David Novak Leadership Blog – Page 3

Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 1

Post author By David Novak
Post date 01/28/2020

Mr. Kravis currently serves on the boards of First Data Corporation and ICONIQ Capital, LLC. He also serves as a director, chairman emeritus, or trustee of several other cultural, professional, and educational institutions, including the Business Council, Claremont McKenna College, Columbia Business School (co-chairman), Mount Sinai Hospital, the Partnership for New York City (former chairman), the Partnership Fund for New York City (founder), Rockefeller University (vice chairman), Sponsors for Educational Opportunity (chairman), and the Tsinghua School of Economics and Management in China.

[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“I’m a big believer that if you have a common objective and common values and mutual respect, and don’t worry about who gets credit, you can go a long, long way.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][x_gap size=”40px”][cs_text style=”line-height:1;”][bctt tweet=”“We wanted a ‘We’ culture, not an ‘I’ culture. And so that was very simple and very easy to do. That took maybe a couple minutes, because we all three were in absolute agreement. And here we are 43 years later, David. Our culture, even though we now have about 1,300 people, and we’ve got $210 billion of assets under management of 21 offices, it’s identical to what we set up.””]

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“KKR has expanded into new business segments since the launch of their first private equity fund. The company holds investments in a wide range of income-producing real estate throughout the United States. This includes office rentals, retail spaces and health care properties. In 2013, KKR raised $1.2 billion for a real estate investment fund. KKR also constructs and manages hedge funds. The firm was listed on the New York Stock Exchange in 2010 and raised $1.25 billion from its initial public offering (IPO).” –Investopia article.

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[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”21″ ][cs_element_row _id=”22″ ][cs_element_column _id=”23″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”true”]Recent Episodes[/x_custom_headline][x_recent_posts type=”post” count=”4″ offset=”0″ category=”podcast” orientation=”horizontal” no_sticky=”false” no_image=”false” fade=”true”][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”26″ ][cs_element_row _id=”27″ ][cs_element_column _id=”28″ ][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn”]Attract and retain top talent by providing your managers with “must-have” leadership skills.[/x_custom_headline][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn hidden”]Building People Capability First Leads To:[/x_custom_headline][/cs_element_column][/cs_element_row][cs_element_row _id=”31″ ][cs_element_column _id=”32″ ][x_image type=”none” src=”https://ogolead.com/wp-content/uploads/2019/05/Recognition-course.jpg” alt=”” link=”true” href=”/purposeful-recognition/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn”]Purposeful Recognition[/x_custom_headline][cs_text class=”trio-links”]

The Secret to Achieving
Great Results

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From Podcast Action Journal

Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

Becky has the following thoughts on recognition:
Feedback is a gift, something we have lost in Corporate America. Becky says, “If I am not giving you feedback, then I am not investing in you. If I’m not getting feedback, people aren’t invested in me.”

What is the best piece of constructive feedback you’ve ever received?

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Henry Kravis of the world’s greatest business leaders and philanthropists. He co-founded one of the most renown global investment companies, Kohlberg Kravis Roberts & Company (KKR) in 1976 and currently serves as KKR’s Co-Chairman and Co-Chief Executive Officer. Mr. Kravis has been referred to as the father of private equity, an industry that he helped pioneer. Under the leadership of Henry Kravis, KKR has grown to a $200B private equity giant with substantial investment interest in over 100 companies and nearly a million employees around the world.
Mr. Kravis currently serves on the boards of First Data Corporation and ICONIQ Capital, LLC. He also serves as a director, chairman emeritus, or trustee of several other cultural, professional, and educational institutions, including the Business Council, Claremont McKenna College, Columbia Business School (co-chairman), Mount Sinai Hospital, the Partnership for New York City (former chairman), the Partnership Fund for New York City (founder), Rockefeller University (vice chairman), Sponsors for Educational Opportunity (chairman), and the Tsinghua School of Economics and Management in China.

“I'm a big believer that if you have a common objective and common values and mutual respect, and don't worry about who gets credit, you can go a long, long way.” Click To Tweet

“We wanted a 'We' culture, not an 'I' culture. And so that was very simple and very easy to do. That took maybe a couple minutes, because we all three were in absolute agreement. And here we are 43 years later, David. Our… Click To Tweet

Through KKR, Henry helped to pioneer private equity as a fund option, and since his first private equity leverage buyout in the 70s, the market has exploded with hundreds of small private equity firms vying with firms like Blackstone, Apollo, and KKR.
“KKR has expanded into new business segments since the launch of their first private equity fund. The company holds investments in a wide range of income-producing real estate throughout the United States. This includes office rentals, retail spaces and health care properties. In 2013, KKR raised $1.2 billion for a real estate investment fund. KKR also constructs and manages hedge funds. The firm was listed on the New York Stock Exchange in 2010 and raised $1.25 billion from its initial public offering (IPO).” –Investopia article.
Shareable Insights

Recent EpisodesCity National Bank CEO, Kelly Coffey03/10/2020Goldman Sachs Chairman & CEO, David Solomon02/27/2020KPMG Chairman & CEO, Lynne Doughtie02/11/2020Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 202/06/2020

Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:

Purposeful RecognitionThe Secret to Achieving
Great Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

From Podcast Action Journal
Becky recalls a significant failure in her career. She was working with someone she respected to launch a new product. Becky thought they should do it in a specific way, but her colleague didn’t agree. Becky relented, and later a competitor launched the product her way with great success. Becky knew she was right but second-guessed herself. Despite the failure, she is grateful that it happened when she was young. She learned that the next time she needed to fight harder.

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]

How Focusing on the Vital Few Helps You Avoid the Seduction of Shiny Objects

Post author By Gregg Dedrick
Post date 01/27/2020

By: Gregg Dedrick, President and Co-Founder of David Novak Leadership

“Just do it!” I bet you’re familiar with this Nike slogan that encourages us to take action. While this can be good advice, I believe it’s important for organizations to adopt a “just don’t do it!” campaign. Why? Because the seduction of shiny objects is constantly tempting you, as a leader, to take on something else, find the silver bullet, and drift away from your True North. And while it’s tempting to “just do it,” what if “just don’t do it” is the right answer?

As I shared in my previous blogs, finding your True North begins with answering three questions. Then, you stay focused on your True North by communicating it to everyone and using it in all your decision making.

The seduction of shiny objects comes into play when there’s a new initiative everyone is excited to implement. It sounds great. People are passionate about its potential. And it’s tempting as a leader to say yes when everyone else thinks it’s a good idea. I know because I was particularly vulnerable to a new initiative that was a shiny object. But what if it’s not a good idea? What if implementing this initiative takes you three degrees off course from who you really are? Over time, you’ll end up far away from your True North.

The Pyramid Slide became our screening tool for shiny objects at KFC. When a new initiative was proposed, we would look at the Pyramid Slide to see where it fit. Then we would ask questions like these about the shiny object:

How does it fit our True North?
How does it fit into the pacing and sequencing of what’s going on to ensure it has the most impact?
How does it propel us towards brand revitalization?
How does it propel us towards brand revitalization?
Is this more important than what we’re already doing?

If we couldn’t answer these questions well, we chose to “just not do it.” The Pyramid Slide helped us determine when we should say yes or no to shiny objects.

At KFC, breakfast sandwiches and adding healthy menu items were all shiny objects for me. It was tempting to say “just do it” when our competition had huge success. Take breakfast, for example. Our competition succeeded with breakfast, and it was tempting to dive in and see how KFC could “just do breakfast” too. But breakfast didn’t fit with our pacing and sequencing, so we chose to “just not do it.” It was tempting to add salads to our menu to provide healthy options for our customers, but we chose to “just not do it” because it didn’t align with our brand positioning.

Your True North must become an endless drumbeat because organizations have short memories and voracious appetites to embrace the seduction of shiny objects. You, as the leader, must find the courage to stay focused on what’s most important, rather than the things that are the newest fad or the things you have a personal interest in. You must have the courage to “just not do it” when everyone else is telling you to give in. You have to keep your team on the path to True North.

You’re now officially ready to implement what you’ve learned by answering the three questions, defining your True North, and avoiding the seduction of shiny objects. Use this guide to create a plan for turning your intentions into action. Having others engaged in your journey is important, so involve them from the beginning. And remember to invite others to help you and hold you accountable as you begin your journey to discover your True North.

Who do you want to invite on your journey to discovering your True North? Share this blog series with them today, and invite them along.

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Podcast

A Behind the Scenes Episode with David Novak

Post author By David Novak
Post date 01/21/2020

We’re starting this new season of the podcast with a twist. We’re giving you a behind the scenes look at our founder David Novak. In this podcast Ashley Butler Novak interviews her father and gets him to share the leadership lessons that helped him become one of the most successful and admired CEO’s in the world. On this season of the David Novak Leadership Podcast we’ll have a quarterly Q&A where David will answer your most pressing leadership questions. You can submit your questions by following David Novak and commenting on his Twitter, Instagram or Facebook pages.

[/cs_text][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]David Novak is Founder and CEO of David Novak Leadership, a digital leadership development platform he created to help people move from Me to We and become the best leaders they can be. He is Co-Founder, retired Chairman and CEO of Yum! Brands (Taco Bell, Pizza Hut and KFC), one of the world’s largest restaurant companies with over 45,000 restaurants in more than 135 countries and territories. Novak’s passion is to make the world a better place by developing leaders at all ages through David Novak Leadership, his family’s Lift-a-Life Foundation, Lead4Change, Global Game Changers and The Novak Leadership Institute at the University of Missouri.

A renowned expert on leadership and recognition culture, Novak is also a bestselling leadership book author. His highly respected and critically acclaimed books include The New York Times bestseller Taking People With You, The Only Way to Achieve Big Things, The Education of an Accidental CEO, Lessons Learned from the Trailer Park to the Corner Office and his latest parable, O GREAT ONE! A Little Story About the Awesome Power of Recognition.
[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“You have to really follow your passions, what you really like, what your interests are, and that means you have to be true to yourself. You can’t do what somebody else thinks you need to do. You need to follow what you love.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][cs_text style=”line-height:1;”][bctt tweet=”DAVID NOVAK ON BALANCE: “The only person that can really figure that out is yourself. You have to really look deep within and figure out what’s important, and nobody can do that for you.””]

[/cs_text][/cs_element_column][cs_element_column _id=”18″ ][cs_text]Novak has been recognized as “2012 CEO of the Year” by Chief Executive magazine, one of the world’s “30 Best CEOs” by Barron’s, one of the “Top People in Business” by FORTUNE and one of the “100 Best-Performing CEOs in the World” by Harvard Business Review. He received the prestigious 2015 Horatio Alger Award for his commitment to philanthropy and higher education.

David is the host of the David Novak Leadership Podcast. You can subscribe to David’s bi-weekly podcast, leadership newsletter and learn more about his online courses at DavidNovakLeadership.com

Listen above and click here to learn more about David.

Shareable Insights

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”20″ ][cs_element_row _id=”21″ ][cs_element_column _id=”22″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”true”]Recent Episodes[/x_custom_headline][x_recent_posts type=”post” count=”4″ offset=”0″ category=”podcast” orientation=”horizontal” no_sticky=”false” no_image=”false” fade=”true”][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”25″ ][cs_element_row _id=”26″ ][cs_element_column _id=”27″ ][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn”]Attract and retain top talent by providing your managers with “must-have” leadership skills.[/x_custom_headline][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn hidden”]Building People Capability First Leads To:[/x_custom_headline][/cs_element_column][/cs_element_row][cs_element_row _id=”30″ ][cs_element_column _id=”31″ ][x_image type=”none” src=”https://ogolead.com/wp-content/uploads/2019/05/Recognition-course.jpg” alt=”” link=”true” href=”/purposeful-recognition/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn”]Purposeful Recognition[/x_custom_headline][cs_text class=”trio-links”]

The Secret to Achieving
Great Results

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For Individuals

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For Team Pricing

[/cs_text][/cs_element_column_2][/cs_element_row_2][cs_text class=”trio-links”]Learn More[/cs_text][/cs_element_column][cs_element_column _id=”43″ ][x_image type=”none” src=”https://ogolead.com/wp-content/uploads/2019/05/ELT-course.jpg” alt=”” link=”true” href=”/essential-leadership/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn” style=”color: #17348d;”]Essential Leadership Traits[/x_custom_headline][cs_text class=”trio-links”]

Learn the Soft Skills
that Drive Hard Results

[/cs_text][cs_element_row_2 _id=”47″ ][cs_element_column_2 _id=”48″ ][x_button size=”small” block=”false” circle=”false” icon_only=”false” href=”https://ogolead.com/buy-elt/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”min-width:175px;”]Buy Now[/x_button][cs_text style=”font-size:13px;margin-top:10px;”]

For Individuals

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From Podcast Action Journal

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][/cs_content][cs_content_seo]Share this Post

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David Novak is Founder and CEO of David Novak Leadership, a digital leadership development platform he created to help people move from Me to We and become the best leaders they can be. He is Co-Founder, retired Chairman and CEO of Yum! Brands (Taco Bell, Pizza Hut and KFC), one of the world’s largest restaurant companies with over 45,000 restaurants in more than 135 countries and territories. Novak’s passion is to make the world a better place by developing leaders at all ages through David Novak Leadership, his family’s Lift-a-Life Foundation, Lead4Change, Global Game Changers and The Novak Leadership Institute at the University of Missouri.
A renowned expert on leadership and recognition culture, Novak is also a bestselling leadership book author. His highly respected and critically acclaimed books include The New York Times bestseller Taking People With You, The Only Way to Achieve Big Things, The Education of an Accidental CEO, Lessons Learned from the Trailer Park to the Corner Office and his latest parable, O GREAT ONE! A Little Story About the Awesome Power of Recognition.
“You have to really follow your passions, what you really like, what your interests are, and that means you have to be true to yourself. You can’t do what somebody else thinks you need to do. You need to follow what you… Click To Tweet

DAVID NOVAK ON BALANCE: “The only person that can really figure that out is yourself. You have to really look deep within and figure out what's important, and nobody can do that for you.” Click To Tweet

Novak has been recognized as “2012 CEO of the Year” by Chief Executive magazine, one of the world’s “30 Best CEOs” by Barron’s, one of the “Top People in Business” by FORTUNE and one of the “100 Best-Performing CEOs in the World” by Harvard Business Review. He received the prestigious 2015 Horatio Alger Award for his commitment to philanthropy and higher education.
David is the host of the David Novak Leadership Podcast. You can subscribe to David’s bi-weekly podcast, leadership newsletter and learn more about his online courses at DavidNovakLeadership.com
Listen above and click here to learn more about David.
Shareable Insights

Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:

Purposeful RecognitionThe Secret to Achieving
Great Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results

Buy NowFor Individuals

Contact UsFor Team Pricing

Learn More

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]

Blog Lead Others Lead Yourself

Three Tips for Making a Positive Impact in Your New Job

Post author By David Novak Leadership
Post date 01/20/2020

By: David Novak Leadership

When starting a new job, your first 90 days are critical. A good first impression will make a difference in the way you’re perceived by your boss and your new colleagues. This is why it is a good idea to understand the culture of the organization and your team during those first months on the new job.

Not sure how to do this?

Here’s a few tips to get you started:

Sit down with other employees and learn as much as you can about the culture and vision of the organization.
Once you have a good understanding of the organization, go to your boss and give a review of what you’ve learned, then ask for feedback. This allows your supervisor to confirm your observations and fill in any gaps you may have missed.
Ask for help. As you continue to learn your job and the culture of your organization, find some trusted colleagues and ask for help. Share a challenge you’re facing and ask what they would do if they were you. This will help you get the counsel you need so you can make wise decisions about what to do next.

Now that you understand the culture of the organization and your team, don’t stop there. Take ownership of your career by taking the Essential Leadership Traits Program. The online program helps you develop the leadership skills you need to be successful at work and life. Schedule a free demo here.

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Blog Feature Blog Job Hopping Lead Others Positive Mindset Recognition Training

Three Steps to Increase Employee Engagement

Post author By Gregg Dedrick
Post date 01/06/2020

By: David Novak, Co-Founder & CEO of David Novak Leadership

It’s impossible. I can’t do that. The reason I missed my deadline is because… As a leader, do you get these types of excuses from those on your team? I know it can be frustrating to hear excuses because I’ve heard lots of excuses while leading teams at KFC and Yum! Brands. And while you might be tempted to blame your team for their excuses, I’d like to challenge you to adopt a different mindset when it comes to excuses. Could it be that excuses are rooted in barriers your team needs you, as the leader, to eliminate?

The Power of Eliminating Barriers

When I came into KFC, my goal was to shift the culture to empower our Restaurant General Managers. We knew that having the tools and equipment to do your job increases engagement. We also knew that it was important to equip your team by:

Aligning the team with common goals rather than providing no direction
Noticing the needs of the team and providing resources rather than ignoring needs or assuming all needs are met
Helping the team by eliminating barriers rather than requiring members to fend for themselves

We were passionate about learning how to better equip our managers, so we took action.

Step One: Solicit Feedback from Managers

The first step we took was to solicit feedback from our managers. We wanted to know what resources they needed to be successful and what barriers they faced so we could make changes.

I quickly discovered we were holding the managers accountable for things that were undoable because they didn’t have the tools to do their jobs. The managers described a number of barriers that directly and indirectly hindered their performance, things like:

Too much paperwork
Not enough drive-thru jackets
Not enough labor dollars, which prevented them from covering their shifts

This feedback was eye-opening to the Executive Team and helped us understand that our managers really didn’t have the tools they needed to be successful.

Step Two: Communicate

Step two involved communicating with our managers. We shared our research findings and let them know we not only heard what they said, but we also took action by eliminating barriers. Based on their feedback, we reduced paperwork, provided more drive-thru jackets and increased labor dollars. We also let them know these changes put accountability back in their court and we expected them to achieve better results since the barriers were eliminated.

Step Three: Hold Your Team Accountable

Our decision to give the managers what they needed to do their jobs catapulted performance and morale for those who wanted to be empowered. Our decision was celebrated by some and they embraced receiving resources with accountability.

Not all managers were excited about this change. In fact, the decision to equip the managers exposed those who relied on the barriers to mask their poor performance. We initially experienced substantially higher Restaurant General Manager turnover because those managers who didn’t like the higher goals and accountability quit.

However, long term, the payoff for removing barriers made a positive impact at KFC. We experienced:

Overall higher levels of performance
More engaged and empowered managers
Reduced manager turnover after the initial fallout

Do You Need to Eliminate Barriers?

How often do you hear excuses at work? How often do you make excuses at work? Could it be that you and/or your co-workers don’t have the tools to be successful?

You can uncover barriers to success by taking action. Do your research like I did. Ask questions. Find out what resources are needed and what barriers are keeping your team from achieving results. Then provide the resources and eliminate the barriers while holding your team to higher expectations. Download this guide to learn more about equipping your team by removing barriers.

When you eliminate barriers, you might experience some turnover like we did at KFC, but don’t let that stop you from taking action. As Ben Carson said, “So after a while, if people won’t accept your excuses, you stop looking for them.” You can help your team stop looking for excuses by removing barriers. You can help your team learn to embrace accountability. Are you willing?

Do you know someone who could use help eliminating barriers? If so, pay it forward today and share this blog and guide with them. By sharing this blog and guide, you are equipping them to become a better leader.

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Blog Lead Yourself

Being Positive Helps Us Focus on the Future

Post author By David Novak
Post date 12/30/2019
1 Comment on Being Positive Helps Us Focus on the Future

By: David Novak, Co-Founder & CEO of David Novak Leadership

I have said so many times in my life, “Positive energy lifts you up. Negative energy brings you down.” It’s important for us to get rid of the negative energy in our lives and move forward with a positive attitude. Even though I know this, I admit I need to practice what I preach and work on this in certain areas of my life.

We all have difficult or challenging things happen that force us into the dismal path of negativity. Unfortunately, the more we keep this baggage around, the more it feeds on itself and takes you further down the drain. As much as I know this, I still sometimes fall into the negativity trap.

Since I’ve retired, I’ve had the opportunity to work on my golf game. I set a goal to qualify for a major amateur tournament, but recently failed to do so by making some silly errors, which put me in a negative mindset in the second round of the qualifying tournament. I have to admit, I spent way too much time having a pity party and reliving all my bad shots again and again. Doing this made me question my abilities and created all kinds of anxiety about playing a game I love—a game that brings me joy.

I clearly needed to let it go and focus on the future. After all, the past should help us learn and inspire us about what’s possible in the future. In that game, I actually played better than most of my competitors, and I hit some fabulous shots. I had to take time to realize this and get back into a positive mindset. Doing that energized me to improve my game and enjoy that process. I realized there are new opportunities ahead, but only if I let go of the past. Believe me, I’m doing my best to let it go and I know I am better for it.

Conversely, in a much more significant area in my life, I recently concluded chemotherapy and radiation treatments for breast cancer. I never once asked myself, “Why me?” I didn’t allow myself to fill my mind with negative baggage. Instead, cancer forced me to realize just how blessed I’ve been in my life. I have had 63 years of near perfect health. I have the love and support of an amazing family. And I loved my work so much I never felt I worked a day in my life—work was actually my hobby! So far, I’ve lived a life of joy, traveled the world and achieved more than I ever imagined.

Having gratitude gave me the positive attitude I needed to persevere through the treatments and focus on getting well. For example, the doctors told me exercise would be key to my well being, so I worked out before and after my chemotherapy and worked out every other day of the week. It got my endorphins going, which energized me and kept me positive. I also started every day having quiet time with God and writing down three things I was grateful for in my life. It all helped me stay positive throughout my treatments and virtually eliminated the anxiety and worry I could have had.

The lesson here is, focusing on things that went wrong keeps you stuck in the past and bogs you down, while being grateful helps you keep a positive attitude—even through negative situations. Let’s all do our best to stay positive this year and focus on the great things ahead.

Recent Leadership Posts

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Blog Inspiring Others Intentional Lead Others Lead Yourself Training

The Two Things You Need To Be a Complete Leader

Post author By David Novak Leadership
Post date 12/16/2019

We want to change the world by creating better leaders and we believe to be the best leader you can be requires that you are both Heartwired® and Hardwired®.

What do we mean by that? Heartwiring® is building passionate commitment in those you lead and Hardwiring is putting the discipline and process around what matters most so you get great results. If you have one without the other you are never going to accomplish BIG things.

There are four categories:

Leaders who are high on Heartwiring® and Hardwiring® are the type of leader others want to follow. They treat others well and care about them while using process and discipline to get consistent results the right way. But even good leaders can get better
Those who are high on Heartwiring® and low on Hardwiring® tend to be well liked by their peers and subordinates, but they often fail to deliver the best results on a consistent basis. Learning how to establish process and discipline around the things that matter most will help them deliver and sustain powerful results.
Individuals who are low on Heartwiring® and high on Hardwiring® tend to value results more than people. People in this quadrant may experience low engagement and high turnover on their team because they tend to get things accomplished through muscle management rather than influence.
People who are low on both Heartwiring® and Hardwiring® might be new leaders who have not received appropriate leadership training. Or they may come from a work environment that focuses only on results. They desire to become the most effective leaders they can be, but, like everyone, they need help.

We must never stop growing as leaders. Most of us lean more towards one or the other, either we are more Heartwired or Hardwired. Determine where you need to grow the most and lean into the learning zone. Take our FREE assessment and find out if you are more Heartwired or Hardwired.

Blog

Leveraging David Novak Leadership as Your Personal Mentor

Post author By Gregg Dedrick
Post date 12/09/2019
2 Comments on Leveraging David Novak Leadership as Your Personal Mentor

By: Gregg Dedrick, Co-Founder & President of David Novak Leadership

Imagine you are the best leader you can be. Think about your leadership style. What do you do that makes your team successful? How do you lead others? How would your team describe you as a leader? Now hit the rewind button.

What steps did you take to become this amazing leader? Becoming the best leader you can be doesn’t just happen. In fact, it takes time, commitment, and dedication.

My journey to becoming an Executive at Yum! Brands required me to become an avid learner by being open to learning from everyone. I was fortunate to have leaders like David Novak and Mike Feiner who mentored me and saw potential in me that I didn’t see in myself. I also invited some trusted friends to become truth tellers in my life. Learning from others helped me become the best leader I could be.

You may not have access to the CEO or top leaders in your organization. Yet you can leverage David Novak Leadership as your personal mentor. David Novak Leadership is all about helping others learn how to heartwire and hardwire their leadership so they can be more effective leaders and make a bigger difference in their world. Through our resources, you have access to top leaders who vulnerably share their experiences and advice with you. However, if you just read a blog without downloading the learning guide and completing it, or if you just listen to the podcasts without implementing some of the tips the leaders provide, you are missing out on ways to transform your leadership.

According to Micky Pant, the role of the leader is to develop other leaders and produce great results. Do you know how to develop yourself and other leaders? Here’s tips on how to use our resources to develop yourself and others.

Grow Yourself with David Novak Leadership Resources

1. Adopt a Power-FULL Mindset.

Power-FULL mindsets focus on the positive: I’m committed to doing this and I’m excited to see what happens. I believe I can change, even if it’s hard right now. This could work here.
Power-LESS mindsets focus on the negative and are limiting: I can’t do this. I’ll never change. This won’t work here.
You choose your mindset. Do you have a Power-LESS or Power-FULL mindset?

2. Develop intentionality and discipline about getting better.

Schedule time on your calendar to engage with our leadership resources each week.
Consider scheduling time one week to read a blog and complete the learning guide, and then listen to a podcast and complete the Podcast Action Journal the following week.

3. Apply what you learn.

Make a list of what you learned.
Challenge yourself to apply at least one learning each week.
Share your plan with a trusted friend or colleague and ask them to hold you accountable.

4. Teach others.

Review what you learned and think about someone you know who could use this to become a better leader.
Schedule time to teach them about the concept.
Share how it helped you and what’s in it for them.
Hold each other accountable to implementing what you learned.

Grow Your Team with David Novak Leadership Resources

1. Review your team’s strengths and areas of opportunities and use this information to determine your plan of action.

Answer these questions for each individual team member and for the whole team.
- What are they doing well?
- What can they do even better?
Do you need to work with each team member individually first?
Or would it be more beneficial to develop skills together as a team?

2. Choose a development topic for each individual or the team.

Make a list of the development topics.
Review the David Novak Leadership website for tools.
Use the tools yourself first so you can explain why you chose the tools and how they helped you.
Gather the tools from our resources.

3. Communicate your development goals with the team.

Schedule a meeting to share your plans to grow the team.
Discuss what your expectations are.
Share what you’ve learned from David Novak Leadership.
Explain what’s in it for the team.
Define how you will work together.
If working with individuals, schedule 1:1 meetings and partner with each individual to define their development plan.

4. Share this resource and schedule time to discuss. Once the development task is completed, discuss these questions:

What did you learn?
How are you applying what you learned?
What do you want to focus on next?

5. Invite your team to check out our resources to choose their own development activities. Whether you’re developing yourself or your team, it must be integrated. Unless development becomes part of the way you operate as a leader, there will always be something more important to do. You have to decide to make developing yourself and others a habit. You have to hardwire it into your schedule, and by your example, your team will understand its importance and they will hardwire it into their schedules too. It all starts with you.

By taking the time to invest in yourself and your team, you are on your way to becoming the best leader you can be! As Simon Sinek says, “A leader’s job is not just to get the best out of their people – a leader’s job is to make more leaders.” Let David Novak Leadership help you make more leaders! Do you know other leaders who could use help developing themselves or their team? Then take action right now and pay it forward by sharing this blog with them. You never know how the simple act of sharing this blog post with others can encourage them to become the best leader they can be!

Podcast

Bill Acquavella, President of Acquavella Galleries

Post author By Cliffhilton
Post date 12/03/2019

[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2019/12/bill-a-circle.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”border:8px solid rgba(0,0,0,0.10);border-radius:50%;”][x_share title=”Share this Post” share_title=”” facebook=”true” twitter=”true” google_plus=”false” linkedin=”true” pinterest=”false” reddit=”false” email=”false” email_subject=”Hey, thought you might enjoy this! Check it out when you have a chance:”][cs_text][/cs_text][/cs_element_column][cs_element_column _id=”7″ ][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]Bill Acquavella is President of Acquavella Galleries, a family-owned gallery founded by his father, Nicholas Acquavella, in the early 1920’s. When Bill joined his father in 1960 selling works from the Italian Renaissance, he expanded the focus of the gallery to include major works of the 19th and 20th centuries, offering paintings by the masters of Impressionism, Post-Impressionism, Cubism, and Surrealism. Today, the entire scope of 20th century art is represented, including Abstract Expressionism and Pop Art. For over ninety years, Acquavella Galleries has sold major paintings and sculpture to private collectors and museums worldwide in addition to presenting museum-quality exhibitions.

Over the course of the 1970s and ’80s, Acquavella turned the gallery into a leader in the 19th and 20th century art markets, attracting billionaire clients like Paul Mellon, Walter Annenberg, and Henry Ford.[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“The best people get along with other people very well. You know, they know how to handle other personalities, and they’re very articulate about expressing their ideas and what they want to do.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][cs_text style=”line-height:1;”][bctt tweet=”“Obsession, a passion to do it. You’ve got to have a passion and you have to have the ambition to want to succeed.
””]

[/cs_text][/cs_element_column][cs_element_column _id=”18″ ][cs_text]A member of the Art Dealers Association of America, Mr. Acquavella served as president of the ADAA from 1984-86. He is also a past member of the Art Advisory panel for the Internal Revenue Service. Mr. Acquavella graduated with a B.A. from Washington and Lee University in 1959. Since his father passed away in 1987, Bill has been joined by his three children, who work as directors at Acquavella Galleries. Bill’s personal art collection includes pieces by Picasso, Matisse, and Miró.

Shareable Insights

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The Secret to Achieving
Great Results

For Individuals

For Team Pricing

Learn the Soft Skills
that Drive Hard Results

For Individuals

For Team Pricing

[/cs_text][/cs_element_column_2][/cs_element_row_2][cs_text class=”trio-links”]Learn More[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”55″ ][cs_element_row _id=”56″ ][cs_element_column _id=”57″ ][cs_text]

From Podcast Action Journal

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?

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Blog

Whose Shoulders Do You Stand On?

Post author By Gregg Dedrick
Post date 12/02/2019
2 Comments on Whose Shoulders Do You Stand On?

By: Gregg Dedrick, Co-Founder & President of David Novak Leadership

Have you ever considered whose shoulders you stand on? What did these people do to invest in your life? How did they influence you to become the leader you are today? Sometimes these life investments were for a moment, while others were long term. Yet regardless of the length of time, you are standing on the shoulders of others.

When you look down, who do you see?

These are some of the people I see when I look down:

David Novak, my boss at Yum! Brands
Mike Feiner, my boss at Pepsi
My High School Football Coach

I became a successful leader at Yum! Brands because these men invested in me and allowed me to rise higher by standing on the shoulders of their wisdom.

A few years ago, I was inspired to let each of these leaders know how they impacted my life. I’m a firm believer that it’s never too late to say thank you, so I took the time to personally thank each one. And when I say it’s never too late, consider that my High School Football coach was from 35 years ago!

My High School Football coach was hard, yet he challenged us to become better than we were. The odds were often stacked against our 28-player team. He pushed us and I learned to ignore the odds and focus on doing my best. He taught me to believe victory was in our power, not determined by our opponent.

It took some research to reconnect with my coach. I started the process by calling my mom and she had the contact information for my coach’s daughter. The coach’s daughter then gave me his phone number.

Here’s how the conversation went:

Gregg: Coach Cal?

Coach: Yes?

Gregg: This is Gregg Dedrick. I played for you in the 70’s.

Coach: Yes, I remember you. You went on to play in college.

Gregg: (I paused at this response. Really, I thought? He knew what I did after I graduated? This touched me. I took a moment to bring Coach Cal up to date on who I became in my business and family life. Then, I shared how he influenced me.)

You know, you were an important part of that foundation of success. You taught me to do my best and believe that victory was in my power, rather than focusing on the odds. You challenged me to live up to my potential. You believed in me.

Silence followed… and then more silence.

Coach, in a broken voice: Well, geez. That’s something. Thank you so much for telling me that.

Coach Cal’s emotional response was unexpected. The “hard-nosed” coach was choked up and touched by learning about the positive impact he had on my life.

By taking the time to thank Coach Cal, it made a part of his life a little more meaningful, as it did for me. We were both encouraged by this conversation. I also discovered that sometimes people don’t even realize how they impact the lives of others. That’s why I’m passionate about identifying whose shoulders we stand on, and then intentionally thanking each one.

I’m a firm believer in these wise words of Isaac Newton: If I have seen further than others, it is by standing on the shoulders of giants. The lessons and wisdom of the giants in my life allowed me to see more clearly and become a successful leader.

What about you? Who do you need to thank today for his/her life investment in you? Are you willing to take the time to let others know how they helped you become who you are today? If you need some help, then download this guide. It provides you with an outline for appreciating those whose shoulders are the foundation for your success. May you experience the joy that comes from humbly recognizing that you, too, are standing on the shoulders of giants.

Blog Inspiring Others Job Hopping Lead Others Lead Yourself Recognition

Where Do You Draw The Line? Balancing Work Relationships

Post author By David Novak Leadership
Post date 11/25/2019

Friendly happy diverse team workers talking laughing eating pizza together in office, cheerful workers staff group chatting sharing meal enjoying having fun at work, good relations at lunch break

Most leaders want to be liked by their team members, yet some have a difficult time drawing the line between personal and professional relationships in the workplace. As a leader, you don’t want to seem unapproachable or standoffish; but you also don’t want your team to forget that you’re there to guide them. A smart leader seeks to find a balance in this area.

Following these simple guidelines will ensure your work relationships are meaningful and productive:

Get to know the people you work with

Great leaders know who they lead. It’s no secret that personal connection creates a better work environment and leads to better results. Jason Goldsmith is a perfect example of someone who leads out of personal connection. In Jason’s work as a performance coach to top professional athletes, his first priority when taking on new clients is to ask lots of questions to get to know them better. Experience has taught him that bonding with his clients makes him more effective at his job. To learn more about Jason, check out his podcast on DavidNovakLeadership.com.

It’s simple to connect with those you lead. Start by asking your team members for three interesting facts about themselves. Ask about their background, dreams, and families. Doing this shows you care about them as individuals. Once people know you care about them, they will care about you.

Make sure you keep enough distance to be objective

While it is important to connect with the people you lead, you don’t want to get so close that you are unable to be objective around them. Sometimes being a leader requires you to take a step back and be a coach. This is hard to do if you become too involved. Leaving enough distance will allow you to keep an objective view about your team members so that you can still gauge a person’s talent and capabilities while giving the right feedback when necessary.

If you implement both of these approaches, you’ll have no problem striking the right balance with your team.

Podcast

Ed Herlihy, Co-Chairman & Partner at Wachtell, Lipton, Rosen & Katz

Post author By David Novak
Post date 11/19/2019

[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2019/11/ryan-serhant-circle.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”border:8px solid rgba(0,0,0,0.10);border-radius:50%;”][x_share title=”Share this Post” share_title=”” facebook=”true” twitter=”true” google_plus=”false” linkedin=”true” pinterest=”false” reddit=”false” email=”false” email_subject=”Hey, thought you might enjoy this! Check it out when you have a chance:”][cs_text][/cs_text][/cs_element_column][cs_element_column _id=”7″ ][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]Edward D. Herlihy is co-chairman of the Executive Committee and has been a partner at Wachtell, Lipton, Rosen & Katz since 1984, focusing on some of the largest and most complex bank and financial institution mergers and acquisitions and recapitalizations throughout the United States. He is often called upon to represent companies involved in takeover battles and proxy contests, including investment banking firms in connection with a wide variety of financial institution matters.

Mr. Herlihy writes and lectures regularly on issues involving banking and financial matters. Mr. Herlihy graduated from Hobart College in 1969 (B.A.) and from George Washington University Law School in 1972 (J.D.)[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“The best leaders have an incredible commitment and will to accomplish it and get it done. No matter the obstacles. No matter the challenges.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][cs_text style=”line-height:1;”]ON HOW TO DISTINGUISH YOURSELF FROM THE REST:
[bctt tweet=”“Take responsibility, make recommendations, get the facts, don’t be afraid to break glass, state your views and be definitive.””]

[/cs_text][/cs_element_column][cs_element_column _id=”18″ ][cs_text]

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The Secret to Achieving
Great Results

For Individuals

For Team Pricing

Learn the Soft Skills
that Drive Hard Results

For Individuals

For Team Pricing

[/cs_text][/cs_element_column_2][/cs_element_row_2][cs_text class=”trio-links”]Learn More[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”55″ ][cs_element_row _id=”56″ ][cs_element_column _id=”57″ ][cs_text]

From Podcast Action Journal

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][/cs_content]

Blog Lead Others Lead Yourself

Two Tips For Managing a Part Time Team

Post author By David Novak Leadership
Post date 11/18/2019

There are tons of benefits to have part-time employees: they reduce the workload of your full-time staff and when you can’t afford to add more full-time employees, part-time workers provide the skills needed without breaking the budget. While there are countless benefits to employing part-time workers, leading them isn’t without its challenges.

With a part-time team, you’ll probably need to adjust the way you lead. Different methods are needed to engage them. To get the most out of your part-time team, here are two tips to consider:

Let them know they count, even though they aren’t full-time. Everyone on the team is important. Don’t differentiate between full-time and part-time workers because regardless of how many hours they clock in, the role they perform adds value.
Empower your part-time team members by giving them more responsibility. When people feel more ownership in their role and have a bigger stake in the company, they’re more likely to give their best.

Follow these tips and you’ll have part-time staff who are more connected and committed. Plus, you’ll see more synergy between your full-time and part-time workers—and a team who works well together achieves better results.

Heartwired and Hardwired Leaders know how to inspire and motivate their teams. Take this quiz now to find out if you are a Heartwired and Hardwired Leader.

Blog

Why Identifying Your True North Makes You a More Effective Leader

Post author By Gregg Dedrick
Post date 11/11/2019

Presentation. Show. White Board. Design Studio. Multi-Ethnic. Project. Creative. Look. People. Designers. Young Specialists. Choose Colors for Design. Teamwork. Discussion. Brainstorming. Workplace.

By: Gregg Dedrick, Co-Founder & President of David Novak Leadership

What is your True North as a leader? Tough question, I know. Identifying your True North requires hard work, and then intense determination to stay the course when people or circumstances tempt you to give up or change directions. And how do you identify your True North anyway? If you read my blog, Three Questions You MUST Ask and Answer as a Leader, you know the three questions that help you identify your True North. If you haven’t read it, I recommend checking it out.

When I was President of KFC, I identified KFC’s True North by answering these three questions:

Who are we?
Where are we going?
How are we going to get there?

Once I answered these questions, my next step was to communicate KFC’s True North to the team. The Pyramid Slide was the outcome.

Did you know I used the same Pyramid Slide for five years? This single slide provided a roadmap for KFC brand revitalization, which was much needed at the time, and it helped us stay the course over the next five years. Our True North, or the top of the Pyramid, was Brand Positioning. All other levels of the Pyramid were viewed through the lens of Brand Positioning. We asked questions like the ones below around each level of the Pyramid to stay on course: Given who we are as a brand,

Menu Vision – How do we create food that’s consistent with who we are?
Operations – How do we design the Back of House to meet our menu vision? How do we realign operations to deliver the menu vision?
Asset – How can we ensure our assets look like the brand and carry out our brand promise?
Values – How do we work together as a franchise organization to deliver who we are in a way that exceeds customer expectations?

The Pyramid Slide answered the question “Why are we doing this?” for my team. They knew before new initiatives could be added, they first needed to fit somewhere on The Pyramid Slide. For example, we made a decision to remodel 3,000 restaurants. We didn’t take this on for the sake of remodeling. We ultimately took on this initiative because we were revitalizing the expression of the brand through the asset. Our goal was to provide our customers with a great KFC experience, and brand remodels were one way we could accomplish our goal. I wanted my team to know the reason we took on this initiative tied back to our True North rather than have them think it was just another “to do” on a long list of “to do’s.” My team knew every initiative had a purpose.

We also had to think beyond a single initiative to reach our True North. Remodeling 3,000 restaurants impacted other parts of The Pyramid Slide. If we remodeled the asset without investing time and money into team training, we would veer off the path towards our True North, because a beautiful restaurant with poor customer service would not lead to a Wow! experience. We made sure team training was implemented prior to the remodel and grand reopening of the asset so our customers had an amazing overall experience, not just a shiny new building.

Are you starting to understand the beauty of The Pyramid Slide? It always brought us back to this is why we’re doing what we’re doing and it helped us remember what was most important. As initiatives were added, changed or completed, the Pyramid Slide was updated to reflect how our actions aligned with our True North. By reviewing the slide (at every single meeting, I might add), my team was constantly aware of the plan for reaching our True North – KFC Brand Revitalization.

What about you? What’s your True North as a leader? Work through this learning guide to identify your True North.

Identifying your True North is one thing, but sticking with it is a totally different challenge. In the movie Lincoln, Abraham Lincoln says, “The compass points you True North but does not warn you of obstacles and swamps along the way.” If you’ve identified your True North, but you’re unsure about how to handle the obstacles and swamps along the way, you don’t want to miss the final blog in this series. I’ll explain how focusing on the vital few helps you avoid the seduction of shiny objects.
In the meantime, who can you invite to help you identify your True North as a leader? Share this blog and learning guide with them and spend some time discussing what you learned and how to cascade this to your team. You’ve got what it takes to be successful! Go Lead!

Blog

To Achieve Big Goals, Become A Know-How Junkie

Post author By David Novak
Post date 11/06/2019

By: David Novak, Co-Founder & CEO of David Novak Leadership

What’s your leadership mindset? Do you believe that you have to know more than everyone else on the team? Effective leaders know they don’t have all the answers. They approach each day with the mindset that there is always more to learn, and everyone I meet knows something I don’t.

I’m convinced that one of the keys to my success is I always make an effort to prioritize knowledge and ideas over ego and ownership. Why is this so important? Well, obviously the more I know about a problem, the more likely I am to make a good decision. But even more important than that, being able to admit up front that I don’t have all the answers helps establish an atmosphere in which the people I lead are more willing to share what they think and what they know. And if all members of your team are actively learning all they can about a problem and freely sharing their wisdom with you and with each other, then that’s the best chance you’ve got of coming up with a solution that makes your business a whole lot better.

As the CEO of Yum! Brands, I worked hard to cultivate a companywide commitment to always be learning, to being “know-how junkies.” The examples below are tangible benefits that came out of that commitment. They should give you some ideas about how you, as leader, can seek out opportunities for both you and your team to expand your knowledge about your business.

Breakfast at Taco Bell

The breakfast concept the company first developed seemed to fit perfectly with the Taco Bell brand. “Breakfast that wakes you up” integrated Mexican inspired flavors into breakfast products, like fiesta salsa, zesty sausage, and bacon grilled stuffed burrito. But after a highly disappointing test run (thirty days of advertising and people were only trickling into the restaurant), the team had to figure out what was going wrong. They found the new breakfast products and advertising were scaring people. Customers didn’t want a lot of “zesty” in the morning. They wanted to ease into their days with minimal excitement, and Taco Bell was offering the exact opposite of that. But rather than giving up on the opportunity, the Taco Bell team went to work building their know-how.

Former Taco Bell CEO, Brian Niccol, created a learning culture in the brand. He pointed out that while some people say “don’t be afraid to fail”, he thinks the right term is “don’t be afraid to iterate.” Niccol says, “Iterating is a way to learn, then taking those learnings and figuring out what we’re going to do next.” The team took the learnings and partnered with well-known and approachable brands like Seattle’s Best Coffee, Johnsonville Sausage, Quaker and Cinnabon. And instead of focusing on spicy ingredients, they appealed to customers by offering them value with the “Why Pay More for Breakfast!” campaign. By becoming know-how junkies, Taco Bell has significantly grown their business by successfully launching a new daypart that no one thought was possible. You can hear more of the Taco Bell story in the oGoInsider podcast with CEO, Brian Niccol.

Sharing on iChing

Yum! Brands is such a big company and there is so much know-how within it that one of our biggest challenges was figuring out how to share that knowledge efficiently and effectively. To figure out how we could make sharing easier, we assembled a cross-functional team that visited IBM, P&G, and Microsoft to find out about their systems for sharing knowledge. The result was iChing, our own internal network for connecting to each other and sharing ideas and knowledge no matter where we are around the globe. And the most amazing part is that the system was so successful, that other companies began looking at Yum! Brands as a best-in-class example of sharing know-how. We’ve shared our story with companies like Kimberly-Clark, Marriott, Best Buy and Disney, among many others.

I have found that for any problem you need to solve, learning all you can about it is the best place to start. As a leader, you need to recognize that you don’t have all the answers. You need to create a learning culture and encourage everyone on your team to become know-how junkies.

You can download this guide to learn four specific tactics to help you and your team become better know-how junkies. Martin Luther King Jr. once said, “Rarely do we find men who willingly engage in hard, solid thinking. There is an almost universal quest for easy answers and half-baked solutions. Nothing pains some people more than having to think.” Are you someone who willingly engages in hard, solid thinking by becoming a know-how junkie?

Maybe your team needs some encouragement when it comes to building their know-how. Share this oGoInspire blog and guide with them and schedule some time to discuss how together, you can commit to becoming know-how junkies. Inviting them to join you shows you care and that you’re learning too. Go Lead!

Podcast

Ryan Serhant, American Real Estate Broker

Post author By David Novak
Post date 11/04/2019

[cs_content][cs_element_section _id=”1″ ][cs_element_row _id=”2″ ][cs_element_column _id=”3″ ][x_image type=”none” src=”https://davidnovakleadership.com/wp-content/uploads/2019/11/ryan-circle.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=”” style=”border:8px solid rgba(0,0,0,0.10);border-radius:50%;”][x_share title=”Share this Post” share_title=”” facebook=”true” twitter=”true” google_plus=”false” linkedin=”true” pinterest=”false” reddit=”false” email=”false” email_subject=”Hey, thought you might enjoy this! Check it out when you have a chance:”][cs_text][/cs_text][/cs_element_column][cs_element_column _id=”7″ ][cs_element_audio _id=”8″ ][x_gap size=”30px”][cs_element_content_area_modal _id=”10″ ][cs_text]Ryan Matthew Serhant is an American real estate broker, bestselling author, producer, and star of Bravo’s two-time Emmy Nominated reality television series, Million Dollar Listing New York, and its spin-off, Sell It Like Serhant.

Ryan is the leading member of The Serhant Team—an NYC-based, bi-coastal real estate group that has consistently ranked as the #1 sales team in New York and among the top five teams nationwide. The Serhant Team consists of more than 60 experienced agents and marketing support staff and has sold over $1.6B worth of real estate in the last two years alone. The Serhant Team New Development group is also a prominent force in new construction sales, with more than $16B and 50 projects across Manhattan, Brooklyn, Long Island City, Miami, and Los Angeles to its name.

[/cs_text][x_gap size=”40px”][cs_text style=”margin-top:-20px;”][bctt tweet=”“You got to cut the rope, you got to cut the net and you got to go all in. It’s very difficult to be the ‘most successful’ part-time anything.””][/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”14″ ][cs_element_row _id=”15″ ][cs_element_column _id=”16″ ][cs_text style=”margin-top:-20px;”][bctt tweet=”“Treat the rest of your team, the rest of your company, better than you treat yourself. Give them as much recognition as you possibly can.””]

[/cs_text][/cs_element_column][cs_element_column _id=”18″ ][cs_text]In 2018, Ryan started his own entertainment and media company, Serhant Media Group (SMG), as an in-house marketing arm to both his real estate and television endeavors. In addition to being a reality television star and running his own team, Ryan has developed several smartphone apps and is a frequent guest on the real estate segments of 20/20, CNN, CNBC, The Today Show, The Insider, Bloomberg TV, and is often quoted in The New York Times, Wall Street Journal, and Wall Street Journal China. He is also an official contributor to Forbes, regularly writing columns on real estate, sales, and branding.

Ryan is an active supporter of nonprofit organizations including DKMS, Operation Smile, Save the Children, Make-A-Wish, The Human Rights Campaign, Ronald McDonald House, Habitat for Humanity, Pink Agenda and UNICEF, among others. Ryan Serhant was born in Houston, Texas, grew up outside Boston, and graduated from Hamilton College in 2006 with degrees in English Literature and Theatre. He currently lives in New York City with his wife, Emilia, and their daughter, Zena.

Shareable Insights

[/cs_text][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”20″ ][cs_element_row _id=”21″ ][cs_element_column _id=”22″ ][x_custom_headline level=”h2″ looks_like=”h3″ accent=”true”]Recent Episodes[/x_custom_headline][x_recent_posts type=”post” count=”4″ offset=”1″ category=”podcast” orientation=”horizontal” no_sticky=”false” no_image=”false” fade=”true”][/cs_element_column][/cs_element_row][/cs_element_section][cs_element_section _id=”25″ ][cs_element_row _id=”26″ ][cs_element_column _id=”27″ ][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn”]Attract and retain top talent by providing your managers with “must-have” leadership skills.[/x_custom_headline][x_custom_headline level=”h2″ looks_like=”h2″ accent=”false” class=”mtn hidden”]Building People Capability First Leads To:[/x_custom_headline][/cs_element_column][/cs_element_row][cs_element_row _id=”30″ ][cs_element_column _id=”31″ ][x_image type=”none” src=”https://ogolead.com/wp-content/uploads/2019/05/Recognition-course.jpg” alt=”” link=”true” href=”/purposeful-recognition/” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][x_custom_headline level=”h2″ looks_like=”h3″ accent=”false” class=”mtn”]Purposeful Recognition[/x_custom_headline][cs_text class=”trio-links”]

The Secret to Achieving
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Learn the Soft Skills
that Drive Hard Results

For Individuals

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From Podcast Action Journal

Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?

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Ryan Matthew Serhant is an American real estate broker, bestselling author, producer, and star of Bravo’s two-time Emmy Nominated reality television series, Million Dollar Listing New York, and its spin-off, Sell It Like Serhant.
Ryan is the leading member of The Serhant Team—an NYC-based, bi-coastal real estate group that has consistently ranked as the #1 sales team in New York and among the top five teams nationwide. The Serhant Team consists of more than 60 experienced agents and marketing support staff and has sold over $1.6B worth of real estate in the last two years alone. The Serhant Team New Development group is also a prominent force in new construction sales, with more than $16B and 50 projects across Manhattan, Brooklyn, Long Island City, Miami, and Los Angeles to its name.
“You got to cut the rope, you got to cut the net and you got to go all in. It's very difficult to be the ‘most successful’ part-time anything.” Click To Tweet

“Treat the rest of your team, the rest of your company, better than you treat yourself. Give them as much recognition as you possibly can.” Click To Tweet

In 2018, Ryan started his own entertainment and media company, Serhant Media Group (SMG), as an in-house marketing arm to both his real estate and television endeavors. In addition to being a reality television star and running his own team, Ryan has developed several smartphone apps and is a frequent guest on the real estate segments of 20/20, CNN, CNBC, The Today Show, The Insider, Bloomberg TV, and is often quoted in The New York Times, Wall Street Journal, and Wall Street Journal China. He is also an official contributor to Forbes, regularly writing columns on real estate, sales, and branding.
Ryan is an active supporter of nonprofit organizations including DKMS, Operation Smile, Save the Children, Make-A-Wish, The Human Rights Campaign, Ronald McDonald House, Habitat for Humanity, Pink Agenda and UNICEF, among others. Ryan Serhant was born in Houston, Texas, grew up outside Boston, and graduated from Hamilton College in 2006 with degrees in English Literature and Theatre. He currently lives in New York City with his wife, Emilia, and their daughter, Zena.
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Recent EpisodesGoldman Sachs Chairman & CEO, David Solomon02/27/2020KPMG Chairman & CEO, Lynne Doughtie02/11/2020Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 202/06/2020Henry Kravis, Co-Founder, Co-Chairman & Co-CEO of Kohlberg Kravis Roberts & Co. | Part 101/28/2020

Attract and retain top talent by providing your managers with “must-have” leadership skills.Building People Capability First Leads To:

Purposeful RecognitionThe Secret to Achieving
Great Results

Buy NowFor Individuals

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Essential Leadership TraitsLearn the Soft Skillsthat Drive Hard Results

Buy NowFor Individuals

Contact UsFor Team Pricing

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Have you ever experienced a failure? What did you learn?
If your colleague disagreed with you, how would you respond?

What is the best piece of constructive feedback you’ve ever received?[/cs_content_seo]