Podcasts about counter mentor leadership

In this episode of Selling From The Heart, hosts Larry Levine and Darrell Amy are joined by Kelly Riggs the author of the book Counter Mentor Leadership and is a speaker and business performance coach for executives and companies throughout the United States. He is known for his leadership, sales development, and strategic planning expertise.Kelly Riggs joins the Selling from the Heart podcast to discuss the need for authenticity and relationship-building in sales. He emphasizes the importance of character in sales professionals and the need to focus on the customer's best interests. Kelly also challenges the traditional approach to sales training, suggesting that it often results in inauthenticity and product-focused selling. He advocates for a shift towards a coaching culture and ongoing sales development to create lasting change and improve sales results.KEY TAKEAWAYSAuthenticity and character are crucial in sales, and sales professionals should prioritize the customer's best interests.Traditional sales training often focuses too much on product knowledge and can lead to inauthentic and pushy sales tactics.Building relationships and trust with customers should be a priority, and salespeople should focus on understanding the customer's needs and providing value.Sales leaders should create a coaching culture and provide ongoing development for their sales teams to improve skills and behaviors.Effective sales coaching involves ongoing support, reinforcement, and accountability to ensure that new skills are implemented and behaviors are changed.HIGHLIGHT QUOTES"The line between a sales professional and a capable con artist is character." - Kelly Riggs"Sales training, as it is currently practiced, simply doesn't produce the results we're looking for." - Kelly Riggs"We turn salespeople into product pushers, and it's why customers don't like salespeople." - Kelly Riggs"You don't build relationships in business the way you do in the real world." - Kelly Riggs"Closing is overrated. It's about building trust and relationships." - Kelly RiggsLearn more about Kelly: LinkedIn: https://www.linkedin.com/in/kriggs/Learn more about Darrell and Larry: Darrell's LinkedIn: https://www.linkedin.com/in/darrellamy/Larry's LinkedIn: https://www.linkedin.com/in/larrylevine1992/Website: https://www.sellingfromtheheart.net/ Got a video about how you sell from the heart? Share it by texting VIDEO to 21000.Please visit https://www.sellingfromtheheart.net/preorder to pre-order your copy of the rerelease of the Selling from the Heart book. SUBSCRIBE to our YOUTUBE CHANNEL! https://www.youtube.com/c/sellingfromtheheartPlease visit WHY INSTITUTE:http://sellingfromtheheart.net/why-osPlease go to WORK BETTER NOW:https://www.workbetternow.com/Click for your Daily Dose of Inspiration:https://www.sellingfromtheheart.net/dailyCheck out the 2023 Authentic Selling Challenge:https://authenticsellingchallenge.com/Get your Insiders Group FREE PASS here:https://www.sellingfromtheheart.net/free-pass

In this episode we explore the popular topic of millenials, gen z, generational differences, and the challenges of 4 generation leadership, with best selling author of Counter Mentor Leadership, Robby Riggs. https://foresightradio.com/

My friend and colleague Susan Packard recently sent me a copy of her new book Fully Human. My hope is that it reaches a larger audience than her first work New Rules of the Game, which was written primarily, although not exclusively for women. Her book is subtitled, 3 Steps to Grow Your Emotional Fitness in Work, Leadership, and Life. This reminded me of a sentence in my Personal Leadership Philosophy: At the end of each day, key questions include “Did I do my best? -- At work, at home, and at life.” Where did this focus on Emotional Intelligence come from? It’s likely this started with Daniel Goleman’s groundbreaking work Emotional Intelligence. We can think of Susan Packard’s work, as well as Dan Pink’s breakthrough book Drive and Mark Crowley’s wonderful Lead From the Heart, as how-to guides. Goleman’s research introduced us to Emotional Intelligence, and there are many worthy books that inform us how to put Emotional Intelligence, or E.Q, into action, and showcase the benefits of doing so. This also helps us cross barriers between generations, as Kelly and Bobby Riggs shared with us in Counter Mentor Leadership. Do you still think primarily about performance and potential solely based on I.Q? If you do, you’re not alone. Consider a deeper dive into E.Q. Add some new leadership tools to your toolbox. Leaders Promote Emotional Intelligence.

Day three of the new 2019 Academy Leadership Advanced Leadership Course took place this past week. Our Advanced Communications and Effective Decision-Making workshops were fantastic, each covering well over two hours. The contest winners in the Effective Decision-Making workshop received copies of Counter Mentor Leadership, The New IT and Lead From the Heart which was a lot of fun. Having two long workshops doesn’t afford much time for the third workshop, Leading Change. With most audiences, that’s not a big deal, and we usually zip through the Leading Change workshop rather quickly, often losing a bit of energy after the two robust workshops. Not this time. We shared stories right away, confirming that constant change is the single most dominant characteristic of the world we live in — and for leaders, the choice is to lead change or be overtaken by it. Sometimes easier said than done though. Turns out the client is in the middle of multiple leading change initiatives, and that the associated challenges consume enormous amounts of energy by the entire team. We discussed Kotter’s Eight Step Change Process: 1. Establishing a sense of urgency 2. Forming a powerful guiding coalition 3. Creating a vision 4. Communicating the vision 5. Empowering others to act on the vision 6. Planning for and creating short-term wins 7. Consolidating improvements and producing still more change 8. Institutionalizing new approaches learning that the client is still in the early stages. We also noticed that some of the intermediate steps such as communicating the vision and planning for and creating short-term wins can support earlier stages such as creating a sense of urgency. Change is tough. We were not surprised that 60-70% of transformation efforts do not achieve their goals. I asked the group if their Personal Leadership Philosophy includes provisions describing the need for change. Got a bit quiet then… During our end of day self-evaluation, we found that we had not processed the Leading Change workshop as much as we had wished to. That was a first, and it was actually energizing to hear! The first action item was to email a link to Kotter’s Harvard Business Review article, titled Leading Change: Why Transformation Efforts Fail. We also agreed to spend more time on this in session four next month. How do you address change? Are parts of your organization resistant? Leaders Create Change.

This week we're joined by Kelly Riggs, founder of of the Business Locker Room and author of several books including Counter Mentor Leadership. You'll enjoy this discussion about the three types of sales professionals. You'll learn how true sales professionals can become professional business people that can add consultative value. Every week we feature a Selling From the Heart Champion. This week we're giving a shout out to Jay Jensen, lead coach for Car Motivators. Check him out on LinkedIn.

This week we're joined by Kelly Riggs, founder of of the Business Locker Room and author of several books including Counter Mentor Leadership. You'll enjoy this discussion about the three types of sales professionals. You'll learn how true sales professionals can become professional business people that can add consultative value.Every week we feature a Selling From the Heart Champion. This week we're giving a shout out to Jay Jensen, lead coach for Car Motivators. Check him out on LinkedIn.

This week we're joined by Kelly Riggs, founder of the Business Locker Room and author of several books including Counter Mentor Leadership. You'll enjoy this discussion about the three types of sales professionals. You'll learn how true sales professionals can become professional business people that can add consultative value. Every week we feature a Selling From the Heart Champion. This week we're giving a shout-out to Jay Jensen, lead coach for Car Motivators. Check him out on LinkedIn.

This book is the result of over twenty-five years of combined experience from Kelly and Robby Riggs-dynamic, occasionally irreverent, always insightful, father (Boomer) and son (Millennial), who work with organizations grappling daily with multi-generational conflict. Through their collaboration, Kelly and Robby share their very different perspectives on the same problems most companies are STILL dealing with, but haven't had the courage or the tools, to address. Issues such as: a shocking lack of leadership skills; the culture-killing generational divide that is demolishing many companies; and the stunning, often unrecognized impact of technology on the workplace.   Get your copy of Counter Mentor Leadership.

“Leadership isn’t generational, it’s relational.” Robby, the founder of Sana Sano Consulting, is a high-performing transformation leader with experience driving change initiatives from startups to Fortune 100 companies. He has shepherded clients through re-orgs, technology implementations, talent evaluation, strategic planning, and multiple acquisitions. He believes in the power of real teams and is passionate about bringing people together to achieve more. He is an engaging, off-the-charts presenter and teacher, sought after in both organizations and at the university level. Robby's first book, Counter Mentor Leadership, which he co-authored with his father, teaches leaders how to be effective in the chaotic, four-generation workplace.   Listen And Learn: The complexities of managing and leading the four generations currently in the workplace. Why engaged organizations are safer, and have better employee retention and better bottom line growth. The benefits of Counter Mentor Leadership. Why it’s important to be a “next-level communicator,” especially in times of change. The four most dangerous words a leader can say.   TO LEARN MORE ABOUT SANA SANO CONSULTING, CLICK HERE. TO FIND ROBBY RIGGS ON LINKEDIN, CLICK HERE.

Kelly Riggs is an author, speaker and business performance coach for executives and companies throughout the U.S. and Canada. Kelly is a former sales executive and two-time national Salesperson of the Year with well over two decades of executive management and training experience. His new bestselling book, Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace, offers practical, actionable advice that improves workplace culture and enables organizations to bridge the generational divide.   Podcast Highlights   Who is Kelly Riggs? Kelly started off going to school for engineering but quickly realized that wasn’t the path for him. He found himself in a sales position where he didn’t know enough about it to be scared. He approached his work from a blank slate, ready to jump in and learn and found he was willing to outwork nearly anyone.   You can do lot with people that have passion and perseverance and Kelly certainly qualifies.   Team Building with the Right People People learn in different ways but the important part is that they don’t stop learning in order to stay current and stay on top. Asking your perspective hires what the last five books they read was and what they learned from them is a good way to find the right kinds of people. Just because you start a book, doesn’t mean you have to finish it. Give a book three chapters, if it doesn’t grab you, skim the table of contents to make sure nothing jumps out at you and if you don’t see anything, move on. How did you go from sales to Bizlockerroom? Our approach to team building typically involves looking at our top sales people to promote into leadership but that rarely makes sense. Just because you can sell, that does not mean you can teach or lead a team. Kelly had to commit to learning everything he could in order to be a successful manager. Leadership requires a coaching and teaching mindset. If you can’t grow people, how can you grow your organization? If not you, you can always bring someone onto the leadership team to fill that role but you can’t leave it empty. When do you need to start coaching? Most startups are a team of one with some assistants. Even with a small team, you need to be able to engage them. At a certain point, you will have to hire someone for a leadership role because leadership and team building are critical. Without a leader, the owner becomes the bottleneck for the business. How to you get good at hiring? As business owners, one of the most important tasks is to hire and train people. There are systems for hiring that work that you have to commit to learning if you don’t want to figure it out the hard way. Leadership is not generational, it’s relational. The Millennials The Millennials are not necessarily to blame, you can’t forget who raised them. Failure is a great teacher and builder of character and many Millennials haven’t had the same experiences other generations have had. You need to understand their perspectives and leverage what they do and how they work. You should adapt your principles to new definitions of success and work. The workplace has changed dramatically in the last 15 years. If you hold the rope to tightly, you prospective leaders will get discouraged. Too tightly, and they won’t be able to lead. The Counter Mentor system is a team building system you can use that allows people to fail small and continue to learn. Reference: Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace Kelly’s Takeaway   Find an account

Millennials make up the largest percentage of the workforce and their assuredness and technological expertise radically change office dynamics. That is why it is important to close the generation gap in offices and avoid perspective clashes. Author Kelly Riggs joins us to share how you can do this through Counter Mentor Leadership.

Our guest this week is, Kelly Riggs, a leadership coach, founder of Biz Locker Room and author of Counter Mentor Leadership.  Kelly is here to help us connect the dots between executing on our quarterly targets and the sales leadership that our companies provide for us AND that we provide for ourselves. Sales performance doesn't just materialize out of nowhere. We learn the definition of counter mentor leadership and the research that is uncovering the true qualities of sustainable and results driven leadership. On today's podcast 2:43 - The danger of getting into "vacation mode" 6:17 - Crushing the slow months 9:16 - Understanding the strategic numbers game of selling 11:11 - The four most dangerous words in any leaders vocabulary 16:00 - Can you be reactive AND successful? 20:48 - The crossroads of the maturing salesperson 25:30 - The difference between a manager and leader 29:18 - Solving a company's dumpster fire with counter mentor leadership 34:30 - The meaning of counter mentor 38:42 - What drives Kelly Riggs' success? Have you heard about our Small Business Breakthrough program? If you own or want to own a small business but are struggling in certain areas, we want to help you. Email breakthrough@thewhyandthebuy.com for more information. Sign up for our book club! Don't forget to subscribe rate and review our podcast. It only takes a second and helps us make more podcasts for you. Want more from Jeff and Christie? We have a newsletter!

Forget Boomers, Millennials, and Xers. Robby Riggs, co-author of Counter Mentor Leadership, says generational conflict in the workplace boils down to tensions between two groups: the BOSSes and the KIDS.

During a recent coaching session, a client mentioned employee turnover issues within their organization, in particular with newer, younger hires. Among the factors brought up for the recent departures was low pay. I paused and asked how frequently coaching occurred between supervisors and subordinates. A culture check if you will. Let’s just say it got really quiet for a bit. You see, there’s often a significant disconnect between what we believe about people leaving an organization, and what really happened. In Kelly and Robby Riggs’ eye-opening book, Counter Mentor Leadership, they cite: 89 percent of managers believe employees leave their jobs for more money; and 88 percent of employees reported they left for reasons other than money. Many old-school manager types believe focusing on results only is all that matters - the proverbial bottom line. Matthew Lieberman has some pretty interesting findings in his article “Should Leaders Focus on Results, or on People?” Great question. His findings: If a leader was considered strong in social skills, the person was seen as a great leader 12 percent of the time. Okay. What about that bottom line? If a leader was perceived to be strong in focusing on results, the number increased to… 14 percent of the time. That’s all. Just two percent more. For leaders who were strong in both results and social skills, the likelihood of being seen as a strong leader skyrocketed to 72%. Pop quiz time: What percentage of leaders rate high on results focus and social skills? Take a guess. Less than one percent. That’s why Kelly and Robby Riggs conclude Leadership is Freaking Hard. And they are right. Great leaders are unicorns. They focus on results. They focus on people. Great leaders are rare.

The multi-generational workforce presents a multitude of challenges, but what if there were simple tactics to harness the digital native powers of the millennial generation, as well as to empower the x-ers and baby boomers. Josh discusses their book, "Counter Mentor Leadership" with Kelly Riggs and Robby Riggs. Insights into the world of professional services marketing, presented by Josh Miles and David Lecours. The professional services industry is an increasingly competitive one – your firm needs to stand out from the pack, so a marketing strategy can no longer be an afterthought. Subscribe on iTunes Visit PSM.show for more

Kelly Riggs is an author, speaker and business performance coach for executives and companies throughout the U.S. and Canada. Kelly is a former sales executive and two-time national Salesperson of the Year with well over two decades of executive management and training experience. His new book with his son, Robby Riggs, Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace (Nicholas Brealey Publishing, 2018), offers practical, actionable advice that improves workplace culture and enables organizations to bridge the generational divide. ----- Getting team members from different generations to work well together has always been a challenge businesses have had to face, but it’s never been as pressing of an issue as it is today. Four generations make up today’s workforce — and the divide between Boomers and Millennials is a larger gap than we’ve ever seen. Millennials are the first generation to bring skills to the table when they enter the workforce that other generations don’t have, and that has completely disrupted the traditional company structure where, in most cases, the people with the most knowledge are the ones who have been in the industry the longest. That’s just not true anymore, and something has to be done to bring these generations together. You’ve probably heard of the idea of reverse mentoring before, even if you aren’t familiar with it by that name. Reverse mentoring is the idea of taking an older employee and a younger employee, pairing them up, and having them teach each other what they know. Kelly Riggs is my guest on this week’s episode of Absolute Advantage, and he believes there’s more to it than that, which is why he and his Millennial son wrote the book Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace. The book is built on their idea of counter mentoring, a seven-step process for assimilating all generations into a singular team that can be highly effective. All of the seven steps make up the acronym COUNTER. The first of those steps is communication, and in our interview, Kelly stresses how critical communication is for employee engagement. “Every leader should care dramatically about employee engagement or disengagement because it impacts the bottom line. It has everything to do with the amount of money you make, how much productivity you get, how safe your people are, how much turnover you have. All of those things are contingent upon communication. Communication is where you build trust, and trust is what creates leadership.” Kelly has a great system for improving your communication. To learn all about that system as well as the other six steps that make up the acronym COUNTER, please listen to the full interview with Kelly. Thank you for listening today! I appreciate your time so very much. Ways to contact Kelly: Website: bizlockerroom.com Website: countermentors.com Book: “Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace”

Choinquecast twelves takes direct aim at generational differences in the workplace as we meet Kelly Riggs who has co-written - with his son Robby - Counter Mentor Leadership, a pathfinding generational work. Kelly is the founder of Business LockerRoom, host of the CounterMentors Show, and a dynamic thought leader in the fields of sales and leadership. He is also a business performance coach who walks the talk: As a business owner, as a national award-winning sales representative and sales manager. Kelly hails from Tulsa, Oklahoma, and is passionate about supporting children, believing that the good we do for the young yields the greatest payoffs.

In a recent coaching call, a client shared a significant challenge - how to grow a team from 200 to possibly 700 this calendar year - without having the proverbial “wheels come off.” We talked about the importance of front line supervisors who take care of the teams at “the tip of the spear.” The topic of accountability came up. Recall from our Academy Leadership Excellence Courses that 83% of organizations have accountability issues. Kelly and Robby Riggs concur in Counter Mentor Leadership. They describe accountability struggles as a twofold problem: The BOSS doesn’t know how to create a culture of accountability; then there is an issue, the BOSS doesn’t truly address the issue. The Riggs’ visualize a useful construct, the Freedom Box. Imagine a rectangular box with four primary boundaries: • Company values and/or guiding principles. • Expectations. • Level of Authority. • Performance standards and metrics. Our values, expectations and performance standards can be expressed within our Personal Leadership Philosophy. Our level of authority provides delegation and coaching guidance. Putting this all together, the Freedom Box creates an agreed-upon area of autonomy. Just what we need for a rapidly growing organization, rather than having the wheels fall off. Leaders create accountability.

Bill Horan talks with Kelly Riggs, author of COUNTER MENTOR LEADERSHIP. Kelly will discuss what the 3 big problems in business are, why you should never justify a practice by saying that you have always done it that way, and what the difference between management and leadership is.

Bill Horan talks with Kelly Riggs, author of COUNTER MENTOR LEADERSHIP. Kelly will discuss what the 3 big problems in business are, why you should never justify a practice by saying that you have always done it that way, and what the difference between management and leadership is.

Kathryn interviews business performance coach Kelly Riggs, author of “Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace”. Father and son team Kelly Riggs, a Boomer, and Robby Riggs, a Millennial, are uniquely positioned to challenge the clash of perspectives, with Boomers craving the comfort of a hierarchical organization and Millennials demanding inclusion and collaboration, impacts the bottom line. Kathryn also interviews master mediator and philosopher Dr. Christopher DiCarlo, author of “Six Steps to Better Thinking: How to Disagree and Get Along”. It is a familiar cycle. Following a national tragedy, each side of a debate becomes utterly polarized, angry, and deadlocked. Dr. DiCarlo offers expert advice on communicating without alienating either party. Dr. DiCarlo is an award-winning lecturer, educational and business consultant, and past Visiting Research Scholar at Harvard University and the Peabody Museum.

Kathryn interviews business performance coach Kelly Riggs, author of “Counter Mentor Leadership: How to Unlock the Potential of the 4-Generation Workplace”. Father and son team Kelly Riggs, a Boomer, and Robby Riggs, a Millennial, are uniquely positioned to challenge the clash of perspectives, with Boomers craving the comfort of a hierarchical organization and Millennials demanding inclusion and collaboration, impacts the bottom line. Kathryn also interviews master mediator and philosopher Dr. Christopher DiCarlo, author of “Six Steps to Better Thinking: How to Disagree and Get Along”. It is a familiar cycle. Following a national tragedy, each side of a debate becomes utterly polarized, angry, and deadlocked. Dr. DiCarlo offers expert advice on communicating without alienating either party. Dr. DiCarlo is an award-winning lecturer, educational and business consultant, and past Visiting Research Scholar at Harvard University and the Peabody Museum.

It’s pop quiz time again. What are the four most dangerous words in a leader’s vocabulary? According to Kelly & Bobby Riggs — in their pathfinder book, Counter Mentor Leadership — the answer is: “I don’t have time.” Let’s do a quick self-evaluation: When is the last time you said that to yourself, or, even worse, when was the last time you told that to someone you are responsible for? What are we really telling someone when we communicate that, directly or indirectly? I don’t have time to listen to you, to coach you, or to take an interest in your life. Gee, why do we have a turnover problem in the company? I don’t have time to slow down, breath, and express daily gratitude. Gee, maybe that’s why I’m taking all these over the counter pills and ignoring annual medical checkups. I don’t have time for training and development of anyone on my team, nor myself. Gee, nobody seems engaged around here and we don’t really know or care about each other. Priorities lead to clarity. Share your priorities. Learn to say no to the many distractions we encounter daily. Leaders make time.