『004: Good to Great | Jim Collins | Your Best People Watching What You Let Go | Jeffrey Scott Stanton』のカバーアート

004: Good to Great | Jim Collins | Your Best People Watching What You Let Go | Jeffrey Scott Stanton

004: Good to Great | Jim Collins | Your Best People Watching What You Let Go | Jeffrey Scott Stanton

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Episode 4 of The Leadership Series with Jeffrey Scott Stanton draws from Good to Great by Jim Collins, one of the most rigorous studies ever conducted on what separates organizations that make the leap to sustained excellence from those that stay trapped at merely good. Collins and his research team spent five years studying this question, and the answer they found was not strategy, charisma, or timing. It was discipline: disciplined people making disciplined choices in a consistent direction over time.Jeffrey Scott Stanton is a coach, consultant, advisor, and former Executive Vice President of Learning and Development at Douglas Elliman Real Estate. In this episode, he takes the discipline framework from Good to Great and runs it through the most revealing test of any leader's standards: what happens when something should not have been allowed to continue, and was.This is the episode that answers the question Episode 3 ended with. Once you have had that conversation, what does it anchor to? The answer is the standard. And whether that standard is real or just a statement is the most important measurement in any organization.IN THIS EPISODE, JEFFREY COVERS:1: Why every organization operates with two sets of standards simultaneously: the stated ones and the real ones, and why the real ones always govern behavior2: Culture drift: how each small act of tolerance compounds into an organization that no longer reflects what the leader thought they were building3: Status quo bias: the psychological pull toward inaction when standards are violated, and why the cost stays invisible until it is not4: The performance exemption: why allowing high producers to operate under different rules destroys culture on three levels simultaneously5: Why the person being exempted is often the first to leave when a better opportunity appears6: The three things a standard needs to remain real: behavioral clarity, consistency, and recognition7: Maya's story: a leader who managed around behavior for months and watched three of her strongest developing team members leave for an environment where expectations meant something equally for everyone8:mThe flywheel from Good to Great applied to culture: how a standard-based culture gets built through consistent, often invisible moments compounded over timeTIMESTAMPS: [00:00] Cold open: the standard you have not enforced yet, and what every person in the room registered when you did not[02:00] Jeffrey's background and the book: what five years of research in Good to Great actually found[03:43] Two sets of standards in every organization: the stated ones and the real ones[05:36] The client response time scenario: how three top performers quietly renegotiate a standard for the entire team[07:05] Culture drift: what you tolerate becomes the standard, and it almost never feels dramatic when it is happening[08:14] Status quo bias: why the relief of avoidance is immediate and the cost is invisible until it is not[10:28] The performance exemption and what it does on three levels: to the person, to the team watching, and to future recruits[13:50] What high-character performers feel before you ever explain the culture to them[19:22] The three things a standard needs to stay real: behavioral clarity, consistency, and recognition[24:21] The hedgehog concept applied to standards: when enforcement stops feeling like friction and starts feeling like clarity[27:22] Maya's story: quiet conversations, a bending standard, and three developing team members who left[30:05] What happened after Maya finally held the line: the high performer adjusted, not left[32:11] The flywheel applied to culture: consistent effort in a consistent direction, compounded over time[34:32] Three closing diagnostic questions every leader should ask today[37:26] Preview of Episode 5: trust, accountability, and why accountability without trust creates compliance instead of commitmentHOST Jeffrey Scott Stanton: Jeffrey Scott Stanton is a leadership coach, consultant, and former Executive Vice President of Learning and Development at Douglas Elliman. He is the host of The Leadership Series on J Squared Podcast Productions, where leadership principles are broken down and applied in real organizations, real teams, and real pressure.Connect with Jeffrey: LinkedIn: https://www.linkedin.com/in/jeffreyscottstanton/Instagram: https://www.instagram.com/jeffreyscottstantonNetwork: J Squared Podcast Productions: https://www.jsquaredpodcast.com/FOUNDING SPONSORS: 1: Wise Agent | https://wiseagent.com/jsquared - The all-in-one CRM that helps real estate agents manage contacts, automate follow-up, and grow their business.2: Subi | https://www.oksubi.com/ - Your AI transaction genie. From contract to close, your work is my command.3: The CE Shop | https://j2.theceshop.com/ Use the discount code jsquared for an additional 35% off
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