Dan Martell - October 15, 2018


How To Use Transformational Leadership to Inspire And Motivate Your Team


Episode Stats

Length

9 minutes

Words per Minute

204.65523

Word Count

1,949

Sentence Count

94


Summary

Summaries generated with gmurro/bart-large-finetuned-filtered-spotify-podcast-summ .

Transcript

Transcript generated with Whisper (turbo).
00:00:00.200 What's up? Dan Martell here, serial entrepreneur,
00:00:02.120 investor and creator of SaaS Academy.
00:00:03.920 In this video, I want to share with you how to lead your team
00:00:07.200 using a transformational leadership strategy,
00:00:09.920 not a transactional one because that's probably what you're
00:00:12.920 doing today, to-do list and checklists and all that fun stuff.
00:00:15.840 And be sure to stay at the end where I share with you how to
00:00:18.760 get a copy of my precision scorecard template.
00:00:22.160 It's the structure I use to guide my team during our weekly
00:00:25.720 syncs every week, the metrics, the numbers.
00:00:28.320 I'm going to give you a copy of that at the end of this video
00:00:30.780 so be sure to stick around.
00:00:44.260 So here's the challenge.
00:00:45.340 When I was running my company Clarity.fm,
00:00:47.940 I had a global team.
00:00:49.180 People working in different parts of the world,
00:00:51.380 all over the place.
00:00:52.640 And the challenge is that when you grow teams,
00:00:55.380 30, 40, 50 people large, it's hard to understand
00:00:59.960 who's doing what.
00:01:01.080 Most entrepreneurs are leading their team in a way that is
00:01:04.520 very much they tell them what to do.
00:01:06.660 The problem with this, if you think of it like over a
00:01:08.900 timeline, you can only have so many people that you're
00:01:12.560 telling them what to do before from just a pure
00:01:15.900 management bandwidth, this is pure math,
00:01:18.540 you don't have enough hours in the day.
00:01:20.640 So you get tapped out.
00:01:21.740 Most entrepreneurs kinda tap out about a million and a half
00:01:24.340 revenue and the reason why is because that's how they lead.
00:01:27.740 They lead in a transactional structure and it has an upper
00:01:32.280 limit of what they're able to do.
00:01:34.620 What I want to teach you instead is how to do it
00:01:36.660 transformational.
00:01:37.720 When I applied this to Clarity because I went through this
00:01:40.760 place of like just being frustrated with everybody and
00:01:43.600 nobody knowing how to kind of manage themselves and nobody
00:01:47.000 sees the vision the way I see it to a point where honestly my
00:01:50.300 team rocked you know and it's really about you know empowering
00:01:54.340 the team and working through your team that's going to allow
00:01:57.880 you to get bandwidth.
00:01:59.240 This is everything, it's like you want a new project,
00:02:01.340 you want to start a new project, great.
00:02:02.440 Do you have the management bandwidth?
00:02:03.940 You need to work through your team.
00:02:05.220 So in this video I'm going to share with you kind of the two
00:02:07.680 methods and how to think strategically about
00:02:10.560 transformational versus transactional.
00:02:13.160 The first method is transactional.
00:02:15.320 It's how most entrepreneurs lead their teams today.
00:02:17.700 The way you want to think about it is very simple.
00:02:19.600 First, you tell them what to do, so you tell.
00:02:22.860 Second, you check that it got done.
00:02:25.900 And then third, you tell them what to do next.
00:02:29.200 So it's tell, check, and next.
00:02:32.260 And some of you guys are going,
00:02:33.940 how else are you supposed to do it?
00:02:35.400 That's how I've been doing it for a decade.
00:02:37.840 And I'm going to teach you a totally different way.
00:02:39.980 But here's the reason why this doesn't work is,
00:02:43.280 one, if you have people coming to you and saying,
00:02:46.080 hey, I want to talk about getting a raise
00:02:47.880 or what about this perk or, you know,
00:02:49.480 I heard this company is ironing their clothes for their
00:02:53.080 employees or they've got a co-ed basketball team that they
00:02:57.120 sponsor and all these other perks.
00:02:58.720 If your team's coming to you, it's probably because,
00:03:01.620 on those things, it's because they don't feel like they're
00:03:04.760 being, they're not growing.
00:03:07.240 So when people don't feel like they're getting enough out of a
00:03:10.140 relationship, they start asking for other things and that's
00:03:13.580 what happens in a transactional structure.
00:03:16.480 Because you're treating people as a process, okay.
00:03:19.380 You can't treat people like automation and software.
00:03:22.640 You wanna treat them like they're part of the business
00:03:25.560 and give them accountability and really create a scenario
00:03:28.760 where they're growing as individuals.
00:03:30.500 This is Maslow's hierarchy of needs.
00:03:32.000 It's self-actualization.
00:03:33.900 So there's transactional, that's number one.
00:03:35.860 That's what most entrepreneurs do.
00:03:37.840 They tell, they check, and they tell them what's next.
00:03:40.900 What I wanna offer up is a totally different approach.
00:03:43.600 The second way of doing this is transformational leadership.
00:03:47.080 The way it works is very simple.
00:03:48.600 One, we don't tell people what to do.
00:03:50.960 We talk about outcomes that we want to achieve.
00:03:53.440 We describe the end state.
00:03:56.200 We're very clear of where the mountaintop is.
00:03:59.080 Think about this, if you can just tell your team
00:04:00.980 and be crystal clear, mountains are easy
00:04:02.680 because you can point to the top and you say,
00:04:03.840 we're gonna be standing up there, we're gonna look around
00:04:05.580 and it's gonna be great and we're gonna be healthy
00:04:07.160 and we got there in this amount of time
00:04:08.860 and everybody made it safe and all these different
00:04:10.820 characteristics of the outcome you want to achieve.
00:04:13.560 Mountaintops are easy but maybe it's a new website,
00:04:16.360 Maybe it's a new marketing funnel.
00:04:19.260 Maybe it's hiring a salesperson,
00:04:20.740 making sure they're productive.
00:04:21.900 What we need to do is number one is set a very clear outcome
00:04:25.300 for what we want our team member to achieve
00:04:28.080 and then work with them to collaborate kind of next actions
00:04:31.440 and strategies to get to that outcome.
00:04:33.240 So that's one.
00:04:34.080 Two is we want to focus on measuring
00:04:37.340 the progress they're making.
00:04:38.820 So we need to let them know how to measure.
00:04:40.860 And think about this from a human point of view.
00:04:43.820 We don't need to tell a kid when they're playing hockey
00:04:46.360 or basketball or soccer, my kids play hockey,
00:04:49.020 we don't have to tell them to play better.
00:04:51.300 We don't have to be like, hey, you need to learn to pass the
00:04:53.640 ball or move faster or get the rebound or whatever it is.
00:04:57.440 They just do it because they understand how the score is
00:05:00.180 being kept.
00:05:01.180 They're playing a game.
00:05:02.880 They see the scoreboard.
00:05:04.380 They know that when they get the thing in the net or, you know,
00:05:08.980 whatever, that they get an extra score on the board and then
00:05:11.420 they say, well, what did I do last time to get that and how
00:05:13.320 can I get that faster?
00:05:14.920 Your team want the same thing.
00:05:16.720 They want to know that, hey, if you're going to measure,
00:05:18.480 if you want a new website, what are you going to measure me on?
00:05:20.360 You're going to measure me on site performance,
00:05:22.400 so we want the site to be faster.
00:05:23.860 We want customers to fill out more forms,
00:05:25.900 so maybe it's conversions.
00:05:27.160 We want there to be more traffic,
00:05:29.200 because if it's faster, we should increase our traffic.
00:05:31.840 And by giving them the measurement,
00:05:33.740 then they have a clear understanding of how their progress
00:05:36.140 or their outcome is going to be measured.
00:05:38.020 And then the third is you want to coach them to success, okay?
00:05:41.480 Coach, you want to treat them like a coach would
00:05:44.420 with a player on a professional sports league.
00:05:48.860 And think about this, like, instead of telling people what
00:05:52.460 they got to do, checking it got done and tell them what to do
00:05:54.060 next, now all of a sudden you're coaching them to get outcomes
00:05:57.500 and measure things so that they know how they're doing so you
00:05:59.740 don't have to be the bad guy.
00:06:01.100 And when they run into issues, you can actually support them
00:06:03.440 and say, hey, have you thought about this?
00:06:04.740 Do you know this person?
00:06:05.500 Would you like to make an introduction?
00:06:06.980 I remember one of my coaching clients was frustrated with their
00:06:09.940 new growth team because the team couldn't come up with great
00:06:13.320 strategies to go run tests and experiments against.
00:06:16.120 And I challenged him, are you really coaching that person or
00:06:19.160 that team to success?
00:06:20.320 Because you knew by putting those five people together and
00:06:23.560 giving them an outcome and measuring, you did all that
00:06:26.600 stuff great, that they were never going to win.
00:06:28.560 They were never going to be successful.
00:06:30.600 What you should have done is said, hey, do you think maybe
00:06:33.700 bring in, because like if you've got 20 years of experience in
00:06:36.200 something, maybe you're an incredible builder, creator,
00:06:39.320 programmer, designer, et cetera, if you've got 20 years of
00:06:42.380 experience, you can't expect your team who has two years,
00:06:46.220 one year, maybe no experience to get the same outcomes
00:06:49.560 and you're just setting them up for failure.
00:06:50.920 So coaching is different.
00:06:52.420 Coaching is saying, hey, I think there's this really
00:06:54.560 incredible consultant that I could pay for 500 bucks to come
00:06:57.400 in to spend an hour with you to ideate different strategies.
00:07:00.400 And just ask yourself, if my team's gonna be successful,
00:07:03.060 how can I coach them to get outcomes without having to tell
00:07:06.480 them what to do by putting scenarios and people and
00:07:09.840 structure in the way they work so that they can succeed.
00:07:13.140 And if you do this, your team will feel empowered.
00:07:16.420 They'll feel like they're growing every day within your
00:07:18.340 organization and they're gonna want to contribute to improve
00:07:22.060 their score.
00:07:22.980 This is the power and what's neat is from a management bandwidth
00:07:26.680 there's an upfront cost but after a few months, let's call it
00:07:30.120 six months to nine months, your team starts to understand how
00:07:33.500 you operate and they don't need to come to you as much anymore
00:07:37.440 and all of a sudden you get your time back.
00:07:39.840 And the beauty, as you grow the organization,
00:07:42.780 the team, the startup, is that they start managing their
00:07:45.340 people like that.
00:07:46.540 Because what you're probably experiencing today is your team
00:07:49.440 is frustrated because the people that report to them don't do
00:07:52.080 what they say they're going to do, et cetera, et cetera,
00:07:53.680 et cetera, because they're managing with the transactional
00:07:55.680 leadership strategy.
00:07:56.960 You need to coach them in a way that's more transformational
00:08:00.600 and then through osmosis they will start communicating down
00:08:04.500 to their team using that same way.
00:08:06.000 So those are the two.
00:08:07.400 Real quick recap.
00:08:08.740 One, transactional is bad, it stacks up.
00:08:11.640 You could probably get to about 10 to 12 people
00:08:13.420 until you max out for management bandwidth.
00:08:15.380 And number two, transformational leadership
00:08:18.020 is really about creating a place and a way of working
00:08:20.620 that's empowering, that's actually more productive,
00:08:23.180 and that gets you your time back in a highly leveraged way
00:08:26.120 as you grow your leadership team.
00:08:27.820 As I mentioned at the beginning of this video,
00:08:29.100 I wanna share my precision scorecard template,
00:08:32.240 so it's what I use every week with my team.
00:08:34.800 In the template, it has a few key elements
00:08:37.240 you've probably not seen in other kind of reporting or
00:08:39.640 scorecarding strategies.
00:08:42.080 One, it's funnel metric base in regards to the top to the bottom
00:08:45.840 of how you measure and I do an open book strategy with my team.
00:08:49.920 So you can put the financials at the bottom or not but think
00:08:52.380 about top of funnel, mid funnel and bottom customer success
00:08:55.400 type activities.
00:08:56.420 The strategy of measuring every week so you build that cadence
00:08:59.800 and also the calculations of actual versus target on a monthly
00:09:03.760 and a quarterly basis and just really the structure.
00:09:06.840 So you can click the link below to get your copy
00:09:08.940 of my Precision Scorecard there.
00:09:11.220 And if you like this video, I'd encourage you to click
00:09:13.920 the like button, subscribe to my channel,
00:09:16.180 and be sure to share this with somebody that you care about
00:09:18.260 that you think could get a lot of benefit from watching it.
00:09:20.620 As per usual, I wanna challenge you to live a bigger life
00:09:23.520 and a bigger business, and I'll see you next Monday.
00:09:27.260 Is that from 300?
00:09:28.520 Are you not entertained?
00:09:30.260 Yeah, it's from 300.