SalesLoft Leadership Series with Andy Stanley
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SalesLoft Leadership Lunch and Learn inspired by Andy Stanley's Leadership Podcast Series.
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SalesLoft Leadership Series with Andy Stanley
- 1. Leadership Lunch & Learn! SalesLoft: 3/16/15! ! Inspired by Andy Stanley Leadership Podcast
- 3. The Goal? Create a culture characterized by trust
- 4. 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
- 5. 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
- 6. 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.!
- 8. 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
- 9. When there is trust, confrontation becomes nothing more than the pursuit of truth in an attempt to find the best possible answer
- 10. The Importance & Power of Team
- 11. “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
- 12. 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”!
- 13. “If you have the right people on the bus the problem of how to motivate and manage people, largely goes away”! ! -Jim Collins
- 14. 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
- 15. “High performance teams are comprised of people with extraordinary clarity around 3 things: what, why, and how along with a strong predisposition toward execution”
- 16. Why is clarity important? 1. Lays groundwork for organizational change! 2. People feel the sense of interdependence! 3. Decentralizes leadership! 4. Creates momentum
- 17. 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?!
- 18. What? Become an ATL unicorn
- 19. The ‘Why’? 1. What’s at stake? What goes undone if we don’t accomplish ‘the what’! 2. Founder / team member alignment
- 20. Why? 1. Change lives! 2. Change ATL! 3. Change history of sales
- 21. The ‘How’? 1. Highly orchestrated & evaluated ! 2. Brings in predictability! 3. Feedback loop for critical event! 4. Company, Team 1, your team
- 22. How (company)? 1. Culture first! 2. Engineering Excellence! 3. Machine for customer acquisition! 4. Customer ❤! 5. Building community
- 23. How (Team 1)? 1. Servant leadership! 2. Meeting rhythm! 3. Metrics focus OPSP! 4. ROWE
- 24. How (Your Team)?