salesloft leadership series with andy stanley
TRANSCRIPT
Leadership Lunch & Learn!SalesLoft: 3/16/15!
!
Inspired by Andy Stanley Leadership Podcast
Trust vs. Suspicion
The Goal?
Create a culture characterized by trust
Where is trust derived?• Difference between what is expected and
what actually happens!• We call those gaps!• Leaders choose what to place in the gaps!• We can choose trust or suspicion
Example: Rob is 15 minutes late
• Gap between expectation and performance!• I have to put something in there!• I can choose trust!• I can choose suspicion
The real issue at hand
• It’s not about why Rob was late!• It’s about whether this is going to be a culture
where we expect the best or the worst.!
Fundamental Attribution Error
Other tips on gaps
• Decide to give the same benefit of the doubt that I give myself!
• If you create the same gap over and over eventually the trust wears out!
• Defend others with trust!• Own the gap. I don't want to discover the gap
When there is trust, confrontation becomes nothing more than the pursuit of truth in an attempt to find the best possible answer
The Importance & Power of Team
“High performance teams are comprised of people with extraordinary clarity around 3 things: what, why, and how along with a strong predisposition toward execution”!!
- Andy Stanley
Predisposition toward execution
1. Select performance oriented people !2. Recruit doers not thinkers!3. Position them for maximum impact!!
“It's much easier to educate a doer than to activate a thinker”!
“If you have the right people on the bus the problem of how to motivate and manage people,
largely goes away”!!
-Jim Collins
Position them for max impact
“Everybody is a genius but If you judge a fish by its ability to climb a tree, it will live its whole life
believing it's stupid.” !!
- Albert Einstein
“High performance teams are comprised of people with extraordinary clarity around 3 things: what, why, and how along with a strong predisposition toward execution”
Why is clarity important?
1. Lays groundwork for organizational change!2. People feel the sense of interdependence!3. Decentralizes leadership!4. Creates momentum
The ‘What’?
1. What have we come together to do?!2. Constantly connecting the dots
High performance teams are crystal clear around: what have we come together to do?!
What?
Become an ATL unicorn
The ‘Why’?
1. What’s at stake? What goes undone if we don’t accomplish ‘the what’!
2. Founder / team member alignment
Why?
1. Change lives!2. Change ATL!3. Change history of sales
The ‘How’?
1. Highly orchestrated & evaluated !2. Brings in predictability!3. Feedback loop for critical event!4. Company, Team 1, your team
How (company)?
1. Culture first!2. Engineering Excellence!3. Machine for customer acquisition!4. Customer ❤!5. Building community
How (Team 1)?
1. Servant leadership!2. Meeting rhythm!3. Metrics focus OPSP!4. ROWE
How (Your Team)?