Career Growth Source: https://coachadib.com/module/6ac04061ef88b1e0248d4f1e Automatic full-length draft. Uncertain wording and figures require review. [00:00:00.500 – 00:00:29.820] H-O-P-E. Hope. Benda yang paling mahal dalam kehidupan kita adalah harapan. Harapan. Sebab itu kita bukan nak bagi fake hope. Kita nak bagi real, genuine, authentic, future hope. Dan kita nak bagi growth. Harapan. Kita nak bagi tahu yang kita adalah future billionaire. Itu beza. Millionaire develop system. Billionaire develop people. Kita nak kena develop people. Sebab people yang akan develop the system. Itu lagi power. [00:00:29.820 – 00:00:33.120] Kalau kita boleh develop the next leader [00:00:33.120 – 00:00:35.840] The next leader akan develop the next leader [00:00:35.840 – 00:00:37.300] Dia macam proses duplikasi [00:00:37.300 – 00:00:38.980] Konsep dia macam mentoring [00:00:38.980 – 00:00:40.580] So apa yang kita nak buat [00:00:40.580 – 00:00:42.620] Kita wujudkan 5 layer [00:00:42.620 – 00:00:43.940] 5 level dalam roadmap ni [00:00:43.940 – 00:00:46.580] Staff di-develop oleh siapa? [00:00:46.680 – 00:00:47.900] Siapa yang patut hire staff? [00:00:48.020 – 00:00:48.820] Manager sepatutnya [00:00:48.820 – 00:00:52.320] Manager yang hire, recruit, mentor kan staff [00:00:52.320 – 00:00:53.640] Mentor mentee [00:00:53.640 – 00:00:54.760] Next pula, manager [00:00:54.760 – 00:00:56.540] Siapa yang hire manager? [00:00:56.780 – 00:00:57.300] C-level [00:00:57.300 – 00:00:58.760] Sepatutnya C-level [00:00:58.760 – 00:01:02.000] C-level ni batatnya macam CEO, CFO, CMO kan [00:01:02.000 – 00:01:05.160] Chief Executive Officer, Chief Marketing Officer [00:01:05.160 – 00:01:10.320] Chief Operational Officer, COO, CFO, UFO [00:01:10.320 – 00:01:12.580] So itu semua adalah C-level [00:01:12.580 – 00:01:15.800] So C-level ni tugas dia mementorkan manager [00:01:15.800 – 00:01:18.640] C-level tak boleh bypass pergi pada staff, tak boleh [00:01:18.640 – 00:01:20.680] Kalau macam tu apa? Function ada manager [00:01:20.680 – 00:01:22.880] C-level kena manage manager [00:01:22.880 – 00:01:25.140] Kalau dia nak marah, marah manager [00:01:25.140 – 00:01:26.140] Bukan marah staff [00:01:26.140 – 00:01:28.000] Next pula kita ada BOD [00:01:28.000 – 00:01:28.920] Board of Director [00:01:28.920 – 00:01:30.920] Board of Director tugas dia adalah [00:01:30.920 – 00:01:32.240] Hire C-Level [00:01:32.240 – 00:01:33.980] C-Level tugas dia [00:01:33.980 – 00:01:35.100] Hire Manager [00:01:35.100 – 00:01:35.460] Nampak tak? [00:01:35.620 – 00:01:36.340] Dia mentor-mentee [00:01:36.340 – 00:01:38.180] C-Level tugas dia mentorkan manager [00:01:38.180 – 00:01:39.880] BOD Board of Director pula [00:01:39.880 – 00:01:41.180] Mementorkan C-Level [00:01:41.180 – 00:01:43.340] Siapa yang hire C-Level? [00:01:43.500 – 00:01:44.020] BOD [00:01:44.020 – 00:01:45.720] Next pula shareholder [00:01:45.720 – 00:01:47.040] Shareholder pula tugas dia [00:01:47.040 – 00:01:47.800] Hire BOD [00:01:47.800 – 00:01:49.960] Nampak kan program mentor-mentee kat situ [00:01:49.960 – 00:01:51.080] Dah macam MLM lah [00:01:51.800 – 00:01:53.400] Macam proses duplikasi [00:01:53.400 – 00:01:54.420] Itulah bisnes [00:01:54.420 – 00:01:55.980] Cantik structure ni [00:01:55.980 – 00:01:59.520] Shareholder yang hire, shareholder yang mementorkan BOD [00:01:59.520 – 00:02:02.860] Menyebabkan shareholder pula work on yearly basis [00:02:02.860 – 00:02:05.340] Staff work hourly [00:02:05.340 – 00:02:07.520] Manager work daily [00:02:07.520 – 00:02:09.740] C-level work weekly [00:02:09.740 – 00:02:12.740] BOD board of director work monthly [00:02:12.740 – 00:02:15.480] Shareholder work yearly [00:02:15.480 – 00:02:18.200] Sebab itulah dia ambil dividend tahunan [00:02:18.200 – 00:02:20.040] Ataupun quarterly dividend [00:02:20.040 – 00:02:22.420] Sebab dia kerja by tahunan [00:02:22.420 – 00:02:23.920] Masuk ofis setahun empat kali [00:02:23.920 – 00:02:24.740] Level dia macam tu [00:02:25.420 – 00:02:26.940] BOD masuk ofis [00:02:27.520 – 00:02:28.340] Sebulan sekali [00:02:28.340 – 00:02:29.380] Haa mungkin [00:02:29.380 – 00:02:30.580] Sebab dia [00:02:31.320 – 00:02:32.620] Dia kena masuk ofis lah [00:02:32.620 – 00:02:34.600] Shareholder level setahun sekali je [00:02:34.600 – 00:02:35.960] Masyarakat agung tahunan je [00:02:35.960 – 00:02:36.520] AGM [00:02:36.520 – 00:02:38.480] General meeting apa benda tu [00:02:38.480 – 00:02:39.160] Itu je dia masuk [00:02:40.040 – 00:02:41.720] Jadi itulah kemanisan dia [00:02:41.720 – 00:02:43.620] Kita nak convert specialist jadi manager [00:02:43.620 – 00:02:45.200] Kita nak nampakkan kepada team kita [00:02:45.200 – 00:02:47.260] Macam mana you boleh ada career growth kat sini [00:02:47.260 – 00:02:49.900] Macam mana one day you boleh grow daripada staff jadi manager [00:02:49.900 – 00:02:50.520] Manager dari si level [00:02:51.540 – 00:02:53.860] Sampai kita boleh bagi share of the company [00:02:53.860 – 00:02:58.880] Kita panggil sebagai ESOP, E-S-O-P, Employee Stock Option Plan [00:02:58.880 – 00:03:01.260] Ataupun Employee Share Option Plan [00:03:01.260 – 00:03:05.740] Maksudnya kita ber-allocate 10-20% untuk bagi pada staff yang terawal [00:03:05.740 – 00:03:08.100] Kita panggil founding members, staff-staff yang terawal [00:03:08.100 – 00:03:09.960] Memang ada, itu common practice company corporate [00:03:11.260 – 00:03:13.900] So, specialist dia jadi manager [00:03:13.900 – 00:03:16.260] Sebab dia boleh dia executive, staff biasa [00:03:16.260 – 00:03:19.020] Dia nak jadi specialist, dia mentorkan orang lain [00:03:19.020 – 00:03:21.660] Cukup 5 orang dia mentorkan, dia boleh layak jadi manager [00:03:21.660 – 00:03:23.340] Faham tak? Dia macam program mentor menti [00:03:23.340 – 00:03:25.900] Manager pula dia kena melahirkan 3 orang manager [00:03:25.900 – 00:03:26.980] Baru boleh jadi C-level [00:03:26.980 – 00:03:30.120] C-level pula dia kena melahirkan 2-3 C-level [00:03:30.120 – 00:03:33.400] Yang naik pada position-position sebelah-sebelah ni [00:03:33.400 – 00:03:34.540] Baru dia boleh jadi BOD [00:03:34.540 – 00:03:37.780] BOD pula dia kena melahirkan beberapa C-level [00:03:39.500 – 00:03:41.220] Dia konsep dia macam tu lah [00:03:41.220 – 00:03:42.900] Sorry BOD lahirkan BOD [00:03:42.900 – 00:03:44.560] Kalau kita ada multiple company [00:03:44.560 – 00:03:45.440] Baru jadi shareholder [00:03:45.440 – 00:03:46.840] Konsep dia mento-menti guys [00:03:46.840 – 00:03:48.220] Memang simple gila [00:03:49.300 – 00:03:52.200] So contohnya exit secara terbalik [00:03:52.200 – 00:03:55.000] Contohnya specialist, dia exit jadi manager [00:03:55.000 – 00:03:56.600] Jadi dia ada pengganti [00:03:56.600 – 00:03:59.900] Manager pula jadi CEO, orang lain jadi ganti [00:03:59.900 – 00:04:03.260] CEO jadi director, CEO pula ada orang yang ganti [00:04:03.260 – 00:04:04.320] Itu cantik dia [00:04:04.320 – 00:04:07.640] That's why sebenarnya level RM30,000 ni [00:04:07.640 – 00:04:11.100] Kita tak bercakap pasal telan buat technical [00:04:11.100 – 00:04:13.520] Cara nak run ads, cara buat content tak [00:04:13.520 – 00:04:15.240] Kita bercakap on the bigger picture [00:04:15.240 – 00:04:17.780] Macam mana nak design career growth [00:04:17.780 – 00:04:19.460] People development [00:04:19.460 – 00:04:22.320] Itu adalah level 30 ribu [00:04:22.320 – 00:04:23.440] Kita jadi kingmaker [00:04:23.440 – 00:04:24.800] King yang develop [00:04:24.800 – 00:04:25.360] Menada king [00:04:25.360 – 00:04:26.480] Itu power guys [00:04:26.480 – 00:04:27.200] That's why [00:04:27.860 – 00:04:29.320] H-O-P-E [00:04:29.320 – 00:04:29.880] Harapan [00:04:30.600 – 00:04:32.500] Harapan akan buat semua orang [00:04:32.500 – 00:04:33.460] Rasa excited [00:04:33.460 – 00:04:34.880] Semua orang akan tahu [00:04:34.880 – 00:04:36.380] Ini company yang aku nak protect [00:04:36.380 – 00:04:38.220] Yang aku boleh grow sama-sama [00:04:38.220 – 00:04:39.820] Daripada intrapreneur [00:04:39.820 – 00:04:40.860] Menjadi entrepreneur [00:04:41.580 – 00:04:42.740] Jumpa dalam masa seterusnya