In this episode of the Lucky 13 Podcast, hosts Mike Lantz and Josh Hauser explore business leadership, talent development, and succession planning. They share personal stories, including Josh's daughter's wedding and a symbolic compass gift, connecting leadership lessons to family life. The hosts outline a seven-step process for building strong leadership teams, covering future org charts, pivotal roles, success profiles, leadership levels, performance reviews, nine-box evaluations, and development plans. Emphasizing clarity, measurable outcomes, and regular check-ins, they highlight how intentional talent planning increases business value and enables owners to step away with confidence. Podcast Introduction and Banter (00:00:07) Hosts introduce themselves, share light banter, and discuss their new recording location and morning routines. Personal Story: Josh's Daughter's Wedding & The Compass Gift (00:01:00) Josh shares a touching story about his daughter's wedding and the symbolic compass gift, connecting family and leadership lessons. Parenting and Leadership Principles at Home (00:02:59) Discussion on how leadership and business principles are applied in parenting and family life. Visionary Ideas and Involving Kids in Leadership Development (00:03:39) Mike discusses bringing visionary ideas to his team and the concept of involving children in leadership sessions. The Value of Writing Down Goals (00:05:18) Mike shares how writing down intentions led to joining business boards, illustrating the power of goal-setting. Highlighting Company Culture: Wildman and AcquiLevel (00:06:02) Mike describes his experiences with two companies, emphasizing the importance of authentic company culture. Business Case for Succession Planning (00:06:39) The hosts discuss why succession planning and building independent leadership teams increase business value and owner freedom. Step 1: Aligning Future Org Charts with Vision (00:07:40) Explanation of creating future organizational charts aligned with long-term vision and the importance of planning ahead. Step 2: Identifying Pivotal Roles (00:08:37) Defining pivotal roles and their impact on strategic plans, with examples from past business experience. Step 3: Developing Success Profiles (00:09:17) Importance of creating clear success profiles for pivotal roles, outlining key responsibilities, competencies, and measurable outcomes. Step 4: Defining Leadership Levels (00:11:08) Introduction to the Leadership Pipeline model and the five levels of leadership development within organizations. Step 5: Conducting Performance Reviews (00:14:49) Advocating for regular (preferably quarterly) performance and potential reviews, and using tools like 90 for documentation. Step 6: Evaluating Performance and Potential (00:15:48) Distinguishing between high performers and high potentials, and the importance of specialist and leadership tracks. Step 7: Nine Box Exercise and Succession Mapping (00:16:30) Using the nine box grid to map talent based on performance and potential, and identifying succession candidates for pivotal roles. Step 8: Creating Individual Development Plans (00:19:57) Co-creating development plans for successors, focusing on closing skill gaps and preparing for future roles. Recap of the Seven Steps (00:21:17) Summary of the seven-step process for talent and succession planning, emphasizing its impact on business value. Closing Remarks (00:24:17) Final thoughts on the importance of the process, encouragement to listeners, and episode wrap-up.

Ver todos los episodios