Brian Benstock’s Post

One more new starter has joined the programme, and we couldn't be more excited to welcome Dave, Anastasia, Stephan, and Bernadette on board. Together, we're going to achieve some seriously impressive things! We still have 6 spots available, so if you're a leader overseeing between 2 and 10 people, this program is designed for you. Even if you manage more, this program will immerse you in what it takes to become someone worth following. Most people in leadership roles are promoted because they were good at their jobs, but that doesn't mean they are good at leading people. That's why this program is so important, to give leaders the training they need to succeed in their roles. So if you're feeling like you're not getting the personal development you need in your current company and want to become a more authentic, impactful, visionary leader, then let's talk it through. You can decide for yourself if this program is the right option for you. My inbox is open, but only until doors are closed.

Creating a unifying vision for an organization is a fundamental skill for leaders. A simple, bold, inspirational vision can feel almost magical: it brings people throughout the company together around a common goal and provides a focal point for developing strategies to achieve a better future. Unfortunately, however, building a vision has become more associated with a company’s top-level leadership than the managers in the rest of the organization. But even as an aspiring leader there are three vision-creation opportunities that you can grasp now: contributing to senior leaders’ vision work, translating the company’s vision for your team, and developing a new front-line team vision that can be cascaded up through the company. Each of these can propel your professional development, leading to bigger responsibilities over time.

Long time ago I learnt from one of my teachers that we cannot become ourselves by ourselves. We need somebody to inspire, direct, and coach us at all stages of our lives. Leadership isn't about standing alone; it's about learning, growing, and being guided at different times in our lives, in different areas, in different ways in order to explore all that we can be. It is crucial to embrace the transformative power of having a mentor, formal or informal, regardless of our position in the organizational. A C-suite or a Senior leader might also benefit from being mentored by younger leaders in certain areas where they do not have the competitive advantage, yet they have the psychological maturity to ask for help. A mentor shapes not just our careers, but our mindsets, fostering invaluable lessons, insights, and wisdom essential for impactful leadership. We need to seek mentorship until the end; it's the compass guiding leaders towards success. And it keeps us younger as we keep learning! To your leadership and longevity!

Long time ago I learnt from one of my teachers that we cannot become ourselves by ourselves. We need somebody to inspire, direct, and coach us at all stages of our lives. Leadership isn't about standing alone; it's about learning, growing, and being guided at different times in our lives, in different areas, in different ways in order to explore all that we can be. It is crucial to embrace the transformative power of having a mentor, formal or informal, regardless of our position in the organizational. A C-suite or a Senior leader might also benefit from being mentored by younger leaders in certain areas where they do not have the competitive advantage, yet they have the psychological maturity to ask for help. A mentor shapes not just our careers, but our mindsets, fostering invaluable lessons, insights, and wisdom essential for impactful leadership. We need to seek mentorship until the end; it's the compass guiding leaders towards success. And it keeps us younger as we keep learning! To your leadership and longevity!

Knowing if you're doing it right in Leadership. Determining if you're on the right track in your leadership role can be challenging. Here are five steps to help you assess your effectiveness as a leader: 1. Pay attention to what people are saying. Be open to constructive criticism and use it as an opportunity for growth. 2. Observe the overall morale and engagement levels within your team. High engagement and low turnover rates are good indicators of effective leadership. 3.  Be willing to make adjustments to strategies and processes based on goal achievement and feedback. 4. Pay attention to how conflicts are resolved within the team. Effective leadership is often reflected in constructive conflict resolution and a positive team culture. 5. Continuously set and review personal development goals to improve your leadership skills. Regular self-assessment helps in identifying areas for improvement. By following these steps, you can gain a clearer understanding of your leadership effectiveness and make necessary adjustments to enhance your impact.

Do you have reluctant Leaders? ➡️ People in leadership roles (They have responsibilities for people and/or business spending) ➡️ Who haven’t accepted it? (Either because they haven’t accepted it, you haven’t helped them understand what’s needed or they’re lacking confidence) If they haven’t embraced their leadership responsibilities - you (and they) have a problem! How do you deal with this? ✅ Be clear with people they are in a leadership role. ✅ Help them understand what that means. ✅ Get them clear about what’s changing. ✅ Give them access to the right knowledge and support so they develop the skills they now need. ✅ Celebrate their progress. ✅ Keep encouraging them to connect with their role and development. ——————————— 🚀 My beta launch of Boost Connect is coming and will address all the above. 💜 I have limited spaces on the beta dates. 🤩 £500 plus 2 months (to reflect the time in beta) and then those places will be £1,995 pp. Message me “Boost” for more details

What I love about these results so far is that is shows everyone is different!!! So, why don’t we give Leaders what THEY need to be successful? The beauty (if I say so myself 🤩) with Boost Connect is that they get all of this! ✅ They get what they need ✅ You get what you need ✅ They benefit from things they didn’t realise they needed. I created Boost Content based on my own experience and I’ve tested it. I’ve now reshaped it based on that to give your Leaders of departments exactly what they need when they start these roles. So you can accelerate them to success because they quickly get confident and effective in the right ways! ➡️ A personalised plan based on your leadership strategy, them and their role. ➡️ The resources to build the skills, behaviours and mindsets they need and want. ➡️ 1:1 coaching and mentoring to focus on them. ➡️ Monthly calls with guest experts and Q&A with the Boost Community. ➡️ Quarterly in-person (or remote) development workshops And more… ————————- The post test version starts from 1st July - grab an early space for £1,250 off 🤩 Find out more - message me at Anwen Bottois You’ll find the poll there too if you’d like to share your thoughts.

"Are you a good leader?" It depends on who you are asking. What does it mean to be a good leader? Every person needs a different approach. Maybe the same person who motivates me, will demotivate you. Yes, more experienced leaders know, that they need to: ✅ Understand each person individually Everyone has different strengths we can utilize. ✅ Discover what motivates them For some it's competition, for others it's responsibility. ✅ Set reachable goals Tailor them around their strengths. ✅ Help them with accountability By asking them about progress and showing them "the mirror". But there are other aspects of leadership. Sometimes your mentee wants to get things out. Sometimes your mentee needs to hear the hard truth. Sometimes your mentee needs your personal experience. In these cases, you just need to click. No matter how hard you try, you might not understand each other, and in the end not be able to help your mentee. So are you a good leader?

One of the most challenging things about leadership is the idea that less is more. We get to be leaders because we are good at what we do. We value our knowledge and skills because we've been recognized for our knowledge and skills. There comes a point though, where all of our knowledge and skills can start to get in the way of our leadership. I love to give advice and to teach. It makes me feel important and needed. I'm helping people get there faster, because they get the benefit of my experience. It makes sense right? 👉 But leadership isn't about me! 🤯 When I let the people that I'm leading (or coaching), be in their own process, they develop leadership skills. They become more powerful! 💥 A client of mine recently proclaimed that when he practiced this skill of doing less, he felt free! (hence the photo that I chose). Do you want more freedom in your leadership? Do you want to serve your people more powerfully? If so, reach out, and let's chat.

I learned 3 things in a recent feedback session. When someone completes my Future Leaders Program, I have a 1:1 with each individual to make sure they feel set up for ongoing success, and sometimes they want to share more about their experience in the group cohort. I came to a realization that when someone goes through the Future Leaders Program, they experience one or all of these: 🌟🔍📚 Learn 📖 Confirm ✔️ Teach 🧑🏫 Some people are working towards their first leadership role and are soaking everything up, so they are in a phase of learning. Some people may be newer into leadership roles. They are often learning new things and confirming what they already know. Some people have led teams for years but never had formal leadership development and experience a combination of all three but mostly confirm and then have the ability to teach others what they are learning. It's been a cool realization to come to. There is such value in all 3 spaces, what matters is that the people joining these cohorts are wanting to learn and explore new ways of doing things with a goal of becoming better people leaders, whether the word "leader" is in your title or not. Would this be valuable to your potential future leaders or current leaders? 🤔