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

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/

Do you spend a lot of your time with Emails?
Are you suffering from email overload?

Help is coming. In this episode I give you my best tips on how to deal with email overload. I’ll show you how to cut your time at least in half when working on emails.

We will talk how and when you should read your emails, how to write emails efficiently and what you need to do to receive less emails.

You'll find the shownotes here:
https://berndgeropp.com/episode024

As a manager today, it isn’t enough to just simply focus on results and the financial bottom line. Today you need also to have good human skills to be successful.

You need to learn to delegate, no to be a micro manager and you should create a positive work environment.

Therefore, in this episode I show you my 3 best tips for your job satisfaction and job productivity as a manager.

The Link for the shownotes:
https://www.berndgeropp.com/episode023

The purpose of a company is not to make a profit or to create jobs but to satisfy the needs of customers. It's always about customer value.

Why is that so? That's what I am talking about in this episode.

You'll find the shownotes here:
https://www.berndgeropp.com/episode022

If you like to watch the highly entertainment YouTube-video-version, click here:
https://youtu.be/cNOt4xcrcJU

Your employees don’t contribute, they lack motivation, but they are always looking for better pay? In this podcast episode I’ll show you how to fix this.

You'll find the shownotes here:
https://www.berndgeropp.com/episode021

Everyone loves to be praised and to be confirmed. Who doesn‘t like to be praised? With criticism, on the other hand, it’s different.

If someone explicitly asks for permission to give you feedback, he doesn‘t just want to praise, he mostly wants to criticize.

But criticism questions our self-esteem. It triggers our defense mechanisms, because we believe our reputation is in danger. Actually, we want to be praised, but not judged.

That's why it is so important to do it the right way.
In this podcast episode I'll give you my No1 feedback rule.

You'll find the shownotes here:
https://berndgeropp.com/episode020

It is often not easy to stay calm at work. Nevertheless, there are team leaders and managers that amazingly are able to do this. They radiate a sense of calm and composure, even in stressful situations.

So, I started to watch them closely and learn. Nowadays, because of that, I can stay much more calm and composed.

Does it always work? Well – no! But more and more!

I will give you my 5 tips on how to stay calm at work even during crisis and pressure and even when everything seems to fall apart.

Here you find the shownotes:

https://www.berndgeropp.com/episode019

Today we talk about 3 major mistakes you should avoid when onboarding new employees.

You’ll find the shownotes of this episode by going to https://berndgeropp.com/episode018

If you want to see the highly entertaining video version of these episode you can check it out on https://www.youtube.com/c/berndgeropp?sub_confirmation=1

Do you spend a lot of time and money searching for new staff members? Yes? But do you also pay enough attention to train the new hires properly?

I will explain to you the three most critical mistakes during the onboarding process that you really have to avoid.

If you’d like to download the onboarding checklist, just head over to: https://berndgeropp.com/checklist-onboarding

Here you'll find the shownotes:

https://www.berndgeropp.com/episode017

Today I'll give you 6 simple tips you can immediately implement to become a better listener and 3 crucial tips on how to ask questions the right way.

• Don't use short questions in rapid succession.
• Don't trigger fear with your questions.
• Talk about the background of your question.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode016 

Missed deadlines, unkept promises or delayed projects can be a desaster. Here are 10 essential tips for successfully meeting deadlines:

• Only commit to what you can do.
• Put it in writing.
• Identify the purpose.
• Learn to say "NO".
• Agree on specific deadlines.
• Set deadlines for milestones.
• Keep others informed.
• Always plan with contingencies.
• Don't try to be perfect.
• Get help early.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode015 

Learn how to recognize and avoid the top 10 of the most common mistakes made by leaders and managers in small companies as well as in the corporate world. We already spoke about the first five of them. 

In this episode we talk about the other five mistakes, you need to avoid:

• Acting unfairly and unjustly!
• Not standing by your word!
• Only trusting numbers, data and facts!
• Demand zero mistakes!
• Giving employees no opportunities to develop!

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

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

Here you'll find the shownotes:

https://www.berndgeropp.com/episode014 

Learn how to recognize and avoid the top 10 of the most common mistakes made by leaders and managers in small companies as well as in the corporate world.

In this episode we start with the five of them:

1. Avoiding making decisions
2. Being not engaged or committed
3. Not listening
4. Micromanaging
5. A conceited view of yourself

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode013 

With Jill Schiefelbein I talk about the biggest mistakes which happen when people give feedback in the workplace. 

Our topics today:

• How can managers successfully criticese without being rude or offending?
• How can they still make a clear statement?
• What do you need to take care of when doing a formal performance review?
• How can an employee criticise his or her boss without hurting the relationship?

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode012 

As a manager, you need to know how to give feedback. It‘s your job to help your employees to develop and to improve. They need constructive feedback for this – both positive and negative.

Our topics today:

• Formulate Feedback in an „I“ statement
• Give Feedback, especially criticism, preferably in privat.
• Make it specific and contructive.
• Don‘t give too much feedback at once.
• Give feedback promptly, but only if the other person is open to it.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode011 

Self awareness is most important for a good leader. Having the ability to recognize what you are good at and where you’re not so good at is crucial. Today I interview Jessica Pettitt about this topic.

Our topics today:

• What is Self Awareness?
• How can we become more self aware?
• How can we build high performing teams?

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode010 

How can you make a clear statement without hurting people’s feelings? Take care that you appreciate good work, but tell clearly what needs to be improved.

Our topics today:

• What you need to avoid when giving feedback.
• Why feedback purely focused on respect is not enough.
• How helpful feedback really sounds.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode009

Today we talk about the image of leadership. How can you develop your professional imprint and become the leader that you deserve to be?

I invited the expert on this topic for an interview: Sylvie di Giusto

• What can you do to make a great first impression as a person and especially as a leader?
• What is the "A-B-C-D" of your imprint?
• There is no "one size fits all" formula and no typical dress code anymore. So, what can you do?

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode008

Variable compensation is often referred to as performance based salary or performance related pay. What is the underlying idea behind it? Does it really work? Well, it depends...

• Does performance based bonus work for small companies?
• What are the objectives of performance based payments?
• How compensations structures in big companies look like.
• Objective discussions turn into income negotiations.
• When can bonus systems be useful?

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode007

As a manager you impact the employee motivation and employee commitment in your company – but in ways other than what you may think...

• Can you buy employee motivation?
• The crux with bonus payments.
• Intrinsic and extrinsic motivation.
• 5 points to get motivated employees. 

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode006

What's needed to create a vision statement and what’s needed for the vision to work?I’ll give you 5 crucial points which make a great business vision.

In the previous episode we spoke about why you should have a true business vision. Today we’ll focus on what makes a great business vision and what’s needed for the vision to work successfully.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode005

Do you really need a vision statement? What can a business vision do for you? I'll give you some good and some bad examples of vision statements.

• Do you need a vision statement for your company?
• The business vision isn't about money.
• Difference between mission and vision statement
• Why does your business exist?
• What makes a well-conceived vision statement?

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

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

Here you'll find the shownotes:

https://www.berndgeropp.com/episode004

When a task that you have delegated to an employee comes back to you - and you complete it. This is called reverse delegation or monkey business.

We are talking about how to avoid this reverse delegation – a problem a lot of managers suffer from.

I'll give you 3 crucial tips helping you when dealing with this kind of "monkey business".

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode003

You may think you are not a micromanager. But believe me, chances are high, that you are – at least sometimes.

But why should you avoid micromanagement? How do you become aware of when you are micromanaging and what can you do to avoid it?

We will have answers on all of these – and I’ll give you 5 proven tips on how you can avoid micromanaging.

Micromanagement

• How to avoid micromanagement?
• How do you become aware of when you are micromanaging?
• 5 proven tips how to stop yourself from micromanaging.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.de/episode002

Most managers don't know how to delegate successfully. Why is that?

• How to delegate successfully 
• Introducing the 5 levels of delegation
• How to develop and support your employees so that you get more time for the important things.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

Here you'll find the shownotes:

https://www.berndgeropp.com/episode001

If somebody asked you to explain what is leadership? How would you respond? It’s hard, right?

That's why we discuss today:

• What is leadership?
• How is leadership different to management?
• 3 tips on how to find more time for leadership despite your daily busy work.

Are you ready to become the leader you’ve always wanted to be? Subscribe to my leadership community of likeminded leaders and managers and get regular advice, tips and inspiration.

Just go to berndgeropp.com/subscribe

This is the intro for my new podcast: Leadership Made Easy.

This is the podcast where you learn how to lead a highly effective team, how to make sure, things get done and how to deal with tough issues like confronting an employee performance problem, getting along with a bad boss or balancing the demands of work with your personal life.

Here you'll find the shownotes

https://www.berndgeropp.de/episode000

When you are new in your manager role, you surely don’t want to make any unnecessary mistakes, don’t you?

You want to become a good manager. To meet the challenges of your new role, I will give you my five best practical tips to become a good leader.

You'# find the shownotes here:

https://berndgeropp.com/episode030

If you like to watch the highly entertaining YouTube-video-version, click here:
https://youtu.be/_wlwpSXVfp0

Goal setting with employees is not easy. How can you be successful with it? Here are my 5 most important tips you should know!

Find the Shownotes here:
berndgeropp.com/set-goals-with-employees

Today I invited 5 leaders with different backgrounds. I wanted to know from them, what they wish they knew, before becoming successful leaders.

You'll find the shownotes wiht all the links to the participants here:
https://berndgeropp.com/what-do-you-wish-you-knew

As a leader you should have one-on-one meetings with your direct reports regularly.

But how do you introduce one on ones to your direct reports? How does such an one-on-one meeting work? How do you get started and what exactly should you say in such meetings?

You'll find the shownotes of this episode here:
https://www.berndgeropp.com/one-on-ones/

If you'd like to watch the video, click here:
https://youtu.be/ojlIF1asmTU

Today we talk about why it needs not just one but two entrepreneurs to build a successful business and why it is essential that these two have dramatically different roles.

I talk about this with Mark C. Winters who is the co-author of the book rocket fuel.

If you are an entrepreneur or you work for a small business, this interview may be an eye opener for you. 

Click here for the shownotes: https://berndgeropp.com/episode026

How can you control the chaos?

How you can stay calm and positive with in the storm and how can you engage the hearts and minds of your people in tough times.

Shownotes:
https://berndgeropp.com/leading-in-times-of-crisis

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.

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:

1. 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.
2. 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.
3. 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.
4. 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.
5. 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!

Many people think respect comes from being nice.

Wrong.

Respect isn’t just a polite smile – it’s the result of clarity, trust, and decisiveness.

Shownotes:
https://www.berndgeropp.com/respect

It’s a question that comes up in leadership discussions time and again:
What’s the ideal number of direct reports a leader should have?

The answer isn’t as simple as a fixed number, but research and experience suggest that 7 ± 2 is often the sweet spot.

But what can you do, when you lead 15 people o more? That's what we are talking about in this podcast episode!

Shownotes:
https://www.berndgeropp.com/how-many-people-can-you-lead

Shownotes:
https://www.berndgeropp.com/setting-clear-expectations

In today’s episode, we’re diving into a topic that might seem simple but is often overlooked: setting clear expectations for your employees.

When was the last time you explicitly communicated what you expect from your team? If you’re thinking, “Well, they should already know,” then this episode is especially for you.

Why Clarity Matters

As leaders, we often assume our team knows what we want. After all, isn’t it obvious that deadlines matter? Or that quality is non-negotiable? But here’s the thing: what’s obvious to you might not be obvious to them.

Imagine this scenario:
You’re swamped with work, juggling five critical projects. You assign a team member, let’s call him Mark, to prepare a client report due by 9 a.m. the next morning. Mark works tirelessly through the night but realizes at 6 a.m. that he won’t be able to deliver both a polished and punctual report. He faces a tough choice:

• Option A: Send the report at 9 a.m. as promised, knowing the content is accurate but the formatting and design don’t meet your company’s usual high standards.
• Option B: Inform the client it’ll be late, deliver it at 11 a.m., and ensure the report reflects the quality and professionalism your company is known for.

What should Mark do? If you haven’t clearly communicated your priorities—whether timeliness or quality matters more—he’s left guessing. And here’s the kicker: either choice might disappoint you if it doesn’t align with your expectations.

Different Leaders, Different Expectations

Here’s what two leaders might say in this scenario:

Leader 1:
“Mark, deadlines are sacred. We promised the client 9 a.m., and we deliver what we promise—no matter what. A delay is unacceptable.”

Leader 2:
“Mark, our brand is built on quality. I’d rather we take a little extra time to ensure every detail reflects our high standards. Let the client know it’ll arrive by 11 a.m.”

Both perspectives are valid, but they represent very different values. The question is: have you shared your expectations with your team?

Writing Down Your Expectations

Let’s try an exercise. Grab a piece of paper and write down what you expect from your team. Things like:

• Punctuality
• Meeting deadlines
• Team collaboration
• Customer satisfaction

Now, rank these in order of importance. Is hitting a sales target more critical than achieving zero defects in production? Does responding to client emails quickly outrank completing internal reports? The reality is, priorities can shift based on context, and your team needs clarity to adapt.

Expectations in Communication

Expectations extend beyond tasks and into communication. Take this real-life example:

A regional manager once told his team, “I expect responses to my emails within one hour during business hours.”

Now, let’s break it down.
What he got right: He clearly articulated his expectation.
What he got wrong: The expectation itself was impractical. Constantly monitoring and responding to emails disrupts productivity.

A better approach? Clearly define your expectations for communication. For instance:

• How often should employees update you?
• Should updates be via email, instant message, or during meetings?
• How detailed should status reports be? A quick email summary or a full-blown report?

The point is, don’t assume your team knows what you mean. Ask them to repeat back what they understand, and you’ll likely uncover gaps in understanding.

Miscommunication: A Common Pitfall

Here’s a quick test for you: ask your team to describe your expectations in their own words. Chances are, you’ll find discrepancies. This doesn’t mean your team isn’t listening—it often means you haven’t been clear or consistent enough.

Real-Life Example: Status Updates

Let’s say you ask Sarah, a project manager, for a status update. You’re expecting a concise email with key points, but she delivers a five-page report. Or worse, she sends a single sentence that leaves you with more questions than answers.

This misalignment often happens because we fail to define what a “status update” means. Should it be a couple of bullet points? A detailed breakdown? Clarify this upfront, and you’ll save both time and frustration.

The Cost of Assumptions

As the saying goes, “After three years, every leader has the team they deserve.” If your employees aren’t meeting expectations, it’s worth asking yourself:

• Have I clearly communicated what I want?
• Have I revisited and reinforced those expectations regularly?

Practical Tips for Setting Expectations

1. Start with a Conversation
   Sit down with your team and discuss what you expect from them—not just in tasks but in behavior and communication. For example:
   • “When I ask for a report, I expect a summary of key findings, no more than one page.”
   • “When working remotely, please respond to messages within two hours unless you’re in a meeting.”
2. Put It in Writing
   Create a document outlining your core expectations. This might include:
   • Deadlines
   • Quality standards
   • Response times for internal and external communication
3. Regularly Revisit Expectations
   Your priorities might shift over time. Use team meetings to update everyone on what’s most important now.
4. Encourage Feedback
   Ask your team if they feel your expectations are realistic and achievable. For example: “Do you feel you have the tools and time to meet these standards?”

Closing Thoughts

Clear expectations are the foundation of effective leadership. When your team knows exactly what you value, they can make decisions confidently—even in your absence.

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:

1. 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.

1. 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.

1. 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

1. 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.

1. 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.
   
   
2. 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.

1. 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.
2. Team-Oriented Mindset
   Great leaders are team players. They motivate others, build strong relationships, and foster collaboration. Avoid promoting lone wolves—they’ll struggle to manage and inspire a team.
   
   Example: Rachel, who regularly volunteers to organize team-building activities, demonstrates a collaborative spirit. Contrast that with Mike, who prefers to work in isolation—he’s likely not leadership material.
   
   
3. Conflict Management Skills
   Conflicts are inevitable. A leader must address issues early and constructively, not avoid them. Someone who is conflict-averse can create bigger problems down the line.
   
   Example: When two team members disagreed over project responsibilities, Dave stepped in, facilitated a conversation, and found a solution both sides accepted. This ability to address conflict constructively is vital for a leader.
   
   
4. Problem-Solving Ability
   Leaders don’t just identify problems—they propose solutions. If an employee only brings you issues without ideas for solving them, they might not be ready for leadership.
   
   Example: During a product launch delay, Emma identified the bottleneck, proposed two solutions, and implemented the best one. Leaders need this kind of initiative.
   
   
5. Self-Discipline
   Leaders must manage themselves before they can manage others. This includes setting priorities, staying organized, and taking responsibility for their actions.
   
   Example: Look for employees like Tom, who consistently meets deadlines and manages their workload efficiently. If someone struggles with time management, they may not be ready for leadership.
   
   
6. Experience Leading
   While not mandatory, prior leadership experience—whether in a project, a volunteer role, or even a sports team—can be a strong indicator of readiness.
   
   Example: Kate successfully led a cross-functional project team last year, even though it wasn’t part of her formal role. This shows she can step into leadership naturally.
   
   
   
7. Decision-Making Capability
   Leaders must make decisions, even under pressure. Look for someone who doesn’t shy away from tough calls and is willing to stand by their choices.
   
   Example: When your team was stuck on a critical issue, Matt made a decisive call and owned the outcome. Leaders need the courage to make tough decisions.

What If No One Fits the Bill?

You might be thinking, “None of my employees meet all 10 criteria.” That’s okay—no one is perfect. Focus on these must-haves: trustworthiness, loyalty, a solid track record, and a willingness to learn. The rest can often be developed over time with training and mentorship.

How to Set New Leaders Up for Success

Promoting someone is just the beginning. Here’s how to ensure their success:

• Define Clear Expectations: Share the three questions you answered earlier. Make sure they understand their responsibilities, decision-making scope, and success metrics.
  
  For example, if you expect your new marketing leader to double website traffic, make that explicit.

• Provide Training: Leadership skills can be learned. Consider enrolling them in a leadership development program, such as my upcoming Leadership Crash Course.
• Offer Ongoing Support: Regular one-on-one meetings, feedback sessions, and mentorship can make a huge difference in their growth.
• Be Patient: Remember, leadership is a skill that takes time to master. Give them room to learn and grow.

A Final Thought

Promotions aren’t just about filling a role—they’re about building the future of your organization. Choose wisely, invest in your people, and watch your business thrive.

Call-to-Action: Download the Checklist

In this episode I shared with you my framework for identifying the right leaders for your team.

Now, to make things even easier, I’ve put together a free checklist of the 10 Traits of a Strong Leader.

This checklist will help you evaluate your team members systematically and ensure you make the best promotion decisions.

Here’s how you can get it:
Simply visit berndgeropp.com/checklist-evaluate-leaders

or click the link in the show notes to download your copy. It’s quick, it’s free, and it’s a great tool to have on hand as you plan your next leadership promotion.

Remember, great leaders aren’t just found—they’re developed. Start today by using this checklist to spot potential in your team and nurture the next generation of leaders in your business.

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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Website David Burkus:
https://davidburkus.com/

Davids Book "Best Team Ever
https://davidburkus.com/books/best-team-ever/

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🎧 Listen now and take charge of your work environment!

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In just a few weeks, we’re launching the brand-new Crash Course Leadership – a step-by-step system to help you become a confident and effective leader. And here’s the deal:

If you join the VIP list now, not only will you get the best price on the course, but you’ll also get access to an exclusive Live Online Masterclass - only for VIP members who join the program.

This masterclass will give you direct access to me, where I’ll answer your biggest leadership challenges and help you apply what you learn even faster.

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Shownotes:
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Katja on LinkedIn:
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Katjas Website:
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Secure your Spot on my VIP List!

In just a few weeks, we’re launching the brand-new Crash Course Leadership – a step-by-step system to help you become a confident and effective leader. And here’s the deal:

If you join the VIP list now, not only will you get the best price on the course, but you’ll also get access to an exclusive Live Online Masterclass - only for VIP members who join the program.

This masterclass will give you direct access to me, where I’ll answer your biggest leadership challenges and help you apply what you learn even faster.

But this bonus is only for those on the early access list – so don’t miss out!
Sign up now for free at 
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and secure your spot now.

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