Matt Best

That jet lag coming the other way is horrible, isn't it? Yeah, for me, I had another... you know, fun-packed week working with a lot of clients. It's been fantastic being back face-to-face. I know we've been living in the virtual world for so long and actually just getting back in front of people and in those sort of workshops, it's really engaging. It's been really enjoyable.

So yeah, I had a really interesting conversation actually again on the leadership piece with a client and they've got all the sort of right ideas. It's just how to put that into practice. And sometimes it's all balancing the process with the people. And I know we're going to talk a bit about that later today, but just Really interesting.

So yeah, I had a really interesting conversation actually again on the leadership piece with a client and they've got all the sort of right ideas. It's just how to put that into practice. And sometimes it's all balancing the process with the people. And I know we're going to talk a bit about that later today, but just Really interesting.

We've got all this in place, but why are we struggling to get it moving? Yeah, did some prep work with another colleague on how we're going to help them in tackling that challenge. So it's great. So in terms of today's conversation, Johnny, I think the topic for today is what are the five principles of successful leadership? And I think it's... This is a really interesting topic to dive into.

We've got all this in place, but why are we struggling to get it moving? Yeah, did some prep work with another colleague on how we're going to help them in tackling that challenge. So it's great. So in terms of today's conversation, Johnny, I think the topic for today is what are the five principles of successful leadership? And I think it's... This is a really interesting topic to dive into.

I'm sure people listening will have their own perspectives, maybe even have their own principles that they've delivered in different organizations that they've worked in the past. But obviously, we take these principles or we created these principles based on the thousand clients that we've worked with or that SBR have worked with over the years, many of those on leadership programs.

I'm sure people listening will have their own perspectives, maybe even have their own principles that they've delivered in different organizations that they've worked in the past. But obviously, we take these principles or we created these principles based on the thousand clients that we've worked with or that SBR have worked with over the years, many of those on leadership programs.

So it's great for us to be able to bring that insight and that experience to the table and share that with everyone on the podcast today. So what I thought might be good is if we just highlight what those principles are and then we can dive into it. And as usual, great to get your perspective and we can have a bit of a conversation about it.

So it's great for us to be able to bring that insight and that experience to the table and share that with everyone on the podcast today. So what I thought might be good is if we just highlight what those principles are and then we can dive into it. And as usual, great to get your perspective and we can have a bit of a conversation about it.

yeah indeed as ever this is our sort of perspective and our opinion and i think we've got that experience to leverage on but it's not always right and there's probably hundreds of principles out there that that are appropriate in different settings just to run through those five principles before we get into into the meat of the conversation today so our first one being you know leadership is everything and making sure that you're recruiting the right people and how are you recruiting the right people into leadership

yeah indeed as ever this is our sort of perspective and our opinion and i think we've got that experience to leverage on but it's not always right and there's probably hundreds of principles out there that that are appropriate in different settings just to run through those five principles before we get into into the meat of the conversation today so our first one being you know leadership is everything and making sure that you're recruiting the right people and how are you recruiting the right people into leadership

Data is the second, looking at people versus metrics, so balancing, having good data that you can analyze and understand and identify trends within, but also balancing that with the individuals. Operational rigor, how you create consistency and effective habits in leadership.

Data is the second, looking at people versus metrics, so balancing, having good data that you can analyze and understand and identify trends within, but also balancing that with the individuals. Operational rigor, how you create consistency and effective habits in leadership.

Commercial alignment, that client-centric approach, making sure everyone's going in the same direction, I think is really important. And then finally, to wrap them all up is that underlying coaching culture. So providing the team with a real track to run on, having a supportive view of leadership and focusing more on the carrot than the stick.

Commercial alignment, that client-centric approach, making sure everyone's going in the same direction, I think is really important. And then finally, to wrap them all up is that underlying coaching culture. So providing the team with a real track to run on, having a supportive view of leadership and focusing more on the carrot than the stick.

So, Johnny, I think those are the five that we've come up with. I'd love to get your thoughts, Johnny, on the first principle that leadership is everything. What's that mean to you?

So, Johnny, I think those are the five that we've come up with. I'd love to get your thoughts, Johnny, on the first principle that leadership is everything. What's that mean to you?

And you really took a risk there, going down the Boris Johnson route, Johnny. I implore your bravery. I can see the comments going wild and hear the clicks of people clicking off. Please don't leave us. We promise that's the last bit of political garbage that we intend to spin today. So, Johnny, the next piece or the next principle is data and people versus metrics.

And you really took a risk there, going down the Boris Johnson route, Johnny. I implore your bravery. I can see the comments going wild and hear the clicks of people clicking off. Please don't leave us. We promise that's the last bit of political garbage that we intend to spin today. So, Johnny, the next piece or the next principle is data and people versus metrics.

And I think this is a really interesting topic of how to find the right balance between the people and focusing on the individuals in the team and then what the numbers are telling you. And I think there's a starting point here. I know we've talked about this previously, balancing data.