The Five Styles of Leadership for Business Growth: Transformational Leadership

If your leadership playbook starts and ends with metrics, you might be winning the month while quietly losing the business. We dig into transformational leadership as the first leadership style in our Five to Thrive growth framework, and we make it practical: real growth comes when you put people before numbers, because the “story behind the numbers” is where culture, retention, quality, and loyalty actually live.

Schedule a Free Business Consultation

Click here to listen to the next episode about The Five Leadership Styles

Click here to watch the beginning of this leadership series on YouTube

Register for The Five to Thrive Webinar Event

Watch part one of this leadership series

Subscribe to the Brian Wright Show Podcast

Brian Wright works closely with executives, entrepreneurs, small business owners and executives in five areas essential to thrive in the new economy: Leadership, Culture, Sales, Hospitality & Marketing. You have come to the right place If you want to grow your business and surpass goals unlike ever before

In this video you'll learn powerful business growth and efficiency strategies broken down into five categories that transform:

✔ Leadership
✔ Culture 
✔ Sales 
✔ Hospitality
✔ Marketing

"Brian Wright is the Tony Robbins in the new economy." Stephanie Solomon - Author 

"Brian Wright is a combination of Marcus Lemonis from the Profit and the entire Shark Tank Team. You must partner your business with his mind and his companies." Dr. Stacy Frankowitz

More about today's episode:

We walk through the core characteristics that define people-first leadership and leadership development: idealized influence (trust, respect, integrity, and leading by example), inspirational motivation (a clear and compelling vision that stays consistent in daily decisions), intellectual stimulation (challenging the status quo and building a culture of innovation), and individualized consideration (coaching, mentoring, and matching roles to strengths). Along the way, we connect the dots between psychological safety and performance, and why teams stop bringing ideas the second they feel punished for mistakes or threatened for speaking up.

You’ll also hear why active listening is a foundational skill that improves leadership, sales, hospitality, marketing, and the day-to-day experience your customers, clients, or patients feel. Plus, I share an invite to a live webinar where we go deeper on Five to Thrive, with interactive Q&A and giveaways. If you want a stronger culture, better execution, and growth that doesn’t rely on constant pressure, hit play, then subscribe, share this with a leader on your team, and leave a review.

🔗 Stay Connected
The Brian Wright Show

🌐 Website: https://bwshow.com
📷 Instagram: https://www.instagram.com/brianwrightshow/
🎵 TikTok: https://www.tiktok.com/@brianwrightshow

New Patient Group

💼 LinkedIn: https://www.linkedin.com/company/newpatientgroup
📷 Instagram: https://www.instagram.com/newpatientgroup/
🎵 TikTok: https://www.tiktok.com/@newpatientgroup
📘 Facebook: https://www.facebook.com/NewPatientGroup1/

WrightChat
🌐 Website: https://www.wrightchat.com
📷 Instagram: https://www.instagram.com/wright.chat/
📘 Facebook: https://www.facebook.com/wrightchat

#businessgrowth #business #leadership #entrepreneur #entrepreneurship #leadershipdevelopment #corporateleadership #executiveleadership 
#businessleadership #businessowner #businesstips #culture #culturetransformation #companyculture

Transcript

Copy Transcript Copied

Five To Thrive And Iconic Leadership

SPEAKER_00 0:00

All right, welcome back inside the studio as we continue on with our five essentials for record business growth, which I call the Five to Thrive. And we are currently on the leadership pillar, the very first of the five to thrive. We're coming off a really good series around the four pillars of leadership. If you're just tuning in for the first time, I'm gonna link that series below. Make sure to watch it from start to finish. You'll get more out of what we're diving into in this brand new series, which is the five leadership styles. Now, what we're gonna do here, I have a very specific goal for all of you. All right, very specific. The goal here is I'm gonna teach you the positives of each one of these leadership styles. Now, everything has drawbacks. That's pretty much true with anything in our lives and business. Everything has some drawbacks to some certain to a certain extent. What I have done is I've taken the positives that will help advance your business, advance your leadership skill sets. I've taken the positives from each type of those five leadership styles, and together we're going to create a brand new leadership style that I call iconic leadership. Something I've coined, something I've been teaching now for a while, and I want to develop this so you all can be iconic leaders, right? And really be the only ones because this terminology has never existed before, but it is as you go through this series. All right, so if you're ready to learn some amazing stuff, become an iconic leader, let's

Who Brian Wright Is

SPEAKER_00 1:23

go. And before we get started today, let me introduce myself. My name is Brian Wright. I'm the host of the Brian Wright Show podcast. I'm the founder and CEO of New Patient Group, also the founder and CEO of the Thrive Consulting Group, as well as the founder and CEO of Wright Chat. I'm currently a business consultant and faculty speaker for Align Technology, the $3 billion publicly traded company in the makers of Invisalign. Featured in Forbes, CNBC in the National Journal, both myself and my companies have been in there. I've also featured in the book Level the Curve by our great client and also a friend of mine, Dr. Jamie Reynolds, where he says I am the best in the business. I've also been featured in publications like Dental Economics Ask the Expert section. Out of all the accomplishments, all the accolades in my career, even if you added them all together, none of them mean as much to me as this stat right here. And that is every business that has worked with me and my companies has achieved their best year ever within the first 24 months of working with us. And if that doesn't prove to you how powerful this five to thrive and the teachings are and our programs are, I don't think anything will. All right, let's get

Transformational Leadership Defined

SPEAKER_00 2:39

started. And the very first of these five that we're going to be talking about is transformational leadership. Let's look at the definition. It inspires and motivates followers to a shared vision, encouraging innovation and personal growth. That is the definition of transformational leadership. I want you to memorize that to the best of your abilities. And also remember this really, what transformational leadership is, this is something I've been teaching for a long time and I have found really puts it in perspective for people, is it's putting your people before your numbers. It really is that simple. And going back to this is very hard for many of you based on how you were trained by college professors that have never owned a business in their life, they've never really had to lead anybody in their life, right? They've never employed anybody in their life, they haven't created anything in the private marketplace in their entire life, yet they think they know business. Okay, and this is something you gotta wrap your head around. And because transformational leaders look at business as a people business, no matter what you sell. And this is something I've been teaching for a really long time that is really hard for all of you out there, many of you out there, is to stop making decisions based on numbers. The numbers lie, they do not tell you the story behind them, they do not tell you the leaky holes that are happening all across your business from A to Z. You can't find that almost always in the data. So because it doesn't talk about the why, you can't focus on it because you can't control it. Doesn't mean that it doesn't matter, it doesn't mean that you shouldn't look at it, but it's the story behind the numbers. And this goes back into all of you being a people business, no matter what you sell. You could sell food, you could sell hotel rooms, you could sell Invisalign, you could sell tech, you could sell AI, you could sell orthodontics, you could sell dentistry, whatever it is, you're still a people business. And if you fully wrap that, your your head and your mind completely around that, what happens is you can start making better decisions because you start making decisions based on people, not numbers. Based on people, if I invest in this, will this give my team a better experience? If I invest in this, will this give my clients better experience? If I invest in this, will this advance my cause, my vision? If I invest in this, will this give me, the business owner, the entrepreneur, the corporate executive, will it give me a better experience? And if the answer is yes, you do it. All right? Instead of, well, you know, we want to do this to increase sales, but oh, that's gonna increase, look at the numbers. I don't know if we can fit this into our quarterly budget. It's not gonna make the shareholders happy, or boy, we have all these problems in my small business, but gosh, I don't have the money to invest, even though the money that you would invest to fix the problem is less than what the problem's causing you. If you look at it and you base it on numbers, you will make incorrect decisions and you will trip over dollars to pick up pennies like so many of you do all day long. Transformational leaders understand that the development of their people, personally and professionally, comes before the statistics, comes before their business. And they know this because if they do this, this is how you attract and retain great talent. This is how great talent stays loyal to you. This is how people go beyond a paycheck, regardless of their generation and all the bogus information about generations out there. This is how you do it. If you and your business make decisions based on data, this does not inspire the team that's on the boots on the ground that advances your business forward, your cause forward, your vision forward. You must make decisions based on people, which is exactly what transformational leaders do. And that's what we're gonna dive into now is the core pillars of transformational leadership. What are the core characteristics of it?

Trust Through Role Modeling

SPEAKER_00 6:37

And the very first one is idealized influence. This builds trust and respect. And without trust and respect, you can kiss everything else goodbye. Many years ago, I'm doing an all-day workshop. I'm coming off stage, we're taking a break. This girl runs up to me, she's like, hey, I'm loving the leadership stuff, but gosh, I don't know if this is gonna work in our company. And I said, Okay, thanks. Well, tell me more. We're talking, she's like, and this happened to be an orthodontic practice. Uh, that was it was that type of event. And she's like, Well, our doctor is nickel and diming the clinical supplies, right? He's using crap on the patients, and he justifies it because he's looking at the data and he's like, Well, if we can save here and we can save here and we can save here, right? Then then our overhead goes down, the profit goes up, I get to make more money. And this is what so many of you do, whether it be on the product or service side of your business, like the orthodontists, you know, nickel and diming the clinical care and the clinical supplies, or the chef, and then this is why the people business that all of you are is all the same, right? It's all the same. Or the chef, right, looking at his overheads, like, I don't know if we can afford the organic ingredients, the freshly sourced ingredients, so I'm gonna nickel and dime it, or overhead's gonna go down. Maybe I get to make more money. And this is so sad because so many of you make decisions this way, and again, it's tripping over dollars to pick up pennies. You absolutely crush your success because you can't get your freaking head out of the data clouds. And hopefully the examples I just gave, they sound ridiculous to you as a business owner. Like I would never do that, and if that's the and if that's the case, great. But this is an example of what most leaders, and got to use air quotes there because that doctor example, the chef example, those aren't leaders at all, right? Because that is not the way you inspire your team. The way you inspire your team is you invest in the best clinical supplies. The way you inspire your team is you invest in the in the most safe, highly sourced organic food or ingredients possible to make the most beautiful dishes possible. Right? That's how you inspire your team, and it's how you get trust and respect. And transformational leaders 100% understand this. And this is why you're a people business, but also how good your product or service is, it still goes into the people business you are, it still goes into the experience that you offer. Right? You can't be a crappy chef and become a Michelin star restaurant, but you also can't be the best chef in the world, and just that doesn't automatically automatically make you a Michelin star because the Michelin stars are also, they thrive in the people business side, just like all of all the rest of you. Every one of you out there has a product you sell or a service you sell, and then you have the entire people business that really has nothing to do with it, but everything to do with it at the same time because it will dictate how much you charge, how much, how much your sales conversion will be, how much money you make, how many repeat buyers, how many five-star reviews, etc. etc. etc. etc. down the line. Transformational leaders know this. Let's look deeper. Acts as a high integrity role model that leads by example and aligns daily actions with core organizational values. We're still talking about idealized influence. A lot there. I like the role model example. And transformational leaders know, and especially in this new economy, that you know if you want your team to show up on time or early, transformational leaders know that to set the example and be a role model, they have to be there even earlier. I drives me crazy when businesses are like, well, my team's not showing up on time to the morning meeting. And then I look at the situation and I'm there early for the morning meeting, getting ready to watch it and monitor and take notes to help make it better. And I'm there and I'm like, Where's the business owner? Where's the doctor? Where's the chef? Where's this? Where's this owner? Like, where are they? Well, they're never here on time. Oh my God. And this is be yet they complain about the team not being there on time. Right? This is the opposite of being a role model. This is the opposite of building trust and respect. This is a dictatorship, and this goes back to why so much of leadership is a trainable skill set. And role model, I mean, I'm using the morning meeting as an example. This could be any meeting, by the way, whether you're a three-person organization or a three million employee person organization. Use that meeting example that I just gave and apply it across the board. If you want your employees to stay late, you have to stay later. If you want your employees to show up early, you have to show up earlier. If you want your employees to go beyond for your customer, client, or patient when you're not looking, then you have to go beyond for your customer, client, patient when they're not looking. This is what role models do, right? This is what transformational leaders do.

Vision That Actually Motivates

SPEAKER_00 11:22

Next one is inspirational motivation. And I've talked about this on previous episodes. Being a transformational leader is easier for people that truly enjoy the motivation, the inspiration, selling the why. If you don't enjoy that, it doesn't mean you can't become good at it, right? It's one thing to not enjoy it, it's another thing to let that bias stand in the way of you becoming it. Those are two totally different things. But even if you don't let the bias stand in the way, if you don't enjoy this, it's gonna be hard to stick with it. But you can do it, and I need you to do it. Podcast listeners, clients of mine out there, I need you to take everything I'm teaching you in this series, and I need you to become the iconic leader I know all of you can. So the inspirational motivation is crafts a shared purpose, and they articulate a clear, compelling vision of the future that aligns individual ambitions with team goals. I I like how I've mapped this one out because the the articulates a clear look, to be a transformational leader, you've got to be very good at communication, right? You've got to be very clear with expectations, but also that leads into a compelling vision. So many of you out there, and if you watched our four-part series prior to this, I guess there was actually five podcasts, uh, but it was still around the four pillars of leadership. If you watch that, I talked about if you don't have a vision, right? So where there's a lack of vision, there's a lack of leadership. And just because you have a vision doesn't mean it's a good one. It doesn't mean just because you have a vision doesn't mean you're gonna be successful, right? And you've got to have a vision that you articulate and and educate your team. But one of the things we talked about in vision and strategy, that was actually part one, is this compelling vision you go back to with us is inspiring, educating, motivating people to transform mindsets. That's my vision. So a couple key things there, I talked about it in vision and strategy, and here too, and this is why I've mapped it out this way, is a compelling vision of the future. A vision is always in the future. A vision is not now. That's the mission, right? And mission statements, yeah, whatever, they're fine, they're accomplishable, but they don't motivate people and they're not nearly as important as having envisions, something you're always striving for in the future.

Live Webinar Invitation

SPEAKER_00 13:36

Hey everybody, Brian Wright of the Brian Wright Show. Let's step away for a moment. I want to talk to you about a live webinar. I'm gonna be delivering all the details and the date, the time, everything you're gonna need to register, it's all linked below. Just click that and you're gonna have everything you need to come and enjoy something that's gonna be awesome. I'm gonna dive deep into Five to Thrive. So no matter what your goals are, if you're somebody that's wanting more new patients, more new customers, more new clients, if you want to increase sales conversion, offer a better patient experience, client experience, learn more about leadership and culture, how to build and set your business up for success. So all the ideas get implemented at the highest levels. Whatever your goals are, this webinar is gonna cover some pretty amazing things for you. It's gonna be interactive. Come with your questions. We're gonna have live QA. Make sure to come with your questions because I want to make sure to give my expertise to you, help you out in whatever direction you want to go. Our clients are gonna be there. We'll have some podcast followers. It's gonna be interactive and you're gonna learn a lot. I'm gonna be giving away a couple free on-demand courses on that webinar, as well as some other special offers. It's gonna be a great time. Come and see me, look forward to seeing you there, and let's get back to today's episode. You're always spending the now trying to improve to get better at it for the future, right? So the vision that I just talked about, right, you can see how that's always in the future, right? But we've got to be we've got to be uh executing in the now, right? To still be getting uh towards our vision. To be execute the vision, we've got to constantly become better at inspiring, educating, and motivating to transform mindsets. Okay, so I can become better at that now and how I'm talking to you, delivering this on the podcast, being on stage, talking to an audience, I'm always trying to get better at it. So I know that I'm always striving towards it, but I'm never gonna get there. So this is why I say it articulates a clear, compelling vision. So everything that you do as an organization, if you want to gain that respect and trust, like we talked about previously, and this is why each builds on it, right? If you aren't making your decisions around your vision, right, and and then the team's not gonna believe you. You say one day, well, here's the vision. Then the next day, you're like, Well, we can't afford that. And like, what do you mean we can't afford that? This is gonna help us strive towards our vision. This is so much better at it, this is gonna make us so much better at transforming mindsets. Like, Brian, what are you doing? Of course we have to invest in this. Ah, well, I don't know. So I'm tripping over dollars to pick up pennies, and my team's sitting there going, You're full of crap. One day you're saying it's all about the vision, the next day you're penny pinching, right, and saying we can't do it. Because you're making decisions based on numbers rather than people, in this case, your cause, your vision, your why. So the vision is always in the future, but it's still something you can get better at in the now and deliver it in the now to keep striving towards that vision that's always in the future, right? Again, there's never gonna be a finish line that you cross over and go, woo-hoo! Right? We're done. Like that doesn't exist with a vision. It's always something you're striving for to get better. So inspirational motivation.

Innovation And Psychological Safety

SPEAKER_00 16:42

Then we have intellectual stimulation. It challenges the status quo. Transformational leaders are not threatened when somebody else has a great idea. You want to create, and transformational leaders are brilliant at this, is creating a culture of innovation. Right? The teams know that work for transformational leaders, that change is always coming. Right? Change is always coming. We're never gonna be satisfied with where we're at today because we always have to get better at the future to keep striving towards our vision. Right, so you see how that works. So you not only have to be the owner, the business owner, the entrepreneur, the corporate executive, whatever the heck you are out there, you always have to be challenging the status quo. This is why entrepreneurs, right, we can be a pain in the butt because that's what we do. We're always looking at things going, no, that's ridiculous. We can do it totally different. And it's gonna be way better. Like, this is why we can make bad students, right? This is why we can piss people off, because we're always tearing things apart and challenging the status quo, right? We're never okay with the way it is now. So I keep gutting out my program and keep putting it back together, right? Because I'm challenging the status quo with myself, like internally, to make sure we're always keeping you three, four, five years ahead of where everything's headed in your respective industries, anyway. Another way to look at this is encouraging psychological safety, empowering team members to challenge assumptions, rethink standard procedures, and solve problems creatively. All of those are all of those are challenging the status quo. Every single one of these. You know, psychological safety, you've heard me talk about this many times. If you've followed my podcast for a long time. And psychological safety solves so many, so many different things. If your people don't feel safe, they're not gonna try to make decisions on their own. Like, so there goes the autonomy the autonomy. If they don't feel psychologically safe, they're gonna be scared to make mistakes, which in turn, any of you are ever baseball players out there, like the worst coaches will yell at you when you make a mistake, and then you tighten up, and then the gods of baseball, the next ball is hit right at you. You're like, no, please don't hit it to me. And anytime you have the please don't hit it to me mentality, the ball gets hit at you. That that's the baseball gods, right? So if your players don't feel free to make mistakes and they don't feel that psychological safety, they're gonna make more of them. They're gonna make more errors. As opposed to, hey, if I screw up, coach is gonna have my back, put his arm around me, talk about how maybe I could have gotten in a better stance before the the pitch was thrown, right? How I could have charged the baseball within the baseball playing me, right? If you're a baseball fan out there, you're gonna get those things a lot better, but you'll get the point regardless, right? So we've got to have psychological safety in our organizations. The other piece is team members are not gonna bring up ideas willingly, innovate ideas, they're not gonna challenge things that are currently going on inside your organization if they don't feel safe. And if you're a leader out there, you should encourage this. Because unfortunately, there's plenty of you that I've worked with, right? And I've seen plenty, whether it be on stage or I'm coming into your business, there's plenty of you out there, right? You get uh you get this ego kick and you get intimidated if Jeff comes with an idea that challenges yours just because you're a position of authority and you're ahead of Jeff. That is not psychological safety. It does not create an environment of innovation, right? And again, it goes back to autonomy, psychological safety. You have to encourage these things. Your people need to know that you want them to challenge you. Don't be a yes person, right? Don't be a yes person. Be a person that encourages this stuff so people are constantly coming up with ideas, constantly challenging your systems, constantly challenged, constantly challenging each other. They're challenging you to think different. This is what intellectual stimulation is all about.

Coaching People As Individuals

SPEAKER_00 20:31

Now the next one is individualized consideration. I think this one is tough, especially the bigger you get. This is not tough if you have five people or ten people. Uh it may be tough in the sense of it's gonna add some more work to your plate, but it's also gonna make you more efficient and streamlined from a human resource standpoint and getting ideas installed. So it actually, even though it adds some more time to your plate in this area, it's actually saving you all kinds of minutes and hours and days and other areas that are probably a headache for you right now. It's personalized coaching, it's mentoring and support, which you've heard when we're going through our four core pillars of leadership. The series before this one, you heard me talk about this, like telling somebody what to do, right? That is totally different than mentoring them and coaching them and educating them and guiding them so they get improved skill sets, they they they improve their career because of it, they end up making more money because of it. That is totally different. So, this personalized coaching, this is why it goes back to just because Judy's a great clinical assistant, just because Barry is a great uh chef, right? Those are all my always always my go-to's. Just because of that doesn't mean they can coach worth a damn. Right? And this is why leadership is a trained skill set. Going back to this is also why just because they're good at what they do does not mean that qualifies them for a lead position of rank and title role. You all have to remember this. And this goes back to, and this will be the opposite of everything you've ever heard heard. The worst chef of the ten has the ability to make the great chefs, the ones that are better than him or her, better. Just because he's not a good chef doesn't mean that he can't inspire, motivate, and coach. This goes back to sports. Who are our Hall of Fame legendary coaches? It's the guys and girls that couldn't even get in the game. This is the same for business, right? We have it all screwed up. We have it all backwards. The people you've got to put into leadership roles, rank and title, again, because everyone's a leader, has the ability to be. The people that you put in those roles, they don't have to be that great at their job. Okay. What they have to be is they've got to sacrifice. They've got to look at leadership as this opportunity to help others. They've got to be good at motivation, inspiration. They've got to set an example. They've got to be a role model. They've got to build integrity. They've got to build trust and respect, right? Through that integrity. They've got to coach. They've got to communicate properly. And all of those things, right, don't necessarily have anything to do with whether or not they're good at being a chef, good at being a clinical assistant. It's so different than what many of you and how you think. And this goes back to whether it be their Navy SEALs training, everything else we teach, we have leadership backwards in business. And I am here to flip it back on its head the way it needs to be. Let's continue on with individual individualized consideration. Treats employees as distinct individuals, matching opportunities to unique strengths, listening actively and supporting personal growth. Now, where in that sentence does it say you've got to be great at what you do? It doesn't exist. One of the things I see a lot when I go into help businesses is you'll get business owner Joe say, I really want to enhance the experience of my patients, my clients, my customers when they walk into my storefront. And I want you to turn my front into this beautiful concierge that you teach and the job description and everything. And I want to blow my customer away when they walk through the door. So I go into the business, uh, if they're doing on-site with me, right? Or doing a Zoom session virtually, whatever it may be, and I look at the front and I'm like, no chance. Why? Well, because the front has the personality of a wall, right? They can't make friends with anybody. They don't know how to build relationships, like they don't have the intangibles that you can't coach. Now, now teaching them how at how to build relationships and like building upon those that becomes coachable. What's not coachable, I can't teach you personality, right? I can't teach you to smile, you know, I can tell you, right? But the smile when you talk, right? So you're not giving me a person that has the skill sets to develop. So therefore, it's not gonna work. Doesn't mean it can't get better, but it's not gonna work. This is the same true. What separates a great coach from an average one, there's a lot of things. One of them is putting your players in the best chance of success. And that's really what I was getting with with the front desk, is maybe they're a hard worker, maybe they're a great employee, right? But probably being the face of your organization sitting up front probably doesn't make a lot of sense. Now, they could do something virtual, right? They could maybe sit in a back office, like whatever it may be, like there may be a role for this person. But you have to put your people in a position of success. Long time ago with the Houston Astros, they had this player that whenever it based on his skill sets, you would look at that and go, yeah, probably like a third or fourth or fifth type hitter, right? Had a lot of power, uh, he came with a lot of unique skill sets. But every time you would bat him like third, fourth, or fifth, it wouldn't do very good. Right? You bat him leadoff, which on paper, probably not the ideal leadoff guy, although it's changed a lot in baseball, right? But he thrived in the leadoff role. That's a that is a perfect example of a coach looking at the strengths of that player, right? Putting the player in a place where they're comfortable, and then watching them thrive in their career. A lot of coaches are stubborn. A lot of you business owners out there, you're stubborn, you won't make switches. So you've got to hire based on personality, and then you've got to put them in your organization based on their strengths. You got to lead them off on your baseball team, if you will. Okay, this is what transformational leaders thrive at, and they treat employees as distinct individuals, matching opportunities, unique strengths, listening actively and supporting

Active Listening As A Power Skill

SPEAKER_00 26:34

personal growth. Back to active listening. Again, something we teach everybody because that's the psychology of listening. It's in a lot of our courses. You can't be a great leader, you can't build the right culture, you're not going to be great at sales, you're not going to be great at hospitality, and you're not going to be great at marketing, which is our five to thrive in that order. Implement them in that order and you will thrive. You will not excel at any of those if you do not know how to active listen. I love this when I'm trying to help an organization. I'm coaching them. I get done with like a five-minute, you know, spiel, and I'm like, okay, questions. Everyone just sits there. That's an example, right? That does not show the speaker, or maybe you're on the phone, or maybe your chair side in the back, or you're in an exam, you're in a sales process, whatever it is. That does not show that you're actively engaged, right? That it shows no engagement. It shows that you didn't listen. Active listening, the psychology of it goes deep and it's powerful, right? So we have to learn how to listen. We're taught how to read, write, think, speak, and act. There's no listening classes, which is why we give those to you because active listeners become better leaders, create a better culture, they're better at sales, they're better at hospitality, and they're better at marketing. The five two thrive.

Key Takeaways And Next Style

SPEAKER_00 27:50

Now, we're through transformational leadership. Those are the positives. And that's we have countless trainings on it. There'll be way more podcasts on it. All of our on-demand courses on our app that's available to all of you out there, those are on it. Right? So we want to take the positives that I just said, right? And we want to take those, we want to notate them, right? Because now we're gonna be moving into part two, which is the servant leadership, I'm gonna call it. And we're now we're gonna keep building on each positive, and at the end, we're gonna create something called iconic leadership, like I said at the beginning, and it's gonna be really, really special. All right, so below, we're moving into servant leadership. I'm gonna link that below, and we'll see you over there.