Managers: The ONE THING You Must Do To Take Your Team’s Performance—And Your Career—To The Next Level

 In High-Performance Teams

Have you ever felt that your team members have more to give, but you weren’t quite sure how to get it out of them?

Have you ever wanted them to perform up to their potential, but didn’t quite know how to make it happen?

Are you looking for that one new, game-changing strategy that actually works and will truly transform your team’s performance (and your career)?

If so, you will definitely want to stay with me because that’s exactly what I’m going to be sharing with you in this article.

Just to clarify, I’m not just talking about incremental improvement.

I’m talking about truly transforming your team’s performance so that you and your team consistently exceed expectations, consistently rank at the top of the leaderboard, and consistently dominates the competition.

However, on a deeper, more meaningful level, what I’m about to share with you not only is the power to transform your team’s performance and your organization’s productivity—but it might just change your life.

I know that may sound a little melodramatic and perhaps a little over the top, but do me a favor and hear me out.

Because not only is this transformation I’m going to be talking about something—this transformation I’m going to be leading you through

…something that I’ve studied academically and experienced professionally, but I’ve lived it personally.

In fact, if you’ve read my newly revised book, The Weekly Coaching Conversation, you may be wondering about the story behind the story and whether or not the two main characters in the fable, Brad and Coach, are actually based on real people.

[INSERT BAR SCENE VID THUMBNAIL]

[In the video, I share the story behind the story and how this bar-scene video trailer ties into my story, your story, your team’s performance—and a fateful Disney Cruise that literally changed my life.]

You see, I’ve always had this incredibly strong sense of purpose, that I was put on this earth to make a positive difference in people’s lives. In hindsight, I now realize that when I first started my management career, I was just too green to realize that being a manager—or better yet, being “a Coach”—provides the perfect platform to do just that.

The crazy part is that with my new book, The Weekly Coaching Conversation, my story has (ironically enough) come full circle.

Because if I would’ve known back then what I know now; if I would’ve known about this new management approach we call the Coach; I probably never would’ve quit that job and my career, and my life would’ve taken a much different path.

But I guess The Man had a different plan. And I needed to personally experience back then what I now teach today.

It blows my mind to think about all the things that needed to happen in my life—and in your life—to create this moment right here, right now, where our paths cross and our stories converge, so I can lead you on this incredible journey that you’re about to experience.

And when I say I’m excited for you, I’m not just blowing smoke. I truly am excited for you.

Because I know you’re going to be a very different type of manager—perhaps a very different type of person—coming out of this program than you are right now, going into it.

As you can probably tell, it’s been a very long journey over many, many years to get to this point. And frankly, I’ve experienced a lot of setbacks and painful failures along the way.

However, once we finally managed to crack the code—once we finally figured out this secret, this ONE THING—everything changed.

Since then, I’ve been so incredibly fortunate to have had the opportunity to train thousands of managers and leaders from all over the world, in all different functional areas and in dozens of different industries, on what it really takes to truly build world-class, high-performance teams.

And I’ve worked with dozens of clients, ranging from well-known Fortune 500 companies to small-and medium-sized businesses to high growth-startups.

[INCLUDE IPSOS SLIDE SCREENSHOT]

Finally, after years of research—and a lot of trial and error—my team and I uncovered our first big breakthrough that not only upends years of conventional thinking in the industry but, more importantly, could have profound implications on your team’s performance (and your career) for years to come.

In short, we discovered that the fundamental difference between world-class leaders of high-performance teams and most managers didn’t come down to their experience, their strengths, or even traditional management tactics and leadership strategies, as the industry has led us to believe.

The fundamental difference between world-class leaders of high-performance teams and most managers primarily came down to ONE THING: their approach. They didn’t act like a manager; they acted like Coach.

[INSERT “TWO SIDES TO MANAGEMENT” GRAPHIC]

More specifically, we discovered that there are really two sides to management: the process side and the people side. The process side deals with all the hard skills: the planning, the scheduling, the reporting, and the analyzing.

The truth is that most managers are pretty good at the process side to management. The people side? Not so much.

Surprisingly, we discovered that the reason the vast majority of managers aren’t very good at the people side of management really isn’t even their fault. Because when it comes to the people side to management, most managers (perhaps like you and/or some of your managers) have never been taught the right approach.

[INSERT MANAGEMENT APPROACH MATRIX GRAPHIC]

Despite all the hype and hyperbole, when you get right down to it, we discovered that there are really four different types of managers, and each type of manager has a very distinctive style—or approach—which impacts the level of rapport they have with their team members and how productive they are.

You have the Nice-Guy Manager, the Do-It-All Manager, the Micromanager, and this elite, world-class leader of high-performance teams who we call the Coach.

Now, this assumes that you’re aware of the fact that your team probably isn’t firing on all cylinders—OR that there is definitely room for some performance improvement.

So I have a question for you: If you were to guess, how close to their potential do you think most people on your team are currently performing?

  • 100%?
  • 90%?
  • 80%?
  • 70%?
  • 60%?

I’ve literally asked this question to thousands of managers from all over the world, and the general consensus seems to be about 70%.

[INCLUDE SCREEN SHOT]

Our research revealed that 1 in 4 employees (like your team members) report consistently performing at less than 50% of their potential—less than half of their potential!

Now, you may be thinking, “Brian, you can’t measure someone’s potential. It’s completely subjective.” And you know what? You’re right.

But that’s not the point. The point is, that most employees—like your team members—are telling us that they have more to give. And the fundamental question is what do YOU have to do to get it out of them?

Imagine for a minute if you could consistentlyget an extra 15, 20, or 30% (or more) productivity—MORE RESULTS—out of each one of your existing team members.

Imagine if you could not only initiate—but sustain—MASSIVE PERFORMANCE IMPROVEMEN, and institutionalize continuous learning, growth, and improvement into every aspect of your organization’s DNA.

[INCLUDE SLIDE SCREENSHOT]

Imagine if you could create the type of team environment and organizational culture where your team is continuously improving on a weekly basis.

How might that impact your overall team’s performance, your organization’s productivity, and your career?

In the aggregate, when you multiply it across your entire team or organization, the cumulative effect is massive!

It’s the difference between winning and losing. It’s the difference between ordinary and extraordinary. It’s the difference between wanting that promotion and actually getting it.

More importantly, at the end of the day, it’s the difference between looking back on a career filled with regret, wondering if you could’ve done more—wondering if you could’ve been more—or looking back on the type of incredibly successful career and legacy that I know you want and deserve.

The good news is that this transformation we’re talking about is A LOT easier than you could ever imagine was possible—IF you follow the secrets and action steps outlined in my brand new WCC System Secrets Masterclass.

Step #1: Get Your FREE Copy of my book The Weekly Coaching Conversation

Step #2: Claim Your

AGENDA:

[INSERT MASTERCLASS TITLE SLIDE]

IN THIS MASTERCLASS YOU WILL ALSO DISCOVER:

[INSERT 3 INSIDER SECRETS TITLE SLIDE]

Recent Posts