字幕表 動画を再生する 英語字幕をプリント hey everybody don georgevich here and in this video i want to give you my five laws of leadership which is essentially a framework of leadership that i created for myself and i've used it my entire career and i thought you might find it very helpful so if you're a manager or business owner or entrepreneur i think you'll find this extremely helpful to use in your business some of it you may even find to be a review which is a good thing because as a leader or manager's job it's always a good idea to review core concepts like this now if you're just starting out if you're just stepping into a leadership position for the first time or management position you are going to find this extremely helpful because it's going to give you a solid platform on which to build your leadership on now we all know one of the jobs of a leader is to care about their people i mean that goes without saying but at the same time a leader needs to be focused on creating outcomes while steering the company towards profitability i mean it doesn't have to be profitability it could be anything but it usually is because the company is in business to make money and your job as a leader is to create those outcomes which drive profitability now another thing a leader needs to do is they need to find balance they need to push their team with but without pushing them too hard because you push them too hard you drive them into the ground they quit they lose the respect of the team and or they lose the respect of you and then you really never create those outcomes but at the same time if you're too soft you don't drive them hard enough they're going to walk all over you they're not going to be focused on what they're doing and again you're not going to be able to create those outcomes so let's dive right into don's five laws of leadership the first one is growth it's the job of every leader to grow but what i mean is it's part of the leader's job to grow their team and that means putting junior leaders junior managers in charge of things and giving them an opportunity to lead the team and essentially i mean it's the job of a leader to kind of work themselves out of a job i mean that essentially never happens but you're always aiming for that because you want to be able to put your people in charge so that you can essentially step away and if you're not there for a week and things still get done the way they're supposed to that means you are doing a great job but if you have to be there for things to get done then you're an ineffective leader so it's your job to constantly train and put people in charge essentially working yourself out of a job and through this process some of those leaders that you put in charge some of those junior leaders might actually do very well and you might even find that they're better than you and that's your job to move them on promote them and they might even get into positions that are higher than you they might outpace you now for an insecure leader that really bothers them so that's why you have some managers who never really like to put people in charge because they're afraid that that person is going to do well and that they're going to outpace them and they'll get promoted from underneath them that's a poor leader that's a weak leader that's an insecure leader and we're not like that we want the best for the company and we want the best for ourselves we want the best for our team so that means taking those junior managers putting them in charge of things and getting them to exercise their own leadership abilities getting them to make decisions on their own without you having to be there and you grow your team and then you essentially get leadership at every level of your team and that's how you drive profitability and growth and create those outcomes so moving on to number two is ownership it's the job of every manager every leader to own their mistakes and when i mean own them i mean take full responsibility if you have a team of people team of 20 people underneath you and one of those people screw up and cause the whole team the whole project to fail it's not their fault it's your fault and you have to accept that you have to own that and you have to have their back and i've been in meetings before where i've sat down in front of my boss with my team behind me and my boss is telling me that you know we didn't hit these objectives we failed here and here and i get up and i say you know what boss that's my fault i'm taking full responsibility for that and when i do that and those other people out there those other guys are looking at me seeing me take the fall for their mistake because they know where they failed but when they see me step into that position and own it the respect that they have for me just goes off the charts and it will for you too but some leaders are very insecure and they like to play the blame game they'll be like you know what i was in charge of the project but you know it was that guy over there you know he he was having a hard time he failed he didn't come through when we needed him to and they they place blame or they place blame on other things to blame the weather they'll blame the time of day they'll blame third party external resources and to me all that really says is you didn't have enough contingency plans in place so again that's my fault that's the leader's fault that's your fault so if you make mistakes it's your job to own them and that will create strong leadership backbone in you when you're not afraid to step in to the light and say you know what it's my fault i did it i'm wrong i take full responsibility then it's your job to also learn from that educate your team and prepare for that so that it doesn't happen again i mean it's okay to fail it's okay to make mistakes but when you make that same mistake over and over and over again you know that's failed leadership you're not learning from the experience so moving on to number three is teamwork it's the job of every manager every leader to get everybody working together and so that they're clear on what the goal is what the objective is you know what are we doing and why are we doing it some people they get in there and they kind of know what they're doing but they don't know why they don't know what the final outcome is and when they don't understand why we're doing something their motivation isn't as high it's like you know they just feel like they're showing up for a job and they're not they're not totally vested in it but that's your job as a manager as a leader to make it clear to the team what they're doing why they're doing it and make sure everyone is on the same page so you could go down so your boss could essentially go down to any one of the people on your team and say you know what are you guys doing today why are you doing it and if some of your people are like well i'm not sure then that's your fault that's your fault for not clearly communicating that and it's one thing to get up there and tell your team you know what you're doing why you're doing it but if they don't absorb that if they don't grasp that then then that's your fault so you need to go out to your team and you need to talk to them individually and question them challenge them what we're doing why we're doing it make sure that they're on board because we all know a lot of people when we ask him a question hey does everybody know what we're doing why we're doing it raise your hand if you're not sure nobody's going to raise their hand they're going to look around and say well looks like you know everybody's kind of on the same page there i'm not going to raise my hand i'm not going to i'm not going to look stupid so again your job as a leader make sure everybody is on the same page and make sure that the right people are in the right places in the right positions and doing the right things make sure that their talents are aligned to the type of work that we're doing if there's somebody better suited for that position then then move some people around but put the best people doing the things that they are best at doing and that's how you're going to move your team forward all right moving on to number four is simplicity and it's your job as a manager as a leader to simplify everything so that it is crystal clear you don't want to have people going through you know five or ten different steps to create the outcome when it can be done in you know three or whatever it is but it's your job to make sure that it's very simple to get from here to here to here without having to bounce all over the place and that's that's why projects fail is because it's not clear it's not simple enough i mean just remember simple clear and concise i mean it can be too simple also you can have a plan that's so simple that it doesn't take into account any contingencies and thus it's destined to fail so it can't be so simple that it's just one or two steps you have to create the whole what i like to do is create the whole plan and it might be long and it might be complex on the first round but then it's your job to go through that plan refine it refine it refine it and weed out all the little things that might not make it run smooth now you have to be experienced to do this someone who's never done this before isn't going to be able to anticipate things so it's your job as a project manager a leader a manager or whatever position you're in is to totally understand what you're doing why you're doing it and then simplify it and make it as clear and concise as possible to your team that way they will be able to execute it with absolute precision and you'll be able to reach those outcomes all right moving on to number five is delegated leadership and what i mean by this is it's your job to put other people on your team in charge of things giving them authority to make decisions now you may not want to take somebody who has never been in a position like this before who doesn't really have the experience to make those decisions but you want to take people on your team elevate them to a leadership position a team leadership position so that they can go out there and make decisions on their own sure they might make some mistakes they might fail but that's what delegated leadership is you're empowering other people on your team to make decisions for the team on your behalf but you have to trust them and the only way you can really trust them is if you have frequent communication with them you can't just say okay you know i'm going to promote you to junior leader here you know go get them you need to be in constant communication with them so that they're they understand what they're doing and why they're doing it if you just put somebody in a position and they're not totally clear on what the outcomes are uh or you know what they're supposed to be doing they're going to make bad decisions and they're going to cause the team to fail and obviously we don't want that so your job as a leader is to elevate people's responsibility to one of leadership so that one they can grow on the team and they can be better and better and so you could essentially walk away for a couple of weeks and because you're using delegated leadership everyone on your team just kind of knows what to do whether you are there or not they really shouldn't even miss you but while you're doing this you're creating levels of leadership throughout your team so if you have 10 people maybe you have three people in leadership positions and maybe if you have 20 or 30 people maybe you have five people in leadership positions but you're creating all those levels of leadership throughout your team and that's going to make your team stronger it's going to make them more independent and it's going to allow them to drive profitability and growth and create those outcomes so that wraps up don's five laws of leadership now you might be in a position where you need to hire new managers hire new leaders for your team and you might be thinking how am i supposed to do that well i have something very special for you it's called the seven master steps to hiring a players this guide has seven steps in it really simplifies the entire hiring process this will teach you how to write job propositions to attract the right type of leadership to your team this will teach you how to ask the right questions of candidates so that you can find the people who have the talents who have the competencies that you were looking for it's going to teach you how to cut through all the bs that job seekers will put up that big smoke screen that they like to do and mainly to try to impress you but this is going to show you how to cut through and get down to the nitty gritty so that you can find the right people for your team the people who who are going to deliver who want to be working for you who want to be doing the kinds of things that you're doing other people are better suited for other jobs and you don't want to let those people into your company because it's not good for them and it's not good for your team so this little book here in seven easy steps is going to walk you through essentially creating a hiring process that's really what this is these are essentially seven principles of hiring and it's going to teach you exactly how to do it so if you've never really had to interview and hire someone this guide will be invaluable for you because it's going to break down a very complicated process into a very simple format i mean this is really the easiest way to find and hire the best people for your team the best people for your company while sorting out the people who aren't right for your team who aren't going to make those contributions that you need who who aren't really as excited about the mission and the goal of your company so this is the fantastic little book you can get this from the simplehiringsystem.com or you can get the the kindle version or this hard copy from amazon and i'll put a link down there below but give this book a try if you do any kind of hiring even if you think you're already good at hiring this book is going to be an eye-opener to you and it's going to show you a solid framework of hiring the best people because that's what it's all about and we all need the best people on our team so we can grow our team you know and that's all i got for you today so if you found this video helpful if you like this channel please subscribe give this video a thumbs up i'll see you in the next video take care bye now
A2 初級 米 リーダーシップの5つの法則(The 5 Laws of Leadership and Management) 17 1 chatarow に公開 2022 年 02 月 17 日 シェア シェア 保存 報告 動画の中の単語