Brandon Calhoun’s Post

𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻: 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺'𝘀 𝗙𝘂𝗹𝗹 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 A Common Challenge for Founders and New Leaders 📹 In this video, I tackle a pivotal issue that many founders and emerging leaders struggle with—𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻. Here’s a quick preview: 𝗧𝗵𝗲 𝗙𝗼𝘂𝗻𝗱𝗲𝗿’𝘀 𝗗𝗶𝗹𝗲𝗺𝗺𝗮: You’ve built your business from the ground up, carefully selected top-tier talent, and onboarded the right people. But now what? 𝗧𝗵𝗲 𝗠𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗧𝗿𝗮𝗽: Instead of unleashing their potential, many leaders unintentionally fall into the habit of micromanaging, limiting creativity and ownership. 𝗧𝗵𝗲 𝗥𝗲𝗮𝗹 𝗜𝗺𝗽𝗮𝗰𝘁: This not only frustrates your team but defeats the purpose of hiring skilled professionals—to free you up to focus on scaling and strategy. 𝗧𝗵𝗲 𝗙𝗶𝘅: Delegation is about trust. Think of your new hire as a leader in their own right, not just another team member. You've hired them for their expertise—now give them the autonomy to show it. 👉 Watch the "Short Warren Video" for actionable insights on how to delegate with confidence and empower your team to thrive.

Unpopular opinion about leadership and hiring... Do NOT delegate. What do I mean by this? It's called being a "co-hiring manager", and it's a page I took from Brian Chesky's playbook because it is too valuable not to share. As a leader, you SHOULD: ✅ Be actively involved in hiring decisions at all levels: Don't just delegate hiring to your direct reports. Participate in the process, ask questions, and provide your insights. ✅ Treat "directs of directs" as your own: Get to know the people your team is hiring. See them as potential future leaders within your organization. ✅ Encourage "over-hiring": Push your team to hire people who are smarter and more capable than themselves. This ensures a strong pipeline of talent and creates opportunities for growth within the company. By taking a more hands-on approach to hiring, you can build an executive team that's not only strong today but also ready to scale for tomorrow. Want to learn more about building a strong leadership pipeline? Read my latest blog post on Cook's Playbooks & check out Brian Chesky's Youtube video. Both links are in the comments below.

Happy Monday, friends! This week - we're doing a 5 part series on the cost on leadership of not planning appropriately when it comes to hiring the employees your business needs to meet and exceed the goals you've set. Part 1: Undermining Leadership Credibility As a leader, one of the most significant risks of failing to plan your hiring strategy is the potential damage to your credibility. When you hire in haste or without clear direction, the consequences are visible not just to the team but to external stakeholders as well. Each hiring decision reflects on leadership and its ability to steer the company effectively. Leaders are expected to make thoughtful, long-term decisions that drive the business forward. A series of bad hires—or worse, high turnover—signals poor judgment and a lack of strategic foresight. Employees will quickly lose confidence in leadership if they feel decisions are reactive and inconsistent. This erosion of trust makes it harder to inspire and lead effectively. Furthermore, investors, clients, and partners pay attention to how your team operates. High turnover and poorly aligned employees reflect instability, and this can hurt your reputation in the market. It becomes a red flag for those looking to work with or invest in your company, making it harder to secure funding, partnerships, or high-value clients. Good leadership means thinking ahead, not just for the business strategy but also for the people who will execute it. A solid hiring plan ensures you're bringing in the right talent to support the company’s long-term goals, reinforcing your position as a strategic leader. If you're struggling to plan, call me today for help! #changemakers #planning #hiringnow #talentpartner #talentacquisition

Connection is one of the 8 C’s of Executive Presence. For leaders, helping their teams feel connected is more important today than ever. Interested in how to make connection a part of your leadership practice and build a more connected team? Let’s talk!

Leadership isn't about your title or position. It's about the trust you've earned through actions, not authority. True leadership is built on influence, not control. When you lead from a place of authority without trust,  you’ll face resistance and resentment from your team. Truth isn't something you're granted just because of your role.  It's something you earn by showing up with integrity, empathy, and consistency. Leadership that earns trust moves mountains, while leadership that relies solely on authority builds walls. How do you build trust as a leader? Share your thoughts below. 👇💭 P.S. Btw, I post almost daily at 10 AM ET about Leadership, Talent Acquisition, Talent Management, and Human Resources. Follow Jonathan Romley 🇺🇦 so you don't miss out on any insights.

Struggling with a talent gap on your leadership team? Learn how to equip your future General Managers with the skills and knowledge they need to succeed. Our expert strategies provide targeted solutions to bridge the gap and ensure strong, capable leadership. Download the whitepaper now: https://lnkd.in/dzQv8RrC

Struggling with a talent gap on your leadership team? Learn how to equip your future General Managers with the skills and knowledge they need to succeed. Our expert strategies provide targeted solutions to bridge the gap and ensure strong, capable leadership. Download the whitepaper now: 

Struggling with a talent gap on your leadership team? Learn how to equip your future General Managers with the skills and knowledge they need to succeed. Our expert strategies provide targeted solutions to bridge the gap and ensure strong, capable leadership. Download the whitepaper now: https://lnkd.in/dzQv8RrC

True executive presence goes beyond confidence; it hinges on building authentic relationships and meaningful connections. 🤝 Connection is one of what I call the 8 C's of Executive Presence. Unfortunately, that connection is often lacking. The “Great Detachment” highlights a concerning trend: many employees are feeling disconnected from their roles. According to Gallup, over half of the workforce is contemplating a job change. With this amount of potential turnover looming, it’s imperative for leaders to bridge the gap and help employees feel engaged with their work, teams, and organizations. By fostering genuine connections, we can cultivate trust, loyalty, and collaboration. Remember, effective leadership isn’t just about managing—it’s about being relatable, present, and infusing human touch and real connection into our interactions. Interested in learning more about how to close the connection gap in your team and organization? DM me “LET’S CONNECT”.

The Corporate Crisis: Why True Leaders Are Rare. I see it all the time. Companies filled with managers, but lacking leaders. (Meaningless) Titles are handed out. Big salaries and even bigger bonuses the norm. But true leadership? That's much harder to find. ❌ Most companies confuse Authority with Leadership. ❌ They promote based on Tenure, not Vision. ❌ Lack meaningful Support and Training. The result? A Crisis in Corporate Leadership. True leaders are rare. And that's why they make such an impact: ✅ They understand that leadership isn’t about them. ✅ It’s about their team, their mission, their purpose. ✅ They create a culture where innovation thrives. ✅ They prioritise people over profit. ✅ They value integrity over politics. ✅ Where people feel valued. ✅ Where success is shared. So ask yourself: ❓Are you just Managing? ❓Or are you truly Leading? The difference could define your career. And the future of your company. 🙋♀️ Hey, I'm Beth - I'm on a mission to readdress the Gender Gap in Senior Leadership Roles, by Supporting and Empowering Women Leaders with my 3xS method. ☎️ If you're ready to Elevate and Advance your Career in 2024, DM the word Elevate or click 'Book an Appointment' and let's explore what working together could look like.