{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"The Impactful Leadership Show","title":"Rhythm and Structure - Matt Granados - The Impactful Leadership Show - Episode # 045","html":"","width":"100%","height":180,"duration":2955,"description":"Today’s guest is a top-rated speaker, trainer, coach, and entrepreneur that launched his first successful business at 15 and he’s been hooked on building businesses ever since. Matt Granados is the author of Motivate the Unmotivated, CEO of LifePulse, Inc., and the Host of the Best People: Best Place Podcast. Matt shares how to recognize and get in front of burnout, how to help your employees bridge the gap between them and the company, and how managers can monitor their team’s Personnel Performance Gaps to reach their goals.\n \nTakeaways:\nManaging others does not mean babysitting people and doing the job for them. Managing and leading others mean that you help others to do their job. A big part of managing comes down to removing roadblocks so your team can do its job.\nThere is a growing gap between the wants of a company and the lifestyles the employees of that company desire. The best way to bridge the gap is by empowering employees and equipping them with the right tools to make it back over the gap.\nA Personnel Performance Gap (PPG) is the sum total of all of the personal performance gaps from each member of your team. If you aren’t tracking and managing your team’s PPG, that gap will cause a “pothole” which will throw your team off its tracks.\nThe job of managers is not to fix the problems that cause the gaps in an individual’s performance, rather it is to listen, understand what is going on, and provide them with the tools and systems they need to solve the problem themselves.\nMonitoring a team’s PPG allows managers to find the root cause of a problem and then apply the appropriate solution to solve it.\nWhen discussing projects and new ideas, managers need to have a deadline in mind so that their employees can prioritize appropriately without getting overwhelmed. \nWhen decisions need to be made and the outcome isn’t important to the manager, they need to empower their employees to make that decision themselves without involving the manager.\n \nQuote of the...","thumbnail_url":"https://img.transistorcdn.com/LF6MbqckdA5Dl-CjzNYCArDi6N_sDajYynEX7WtlWCo/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9zaG93/LzQzNDM4LzE2ODk4/NzgzOTItYXJ0d29y/ay5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}