No Bullsh!t Leadership

Moment #19 // To make any serious change requires a change of culture—the way we do things around here—and changing culture is not for the faint of heart. It takes discipline, perseverance, time, energy, some pain, a bunch of momentum, some tough decisions, courage, influence, collaboration - it’s not at all easy to change a culture.If you want to be a leader who drives change, who creates a high performance culture, then you’d better pay attention to your people, and you’d better burn the boats.You can take a deeper dive into these insights by listening to Ep.35: Driving Value From Your People.————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Episode #248 // We still seem to be witnessing some pretty spectacular failures in corporate governance. Every week, the financial press manages to uncover some sort of personal scandal, a sudden and unexpected decline in performance, or a breach of a company’s social license to operate.Even more common now, is the reporting on companies’ handling of workforce issues, like layoffs, and return to the office policies.I came across an interesting interview with one of Australia’s leading company directors, Alison Watkins, which explored the evolving relationship between the CEO and the Board. Overall, it presented quite a positive outlook. In this episode, I look at how this critical relationship is evolving, and what we can expect from boards in coming years, as we see less and less tolerance for business transgressions.Source MaterialMcKinsey Interview:In the Boardroom With Alison Watkins(22nd November, 2022)Harvard Law School ResearchMandating Women on Boards: Evidence from the United StatesNo Bullsh!t Leadership Episode:Ep.54: Managing the Board————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally. 👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Moment #18 // How do you know when the right time is to let a poor performer go? Many leaders sit back and just hope that the person will improve. But hope isn’t a strategy. And when you’re dealing with a historically poor performer, it's rarely the case that they lift to meet the minimum acceptable standard. The most commonly cited regret of great leaders, as they reflect on their careers, is that they didn't move quickly enough to remove the people who they knew couldn’t do the job.If you’re serious about performance, you need to free up your non-performers so that they can be successful in another organization–preferably, one of your competitor’s!You can take a deeper dive into these insights by listening to Ep.34: When It's Time For Someone To Go.————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Episode #247 // Virtually every organization has some form of operational delivery capability for its products and services. More often than not, your ability to compete in the market can be strengthened through operational excellence.But operational excellence is elusive, and many of the programs that companies invest in to deliver improved operational performance only ever realize a fraction of the potential benefits. Senior leaders often focus purely on the technical and process elements of operational performance. But the barriers that will confront you in process and technology are dwarfed by the organizational barriers that exist in your people and culture.  If you want to achieve operational excellence, your will, commitment, and appetite for doing the hard yards will be pushed to its limits. In this episode, I explore the very nature of operational excellence. I give a couple of meaty, real-world examples of operational excellence initiatives that I’ve led in the past. And I leave you with a free simple, 13-step checklist to achieving operational excellence, which is available as a free downloadable PDF resource!————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Moment #17 // Low accountability cultures are riddled with barriers to performance. The leaders resign themselves to the fact that gaps and overlaps are inevitable, and they rationalize that strong single point accountabilities aren’t really necessary.What are the 5 hidden drivers of low accountability? And how do you find them before they damage your team’s performance? Everyone deserves to be treated equally, but they also have to be held to account for the way they behave and perform… otherwise your best people will be dragged down to the lowest common denominator. And performance doesn’t live in that type of culture.You can take a deeper dive into these insights by listening to Ep.19: Execution For Results.————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Episode #246 // One of the most widespread and seemingly intractable problems facing leaders and organizations everywhere, is the drive to focus only on short-term results. And this condition doesn’t discriminate between industries, countries, or cultures. Almost everything that happens in our work lives locks us inside the prison walls of an ever-present, high-demand, short-term focus. Very few leaders develop the type of long-term perspective that enables genuine attention to where a company will be in 5 years, 10 years, and beyond.Even though I’ve trained myself over the years to take a longer-term view of the world, instinctively I’m the same as everyone else. It’s hard to break free from the pressing issues of today, when the need for immediate action is obvious, and the consequences of tomorrow feel so far away. This episode explores why almost everything in our work environment constrains us to a short-term focus. I give some concrete, real-life examples of how short-term focus manifests itself… and, of course, I leave you with a few practical tips to help you to lengthen the time horizon you look towards, in any situation.Source Material: AFR ArticleRevealed: Australia's 50 Highest Paid CEOs in 2022AFR ArticleHow Much CEOs Are Really Paid Professor David Yoffie ProfileYoffie’s HBR Profile————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Moment #16 // Some companies have turned the concept of believing your own bullshit into an art form! It’s really easy to convince ourselves that we are achieving amazing things when, in actual fact, very little is changing.Do you believe your own bullsh!t?For more depth on this insight, listen to Ep.143 of the No Bullsh!t Leadership Podcast: Believing Your Own Bullsh!t.————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Episode #245 // I’m a vocal advocate of strong leadership: the need to stretch people to achieve extraordinary performance, with a single-minded focus on value creation (bearing in mind, of course, that value comes in many different forms: it’s not just financial results).Recently, we’ve seen two cases from opposite sides of the world in which the stated drive for improved performance has resulted in serious allegations of bullying.The first, is Dominic Raab, the UK’s Deputy PM, who was forced to resign after allegations of bullying were raised by some of his public sector departmental staff, and the second is an unfair dismissal lawsuit brought by a former employee of Myer, Australia's largest department store chain. Each of these relies on interpretation of the events on which the allegations are founded. And even though it can often be a case of “he said / she said”, in both these instances there’s no shortage of witnesses. But did these cases genuinely involve bullying, or were they simply examples of strong leaders managing people who weren’t doing their jobs to the required standard? I begin today’s episode with a little revision on what strong leadership really is, and then I unpack these two specific cases to examine the fine lines that sometimes exist between performance drive and bullying.Source Material Referenced: No Bullsh!t Leadership Podcast Episode Ep.182: What Is Strong Leadership?The Economist - Bartleby If Enough People Think You’re a Bad Boss, Then You AreThe Australian Financial Review Myer in court over alleged executive bullying————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Moment #15 // The primary function of a leader is to create and maintain a culture that’s conducive to performance excellence… a culture where every individual is committed to giving their best every day. More often than not, cultures just grow organically, as people learn over time what the expectations and limits of the leader truly are. If you don’t focus, deliberately and explicitly, on creating the type of culture that drives genuine performance, then the culture you get will be… whatever it’ll be!You can take a deeper dive into these insights by listening to Ep.27: Unleashing the Power Of Your People.————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————FREE QUIZ: I’ve created a brand new 3-question quiz that’ll give you a free personalized podcast playlist tailored to where you are right now in your leadership career!Click here to take the 30-second quiz now to get your on-the-go playlist————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.

Episode #244 // One of the toughest elements of leadership is managing your people’s performance. Everyone has to meet a minimum acceptable standard, of course… but beyond that, you also want to be able to lead your best people to perform at their peak.We get an endless stream of questions about the performance management ecosystem, particularly when a team member slips into chronic underperformance. There’s no doubt that every situation is different, but there are some common themes running through all of this. In today’s Q&A episode, Em guides me through a bunch of questions that explore the main aspects of the performance management cycle, including how to lead before formal performance management becomes necessary, what to do once you’re in there, and how to respond if you work in a culture that doesn’t support individual differentiation and high performance.If you don’t know where to start when it comes to making notes on your people’s performance, you won't want to miss out on the free Performance Notes Template that Em has made for this episode. This customizable GoogleSheets template (with some fictional examples on it to get you started) is the perfect tool to help you track and analyze your DR’s performance over time, which makes the performance management process MUCH easier when the time comes. It’s simple, but it’s what we use here at YCM to keep things on track.Download the free Performance Notes Template here.There’s also a number of important, related episodes that I mention in the Q&A. You can follow the links directly to them from here:Ep.225: Handling Layoffs CompetentlyEp.206: It's Still Respect Before PopularityEp.6: The Psychology of FeedbackEp.57: Challenge, Coach, ConfrontEp.239: Leading In a Low Performance Culture————————FREE 5 DAY LEADERSHIP CHALLENGE: Want to boost your leadership capability? This challenge will start you down the path of improving your leadership confidence and skills—if you're willing to put in the work!Start the free 5 Day Leadership Challenge today: https://yourceomentor.com/challenge————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor👉 Doors are open for Leadership Beyond the Theory. Be the boss you wish you had.🔗 Enroll now at leadershipbeyondthetheory.com Hosted on Acast. See acast.com/privacy for more information.