well hello there and welcome to another episodeof training camp. i am your host, coach jimmy, and i am so thankful you are joining us todaybecause, like the title says, this is training camp where we bring you the secret home businesstips from the pros, and i have an amazing pro lined up for you today. i am so excitedto bring in our next guest, just to brag on her a little bit. she didn't ask me to, buti feel obligated to, because she is one of the coolest ladies i have ever met. obviouslyshe is an amazing wife, mom and business owner, and in 6 short years is a multi-million dollarearner with her home business. what i love the most about her is that it is not all justabout her. when i have time to spend with her and her team i have just never been arounda team where i have seen more amazing leadership.
when i see leadership, i just want to climbback and find out where does that leadership come from. that has brought me to my guesthere today, jenelle summers. thank you so much for spending some time with me today. thank you jimmy. it is seriously my pleasure;i love doing this stuff. it is an honor to be on here today. thanks, so we have been friends for awhilenow, and i always love picking your brain and i love our conversations. i always feellike we come out of them with a nugget here and a nugget there, and specifically, i wantedto bring you on today to talk about leadership. your team is just filled with amazing leadersthat have gone on to create teams of their
own. i just wanted to know where that comesfrom and where you find these leaders. so, i want to start straight up with a questionabout leadership. do you think that leaders are found? is it just a lottery of findingsomeone that is an amazing leader, or do you feel like anyone can be developed to be aleader with the right steps? i definitely feel like anyone that has a certaincharacter and integrity about themselves, anyone that has that, can be developed intoa fantastic leader. i really feel like you don't need to be looking for the luck of thedraw, and looking for these rock stars, who are just shining diamonds somewhere. i reallyfeel like if you just find good people that have the right integrity and the right character,and they just have that within them. that
desire to do more for themselves and the desireto do more for others and it could be way deep down, but if it is there, that personcan be an excellent leader. that is awesome, and i love that, and thereason i love that so much is because, as a business owner, i want things that i amin control of, or a skill set that i can get better at. if you just said it was the luckof the draw, that is great for the lottery winner, right? but it is really discouragingfor those of us that didn't draw the lucky ticket. so, if it is something we can control,and if it is a skill like anything else, that we will stay disciplined to take some of thetips you are going to give us today to get better at, than anyone can start developingleaders within their own team as well.
yes, exactly. where do you feel like that starts from asfar as finding leaders? well, i really think it starts with yourself.i mean you definitely have to be positioning yourself in a way, acting and behaving asa leader would act and behave. you have to position yourself as someone that when thingsget tough, you take the high road. the way you communicate with other people, the wayyou react when things aren't going well, all of those things really define what kind ofleader you are. it gives your team something to emulate. they realize, ok this would beunacceptable. this isn't something a leader would do. also, it has to do with the kindof vision that you are presenting to your
team, and learning to see the vision and thenalso learning to develop action plans for the team. that is tough; that is somethingyou know you have to work on, and you have to see the bigger picture. even though ona daily basis, you are being hit with this fire and that fire, and you feel like youhave to put out fires, you really just have to see the bigger picture. what is our vision,what are our goals, where are we going? start putting action plans into place. it reallytakes digging deep to do that and so i think you as a leader doing that, your team seesthat and says ok; that is what i need to do when things get tough. that is what i needto do when my team is starting to tank a little bit. i need to dig deep and find out whatmore i can do for my team. so, if you are
doing those things and you are thinking outsidethe box, and you are constantly saying oh no, we aren't done yet, we aren't giving upyet. if you are constantly having that attitude and that mind set, they start to adopt that. i really love that, so i have to ask, havingthis vision for your team, is that something you had from the beginning of starting yourbusiness? did you come into this with i love this idea, you are on board from the beginningand had this huge grandiose leader vision, or did you have to start from somewhere andlearn how to obtain that mindset. i definitely had to learn to obtain that mindset.there is no doubt about it that once i committed to the business, before i committed; i madesure i understood the business. i know now,
when someone is coming into the business;they can't have that vision until they understand the business, and it's potential. so oncei understood it, and i was committed, then i started to develop that vision, and i startedto realize the big picture of everything. i realized that every time i talked to myteam, and trained my team, i need to make sure i am conveying that. i need to make surethat i am not just telling them, ok do these tasks and watch this training. i need to makesure i am always instilling in them that vision of what this business can do for their lives.that it is not just about having financial freedom that it is about having these choicesand having a lifestyle, where you are in control because i know for myself, i have never beenmotivated by money. in my previous corporate
career, i mean i just was not motivated bymoney. i am a very hard worker, and i love to work hard, and i am a doer, but i am notmotivated by money. so, in realizing when it comes to creating a vision that what appealsto people would be different based on their goals and their dreams. constantly puttingout there the different things they will be able to do with their life, if they pursuethis business. that is fantastic, and that takes me rightto where i wanted to go with my next question. as you know, as a top recruiter in your specificbusiness and bringing in so many people to a really large team, that most of these peopledon't necessarily see the big vision, see the potential to what this can be. where doyou start with somebody to help them understand
that? yea, which is a really good point. that isvery true, when they come into the business; they have that seed of hope; they have thatdesire, but there is still that other voice in them that says" nah you can't do this.you are not ever going to be like one of those people; you are not ever going to be a topcoach." so there is definitely that little bit of self-doubt. they have not yet builta strong belief system within them. it is my role as a leader and our roles as leadersto help develop that belief system within them. i truly do believe in them, and thatis why they are on my team. that is why i am going to spend time with them, becausei know they can do this. they have that within
them. so one thing that i do, is when someonejoins my team, i have them complete what i call the about me form. it is just some openended questions to introduce themselves. what are your goals for this business, how muchtime are you willing to spend on the business per day, what are your expectations, whatdo you hope this business will do for you, what is your story? all of those kind of things.what are your fears and hesitations? that is a big one. so from that, i can kind ofaccess where their mindset is. that is the first and most important thing in anyone'sbusiness; your mindset. i can assess that, ok; their expectations are too high, and theyare going to tank quickly, because they are expecting this to explode overnight, and theyare going to be making millions by next year.
or their expectations are so low, that theyare not going to be willing to do the little tasks and watch this training or that trainingbecause they are expecting they are only going to ever make 50 bucks a month or something.i really need to assess, what are their expectations, and try to reel them in too. look here iswhat is possible, here is what is totally realistic, here is what it is going to take,and here is where you can go with this. so i bring them to a common ground and give themsome realistic goals and realistic expectations, so they are not going to burn out too soon.or if their expectations aren't too high, then they are never evening going to start.so by doing the about me form, i feel like i can really assess where they are now withtheir mindset. then i can help developing
where i see their weaknesses. for example,if i see one of their major weaknesses, is their belief in themselves, because of previouslabels in their life and self doubt and low self esteem, i feel like i need to get theminto hardcore personal development, and assess that and start going down that path with them.with each person, i really feel like they are all completely unique, and if i can justassess what their strengths and weaknesses are and of course i lift them up with theirstrengths. i said look; you got this incredible story, and you have these experiences thati know you think they are a huge tragedy in your life, but at the same time use thoseexperiences to share with other people. how you overcame them. use these experiences toshow you became stronger as a person. so there
really is a lot i can pull out of that aboutme form. i think that is great and i know that wasa big struggle for me as well to share those stories that you are a little embarrassedby or define you in a negative way that really if we can help people see that that's yourpower. that is what really is going to attract certain people to you and i think that isgreat. do you find it more challenging on one side or the other? do you find it morechallenging for the person that has the low expectations, to see the big picture, to wantto do the task and plug into the training, or do you find it more challenging when youhave, the super go-getter that wants everything done today, to not squash that enthusiasm,but rein it back a little and give it some
gosh, that is a great question. i have oftenasked myself which one is the tougher one to coach. that is tough, sometimes i thinkit really is the one that has the high expectations, because you have to have that belief in yourself,and the belief in the business and understand the business and what is realistic. if theyjust have these unrealistic expectations, i mean this business takes time, and it isabout building relationships, and it is about learning how social media works. all thesedifferent components and it is not going to happen over night. so when someone has thesehigh expectations, and they are a real go getter, or the other end of it they are perfectionists,and they want everything to be perfect and they want to be number one this, and numberone that, and so they can easily get discouraged.
so, i don't know, i think it can go eitherway. i've had some that had their expectations too high, but i was able to rein them in,and they rein themselves in, and they are taking off. and i have completely on the otherend of the spectrum, someone who has absolutely never been in a leadership role their entirelives. they have never been in a management role, making ten dollars an hour, no collegedegree. you know, never been in a leadership position in their lives yet now, are makingsix or seven figures easily. so, it's cool, it's just really cool, because it's not me,it's not me, it's them. i just need to be there to equip them. that is another thingi think you have to realize as leaders, is that, when i first joined in the business,i was kind of disappointed with the people
i wasn't able to get going. who weren't jumpingon board, and weren't working their business. i kept thinking, what am i doing wrong asa leader? it is just part of this business, there are certain people, that even thoughare are doing everything right,and you are equipping them and you giving them the righttraining, and you are saying the right things, that they are just not at the right placein their life right now. don't you find it, this is the thing thati know that drives me a little bit bonkers is when i see someone with what i think iscrazy potential. maybe they are an influence in a certain area, and they do have that outgoingpersonality and they seem like a perfect team member and they don't see it. it probablygoes back to that belief system. that they
are setup for the most success out of thegate, and they don't quite get it, which brings me to my next question, which is mind set,and sometimes what people think of their self-worth. do you have a go-to tool, book, audio, somethingthat you recommend for those people that the mind set is really what is holding them back?i have a whole list of personal development suggestion for audio, and for books that ilike. of course, i always turn to my sister's training. i always recommend people listento my sister's trainings. for the people that don't know, jenelle'ssister is chalene johnson, so business professional runs in the genes somewhere, with smart successand marketing impact academy. there is something in the dna there to be successful businesswomen; that is pretty cool.
thank you, i appreciate that but i have totell you jimmy, chalene is very outgoing and she is an awesome public speaker and she iscomfortable on camera and all these things..and that is not me, i have always been growingup the very very shy one, never seen as a leader. not seen as the social butterfly,nothing like that. much more an introvert and shy. and so coming into the business,prior to understanding it, i thought i would never fit that mold, i would never be ableto do that. i am not social enough; i am not this, or i am not that. and so i think a lotof the people we are bringing into the business have those same types of fears, that theydon't fit the mold. that they are not going to be successful because they don't fit thatmold. so i think it is interesting that you
say that, but yea that's why i am such a strongbeliever in personal development because that is what helped me realize even though i ama different personality type, doesn't mean i don't have something to share. we all wanti think to be able to give to other people. that is what makes us feel fulfilled. at leastthat is the type of team member you want, the type of person that just genuinely likesto help other people. and through personal development i realized, ok i do like helpingother people, just because i am shy doesn't mean i don't like helping other people. ilove helping other people. i love to teach; i love to train people. i love to share hasworked for me. i do love all those things. so if i can do this, if i can build up theconfidence and build on the leadership skills
to do this. anyone can. and that is so awesome, saying that and somebodyseeing you on camera right now or listening to you speak may think well this is how youhave always been. she has had this confidence to be in front of people, to be on camera.and again, like i said before, if it is something you can practice, and it is something youcan get better at. you know; i wasn't this comfortable doing interviews or public speaking.it was years of training and so i think that should be encouragement for anybody in anytype of business, that look, you can get better at these things if you are willing to putin the time. so you said your sister is a great place to start with the mindset. onceyou given them some tools, whether it is some
audio or a book. they have started workingon the mind set, what do you feel like is the next step in developing that leader oncethey have committed to that personal development. you have had your about me; you have kindof set expectations, where do you go from there?well, once i have had that first step and basically what that entails, just to givean example what that looks like is, when initially when they join, i send them a text right away.you know, because that is when they are most excited, you want to get in their heads andgo, we are going to do this. and so i really feel like immediate interaction is reallyhelpful. then i send them an email, and we get on the phone and we do what we call agetting started right call and that is where
i go over their information that they presentedto me in their about me form. and i really talk about their hesitations and their fears.and i clarify some things, so they can start relax, and take a deep breath and ok ok. becausea lot of people coming into a business like this they think ok i am just going to haveto be iffy, i am going to have to push friends and family members into things i don't wantto. they have a lot of these fears, and hesitations. and so at least in our business, i can say," look, you are not going to have to do that, and i would never want you to do that." iwould never do that. so i can really put them at ease with a lot of things. and so, beforewe get off that first phone call, and then again in that phone call i am also going overexpectations and all that stuff, and vision
and all that. high-level stuff, big picturestuff. then we set a follow up call, and i say before we talk again, which will be inanother week. here are a couple of training's. so i set them up with a couple of training'sto start with. couple of training's that i feel like are absolutely critical. and sowhat that does, is that always gives them a "what's next." and that is one of my ruleof thumbs, you always have to have a "what's next?". it's not going to be in their firstmonth, or first quarter, that they are going to turn into a leader. it is going to be manylayers of building this foundation, where they start to get a taste of success. theystart to get a feel for, what they can do. they start to understand that if they justtake these baby steps, things start to get
better. things start to get smoother. andthen, at that next level you can say," ok, you have completed x, y, and z, we are readyto take it to another level." and so what i do, is i usually have some time of training,i have an actual accountability training type group that i setup and they have to qualifyto be in that group. to take it to the next level of training. so here again, i am puttingforth some training's, some baby steps and some assignments. and they have to qualifyto get to that next level, so that shows me that they are committed. and it is not a matterof, do you have this personality, do you have this look. it is, are you doing the work thatis going to be required at this next level. are you developing those core competenciesthat you are going to need?
i think that is great, and then also thatallows you to know where to spend your time. because i am sure not everybody takes theopportunity to go through the qualification, to do the next thing. in so many differenttypes of business, there are times where there are wasted effort and wasted time. where yourtime is valuable, obviously you are an expert in what you do, but you want to work withthose people that will activate the expertise you want to share. i want to share with everybody,and where it probably breaks both our hearts is when you pour in to somebody that doesn'tsee the opportunity, or doesn't take advantage of that they have a mentor that is willingto share everything with them. but they don't take those steps. so i love the idea of, hereyou do this and you qualify for the next piece,
but until this is done, i can't take you anyfurther. i really like that idea. right, i think that is really helpful becausethey are going to in getting to that next level where i think they develop into thatleader. i know there are going to be some stumbling blocks. i know they are going tostumble here and there. and i need to see are they getting to the point where they canovercome these things. because in order to be a leader, you have to know how to reactand how to behave and how to think outside the box when things get tough. and so eventhough when they hit those points, i know they have these moments of self-doubt andcan i do this. and what i am saying to them, is you absolutely can, and you have been equipped,and here is training. now you got to find
it within yourself to do, you got to eat thatpride, you got to do those things you know you need to do and you know you can do. buti think it is great to put it out there ahead of time, so that they always know there issomething next and something to be striving for. and that also gives them that big feelingof accomplishment when they hit those goals, and they qualify for those different groups.well i was going to ask about recognition, but in a way that is a form for recognition.it is like a video game, like yay you get to go to the next level. you know, you don'thave to replay this level again, you get to go to the next level and learn new thingsand so i think that in itself is recognition because, when they are in that next groupor training, with other people around them
if you do it in groups. i know some peopledo it, then you know you are among your peers. hey, everybody in here, did what i did andtherefore i belong here. it really helps with the mind set as well. it definitely does. it is definitely a formof recognition. i mean i know when i first started my business, i was all hyped up, iwas all excited. i didn't know what to do, but i was building my team, and i startedgiving away these prizes. and you know, people would earn those prizes. but then as soonas they earned the prize, they were back to their normal habits and not growing theirbusiness. i was so frustrated to understand, what does it take to get to people to seethe big picture of this; that is not about
winning a t-shirt or book or whatever. thatit is about, changing your life, and having a business that is your own, that supportsthe whole family. and you know, be able to do amazing things. so, having these groupsand having to qualify for them, i think that shows me who is in this for the long term,for the bigger picture of things. but that being said, i still think that is still veryimportant to do recognition also as a form of reward. just to show that you appreciateand acknowledge what they do, because that is a big deal. i think more so than them gettingsomething, it is just the fact that you acknowledged how far they have come. and you want to rewardthem, and you see them as a valued member of the team. you view them as a leader. ithink that is a really big deal to people.
so i think as a leader you have to find creativeways especially when your team is small i think you can find really creative ways torecognize and reward your team and find smaller milestones that you can recognize. i meanall of us have corporate right behind us who are recognizing certain milestones and soi think it's natural for some of us to think, "ok, i will recognize my team for those sameexact milestones". when in fact, when we really should scale it down and recognize for muchsmaller milestones. so that every team member coming on board feels important and recognizedinstead of having to get to some amazing rank to feel that recognition and reward. absolutely, cause that can feel overwhelming,you know you look at this huge mountain, and
they are like, " i am never going to get wherejenelle got. and they didn't have the opportunity to see you come through those ranks as well.and every one of those were just as exciting to you at the time as where you are in yourbusiness now. so i think we as leaders have to go back and remember how exciting thosetimes were us. and give them that recognition and excitement to keep them rolling as well.so once you have somebody, obviously believing themselves, you see them as a leader beforethey do. because i think, that is really big about seeing their potential and not wherethey are to raise their bar. so what is the next step? is there a ceremonial kicking thebird out of the nest? time to fly little chick, or what is that next thing to take that ownership.like i said in the beginning, you have so
many leaders that have created their own cultureand their own teams, what is that transition to help take ownership and go work withoutbeing attached to you all the time. right, well what i do i encourage them toduplicate the same systems that i have created. i encourage them to take what i have createdand tweak it. you know make it their own, make it better. of course, the way i createdsomething is not the best way to do it. so i encourage them to duplicate my systems anduse them as a blueprint and tweak them and make them better. and to start some new things.like i said, i have this training that they go through when i feel like they are at thenext level, and they have to qualify. i have my coaches take their coaches, through thatsame process. and so every now and then, i
will have a coach that will say, "look, cani just have mine go through your process." and we just have to have a conversation atthat point, and i am more than happy to take more under my wing and help them too. if ifeel, there is a legitimate need and reason for that to happen. more often than not, itis just that person doesn't want to bite the bullet, and go off on their own and fly ontheir own and do this training themselves. as long as they have been through it withme, i have given them the training, i have equipped them with what to do, how to do it,when to do it, all of that. they need just to do it. i think too often, people at think;it is just natural for us to think our situation is different. our situation is more difficult,right? sometimes i will have a coach that
thinks, " yeah, but you know, i am scaredor i have never been a leader before". what i think helps, is constantly telling stories,whether it be stories with the struggles i have had, and i think that is what resonateswith them most because we have a connection. going through the struggles, i had, how ifelt, and explaining to them some of the dumb things i did as a leader. how many mistakesi had to make but that were so crucial in me learning to become a better leader. unfortunately,they are going to have to make a few mistakes and their own for them to really learn. theydon't have to feel like, " i don't have to host this training for my coaches becausei am not going to be able to do it perfectly yet, i am not going to be able to do it likeshe does or he does". that is ok, in fact
that is perfect that you are not going tobe able to. because you are going to quickly learn what to do and what not to do, and theonly way for you to do that is for you to start doing it and just jump in. so yeah,we do have to have that conversation, but that is how i encourage that they start soaringon their own. and there are two really key things just listeningto you that i thought of immediately. number one, that permission to fail. we talked aboutit at the beginning, that specifically those perfectionist types, that they think it hasto be all perfect of i have to know it immediately. there is the old proverb, " ignorance on fire,is better than knowledge on ice." just go put it out there. and the other thing, i wasnever a very good student in school, but my
mom would have me teach her what i learned.once you can teach it to someone else, you become better at that. so i loved the fact,that instead of yes, everybody is going to come through my training, that you said no,you have the blueprint, you go make it yours and you go figure it out. once they startteaching it they are going to become more efficient in those skills as well. yes, exactly. so true. they have to just startdoing these things so they can learn. and it's a good point, that you said you had tobe able to teach it yourself. and i think that is one thing i try to instill into mycoaches right from the beginning with the very first email that i send them. at theend, i say, please save these documents and
this email because you will need it for yourfuture team. so right from the beginning, i am trying to plant that seed that says " look,everything i am teaching you right now, lock it in and be prepared to reiterate to yourown team." that what i did as a new coach. i was constantly absorbing as much informationas i could. mainly because i knew i was going to have to train someone in the future. ifyou train your coaches to always view training's in that sense, like look, i know you may alreadyknow this stuff, but do you know it well enough yet that you can host a training on this.because if you don't, you need to hear it again. you need to hear it two or three timesmaybe. and i think that is great. again, two thingsright there. i love the fact that you planted
a seed from the beginning that you will havea team. you covertly planted that seed that there is that expectation of, i already believein you so much that i know you are going to need these documents. the second thing is,and this is something i was constantly reminded of, is the fact just because you have beenthrough a training one time, or you have been through something once. doesn't mean you knowit quite yet. you know; the doctor doesn't show up to one class in college and then heis ready with a scalpel and goes into surgery. that these things have to be repeated as well.jenelle, this stuff have been amazing. if you were to leave the people checking thisout with one tip when it comes to finding leaders,or maybe not about prejudging somebody.what would you give that one tip of really
being able to see that potential in people? well i think you just nailed it on the headright there. when you are putting yourself out there, you want to be the type of personthat you would want to attract. i think that is a huge piece of it. and then as you areattracting people, not prejudging them. because you know when i first came to the businessi thought ok well, this person would never want to become apart of my business becausethey are already too successful. or this person would never want to become part of my businessbecause they don't show they have the leadership skills or whatever. you can not prejudge becauseyou don't know the fire that can be within someone's gut. you don't know when it willsuddenly be there. it may not be there the
day they join your business. so you have tobe very repetitive too in your training's. because someone might hear from you on a daywhen suddenly it all clicks. and it is like the clouds separate, and they are like, iam ready to do this. i have had this opportunity in my back pocket; i have been ignoring jimmy'semails to this point, but i have a drawn a line in the sand, and i am going for it startingtoday. that can happen at any time with any of these people that we have on our teams.so as long as you are being the type of person that wants more for themselves, that wantsmore for other people. what you need to do from there is to equip them and not only workwith the willing, but challenge the willing. i love that, that is fantastic. jenelle, obviouslyyou are an amazing public speaker, you are
amazing teacher. you do very well on camera.if somebody is listening to this, and want to see more of you, where can people findyou and connect with you besides here. well i would be so flattered. jenellesummers.comand they could also email me at jsum_home@yahoo.com. that is fantastic, and we will put both ofthose in the description for the show. jenelle, thank you so much, i always learn so muchwhen i get to chit chat with you. thank you for taking the time. guys, that is anotherepisode of training camp, i hope you are enjoying these episodes as much as i am putting themtogether. bring you the best pros i know to help you in your home business. if you arereally enjoying these, please subscribe, share, tell your friends about it and we will seeyou next time on another episode of training
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