No Bullsh!t Leadership

Episode #295 // “We make mistakes, at each new level that we move to – it's an essential part of our growth and development. But the higher up you go, the bigger the impact that those mistakes have.” One of my recent social media posts went viral (this one - 2.7mill views as of writing this), as I outlined the three biggest mistakes I made when I was finding my feet in my first few senior leadership roles.The good news is that, once I was aware of them, I was able to put some strategies in place to fill the holes. This had the surprising outcome of turning some of my biggest mistakes into genuine strengths.They became part of the rock solid foundations of my leadership repertoire and, for at least one of these weaknesses, it became an unqualified strength, which gave me a competitive edge over my peers.In this episode, I take a closer look at the three biggest mistakes I was still making when I stepped into senior leadership roles, and how I managed to turn these around. I’d love you to be able to do the same, without having to get quite as many scars as I did!————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Moment #65 // If you want to be a great leader, you have to learn to read the play – to know when it’s appropriate to push one of your people harder, when it’s appropriate to work more closely with them, and when it’s appropriate to stand back and let them get on with it.In this Moment, I take a look at Situational Leadership Theory (SLT). This model gives us guidance for how to adapt our style so that we have the best chance of getting through to our people, and enabling them to be successful.Of course, the world isn’t clear cut… there’s 1,000 shades of gray, and every individual is different. Your style will never be as definitive as the SLT model might suggest. But it’s a really good mental frame to remind us to adapt our style for the individual, rather than pursuing a one-size-fits-all strategy.You can take a deeper dive into these insights by listening to Ep.63: Reading the Play.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #294 // “If you can create a culture that values momentum, you will almost always outperform teams that don't!” I often talk about the need for speed. As a leader, placing a premium on forward progress is one of the most reliable tools you have to achieve execution excellence in your team. If you can create a culture that values momentum, you will almost always outperform teams that don’t. Teams that don’t value speed just seem to stagnate. I’ve seen lots of them over the years, and whenever that level of stagnation is present, it’s generally accompanied by other undesirable characteristics, like:A high level of conservatismA perfectionistic cultureLow productivityLack of challenge between team membersKnowledge hoardingLack of initiative and innovationDecision-making by consensusOver-indexing on process, and under-indexing on results That’s why I was interested to read an article a little while back in the Wall Street Journal, which was titled, Why Bosses Should Tell Employees to Slow Down More Often.It led me to wonder if there’s a case for deliberately slowing the tempo of the team, and under what circumstances that might make sense?In this episode, I share some of my experiences on the virtues of speed, momentum, and forward progress. I take a good look at the findings of the WSJ article. And I offer my suggestions for the areas where I think speed is essential, and where it might be better to tell your team to back off and cool their jets. Source Material:Wall Street Journal article:Why Bosses Should Tell Employees to Slow Down More OftenThe Guardian article:Sacking, revolt, return: how crisis at OpenAI over Sam Altman unfoldedAsana article:What is Agile Methodology?London Business School study:The motivation of mission statements: How regulatory mode influences workplace discriminationNo Bullsh!t Leadership podcast:Ep.266: What the Best CEOs Do ————————You can connect with me at:Facebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.  Hosted on Acast. See acast.com/privacy for more information.

Moment #64 // Many CEOs and senior executives talk a good game when it comes to culture change and transformation… it’s almost expected. But, even though they might make the right noises, it doesn’t necessarily mean they have the commitment to set a higher standard, or generate the level of momentum it would take to lead the change successfully.Pretty much every senior leader says they want a constructive, high performance culture. But very few can clearly articulate what this means… and even fewer are prepared to do what it takes to affect any lasting change.It doesn’t mean they’re bad people, or even that they’re ineffective leaders… What it does mean is that many senior leaders are only prepared to go so far in the quest for culture change. It’s the elephant in the room that no one really talks about. You can take a deeper dive into these insights by listening to Ep.37: The CEO Wants Culture Change… or does he?.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #293 // “I look at my high performers with one thought in mind: What will it take for them to get to the next level?”When you focus on setting a high standard for performance, it’s easy to fall into the habit of managing the exceptions — to focus on the people who fall behind, or don’t meet the minimum standard you’re trying to preserve. The old saying that the squeakiest wheel gets the oil is as true in the leadership context as it is in every other aspect of life! When people don’t perform to the required level, it’s only natural to want to help them… to coach, guide, and motivate them, so that they can perform successfully. So you can spend a hell of a lot of time and energy focusing on people who, quite often, have absolutely no interest in lifting their performance to meet your expectations.   And, while you’re busy focusing on the under-performers, it’s easy to forget about the people in the team who are self-sufficient… the ones who just get the job done… the ones who don’t suck your time and energy, because they consistently do things the way you expect them to.We’re quietly grateful for the ones who don’t constantly demand our attention, but this often leads to an unintended consequence: a few of these reliable people are genuine high performers, and neglecting them costs you way more than any of your under-performers ever could!In this episode, I start with the critical question, “Do you know who your high performers are… really?!”; I then give you some surefire ways to lead your team so that you get the most from your best; and, of course, I give you a few traps for young players that you should try to avoid.Download the free PDF resource, 6 Tips for Leading High Performers here: https://www.yourceomentor.com/leading-high-performers Source Material:No Bullsh!t Leadership podcast:Ep.231: Talent ManagementEp.240: The Talented JerkAmazon book link:The Halo Effect————————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.  Hosted on Acast. See acast.com/privacy for more information.

Moment #63 // Times are tough and, when the pressure is on, it doesn’t take long before companies start to squeeze their suppliers in an attempt to find cost savings.Unfortunately, your suppliers are facing exactly the same pressures you are. Their costs are rising too, and they’re experiencing the same difficulty in finding and keeping their best people.Knowing how to manage your suppliers for optimum long-term benefit is critical, especially as you seek to outsource more and more of the company’s non-core work. If you squeeze your suppliers too tight, they’ll end up cutting corners. Remember, you can outsource the activity, but you can’t outsource the risk!You can take a deeper dive into these insights by listening to Ep.221: Managing Supplier Relationships.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #292 // “In team sports, “leading from the front” means a completely different thing than it does in business.”There are a number of elements that contribute to your leadership identity. Many leaders let their identity form organically, without much conscious thought or planning. That’s fine, but there’s an enormous amount of upside to be captured, if you choose to be deliberate and methodical in your approach.For every leader, regardless of level, industry, company size, or location, there are a number of foundational aspects of leadership that require a level of competence… but only if you want your people to thrive and perform, that is!Because every individual is different, the way you interpret and apply these fundamentals may also be vastly different. The best leaders understand how to apply their unique style, personality, and values to a framework of strong leadership that’s guaranteed to produce extraordinary outcomes.How deliberate are you in crafting your leadership identity? Are you thoughtful about how to integrate your own style into the tried and trusted foundations of high-performance leadership? Or are you, like many leaders, happy to leave it to chance?FREE Resource we recommend in this episode:Ep.186: Your Personal Leadership AuditEp.257: Your Leadership User Manual————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Moment #62 // The board of directors is increasingly seen as the accountable body for ensuring ethical, responsible behavior from companies. But we still seem to be witnessing some pretty spectacular failures in corporate governance.To me, this isn’t at all surprising. The board has very little influence over what the management team does on a day-to-day basis. Boards have limited control over what really goes on. I’m sure that many professional directors will disagree with me on this… but that would most likely be a reflection of their ego, rather than reality.You can take a deeper dive into these insights by listening to Ep.248: The CEO and the Board.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #291 // “The boundaries between our work and personal lives have shifted, and leaders need to deal with the fallout.” When I began my corporate executive career, the only concern leaders had for safety was to ensure that people working in dangerous environments didn’t get seriously injured or killed.Then, there were a lot of businesses that didn’t even need to think about the word “safety”, because they were predominantly white-collar, office-bound enterprises.For most of my senior leadership career I worked in industrial businesses:Where people worked at dangerous heights, and in confined spaces;Where big machines moved with velocity; andWhere, heat, energy, and dangerous gasses could combust with explosive force. The world has moved on quite a bit since then. These days, what it means to keep people safe (and just how far your duty of care extends) has evolved dramatically. I’ve found that my grounding in the principles of physical safety leadership has been invaluable in meeting these evolving challenges.These days, when we talk about safety, it’s normally couched as SHE (safety, health and the environment), and it covers everything from personal wellbeing, physical and mental health, and psychological safety, right through to ensuring a company leaves the smallest possible footprint on the communities in which it operates.In this episode, I take a fly across the top of the safety domain, and talk about the role that you play as a leader in keeping your people safe — physically, mentally, and psychologically. Source Material:No Bullsh!t Leadership podcast:Ep.185: The Mental Health MinefieldHarvard Business School faculty profile:Amy Edmondson————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #61 // What if your people knew exactly what to expect from you? What if they understood your style, the objectives that drive you, and the things you value the most?If you want your people to be really clear on what you’re after, developing your own Leadership User Manual can be a simple but effective way to lay out the ground rules, and establish your expectations in an unambiguous way.This could save years of trial and error, and give your people a clear path to thriving under your leadership (and delivering the performance you’re really chasing)!You can take a deeper dive into these insights by listening to Ep.257: Your Leadership User Manual.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #290 // "The best leaders do what's needed to master their stakeholder ecosystem, taking it from chaos and unpredictability to control and alignment."In last week’s episode, I outlined the 10 key ingredients that contribute to your promotion prospects. In doing so, I realized that, after almost 300 full-length episodes of No Bullsh!t Leadership, we hadn’t yet produced one that deals specifically with the key discipline of stakeholder management. Well, this is it!In today’s complex organizational structures, the amount of influence you can wield (and, therefore, your ability to achieve results) depends on how well you build your most critical relationships. As you move into more senior roles, your ability to identify and influence key stakeholders becomes increasingly important. If you don’t pay attention, your relationships are likely to be chaotic and unpredictable — and this directly impacts your performance.The best leaders do the work to master their stakeholder ecosystem, taking it from chaos and unpredictability to control and alignment.In this episode, I explain how to avoid the pressures, the politics, and the failures that ultimately eventuate when relationships are left to chance. I walk you through how to identify and classify your key stakeholders, how to build their trust, and how to make every engagement deliberate and methodical. I also give you some strategies for escalation, which I know you’ll find incredibly useful.Source Material:No Bullsh!t Leadership podcast:Ep.289: Improving Your Promotion Prospects————————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.  Hosted on Acast. See acast.com/privacy for more information.

Moment #60 // I’m a big believer in avoiding the problems that inevitably emerge when you become too isolated, or spend too much time cocooned in your own little world. There’s no end to the number of consultants out there who hold themselves up as experts, and promise to make your business better in oh-so-many ways. How would you know which options are likely to give you real value for money, and which are likely to be an expensive waste of time?The management consulting market is segmented quite clearly, but can still be quite difficult to navigate. In this Moment I give you a feel for its complexity, and a few rules of thumb for how to bring expertise into your organization, without breaking the bank.You can take a deeper dive into these insights by listening to Ep.220: Management Consultants.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #289 // “In the absence of your ability to handle pressure at your current level, your boss is going to think twice about promoting you”Although every episode of No Bullsh!t Leadership is peppered with practical guidance on how to improve your leadership confidence and performance, I’ve never given you the specific recipe for improving your promotion prospects — until now! In this episode, I lay out a holistic inventory of the things that contribute to your promotability. As you listen, you can make a mental note of the areas where you think you have a pretty good handle on things, and the areas where you may still be a little weak, or need to focus more attention.I’ve managed to condense my thinking into the 10 key areas that affect your promotability. I go into each one in turn, in just enough detail to describe clearly what that area is and, wherever possible, I provide you with links to the podcast episodes in our back catalog that give a more in-depth treatment of that particular area.  If you really want to get serious about improving your promotion prospects, download our free PDF companion resource, which will enable you to evaluate your strengths and weaknesses through the lens of what your organization values most.  And, if you’re a business owner, don’t skip over this one, whatever you do! It’s an essential checklist of the precise capabilities, attitudes, and behaviors that you’re looking for in the people you’re hiring.Resources mentioned in the episode....No Bullsh!t Leadership podcast:Ep.243: Credibility: the Hallmark of Great LeadersEp.2: Building a High Performing TeamEp.228: Resilience MythsEp.24: Building Organizational CapabilityEp.7: Working at the Right LevelEp.134: Being More StrategicEp.39: Getting Results When You Don't Have ControlEp.182: What Is Strong Leadership?Ep.168: Political Sabotage at Work Hosted on Acast. See acast.com/privacy for more information.

Moment #59 // Collaboration is one of the big buzz words of 21st century leadership. But the concept of collaboration in business dates back to the 19th century, as an underpinning feature of the theory of the firm.Although there are a lot of benefits to collaboration, the pendulum has swung too far. We’ve devolved into decision-making by consensus, and management by committee.The alternative is to empower your decision-makers with strong, single-point accountability. If you focus on collaboration first, you’ll end up with an all care no responsibility culture where results are poor. But if you put accountability first, and collaboration second, you may just unlock the best of both worlds.You can take a deeper dive into these insights by listening to Ep.215: Results or People? Which is more important.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #288 // “After almost 62 years on this planet, you'd think I'd know better – and I kind of do – but it doesn't mean I always get it right.”We all know what to do, for the most part. Each day when we wake up, we can either choose to do it, or not do it. If we choose to not do it, then our brains quickly come to the rescue to tell us why that’s the best decision under the circumstances — this is rationalization, and we all master it at a pretty young age.But, no matter how hard we try to convince ourselves, deep down… we know! It niggles at us — we can’t avoid the feeling that comes with the subconscious fallout of not doing the things we know we should. Leadership is like this! One thing I was able to master during my corporate career was the discipline of doing what needed to be done as a leader, without hesitation. And I was able to do it with commitment, energy, and integrity. When I look back, I’m very proud of how I conducted myself as an executive leader, for the most part.But on the rare occasion, the dog eats my homework too! I mastered my leadership discipline long ago — but why haven’t I mastered these identical principles in every other area of my life? They’re so obvious… I’ve used them in so many areas… and I’ve experienced the deep satisfaction and success from the hard work I’ve put in.Yet still, I find myself dedicating today's episode to a recent epic fail in my choices. I took my eye off the ball, and didn’t control the controllables. And now I’m paying the price.I start this episode by telling my sad tale of woe, and then I give you a simple but powerful process, which I hope will help you to identify and control the controllables in your life.Click here to download my free Daily Habits Tracker that I've used for the past 15 years to keep my habits on track!————————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.  Hosted on Acast. See acast.com/privacy for more information.

Moment #58 // Conventional wisdom tells us that we have to put people before profits… that if we look after our people then, in turn, they will look after our customers, and the business will thrive.But the problem with conventional wisdom is that, even though there’s always at least some grain of truth to it, it’s easy to oversimplify, to rationalize, and to misinterpret.The people before profits mantra is one of the great oversimplifications of leadership. If we did put our people first, does that mean we should simply satisfy their immediate wants or, instead, to act in their best long-term interests? Nothing is ever as straightforward as it seems. If you really care about your people, you’ll think a little more deeply about the implications of your leadership – on all of the stakeholders you serve, not just the ones close to you, whose approval you desperately crave.You can take a deeper dive into these insights by listening to Ep.215: Results or People? Which is more important.————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Episode #287 // “It's way easier just to roll your sleeves up and fix something, than it is to put in the hard work of leadership to lift someone else's capability.”As a leader, you face daily pressures which are quite different from the pressures that confronted you when you were a carefree individual contributor, responsible only for your own work.The type of pressure, and its intensity, depends on a number of things: the sector you’re operating in; the organizational culture; the competence and demeanor of your boss… the list goes on.But each level of leadership has pressures that are fairly common across the board, irrespective of other factors. Obviously, the pressures you faced as a front-line supervisor will be very different to the pressures you’re going to face when you become CEO of a large global business.In this episode, I examine the pressures that you’re most likely to be facing at the level you’re operating at now. I can’t offer definitive answers, because of the complex factors at play - the permutations that determine your individual circumstances are almost limitless.The value in this episode comes from your enhanced ability to identify, name, and understand the pressures you face. This’ll enable you to more effectively tap into our catalog of 300+ No Bullsh!t Leadership episodes.Em and I started this business to improve the quality of leaders globally, and in the last 5+ years, we’ve produced a vast body of knowledge, which you can access absolutely free, to help you handle virtually any challenge that comes your way.No Bullsh!t Leadership episodes for new leaders:Ep.1: Respect Before PopularityEp.7: Working at the Right LevelEp.19: Execution for ResultsNo Bullsh!t Leadership episodes for senior leaders:Ep.132: What Do CEOs Do?Ep.54: Managing the BoardEp.39: Getting Results When You Don't Have ControlNo Bullsh!t Leadership episodes for mid-career leaders:Ep.74: The Curse of the Middle ManagerEp.162: Managing UpEp.208: Breaking Into the C-SuiteEp.156: Managing Your Ambition———————— Hosted on Acast. See acast.com/privacy for more information.

Moment #57 // Charles Darwin’s theory of evolution is often summarized as: the survival of the fittest. But, in fact, Darwin’s conclusion was that those who survive aren’t necessarily the fittest – they are the most adaptable. As a leader, one of your most valuable characteristics is your capacity for change.Change is constant. But many of us don’t cope with it particularly well. We often struggle to understand the change that we’re asked to adapt to in our work lives… and what we don’t understand, we fear. If change isn’t rational, it can leave a workforce cynical and disengaged. This is labeled as change fatigue. But even when the intent and substance of the change is sound, it’s often undermined by poor leadership.You can take a deeper dive into these insights by listening to Ep.119: Change Fatigue.————————FREE QUIZ: I’ve developed a 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 Hosted on Acast. See acast.com/privacy for more information.

Episode #286 // “While one in four people in the workforce have managerial responsibilities, very few have actually been trained. 82% of leaders are accidental.”Many people in leadership positions were promoted because they were good at their jobs — their technical jobs. When ambitious professionals want the status, the power, and the money that come with career advancement, they have to accept that leading other people comes with the territory.With little leadership training, and even less desire to lead, they become ‘accidental’ leaders. So, I was interested when I came across an article in Fortune magazine: Nearly all bosses are ‘accidental’ with no formal training—and research shows it’s leading 1 in 3 workers to quit. The fact that the vast majority of leaders and managers don’t receive any formal training isn’t particularly surprising… and the fact that workers are disgruntled with their managers is even less so. It’s easy to read the headlines and accept them without question. In this episode, I take a peek behind the curtain to get to some better root cause analysis, and come up with some strategies that you can use to improve your leadership capability — with or without the formal training. ————————FREE QUIZ: I’ve developed a 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.  Hosted on Acast. See acast.com/privacy for more information.

Moment #56 // We talk a lot as leaders about how to give feedback, and it takes many years of experience to actually get good at it. What we don’t talk about nearly as much is what to do when we’re on the other side of the table! Receiving good quality, helpful, accurate feedback is essential if you want to reach your performance potential. If this is true, then why are we so averse to receiving feedback? Learning how to receive and implement feedback is a critical skill for leaders who want to be their best… the downloadable resource from Ep.116 has everything you need to know!You can take a deeper dive into these insights by listening to Ep.116: Receiving Feedback.————————CEOs and business owners, are you ready to lead, succeed, and reclaim your time?Join the March 2024 season of the Business Accelerator Mastermind 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.  Hosted on Acast. See acast.com/privacy for more information.