Épisodes

  • LME 038 - Who Should You Promote?

    LME 038 - Who Should You Promote?
    Jan 22 2025
    Shownotes: https://www.berndgeropp.com/who-should-you-promote Checklist: Who to promote?: https://www.berndgeropp.com/checklist-evaluate-leaders In today’s episode, we’re tackling one of the most critical decisions you’ll face as a leader or entrepreneur: who to promote into a leadership role. This isn’t just about rewarding high performers—it’s about shaping the future of your team and of your business. Why Promotions Are More Than Just a Title If you are a business owner and your business is growing, you’ve likely felt the pressure: more customers, more responsibilities, and, unfortunately, more chaos. You may have hired new employees to lighten your load, but somehow, you’re still trapped in the day-to-day grind, managing tasks and firefighting problems. Sound familiar? Here’s the thing: growth demands structure. Once you have more than seven direct reports, it’s time to rethink your organization. You need leaders to take responsibility for specific areas—not just tasks—so you can focus on steering the business, not managing every detail. But here’s the million-dollar question: who should you promote? Three Questions to Define the Role Before you choose the right person, you need to clarify the role. Start by answering these three critical questions: What will this leader be responsible for? Be specific. For example, if you’re hiring a marketing leader, will they oversee social media strategy? Content creation? Team management? Define their scope clearly. Example: Suppose you’re hiring a team leader for your marketing department. Will they oversee just social media, or will they also manage email campaigns and SEO? Clarify their exact scope. What decisions can they make independently? Leadership comes with autonomy. Decide which decisions this leader can make alone and when they need to consult you. For instance, can they approve campaign budgets? Adjust team schedules? Example: Can this leader approve campaign budgets on their own, or must they get approval from you? Deciding on autonomy levels upfront avoids confusion later. How will you measure their success? Reaching goals is obvious, but consider behavior too. Does the candidate inspire their team? Are they collaborative with peers? Success isn’t just about hitting numbers—it’s about embodying your company’s values. Example: It’s not enough to say, “Hit marketing targets.” Will success also mean fostering collaboration across departments? Maintaining high team morale? Be specific. Take time to write down your answers. These will serve as a foundation for your expectations and help you evaluate candidates objectively. Internal Promotion vs. External Hire Once you’ve defined the role, the next step is deciding whether to promote from within or hire externally. Promoting an existing employee often makes sense—they know your business, your culture, and your challenges. But how do you decide if someone is ready? Let’s dive into 10 key traits you should look for in potential leaders. The 10 Traits of a Strong Leader Trustworthiness Only promote someone you trust. This isn’t about their technical skills—it’s about their integrity. Will they act in the company’s best interests, even when no one is watching? You wouldn’t promote an employee who bent company rules to their advantage. Instead, look for someone who has consistently acted with integrity. Example like Sarah, who ensured compliance even when it meant pushing back on client demands. Loyalty A leader must have your back, especially in tough situations. They can disagree with you privately, but once a decision is made, they should fully support it. Loyalty is non-negotiable. Example: Imagine promoting someone like Alex, who always defends company decisions to clients and colleagues, even when he personally disagrees. Contrast that with someone who undermines leadership in private—such behavior is a red flag. Track Record Look for employees who consistently meet or exceed expectations in their current role. But beware: the best technical expert isn’t always the best leader. Leadership requires a completely different skill set. Example: Jane, your top salesperson, meets her quotas every month but prefers working independently. Meanwhile, Michael, a mid-level performer, often mentors junior staff and collaborates across teams. Michael might be the better leadership candidate because leadership requires teamwork, not solo success. Willingness to Learn Leadership is a journey, not a destination. Your ideal candidate should embrace feedback, admit mistakes, and actively seek opportunities to grow. Example: Consider Anna, who eagerly took additional courses to upskill, versus Jack, who avoids feedback. Anna’s growth mindset signals readiness for leadership. Team-Oriented Mindset Great leaders are team players. They motivate others, build strong relationships, and foster collaboration. Avoid promoting lone ...
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    15 min
  • LME 037 - My Experience with AI So Far

    LME 037 - My Experience with AI So Far
    Jan 15 2025

    Shownotes:
    https://www.berndgeropp.com/my-experience-with-ai

    Today, I want to share a personal story and my current thoughts on artificial intelligence (AI).

    A Surprising AI Conversation

    A couple of weeks ago, I was on a long drive, listening to an audiobook about OKRs—Objectives and Key Results—a popular framework for setting and tracking goals. While the book offered great insights, it felt overly optimistic, glossing over some potential challenges with OKRs.

    As I was pondering these issues, I thought, “Who can I discuss this with right now?” Instead of calling someone, I decided to open ChatGPT. But this time, I didn’t just type; I talked. Yes, I had a full voice conversation with ChatGPT using its text-to-speech capabilities.

    I spoke to ChatGPT as if it were a friend—casually, openly, and without overthinking. And it replied in a natural, conversational way. To my surprise, this wasn’t just a Q&A. It felt like a real discussion. I even caught myself gesturing as if I were talking to another person. At that moment, I was fascinated—and a bit unsettled.

    AI in Leadership and Beyond

    This experience got me thinking: How can AI like ChatGPT be used in a professional context? Could it become a “virtual team member” during strategy meetings? Could two AI models debate with each other to generate fresh perspectives? And what impact will this have on how we work and interact?

    AI is no longer a futuristic concept. It’s here, reshaping how we live and work. For example, AI excels at dynamic, complex tasks like autonomous driving, predictive modeling, and chatbots. In contrast, automation focuses on repetitive, rule-based tasks to increase efficiency and reduce errors. The real power lies in combining the two—what experts call “intelligent automation.”

    Challenges and Limitations

    While AI is powerful, it’s not without flaws. Let me share an example. I recently experimented with creating a customized AI chatbot, “Ask Bernd.” I trained it using my own leadership materials, including podcasts and video scripts. The goal was to make “Ask Bernd” answer leadership questions as I would.

    While the responses were often insightful, they occasionally contained fabricated details. For instance, it would refer to specific videos in my course that didn’t exist. This issue, known as AI “hallucination,” highlights a critical limitation: AI can produce convincing but factually incorrect answers.

    For businesses, this is a serious concern. Imagine using AI to create an internal knowledge base, only to find it spreading misinformation. Trusting AI blindly can lead to costly mistakes.

    Why You Should Engage with AI Now

    Despite its limitations, AI is a game-changer. Ignoring it isn’t an option. Remember the early 2000s, when some dismissed the internet as a passing fad? We all know how that turned out.

    As a leader, you need to experiment with AI tools—whether it’s ChatGPT, Google Gemini, or others. Encourage your team to do the same. Right now, no one has decades of experience with AI because the field is evolving so quickly. This is your chance to learn, adapt, and stay ahead.

    Practical Tips for Leaders

    Here are a few ways to start:

    1. Experiment Freely: Try tools like ChatGPT for drafting emails, creating job descriptions, or preparing interview questions.
    2. Empower Your Team: Show your employees how AI can make their work easier and more efficient.
    3. Continuous Learning: Attend webinars, take courses, and follow AI experts to stay updated.

    Remember, AI is not a replacement but a tool. Those who learn to leverage it will thrive, while those who don’t risk being left behind.

    Closing Thoughts

    AI is not just a buzzword; it’s a transformative technology shaping our future. As leaders, it’s up to us to guide our teams in embracing this change and using AI as a strategic advantage.
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    7 min
  • LME 036 - My Remote Work Experience - Lessons Learned

    LME 036 - My Remote Work Experience - Lessons Learned
    Jan 8 2025
    Shownotes: https://www.berndgeropp.com/remote-work-experience Today, I want to dive into a topic that's more relevant than ever: remote work. I'll share my personal experiences leading a fully remote team, explore who remote work is suited for, and discuss why some companies are still hesitant to embrace it. Embracing Remote Work When I started building my team, I made a deliberate decision: we’d work fully remote. That decision shaped everything—from hiring to how we communicate and collaborate. Today, my team consists of four people: Alex, Simone, Ersin, and myself. And yes, we're thriving in a remote setup. But here’s the thing: remote work isn’t for everyone. It demands self-discipline, responsibility, and excellent self-management. If these qualities aren’t present, remote work can quickly fall apart. The Rise of Remote Work In the U.S., remote work skyrocketed during the pandemic, forcing many businesses to adapt overnight. Employees loved the flexibility and saved commute time, and many never looked back. Today, hybrid work has become the norm in many industries. However, tech giants like Apple and Meta are leading a counter-movement, calling employees back to the office. Tim Cook, Apple’s CEO, famously said, "There’s no substitute for face-to-face collaboration." While he’s not wrong, I believe face-to-face interactions don’t necessarily mean daily office attendance. Instead, they can be achieved through periodic in-person team meetups, which is exactly what my team does. Remote Work Challenges – And How to Overcome Them Managing a remote team isn’t without its challenges. Communication, team spirit, and alignment can become tricky without the right processes in place. But here’s a hard truth: remote work doesn’t create leadership issues—it reveals them. If your team isn’t self-managing or struggles with accountability, that’s likely a leadership issue, not a remote work issue. As I always say, after two years, every leader has the team they deserve. So, if your remote team is failing, it’s time to take a hard look at your leadership practices. Keys to Remote Work Success Over the years, I’ve identified five principles that have helped my team succeed remotely: Clear Communication Channels We use Zoom for meetings and quick check-ins, and emails for longer messages. Everyone is expected to respond within a business day—but immediate responses aren’t required.Defined Responsibilities Each team member owns their domain. For example, Alex handles marketing and video production, Simone manages community and events, and Ersin focuses on leadership coaching. Ownership fosters creativity and expertise.Regular In-Person Meetups Every 4–6 weeks, we meet in person—whether for a strategy session, a conference, or just team-building. For example, we attended a marketing conference in Frankfurt last fall and have a team retreat planned in Hamburg next week. Continuous Learning Professional development is a priority. From conferences like VidSummit in Los Angeles to sales training programs, we invest in learning as a team. Quarterly Strategy Meetings Every quarter, we reflect on our achievements and set goals for the next quarter. This ensures alignment and keeps us moving forward. Who is Remote Work For? Remote work isn’t one-size-fits-all. It’s ideal for knowledge workers who value flexibility and autonomy but less so for roles requiring hands-on tasks or constant supervision. For companies hesitant to adopt remote or hybrid models, here’s a reality check: in today’s job market, offering flexibility is often non-negotiable for attracting and retaining top talent. Closing Thoughts Remote work isn’t a passing trend; it’s a fundamental shift in how we work. As leaders, we must adapt and find ways to make it work for our teams and businesses. That means investing in your people, refining your processes, and embracing change. Thank you for tuning in to Leadership Made Easy. If you found this episode valuable, please share it or leave a review. And as always, keep leading with intention and purpose. Until next time!
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    7 min
  • LME 035 - Leadership in 2025: A Fresh Start After the Break

    LME 035 - Leadership in 2025: A Fresh Start After the Break
    Jan 1 2025

    Shownotes:
    https://www.berndgeropp.com/leadership-in-2025

    Welcome back to 'Leadership Made Easy, the podcast where we simplify the art of leadership for small and medium-sized businesses.

    Its been quite a while since our last episode - in fact, over three years.

    Thank you

    A big thank-you to all of you who have stayed connected, kept listening to past episodes, and even joined our email list during this time. Your support and interest mean the world to me.

    So, where have I been?

    Well, I‘ve spent the past few years focusing on my work in Germany, helping leaders and especially business owners build stronger teams and lead with confidence.

    But I‘ve always known I would return to this podcast, because leadership challenges are universal, and this is where we can tackle them together.

    Over the last years I build a small but mighty team. Everyone in my team is an expert in their field. In one of the next episodes I will introduce them to you.

    Working with such a great team was a game changer for me. And that is now why I finally have the time to focus on this podcast again.

    Trends in 2025

    As we step into 2025, the landscape for leaders continues to evolve. Whether you are leading a small team or managing a growing business, the challenges are real - From hybrid work environments to the integration of AI and technology, to retaining great talent in a competitive market.

    But let me tell you: leadership remains the single most important factor in a business success.

    In todays episode, I want to share three key trends that I believe every leader should focus on in 2025:

    1. Empowering Hybrid Teams: Many of us are still adapting to managing people both in-person and remotely. All my team members are working remotely. I‘ll share my experience how this works in detail and I’ll give you my tips on how to create trust and accountability in such a team.
    2. Leveraging AI Without Losing the Human Touch: AI is a powerful tool for efficiency, but the best leaders know how to balance data-driven decisions with emotional intelligence.
      Over the last 12 months I played around with AI for my business and I interviewed several experts on this matter. Some results are fascinating, others are rather sobering. So I’ll keep you updated on my AI Journey in this podcast.

    3. Building Leadership at Every Level: In 2025, the best teams won‘t rely on a single leader. In one of the neyxt episodes of this podcast I‘ll share my ideas on how to identify and develop future leaders within your team.

    Each of these trends represents a unique challenge, but also an incredible opportunity. And in the coming weeks, we‘ll dive deeper into each of these topics.
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    8 min
  • LME 034 - Tips For First-Time Managers

    LME 034 - Tips For First-Time Managers
    Jun 27 2021

    Today I talk with Mike Ashie from the YouTube channel: "Leadership with Mike" about tips for first-time managers.

    Find his YouTube channel Leadership with Mike here:
    https://www.youtube.com/channel/UCX_oT8liQty9EL7ZJVpz3RA

    Find the Shownotes here:
    https://www.berndgeropp.com/tips-for-first-time-managers-with-mike-ashie
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    32 min
  • LME 033 - How I Learned To Delegate

    LME 033 - How I Learned To Delegate
    Jun 26 2021

    When I founded my first company, a high-tech start-up, together with a partner more than 25 years ago, I had a completely wrong idea of ​​managing people. In this post, I'll talk about how I learned to delegate and give you tips on how you can learn it, too.

    Find the shownotes here:

    https://www.berndgeropp.com/how-i-learned-to-delegate/

    If you'd like to watch the video, check it out here:
    https://youtu.be/y1PJpAMeuyg

    Subscribe to my leadership impulses here:
    https://www.berndgeropp.com/subscribe/
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    14 min
  • LME032 - Why I quit my job as a highly paid manager!

    LME032 - Why I quit my job as a highly paid manager!
    May 24 2021

    A manager always works in a sandwich position. I explain my struggles with it and why I decided to leave the corporate world more than 10 years ago.

    Shownotes:
    berndgeropp.com/quit-job

    Watch the video here:
    https://youtu.be/QnTTgi1nPSs
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    9 min
  • LME-031 - Why one-on-one meetings?

    LME-031 - Why one-on-one meetings?
    Nov 5 2020

    One-one-one meetings create trust: Why do you need them? What do you actually talk about and how often should you do one-on-ones?

    Shownotes:
    https://www.berndgeropp.com/one-on-one-meetings

    Video:
    https://youtu.be/QPsUBZsCFps
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    10 min