Discovering Leadership Voices

Join Anthony Karls and Matthew Hacker on 'Revenue Roadmap' as they dive into leadership development. Discover the 'Giant' program's impact on team building, revenue growth, and more. Explore the five leadership voices and the 70/30 principle for effective personal and professional growth.

00:00 Introduction and Welcome

00:18 Matt's Background and Leadership Insights

03:08 Leadership Development Program Overview

03:50 Discovering Your Leadership Voice

04:52 The Five Voices Explained

11:06 Building Confidence in Your Leadership Voice

13:17 Intentionality and the 70/30 Principle

14:59 Conclusion and Next Steps

#DigitalMarketing #Leadership #BusinessGrowth

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Transcript

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Anthony Karls 0:00

All right. Welcome. Welcome everyone. This is Revenue Roadmap where we talk about driving revenue and increasing profits in local businesses. So I'm Anthony Carls and today I am joined again, our friend, Mr. Matthew Hawker.

Matt Hacker 0:14

Hello, sir.

Anthony Karls 0:16

Matt, thanks for being here with us today.

Matt Hacker 0:18

Absolutely.

Anthony Karls 0:19

So we're going to continue our conversation on leadership development with Matt, uh, talking a little more specifics about a giant program. Um, how that helps build, build teams. Uh, increased revenue and all of those things. Before we jump into that, Matt, I got a question for you.

Matt Hacker 0:35

All right.

Anthony Karls 0:36

not about a hat like we did last time. So no more melon questions. Um, so tell me, tell, tell me and our audience, what's something about your story that most people navigated to where you are today?

Matt Hacker 0:54

Hoof something about my story that most people don't know. Um, I think that's a really good question. So there's so many things. Um, one thing I'm going to say was, I feel, uh, I feel like I am pretty good at where I am today about, like, dealing with, like, unknowns. And, uh, I think a big part of that is for 13 years, I was a volunteer firefighter. And whenever our pager went off, here's the thing, right? Somebody calls 9 1 1, they're not having a good day,

Anthony Karls 1:34

No.

Matt Hacker 1:35

right? It's nobody calls 9 1 1 to say, Hey, I just want to let you know I'm doing well.

Anthony Karls 1:39

Yeah. Thank you. for what you're doing. You're going to probably get a lot of those, those

Matt Hacker 1:43

right. So never really knew what we were going to get into, right? Dispatcher would tell us like, Oh, we got this car accident and somebody's hurt. Like they never really know like how hurt

Anthony Karls 1:52

Mm hmm.

Matt Hacker 1:53

they're live or like if there's something involving kids, it's like. That could go a variety of different ways. Cause then you got parents involved, you got screaming children. So we had to deal in order to be a successful firefighter, you have to deal with a lot of ambiguity and being okay with not knowing until you get to the point where, you know, and I think that has helped me become the, the leader and the person that I am today is, is that 13 years of experience in doing that?

Anthony Karls 2:22

I'm sure there's, we can, we could probably dive down. Really interesting rabbit trail there. Um, but I would imagine that would be a really good place to like stress test some leadership skills, learn some stuff about yourself,

Matt Hacker 2:35

Absolutely.

Anthony Karls 2:36

learn stuff about others.

Matt Hacker 2:38

The people next to you literally trust you with their life and ultimately, at the end of the day, that's why I left the department is because we had some new people come on the department. And at the end of the day, I didn't trust my life in their hands because of their work ethic and because of their, their lack of leadership. And I wasn't about to put my family in that position to get a phone call that I'm not coming home. So that's why I left.

Anthony Karls 3:04

That's it. That's awesome. Appreciate you sharing that. Um, all right. So last time we talked about last time we talked. We talked about our leadership development program, and we have two, uh, we started talking about the workshop transforming team communication. So today the first module of that, or the first, I don't know, three to four weeks of that is the discovering your leadership voice. So we're gonna talk a little bit overview, future episodes. We'll go a little deeper into that. So tell us a little bit about kind of this section of the training that we do with our team. So what does it look like? To discover your leadership voice here at RocketClicks. What does that even mean? Yeah.

Matt Hacker 3:50

So at the beginning of this section, one of the things that. The big things that we introduced to our team is a concept of know yourself to lead yourself. And basically the premise behind that is, is that we all have natural tendencies that then lead to us doing certain things, which are, which are our actions and those actions have consequences. And then those consequences then shape the current reality that we're in. So if you can think about like an infinity and infinity loop like this, that's what this looks like. So. The that reality is then going to lead us back into like what our natural tendencies are to like deal with that current reality And then our actions and consequences and reality again, so know yourself to lead yourself We talked about that at the very beginning because in order for somebody to successfully get through giant Like that's a core concept that they need to learn and they will learn along the way And that's what the premise of like, what, one of the big things that giant is going to teach everybody on our team. So we start with that and then it's really getting into recognizing what the five voices are. So there's five voices. Each of the voices have natural tendencies within giant. We all have those natural tendencies built within us, right? At the end of the day, we're all, all of the voices have some tendencies that lean stronger towards a certain type of voice. That's called our foundational voice, which we'll talk about in a second, but, uh, the five voices are nurturer, connector, pioneer, guardian, and creative, and each one of those has different tendencies or acts differently in certain situations, acts differently to certain types of information, lives in the now versus lives in the future. That's what we learn the very beginning of Giant, after we figure out like, what is it, what's it like to know yourself, to be yourself.

Anthony Karls 5:48

So, uh, for the, for the audience, what is your, what's your foundational leadership voice?

Matt Hacker 5:56

My foundational leadership voice is a connector, so I am all about people and, like, inspiring people through my communication. Um, connectors are the people that, like, you ever, uh, you ever have anything going wrong at home? Like, maybe a pipe breaks and you're like, man, I Who am I going to get a hold of to fix this? Like, I'll tell you, get a hold of a connector because they know a guy. Like, connectors know somebody for every situation. Oh, you need that? Don't worry about it. I know a guy, right? They're able to, uh, at a very high level, engage with a whole bunch of different relationships at one time. Um, We do have our downfalls though. Uh, we aren't always great at receiving like critical at receiving or giving critical feedback because we're all about the people and like harmony and keeping that, um, uh, keeping that in check, but I'm a connector. I know a lot of people that's at the end of the day, that's what it is.

Anthony Karls 6:56

Nice. Awesome. So what does it, what does it look like when our team starts to kind of identify their foundational voice? You talked a little bit about that for yourself. Like what are, what do we really want them to come out of that?

Matt Hacker 7:10

so we want we want our team to identify what their foundational voice is. And the way that we do that is we go through. So through the process of giant, there is a, uh, throughout the process of our class, People go through and like, we'll talk through each voice, like the natural tendencies of each voice, and then we'll have them rate what they think that voice is to them on, uh, on a, on a color scale, similar to a stoplight. So it's like red, green, and yellow, like. Like, yep, that's me. If you could be like a green yellow, where it's like most of that is me, but there's parts of it that aren't right. And then there's yellow. It's like, uh, I, some of this is yes. And then red is like, yeah, this isn't me. I don't connect with any of these things very well. So we have people go through and why it's so important for people to understand what their foundational voice is, is because the outcome of this. It teaches everybody. The things that were naturally foundationally good at just as important. It teaches us the things that were foundationally not great at. And that's where we have to lean on other people of our team. Like maybe I'm not great at doing something, but Tony is really good at doing something. So I'm going to lean on Tony for his strengths because his strengths are my weaknesses. And once our team kind of understands and learns what their foundational voices, then they can kind of figure out and see where they fit within the team. The rest of the team. And the output of that as the business owner is you're going to have one of the most cohesive, cohesive, hardworking teams that work together and understand each other than anybody else in your market.

Anthony Karls 8:46

Yeah, the, like one of the, one of the big benefits will be a higher, higher engagement with your team because you're doing this with everybody. Uh, I think when we talked last time, you mentioned, uh, leaders aren't involved with us and they're not like drinking the Kool Aid of the program. You will not see the impacts. So like, don't, don't, don't take the program, try to implement it and be like, All right. Hands off. I'm not doing this and I'm still going to act, act the same. I'm not going to get involved. This probably won't work. Uh, but so if everybody invests in like, all right, we all have different viewpoints of the world, but we're going to like, here's, here's our new common language that we're going to adopt, uh, together. We'll learn it and we can communicate around it. Uh, Some really magical things happen and one of those is engagement with the team. I think, I think retention increases, uh, an interesting byproduct is institutional knowledge, which is really, really hard to lose,

Matt Hacker 9:40

Okay.

Anthony Karls 9:40

especially at a smaller businesses. When you're a small business, you're not necessarily documenting as much as you should because you don't have the time. Maybe you're not good at it. So maybe you're not, maybe it's not just a time issue. Maybe it's also a, I don't know what an SOP should look like. So there's three steps. Step one, step two, and step three. And then a, uh, more detail oriented person is going to say, well, what happens between step one and step two? It seems like there are 19 steps here.

Matt Hacker 10:06

Yeah.

Anthony Karls 10:28

you can have the time to document some of this stuff.

Matt Hacker 10:31

Absolutely.

Anthony Karls 10:32

Um, so the team goes through and they, they kind of like, they do a red, yellow, green with different shadings, um, of all the voices. And they kind of put these then in order at the end. Uh, they also take an assessment prior to the prior to this, this very specific portion of the workshop. Um, and then we do that. Then we do a comparison so that we can like, it's a test, right? Uh, it's usually accurate, but there are times when it's, when it's off. We, we compare it so that we can get, we can get everybody feeling as if they're seen in this workshop. Um, I know one of the bigger, another point in this is like building confidence in your leadership voice. You kind of hinted at it a little bit earlier. What does that mean?

Matt Hacker 11:14

So really, what that means is for a person to become the best version of themselves, whether that's at work or whether that's in their personal lives, or just being a human being. Right? Naturally, we want to do the things. That are easiest for us to do that. Bring us joy that we might be better at than other things that we're not as good at. So that within giant itself, there's a concept of the 70, 30 principle, where if we can live, so 70 and 30 is a hundred. So think of those percentages, right? So if we can live our life, work, play, whatever in 70 percent of the time, doing the things that are enjoyable to us, then overall are, we're not going to be burnt out. We're going to have time to do the things that are that are important to us like family, friends, you know, creating relationships, what have you, maybe some people it's gaming, whatever it is, right? But if we can stay as much in that 70 opposed to the 30 percent of the things that are more difficult for us to do. We're going to we're going to last longer as a company. We're going to last longer with retention because you're not asking your employees to do things that are aren't in their wheelhouse, right? That's another way. You could think of the 70 like the 70 is like our wheelhouse. We all have things that are in our natural wheelhouse. And the more that we can stay there, it's The happier we're going to be. That doesn't mean now you have to be careful though, because you don't want to stay a hundred percent in your wheelhouse because then you never grow. Right. Sometimes the growth happens. The B the best growth a person can have is in that 30. So that's why the 30 is like to stretch people. The 70 percent is where you're comfortable. The 30 percent is where you get stretched and that's where you grow. And then eventually that, that could come over. And become part of your 70. Um, but that's really how you build confidence is continuously doing things that live in your 70 while dabbling in the 30 and growing in that space to make your 70 even bigger.

Anthony Karls 13:17

Yeah. Let's start. Uh, I think another good way, they, they phrase it in the giant program is, uh, intentional versus accidental. Like, are you, how intentional are you about your 70 30? Are you aware of where you are? Are you aware of what you're working on? Like, how does that line up with where you're trying to go? How does this add value in the future? Cause oftentimes in every aspect of life, whether you're playing a sport or you're, you're, you're, uh, in a career or you're a parent, like there are parts of everything you enjoy. So, um, and parts of those are like, you don't enjoy them because you're not good at them yet. Um, or like maybe you're, maybe you need this thing to be a C and you're, you're really like a D minus F already. Like you're just, you're not doing real well here. So how do we bring that up? So it's not, it's not such a, such a bad experience.

Matt Hacker 14:09

That intentionality piece is huge too, like, you're right, like, we all have things in our life at work, at home, at school, or have you, that we don't enjoy doing. Like, knowing the 70 30, like, if we're making a conscious decision, like, you know what, I'm not great at this, so I'm going to be in this 30, and I'm doing that on purpose, that's different than having somebody, having something like forced upon you to do something that you don't even know that, that, that's like a, a, a tough spot for you to be in until it's too late and you're burned out. Or if it's too late and then you give up, right? Um, understanding that and making that conscious decision is huge. And that's what that's with work. That's with your health. That's with, that's with everything.

Anthony Karls 14:58

Awesome. Appreciate it, Matt. So next time we, next time we, uh, get together here, we're going to talk a little more in depth about each of the voices, uh, talk about each of those.

Matt Hacker 15:07

Absolutely.

Anthony Karls 15:09

And we'll

Matt Hacker 15:09

Can't wait.

Anthony Karls 15:10

continue down this path. So any, uh, any closing thoughts here before we, before we wrap up?

Matt Hacker 15:16

Uh, no, I'm excited for us to continue to meet and talk and get into each one of the individual voices. Uh, I have a feeling like as listeners are listening to these podcasts, they're going to be talking, we'll be talking about the voices and they'll be like, oh, that's me. And that's me. Yeah. And then they're going to hear the next one like, Oh, but that's me. But wait, I thought it was part of the first one that we talked about. We're all part of all of the voices. We just have certain parts of them that, that, that, that come out in us more. So it's going to be a really cool thing. I'm super excited to come back.

Anthony Karls 15:46

Appreciate it, Matt. Thank you.

Matt Hacker 15:47

Thanks, sir.