do

it so that they get to develop into the

person that achieves the goals they set

out for themselves my whole philosophy

is I want to invest in their development

I want to build the people one time I

was hiring an individual to join my

marketing team and that team was going

to grow and honestly what I really need

is to hire somebody that has experience

building a marketing team I remember

this person I was interviewing said to

me my 5-year goals is to have my own

marketing agency which is awesome

because I need somebody to come in and

learn how to develop the team to

essentially act like an agency for the

rest of the business that's an aligned

goal once I knew that then I could map

all the training all the projects all of

their desires to developing themselves

and understanding the skills I taught

them how the business worked all with

the mission that someday they could be

ready to go start their own agency now

some people would say that's crazy why

would you do that and then they leave

the truth is if you do that they'll

probably stay because they continue to

grow and develop people want to stay in

an environment where they get to become

more where they get to become better

where they get to sharpen Steel by

working with other people they respect

and admire and usually by the time they

want to go do their own thing they've

been with you for four or five or six

years honestly that's a long time and if

they've shown up every day driven to

learn how to do that for themselves to

support you that's better than the

person not having that desire not

investing in themselves not wanting to

become that person and you always having

to push them forward which brings us to

the fourth part of leadership which is

simple become the person the big idea is

that leadership is about becoming the

person the person who can recruit

develop and retain top talent the person

who can show up powerfully all the time

not just sometimes all the time and at

the end of the day that's really what

leadership is it's in many ways becoming

the person you needed in your dark days

because that person that shows up with

kindness directness have achieved these

levels of success that you admire that's

really what we're striving for and

that's what your team's going to see

remember one time I was coaching with my

fitness coach Allan and I asked him why

don't you post on social media I mean

your 250 lbs of lean muscle you're

incredibly inspiring your physique your

commitment all these things he's like

man I just don't want to be one of those

guys and I'm like what's one of those

guys he's like you know just person

always posting their photos and make it

all about social media and this and that

and I go interesting and as we were

working out I looked around the room and

you had Schwarzenegger you had seum you

had Ronnie Coleman and I said did those

people inspire you he said well hell

yeah they're the people that made me

want to become the person I am today and

I said interesting imagine if those

people never posted a photo I want to

encourage you to consider maybe you're

being a little selfish cuz I know that

there's a kid that follows you and

because you don't post he's not being

inspired and it was crazy cuz when I

asked him that he then told me he's like

it's kind of nuts cuz I used to weigh

320 lbs I'm like what he's like yeah man

I lost 100 lb in like 6 months and I

decided to get into fitness that story

those photos that Journey that's

inspiring he became the person he needed

most in his darkest days but he didn't

tell anybody so at the end of the day

leadership is not only about developing

yourself but it's sharing your

transformation with the world that is

the big idea the more you become the

more you can give the better you get the

better your team will get the bigger

your team is the bigger you will be it's

a forcing function most people don't

want to share online because they're

worried that people that follow them are

going to judge them because they judge

other people it's kind of funny because

how you judge other people is the fears

you create for yourself it's like my

father-in-law where he's always leaving

reviews on other people's site and then

he won't post his artwork on the

internet because he's worried people are

going to judge his artwork well of

course cuz you're the person judging

everybody else's service leaving reviews

everywhere you can't be a pro-rated

level reviewer and not have a fear that

people are going to judge and review

your artwork when you post it so a lot

of people they fear the Judgment but

it's self-inflicted because of the way

they see the world the world isn't as it

is the world is as you are so the way to

overcome that fear is make it about

serving people make it about the other

person don't make it about you don't

make it about I'm worried what other

people are going to think make it about

I wonder how many people I could Inspire

that shifts everything and it makes it

about others not about themselves

leadership that's where I spend 99% of

my time but if you want to learn the

only four skills you need to build a

billion dollar company click the link

and I'll see you on the other side