How To Build A Business That Builds Leaders written by John Jantsch read more at Duct Tape Marketing
Marketing Podcast with Robert Glazer
In this episode of the Duct Tape Marketing Podcast, I interview Robert Glazer. Robert is the Founder and Chairman of the Board of Acceleration Partners, a global partner marketing agency, and the recipient of numerous industry and company culture awards, including Glassdoor’s Employees’ Choice Awards two years in a row. He is the author of the inspirational newsletter Friday Forward, the #1 Wall Street Journal, USA Today, and the international bestselling author of five books: Elevate and Friday Forward. His latest book is – Elevate Your Team: Empower Your Team To Reach Their Full Potential and Build A Business That Builds Leaders.
Leadership has gone through a dramatic shift and we’re missing out on the opportunity to use businesses as a way to grow human beings as leaders. Robert Glazer joins me in this episode to talk about how leaders can help develop their people as well as the organization for long-term success — all while keeping everyone fulfilled in both work and life.
Questions I ask Robert Glazer:
- [1:45] Would you characterize this as the new generation of leadership?
- [2:35] People are leaving jobs left and right because they aren’t fulfilled. Do you see this as a trend moving forward?
- [4:51] How essential is building trust when it comes to leadership?
- [6:16] How important is it to check your egos to gain a level of self-awareness before you can even start down this path?
- [7:35] Would you say that the things you talk about, your ideas, this approach, this mentality, this mindset is something that you found inherently in you or that came naturally to you as a way to build this business?
- [10:33] You have for many years now written a newsletter you call Friday Forward. How much of how you think about elevating your team came from what you learned writing that?
- [13:18] Do you think everybody in an organization needs to be looked at as a leader?
- [18:03] If you have everyone on your team reaching or at least feeling like they’re moving toward their full potential, what kind of marketing or brand impact do you suppose that has for an organization?
- [20:29] Want to tell people where they might connect with you, learn more about your work, but obviously also pick up a copy of the book?
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Duct Tape Transcript
John Jantsch (00:00): This episode of the Duct Tape Marketing Podcast is brought to you by Nudge, hosted by Phil Agnew. It’s brought to you by the HubSpot Podcast Network, the audio destination for business professionals. You can learn the science behind great marketing with bite size 20 minute episodes packed with practical advice from world-class marketers and behavioral scientists. And it’s not always about marketing. Great episode. Recently you learned the surprising truths about and tips for beating, stress and anxiety. Sounds like a great program, doesn’t it? Listen to Nudge wherever you get your podcasts.
(00:47): Hello and welcome to another episode of the Duct Tape Marketing Podcast. This is John Jantsch. My guest today is Robert Glazer. He is the founder and chairman of the Board of Acceleration Partners, a global partner marketing agency, and the recipient of numerous industry and company culture awards, including Glassdoor’s Employees Choice Awards two years in a row. He’s the author of the Inspirational Newsletter Friday Forward and the number one Wall Street Journal, USA Today and international bestselling author, five books I think you’ve been on for Elevate for Friday forward. We’re gonna talk about his latest book, elevate Your Team, empower Your Team to reach their full potential and build a business that builds leaders. So Robert, welcome back to the show.
Robert Glazer (01:33): Thanks John. I see you again and
John Jantsch (01:35): The dog barked on cue. Yeah,
Robert Glazer (01:37): That’s perfect. Right, right, right, right on cue. Yeah,
John Jantsch (01:39): , the dog is happy to the, you’re back on as
Robert Glazer (01:42): Well, . And he didn’t even hear you say it whole lot . You saw the mailman.
John Jantsch (01:47): Absolutely. So, so would you characterize this as sort of the new generation of leadership, you know, books or new, you know, leadership training? I mean that it’s kind of out with the old sort of hierarchical leadership?
Robert Glazer (02:00): Yeah, yeah. I think I talked a little bit about a new leadership playbook. I think this transition has been happening for some time. I think it’s been masked the last couple years with sort of high growth, low interest rate, you know, super stimulus kind of company unicorn, but command and control died in the military, uh, a long time ago. And now with a societal level of burnout that we’re seeing. I just don’t see how the old playbook is going to work for building an organization that that requires constantly swapping people out, going forward.
John Jantsch (02:35): Well, and I mean a couple dynamics of course that make the news every day, people are struggling to find people, period. People are leaving jobs that are not fulfilling because the last couple years haven’t been very fulfilling in some cases. And so, I mean, do changes like that in the workplace that are happening right now? I mean, is that something that you see as a trend going forward or is that really this little bubble that we’re in for a few years?
Robert Glazer (03:01): We’ve had a lot of ups and downs, you know, power dynamic between employer and plan. And it depends on what industry you’re in, right? If you’re in hospitality or travel or whatever, you have all the power in the world. If you’re in digital marketing and e-commerce right now, it’s not pretty. Yeah. So you probably don’t want to quiet quit, but I just think we’re missing, I think we’re missing the opportunity to use businesses as a way to grow human beings, grow them as leaders and you know, talk about this concept of capacity building, but you know, work on things that help poop improve people both in the business outside the business. And I, you know, I’m very sort of, I, there, there’s camps, right? There’s the oh results and then people like I, I’m in the middle. Like I, I think you should really try to take care of and grow your people, but also you need results.
(03:45): You need performance and you can’t look, you know, the other way at those things. And a lot of those cases, that’s someone who’s just doing something that they shouldn’t be doing or is doing the wrong thing and you’re not helping them either. So I think that with work from home and all these changes, I just don’t, I don’t, I’ve always said like, I don’t think you, like imagine the person who wakes up at home and is super groggy and tired and bad with money and sucks at per prioritization and they just kind of show up as a different person at work five minutes later. I don’t think that’s the case. So I think it’s like you’re gonna, if you wanna work on , if you wanna have people be better at prioritization and time management and their health and kind of have energy and doing a lot of these things, like, that actually kind of needs to be a holistic approach
John Jantsch (04:29): When you start talking about a holistic, I was gonna ask you about remote, because obviously that’s changed, you know, everybody’s leadership, you know, it’s like I don’t ever see my team now, right? Yeah. You know, how do I lead them? But how, how central is the idea of building trust? First? I’m gonna envision somebody reading your book and going, this is what we’re gonna do. But we’ve never been that , you know, before. I mean, so how essential if I’m gonna actually like go to Robert and say, I’m gonna help you achieve all of your dreams both in work and out outside of work and you know, it’s like what Yeah. You know, how essential is it to build trust first?
Robert Glazer (05:04): I like it. I talk about this a lot. I see way too many leaders managed to the exception . Yeah. They, you know, if something’s gonna happen 99 out of a hundred times, like harping on the one that it went in one direction, it’s actually a terrible thing to do. Like Right. Don’t make something goes a certain way 90% of the time. Like make that decision all the time and don’t worry about the 10%. So I’m a big believer in you give trust first, but like one, once trust is broken, it cannot be repaired. Mm-hmm. Scroll back to top
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