Leaders, Leaners, Lovers, and Lookers
At any point in time, you can visualise the status of those in your team as being one of:
However, it is essential to realise that a team member's status is not set in stone and can easily change over time.
Lookers are those checking out the benefits of network-building using the CC tools and whether they are prepared to make a consistent effort to grow a team of team-building advocates.
Lovers are those who love the CC community and various aspects of the tools provided by the CC, such as the podcasts and the meetings.
Leaners have decided they want to build a network consistently and are looking to you to help them develop as leaders.
Leaders are people like you who are committed to building a team of team-building advocates.
True CC leaders have caught the vision of achieving Core-50.
Most importantly, they understand that Core-50 is simply a matter of finding 4 members of their team who want to achieve Core-10.
In other words, they are not looking to personally onboard 50 people!
They are looking to onboard enough people to find 4 leaders who will achieve Core-10 and, in turn, find 4 such leaders.
When these 4 leaders grow a team of 10, they will also have a team of 50+, and the original leader will then have around 200 in their extended community.
Leaders with Core-50 in their sights know it only takes 4 leaders, but they also realise that such leaders are not thick on the ground.
Leaders who see the value of finding and developing 4 Core-10 leaders and are committed to the consistent action required to make it happen will typically comprise only about 5% of your entire team at any point in time.
This podcast series is designed to help you develop as a leader, find other leaders, and help them develop their leadership skills.
It is important to realise here that everyone in your team (not only the leaders) has value.
Our goal is to help you learn how to find and develop leaders while supporting the other 95% of your group.
Why are we so focused on finding and developing leaders?
The Podcast titled “the benefits of network-building in addition to networking”, covers some of the benefits of finding and developing leaders. New members receive a link to this podcast in their onboarding emails.
As explained in that podcast, the more people in your team, the more people there are available to advocate for one another. And with growth, fresh advocates are always becoming part of your team. This also helps other teams in the CC as you can provide contacts for them. In addition, there are various possibilities for collaboration and the chance to develop multiple income streams and learn how to earn more in less time.
John Maxwell, the author of over 70 leadership books, says everything rises and falls on leadership.
When you have momentum and growth in your team, it is easy to maintain excitement within your team. Likewise, with growth, leaders emerge more quickly.
Without growth, your team can quickly become stagnant and rapidly lose motivation.
The focus on helping leaders grow their teams distinguishes the Connect Collaborative from many networking groups. One of the main goals of those that founded the CC is to help leaders develop their own communities (or tribes) using the tools provided by the CC. Our vision is to have many such communities interacting with and providing value for each other.
In general, our brain is wired to visualise leadership and team growth as an arithmetic progression rather than a geometric progression; on the contrary, leadership-driven growth is always a geometric progression.
For example, let’s say it takes you a year to find 4 true leaders.
At that point, if these 4 leaders make up 5% of your group, you would have roughly 80 people in your group.
In addition to the lover category, you would also have some people keen to develop and lead their own team; in other words, in addition to a few leaders, you would also have some leaners, lovers and lookers.
You could quickly become disheartened if it took you a whole year to find only 4 true leaders in your team. However, let’s assume these true leaders also find 4 leaders in their first year.
So now you would have 24 leaders in your team (including an additional 4 you introduced in year 2) and a group size of around 400.
In terms of reward for effort, year 1 may not look great. However, years 3 and 4 look incredibly good.
As Bill Gates said: “Most people overestimate what they can do in one year and underestimate what they can do in ten years.”
Core-5 is the key to exponentially and sustainably growing your team. The key points to remember about Core-5 are If Core-5 were done using only LinkedIn, it would take only about 200 specific LinkedIn connection requests. What are “specific LinkedIn connection requests”? Specific LinkedIn connection requests are offers to connect that you make to potential candidates you feel could be good candidates for your team. In other words, people with whom you can see yourself engaging in our 4 to 6 weeks progressive relationship-building process. You are looking for people who see the value of and are willing to regularly commit a small amount of time to find good partners for their teams. In essence, when you get to speak with candidates via a Discovery Call, you will interview them to see if you believe your team would be a good fit for them. How long would it take to send 200 connection requests to a relevant list of LinkedIn candidates? At the rate of 5 per day, this would take 40 working days. At the rate of 10 per day, this would only take 20 working days. In other words, if these rates are consistently maintained, achieving Core-5 in the 90-day challenge should be easy. We can all focus for short periods of time. And achieving Core-5 is more powerful than most people realise. When you discover how easy it ...
A weekly session to go through our Progressive Learning Mind Map is crucial when onboarding a new team member. Why? Using the Progressive Learning mind map every week allows you to build your relationship with your new team member so that you can: Advocate for them to highly relevant others. Help them on board and build relationships with their first few team members. Continue this process until you find several leaders in this team who are capable of and willing to repeat this process consistently. We call this process “rolling the ball on”. It is a process that helps you find and develop leaders quickly. While rolling the ball on, it is worth remembering that leadership is taken, not given. As they say: you can lead a horse to water, but you can’t make it drink. Let’s say one of your team members does not engage in the relationship-building process. In other words, they register a new person without booking regular onboarding sessions to go through the Progressive Learning mind map. In this case, your new team member is unlikely to become engaged, will gain little from their experience with the CC and may speak negatively to others about the CC. So, what is “progressive relationship-building”? As a leader, you should set regular times to meet and build relationships with the person you are onboarding. Typically these regular catch-ups will last for at least the first 4 to 6 weeks of your new team members' journey in your CC-Team. ...