No Bullsh!t Leadership

There are three costs of leadership that nobody tells you about when you get promoted; and they are a given.You can no more change them than you can avoid the pull of gravity.The best leaders accept these truths. They do the work to become comfortable in navigating them each day, knowing they are strong enough to pay that price.If you want to take a deeper dive into the toll that great leaders are prepared to pay, have a listen to Ep.385: Paying the Price of LeadershipLink to Kirby Smart YouTube Video————————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. 

When leaders are unhappy at work, they often blame the company. But more often it’s a sign of dissatisfaction with their own inability to work within the constraints of the job. No job is perfect. Every role comes with constraints: things that stop you from operating at your best. Whether it’s a bad boss, a lack of resources, or unrealistic expectations, the question isn't whether your job has constraints: it's whether or not you can live with them.If you don’t proactively manage the constraints then, over time, you might not like who you have to become to function in your role.In this episode, I reveal the difference between genuine constraints and the artificial constraints; I explore the symptoms of unhappiness at work; and I give you three critical mindset shifts that will pull your focus off the daily grind and onto the long game, and get back to peak performance.Links mentioned in this episode:No Bullsh!t Leadership episodes: Ep.361: The Hidden Cost of Creeping FrustrationLBT link: Leadership Beyond the Theory————————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. 

Speed can be a performance multiplier, if you can build it into your culture. But there are going to be times when you need to back off… and part of being a great leader is recognising those times.If you want to take a deeper dive into when you should slow down, have a listen to Ep.294: Is Faster Always Better?————————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. 

If you're leading leaders, accountability is the first thing that breaks. You're not overloaded. You just rely too much on your own individual brilliance to get results. Until you learn to lead your leaders better, you'll never get out of the spin cycle.A few weeks ago, Em and I sat in a room with six CEOs we've been working with for the better part of a year. We asked each of them to rate their own leadership performance, as founder CEOs, on a scale of 1 to 10. When it came to how well they'd built a strong accountability cadence in their business, all but one rated themselves at six or below.Here's the interesting part. Every single one of them could describe the problem accurately. Diagnosing it wasn't hard. Changing it is incredibly difficult. Nobody in that room needed new information.That's the whole game. It's not about not knowing what to do. It's all in the execution.In this episode, Em and I give you the 12 execution breakthroughs that came out of that room. If you're the person everyone ultimately relies upon to get things done, this one's for you.The 12 Execution Breakthroughs:Delegation without accountability is doomed to failureRescuing people when they don't deliver doesn't help them, it limits their growthAccountability without empowerment is crueltyMicromanaging slows everything to glacial speedStandards need to be upheld all the way to the front lineIf you can't measure it, you can't hold people accountable for delivering itLifting the pace requires pressure, lifting the standard requires conflictStructure in 1:1s builds the guardrails to connect fully with the individualJust because you've fixed the problem doesn't mean you've solved itMoney is less important to people when they see a future pathThere's a big difference between being relaxed and being complacentDiscomfort is the price of admission to a meaningful life————————No Bullsh!t Leadership episodes:Ep.411: Stop Rescuing UnderperformersEp.374: The Biggest Killer of EmpowermentEp.348: How To Overcome Your Fear Of FeedbackEp.334: The Perfect Ending for a 1:1 MeetingEp.264: Controlling Without MicromanagingEp.260: Setting the Bar: Raising the standard of leadership excellenceEp.39: Getting Results When You Don't Have ControlLBT link:Leadership Beyond the Theory————————Have you taken our free Leadership Blindspot test?✨In just 10 minutes you'll uncover the hidden leadership habits holding you back.Get your Blindspot Score and know exactly what to fix before it costs your career!TAKE THE FREE TEST HERE————————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.

McLaren won back-to-back F1 championships when the CEO replaced victimhood and blame with a culture that guaranteed top shelf performance.That wasn’t luck. He made deliberate decisions… hard decisions… that changed what was actually possible.There isn’t a team on the planet that can’t improve its performance. But it takes a strong leader, who’s committed to building a “no blame, no excuses” culture.If you want to take a deeper dive on what it takes to build top shelf performance, have a listen to Ep.344: Building a Winning Team Culture————————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. 

If you look at the spectacular results that Tesla has achieved as a business, it might entice you to try to emulate Elon Musk’s leadership approach. But that would most likely be disastrous. People love to romanticise the image of the founder who’s so deep in the detail that he can solve the toughest technical problems better than his own engineers. How many LinkedIn posts extol the virtues of entrepreneurs who lead like this? But for 99.9% of leaders, this could never work. In this episode, I pull the principles of Musk’s algorithm apart, and explore what he actually did, why it worked for him, and why trying to copy it will not only fail, but also stunt the growth of your leadership pipeline.Instead, I give you 6 things you can actually do, when you don't have a brain the size of a planet.————————No Bullsh!t Leadership episodes: Ep.408: The Real Reason Your Team Moves Slowly Ep.386: Truth Doesn’t Travel UpAmazon links: The Algorithm The Goal The 4 Disciplines of Execution MultipliersYouTube link: Alan Mulally - Speaking UpLBT link: Leadership Beyond the Theory————————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.