{
  "video_id": "HsyYnY674sE",
  "transcript": "Kind: captions Language: en one<00:00:00.359> of<00:00:00.480> the<00:00:00.599> struggles<00:00:01.160> that<00:00:01.360> many<00:00:01.839> managers one of the struggles that many managers one of the struggles that many managers or<00:00:02.639> mid-level<00:00:03.280> professionals<00:00:03.919> face<00:00:04.600> is<00:00:04.759> they or mid-level professionals face is they or mid-level professionals face is they can<00:00:05.120> get<00:00:05.319> stuck<00:00:05.680> in<00:00:05.839> the<00:00:06.040> same<00:00:06.399> role<00:00:06.960> year<00:00:07.319> in can get stuck in the same role year in can get stuck in the same role year in year<00:00:08.240> out<00:00:08.760> without<00:00:09.080> any<00:00:09.400> promotion<00:00:09.920> into<00:00:10.160> a year out without any promotion into a year out without any promotion into a leadership<00:00:10.800> or<00:00:11.040> executive<00:00:11.559> role<00:00:12.120> they<00:00:12.320> watch leadership or executive role they watch leadership or executive role they watch as<00:00:12.759> their<00:00:13.000> colleagues<00:00:13.480> get<00:00:13.719> promoted<00:00:14.280> ahead as their colleagues get promoted ahead as their colleagues get promoted ahead of<00:00:14.759> them<00:00:15.599> sometimes<00:00:16.000> even<00:00:16.240> those<00:00:16.520> people<00:00:16.760> who of them sometimes even those people who of them sometimes even those people who are<00:00:17.119> less<00:00:17.400> experienced<00:00:17.960> and<00:00:18.119> less<00:00:18.320> qualified are less experienced and less qualified are less experienced and less qualified than<00:00:19.080> they<00:00:19.240> are<00:00:19.800> and<00:00:19.920> the<00:00:20.080> frustration<00:00:20.760> builds than they are and the frustration builds than they are and the frustration builds up<00:00:21.439> as<00:00:21.560> to<00:00:21.840> why<00:00:22.080> they<00:00:22.279> can't<00:00:22.640> Advance<00:00:23.279> further up as to why they can't Advance further up as to why they can't Advance further in<00:00:23.880> their<00:00:24.160> career<00:00:24.960> it<00:00:25.080> can<00:00:25.240> be<00:00:25.519> really<00:00:25.840> hard<00:00:26.119> to in their career it can be really hard to in their career it can be really hard to know<00:00:26.800> what<00:00:26.920> you're<00:00:27.119> doing<00:00:27.519> wrong<00:00:27.920> as<00:00:28.039> to<00:00:28.400> why know what you're doing wrong as to why know what you're doing wrong as to why you<00:00:29.199> can't<00:00:29.439> move<00:00:29.679> up<00:00:30.000> in<00:00:30.119> your<00:00:30.320> career<00:00:30.800> and<00:00:31.080> as you can't move up in your career and as you can't move up in your career and as to<00:00:31.439> what<00:00:31.560> you<00:00:31.640> should<00:00:31.840> do<00:00:32.079> instead<00:00:32.920> but<00:00:33.079> in to what you should do instead but in to what you should do instead but in this<00:00:33.480> video<00:00:33.760> I'm<00:00:33.879> going<00:00:34.040> to<00:00:34.200> share<00:00:34.520> with<00:00:34.680> you this video I'm going to share with you this video I'm going to share with you five<00:00:35.680> powerful<00:00:36.280> strategies<00:00:36.840> to<00:00:37.040> help<00:00:37.200> you five powerful strategies to help you five powerful strategies to help you move<00:00:38.120> from<00:00:38.360> a<00:00:38.640> management<00:00:39.360> position<00:00:40.039> to<00:00:40.239> a move from a management position to a move from a management position to a leadership<00:00:40.920> or<00:00:41.200> executive<00:00:41.800> role<00:00:42.440> these leadership or executive role these leadership or executive role these strategies<00:00:43.160> will<00:00:43.320> help<00:00:43.520> you<00:00:43.680> demonstrate strategies will help you demonstrate strategies will help you demonstrate effective<00:00:44.920> leadership<00:00:45.480> or<00:00:45.719> executive<00:00:46.440> skills effective leadership or executive skills effective leadership or executive skills and<00:00:47.399> will<00:00:47.640> help<00:00:48.000> position<00:00:48.480> you<00:00:48.680> for<00:00:49.000> SE<00:00:49.440> sweet and will help position you for SE sweet and will help position you for SE sweet positions<00:00:51.000> if<00:00:51.199> that<00:00:51.360> sounds<00:00:51.680> like<00:00:51.920> something positions if that sounds like something positions if that sounds like something that<00:00:52.559> resonates<00:00:53.160> with<00:00:53.320> you<00:00:53.719> then<00:00:54.160> keep that resonates with you then keep that resonates with you then keep watching<00:00:55.000> before<00:00:55.239> you<00:00:55.359> start<00:00:55.559> learning<00:00:55.920> about watching before you start learning about watching before you start learning about the<00:00:56.280> strategies<00:00:56.879> it's<00:00:57.079> really<00:00:57.359> important the strategies it's really important the strategies it's really important that<00:00:57.920> you<00:00:58.079> get<00:00:58.280> an<00:00:58.760> understanding<00:00:59.000> of<00:00:59.160> the that you get an understanding of the that you get an understanding of the different<00:00:59.600> roles<00:00:59.920> goals<00:01:00.399> and<00:01:00.600> requirements different roles goals and requirements different roles goals and requirements of<00:01:01.399> a<00:01:01.640> manager<00:01:02.199> versus<00:01:02.559> a<00:01:02.680> leader<00:01:03.239> because of a manager versus a leader because of a manager versus a leader because when<00:01:03.600> you<00:01:04.040> understand<00:01:04.320> this<00:01:04.479> you<00:01:04.600> will<00:01:04.760> know when you understand this you will know when you understand this you will know what<00:01:05.119> shifts<00:01:05.600> you<00:01:05.799> need<00:01:06.000> to<00:01:06.200> make<00:01:06.640> in<00:01:06.760> the what shifts you need to make in the what shifts you need to make in the course<00:01:07.119> of<00:01:07.280> one's<00:01:07.600> career<00:01:08.080> there<00:01:08.200> are<00:01:08.520> three course of one's career there are three course of one's career there are three broad<00:01:09.640> phases<00:01:10.479> that<00:01:10.640> you<00:01:10.720> would<00:01:10.960> go<00:01:11.159> through broad phases that you would go through broad phases that you would go through the<00:01:11.799> first<00:01:12.080> is<00:01:12.200> an<00:01:12.400> individual<00:01:13.000> contributor the first is an individual contributor the first is an individual contributor this<00:01:13.840> is<00:01:14.000> where<00:01:14.200> you<00:01:14.320> are<00:01:14.520> entry<00:01:14.920> level<00:01:15.200> or this is where you are entry level or this is where you are entry level or pre-management<00:01:16.280> level<00:01:16.520> in<00:01:16.680> your<00:01:16.920> career<00:01:17.680> your pre-management level in your career your pre-management level in your career your focus<00:01:18.320> is<00:01:18.520> very<00:01:18.920> task<00:01:19.479> specific<00:01:20.040> on<00:01:20.320> your<00:01:20.600> job focus is very task specific on your job focus is very task specific on your job only<00:01:21.640> your<00:01:21.799> focus<00:01:22.159> doesn't<00:01:22.520> go<00:01:22.799> beyond<00:01:23.360> your only your focus doesn't go beyond your only your focus doesn't go beyond your tasks<00:01:24.280> that<00:01:24.479> you<00:01:24.640> need<00:01:24.840> to<00:01:25.119> perform<00:01:25.720> or<00:01:26.000> the tasks that you need to perform or the tasks that you need to perform or the tasks<00:01:26.520> that<00:01:26.640> are<00:01:26.840> within<00:01:27.159> your<00:01:27.360> job tasks that are within your job tasks that are within your job description<00:01:28.320> an<00:01:28.479> example<00:01:28.880> of<00:01:29.079> this<00:01:29.240> would<00:01:29.400> be description an example of this would be description an example of this would be a<00:01:29.920> graduate<00:01:30.360> accountant<00:01:31.040> or<00:01:31.400> a<00:01:31.720> lawyer<00:01:32.280> with<00:01:32.520> 1 a graduate accountant or a lawyer with 1 a graduate accountant or a lawyer with 1 to<00:01:33.000> 3<00:01:33.399> years<00:01:33.880> experience<00:01:34.720> or<00:01:34.920> a<00:01:35.119> programmer to 3 years experience or a programmer to 3 years experience or a programmer with<00:01:35.880> 1<00:01:36.119> to<00:01:36.280> 3<00:01:36.680> years<00:01:37.040> experience<00:01:37.799> the<00:01:37.960> second with 1 to 3 years experience the second with 1 to 3 years experience the second phase<00:01:38.600> is<00:01:38.799> management<00:01:39.640> this<00:01:39.759> is<00:01:39.880> where<00:01:40.040> you've phase is management this is where you've phase is management this is where you've developed<00:01:40.720> a<00:01:40.960> high<00:01:41.280> level<00:01:41.759> of<00:01:42.040> experience<00:01:42.680> and developed a high level of experience and developed a high level of experience and knowledge<00:01:43.600> pertaining<00:01:44.040> to<00:01:44.320> a<00:01:44.640> specific<00:01:45.159> area knowledge pertaining to a specific area knowledge pertaining to a specific area and<00:01:45.920> you<00:01:46.040> are<00:01:46.280> in<00:01:46.479> charge<00:01:46.840> of<00:01:46.960> a<00:01:47.079> team<00:01:47.560> in<00:01:47.719> this and you are in charge of a team in this and you are in charge of a team in this situation<00:01:48.479> your<00:01:48.680> focus<00:01:49.079> is<00:01:49.280> much<00:01:49.560> broader situation your focus is much broader situation your focus is much broader than<00:01:50.280> that<00:01:50.479> of<00:01:50.600> an<00:01:50.799> individual<00:01:51.399> contributor than that of an individual contributor than that of an individual contributor you're<00:01:52.600> less<00:01:52.920> concerned<00:01:53.479> with<00:01:53.799> individual you're less concerned with individual you're less concerned with individual tasks<00:01:55.159> you're<00:01:55.479> more<00:01:55.799> concerned<00:01:56.399> with tasks you're more concerned with tasks you're more concerned with managing<00:01:57.320> people<00:01:57.799> and<00:01:58.039> helping<00:01:58.520> them<00:01:58.840> achieve managing people and helping them achieve managing people and helping them achieve the<00:01:59.360> tasks<00:01:59.680> that<00:02:00.000> they<00:02:00.119> need<00:02:00.360> to<00:02:00.719> perform the tasks that they need to perform the tasks that they need to perform skills<00:02:01.759> that<00:02:01.880> are<00:02:02.119> important<00:02:02.640> here<00:02:02.920> are skills that are important here are skills that are important here are delegation<00:02:04.079> giving<00:02:04.399> and<00:02:04.840> receiving<00:02:05.200> feedback delegation giving and receiving feedback delegation giving and receiving feedback conducting<00:02:06.719> meetings<00:02:07.320> organizing<00:02:08.200> timelines conducting meetings organizing timelines conducting meetings organizing timelines and<00:02:09.119> schedules<00:02:09.959> and<00:02:10.080> tracking<00:02:10.520> performance and schedules and tracking performance and schedules and tracking performance towards<00:02:11.760> specific<00:02:12.239> goals<00:02:12.840> not<00:02:13.000> to<00:02:13.160> mention towards specific goals not to mention towards specific goals not to mention people's<00:02:13.879> skills<00:02:14.280> which<00:02:14.400> are<00:02:14.720> extremely people's skills which are extremely people's skills which are extremely important<00:02:16.200> as<00:02:16.360> well<00:02:16.800> the<00:02:17.080> third<00:02:17.640> phase<00:02:18.239> is important as well the third phase is important as well the third phase is leadership<00:02:19.519> here<00:02:20.160> your<00:02:20.440> focus<00:02:20.879> is<00:02:21.280> much leadership here your focus is much leadership here your focus is much broader<00:02:22.239> and<00:02:22.720> cross<00:02:23.120> functional<00:02:23.800> instead<00:02:24.080> of broader and cross functional instead of broader and cross functional instead of being<00:02:24.480> concerned<00:02:24.959> with<00:02:25.280> one<00:02:25.720> team<00:02:26.239> you're being concerned with one team you're being concerned with one team you're concerned<00:02:27.040> with<00:02:27.440> multiple<00:02:27.959> teams<00:02:28.360> or concerned with multiple teams or concerned with multiple teams or sometimes<00:02:29.080> entire<00:02:29.480> depart<00:02:29.800> departments<00:02:30.160> or sometimes entire depart departments or sometimes entire depart departments or multiple<00:02:31.040> departments<00:02:31.959> at<00:02:32.120> this<00:02:32.400> level<00:02:32.800> you multiple departments at this level you multiple departments at this level you don't<00:02:33.160> spend<00:02:33.480> much<00:02:33.760> time<00:02:34.080> monitoring<00:02:34.720> how don't spend much time monitoring how don't spend much time monitoring how each<00:02:35.319> team<00:02:35.640> member<00:02:36.040> is<00:02:36.280> performing<00:02:37.160> your<00:02:37.480> time each team member is performing your time each team member is performing your time is<00:02:38.040> spent<00:02:38.360> on<00:02:38.519> organizing<00:02:39.200> the<00:02:39.440> bigger is spent on organizing the bigger is spent on organizing the bigger picture<00:02:40.239> the<00:02:40.400> bigger<00:02:40.760> goals<00:02:41.159> and<00:02:41.280> the<00:02:41.440> bigger picture the bigger goals and the bigger picture the bigger goals and the bigger objectives<00:02:42.319> that<00:02:42.480> the<00:02:42.680> whole<00:02:42.920> team<00:02:43.280> is objectives that the whole team is objectives that the whole team is working<00:02:43.879> towards<00:02:44.640> skills<00:02:45.000> that<00:02:45.159> are working towards skills that are working towards skills that are important<00:02:45.840> for<00:02:46.040> leaders<00:02:46.480> and<00:02:46.720> executives<00:02:47.319> are important for leaders and executives are important for leaders and executives are coming<00:02:48.200> up<00:02:48.480> with<00:02:48.680> a<00:02:48.879> vision<00:02:49.640> identifying coming up with a vision identifying coming up with a vision identifying pitfalls<00:02:50.879> and<00:02:51.159> challenges<00:02:52.080> and pitfalls and challenges and pitfalls and challenges and communicating<00:02:52.920> your<00:02:53.120> vision<00:02:53.440> to<00:02:53.800> team communicating your vision to team communicating your vision to team managers<00:02:55.280> basically<00:02:55.840> your<00:02:56.159> focus<00:02:56.560> is<00:02:56.680> on managers basically your focus is on managers basically your focus is on setting<00:02:57.480> everyone<00:02:57.959> up<00:02:58.239> in<00:02:58.400> the<00:02:58.599> organization setting everyone up in the organization setting everyone up in the organization for<00:02:59.440> a<00:02:59.800> success<00:03:00.519> so<00:03:00.840> they<00:03:01.000> are<00:03:01.239> the<00:03:01.440> three for a success so they are the three for a success so they are the three stages<00:03:02.400> that<00:03:02.560> you<00:03:02.680> would<00:03:02.959> naturally<00:03:03.440> go stages that you would naturally go stages that you would naturally go through<00:03:04.000> in<00:03:04.120> a<00:03:04.360> career<00:03:04.760> when<00:03:04.879> you're<00:03:05.080> moving through in a career when you're moving through in a career when you're moving from<00:03:06.040> entry<00:03:06.480> level<00:03:06.959> up<00:03:07.120> to<00:03:07.319> leader<00:03:07.799> or from entry level up to leader or from entry level up to leader or executive<00:03:08.640> level<00:03:09.400> now<00:03:09.720> because<00:03:10.159> each<00:03:10.440> phase executive level now because each phase executive level now because each phase requires<00:03:11.440> a<00:03:11.640> different<00:03:12.040> skill<00:03:12.360> set<00:03:12.680> it's requires a different skill set it's requires a different skill set it's natural<00:03:13.720> that<00:03:14.000> as<00:03:14.120> you<00:03:14.319> move<00:03:14.680> up<00:03:15.000> to<00:03:15.319> each natural that as you move up to each natural that as you move up to each stage<00:03:16.239> you<00:03:16.360> will<00:03:16.519> need<00:03:16.720> to<00:03:16.959> improve<00:03:17.760> or<00:03:18.040> expand stage you will need to improve or expand stage you will need to improve or expand your<00:03:18.959> own<00:03:19.280> skill<00:03:19.640> set<00:03:20.000> when<00:03:20.200> moving<00:03:20.519> from<00:03:20.680> an your own skill set when moving from an your own skill set when moving from an individual<00:03:21.400> contributor<00:03:21.959> to<00:03:22.080> a<00:03:22.239> manager individual contributor to a manager individual contributor to a manager level<00:03:23.239> the<00:03:23.400> transition<00:03:24.040> is<00:03:24.280> a<00:03:24.400> bit<00:03:24.680> easier<00:03:25.440> but level the transition is a bit easier but level the transition is a bit easier but when<00:03:25.799> moving<00:03:26.159> from<00:03:26.319> a<00:03:26.480> manager<00:03:27.000> level<00:03:27.239> to<00:03:27.400> a when moving from a manager level to a when moving from a manager level to a leader<00:03:27.799> or<00:03:28.080> executive<00:03:28.599> level<00:03:29.000> the<00:03:29.120> shift<00:03:29.799> can leader or executive level the shift can leader or executive level the shift can be<00:03:30.159> a<00:03:30.280> lot<00:03:30.480> more<00:03:30.879> ambiguous<00:03:31.720> so<00:03:32.000> now<00:03:32.239> we're be a lot more ambiguous so now we're be a lot more ambiguous so now we're going<00:03:32.560> to<00:03:32.720> look<00:03:32.879> at<00:03:33.360> what<00:03:33.480> you<00:03:33.640> need<00:03:33.840> to<00:03:34.000> do going to look at what you need to do going to look at what you need to do when<00:03:34.519> you<00:03:34.640> are<00:03:34.879> moving<00:03:35.280> from<00:03:35.480> a<00:03:35.640> manager<00:03:36.159> level when you are moving from a manager level when you are moving from a manager level to<00:03:36.640> a<00:03:36.760> leader<00:03:37.080> or<00:03:37.360> executive<00:03:37.920> level<00:03:38.599> in<00:03:38.760> your to a leader or executive level in your to a leader or executive level in your career<00:03:39.560> the<00:03:39.680> first<00:03:39.920> thing<00:03:40.120> that<00:03:40.239> you<00:03:40.360> need<00:03:40.560> to career the first thing that you need to career the first thing that you need to do<00:03:40.959> is<00:03:41.080> to<00:03:41.280> take<00:03:41.519> stock<00:03:41.840> of<00:03:42.120> what<00:03:42.280> you<00:03:42.439> do<00:03:42.720> now do is to take stock of what you do now do is to take stock of what you do now versus<00:03:43.519> what<00:03:43.640> you<00:03:43.879> need<00:03:44.200> to<00:03:44.400> do<00:03:44.720> for<00:03:44.959> that<00:03:45.159> next versus what you need to do for that next versus what you need to do for that next role<00:03:46.000> for<00:03:46.200> this<00:03:46.360> I<00:03:46.439> want<00:03:46.599> you<00:03:46.680> to<00:03:46.879> ask<00:03:47.120> yourself role for this I want you to ask yourself role for this I want you to ask yourself five<00:03:47.959> really<00:03:48.239> important<00:03:48.760> questions<00:03:49.480> what<00:03:49.599> are five really important questions what are five really important questions what are the<00:03:49.879> main<00:03:50.159> tasks<00:03:50.560> you<00:03:50.680> currently<00:03:51.080> perform<00:03:51.439> as the main tasks you currently perform as the main tasks you currently perform as a<00:03:51.680> manager<00:03:52.000> of<00:03:52.120> a<00:03:52.239> team<00:03:53.040> what<00:03:53.200> skills<00:03:53.519> do<00:03:53.640> you a manager of a team what skills do you a manager of a team what skills do you use<00:03:54.159> when<00:03:54.360> performing<00:03:54.879> those<00:03:55.159> tasks<00:03:56.040> do<00:03:56.280> your use when performing those tasks do your use when performing those tasks do your current<00:03:56.879> tasks<00:03:57.319> align<00:03:57.760> with<00:03:57.920> what<00:03:58.040> a<00:03:58.159> leader current tasks align with what a leader current tasks align with what a leader or<00:03:58.640> executive<00:03:59.120> will<00:03:59.239> need<00:03:59.360> to<00:03:59.480> per<00:03:59.840> perform or executive will need to per perform or executive will need to per perform what<00:04:01.000> additional<00:04:01.519> tasks<00:04:02.000> does<00:04:02.159> a<00:04:02.319> leader what additional tasks does a leader what additional tasks does a leader perform<00:04:03.280> that<00:04:03.400> you<00:04:03.560> need<00:04:03.760> to<00:04:03.959> become<00:04:04.280> good<00:04:04.480> at perform that you need to become good at perform that you need to become good at what<00:04:05.680> skills<00:04:06.040> do<00:04:06.200> you<00:04:06.360> need<00:04:06.560> to<00:04:06.720> develop<00:04:07.079> to what skills do you need to develop to what skills do you need to develop to perform<00:04:07.760> those<00:04:07.920> leadership<00:04:08.480> tasks<00:04:09.000> well<00:04:09.519> the perform those leadership tasks well the perform those leadership tasks well the answers<00:04:09.959> to<00:04:10.159> these<00:04:10.360> questions<00:04:10.720> will<00:04:10.920> of answers to these questions will of answers to these questions will of course<00:04:11.280> be<00:04:11.480> different<00:04:11.720> for<00:04:11.959> everyone course be different for everyone course be different for everyone watching<00:04:12.760> this<00:04:12.959> video<00:04:13.640> but<00:04:13.879> at<00:04:14.000> least<00:04:14.200> it<00:04:14.319> will watching this video but at least it will watching this video but at least it will get<00:04:14.680> you<00:04:14.959> thinking<00:04:15.400> about<00:04:15.879> what<00:04:16.000> you<00:04:16.160> need<00:04:16.359> to get you thinking about what you need to get you thinking about what you need to learn<00:04:17.120> and<00:04:17.359> how<00:04:17.560> you<00:04:17.680> need<00:04:17.880> to<00:04:18.079> change<00:04:18.560> in learn and how you need to change in learn and how you need to change in order<00:04:18.919> to<00:04:19.079> be<00:04:19.320> successful<00:04:19.959> in<00:04:20.079> a<00:04:20.239> leadership order to be successful in a leadership order to be successful in a leadership or<00:04:20.959> executive<00:04:21.440> role<00:04:22.240> sometimes<00:04:22.520> it<00:04:22.639> will<00:04:22.800> be or executive role sometimes it will be or executive role sometimes it will be about<00:04:23.360> adding<00:04:23.919> skills<00:04:24.400> or<00:04:24.680> adding<00:04:25.240> tasks about adding skills or adding tasks about adding skills or adding tasks other<00:04:26.560> times<00:04:27.000> it<00:04:27.120> would<00:04:27.360> be<00:04:27.720> about other times it would be about other times it would be about subtracting<00:04:29.120> tasks<00:04:29.680> or<00:04:29.840> subtracting<00:04:30.680> skills subtracting tasks or subtracting skills subtracting tasks or subtracting skills that<00:04:31.280> you<00:04:31.400> need<00:04:31.639> to<00:04:31.840> use<00:04:32.639> and<00:04:32.880> this<00:04:33.000> is<00:04:33.199> often that you need to use and this is often that you need to use and this is often one<00:04:33.680> of<00:04:33.840> the<00:04:34.080> biggest<00:04:34.520> challenges<00:04:35.039> for<00:04:35.280> people one of the biggest challenges for people one of the biggest challenges for people who<00:04:35.680> are<00:04:35.919> transitioning<00:04:36.639> from<00:04:36.800> a<00:04:37.280> manager who are transitioning from a manager who are transitioning from a manager level<00:04:38.440> to<00:04:38.639> a<00:04:38.800> leader<00:04:39.160> or<00:04:39.440> executive<00:04:40.000> level<00:04:40.440> you level to a leader or executive level you level to a leader or executive level you might<00:04:40.800> think<00:04:41.039> that<00:04:41.160> you<00:04:41.320> need<00:04:41.520> to<00:04:41.759> do<00:04:42.080> more<00:04:42.440> or might think that you need to do more or might think that you need to do more or that<00:04:42.720> you<00:04:42.840> need<00:04:43.000> to<00:04:43.240> be<00:04:43.560> more<00:04:44.199> when<00:04:44.400> in<00:04:44.600> reality that you need to be more when in reality that you need to be more when in reality it's<00:04:45.320> really<00:04:45.720> about<00:04:46.080> removing<00:04:46.880> tasks<00:04:47.400> or it's really about removing tasks or it's really about removing tasks or removing<00:04:48.240> skills<00:04:49.120> that<00:04:49.240> aren't<00:04:49.520> going<00:04:49.720> to removing skills that aren't going to removing skills that aren't going to serve<00:04:50.280> you<00:04:50.560> when<00:04:50.759> you<00:04:50.919> are<00:04:51.199> a<00:04:51.320> leader<00:04:51.840> or<00:04:52.000> an serve you when you are a leader or an serve you when you are a leader or an executive<00:04:52.960> so<00:04:53.199> have<00:04:53.479> discussions<00:04:54.160> with executive so have discussions with executive so have discussions with senior<00:04:54.720> leaders<00:04:55.360> observe<00:04:55.919> them<00:04:56.199> in<00:04:56.400> their<00:04:56.759> job senior leaders observe them in their job senior leaders observe them in their job take<00:04:57.919> courses<00:04:58.639> read<00:04:59.120> about<00:04:59.560> leadership<00:05:00.320> and take courses read about leadership and take courses read about leadership and try<00:05:00.639> to<00:05:00.919> identify<00:05:01.639> what<00:05:01.840> skills<00:05:02.280> are try to identify what skills are try to identify what skills are Irrelevant<00:05:03.400> for<00:05:03.840> you<00:05:04.520> when<00:05:04.720> you<00:05:04.919> want<00:05:05.160> to Irrelevant for you when you want to Irrelevant for you when you want to become<00:05:05.600> a<00:05:05.720> leader<00:05:06.360> the<00:05:06.520> second<00:05:06.840> thing<00:05:07.000> you<00:05:07.120> can become a leader the second thing you can become a leader the second thing you can do<00:05:07.520> is<00:05:07.680> to<00:05:07.840> shift<00:05:08.160> your<00:05:08.400> focus<00:05:08.840> from<00:05:09.199> managing do is to shift your focus from managing do is to shift your focus from managing people<00:05:10.120> to<00:05:10.479> Big<00:05:10.919> Picture<00:05:11.400> thinking<00:05:12.240> now<00:05:12.479> of people to Big Picture thinking now of people to Big Picture thinking now of course<00:05:13.000> in<00:05:13.120> order<00:05:13.400> to<00:05:13.639> continue<00:05:14.160> doing<00:05:14.560> your course in order to continue doing your course in order to continue doing your job<00:05:15.280> well<00:05:15.759> you<00:05:15.919> still<00:05:16.199> need<00:05:16.440> to<00:05:16.600> be<00:05:16.759> on<00:05:16.960> top<00:05:17.160> of job well you still need to be on top of job well you still need to be on top of the<00:05:17.520> management<00:05:18.240> side<00:05:18.919> of<00:05:19.080> your<00:05:19.360> role<00:05:20.039> but the management side of your role but the management side of your role but there<00:05:20.400> might<00:05:20.600> be<00:05:20.759> some<00:05:21.039> ways<00:05:21.400> where<00:05:21.560> you<00:05:21.680> can there might be some ways where you can there might be some ways where you can Infuse<00:05:22.759> big<00:05:23.039> picture<00:05:23.520> thinking<00:05:23.919> into<00:05:24.199> your Infuse big picture thinking into your Infuse big picture thinking into your current<00:05:25.120> management<00:05:25.639> role<00:05:26.160> because<00:05:26.520> this<00:05:26.800> is current management role because this is current management role because this is an<00:05:27.319> ability<00:05:27.880> that<00:05:28.120> senior<00:05:28.680> leaders<00:05:29.080> or an ability that senior leaders or an ability that senior leaders or Executives<00:05:30.039> will<00:05:30.280> look<00:05:30.479> for<00:05:31.080> when<00:05:31.240> they're Executives will look for when they're Executives will look for when they're deciding<00:05:31.960> whether<00:05:32.199> to<00:05:32.520> promote<00:05:33.000> you<00:05:33.319> into<00:05:33.560> a deciding whether to promote you into a deciding whether to promote you into a leadership<00:05:34.120> or<00:05:34.360> executive<00:05:34.800> role<00:05:35.360> how<00:05:35.560> can<00:05:35.720> you leadership or executive role how can you leadership or executive role how can you develop<00:05:36.560> big<00:05:36.960> picture<00:05:37.520> thinking<00:05:38.240> well develop big picture thinking well develop big picture thinking well essentially<00:05:39.160> what<00:05:39.280> you<00:05:39.440> need<00:05:39.639> to<00:05:39.800> do<00:05:40.120> here<00:05:40.400> is essentially what you need to do here is essentially what you need to do here is you<00:05:40.639> need<00:05:40.840> to<00:05:41.039> become<00:05:41.520> competent<00:05:42.360> at<00:05:42.600> creating you need to become competent at creating you need to become competent at creating a<00:05:43.360> vision<00:05:44.039> knowledge<00:05:44.720> will<00:05:45.000> help<00:05:45.240> you a vision knowledge will help you a vision knowledge will help you immensely<00:05:46.280> here<00:05:46.919> try<00:05:47.120> to<00:05:47.319> become<00:05:47.720> more immensely here try to become more immensely here try to become more knowledgeable<00:05:48.919> about<00:05:49.319> departmental<00:05:50.319> or knowledgeable about departmental or knowledgeable about departmental or organizational<00:05:51.639> goals<00:05:52.400> ask<00:05:52.759> your<00:05:53.080> boss<00:05:53.520> what organizational goals ask your boss what organizational goals ask your boss what their<00:05:54.400> goals<00:05:54.800> are<00:05:55.240> what<00:05:55.479> their<00:05:55.840> Department's their goals are what their Department's their goals are what their Department's goals<00:05:56.919> or<00:05:57.120> what<00:05:57.240> the<00:05:57.440> organization's<00:05:58.360> goals goals or what the organization's goals goals or what the organization's goals are<00:05:59.759> they<00:05:59.960> are<00:06:00.240> higher<00:06:00.600> up<00:06:00.840> than<00:06:01.039> you<00:06:01.400> in<00:06:01.560> the are they are higher up than you in the are they are higher up than you in the corporate<00:06:02.199> ladder<00:06:02.639> so<00:06:02.840> they<00:06:03.000> might<00:06:03.240> have<00:06:03.400> some corporate ladder so they might have some corporate ladder so they might have some valuable<00:06:04.160> insights<00:06:04.600> to<00:06:04.759> share<00:06:05.280> things<00:06:05.479> that valuable insights to share things that valuable insights to share things that you've<00:06:05.919> never<00:06:06.240> even<00:06:06.520> thought<00:06:06.800> of<00:06:07.199> try<00:06:07.560> to you've never even thought of try to you've never even thought of try to attend<00:06:08.120> all<00:06:08.599> high<00:06:09.000> level<00:06:09.319> corporate<00:06:09.720> meetings attend all high level corporate meetings attend all high level corporate meetings that<00:06:10.360> you're<00:06:10.720> allowed<00:06:11.199> to<00:06:11.520> attend<00:06:12.160> or<00:06:12.520> request that you're allowed to attend or request that you're allowed to attend or request to<00:06:13.080> have<00:06:13.199> a<00:06:13.319> seat<00:06:13.560> in<00:06:13.720> the<00:06:13.880> room<00:06:14.440> not<00:06:14.720> at<00:06:14.880> the to have a seat in the room not at the to have a seat in the room not at the table<00:06:15.520> but<00:06:15.759> just<00:06:16.039> as<00:06:16.160> an<00:06:16.400> observer<00:06:17.199> so<00:06:17.319> you<00:06:17.440> can table but just as an observer so you can table but just as an observer so you can understand<00:06:18.280> what's<00:06:18.560> going<00:06:18.759> on<00:06:19.199> build understand what's going on build understand what's going on build awareness<00:06:20.199> around<00:06:20.599> industry<00:06:21.160> developments awareness around industry developments awareness around industry developments or<00:06:22.120> economic<00:06:22.720> developments<00:06:23.639> become<00:06:23.960> aware<00:06:24.360> of or economic developments become aware of or economic developments become aware of what<00:06:24.720> competitors<00:06:25.240> are<00:06:25.400> doing<00:06:26.000> there<00:06:26.160> might what competitors are doing there might what competitors are doing there might be<00:06:26.479> larger<00:06:26.919> opportunities<00:06:27.520> or<00:06:27.759> pitfalls<00:06:28.319> that be larger opportunities or pitfalls that be larger opportunities or pitfalls that you<00:06:28.639> can<00:06:28.800> use<00:06:29.000> to<00:06:29.160> help<00:06:29.479> craft<00:06:29.759> a<00:06:29.960> broader you can use to help craft a broader you can use to help craft a broader Vision<00:06:30.960> the<00:06:31.120> second<00:06:31.360> thing<00:06:31.560> is<00:06:31.960> through<00:06:32.240> this Vision the second thing is through this Vision the second thing is through this process<00:06:32.919> of<00:06:33.160> acquiring<00:06:33.720> knowledge<00:06:34.160> you<00:06:34.319> might process of acquiring knowledge you might process of acquiring knowledge you might start<00:06:34.759> to<00:06:34.919> see<00:06:35.280> paths<00:06:36.120> that<00:06:36.240> will<00:06:36.400> help<00:06:36.599> you start to see paths that will help you start to see paths that will help you map<00:06:37.080> out<00:06:37.639> your<00:06:37.840> vision<00:06:38.400> map<00:06:38.720> out<00:06:39.120> these<00:06:39.400> paths map out your vision map out these paths map out your vision map out these paths in<00:06:40.039> a<00:06:40.240> journal<00:06:41.080> there's<00:06:41.280> no<00:06:41.440> need<00:06:41.680> to<00:06:41.960> show in a journal there's no need to show in a journal there's no need to show this<00:06:42.560> to<00:06:42.759> anyone<00:06:43.080> else<00:06:43.400> just<00:06:43.560> keep<00:06:43.759> it<00:06:43.840> to this to anyone else just keep it to this to anyone else just keep it to yourself<00:06:44.560> but<00:06:44.680> it's<00:06:44.880> really<00:06:45.120> good<00:06:45.440> practice yourself but it's really good practice yourself but it's really good practice to<00:06:45.880> help<00:06:46.080> you<00:06:46.319> develop<00:06:47.039> big<00:06:47.280> pictures to help you develop big pictures to help you develop big pictures thinking<00:06:48.120> and<00:06:48.240> to<00:06:48.360> help<00:06:48.520> you<00:06:48.639> create<00:06:48.960> a<00:06:49.160> vision thinking and to help you create a vision thinking and to help you create a vision if<00:06:49.720> you<00:06:49.800> don't<00:06:50.080> immediately<00:06:50.599> see<00:06:50.919> any<00:06:51.240> paths if you don't immediately see any paths if you don't immediately see any paths then<00:06:51.919> take<00:06:52.120> some<00:06:52.360> time<00:06:52.560> to<00:06:52.759> map<00:06:53.039> out<00:06:53.560> different then take some time to map out different then take some time to map out different Alternatives<00:06:54.960> the<00:06:55.160> third<00:06:55.440> thing<00:06:55.599> you<00:06:55.720> can<00:06:55.879> do Alternatives the third thing you can do Alternatives the third thing you can do is<00:06:56.280> to<00:06:56.479> become<00:06:56.879> exceptional<00:06:57.560> at<00:06:57.720> mapping<00:06:58.039> out is to become exceptional at mapping out is to become exceptional at mapping out goals<00:06:58.599> for<00:06:58.840> your<00:06:59.039> team<00:06:59.639> what<00:06:59.759> does<00:07:00.000> success goals for your team what does success goals for your team what does success look<00:07:00.680> like<00:07:00.879> for<00:07:01.080> your<00:07:01.319> team<00:07:01.759> what<00:07:01.919> does look like for your team what does look like for your team what does everyone<00:07:02.639> have<00:07:02.759> to<00:07:02.919> do<00:07:03.280> in<00:07:03.400> order<00:07:03.680> to<00:07:03.960> get everyone have to do in order to get everyone have to do in order to get there<00:07:04.639> because<00:07:04.960> at<00:07:05.080> the<00:07:05.199> end<00:07:05.360> of<00:07:05.479> the<00:07:05.680> day<00:07:06.120> big there because at the end of the day big there because at the end of the day big picture<00:07:06.840> thinking<00:07:07.160> for<00:07:07.440> your<00:07:07.680> team<00:07:08.280> can<00:07:08.479> help picture thinking for your team can help picture thinking for your team can help you<00:07:08.840> develop<00:07:09.240> a<00:07:09.400> big<00:07:09.639> picture<00:07:10.039> thinking<00:07:10.479> for you develop a big picture thinking for you develop a big picture thinking for the<00:07:11.080> organization<00:07:11.840> as<00:07:12.000> well<00:07:12.560> which<00:07:12.680> is<00:07:12.879> what the organization as well which is what the organization as well which is what you<00:07:13.120> will<00:07:13.319> need<00:07:13.599> in<00:07:13.720> a<00:07:13.879> leadership<00:07:14.360> or you will need in a leadership or you will need in a leadership or executive<00:07:15.080> role<00:07:15.479> the<00:07:15.639> third<00:07:15.879> thing<00:07:16.080> you<00:07:16.199> can executive role the third thing you can executive role the third thing you can do<00:07:16.599> is<00:07:16.720> to<00:07:16.879> have<00:07:17.080> conversations<00:07:17.720> with<00:07:17.919> other do is to have conversations with other do is to have conversations with other leaders<00:07:18.560> and<00:07:18.840> Executives<00:07:19.759> this<00:07:19.919> is leaders and Executives this is leaders and Executives this is essentially<00:07:20.879> networking<00:07:21.639> where<00:07:21.800> you<00:07:22.039> meet essentially networking where you meet essentially networking where you meet and<00:07:22.599> interact<00:07:23.160> with<00:07:23.400> other<00:07:23.639> leaders<00:07:24.039> to<00:07:24.199> find and interact with other leaders to find and interact with other leaders to find out<00:07:24.720> what<00:07:24.840> is<00:07:25.080> required<00:07:25.560> at<00:07:25.720> their<00:07:25.919> level<00:07:26.479> what out what is required at their level what out what is required at their level what skills<00:07:27.120> are<00:07:27.360> essential<00:07:27.800> for<00:07:28.080> success<00:07:28.520> as<00:07:28.639> a skills are essential for success as a skills are essential for success as a leader<00:07:29.479> what<00:07:29.599> do<00:07:29.759> you<00:07:29.919> need<00:07:30.160> to<00:07:30.280> do<00:07:30.520> to<00:07:30.680> move<00:07:30.960> up leader what do you need to do to move up leader what do you need to do to move up to<00:07:31.360> that<00:07:31.560> level<00:07:32.039> it's<00:07:32.199> important<00:07:32.560> that<00:07:32.680> you to that level it's important that you to that level it's important that you talk<00:07:33.039> to<00:07:33.199> people<00:07:33.479> who<00:07:33.599> are<00:07:33.919> at<00:07:34.120> the<00:07:34.319> level talk to people who are at the level talk to people who are at the level you're<00:07:34.840> aiming<00:07:35.240> for<00:07:35.879> or<00:07:36.080> who<00:07:36.199> are<00:07:36.479> in<00:07:36.599> the you're aiming for or who are in the you're aiming for or who are in the position<00:07:37.360> that<00:07:37.479> you're<00:07:37.680> aiming<00:07:38.000> for<00:07:38.360> as<00:07:38.560> well position that you're aiming for as well position that you're aiming for as well because<00:07:39.599> these<00:07:39.759> are<00:07:40.000> people<00:07:40.360> who<00:07:40.520> will<00:07:40.720> have because these are people who will have because these are people who will have the<00:07:41.199> exact<00:07:41.639> knowledge<00:07:42.319> that<00:07:42.440> you<00:07:42.599> need<00:07:43.160> they the exact knowledge that you need they the exact knowledge that you need they could<00:07:43.440> be<00:07:43.599> in<00:07:43.720> the<00:07:43.840> same<00:07:44.120> Department<00:07:44.720> company could be in the same Department company could be in the same Department company or<00:07:45.240> a<00:07:45.440> different<00:07:45.759> company<00:07:46.360> they<00:07:46.520> might<00:07:46.720> know or a different company they might know or a different company they might know who<00:07:47.319> you<00:07:47.479> are<00:07:47.800> or<00:07:48.000> they<00:07:48.159> might<00:07:48.400> not<00:07:48.840> try<00:07:49.039> to who you are or they might not try to who you are or they might not try to meet<00:07:49.560> and<00:07:49.759> talk<00:07:50.039> with<00:07:50.199> a<00:07:50.440> variety<00:07:50.960> of<00:07:51.159> people meet and talk with a variety of people meet and talk with a variety of people so<00:07:51.680> you<00:07:51.800> can<00:07:51.960> get<00:07:52.120> some<00:07:52.360> different so you can get some different so you can get some different perspectives<00:07:53.759> plus<00:07:54.039> if<00:07:54.159> you<00:07:54.280> have<00:07:54.400> a<00:07:54.599> really perspectives plus if you have a really perspectives plus if you have a really good<00:07:55.039> connection<00:07:55.400> with<00:07:55.560> these<00:07:55.759> people<00:07:56.080> then good connection with these people then good connection with these people then they<00:07:56.360> might<00:07:56.560> turn<00:07:56.800> into<00:07:57.039> your<00:07:57.280> mentor<00:07:58.039> and they might turn into your mentor and they might turn into your mentor and they<00:07:58.280> can<00:07:58.440> further<00:07:58.919> guide<00:07:59.400> and<00:07:59.720> develop<00:08:00.159> you they can further guide and develop you they can further guide and develop you into<00:08:00.639> the<00:08:00.840> role<00:08:01.479> that<00:08:01.599> you<00:08:01.720> want<00:08:01.840> to<00:08:02.000> be<00:08:02.199> in<00:08:02.560> or into the role that you want to be in or into the role that you want to be in or they<00:08:02.960> might<00:08:03.159> help<00:08:03.319> you<00:08:03.479> get<00:08:03.639> your<00:08:03.840> foot<00:08:04.080> in<00:08:04.240> the they might help you get your foot in the they might help you get your foot in the door<00:08:04.720> for<00:08:04.960> future<00:08:05.360> positions<00:08:05.919> by<00:08:06.039> telling<00:08:06.360> you door for future positions by telling you door for future positions by telling you about<00:08:06.879> them<00:08:07.039> before<00:08:07.479> anyone<00:08:07.840> else<00:08:08.120> knows<00:08:08.919> and about them before anyone else knows and about them before anyone else knows and by<00:08:09.639> recommending<00:08:10.280> you<00:08:10.479> to<00:08:10.919> the<00:08:11.039> hiring by recommending you to the hiring by recommending you to the hiring manager<00:08:12.159> when<00:08:12.280> you're<00:08:12.479> ready<00:08:12.680> to<00:08:12.879> have<00:08:13.080> these manager when you're ready to have these manager when you're ready to have these conversations<00:08:14.039> make<00:08:14.199> a<00:08:14.360> list<00:08:14.599> of<00:08:14.840> three<00:08:15.319> to conversations make a list of three to conversations make a list of three to five<00:08:16.120> people<00:08:16.560> you<00:08:16.680> can<00:08:16.879> have<00:08:17.120> these five people you can have these five people you can have these conversations<00:08:18.240> with<00:08:19.000> send<00:08:19.319> them<00:08:19.599> an<00:08:19.919> email<00:08:20.520> or conversations with send them an email or conversations with send them an email or pick<00:08:21.039> up<00:08:21.240> the<00:08:21.400> phone<00:08:21.800> and<00:08:22.000> connect<00:08:22.400> with<00:08:22.560> them pick up the phone and connect with them pick up the phone and connect with them or<00:08:23.080> send<00:08:23.360> them<00:08:23.479> a<00:08:23.639> connection<00:08:24.159> request<00:08:24.759> on or send them a connection request on or send them a connection request on LinkedIn<00:08:25.560> the<00:08:25.720> fourth<00:08:26.159> thing<00:08:26.520> you<00:08:26.680> can<00:08:26.840> do<00:08:27.120> to LinkedIn the fourth thing you can do to LinkedIn the fourth thing you can do to move<00:08:27.800> from<00:08:27.960> a<00:08:28.159> manager<00:08:28.639> level<00:08:28.840> to<00:08:29.000> a<00:08:29.280> leader<00:08:29.479> or move from a manager level to a leader or move from a manager level to a leader or executive<00:08:30.120> level<00:08:30.440> is<00:08:30.560> to<00:08:30.840> become<00:08:31.199> a<00:08:31.440> coach executive level is to become a coach executive level is to become a coach specifically<00:08:32.880> become<00:08:33.159> a<00:08:33.320> coach<00:08:33.560> to<00:08:33.800> people<00:08:34.159> in specifically become a coach to people in specifically become a coach to people in your<00:08:34.640> team<00:08:35.120> or<00:08:35.440> in<00:08:35.719> other<00:08:36.039> teams<00:08:36.760> who<00:08:36.959> are your team or in other teams who are your team or in other teams who are interested<00:08:37.959> in<00:08:38.279> or<00:08:38.479> who<00:08:38.760> have<00:08:39.039> potential<00:08:39.599> for interested in or who have potential for interested in or who have potential for a<00:08:40.560> management<00:08:41.279> position<00:08:41.880> you<00:08:41.959> can<00:08:42.120> help<00:08:42.360> them a management position you can help them a management position you can help them with<00:08:42.640> their<00:08:42.919> long-term<00:08:43.599> career<00:08:44.159> goals<00:08:44.880> help with their long-term career goals help with their long-term career goals help them<00:08:45.360> map<00:08:45.600> out<00:08:45.920> that<00:08:46.160> Vision<00:08:46.839> you<00:08:46.959> can<00:08:47.160> also them map out that Vision you can also them map out that Vision you can also coach<00:08:48.040> them<00:08:48.279> to<00:08:48.440> help<00:08:48.680> them<00:08:48.839> move<00:08:49.240> from<00:08:49.680> where coach them to help them move from where coach them to help them move from where they<00:08:50.080> are<00:08:50.360> now<00:08:50.640> to<00:08:50.880> the<00:08:51.200> next<00:08:51.519> level<00:08:52.040> in<00:08:52.200> their they are now to the next level in their they are now to the next level in their career<00:08:52.959> coaching<00:08:53.480> training<00:08:53.959> and<00:08:54.160> supporting career coaching training and supporting career coaching training and supporting others<00:08:55.000> will<00:08:55.279> absolutely<00:08:55.880> give<00:08:56.040> you<00:08:56.200> the others will absolutely give you the others will absolutely give you the skills<00:08:56.720> that<00:08:56.920> you<00:08:57.160> need<00:08:57.519> for<00:08:57.680> a<00:08:57.800> leadership<00:08:58.279> or skills that you need for a leadership or skills that you need for a leadership or an<00:08:58.600> executive<00:08:59.000> role<00:08:59.240> role<00:08:59.720> because<00:09:00.120> when an executive role role because when an executive role role because when you're<00:09:00.440> a<00:09:00.640> coach<00:09:00.920> you<00:09:01.079> become<00:09:01.600> really<00:09:01.959> good<00:09:02.200> at you're a coach you become really good at you're a coach you become really good at Big<00:09:02.880> Picture<00:09:03.399> thinking<00:09:04.200> and<00:09:04.320> you<00:09:04.519> develop<00:09:05.000> a Big Picture thinking and you develop a Big Picture thinking and you develop a really<00:09:05.760> strong<00:09:06.000> skill<00:09:06.360> set<00:09:06.600> in<00:09:06.800> mapping<00:09:07.240> out really strong skill set in mapping out really strong skill set in mapping out paths<00:09:08.160> to<00:09:08.360> help<00:09:08.680> achieve<00:09:09.160> that<00:09:09.399> Vision<00:09:10.040> you paths to help achieve that Vision you paths to help achieve that Vision you have<00:09:10.320> a<00:09:10.480> clear<00:09:10.839> point<00:09:11.200> of<00:09:11.440> where<00:09:11.839> that<00:09:12.040> person have a clear point of where that person have a clear point of where that person wants<00:09:12.519> to<00:09:12.640> be<00:09:12.839> in<00:09:13.000> their<00:09:13.240> career<00:09:13.720> and<00:09:13.920> because wants to be in their career and because wants to be in their career and because you<00:09:14.320> are<00:09:14.480> more<00:09:14.680> senior<00:09:15.160> than<00:09:15.440> them<00:09:15.959> you<00:09:16.120> know you are more senior than them you know you are more senior than them you know exactly<00:09:17.000> what<00:09:17.200> they<00:09:17.360> need<00:09:17.600> to<00:09:17.800> do<00:09:18.360> to<00:09:18.560> get exactly what they need to do to get exactly what they need to do to get there<00:09:19.240> and<00:09:19.399> you<00:09:19.600> as<00:09:19.680> a<00:09:19.839> coach<00:09:20.200> you<00:09:20.399> essentially there and you as a coach you essentially there and you as a coach you essentially guide<00:09:21.480> them<00:09:22.079> to<00:09:22.279> that<00:09:22.519> destination<00:09:23.360> senior guide them to that destination senior guide them to that destination senior managers<00:09:24.240> will<00:09:24.440> see<00:09:24.800> this<00:09:25.120> and<00:09:25.279> they<00:09:25.399> will managers will see this and they will managers will see this and they will know<00:09:25.920> that<00:09:26.120> you<00:09:26.320> have<00:09:26.600> exactly<00:09:27.160> what<00:09:27.320> it<00:09:27.560> takes know that you have exactly what it takes know that you have exactly what it takes to<00:09:28.360> be<00:09:28.600> successful<00:09:29.440> as<00:09:29.519> a<00:09:29.680> leader<00:09:30.120> or<00:09:30.640> as<00:09:30.760> an to be successful as a leader or as an to be successful as a leader or as an executive<00:09:31.839> plus<00:09:32.240> you<00:09:32.360> might<00:09:32.600> even<00:09:32.800> train<00:09:33.079> up executive plus you might even train up executive plus you might even train up your<00:09:33.560> successor<00:09:34.360> so<00:09:34.560> your<00:09:34.800> transition<00:09:35.320> to<00:09:35.480> a your successor so your transition to a your successor so your transition to a leadership<00:09:36.079> or<00:09:36.320> executive<00:09:36.800> role<00:09:37.360> doesn't leadership or executive role doesn't leadership or executive role doesn't leave<00:09:37.920> a<00:09:38.240> gap<00:09:38.640> that<00:09:38.839> prevents<00:09:39.399> your leave a gap that prevents your leave a gap that prevents your management<00:09:40.240> or<00:09:40.399> upper<00:09:40.720> management<00:09:41.279> from management or upper management from management or upper management from promoting<00:09:42.160> you<00:09:42.600> the<00:09:42.839> fifth<00:09:43.160> thing<00:09:43.480> that<00:09:43.600> you promoting you the fifth thing that you promoting you the fifth thing that you need<00:09:43.959> to<00:09:44.160> do<00:09:44.519> to<00:09:44.800> move<00:09:45.240> up<00:09:45.560> from<00:09:45.760> a<00:09:45.959> management need to do to move up from a management need to do to move up from a management position<00:09:46.839> to<00:09:47.040> a<00:09:47.160> leadership<00:09:47.600> or<00:09:47.839> executive position to a leadership or executive position to a leadership or executive role<00:09:48.640> is<00:09:48.720> to<00:09:48.920> be<00:09:49.120> able<00:09:49.399> to<00:09:49.720> articulate<00:09:50.399> your role is to be able to articulate your role is to be able to articulate your vision<00:09:51.360> this<00:09:51.519> relies<00:09:51.959> heavily<00:09:52.399> on vision this relies heavily on vision this relies heavily on communication<00:09:53.640> and<00:09:53.880> your<00:09:54.200> ability<00:09:54.680> to communication and your ability to communication and your ability to communicate<00:09:55.480> effectively<00:09:56.160> you<00:09:56.279> see<00:09:56.560> leaders communicate effectively you see leaders communicate effectively you see leaders and<00:09:57.240> Executives<00:09:57.839> they<00:09:58.000> not<00:09:58.200> only<00:09:58.519> come<00:09:58.760> up and Executives they not only come up and Executives they not only come up with<00:09:59.320> the<00:09:59.480> vision<00:10:00.079> but<00:10:00.240> they<00:10:00.440> also<00:10:00.680> know<00:10:01.000> how with the vision but they also know how with the vision but they also know how to<00:10:01.480> communicate<00:10:02.160> their<00:10:02.399> Vision<00:10:03.079> to<00:10:03.320> other to communicate their Vision to other to communicate their Vision to other people<00:10:04.240> they<00:10:04.440> influence<00:10:05.040> people<00:10:05.240> to<00:10:05.480> follow people they influence people to follow people they influence people to follow their<00:10:06.120> Vision<00:10:06.519> they<00:10:06.680> get<00:10:06.839> them<00:10:07.079> on<00:10:07.279> board<00:10:07.680> with their Vision they get them on board with their Vision they get them on board with challenging<00:10:08.519> goals<00:10:09.279> and<00:10:09.440> this<00:10:09.560> is<00:10:09.680> all<00:10:09.880> done challenging goals and this is all done challenging goals and this is all done through<00:10:10.480> precise<00:10:11.079> and<00:10:11.320> effective through precise and effective through precise and effective communication<00:10:12.560> techniques<00:10:13.320> leaders<00:10:13.720> and communication techniques leaders and communication techniques leaders and Executives<00:10:14.480> know<00:10:14.760> how<00:10:14.920> to<00:10:15.240> articulate<00:10:15.880> their Executives know how to articulate their Executives know how to articulate their thoughts<00:10:16.560> well<00:10:17.120> use<00:10:17.480> persuasive thoughts well use persuasive thoughts well use persuasive communication<00:10:18.800> to<00:10:19.000> get<00:10:19.240> people<00:10:19.519> on<00:10:19.720> board communication to get people on board communication to get people on board incorporate<00:10:21.000> stories<00:10:21.399> to<00:10:21.640> motivate<00:10:22.160> and incorporate stories to motivate and incorporate stories to motivate and Inspire<00:10:23.279> use<00:10:23.640> positive<00:10:24.040> body<00:10:24.320> language<00:10:24.680> and Inspire use positive body language and Inspire use positive body language and non-verbal<00:10:25.440> communication<00:10:26.079> to<00:10:26.320> back<00:10:26.560> up<00:10:26.800> what non-verbal communication to back up what non-verbal communication to back up what they're<00:10:27.160> saying<00:10:27.800> present<00:10:28.320> strong<00:10:28.560> arguments they're saying present strong arguments they're saying present strong arguments when<00:10:29.360> they<00:10:29.519> detect<00:10:30.040> resistance<00:10:30.839> and<00:10:31.160> listen when they detect resistance and listen when they detect resistance and listen to<00:10:31.880> seek<00:10:32.200> out<00:10:32.600> challenges<00:10:33.200> and<00:10:33.399> pitfalls<00:10:34.240> they to seek out challenges and pitfalls they to seek out challenges and pitfalls they use<00:10:34.760> these<00:10:34.959> skills<00:10:35.360> in<00:10:35.560> conversations<00:10:36.200> in use these skills in conversations in use these skills in conversations in boardroom<00:10:36.920> meetings<00:10:37.399> and<00:10:37.560> incorporate boardroom meetings and incorporate boardroom meetings and incorporate presentations<00:10:39.240> you<00:10:39.360> might<00:10:39.639> already<00:10:39.959> be<00:10:40.120> using presentations you might already be using presentations you might already be using some<00:10:40.680> of<00:10:40.839> these<00:10:41.000> communication<00:10:41.560> skills<00:10:41.959> now some of these communication skills now some of these communication skills now as<00:10:42.320> a<00:10:42.440> leader<00:10:43.240> refine<00:10:43.839> them<00:10:44.160> improve<00:10:44.680> them as a leader refine them improve them as a leader refine them improve them make<00:10:45.240> them<00:10:45.480> visible<00:10:46.040> and<00:10:46.200> make<00:10:46.320> sure<00:10:46.519> you<00:10:46.680> put make them visible and make sure you put make them visible and make sure you put them<00:10:47.000> on<00:10:47.160> your<00:10:47.360> CV<00:10:47.959> when<00:10:48.079> you<00:10:48.279> actually<00:10:48.600> apply them on your CV when you actually apply them on your CV when you actually apply for<00:10:49.279> that<00:10:49.440> leadership<00:10:49.959> role<00:10:50.519> if<00:10:50.600> you're<00:10:50.880> not for that leadership role if you're not for that leadership role if you're not using<00:10:51.519> any<00:10:51.720> of<00:10:51.880> these<00:10:52.079> communication using any of these communication using any of these communication techniques<00:10:53.240> right<00:10:53.440> now<00:10:53.760> then<00:10:53.880> you<00:10:53.959> will<00:10:54.120> need techniques right now then you will need techniques right now then you will need to<00:10:54.440> seek<00:10:54.800> resources<00:10:55.399> so<00:10:55.560> you<00:10:55.639> can<00:10:55.839> learn<00:10:56.200> how to seek resources so you can learn how to seek resources so you can learn how to<00:10:56.600> use<00:10:56.880> them<00:10:57.320> in<00:10:57.440> a<00:10:57.560> minute<00:10:57.800> I'll<00:10:57.959> point<00:10:58.200> you to use them in a minute I'll point you to use them in a minute I'll point you to<00:10:58.480> some<00:10:58.720> video<00:10:59.279> on<00:10:59.399> my<00:10:59.519> channel<00:10:59.839> that<00:10:59.959> will to some video on my channel that will to some video on my channel that will help<00:11:00.360> you<00:11:00.519> out<00:11:01.079> otherwise<00:11:01.480> I<00:11:01.639> recommend<00:11:02.240> these help you out otherwise I recommend these help you out otherwise I recommend these books<00:11:03.040> TED<00:11:03.399> Talks<00:11:03.880> the<00:11:04.000> official<00:11:04.480> Ted<00:11:04.839> guide books TED Talks the official Ted guide books TED Talks the official Ted guide to<00:11:05.360> public<00:11:05.639> speaking<00:11:06.120> by<00:11:06.320> Chris<00:11:06.639> Anderson to public speaking by Chris Anderson to public speaking by Chris Anderson great<00:11:07.800> communication<00:11:08.480> secrets<00:11:08.920> of<00:11:09.160> great great communication secrets of great great communication secrets of great leaders<00:11:09.920> by<00:11:10.120> John<00:11:10.560> baloni<00:11:11.360> 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