Matt Best

And just having that culture of support rather... And I differentiate this when we think about management versus leadership. And management is... We've all seen those little cartoons on LinkedIn where the manager's shouting and pushing everyone up the hill first and the leader's at the top of the hill dragging everyone up after them. And I think...

And just having that culture of support rather... And I differentiate this when we think about management versus leadership. And management is... We've all seen those little cartoons on LinkedIn where the manager's shouting and pushing everyone up the hill first and the leader's at the top of the hill dragging everyone up after them. And I think...

That's a really important thing to think about when we think about that coaching culture. You want to be able to sit down with your leader and have a conversation, be a bit vulnerable, ask for support and for help without the fear of being berated or the fear of the fact that you maybe have failed or not done as well in something.

That's a really important thing to think about when we think about that coaching culture. You want to be able to sit down with your leader and have a conversation, be a bit vulnerable, ask for support and for help without the fear of being berated or the fear of the fact that you maybe have failed or not done as well in something.

That means that your managers or your leader is going to look at you differently and not support you in the way you need it. I think that for me is really what a coaching culture is trying to do.

That means that your managers or your leader is going to look at you differently and not support you in the way you need it. I think that for me is really what a coaching culture is trying to do.

encouraging and enabling your leaders to have really effective coaching conversations with their team to act as a coach and into a mentor but not as a manager going down a list of tasks have you done this have you done this have you done this right on to the next one we know that's not effective what what does it what does it scream out for you johnny coaching culture i love your analogy of the sort of that trek or that mountain approach it actually made me think back as you're talking there to some of the occasions that i've had as a

encouraging and enabling your leaders to have really effective coaching conversations with their team to act as a coach and into a mentor but not as a manager going down a list of tasks have you done this have you done this have you done this right on to the next one we know that's not effective what what does it what does it scream out for you johnny coaching culture i love your analogy of the sort of that trek or that mountain approach it actually made me think back as you're talking there to some of the occasions that i've had as a

Yeah, I think you're right. I like your phraseology there as well, stinky culture. We've all seen those sort of stinky cultures and the impact that it has. And yeah, I think really important. And culture starts at the top, but actually has to exist everywhere. And it's interesting, Johnny, you talk about the three to five hours and it might only be one.

Yeah, I think you're right. I like your phraseology there as well, stinky culture. We've all seen those sort of stinky cultures and the impact that it has. And yeah, I think really important. And culture starts at the top, but actually has to exist everywhere. And it's interesting, Johnny, you talk about the three to five hours and it might only be one.

I've worked with teams where they're doing six hours, but those six hours have been poor and actually it doesn't give you the results that you want. And three effective hours is better than 10 ineffective hours. So again, just thinking about how you're delivering that in your business as well and what you're supporting and reinforcing.

I've worked with teams where they're doing six hours, but those six hours have been poor and actually it doesn't give you the results that you want. And three effective hours is better than 10 ineffective hours. So again, just thinking about how you're delivering that in your business as well and what you're supporting and reinforcing.

Absolutely, Johnny. And thank you to you and thank you to everyone who joined us today. today, I'm certain that you may have your own perspective, right? You may have your own principles that you follow within your business.

Absolutely, Johnny. And thank you to you and thank you to everyone who joined us today. today, I'm certain that you may have your own perspective, right? You may have your own principles that you follow within your business.

But hopefully what we've done today is share five really great foundational principles to successful leadership, alongside some really great examples of how they can impact your business and how they can help you in being successful as a leader. So with that, I'd encourage you to think about

But hopefully what we've done today is share five really great foundational principles to successful leadership, alongside some really great examples of how they can impact your business and how they can help you in being successful as a leader. So with that, I'd encourage you to think about

these and how you can incorporate some of this into your own leadership culture into your own organization and so we very much look forward to seeing you on the next podcast and johnny thanks so much again for your insight and contribution in the podcast today awesome thanks man cheers now For more insights, make sure you subscribe. And if you enjoy the journey, don't forget to leave us a review.

these and how you can incorporate some of this into your own leadership culture into your own organization and so we very much look forward to seeing you on the next podcast and johnny thanks so much again for your insight and contribution in the podcast today awesome thanks man cheers now For more insights, make sure you subscribe. And if you enjoy the journey, don't forget to leave us a review.

Your feedback fuels our growth. Until next time, keep up that forward-thinking mindset. Goodbye.

Your feedback fuels our growth. Until next time, keep up that forward-thinking mindset. Goodbye.