1. The quicker you trust, the quicker you can delegate.
It’s so important as a leader to trust the people who work for us so we can give up the tasks we don’t need to be still doing. Identify those people and develop them. That way, you don’t become the productivity lids in your organization. That has been an important factor in the growth of BELAY and it will greatly help you grow your company as well.
2. Take inventory of yourself.
In other words, know yourself and what you want for your organization. We’re primarily speaking to people who want to grow a business and grow it fast. That may not be you, and that’s okay! You might be okay with being a solopreneur and don’t necessarily see delegating in your future. There’s nothing wrong with that. So take inventory of what you want for your future and the future of your business, then determine if and how leaders will help you on that journey.
3. Being the best at a task doesn’t always translate to being a good leader.
One mistake many companies make (including us in the past) is promoting someone based solely on how well they’ve done their job. Your best salesperson won’t automatically know how to be a good leader. Before promoting, make sure you’re looking at someone for their leadership qualities, not just their job performance. Some of the best performers aren’t great leaders because they’ve been so focused on “doing the thing” that they find it difficult to let go and delegate.
Evaluate yourself, your team, and your company. Do you have a vision of hiring more leaders? Or are you okay simply being a solo entrepreneur? How might that change in the future?
What mistakes have you made in the past when it comes to leadership development? What are some of the points in this week’s episode that might have helped you correct those issues?
How would you describe your ability to delegate? Where are your strengths and weaknesses in that area?
What do you currently look for in a potential leader? Is there anything worth revisiting after listening to this episode?
There is a difference between pushing someone into leadership and pulling someone into leadership. — Bryan Miles
Great leaders can lead in any department. — Tricia Sciortino
Together, humility and confidence breed a beautiful leader for the future of a company. — Bryan Miles
It's the leader's responsibility to grow ahead of the organization's growth. — Shannon Miles
(04:42) How Bryan and Shannon learned to place trust in their leaders and be comfortable delegating.
(6:11) “It’s a leader’s responsibility to grow ahead of the organization’s growth.” – Shannon Miles
(8:02) What traits and values are you looking for in your potential leaders?
(8:56) The tension of saving money versus hiring someone based on current or future needs.
(11:07) Where did you lean in to other people and resources to help your team members grow into leaders?
(16:35) What Lisa and Tricia look for in leaders for BELAY’s Ascend Leadership Development Program.
(19:19) Why being the best tactically at a job might not translate into being a good leader.
(20:29) Look for leaders who see leadership as stewardship.
(22:51) The pros and cons of promoting from within.
(23:40) You don’t have to spend a lot of money to begin developing leaders.
(26:05) Spend 20 minutes thinking about a potential leader in your company, and then write out the ways in which you can benefit them.
(31:51) This week’s One Next Step: Download our Leadership Development Curriculum, a tool that features the high-level topics and some of the resources we use to develop BELAY’s emerging leaders in our leadership development program,
