417 | Next-Level Leadership Coaches Q&A
Well folks, we just wrapped up our 2021 Next-Level Leadership Live Event in Nashville, TN and I have to tell you that it was fantastic!
It was so good to be back onsite, live and in person with you, our friends (who are also clients that we get to serve). This year we added a few fun surprises, making it a truly “Nashville” experience! On Thursday of the event week, during the lunch hour, we got our coaches up on stage to answer questions from the audience. It was powerful and we’re excited to share it with you on today’s episode.
You’re going to hear from business leaders and owners just like you, asking questions about their teams, about hiring, KRA’s, and a few other topics. I think it’ll be thought-provoking to say the least!
Enjoy this episode!
417 | Next-Level Leadership Coaches Q&A
leadership team, consequences, leader, god, business, question, joel, understand, team, people, teaching, chris, piece, team members, life, kpis, parents, decision, person, lead
Aaron West, Speaker 2, Speaker 3, Speaker 4, Joel Fortner, Chris LoCurto
Chris LoCurto 00:00
Today's episode is one of the question and answer sessions from the Next Level Leadership Live Event, where we take real questions from real leaders just like you, that is coming up next.
Chris LoCurto 00:21
Welcome to the Chris LoCurto show, where we discuss leadership and life, and discover that business is what you do, not who you are. Welcome to the show, folks. Hope you're having a fabulous day, wherever you are. Today, we have a great episode where we do our Next Level Leadership Live Event once a year. So we have four events that we do every year. Three of those are for the Next Level Mastermind group, where they come to our offices, our event space, we do events here, teachings, trainings, all that kind of fun stuff, great social time, all that. And then once a year, we open up one of their events. So they have four total events, one of those we open up to the public, that is what we call Next Level Leadership Live Event. And we have done that for the last six years. And it has been just fabulous every single time. Last year, obviously was not in person, we had to do that online. And I can tell you, people were very excited to get back here in person and spend time together. So that was fabulous. So part of that process, this is two and a half days worth of fabulous teaching. We really did a heavy duty workshop in here as well where, you know, you know what it's like being a business leader or a business owner, when you go away to something amazing, and you come back with a ton of information, but you don't actually have time to work on it. So we did a great few workshops where we got to spend time actually putting in place the things that we were teaching. Crazy powerful. We absolutely loved that, in between those times, we do some question and answer. Today, we have one of our question answer sessions that we're going to be playing some of the questions for you guys so you can see and and hear what people are asking, but also apply this to where you are today. So, that is coming up right after this.
Joel Fortner 02:27
Hey, it's Joel Fortner here. I'm the Vice President of leadership development on Chris's team, and I oversee our Next Level Mastermind business coaching program. Most business owners and leaders lack a clear path to succeed in business. They question whether they're making the right decisions, if they're focusing on the right things to really grow their business. If this is you, you need a coach in your life. Coaches help you make better decisions, navigate uncertainty, lead more effectively, and grow your business without sacrificing your life and your family. In their first year, our clients typically see an average of 67% increase in gross revenue, and an average of 138% increase in net profit. And regained hours of time. Our clients stay in the program for three and a half years simply because of the results they get. So if you're ready to run your business at the next level, and see the growth you've been wanting, then visit chrislocurto.com/mastermind. Again, chrislocurto.com/mastermind today.
Chris LoCurto 03:29
Alright, folks, here's the Q&A session from the Next Level Leadership Live Event.
Speaker 2 03:34
My question is we've got a leadership team of four people. And I don't feel like anybody on my leadership team is really super excited about like tracking like, KPIs, KRAs, me as the owner, I'm not super excited. Do I need to bring somebody into the leadership team that's really fired up about it? Or do I need to take ownership of that and make it my thing?
Chris LoCurto 04:01
So first question I would ask, first two questions I would ask is, have you explained how important it is and how beneficial it is? And then do you know why they're not excited? So what do you think on those two questions?
Speaker 2 04:18
I would say, I probably haven't conveyed the message clear enough. Yeah, I'd say it's probably the number one reason. But secondly, I don't know if I have personalities that are really analytical in that way. I think maybe that would be my other thing.
Chris LoCurto 04:34
Do you know what personality styles they are?
Speaker 2 04:38
They're more-no I haven't really taking any personality test on them right now.
Chris LoCurto 04:42
So I think that would be great as well, values would be great as well. But the big keys are, it's like we've talked about earlier in the earlier session, when you help them to see- so you're always going to get pushback from anybody who thinks that the thing that the tool that you're putting in place is going to be like Big Brother, it's going to be something that holds them accountable in a way that they're worried about, or it's going to show that they suck, and then you're going to want to fire them. Whenever you put a tool in place that they don't completely understand, there is a high probability of getting pushback. So the big key is, is to make sure that you explain how beneficial and like I like I say, take the responsibility, "Hey, guys, I'm just learning about this, you know, I'm learning that this is a smart thing to do. And I've done a bad job putting things in place to help you be successful. And to make sure that you know what success looks like, which means that I've probably done a bad job communicating to you how you can be the most successful you can in your role. So great thing is, is I've learned this process, and we're going to put this in place. And the goal is to help us all become really honed in on what makes us successful in our individual roles." Right? "So that's what we're doing with this. Now, I want to know any questions, you guys have ask anything." And just go through that whole process. If you help them to see it's to benefit them, then you'll probably get a decently different response. If they're just adamantly against it, then I think there's a much bigger cultural issue, which is, that we've fostered the ability of people not to allow change, which is going to jump to a completely different focus, right? Do you feel like that that's a struggle?
Speaker 2 06:28
I think everybody would like it, but nobody wants to take-do the work. Like, I don't feel like I have-there's nobody on my team that's like, oh, man, let's do this, let's like, they wake up in the morning, they want to go write up KPIs. So my question is, do I need to bring somebody that into the leadership team that would be excited about that? Or do I need to just develop that within the leadership team?
Chris LoCurto 06:52
What do you all think?
Joel Fortner 06:53
I would-first I would look at-so let me back up a little bit. Is I'll add also to what Chris is saying on the first question. When you look to across the team, what are the problems that we have on the team, where are problems that link back to poor expectations, lack of quality communication, lacks of healthy accountability, look for those things, because often, that's going to point to, oftentimes a lack of a KRA, or lack of great communication between leader and team member. And that also gives you some more information to help team members see the importance of it, because it's the real life stuff that we're dealing with, that may matter to them, it may frustrate them, it may frustrate you. It may hold them back in certain ways. So sometimes a Socratic style of discussion or question is very helpful for people to see like, do you see like these issues and problems-like what if we could solve those? What would your day-to-day life be like? And you take that kind of a process to get people to see "Oh, now I see the importance. Now I'm buying into it. That's what this tool is meant to help us do." Because they're relating your day-to-day life and things that you may suffer in, or struggle with, to "This can help us have better clarity, expectations, communication, accountability on it? Totally. Okay, this could be good. This could be good." So I think in terms of bringing someone else in, I wouldn't bring another leader into the business just because you're not super fired up about KRA's and KPIs. Definitely not. It's hard to cost justify that one. But I would look to, if I'm you, I'm going to look to you okay, what is it about me that I don't love about it? Is it the administrative side, just the doing it in the detail of creating these things? That's the part that's not exciting?
Speaker 2 08:51
Yeah, I would say so.
Joel Fortner 08:52
Okay, has anyone had to just grin and bear it, in terms of getting KRAs and KPI's?Especially the high D personalities are like, "Yeah." Because we don't want to put the pen to paper. And so it's, it's ever. Yeah, especially high I's are like, I've got it. I don't need to write it down. I'm good. And then I fail and why I didn't take notes. It's like, well, okay, grow up, Joel, you know, so I've looked to okay, this is something I need to get done. But do you have to do all the administrative pen to paper, not always, sometimes using technology and using administrative person is very helpful. So sometimes, it's okay, what am I trying to get to in this role? I'm going to talk it out into a voice memo. I'm going to record it. These are the results I'm after. These are KPIs that I'm seeing already. This is the stuff that I'm seeing, get it down and documented. And you may have someone who helps you actually type it down, because that's the hard part for you, is just to sit down in front of a computer and a blank screen, anybody? A blank screen staring back at you and you're like, what am I even doing? That you can get it out of your head, leveraged technology, speak it out, record it. You can also upload stuff like that to a transcription service that 20 seconds, you've got every word you just said, now you've got somewhat of a document that you can give to somebody and say, hey, can you take this format, and set them up for success? Take this information, and I needed in this kind of format. Even if it gets you 30%, 40%, 50% of the way down the road to getting the administrative tasks done, would it be worth it? And then from there, it's like, okay, I can polish it up and work it from here. But now you've got some momentum going toward getting, what can feel like a pretty daunting task is getting KRA's done.
Chris LoCurto 10:41
So on top of that, you know, like JoeL was saying, keep in mind, it doesn't have to be the person who does it, but they better have a whole lot of input. The other piece to make sure that the leader understands is how valuable this will be in holding team members accountable. Anybody ever have any problems with team members? Seriously, that's why you're here, right? So when the leaders are pushing back on something, it's because once again, they don't see the benefit. So like Joel's saying, go ahead and have somebody else do the filling in, they need to put the input, do the voice recording, is fantastic. Here's the things I'm looking for. But also make sure that they understand "Hey, guys, this is how you're going to sit down with Frank over here who's been sucking like crazy lately, and you keep complaining about how Frank isn't doing a great job, but you have no way to hold them accountable." You're gonna be able to sit down and go, "Hey, Frank, this isn't getting done, help me understand why." And now this is a tool that will actually relieve pressure as a leader to actually make their leading easier and better. So the crazy side of this is, we look at the sitting down and spending the hour to put together and some may take longer, but I mean, plan on it being an hour to put the KRA together. We look at that time as a Ah, gosh, I don't want to do that. Okay, well, the 47 hours you spent, you know, in the last couple of weeks, trying to get the person to do the job right, that's much better than the one hour sitting down. And having a tool, does all that makes sense? So they can see that and then it doesn't make them want to do the pen to paper. But it at least gives them a really good reason why to. That makes sense?
Aaron West 12:24
And I'll just add really quick, a big piece of that as the motivation behind it. If someone says, Yeah, I'm not really excited about doing KRA's, I'll just be real with you. But if I see the result that comes out of executing with the carry, like what Chris and Joel just talked about, that's what drives me then to go, Okay, now I know I need to do the KRA, it may not be that I enjoy the process of the KRA. But I enjoy the outcome I get with what I'm able to do with the KRA. When I'm able to lead my team and be able to use that and they be able to use that themselves as team members. And it sets me It sets them up for success. That's what I'm looking for. It creates that communication that we that we need to have. It sets up expectations. Now I've got that in place that I didn't have before, and like Chris was saying, I spent 47 hours trying to deal with all that, instead of the one hour of putting it together and going gosh, if I had just done that one hour before I would have saved myself all of this headache on the backside.
Chris LoCurto 13:18
Does that make sense?
Speaker 2 13:19
Yeah. So but a little bit still. So we're young, growing company fast, pretty fast growing, you know, people's job descriptions are changing constantly to their KRA would be like, is it a culture of like, everybody's having to create KRA's or should one person be hey, you make sure if a job description changes, there's a KRA, or a KPI or whatever to follow that?
Joel Fortner 13:44
It needs to be the person with the greatest knowledge of this role. And the results in success. It can be very difficult to give it to a person who can just own that and bust it out, they simply don't have the knowledge and information on the role. So this becomes part of your leadership culture. But really your team culture at large is to train what you're learning here into the mindset of the leaders because we are focusing on why are we doing this? What's most important? I hate the task of it as much as anybody else. But you know what I love? And yeah, exactly. I literally coach people on it weekly. I don't enjoy the task of it. But I love the aspects of it from a leader but I've had to learn to get here to say, do you see what you're doing? This is about setting up your team member for success, Joel push your mind to get to the information that your team member needs to be successful. Then we get it documented and it's done. Now I'm like, now I can just lead, now we can just meet, now we can discuss. And man I mean you talk about-
Chris LoCurto 14:53
Having done you can't imagine ever going back.
Joel Fortner 14:55
You don't want to because you see the success and the results of my team member literally wouldn't be happening if I wasn't-without this clarity of communication. And then the clarity of Chris is gonna get to this this afternoon on how do we lead KRAs. But that's the fun part. We get through the admin side and get it done. But then once you've got it done, now you're going to meet, you're going to update stuff. But I think you're probably going to experience the results out of your team that will possibly eventually bring you around to being like, okay, this is a really valuable tool.
Chris LoCurto 15:30
Yeah, last piece on that is, we're so glad that you're here. And I opened the event up with, this is tougher stuff, than you're going to get from most people teaching this stuff. Because the stuff that's the 30,000 foot view, doesn't actually technically work, right? It's just a really great idea unless you do something with it.
Joel Fortner 15:50
You're just like way high in the sky.
Chris LoCurto 15:51
He's way up there. So the do the hard work, get it done, get the leaders there, it's going to take you guys some time. But once you get on the other side, they won't ever want to go back the other direction. Again, like Joel said, they won't love the admin side, but they won't want to go back the other direction. Does that make sense?
Speaker 2 16:09
Chris LoCurto 16:10
Appreciate it, thank you.
Speaker 3 16:12
Looking to get some coaching on how we can better train up our 13 year old daughter, everything we try, the results seem to not get better. And choices and consequences struggle with that consequences, on what we change up doesn't seem to have an effect. She's very creative and artistic, we recognize that. So I also don't want to crush that as a part of this process, I want to really, you know, encourage that and embrace that part of her, but also work towards her being a successful adult, as she continues to get older. So, yeah, choices and consequences, not wanting to crush that creative, artistic side and looking for some advice on that.
Chris LoCurto 17:01
Is there any specifics that you can share? We don't need to go deep into this, but like, what are the major struggle points that you're experiencing that you can share? Don't share anything you don't want to share.
Speaker 3 17:17
I'd say you know, if we try to, whether it's something with screentime, and we'll say, you know, if you choose to do this, then this is going to be the consequence and it's, "Okay."
Chris LoCurto 17:29
Okay, gee who does that sound like? She got a decent amount of D?
Speaker 3 17:36
She has a D, I.
Chris LoCurto 17:37
Okay, all the D's in here like "Yep." So here's what's happening. She's weighing out the consequence to getting away with something. So this is where sometimes with a D, you hear me say, you got to take a two by four, right? Sometimes the consequence, there isn't a choice, right? Because if she's just gonna weigh out, "Yeah, I'll take the consequence, and I get 30 more minutes on the screen time." The answer's no. Keep in mind, the choices and consequences is to say, you're choosing to do this, this is the consequence you're going to get from the choice. But if you're allowing them to go ahead and continue with it, then what does that say? Right? We're still allowing them to make the bad choices, and they can take a consequence that doesn't hurt enough. So what makes it really difficult is, at what point do you get pain in there? So there has to be this crazy balance. And so for a lot of you guys probably don't, if you haven't listened to our teaching on this, and we talked about this a lot Next Level Life and everything. And you need to know this as leaders, if people are making bad decisions, help them to understand that their choices are leading to the bad consequences. We're becoming the world's biggest entitlement, victim mentality, culture ever. It's insane nowadays, right? So help people to see the consequences that come with a bad decision. So when it's a teenager, especially this personality style, I mean, it could be a 40 year old, in your business doing the same thing. Well, I'm getting away with it, right? The old concept of Hey, do it and ask for forgiveness later. No, wait, sorry, that didn't work. So the key is you have to either find something that's painful enough, but the problem is no longer the consequence, it's that she's processing, "It's okay for me to make this choice inside the family, and still take the consequence." So if she's an adult, and she wants to go make those choices and get those consequences, that's completely up to her. But now as parents, I feel like you guys have to step in, and go "no's" the answer no matter what. There is no- the consequences is I'm saying no, this isn't good for you, it's not healthy for you, you're making a bad decision. And since you can't make the right decision, I'm going to make this specific decision for you. Right? Because I believe that's your responsebility. For me as a God fearing person, I believe our job as parents are to raise adults, not kids, and make sure that we raise our children to have a relationship with their true Father, so that they understand the importance of it right? So with that, I would say that there are certain things that there's, you know, if the consequences isn't working, then the answer is no. And if there's pushback, or you know, going off the wall, then we start pulling some heavy duty consequences. The key is, is right now what we're literally perpetuating is, I can have, I can handle that consequence. So I'll keep making the bad decision. What happens when she leaves? Right? When she leaves from now, and she's going to start weighing out all of the consequences in life, that consequence isn't too bad, I'll go do this bad thing. Until somebody literally brings a consequence, that just hurts so ridiculously bad. And then she's a victim. Right? Well, that should not have happened. That's not my fault. The consequence should have been this, and it turned out to be this. Does all that makes sense?
Speaker 3 21:12
Yeah, it's helpful. Yeah, our older daughter, she's, you know, a couple years older and high S, C, and very compliant. And, you know, you walk in her room, and just everything is everything's organized and neat. And the other room looks like Bob Ross explosion, something that just on the, on the walls on the floor. So, and shesays, "Well, I'm okay with it. I don't understand why I need to have this clean. Because I don't see a problem." We identified with Mary Beth on the podcast, there was a lot of things we can relate with. So just struggling with that, because she is very talented in those spaces. But.
Chris LoCurto 21:57
So one of the things you just pointed out. To be a part of this family. This is acceptable. This is not. Now one of the things and especially you young parents are having to deal with in today's society is this you can't say no to your kids. And they don't have to work and they don't have to have chores. And-this is the worst, stinking thing. How many are Gen X's or above? Oh, my gosh, we were raised on you bust your butt. There isn't a choice, right? Well, what do you hear from so many expert parents nowadays? You don't discipline your kids, you don't tell them no, you allow them to all this have all this stuff. It's it's raising horrid children, right? So for me, there are certain things that are this is a part of the family. Right? You're a part of this family, you do this. One of those things that we've made a decision, you're going to clean your room to this extent. If you don't, we'll start taking things out of your room. You have to find that thing, right? Now, the tough thing for high S, C personality styles is, oh my gosh, that's such high conflict with my kids, completely understand, I'm a super high s, right? I get it. The problem is look to your responsibility to God, make that decision and say, Alright, what is my job here? What do I need to do? I'm not saying being controlling, I'm not saying being abusive, obviously, that should already be assumed in this discussion, make the decisions of, if you're not going to do these things, then much bigger, heavier, painful consequences, not abuse consequences, but you know, removing things, doing whatever. Because what she's able to do is she's able to reason with, this is my room. I get to do whatever I want to. I can have an explosion. As long as I'm okay with it. You guys aren't doing anything about it. So you're communicating to her, that she gets to have whatever she wants, in that confined space, right? So it's just not quality set expectations. No, these are things that we expect of you as a teenager, as a child of this family doing these things. Now, D's, what's the first thing she's gonna say when they put that in place? Nobody? She'll start pushing back hard. She will start telling you, you can't do that. This is mine. And she will give you all the things to push back on you. And on top of that, at 13 she already knows how to play on your emotions. So she will start pulling on those, she will probably start some some level of guilt transfer that it's your fault, that your mean parents that whatever, the harder the consequence, the bigger the response tends to be. Does that make sense? So watch for that, if you receive it, then she will feel in control, you do not receive it. Right? You are not going to talk to your father that way and no that I this does not make me a bad parent. And don't reason don't get in there and argue, don't get into it. This is what's happening. If this doesn't happen, then this happens. And then the piece that I would explain is your responsibility as a parent to God. This is something that I am responsible to God for, to make sure that I am raising you as somebody who's not entitled, who doesn't go out into the world and choose bad consequences. And it's okay to explain, it's not okay to reason that. Does that make sense?
Chris LoCurto 25:45
It does. Last piece for me is she, I'm a high C, S. And we know what our daughter is. And so advice on how I can better speak into her life, because it's getting to the point where sometimes she'll even ask a question, and then she'll say Dad don't answer. And she wants to hear from mom. Because she knows mine's gonna be more longer than then she's wanting to hear, and not in line with-doesn't connect with her. But I don't want to quit speaking into her life and put it all on Alena. But so many times I take a backseat trying to let her, because she's able to communicate better with her. So even knowing the personality styles, and trying to lean her direction as much as I can, and I still struggle with that connection to where she's not receiving that well, for me trying to funnel it all through Alena.
Chris LoCurto 26:39
Okay, so we're gonna go a little bit deeper in my beliefs. Alright, so this is my beliefs as a Christian. First off, and I'm not in the room. I haven't seen her do this. So I don't know, at what level she's saying that, but just hearing you say that knowing that she's done that more than once, is very disrespectful. Okay? So let me teach you guys something that some of us have come to understand. God has never, ever, ever broken a covenant. Ever. Does anybody ever looked in their Bible and seen where God has broken a covenant? Anyone? Man has changed God's covenants to fit man. So a lot of us follow some things today. That has happened for the last 1700 years. And we have no clue that God never changed his covenants. If God broke, I want you to just think about something as we go through this, because some of you are probably going to push back and feel free. You can be wrong. If God ever broke his covenant, if God ever broke a single covenant, could you have faith in salvation? Absolutely not. Because who's to say he wouldn't change that? God is a God of Covenant. Right? So those 10 commandments, all 10 of them are to be observed. Man changed those, not God. So if you want, you're not ready for it. I'm telling you, you're not ready for it. You're not ready for it. Read the book, Pagan Christianity. It's very important. Why am I telling you all this? Because one of those is Honor your father and mother. She's dishonouring right now, why is she dishonouring? Because nobody taught you, how to truly honor your parents. And that it's your job to teach your kids to honor you guys. So parents Listen to me. When you do not teach your kids that it is a sin to God, when they dishonor you. You're teaching them to sin.
Chris LoCurto 28:52
Chew on that for a second. If you do not teach them how to honor you, then you're teaching them to sin against God. Nobody's teaching us that. nobody's saying anything? No, Jesus took everything away. Really? Where? No, Jesus took all that you don't have to do any of that stuff. Why is my life a mess? Because you keep not being obedient to God. That's something that God is very set on. Right? So, you have to help her to understand you will not dishonor me. You will not talk to me that way. That is not okay. In fact, I'm going to start teaching you what honoring your parents does look like, because as long as I continue to perpetuate, it's okay to dishonor me, that I'm teaching you to sin. And that's not good. I don't think it's good. Does anybody think that's a good thing? It's not a good thing, right? So for me, these are my beliefs. Y'all can believe whatever you want. But here's what I truly understand. I believe the way that I honor my parents coincides with how I honor God. If I don't honor the person, the people that he put in my life, I've got my mom, if I don't honor her, no matter what, I can disagree, I'm not, it doesn't mean that she's going to drop off a cliff, I'm gonna drive off a cliff, it doesn't mean any of that. It means that I better learn to honor her because if I dishonor that I'm intentionally, well, I may not understand this, but I understand it now, that I'm intentionally sinning against God. So I believe it's vitally important for you to teach all 10 commandments, and especially help her to see we're going to change some things up. I did not realize that I was literally teaching you to sin by teaching you to talk to me-that it's okay that you can talk to me that way. Right? So a whole lot of fun stuff to soak up. So please feel free. If you have questions about this. Feel free to ask. It's okay. If you disagree. That's again, that's perfectly fine. Does that make sense, Justin?
Speaker 3 31:06
Yeah, it does Thank you. I think drilling down on the 10 commandments piece in our when we review that at home is probably gonna be helpful piece to take away too.
Chris LoCurto 31:13
Absolutely. Great thing is you get to blame God. Thank you. That was funny in my head. That's right. Yeah. We got to look up. Time for one more question. Jeremy?
Speaker 4 31:30
Question I have is, I have my personal KRA with Chris and my management team. I don't think my leadership team has seen my KRA. Would you encouraged me sharing KRA and us reviewing that together?
Joel Fortner 31:53
So, Jeremy, unless there's something on it, that's just like, you know what, this is just not a level of detail that people need to see. That would be one caveat. But otherwise, the clarity that you get by your leaders knowing what do you focus on every day? What is your it's like, I know what he focuses on. I know, he knows the greatest value that he brings to our team. And this is my, you know, he hates being called a boss. I never call him a boss. I'm just gonna call him a boss right now for the fun of it. Like, this is the boss man. You know what I'm saying? This is my leader, that he's clarified with his team. You know, you're welcome. Absolutely. High morale employee. That's such a funny thing. I love that joke. It's so good. It's a good, I'm glad we got that one on the record. So unless there's something sensitive, I would share it because we want that clarity. Because what are we we're a leadership team. We need unity. It's not a well, there's Jeremy. And I really don't know what he does. But he's asking us to do all this stuff. But yet he says we're unified. And we're all doing this stuff together. But I really don't know what he does. There's a lack of trust and unity there. So I would share that detail and discuss it. Because it sets these guys up to better also serve you enhance internal client of the business, you're my leader. How can I help you in this role? It improves, again, our relationship, because when there's greater levels of clarity and trust on the leadership team, what do we do better together? Communicate. We make decisions better together, because we recognize this is the team that I'm on. As leaders, I don't know if you've even hit on that. Yep, I'll just hit on now. That as leaders, the leadership team you're on is your team. So for instance, like the leadership team, I'm on in our company, that is my just to use it for clear communication. It's my number one team. And then I have my team that I lead the success, my team gets it that I'm on the leadership team. And my job is to lead them to be successful in their roles and lead this team to be successful. How do we get all this high levels of quality communication?
Aaron West 34:03
Yeah, and I'll just add to that. So often, as leaders, we are doing more leader-or at least hopefully, we're doing more leadership stuff versus task stuff. Well, it's easy for your team to see the task that you do, but they may not see the leadership pieces that you're doing. And that can create what I've, I've heard called a gap of information. Because now what's happening is I've got team looking at me going like Joels talking about, what is Jeremy really do? You know, what is he actually doing day-to-day? And so because of that they can start filling that gap with incorrect information, because we're not communicating about it. We're not talking about it. So if I have the opportunity to talk about it to share, and set my team up, hey, let me share with you what's going on, where I'm at where I'm working on leading you guys better, even though it may not be a task you see me do, here's what I'm working on on leading. Those are the things that can help with that, help your team understand, how are you doing, what are you doing, where are you leading them? And that kind of stuff. Does that make sense?
Chris LoCurto 34:58
Two caveats to that, one, everybody here, we're talking leadership team. This does not mean that you go explain your KRA's to everybody in the team below you, that's an important piece, like we're saying, you are a team, you should be a strong team together. The second piece of this and Jeremy, and this is to everybody. Sometimes as the leader, we're concerned that our people think that we're not working hard enough, or not doing the right things, or if we spend some time on some process and stuff that we tell ourselves these lies, right? So for me, I'm actually and especially once this event is over, I got a lot of work to do, I've got a lot of things to do to literally set up another aspect of our business to make the growth more successful. Right? I got a lot of things to do. And so I'm gonna have less time doing things at the office and more time getting things done. But for me, the explanation is, hey, guys, this is what's going on. And this is going to be, not I need to justify my time, I own the business, I could do whatever I want. I don't suggest that. But the key is, if I'm going to make sure that I'm communicating clearly, and keep everybody on the right page, that I'm going to help them to understand what's going on. That's the whole team. But when it comes to the leadership team, a big piece is when they know what, so let me say it this way. Every one of my team in here does not want me doing administrative tasks. Why? Hey, amen. That amen was because he screws things up. But let me tell you the other bigger reason. Because if I'm focusing on tasks or administrative stuff, or things that I shouldn't be doing, then I'm not doing the things that my role is responsible for, to put money in their bank account. Hello, listen to what I just said. So my leadership team wants to know that my focus as far as the results, are making these things happen, That I'm making an event happen, that I'm getting my butt up here in teaching that I'm doing things and, you know, speaking events, or you know, the podcast, or whatever. So it takes on a different turn, when you recognize, oh, wait a second, I don't have to be worried about what my team knows, you know, because just this ridiculous little lie that we tell ourselves. Instead, you can even ask him. So here's the things I do, what do you want me doing? And I promise you, they will always point to the things that makes the business more money. They don't want you focused on the little things that you shouldn't be doing in the first place. So otherwise, if they want you to be stuck in the task, you probably need to get them off the team. Right? Because their perspective isn't correct. Or you could probably just teach them. But does that make sense what I'm saying? So the more that they see, wow, Jeremy's focusing on higher level things, praise God, because that's what's bringing in more money. And that goes into our pockets, especially for those of you that do profit sharing. Think about it. What are your team members want? More profit. So if I'm doing stuff that's holding back the profits, now they're pissed, you know, Chris, go get away, get away from here. Go do those other bigger things. Does that make sense? Fantastic. Alright. Great questions, guys. Good job.
Chris LoCurto 38:39
Well, there you have it, folks. That is just one of the Q&A sessions that we have at the Next Level Leadership Live Event. Great questions, great stuff, it is fab. I love being able to do this in person and helping people with their businesses with their life, lots of personal stuff, as well. And I've got to tell you, just phenomenal responses, all of the the feedback coming back on this event, how many folks were like, "This is exactly where we are right now. This is exactly what we needed." It was so great. It's great to be able to- this is our mission. This is our purpose is to help people you know change their lives, change the businesses, right? And help them get to the right perspective. So, we love doing this event. We love doing everything that we do here. We have a blast. Listen, if you have questions you want us to answer, feel free to email us. You can send that email to [email protected] as well. Hopefully we will see you at the Next Level Leadership Live Event next year. Folks, as always take this information, change your leadership, change your business, change your life, and join us on the next episode.