Listen to “#810 The 5 Talents It Takes to Become a Great Leader” on Spreaker.

On‌ ‌this‌ ‌episode‌ ‌of‌ ‌The‌ ‌Small‌ ‌Business‌ ‌Radio‌ ‌Show…‌ ‌

Segment 1 with Barry Conchie begins at 0:00.

What talents does it take to be a great leader?

My first guest is Barry Conchie who is the founder and president of Conchie Associates and author of ” The Five Talents That Really Matter: How Great Leaders Drive Extraordinary Performance”, with his business partner Sarah Dalton. He is an expert in psycho- metric talent assessments, leadership research and development, team building, and succession planning.

Here is what we discussed:

  1. The book is based on findings from your Executive Leadership Assessment of over 58K executives.  What are some of the most surprising findings in your leadership research?
  2. What are the top traits, dispositions and talents the world’s best leaders have in common?
  3. Why aren’t those with the most experience the best candidates for leadership positions?
  4. What are the most common mistakes in leadership interviewing and selection?
  5. One of the harsh truths about the book is that not everyone can be a leader. What advice would you give someone aspiring to be a CEO one day?

Roger Gerard small business

Segment 2 with Roger Gerard begins at 17:30.

Who are you as a leader? Do you own the room? Do you lead with purpose? Does your leadership inspire others?

My second guest is Dr. Roger A. Gerard is the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. A sought-after speaker, Dr. Gerard is the author of “Owning the Room and Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis.”

Here is what we discussed:

  • Can you speak about the commodification of professionals – is this happening in multiple industries?
  • What are some of the downsides of incentives?
  • You say it isn’t a leader’s duty to motivate others on the team. Can you explain this?
  • What are some examples of the wrong ways to re-engage people?
  • What about some right ways to re-engage employees?

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