business leaders, Delta Ailrines, Executive Peer Groups, Heir-Apparent, Hub and Spoke, Innovation Class, Key Executive Group, Leader, Leadership Development, leadership skills, Leadership Transition, learning curve, Legacy, Mentoring, Millennials, Next Generation, renaissance executive forums, Richard Branson, Second in Command, Sellability Score, Zig Ziglar
Delta Airlines Innovation Class on their flights is a sort-of mentoring of business leaders at 35,000 feet. This is a cool marketing concept but only has a few flights a year, so if you want to try your luck at being chosen, click the photo to learn more.
There certainly is a strong need for developing the next generation of leaders but very few programs offer a way to learn real-life experiences from those who have gone before you. The challenge seems to be finding someone who is willing to BE a mentor. I’ve been a part of mentor programs here in DFW and we always have a lot more people wanting to be a protégé than we have Mentors to partner with them.
Millennials seem to be the most comfortable asking for a mentor, but we all can benefit from the wisdom and encouragement of a leader who has gone before us. Steve Jobs of Apple, Larry Page of Google, and Richard Branson of Virgin have all had Mentors that made a huge impact in their lives, and the same is true for the new leaders of tomorrow.
Zig Ziglar said, “A lot of people have gone further than they thought they could because someone else thought they could.” Having someone encourage and challenge you is core to what our Executive Peer Groups offer. We too see the need for leadership development for the next generation of leaders here in DFW, so this month we are launching our Key Executive Group designed for the second in command, or the heir-apparent in your company.
Key Executive members will follow the same structure and content their Top Executive does, but in separate meetings to maintain the ability to speak freely. Both the current leader of your company and the next leader, will be learning, growing and strengthening their leadership skills, and will stay unified in how they move the team forward. This will double the results at your company and allow you both to be on the same page as you share the vision and passion of your strategic plans.
Handing Over The Keys Starts Now
You’ve worked so hard to build your business, the goal is to slowly transition you from being the critical center of your business success, and bring up leaders who are ready to lead with excellence.
I’m not saying you have to sell it or stop working at your company, but you do need to have people leading so you can enjoy your life now, and assure a safe transition of leadership and the continued success of your company.
Most of our members are just as concerned about the health and growth of their business, as they are about the health and enjoyment of their personal lives, and they want to enjoy BOTH now.
You will eventually hand over the leadership of your company to someone else. How well that goes is up to you but if you are not intentional, your results are likely to be less than you desire. This is a challenge if you are the center of your company, and most everything has to have your approval or touch (or even worse be done) by you.
In the new Value Builder System assessment, we call this the “Hub and Spoke.” (see note at the bottom of this article) When the day comes and you are no longer able to fulfill this function, someone will step in by default and take over. Will they be equipped to carry on your vision and passion of the company you led for so long?
Make plans today for someone on your team to slowly take over more and more responsibility, in order for them to be prepared for their future role as the leader. Unless you have a formal training program, this will be a challenging task. Our Key Executive Group will give this future leader a place to learn the same best practices and skills that you are, and get valuable insights from other leaders in their same position.
We feel the best way to learn is from the experiences of others. Our members share their experiences rather than opinions. We learn from the success and failures of other great leaders, and help us shorten the learning curve, find proven resources and be accountable to the goals we set.
Our goal is to have you and your next top executive in our programs to proactively plan for the continued success of your team, strengthen the legacy you built, and allow the life you want today. It’s not a pipe dream, our members are doing this NOW.
Need more info? Call or email me at (469) 791 – 0455 and RobertH@REFDallas.com
ABOUT ROBERT HUNT
I am a Forum Leader and Business Partner for Renaissance Executive Forums Dallas. My role is to find the best members for our Executive Peer Groups, then lead each meeting so that our members become Raving Fans. You can connect with me on LinkedIn, Google+, Twitter, and Facebook.
Value Builder System
If you are interested in knowing the value of your company today, I can take you through the Value Builder System assessment and give you great insights into eight key areas you should consider when investing your valuable resources.
It is a simple process (takes 15 minutes) and is designed for companies over $5 M in annual sales that have been in business three or more years. Contact me at RobertH@REFDallas if you are interested in learning more.