WEBVTT 00:00:01.550 --> 00:00:04.269 Awesome. All right. I am here with Rob Broadhead, 00:00:04.389 --> 00:00:07.129 fellow podcaster and business consultant, founder 00:00:07.129 --> 00:00:09.730 of RB Consulting and developer. We got to know 00:00:09.730 --> 00:00:11.830 each other last week. We had a great time. I 00:00:11.830 --> 00:00:13.189 was like, you know what? We need to dive in deeper. 00:00:13.310 --> 00:00:15.910 So we came up with an episode titled From Doer 00:00:15.910 --> 00:00:19.010 to Multiplier. hiring the right people to scale 00:00:19.010 --> 00:00:21.370 your impact this is one of the greatest challenges 00:00:21.370 --> 00:00:25.129 for business owners is most most young and new 00:00:25.129 --> 00:00:27.410 business owners think they can do so much alone 00:00:27.410 --> 00:00:30.350 and by themselves and uh let me just hand you 00:00:30.350 --> 00:00:32.350 10 tennis balls and let me watch you juggle for 00:00:32.350 --> 00:00:34.810 a little bit um right that's that's it you know 00:00:34.810 --> 00:00:36.630 you don't need more than three minutes to realize 00:00:36.630 --> 00:00:39.090 just how overwhelming it is and under prepared 00:00:39.090 --> 00:00:41.570 you are well the same is true with business but 00:00:41.570 --> 00:00:44.350 just because you bring three people in to help 00:00:44.350 --> 00:00:46.670 you juggle those tennis balls doesn't mean they 00:00:46.670 --> 00:00:48.350 know what they're doing and know how to do it 00:00:48.350 --> 00:00:51.109 and might be great friends and family, but they 00:00:51.109 --> 00:00:53.450 might not be as capable of running the different 00:00:53.450 --> 00:00:55.649 systems, procedures, resources, templates, et 00:00:55.649 --> 00:00:57.450 cetera. So Rob and I are going to break that 00:00:57.450 --> 00:00:58.649 down. We're going to look at different angles 00:00:58.649 --> 00:01:01.070 and see what can we do to empower visionaries 00:01:01.070 --> 00:01:03.429 with what it is you're doing to try to scale 00:01:03.429 --> 00:01:06.329 your vision because it is so hard to create something 00:01:06.329 --> 00:01:08.650 that is truly sustainable. So Rob, thanks for 00:01:08.650 --> 00:01:10.209 coming on to Vision Pros Live, man. It's going 00:01:10.209 --> 00:01:12.430 to be awesome. Thanks for having me. I'm looking 00:01:12.430 --> 00:01:14.819 forward to this. It's going to be great. Yeah, 00:01:14.859 --> 00:01:17.859 absolutely. So I'm going to start with your background 00:01:17.859 --> 00:01:21.819 a bit, Rob. Tell us about the decades of wisdom, 00:01:21.939 --> 00:01:24.980 the decades of good, bad, and ugly that you've 00:01:24.980 --> 00:01:27.900 gone through to learn about business and scale 00:01:27.900 --> 00:01:32.439 and multiplying. Well, I started very big. I 00:01:32.439 --> 00:01:34.340 started out of college. I started in a big six 00:01:34.340 --> 00:01:37.579 consulting firm, so got to see. the big boys 00:01:37.579 --> 00:01:41.219 and and what that looked and very quickly uh 00:01:41.219 --> 00:01:43.260 just because of how my career went i ended up 00:01:43.260 --> 00:01:45.459 sort of moving into more i was in a boutique 00:01:45.459 --> 00:01:47.819 consulting company briefly and then spent a lot 00:01:47.819 --> 00:01:50.500 of time in startups and smaller companies where 00:01:50.500 --> 00:01:54.200 you really get to see that uh the integration 00:01:54.200 --> 00:01:56.760 and the cogs moving together about like because 00:01:56.760 --> 00:01:59.079 now you don't have departments and all of these 00:01:59.079 --> 00:02:01.060 things that are sort of vague and a little bit 00:02:01.060 --> 00:02:03.239 you know smoke and mirrors of how stuff gets 00:02:03.239 --> 00:02:05.120 done you have you know, one person and they have 00:02:05.120 --> 00:02:08.020 to integrate with a second person. So I got to 00:02:08.020 --> 00:02:11.120 see how businesses work in all of it, not just 00:02:11.120 --> 00:02:13.259 the, you know, not just like the technical side 00:02:13.259 --> 00:02:15.379 or not just the C -suite or something like that, 00:02:15.400 --> 00:02:18.879 but like, how do you get marketing and delivery 00:02:18.879 --> 00:02:21.360 and fulfillment and sales and the technology 00:02:21.360 --> 00:02:24.379 side and the, you know, the HR and accounting 00:02:24.379 --> 00:02:27.099 and all of those pieces and how they work and 00:02:27.099 --> 00:02:30.680 how they integrate. And again, it's. all of the 00:02:30.680 --> 00:02:33.039 facets of business. Business is not, you know, 00:02:33.060 --> 00:02:36.020 we think too often, we even as entrepreneurs, 00:02:36.219 --> 00:02:38.280 as leaders, we'll think about, we get a little 00:02:38.280 --> 00:02:40.620 bit too focused on our business. Like we are 00:02:40.620 --> 00:02:42.979 about, you know, selling a specific product or 00:02:42.979 --> 00:02:45.659 providing a specific service. And we don't always 00:02:45.659 --> 00:02:48.000 think about like all of the other things that 00:02:48.000 --> 00:02:50.180 we know are part of business, all of those things 00:02:50.180 --> 00:02:53.060 that make a business run, all of that team that 00:02:53.060 --> 00:02:55.979 is behind getting that, whatever our why is getting 00:02:55.979 --> 00:03:00.050 to that goal. And that is part of, I think, what 00:03:00.379 --> 00:03:02.020 and sort of what we want to talk about here is 00:03:02.020 --> 00:03:04.639 like how you grow is you it's great when you're 00:03:04.639 --> 00:03:06.879 i say it's great it's great when you're one person 00:03:06.879 --> 00:03:08.919 if you're a solopreneur which i have i've gone 00:03:08.919 --> 00:03:12.099 through that i spent many years in that and learned 00:03:12.099 --> 00:03:15.080 all of the pieces of running my business and 00:03:15.080 --> 00:03:18.560 part of it i thought i had to uh because of budget 00:03:18.560 --> 00:03:20.620 and everything else and i was like well i can't 00:03:20.620 --> 00:03:22.699 i can't run a business if i don't know all of 00:03:22.699 --> 00:03:25.319 the pieces that work even though i had an mba 00:03:25.319 --> 00:03:27.620 i had all those things so theoretically i should 00:03:27.620 --> 00:03:29.860 have known all of it but i still felt like I 00:03:29.860 --> 00:03:32.840 had to do it and I think that's a trap a lot 00:03:32.840 --> 00:03:36.259 of us get into is that we we either can do it 00:03:36.259 --> 00:03:38.639 and we do it or we probably the hardest one is 00:03:38.639 --> 00:03:40.740 we like to do it even though we probably shouldn't 00:03:40.740 --> 00:03:44.139 and we do it right or we just feel like I have 00:03:44.139 --> 00:03:46.620 to do it because there's no one to do it I don't 00:03:46.620 --> 00:03:49.539 have the time a lot of times I hear is it I don't 00:03:49.539 --> 00:03:51.960 have the time to go train somebody else which 00:03:51.960 --> 00:03:54.139 I think your your analogy of the juggling the 00:03:54.139 --> 00:03:57.039 balls is is a very good one because if you see 00:03:57.039 --> 00:03:59.159 professional, think of, if you've ever seen professional 00:03:59.159 --> 00:04:01.939 jugglers when it's jugglers, when it's a team, 00:04:02.120 --> 00:04:03.599 you don't have somebody start out and they're 00:04:03.599 --> 00:04:05.439 doing one and two and three, and then they get 00:04:05.439 --> 00:04:08.680 up to something. And then the key is the transition 00:04:08.680 --> 00:04:11.919 when they start actually moving that on to somebody 00:04:11.919 --> 00:04:14.719 else. And I think that is what scares the heck 00:04:14.719 --> 00:04:16.720 out of all of us. And it is actually a very difficult 00:04:16.720 --> 00:04:19.399 thing because now we have to, we have to define 00:04:19.399 --> 00:04:22.480 it. We have to think about it. We can't just. 00:04:23.149 --> 00:04:25.569 It's not just rote. It's not just automatic anymore. 00:04:25.769 --> 00:04:28.389 Because now I can't just tell you, do what I 00:04:28.389 --> 00:04:30.250 do. I mean, I can, but you're not going to be 00:04:30.250 --> 00:04:31.730 able to do it very well. You're going to say, 00:04:31.790 --> 00:04:34.170 well, what is it you're doing? And so now I have 00:04:34.170 --> 00:04:37.149 to actually put that to words. And a lot of times 00:04:37.149 --> 00:04:40.170 that's a lot harder than it sounds. I always 00:04:40.170 --> 00:04:42.189 use the example of telling somebody how to tie 00:04:42.189 --> 00:04:45.550 a shoe. We just know how to do it. But when you 00:04:45.550 --> 00:04:47.509 actually try to put that into steps and say, 00:04:47.550 --> 00:04:52.209 this is how you tie a shoe. And it's like our 00:04:52.209 --> 00:04:54.470 heads explode because there's so many things 00:04:54.470 --> 00:04:55.769 we're like, well, you just do it. It's like, 00:04:55.870 --> 00:04:58.769 no, you don't. That's not how you get it done. 00:05:00.040 --> 00:05:02.139 so important for so many pieces of business. 00:05:02.279 --> 00:05:04.339 I think it is one of the most important things 00:05:04.339 --> 00:05:06.319 for an entrepreneur to learn. It's one of the 00:05:06.319 --> 00:05:09.060 things that I learned the hard way sometimes 00:05:09.060 --> 00:05:11.100 when I said, gosh, I'm doing this and I'm spending 00:05:11.100 --> 00:05:13.879 too much time. I'm wasting what should be valuable 00:05:13.879 --> 00:05:16.160 time elsewhere with the company doing this thing 00:05:16.160 --> 00:05:18.740 that I feel is, you know, I'm being busy, but 00:05:18.740 --> 00:05:20.839 I'm not actually producing in the direction I 00:05:20.839 --> 00:05:24.439 need to for the company. I love that. We actually 00:05:24.439 --> 00:05:28.579 did a men's group. I led an exercise where I 00:05:28.579 --> 00:05:32.720 had the guys tie each other's shoes, but based 00:05:32.720 --> 00:05:35.360 on the verbal instructions of the individual 00:05:35.360 --> 00:05:38.579 who had the shoe on his foot. And so he couldn't 00:05:38.579 --> 00:05:40.970 touch. All he could do was say and the guy had 00:05:40.970 --> 00:05:43.089 to follow exactly what he was saying. It was 00:05:43.089 --> 00:05:45.750 obviously hilarious and a bit of a mess. And 00:05:45.750 --> 00:05:48.329 it was hard for people to come up with the right 00:05:48.329 --> 00:05:51.029 words for something so simple and rudimentary. 00:05:51.230 --> 00:05:54.310 It is much harder when it comes to business and 00:05:54.310 --> 00:05:56.949 systems. So you also inspired something else. 00:05:56.990 --> 00:05:59.529 You talked about how we like to, it's hard to 00:05:59.529 --> 00:06:02.110 move on from the things that we like. It's also 00:06:02.110 --> 00:06:04.970 hard to move into the things that we. don't like 00:06:04.970 --> 00:06:07.829 or that scare us um you know and so we'll find 00:06:07.829 --> 00:06:10.230 ourselves doing busy work and there's a quote 00:06:10.230 --> 00:06:14.050 that i love busy is broke and i know it's a painful 00:06:14.050 --> 00:06:17.430 quote but when we are busy and we are not productive 00:06:17.430 --> 00:06:19.589 then we're not necessarily producing results 00:06:19.589 --> 00:06:22.370 i learned that from i learned the quote i learned 00:06:22.370 --> 00:06:25.129 the principle from adam christopher the founder 00:06:25.129 --> 00:06:27.610 of first class i'm sorry the founder of the founder 00:06:27.610 --> 00:06:31.490 of restaurant connect um so he was I became a 00:06:31.490 --> 00:06:33.389 junior co -founder at Restaurant Connect in my 00:06:33.389 --> 00:06:36.509 early 20s. And this story absolutely changed 00:06:36.509 --> 00:06:40.470 my career. I was trying to do all the marketing 00:06:40.470 --> 00:06:43.449 stuff and sell stuff. And I was face of the company 00:06:43.449 --> 00:06:45.829 and also on quality assurance. We all had a ton 00:06:45.829 --> 00:06:48.069 of hats on. There's four of us trying to run 00:06:48.069 --> 00:06:50.790 this company. A couple hundred restaurants as 00:06:50.790 --> 00:06:54.000 software clients. It was a very hands -on experience. 00:06:54.259 --> 00:06:56.680 So here comes Adam, and I'm about to tell him 00:06:56.680 --> 00:06:59.040 about a marketing plan, and he stops me, and 00:06:59.040 --> 00:07:00.939 he tells me a story of when he was an executive 00:07:00.939 --> 00:07:03.519 chef. And he was an executive chef at a James 00:07:03.519 --> 00:07:06.879 Beard restaurant, and he was working with Carl 00:07:06.879 --> 00:07:09.399 Bergermeyer, rest in peace, one of the greatest 00:07:09.399 --> 00:07:13.160 restaurateurs of all time. And Adam, as the sous 00:07:13.160 --> 00:07:15.180 chef or executive chef, I can't remember which 00:07:15.180 --> 00:07:18.519 one he was in this moment, but he knew that they 00:07:18.519 --> 00:07:21.120 were going to run out of onions. And so he went 00:07:21.120 --> 00:07:23.060 to the back and began, when he would get busy, 00:07:23.100 --> 00:07:24.459 he would go to the back and chop onions because 00:07:24.459 --> 00:07:27.040 he knew they were going to run out. And Carl 00:07:27.040 --> 00:07:31.709 Burgermeier ripped him a new one. came and started 00:07:31.709 --> 00:07:34.129 screaming at him, yelling, cussing. A lot of 00:07:34.129 --> 00:07:38.089 people know what hell's kitchen is like. He's 00:07:38.089 --> 00:07:40.490 letting him know, what are you doing in the back 00:07:40.490 --> 00:07:42.449 cutting onions when you need to be on the front 00:07:42.449 --> 00:07:44.250 lines directing everybody, telling everyone where 00:07:44.250 --> 00:07:46.930 to go. You're hiding from the storm. You're being 00:07:46.930 --> 00:07:49.389 a coward. He let him know everything he didn't 00:07:49.389 --> 00:07:52.389 know about why he should not have been. Anybody 00:07:52.389 --> 00:07:55.089 could have gone and chopped onions. Anybody who 00:07:55.089 --> 00:07:56.790 was the chef on the line could have gone and 00:07:56.790 --> 00:08:00.339 done that. But the leader, because he knew. It 00:08:00.339 --> 00:08:04.199 was quiet. There was no stress. He didn't have 00:08:04.199 --> 00:08:06.620 to deal with the chaos of what was going on. 00:08:06.980 --> 00:08:10.259 He would go and cut onions. And so he looks at 00:08:10.259 --> 00:08:13.199 me and he goes, Jackson, stop chopping onions. 00:08:14.540 --> 00:08:19.920 And I was like, oh, oh, man, you did it the nice 00:08:19.920 --> 00:08:25.139 way. It's far more painful, but I felt so bad. 00:08:26.730 --> 00:08:30.610 There are lots of ways. Jackson, I don't want 00:08:30.610 --> 00:08:32.889 to see another research report or idea regarding 00:08:32.889 --> 00:08:35.809 marketing. If you want to do something in marketing, 00:08:35.990 --> 00:08:38.049 plan the whole thing out. I better not have a 00:08:38.049 --> 00:08:41.169 single question left to ask when you bring the 00:08:41.169 --> 00:08:45.070 plan to me. If you don't, then go back to doing 00:08:45.070 --> 00:08:46.669 the things that are going to move our company 00:08:46.669 --> 00:08:48.149 forward and that are going to make us productive. 00:08:48.389 --> 00:08:52.470 You have a bad tendency to be busy, but not to 00:08:52.470 --> 00:08:57.629 produce. You need to produce. So with that, I 00:08:57.629 --> 00:08:59.570 want everybody to take an opportunity to think 00:08:59.570 --> 00:09:01.549 about that. We take a little break. Rob and I 00:09:01.549 --> 00:09:02.950 are going to come right back and we're going 00:09:02.950 --> 00:09:04.730 to talk about hiring the right people to scale 00:09:04.730 --> 00:09:06.710 your impact, the people who weren't acting like 00:09:06.710 --> 00:09:10.250 young Jackson or hiring people. and making sure 00:09:10.250 --> 00:09:12.370 that we empower them with the training necessary 00:09:12.370 --> 00:09:14.110 to help them be truly productive. We'll see you 00:09:14.110 --> 00:09:16.250 guys on the other side. All right. Welcome in 00:09:16.250 --> 00:09:19.509 to Vision Pros Live. With Jackson Callum, I'm 00:09:19.509 --> 00:09:21.629 your show host. We'll be doing interviews for 00:09:21.629 --> 00:09:24.269 visionary entrepreneurs and guest leaders who 00:09:24.269 --> 00:09:36.129 are building fantastic visions out there. what's 00:09:36.129 --> 00:09:37.889 up everybody welcome in to another episode of 00:09:37.889 --> 00:09:40.350 vision pros live i'm your show host jackson callum 00:09:40.350 --> 00:09:43.769 founder of first class business and i'm so excited 00:09:43.769 --> 00:09:46.649 to have rob broadhead on the on the show today 00:09:46.649 --> 00:09:48.889 we're going to be talking about making sure that 00:09:48.889 --> 00:09:50.730 we hire the right people to scale our impact 00:09:50.730 --> 00:09:53.090 and you know every one of us as leaders we reach 00:09:53.090 --> 00:09:55.950 a point where it's just it's so much harder to 00:09:55.950 --> 00:09:58.549 grow and when we're trying to do it all ourselves 00:09:58.549 --> 00:10:00.769 and we can't you can't just work harder in order 00:10:00.769 --> 00:10:02.669 to drive growth if you want to scale something 00:10:02.669 --> 00:10:04.830 responsibly and if you want to keep your sanity 00:10:04.830 --> 00:10:07.289 so we're going to talk about what actually limits 00:10:07.289 --> 00:10:11.490 progress which is infrastructure having structure 00:10:11.490 --> 00:10:14.409 having a sustainability having a foundation underneath 00:10:14.409 --> 00:10:16.990 yourself it's not the amount of effort that you 00:10:16.990 --> 00:10:19.009 put in you can't just hustle and grind your way 00:10:19.009 --> 00:10:21.190 to success you can try it if you get there by 00:10:21.190 --> 00:10:23.659 doing that i'm sorry for you um that's just not 00:10:23.659 --> 00:10:26.820 a fun way to live i hope so but kudos to you 00:10:26.820 --> 00:10:28.980 if you did it if you have the opportunity to 00:10:28.980 --> 00:10:32.000 scale smarter rather than only work harder than 00:10:32.000 --> 00:10:33.799 i highly recommend listening to what we're going 00:10:33.799 --> 00:10:35.019 to talk about we're going to be talking about 00:10:35.019 --> 00:10:38.059 why hiring more people doesn't actually automatically 00:10:38.059 --> 00:10:41.210 mean scaling and you guys know that but We're 00:10:41.210 --> 00:10:42.990 going to dive in a little bit deeper into how 00:10:42.990 --> 00:10:45.190 you still fall in that same rabbit hole or how 00:10:45.190 --> 00:10:47.690 to identify talent that truly amplifies your 00:10:47.690 --> 00:10:49.710 vision. We're going to give a guide as well for 00:10:49.710 --> 00:10:52.509 how to recognize talent that can amplify your 00:10:52.509 --> 00:10:54.490 vision. Also, we're going to talk about the most 00:10:54.490 --> 00:10:56.250 common hiring mistakes that leaders make during 00:10:56.250 --> 00:11:01.049 growth stages. I guarantee that 99 % of you are 00:11:01.049 --> 00:11:02.909 making some of these mistakes, which means there's 00:11:02.909 --> 00:11:05.129 a huge opportunity to bridge this gap. You can 00:11:05.129 --> 00:11:07.309 do it by yourself, or you can also do this with 00:11:07.309 --> 00:11:10.110 Rob Broadhead or myself. I do highly recommend 00:11:10.110 --> 00:11:12.889 having team members and not just one. I felt 00:11:12.889 --> 00:11:15.929 bad for the people who say I have a coach. I'm 00:11:15.929 --> 00:11:18.590 like, what coach tricked you into thinking you 00:11:18.590 --> 00:11:21.070 only need one life advisor? Like, that's not 00:11:21.070 --> 00:11:22.909 a good thing. We want to have more than one. 00:11:22.990 --> 00:11:24.809 And so I look at it this way. One plus one, you 00:11:24.809 --> 00:11:26.629 take people and you put them together, it equals 00:11:26.629 --> 00:11:29.230 11. And if I find another great person, I'm not 00:11:29.230 --> 00:11:31.269 going to tell them, hey, I don't need you, I 00:11:31.269 --> 00:11:32.789 don't want to know. If I can get the other person, 00:11:32.830 --> 00:11:35.700 one plus one plus one. That's 111. Why? Because 00:11:35.700 --> 00:11:38.019 it's a compound effect when great people come 00:11:38.019 --> 00:11:39.919 together. So the last thing we're also going 00:11:39.919 --> 00:11:42.299 to talk about is a mindset shift that's required 00:11:42.299 --> 00:11:46.059 to move from doer to multiplier. I said the mindset 00:11:46.059 --> 00:11:47.940 shift. There's a couple. We're going to try to 00:11:47.940 --> 00:11:49.919 hit the highest and the most important ones for 00:11:49.919 --> 00:11:51.799 both of us, and we'll go from there. So before 00:11:51.799 --> 00:11:54.720 I bring Rob back on, I do want to shout out another 00:11:54.720 --> 00:11:56.559 couple of resources for all of you. We're going 00:11:56.559 --> 00:11:59.320 to start with Journey to Wellness with Dr. Shannon 00:11:59.320 --> 00:12:02.080 and Dr. Justin Pierce. This is a power couple. 00:12:02.220 --> 00:12:04.019 I've known them for just over... eight years, 00:12:04.100 --> 00:12:05.580 got to meet them in a conference where I was 00:12:05.580 --> 00:12:07.799 teaching chiropractors how to scale, and they 00:12:07.799 --> 00:12:09.200 were one of the greats who was already in that 00:12:09.200 --> 00:12:13.139 process. And Journey to Wellness, I've sent three 00:12:13.139 --> 00:12:15.559 people, at least, I think four, but I know three 00:12:15.559 --> 00:12:18.000 that I can think of their names, to Shannon because 00:12:18.000 --> 00:12:21.889 these individuals had certain diseases. or illnesses 00:12:21.889 --> 00:12:23.990 that no other doctor could provide for and i 00:12:23.990 --> 00:12:25.950 heard she could work some miracles so i sent 00:12:25.950 --> 00:12:28.090 one and they came back to me just raved they're 00:12:28.090 --> 00:12:30.090 like i've never heard what shannon told me before 00:12:30.090 --> 00:12:32.149 this helped so much i could see the transformation 00:12:32.149 --> 00:12:35.070 so i said another same thing happened i sent 00:12:35.070 --> 00:12:37.649 a third person same thing happened so shannon's 00:12:37.649 --> 00:12:39.730 like my go -to wizard if i know somebody that 00:12:39.730 --> 00:12:41.110 has a health problem and they don't know what 00:12:41.110 --> 00:12:43.470 to do i'm like you gotta talk to dr shannon she's 00:12:43.470 --> 00:12:45.549 amazing and i let her take over from there so 00:12:45.549 --> 00:12:48.860 i'm not a scientist But I do recognize great 00:12:48.860 --> 00:12:50.799 people. And I do know how to find people who 00:12:50.799 --> 00:12:52.679 get the job done. I highly recommend checking 00:12:52.679 --> 00:12:54.559 out Geriatric Wellness. Then there's Practice 00:12:54.559 --> 00:12:57.480 Makes Permanent with Jennifer Reed. Jennifer 00:12:57.480 --> 00:12:59.980 Reed has been working at the IRS for a couple 00:12:59.980 --> 00:13:03.399 of decades. I can't imagine a place that's harder. 00:13:05.389 --> 00:13:08.750 what am i trying to say culture department organization 00:13:08.750 --> 00:13:12.830 to create great culture and to exercise emotional 00:13:12.830 --> 00:13:15.330 intelligence with ease i think it would be hard 00:13:15.330 --> 00:13:17.710 there personally but jennifer's been there for 00:13:17.710 --> 00:13:19.830 a couple decades she's come out with some superpowers 00:13:19.830 --> 00:13:22.330 for emotional intelligence and spiritual intelligence 00:13:22.330 --> 00:13:25.529 as well she does facilitations for corporations 00:13:25.529 --> 00:13:28.909 and for companies that want to learn how do you 00:13:28.909 --> 00:13:30.570 improve your culture how to improve your leadership 00:13:30.570 --> 00:13:32.570 so i highly recommend checking out what she's 00:13:32.570 --> 00:13:33.950 doing as well i've gotten to know her over the 00:13:33.950 --> 00:13:36.179 last six months And it's been an awesome process 00:13:36.179 --> 00:13:38.419 seeing what she's capable of, how she goes about 00:13:38.419 --> 00:13:41.100 this and her personal story. I highly recommend 00:13:41.100 --> 00:13:43.320 you ask her about why this is so important to 00:13:43.320 --> 00:13:46.240 her. It will likely move you to tears. And then 00:13:46.240 --> 00:13:48.600 lastly, the water project to keep the tears flowing. 00:13:49.419 --> 00:13:52.419 I've never been thirsty in my life. So when this 00:13:52.419 --> 00:13:54.860 came across me, I had to actually like pay attention 00:13:54.860 --> 00:13:56.860 and say, well, wait, what is this? And so the 00:13:56.860 --> 00:13:59.580 water project. that is exposed to me. There are 00:13:59.580 --> 00:14:02.100 millions of people in Africa who do not have 00:14:02.100 --> 00:14:04.240 access to clean drinking water. And if you think 00:14:04.240 --> 00:14:06.799 about your own families, what would happen to 00:14:06.799 --> 00:14:08.500 your work if you had to leave work to go find 00:14:08.500 --> 00:14:10.240 water for your family? Or if your kids had to 00:14:10.240 --> 00:14:11.779 leave school to go find it, you don't know if 00:14:11.779 --> 00:14:13.039 they're going to come back because of dangers. 00:14:13.220 --> 00:14:16.039 There's so many things that we can consider regarding 00:14:16.039 --> 00:14:19.240 this. But I watch these kids celebrate water 00:14:19.240 --> 00:14:22.580 like my own kids celebrate Christmas Day. And 00:14:22.580 --> 00:14:25.200 I'm like, well. We can we can do something about 00:14:25.200 --> 00:14:26.980 this. Yes, we can with the water project They 00:14:26.980 --> 00:14:28.879 allow you to pick the community that you want 00:14:28.879 --> 00:14:31.220 to help and then when you contribute to it They 00:14:31.220 --> 00:14:33.220 add you to the list of people who receive updates 00:14:33.220 --> 00:14:35.240 about how they're pulling together Either the 00:14:35.240 --> 00:14:37.480 borehole well or the sand dam things that never 00:14:37.480 --> 00:14:39.600 heard of before It was really neat to learn about 00:14:39.600 --> 00:14:42.080 how they do this and then to consider and meditate 00:14:42.080 --> 00:14:45.620 on okay This town now has this access to clean 00:14:45.620 --> 00:14:48.470 water and they're gonna have access to this for 00:14:48.470 --> 00:14:50.409 more than a decade with training on how to build 00:14:50.409 --> 00:14:52.809 it from there we get to make generational impacts 00:14:52.809 --> 00:14:55.389 by giving simple contributions and so my last 00:14:55.389 --> 00:14:57.370 hope is if you don't have the financial capacity 00:14:57.370 --> 00:15:00.450 to provide the water project then simply share 00:15:00.450 --> 00:15:02.029 it with your friends and family because we never 00:15:02.029 --> 00:15:04.490 know how far the ripple effect will go of the 00:15:04.490 --> 00:15:06.169 good that we do and that can also come in the 00:15:06.169 --> 00:15:08.289 form of simply sharing and talking about what 00:15:08.289 --> 00:15:10.590 could be done so we've got eight billion people 00:15:10.590 --> 00:15:12.610 to help in this world my friends my hope is that 00:15:12.610 --> 00:15:14.250 if you have another cause that you'd like to 00:15:14.250 --> 00:15:16.940 support drop it in the comments I will personally 00:15:16.940 --> 00:15:19.820 take a look at it, and if I'm inspired by it, 00:15:19.860 --> 00:15:21.759 I might put it on here as well. I'll definitely 00:15:21.759 --> 00:15:23.980 share with other people, and we'll do what we 00:15:23.980 --> 00:15:26.519 can to help everybody out. With that said, it's 00:15:26.519 --> 00:15:28.019 time to help each and every single one of you 00:15:28.019 --> 00:15:30.019 with hiring the right people to scale your impact. 00:15:30.240 --> 00:15:32.059 Rob Broadhead, again, thanks, man, for being 00:15:32.059 --> 00:15:35.700 on Vision Pros Live. Thanks. Glad to be back. 00:15:36.350 --> 00:15:38.889 So where do you want to be? There's so many things 00:15:38.889 --> 00:15:42.710 to go through. There are, and I'll narrow it 00:15:42.710 --> 00:15:45.690 down for us. So, you know, we, we talked about 00:15:45.690 --> 00:15:48.610 structure and not having to put in the effort, 00:15:48.690 --> 00:15:51.830 but let's start with the simple one. Why hiring 00:15:51.830 --> 00:15:54.590 more people does not automatically mean scaling. 00:15:54.610 --> 00:15:56.190 And let's, let's try to go, obviously, well, 00:15:56.289 --> 00:15:59.870 you can hire the wrong people. Okay. But why, 00:15:59.950 --> 00:16:01.990 why do we have a tendency to hire the wrong people 00:16:01.990 --> 00:16:06.169 to begin with Rob? I think it's, I honestly, 00:16:06.330 --> 00:16:08.610 I think a lot of times I find that when I, when 00:16:08.610 --> 00:16:10.669 I talk to people, my personal experiences and 00:16:10.669 --> 00:16:12.389 I've talked to other people that have gone through 00:16:12.389 --> 00:16:14.690 that and they've sort of gone back and done a 00:16:14.690 --> 00:16:16.590 retrospective, I think it tends to be a little 00:16:16.590 --> 00:16:18.750 bit of a rushed kind of thing is that we, we 00:16:18.750 --> 00:16:21.809 hire at the last second, you know, so like now 00:16:21.809 --> 00:16:25.519 we need them. if you find that the organizations 00:16:25.519 --> 00:16:28.360 that are really good they actually have like 00:16:28.360 --> 00:16:31.139 pipelines they actually sit there and will have 00:16:31.139 --> 00:16:32.940 some people that they've talked to and they're 00:16:32.940 --> 00:16:34.899 like i don't have a job for this person right 00:16:34.899 --> 00:16:38.360 now or maybe position but this is somebody that 00:16:38.360 --> 00:16:40.500 i want to be able to reach out for and maybe 00:16:40.500 --> 00:16:42.480 they're maybe they're gone by the time you get 00:16:42.480 --> 00:16:44.779 there maybe they've got something else but it 00:16:45.149 --> 00:16:46.909 If you've got a pipeline, if you've got some 00:16:46.909 --> 00:16:48.870 people to go out to, if you've actually planned 00:16:48.870 --> 00:16:51.429 for growth before you have to grow, then you're 00:16:51.429 --> 00:16:53.230 going to be able to grow smarter. It's just like 00:16:53.230 --> 00:16:55.970 the old saw of if you're looking for a job, the 00:16:55.970 --> 00:16:57.889 best time to do it is when you have a job, not 00:16:57.889 --> 00:16:59.889 when you don't have it, not when you've just 00:16:59.889 --> 00:17:03.429 lost your job. Huge. I love that. And then back 00:17:03.429 --> 00:17:05.670 to the water concept, same thing. You want to 00:17:05.670 --> 00:17:07.250 water well, not because you're thirsty right 00:17:07.250 --> 00:17:09.849 now, but so you have it at all times. And so 00:17:09.849 --> 00:17:12.619 supply and demand. that's one of the greatest 00:17:12.619 --> 00:17:15.279 principles of business and if supply is not in 00:17:15.279 --> 00:17:18.279 your favor in terms of recruiting in terms of 00:17:18.279 --> 00:17:21.680 workforce then when the demand comes you're going 00:17:21.680 --> 00:17:23.180 to be desperate you know and you're just going 00:17:23.180 --> 00:17:24.660 to you're going to cut corners and you're not 00:17:24.660 --> 00:17:26.859 going to do reference checks maybe like well 00:17:26.859 --> 00:17:28.960 i already know this person and i trust them in 00:17:28.960 --> 00:17:32.220 in this reality but we end up we end up often 00:17:32.220 --> 00:17:34.640 hurting our relationships through that type of 00:17:34.640 --> 00:17:38.299 a process so i love that you said pipelines we 00:17:38.299 --> 00:17:42.170 have systems to create funnels and to create 00:17:42.170 --> 00:17:44.609 pipelines. And we often do this for the sake 00:17:44.609 --> 00:17:48.329 of prospects. Very few businesses start to build 00:17:48.329 --> 00:17:51.049 their pipelines for the fulfillment of their 00:17:51.049 --> 00:17:53.250 clients, which is also why they struggle to scale. 00:17:53.930 --> 00:17:56.690 And as you're pointing out, wait a second, what 00:17:56.690 --> 00:17:59.289 if we had a landing page? What do we call this 00:17:59.289 --> 00:18:02.789 when we're hiring? Oh, a careers page. This is 00:18:02.789 --> 00:18:05.950 the one that 99 % of businesses do not have. 00:18:06.319 --> 00:18:08.720 on their website i can tell you if i look at 00:18:08.720 --> 00:18:11.480 a website and i see there's no careers page um 00:18:11.480 --> 00:18:14.440 or meet the team page that business is probably 00:18:14.440 --> 00:18:17.779 struggling to scale and probably not making a 00:18:17.779 --> 00:18:19.500 whole lot of revenue because they don't even 00:18:19.500 --> 00:18:21.099 have a public vision about where they want to 00:18:21.099 --> 00:18:23.400 go so these are these are opportunities where 00:18:23.400 --> 00:18:26.180 it's like okay then i need a careers page i need 00:18:26.180 --> 00:18:28.200 job descriptions if i need job descriptions i 00:18:28.200 --> 00:18:30.019 need the benefits if i have benefits i have to 00:18:30.019 --> 00:18:31.900 know what types of salaries i might provide and 00:18:31.900 --> 00:18:34.859 i know it can feel overwhelming but that's why 00:18:34.859 --> 00:18:37.480 i'm not a solopreneur It's a really bad idea 00:18:37.480 --> 00:18:40.180 to try to juggle all that by yourself. But it 00:18:40.180 --> 00:18:42.859 is a fantastic thing that we can all start preparing 00:18:42.859 --> 00:18:46.059 for one day at a time and with finding the right 00:18:46.059 --> 00:18:49.019 people to help us out. So, Rob, way to hit that 00:18:49.019 --> 00:18:51.359 so clearly so fast. Let's dive into the next 00:18:51.359 --> 00:18:54.140 one. We've got to always come back. So if we 00:18:54.140 --> 00:18:56.740 want to bring people on and we want to be more 00:18:56.740 --> 00:18:58.940 responsible about how we're looking at the workforce 00:18:58.940 --> 00:19:01.259 and who might work with us, how do we identify 00:19:01.259 --> 00:19:04.299 talent that truly amplifies the vision itself? 00:19:04.420 --> 00:19:07.829 How do we do that? I think too often we look 00:19:07.829 --> 00:19:11.089 at, when we think of talent, I think we look 00:19:11.089 --> 00:19:17.569 too much at a resume, a CV. There's boxes we're 00:19:17.569 --> 00:19:19.170 checking that are basically, they know this, 00:19:19.269 --> 00:19:20.789 they know this, they know this, they had this 00:19:20.789 --> 00:19:23.789 experience and this experience. And I've found 00:19:23.789 --> 00:19:26.170 too often that is not the biggest indicator. 00:19:26.329 --> 00:19:31.099 I think there's a... there was a study of successful 00:19:31.099 --> 00:19:34.160 people, and it was not the straight A students. 00:19:34.339 --> 00:19:37.680 It was the C students. It was the ones that had 00:19:37.680 --> 00:19:40.299 to work hard. And it goes to, you know, that 00:19:40.299 --> 00:19:43.140 talks about effort and ethics. But I think more 00:19:43.140 --> 00:19:44.960 importantly for us when we're hiring is it is 00:19:44.960 --> 00:19:48.180 a culture fit. It is a chemistry, a personality 00:19:48.180 --> 00:19:52.500 fit is going to be. as big a factor as anything, 00:19:52.700 --> 00:19:55.660 but that goes back to assessing that goes back 00:19:55.660 --> 00:19:57.700 to having the time to do so. That means that 00:19:57.700 --> 00:19:59.819 you can't just like run through resumes and go 00:19:59.819 --> 00:20:02.039 like, oh, that's exactly who we need. You have 00:20:02.039 --> 00:20:05.529 to actually spend the time, invest because. Employees 00:20:05.529 --> 00:20:08.930 are not just something you put in a box. These 00:20:08.930 --> 00:20:11.009 are relationships. And the better you have the 00:20:11.009 --> 00:20:13.369 relationship, the stronger that is. The more 00:20:13.369 --> 00:20:16.170 that you connect with them, the more that you're 00:20:16.170 --> 00:20:18.289 going to be able to figure out. This goes back 00:20:18.289 --> 00:20:20.849 to the example of juggling a bunch of balls. 00:20:20.930 --> 00:20:21.789 The more that you're going to be able to have 00:20:21.789 --> 00:20:24.289 that chemistry to be able to transition from 00:20:24.289 --> 00:20:26.529 10 balls that you're juggling to get them juggling 00:20:26.529 --> 00:20:28.349 a couple. And now you can do something that is 00:20:28.349 --> 00:20:32.730 much more suitable and much more achievable even 00:20:32.730 --> 00:20:35.390 by yourself. Absolutely. I'm going to give a 00:20:35.390 --> 00:20:38.369 formula for this too, that any of you listening 00:20:38.369 --> 00:20:41.170 can apply and you can adjust, you can tweak it 00:20:41.170 --> 00:20:43.049 to your own liking, just like a stereo system. 00:20:43.109 --> 00:20:45.029 You can change the volume and the dynamics of 00:20:45.029 --> 00:20:47.750 what you want to hear. So with that, when I, 00:20:47.750 --> 00:20:50.890 and I learned this at Lifetime Fitness, the area 00:20:50.890 --> 00:20:53.029 manager called me into his office, wanted to 00:20:53.029 --> 00:20:55.430 know why I wasn't on his sales team. I had just 00:20:55.430 --> 00:20:57.450 applied for birthday party coordinator. I'd gotten 00:20:57.450 --> 00:20:59.789 turned down by sales and he's like, can you shut 00:20:59.789 --> 00:21:01.170 the door for me? And I said, sure. And he said, 00:21:01.210 --> 00:21:04.269 look, I shouldn't do this. He's a total HR pal, 00:21:04.430 --> 00:21:08.069 but you're Mormon, aren't you? You're LDS? And 00:21:08.069 --> 00:21:11.109 I said, yeah. And he said, I've hired a bunch 00:21:11.109 --> 00:21:14.190 of you, and you work hard, you're diligent, you're 00:21:14.190 --> 00:21:18.049 honest. I want you on my sales team. And he said, 00:21:18.089 --> 00:21:20.730 I can teach you how to sell, but I can't teach 00:21:20.730 --> 00:21:24.369 you integrity. And so that really resonated with 00:21:24.369 --> 00:21:26.089 me. And could he have gotten it wrong based on 00:21:26.089 --> 00:21:29.970 the religion? Sure. But I realized that his principle 00:21:29.970 --> 00:21:33.359 of looking at people who have integrity, And 00:21:33.359 --> 00:21:35.319 realizing that people have integrity can be taught 00:21:35.319 --> 00:21:37.920 almost anything. I could start to apply that, 00:21:38.000 --> 00:21:40.119 but how do I recognize integrity? So here's my 00:21:40.119 --> 00:21:43.099 formula. The first class business, our core values 00:21:43.099 --> 00:21:44.740 are not just paper on a wall. They're what we 00:21:44.740 --> 00:21:47.880 strive to live by every single day. I'm very 00:21:47.880 --> 00:21:50.579 much committed to that. I'm going to fail in 00:21:50.579 --> 00:21:52.119 certain ways every day on that, but I'm going 00:21:52.119 --> 00:21:54.819 to continue to get better. So my big five, our 00:21:54.819 --> 00:21:57.519 foundation is love. I look for people who are 00:21:57.519 --> 00:22:00.369 loving. That's the greatest all -encompassing 00:22:00.369 --> 00:22:03.650 value for me and my life. Yours might be honesty. 00:22:03.950 --> 00:22:05.509 Again, you got to think through these for yourself. 00:22:05.630 --> 00:22:08.789 Mine are love, patience. I want people who are 00:22:08.789 --> 00:22:11.329 patient in tough times. I want people who are 00:22:11.329 --> 00:22:14.690 persistent when they know matters and to be professional. 00:22:14.890 --> 00:22:17.789 I want people who are consistent or they need 00:22:17.789 --> 00:22:19.430 to be able to show up day in and day out without 00:22:19.430 --> 00:22:21.630 me worrying about them. And I need them to be 00:22:21.630 --> 00:22:24.549 reliable and being able to do the job. And so 00:22:24.549 --> 00:22:27.009 if I can find people who have those five virtues, 00:22:27.690 --> 00:22:29.869 and who are willing to expand on those five virtues 00:22:29.869 --> 00:22:33.609 again i can teach them anything um and i know 00:22:33.609 --> 00:22:35.470 that they will also teach themselves anything 00:22:35.470 --> 00:22:37.829 by having those principles so those are those 00:22:37.829 --> 00:22:40.710 are big indicators and we actually have systems 00:22:40.710 --> 00:22:43.369 on our front end that allow us to start recognizing 00:22:43.369 --> 00:22:47.349 how do we identify those types of behaviors and 00:22:47.349 --> 00:22:50.769 the talent so i'm not looking at the the transactional 00:22:50.769 --> 00:22:53.880 addiction that we have as as business owners 00:22:53.880 --> 00:22:56.039 in the united states where we're often and you 00:22:56.039 --> 00:22:59.839 can ask chat gpt what questions are transactional 00:22:59.839 --> 00:23:02.299 when we're in an interview and what questions 00:23:02.299 --> 00:23:04.619 are transformational and if you see that the 00:23:04.619 --> 00:23:06.519 list of transactional questions are the exact 00:23:06.519 --> 00:23:09.160 list that you're using in your interviews don't 00:23:09.160 --> 00:23:12.640 hide from it own it you're okay you're a human 00:23:12.640 --> 00:23:14.319 being you're learning along the way just like 00:23:14.319 --> 00:23:16.220 me it was a very embarrassing process when i 00:23:16.220 --> 00:23:18.640 started i was like dang well i'm always asking 00:23:18.640 --> 00:23:21.359 well you know how are you going to do this um 00:23:21.359 --> 00:23:23.720 you know how did you do this at the last job 00:23:23.720 --> 00:23:25.940 um right as rob talked about you articulated 00:23:25.940 --> 00:23:28.839 it well we get stuck on that but if we can start 00:23:28.839 --> 00:23:31.279 moving towards transformation we create better 00:23:31.279 --> 00:23:32.799 and i'm going to put one more thing out there 00:23:32.799 --> 00:23:37.480 in our processes for instance yes our our recruits 00:23:37.480 --> 00:23:39.920 have to go through at least three interviews 00:23:39.920 --> 00:23:44.279 why it's one of the greatest ways to see are 00:23:44.279 --> 00:23:48.029 they consistent and are they reliable because 00:23:48.029 --> 00:23:49.829 if they're not showing up on time or they're 00:23:49.829 --> 00:23:51.730 making excuses or they're not following up in 00:23:51.730 --> 00:23:53.769 their emails we can also see if they express 00:23:53.769 --> 00:23:55.869 gratitude which shows us some of the other virtues 00:23:55.869 --> 00:23:59.269 and in that process as well we uh you know you 00:23:59.269 --> 00:24:01.089 can you always want to ask for resume resumes 00:24:01.089 --> 00:24:02.829 aren't that i never read the resume personally 00:24:02.829 --> 00:24:06.049 i don't my team members do i've taught them little 00:24:06.049 --> 00:24:07.970 things about checking it out but we're mostly 00:24:07.970 --> 00:24:10.970 looking for grammar mistakes We're looking for 00:24:10.970 --> 00:24:12.789 their professionalism. Do they really care? Do 00:24:12.789 --> 00:24:15.390 they just put it together last minute? We're 00:24:15.390 --> 00:24:17.329 okay if they use AI. I don't mind seeing the 00:24:17.329 --> 00:24:20.589 dash. The AI dash means that they're smart enough 00:24:20.589 --> 00:24:22.730 to be efficient and to use something like that. 00:24:22.869 --> 00:24:25.670 So all of these aspects, though, I'm trying to 00:24:25.670 --> 00:24:29.490 tie back what was done to who they are, who are 00:24:29.490 --> 00:24:31.970 they becoming as a human being. Rob, feel free. 00:24:32.029 --> 00:24:33.250 Further thoughts on this? Because I think this 00:24:33.250 --> 00:24:35.750 is one of the most different realities. Oh, it 00:24:35.750 --> 00:24:38.920 is. And there's so much in there. I will say 00:24:38.920 --> 00:24:41.279 from the value of the resumes as part of this 00:24:41.279 --> 00:24:44.400 connecting is that if it's done right, and this 00:24:44.400 --> 00:24:47.559 partially is what I look at, is there's going 00:24:47.559 --> 00:24:49.700 to be stories in there. There's going to be something 00:24:49.700 --> 00:24:52.599 about... It's not going to be just, you know, 00:24:52.640 --> 00:24:54.859 I know this and I did this. It's going to have 00:24:54.859 --> 00:24:56.200 something that's going to be like, we solved 00:24:56.200 --> 00:24:59.220 this problem or we struggled through this. And 00:24:59.220 --> 00:25:01.819 sometimes you'll find that in the oddest places. 00:25:01.900 --> 00:25:05.079 You may be hiring for an HR manager, but they've 00:25:05.079 --> 00:25:06.799 got something in their history that says they 00:25:06.799 --> 00:25:08.640 were, I don't know, like a Boy Scout at some 00:25:08.640 --> 00:25:11.539 point. And they mentioned that, oh, we, you know, 00:25:11.599 --> 00:25:13.759 we, I got this specific award or something like 00:25:13.759 --> 00:25:15.660 that. And you can go talk to those kinds of things. 00:25:15.680 --> 00:25:18.759 And especially in the interview and get. the 00:25:18.759 --> 00:25:20.900 personal side around and get to how they think, 00:25:21.000 --> 00:25:24.000 get how they react and how they work through 00:25:24.000 --> 00:25:26.220 problems, because that's going to give you those 00:25:26.220 --> 00:25:28.400 that you're five basically that you're looking 00:25:28.400 --> 00:25:31.160 for. And I a hundred percent back that. And I 00:25:31.160 --> 00:25:35.759 think it's, it also goes to the Simon Sinek of 00:25:35.759 --> 00:25:38.799 like finding your why. I think that love is exactly 00:25:38.799 --> 00:25:42.059 it. If love is the number one thing, if you are 00:25:42.059 --> 00:25:43.700 loving your customers, you're loving your job, 00:25:43.799 --> 00:25:46.640 you're loving your coworkers, then your why is 00:25:46.640 --> 00:25:48.880 this big glowing thing that just is going to 00:25:48.880 --> 00:25:51.200 keep you going forward all along. So when you 00:25:51.200 --> 00:25:52.819 can find that, when you can find those people 00:25:52.819 --> 00:25:56.279 that you're like, I want to just, this is even 00:25:56.279 --> 00:25:57.839 somebody that I would want to hang out with, 00:25:57.960 --> 00:25:59.940 then this is somebody that I find interesting, 00:26:00.039 --> 00:26:02.200 this is somebody that I want to invest in, that 00:26:02.200 --> 00:26:04.680 I now care about their future, then you're going 00:26:04.680 --> 00:26:07.190 to. you're gonna get a lot out of it you're gonna 00:26:07.190 --> 00:26:09.769 those are gonna be your your stars now not everybody's 00:26:09.769 --> 00:26:11.569 gonna do that you can't you know everybody's 00:26:11.569 --> 00:26:13.950 gonna be your like you know your platinum higher 00:26:13.950 --> 00:26:17.430 but you want to make sure you catch those and 00:26:17.430 --> 00:26:19.329 the nice thing is that stuff will trickle down 00:26:19.329 --> 00:26:21.509 is that as you start building that then the culture 00:26:21.509 --> 00:26:24.630 starts to attract its own you start seeing people 00:26:24.630 --> 00:26:27.250 that like wow i would have hired that person 00:26:27.250 --> 00:26:29.970 because you hired somebody that hired somebody 00:26:29.970 --> 00:26:32.549 and all of those traits carried through and now 00:26:32.549 --> 00:26:35.910 they're just It's not a photocopy of you or anything, 00:26:36.009 --> 00:26:39.410 but they are drawing those same traits. You're 00:26:39.410 --> 00:26:41.170 crushing it. You're crushing it with this, Rob. 00:26:41.289 --> 00:26:43.509 And it's something that, again, I hope more and 00:26:43.509 --> 00:26:45.569 more business owners and visionaries begin to 00:26:45.569 --> 00:26:49.690 implement. When we build with businesses, we 00:26:49.690 --> 00:26:52.910 have a layer foundation. And the four bottom 00:26:52.910 --> 00:26:55.690 rungs of the foundation, one is you have to have 00:26:55.690 --> 00:26:58.710 a clear vision. When my vision for first -class 00:26:58.710 --> 00:27:00.690 business wasn't clear and when people go to the 00:27:00.690 --> 00:27:03.240 website and they get confused, Naturally, they'd 00:27:03.240 --> 00:27:05.480 come back with confusing conversations. They're 00:27:05.480 --> 00:27:07.420 like, what is it that you really do? I get that 00:27:07.420 --> 00:27:09.980 question so, oh my gosh, it was driving me insane 00:27:09.980 --> 00:27:13.160 in year two and year three. It's on the website. 00:27:13.259 --> 00:27:15.259 They're like, yeah, it's on the website. I'm 00:27:15.259 --> 00:27:17.789 like... freak it's my fault oh you know it's 00:27:17.789 --> 00:27:20.410 not their fault and so that was so we finally 00:27:20.410 --> 00:27:22.809 you know as part of that we're also building 00:27:22.809 --> 00:27:25.109 out the culture at the same time and so we got 00:27:25.109 --> 00:27:27.410 the culture before we got the vision correct 00:27:27.410 --> 00:27:29.829 um and so people would feel good with us but 00:27:29.829 --> 00:27:32.910 they'd still be confused it's like oh and we 00:27:32.910 --> 00:27:34.789 thought we'd go back and fix that foundation 00:27:34.789 --> 00:27:37.680 so we gotta get the vision clear we got to build 00:27:37.680 --> 00:27:40.079 a great culture where people want to belong that's 00:27:40.079 --> 00:27:42.740 the one of the greatest secrets of life um at 00:27:42.740 --> 00:27:44.980 least it was a secret to me i heard a ted talk 00:27:44.980 --> 00:27:46.819 a couple years ago that everything we know about 00:27:46.819 --> 00:27:49.480 addiction is wrong and he talked about how belonging 00:27:49.480 --> 00:27:52.579 is the main mechanism to overcome bias and addictive 00:27:52.579 --> 00:27:54.579 behaviors because once you belong you don't need 00:27:54.579 --> 00:27:58.259 things that hurt you to help you so it's like 00:27:58.259 --> 00:28:01.539 okay belonging is this huge virtue and then the 00:28:01.539 --> 00:28:03.440 third layer is that you do have a phenomenal 00:28:03.440 --> 00:28:05.880 vision that's clear and you have a phenomenal 00:28:05.880 --> 00:28:07.940 culture where people want to belong, guess what 00:28:07.940 --> 00:28:11.920 happens? You attract great leaders, right? The 00:28:11.920 --> 00:28:13.680 leaders want to be part of it. So exactly what 00:28:13.680 --> 00:28:15.579 you're talking about, Rob. Those are the big 00:28:15.579 --> 00:28:18.359 three. And the next layer for us in the foundation. 00:28:19.119 --> 00:28:21.619 is marketing not marketing first and what do 00:28:21.619 --> 00:28:23.660 you market not the product or service or the 00:28:23.660 --> 00:28:25.319 offer nobody really cares about they get that 00:28:25.319 --> 00:28:27.720 anywhere they want to know that there's a vision 00:28:27.720 --> 00:28:30.359 with a culture with great people where they want 00:28:30.359 --> 00:28:32.339 to belong and if they know about that and that's 00:28:32.339 --> 00:28:34.779 the focus of the marketing it can create expansion 00:28:34.779 --> 00:28:38.059 like tesla did with a car that didn't exist selling 00:28:38.059 --> 00:28:41.420 that to 180 000 people from stage when they would 00:28:41.420 --> 00:28:42.680 get into three years they didn't care about the 00:28:42.680 --> 00:28:45.339 car they cared about the vision and belonging 00:28:45.339 --> 00:28:48.079 as part of the process. So to go to the next 00:28:48.079 --> 00:28:50.839 point on this Rob, we've got the most common 00:28:50.839 --> 00:28:53.960 hiring mistakes that leaders make during growth 00:28:53.960 --> 00:28:56.579 stages. Let's hit some of those. I've got some 00:28:56.579 --> 00:28:59.109 ideas myself. I want to hear on your side. yeah 00:28:59.109 --> 00:29:02.490 i'll go i i can't go without re -mentioning that 00:29:02.490 --> 00:29:04.750 it it's the rush is to get that growth stage 00:29:04.750 --> 00:29:06.930 and then you don't look to it but i think the 00:29:06.930 --> 00:29:12.470 i wanted to double down on that earlier so guilty 00:29:12.470 --> 00:29:17.029 of rushing things so i'm so guilty of it but 00:29:17.029 --> 00:29:19.710 i think from there i think the next one is the 00:29:21.479 --> 00:29:24.500 I think it's trusting the process a little too 00:29:24.500 --> 00:29:27.440 much is that when you start going through a growth 00:29:27.440 --> 00:29:30.720 stage, what happens is you're not able to, it's 00:29:30.720 --> 00:29:32.480 like any process. Now you're starting to hit 00:29:32.480 --> 00:29:34.740 it a lot more often. And so if it's a broken 00:29:34.740 --> 00:29:37.039 process, the more often you hit it, the more 00:29:37.039 --> 00:29:39.319 likely it is to break. Or if it's something that's 00:29:39.319 --> 00:29:42.240 weak, the more likely it is to give. And I think 00:29:42.240 --> 00:29:44.759 that's what it does is it's not so much that 00:29:44.759 --> 00:29:48.000 the speed is necessarily the problem. It's that 00:29:48.000 --> 00:29:50.690 we didn't. actually spend time beforehand and 00:29:50.690 --> 00:29:53.109 we didn't nail down the process. And with a lot 00:29:53.109 --> 00:29:55.210 of times what that is, is we haven't defined, 00:29:55.529 --> 00:29:58.269 you mentioned having a, you know, having something 00:29:58.269 --> 00:30:00.289 on our website that is like, you know, for careers 00:30:00.289 --> 00:30:03.529 or our team, or here's where we're going. Yes, 00:30:03.670 --> 00:30:05.710 it goes back to even vision and making sure that 00:30:05.710 --> 00:30:07.450 you have a consistent vision. You know where 00:30:07.450 --> 00:30:09.690 you're going, you know what you need before you 00:30:09.690 --> 00:30:12.049 get there. Because otherwise what happens is 00:30:12.049 --> 00:30:14.450 you have this broken process. You know that you're 00:30:14.450 --> 00:30:16.670 growing, you know that you need resources and 00:30:16.670 --> 00:30:19.819 you may know to a very good detail sometimes 00:30:19.819 --> 00:30:23.849 what those resources need to look like. But because 00:30:23.849 --> 00:30:25.809 you don't know how to do it, because you haven't 00:30:25.809 --> 00:30:28.549 figured out how to go find those, you're maybe 00:30:28.549 --> 00:30:31.069 scattered a little bit, you're rushing a little 00:30:31.069 --> 00:30:33.029 too much. It's like anything else, that you're 00:30:33.029 --> 00:30:35.829 going through stuff too fast, and when you do, 00:30:35.950 --> 00:30:37.410 then you're more likely to trip, you're more 00:30:37.410 --> 00:30:39.829 likely to miss something. If there's any kind 00:30:39.829 --> 00:30:41.970 of flaw in the system, it's going to highlight 00:30:41.970 --> 00:30:45.750 that. So it is, again, instead of, it's, what 00:30:45.750 --> 00:30:49.519 is it, fire -ready aim, instead of... Take that 00:30:49.519 --> 00:30:51.579 deep breath, take that, you know, that white 00:30:51.579 --> 00:30:54.259 space, that pause and assess what you're going 00:30:54.259 --> 00:30:55.960 to do. And then let's step into it instead of 00:30:55.960 --> 00:30:57.660 like, okay, we got to hire, we got to grow. We've 00:30:57.660 --> 00:31:00.559 got to do all of this and letting it lead you. 00:31:00.740 --> 00:31:03.880 You need to lead the process. I love that. We're 00:31:03.880 --> 00:31:05.339 going to talk about a few more mistakes. We're 00:31:05.339 --> 00:31:07.500 also going to bridge the gaps as we go with these. 00:31:07.599 --> 00:31:11.240 So Rob, you hit me right in the face again. um 00:31:11.240 --> 00:31:13.279 you know on something that i've messed up and 00:31:13.279 --> 00:31:16.099 and dan martell punched me in the face gave me 00:31:16.099 --> 00:31:18.440 a haymaker a few years ago on this dan martell 00:31:18.440 --> 00:31:20.680 sas academy major shout out to one of the best 00:31:20.680 --> 00:31:23.259 coaches in the world and he said jackson you're 00:31:23.259 --> 00:31:25.599 being effing selfish you're too good at what 00:31:25.599 --> 00:31:28.339 you do to not scale and the first thing you need 00:31:28.339 --> 00:31:30.680 to do is work with a great recruiter um like 00:31:30.680 --> 00:31:33.099 it and so that's kind of like being told like 00:31:33.099 --> 00:31:35.140 telling an alcoholic you just got to stop drinking 00:31:37.069 --> 00:31:39.230 um you know no i'm sorry like dan wasn't trying 00:31:39.230 --> 00:31:42.029 to be rude but man it is so hard to find recruiters 00:31:42.029 --> 00:31:45.009 um it is so hard to find talent acquisition agencies 00:31:45.009 --> 00:31:47.670 that as a startup you can afford that you can 00:31:47.670 --> 00:31:50.109 trust and that like actually follow processes 00:31:50.109 --> 00:31:52.690 that's one thing to present that they do have 00:31:52.690 --> 00:31:55.829 a process another actually follow it so i'm open 00:31:55.829 --> 00:31:58.410 and i need to repent of this for my own business's 00:31:58.410 --> 00:32:00.990 sake and put because i put some other things 00:32:00.990 --> 00:32:03.990 in place i put the careers to join our team button 00:32:03.990 --> 00:32:05.549 in place and the careers and that's helped a 00:32:05.549 --> 00:32:07.750 ton and the job descriptions are there and it 00:32:07.750 --> 00:32:11.410 helps with the process but if we were to wisely 00:32:11.410 --> 00:32:15.369 lean further into the recruiting agencies that 00:32:15.369 --> 00:32:18.359 already have a talent pool that have the background 00:32:18.359 --> 00:32:21.220 checks that have made lots of mistakes along 00:32:21.220 --> 00:32:23.539 the way and that would that would help us bridge 00:32:23.539 --> 00:32:25.619 the gap without having to do it ourselves so 00:32:25.619 --> 00:32:27.680 that's one of the next things i need to do on 00:32:27.680 --> 00:32:29.559 my end for first class business to make sure 00:32:29.559 --> 00:32:31.880 that i'm not rushing as we talked about rushing 00:32:31.880 --> 00:32:34.259 rob i thought of the the general context but 00:32:34.259 --> 00:32:36.519 i know that i might have overlooked this in past 00:32:36.519 --> 00:32:40.140 interviews where i tend to go well i'm not i'm 00:32:40.140 --> 00:32:42.240 not at a crazy pace i'm not i'm not grinding 00:32:42.240 --> 00:32:46.619 and hustling it out but rushing often looks peaceful 00:32:47.289 --> 00:32:49.890 when you become wise, right? Your wisdom can 00:32:49.890 --> 00:32:52.369 trick yourself. So what does this actually look 00:32:52.369 --> 00:32:53.869 like? I'm going to give an example, and Rob, 00:32:53.910 --> 00:32:56.130 I'd love to give you the same opportunity to 00:32:56.130 --> 00:32:57.789 try to give an example of what rushing really 00:32:57.789 --> 00:33:01.210 looks like. So one way that I rush is I'll come 00:33:01.210 --> 00:33:04.349 in pleasantly to my team and be like, hey, how 00:33:04.349 --> 00:33:07.269 are things going? And I'll know there's a problem, 00:33:07.410 --> 00:33:10.029 right? I'll want to go right to that problem, 00:33:10.150 --> 00:33:13.309 but I'll discipline myself to be like, you know, 00:33:13.430 --> 00:33:16.269 I think they'll say things are good. Okay, so 00:33:16.829 --> 00:33:19.490 why haven't we addressed the problem and tackled 00:33:19.490 --> 00:33:21.670 it yet and now the stress in the room goes up 00:33:21.670 --> 00:33:25.269 because i didn't really care about what was good 00:33:25.269 --> 00:33:28.630 i just wanted to talk about the problem but i'm 00:33:28.630 --> 00:33:30.549 smart enough not to move into the room and go 00:33:30.549 --> 00:33:32.930 why is everything broken you know why it's broken 00:33:32.930 --> 00:33:35.569 like i'm not that dumb i'm not rushing out of 00:33:35.569 --> 00:33:39.529 control but in the hiring processes we skip interviews 00:33:39.529 --> 00:33:43.490 or if we say well they have good references so 00:33:43.490 --> 00:33:46.660 i don't need to call the references It'll be 00:33:46.660 --> 00:33:48.980 okay. We need to move this piece forward. If 00:33:48.980 --> 00:33:52.099 we don't move this piece forward and hire this 00:33:52.099 --> 00:33:54.420 person to help us, I'm not being responsible 00:33:54.420 --> 00:33:57.039 because we won't be able to get this done. And 00:33:57.039 --> 00:34:00.019 they seem fine. So let's just go ahead and hire 00:34:00.019 --> 00:34:02.700 them since they're ready and available. Those 00:34:02.700 --> 00:34:05.680 are some of the elements of rushing that don't 00:34:05.680 --> 00:34:08.139 feel like rushing that I think most of us are 00:34:08.139 --> 00:34:10.980 guilty of doing. And while I wouldn't say, well, 00:34:11.059 --> 00:34:12.579 I'm not rushing, Rob. It would be easy to defend 00:34:12.579 --> 00:34:16.099 myself. Oh, yeah. i'm i'm rushing what's another 00:34:16.099 --> 00:34:18.179 what does another element look like what does 00:34:18.179 --> 00:34:20.179 it look like when a business owner is rushing 00:34:20.179 --> 00:34:23.599 and skipping phases or processes and the hiring 00:34:23.599 --> 00:34:26.019 in order to acquire great talent and empower 00:34:26.019 --> 00:34:28.280 them in fact i'll put one more final seat first 00:34:28.280 --> 00:34:31.920 job and that's having an onboarding process so 00:34:31.920 --> 00:34:34.039 you know at sonic i was slipping burgers but 00:34:34.039 --> 00:34:38.420 i watched eight hours of videos in 2003 how the 00:34:38.420 --> 00:34:41.099 heck did they produce that was expensive back 00:34:41.099 --> 00:34:43.139 then to produce that many hours of videos and 00:34:43.139 --> 00:34:45.280 teach me like the red handle is for burgers the 00:34:45.280 --> 00:34:48.760 yellow handle is for like i mean they taught 00:34:48.760 --> 00:34:51.360 me everything about what i needed in order to 00:34:51.360 --> 00:34:54.219 be successful in that and i there's so few companies 00:34:54.219 --> 00:34:57.699 who have processes close like with even within 00:34:57.699 --> 00:35:00.059 five minutes of onboarding instructions so that's 00:35:00.059 --> 00:35:01.940 another big one that we gosh go ahead rob your 00:35:01.940 --> 00:35:04.559 turn wow you just punched me in the face with 00:35:04.559 --> 00:35:06.400 that one that is definitely one of those areas 00:35:06.400 --> 00:35:09.079 that But I'm going to give you, gosh, I'm going 00:35:09.079 --> 00:35:10.719 to be beat up here, but I'll give you a good 00:35:10.719 --> 00:35:12.239 example that actually was just earlier today. 00:35:12.360 --> 00:35:15.000 And actually, of all people, my wife punched 00:35:15.000 --> 00:35:17.460 me in the face with this one, is that I was actually, 00:35:17.519 --> 00:35:19.639 I was having a conversation, some of this, and 00:35:19.639 --> 00:35:22.239 we were talking about, you know, a little bit 00:35:22.239 --> 00:35:23.400 different. We were talking about just getting 00:35:23.400 --> 00:35:25.360 things going and having projects in general and 00:35:25.360 --> 00:35:27.860 where things go off the rails. And one of the 00:35:27.860 --> 00:35:29.940 things is that she said, wow, you sound so much 00:35:29.940 --> 00:35:33.039 more, you know. when you talk about that than 00:35:33.039 --> 00:35:39.400 what you actually do. we miss things is that 00:35:39.400 --> 00:35:41.380 we do, we rush things. And I think, I think I 00:35:41.380 --> 00:35:43.099 had a perfect example of that that came into 00:35:43.099 --> 00:35:45.760 this is that we have these things. And especially 00:35:45.760 --> 00:35:48.719 as, as leaders, as entrepreneurs, as owners, 00:35:48.800 --> 00:35:51.059 we have these things that we just know that it's 00:35:51.059 --> 00:35:52.940 like, we've done this. We know this, this is 00:35:52.940 --> 00:35:54.639 what we need to do. We have these 10 steps we 00:35:54.639 --> 00:35:56.320 need to do. Like you said, sort of laid out, 00:35:56.380 --> 00:35:58.219 like we know when we need to hire somebody, we 00:35:58.219 --> 00:35:59.559 need to do this. We need to this, we need to 00:35:59.559 --> 00:36:00.980 send out a resume. We need to review it. We need 00:36:00.980 --> 00:36:02.820 to look at it, you know, talk to them. We need 00:36:02.820 --> 00:36:05.559 to check the references. We have all these things, 00:36:05.599 --> 00:36:10.139 but. when we're rushing, what we tend to do is 00:36:10.139 --> 00:36:12.900 I think we will, we will fall back on that and 00:36:12.900 --> 00:36:14.960 say, like, I know that. And so we're going to 00:36:14.960 --> 00:36:17.179 move forward to because this happens so much, 00:36:17.179 --> 00:36:18.639 especially with entrepreneurs, we want to move 00:36:18.639 --> 00:36:21.480 to the new problem. It's we have that problem. 00:36:21.519 --> 00:36:23.380 And to us, we've already solved it. We know the 00:36:23.380 --> 00:36:25.860 10 steps that need to be done. The challenge 00:36:25.860 --> 00:36:28.389 here is that Those are not muscle memory steps. 00:36:28.889 --> 00:36:30.369 There's a difference between knowing that you 00:36:30.369 --> 00:36:32.130 need to do it and just doing it automatically. 00:36:32.610 --> 00:36:35.010 And that's why we have other people. We have 00:36:35.010 --> 00:36:37.530 other sites. This is where I love your growth 00:36:37.530 --> 00:36:39.809 thing. It's like if you're one person. you could 00:36:39.809 --> 00:36:41.670 easily miss that. And I don't know how often 00:36:41.670 --> 00:36:43.590 everybody else does it, but I know I've done 00:36:43.590 --> 00:36:45.269 it several times. I'm like, oh yeah, I did that. 00:36:45.530 --> 00:36:47.289 But then if you look back and like, oh wait, 00:36:47.329 --> 00:36:49.110 no, I did. It's like you said with your website, 00:36:49.230 --> 00:36:50.949 it's like, oh, it's there. Oh no, it's not. Darn 00:36:50.949 --> 00:36:54.070 it. I got to go fix that. Having that extra person, 00:36:54.110 --> 00:36:56.889 another perspective in there, having somebody 00:36:56.889 --> 00:36:58.909 just, and again, this is now we're not rushing. 00:36:58.969 --> 00:37:00.929 We're taking a second. We're going to let somebody 00:37:00.929 --> 00:37:03.039 else. you'll follow through give us a little 00:37:03.039 --> 00:37:06.019 a second set of eyes a review now we're not rushing 00:37:06.019 --> 00:37:07.940 now we're laying it out and saying this is what 00:37:07.940 --> 00:37:09.679 we need to do and somebody's saying yes we're 00:37:09.679 --> 00:37:12.699 doing that we're verifying the steps and now 00:37:12.699 --> 00:37:15.039 we're we're actually doing the things we know 00:37:15.039 --> 00:37:18.760 we should do and not skipping things which to 00:37:18.760 --> 00:37:20.320 me those are the worst ones when you knew you 00:37:20.320 --> 00:37:22.440 were supposed to do it and then you end up getting 00:37:22.440 --> 00:37:24.820 burned by it you go oh i can see exactly where 00:37:24.820 --> 00:37:28.800 i made a mistake and That was my bad. I made 00:37:28.800 --> 00:37:30.420 that mistake. I should not have done that. I 00:37:30.420 --> 00:37:32.179 know better. And I've, you know, we live and 00:37:32.179 --> 00:37:34.239 learn. We get bruised. We get beat up. And so 00:37:34.239 --> 00:37:35.699 we're like, well, next time I'm not because that 00:37:35.699 --> 00:37:38.000 hurts so bad. But maybe there's another step 00:37:38.000 --> 00:37:41.139 that we haven't been hurt by yet. So we need 00:37:41.139 --> 00:37:43.179 to slow down and make sure that we don't assume 00:37:43.179 --> 00:37:47.099 we're ready to go. visionaries that are listening 00:37:47.099 --> 00:37:49.940 in right now what rob and i are revealing are 00:37:49.940 --> 00:37:51.619 again all the ways that we've got punched in 00:37:51.619 --> 00:37:54.000 the face in this process so that you don't have 00:37:54.000 --> 00:37:56.900 to go through it and you will if you don't listen 00:37:56.900 --> 00:38:01.960 to these things and so i have easily consulted 00:38:01.960 --> 00:38:05.559 with and tried to make business with and get 00:38:05.559 --> 00:38:09.880 clients with over 3 000 companies okay probably 00:38:09.880 --> 00:38:13.440 probably over a thousand per year um i'm always 00:38:13.440 --> 00:38:16.079 in in acquisition mode and discussion mode and 00:38:16.079 --> 00:38:18.639 seeing who i might want to work with etc and 00:38:18.639 --> 00:38:23.619 i can i can say that out of those maybe five 00:38:23.619 --> 00:38:26.480 to ten percent of all of those and they're usually 00:38:26.480 --> 00:38:31.559 the giant great companies include one person 00:38:31.559 --> 00:38:37.219 or more in their evaluations of my services that 00:38:37.219 --> 00:38:40.239 is not a good thing No, it's not a good thing 00:38:40.239 --> 00:38:43.300 when the founder is the one making the sole decision 00:38:43.300 --> 00:38:46.099 on hiring and not including anybody. It's awkward 00:38:46.099 --> 00:38:48.539 at this point because I've been in this for 15, 00:38:48.619 --> 00:38:50.840 16 years. And so when I'm talking to founders 00:38:50.840 --> 00:38:53.940 and I'm like, cool, do you have a team? And like, 00:38:53.940 --> 00:38:57.320 there's this arbitrary team or like some VAs 00:38:57.320 --> 00:38:59.679 or something that you never really hear about. 00:38:59.840 --> 00:39:01.539 They don't mention names. They don't tell you 00:39:01.539 --> 00:39:06.000 who does what. And I'm just like, why do you 00:39:06.000 --> 00:39:07.679 think you're convincing me or what do you think? 00:39:08.079 --> 00:39:10.599 You know, why do you think that I would trust 00:39:10.599 --> 00:39:12.800 or believe that you're doing anything successful 00:39:12.800 --> 00:39:16.880 when you don't even have a basic process? You 00:39:16.880 --> 00:39:18.679 don't even follow the basic process. Like you 00:39:18.679 --> 00:39:20.300 said, Rob, we've all kind of heard about it, 00:39:20.320 --> 00:39:22.900 but we don't we don't I don't see it happening. 00:39:23.119 --> 00:39:26.179 I see there's like I said, five to 10 percent 00:39:26.179 --> 00:39:28.940 of the ones I talk to, guys, I'm really particular 00:39:28.940 --> 00:39:31.559 about who I talk to about business. If I can 00:39:31.559 --> 00:39:32.619 tell somebody I don't know anything about business, 00:39:32.860 --> 00:39:34.800 I'm going to talk to them about lunch, or I'm 00:39:34.800 --> 00:39:36.179 going to talk about something fun, something 00:39:36.179 --> 00:39:38.119 that uplifts us, but I'm not here to destroy 00:39:38.119 --> 00:39:43.039 people. Out of all the businesses, I think less 00:39:43.039 --> 00:39:46.860 than 1 % realize that when you're talking to 00:39:46.860 --> 00:39:48.619 an executive, you're talking to somebody who 00:39:48.619 --> 00:39:50.920 might be great for growth, it's very appropriate 00:39:50.920 --> 00:39:54.920 to say, that's a great question. Why don't you 00:39:54.920 --> 00:39:59.269 email us at HR? at firstclassbusiness .io. And 00:39:59.269 --> 00:40:02.150 let's open a discussion with the team about what 00:40:02.150 --> 00:40:04.789 working together might look like. And again, 00:40:04.849 --> 00:40:07.130 I've got at least two people who get involved 00:40:07.130 --> 00:40:09.250 in that before I do. Not because I don't want 00:40:09.250 --> 00:40:11.090 to be involved. Not because I don't like the 00:40:11.090 --> 00:40:13.530 person. Because if I don't give them the chance 00:40:13.530 --> 00:40:17.449 to go through a stable process and experience 00:40:17.449 --> 00:40:19.849 the infrastructure and understand how it works, 00:40:20.010 --> 00:40:22.550 they're either going to feel entitled or they're 00:40:22.550 --> 00:40:25.170 going to feel unimpressed. And either way, that's 00:40:25.170 --> 00:40:26.630 not a good thing. I don't want somebody coming 00:40:26.630 --> 00:40:28.250 in who's entitled because they're going to run 00:40:28.250 --> 00:40:30.050 all over us and act like we don't know anything. 00:40:30.789 --> 00:40:33.130 And on the other side, if they're unimpressed, 00:40:33.130 --> 00:40:34.329 they're going to go away and be like, why would 00:40:34.329 --> 00:40:36.590 I want to work here when there's no structure 00:40:36.590 --> 00:40:39.030 and no process and no stability? I know where 00:40:39.030 --> 00:40:40.929 that's leading me in three to six months. I don't 00:40:40.929 --> 00:40:42.889 want to be searching for another job. So those 00:40:42.889 --> 00:40:46.329 are other mistakes that exist is how do you answer 00:40:46.329 --> 00:40:48.650 the question for great people that you meet that 00:40:48.650 --> 00:40:49.949 you might want to consult with or might want 00:40:49.949 --> 00:40:53.219 to hire when they ask responsibly? what does 00:40:53.219 --> 00:40:56.260 your hiring process look like i hope you have 00:40:56.260 --> 00:40:58.940 a great answer for that so now mindset shift 00:40:58.940 --> 00:41:02.539 what what mindset shifts are required to move 00:41:02.539 --> 00:41:07.059 from doer to multiplier rob i've been a multiplier 00:41:07.059 --> 00:41:09.239 most of my life i was raised by my mom and five 00:41:09.239 --> 00:41:12.539 older sisters i was a spoiled brat um you know 00:41:12.539 --> 00:41:14.559 i got to ask them for i didn't know how to get 00:41:14.559 --> 00:41:16.260 a glass of water for myself until i was like 00:41:16.260 --> 00:41:19.539 eight years old and so i i went through this 00:41:19.539 --> 00:41:22.900 extreme process of being able to delegate everything 00:41:22.900 --> 00:41:26.760 um and yeah i'm still a tenacious doer but i 00:41:26.760 --> 00:41:29.699 really don't understand the challenge of the 00:41:29.699 --> 00:41:32.619 mindset shift Also, the Men Are From Mars, Women 00:41:32.619 --> 00:41:34.340 Are From Venus book. I'm reading that right now. 00:41:34.340 --> 00:41:36.820 Great book, by the way. And I didn't grow up 00:41:36.820 --> 00:41:39.039 in the Martian or in the men environment where 00:41:39.039 --> 00:41:41.039 it's like you just do and you don't ask for directions. 00:41:41.179 --> 00:41:42.780 It was raised by women who were like, men never 00:41:42.780 --> 00:41:44.780 ask for directions. You got to ask for directions. 00:41:44.820 --> 00:41:49.639 And so I got all this weird training. What is 00:41:49.639 --> 00:41:52.980 it like being a doer that doesn't do the multiplier 00:41:52.980 --> 00:41:55.260 thing? And how do we help people move towards 00:41:55.260 --> 00:41:58.059 the value of multiplying efforts by delegating? 00:41:59.639 --> 00:42:03.880 What's the mindset? The main mindset of it is 00:42:03.880 --> 00:42:08.239 that you are alone. You have to do it. That you 00:42:08.239 --> 00:42:11.559 don't have a community. You don't have the village 00:42:11.559 --> 00:42:13.239 or anything like that to do it. That you've had 00:42:13.239 --> 00:42:15.960 to do it. And part of it, I think there's a couple 00:42:15.960 --> 00:42:17.860 different things that factor in this. Part of 00:42:17.860 --> 00:42:20.739 it as an entrepreneur is that you feel like you 00:42:20.739 --> 00:42:24.159 can only add people in once you've got some level 00:42:24.159 --> 00:42:26.489 of momentum. You can't just... bring a bunch 00:42:26.489 --> 00:42:28.269 of people in and then have an idea. You've got 00:42:28.269 --> 00:42:30.389 to have an idea and then bring people in. And 00:42:30.389 --> 00:42:32.489 also there's budgetary constraints. There's also 00:42:32.489 --> 00:42:35.510 just your wiring a lot of times as an entrepreneur 00:42:35.510 --> 00:42:38.590 is that you are a problem solver. And by a problem 00:42:38.590 --> 00:42:41.869 solver, you're probably more of a, I know, I 00:42:41.869 --> 00:42:44.889 have experience, I do these things. And so now. 00:42:45.420 --> 00:42:47.900 i'm going to go you know grow that into a business 00:42:47.900 --> 00:42:50.179 and this may even be a lot of times your product 00:42:50.179 --> 00:42:52.159 if you create a product is based off of your 00:42:52.159 --> 00:42:54.980 experience what you did how you know it if you're 00:42:54.980 --> 00:42:57.780 a service provider then obviously it comes from 00:42:57.780 --> 00:42:59.840 your skills your experience so that's where it 00:42:59.840 --> 00:43:02.179 starts and that's where the mind shift is is 00:43:02.179 --> 00:43:05.000 i think we have to shift off of the i have to 00:43:05.000 --> 00:43:08.199 do it and even it's my company which a lot of 00:43:08.199 --> 00:43:10.139 times solopreneurs and entrepreneurs start with 00:43:10.139 --> 00:43:13.389 that and realize that That's not really the point. 00:43:13.429 --> 00:43:16.190 The point is your customers. The point is serving 00:43:16.190 --> 00:43:19.630 the customers. And I think the easiest way to 00:43:19.630 --> 00:43:23.789 me, I think that for that mind shift is to basically 00:43:23.789 --> 00:43:26.619 like. in your mind open the the doors to that 00:43:26.619 --> 00:43:30.260 and say okay what if my customer saw me doing 00:43:30.260 --> 00:43:32.440 this and a good example goes back this is going 00:43:32.440 --> 00:43:35.079 to circle back to your cutting onions is if you're 00:43:35.079 --> 00:43:37.420 a if you're the head chef you're a four michelin 00:43:37.420 --> 00:43:40.579 star you're this you know you're gordon ramsay 00:43:40.579 --> 00:43:42.920 or somebody like that and they're coming in to 00:43:42.920 --> 00:43:46.619 they want your meal what you prepared and they 00:43:46.619 --> 00:43:49.480 catch you out there cutting onions in the back 00:43:50.300 --> 00:43:52.159 they're going to hit the roof. And that's, I 00:43:52.159 --> 00:43:56.260 think, one of the mindset shifts that we can 00:43:56.260 --> 00:43:58.699 do, besides learning how to speak English better, 00:43:58.780 --> 00:44:01.340 is for us to be able to go through and say, hey, 00:44:01.440 --> 00:44:05.059 is this something that I should do? Is this something 00:44:05.059 --> 00:44:07.880 that brings value to the company and to my customers? 00:44:08.099 --> 00:44:11.980 And that is going to help us to scale. And I 00:44:11.980 --> 00:44:14.329 think if... you're very blessed to have that 00:44:14.329 --> 00:44:16.889 naturally to be able to just delegate and do 00:44:16.889 --> 00:44:18.750 that but i think so many people it's just that 00:44:18.750 --> 00:44:22.670 that entrepreneurial that leader mindset is so 00:44:22.670 --> 00:44:25.170 often a i've got to lead i've got to be the one 00:44:25.170 --> 00:44:27.289 i've got to have the answers all of this iii 00:44:27.289 --> 00:44:29.869 that's almost some people refer to it he was 00:44:29.869 --> 00:44:31.449 like a hero kind of thing is i got to be the 00:44:31.449 --> 00:44:34.190 hero i got to go do it my my the people i've 00:44:34.190 --> 00:44:37.730 hired aren't good enough and it's not degrading 00:44:37.730 --> 00:44:39.389 them it's just saying hey i'm really good at 00:44:39.389 --> 00:44:41.170 this and i think that's that's what you have 00:44:41.170 --> 00:44:43.250 to do is change it realize that you can't you 00:44:43.250 --> 00:44:45.570 can only do so much if you can't scale you're 00:44:45.570 --> 00:44:48.909 always going to be limited huge every every blessing 00:44:48.909 --> 00:44:52.369 is a curse too every strength is a weakness um 00:44:52.369 --> 00:44:55.309 you know and that a tree as strong as the tree's 00:44:55.309 --> 00:44:58.639 root system is it can't jump just can't um you 00:44:58.639 --> 00:45:00.699 know and so there's always limitations that come 00:45:00.699 --> 00:45:03.980 on both sides and so i i am i'm grateful for 00:45:03.980 --> 00:45:06.460 the delegation skills that i was blessed with 00:45:06.460 --> 00:45:10.480 it also led me to be less of a doer and less 00:45:10.480 --> 00:45:12.780 of a leader by example um you know and so i learned 00:45:12.780 --> 00:45:15.500 the hard way that oh you know you still have 00:45:15.500 --> 00:45:18.340 to learn the things and do the things and inspire 00:45:18.340 --> 00:45:21.460 people with those um but one of the one of the 00:45:21.460 --> 00:45:25.570 mindset realities that i think um one of the 00:45:25.570 --> 00:45:27.090 things that can help with this is this ted talk 00:45:27.090 --> 00:45:30.190 of this crazy guy that's dancing in a field um 00:45:30.190 --> 00:45:32.849 and like doing all sorts of weird moves and next 00:45:32.849 --> 00:45:35.929 like finally somebody goes and joins him and 00:45:35.929 --> 00:45:37.349 then because that person joined him like other 00:45:37.349 --> 00:45:39.469 people come another and this scientist breaks 00:45:39.469 --> 00:45:43.360 down the the reality of like why this occurs 00:45:43.360 --> 00:45:45.639 um and how you create a mo how you can create 00:45:45.639 --> 00:45:48.699 a movement um and he uses this funny video in 00:45:48.699 --> 00:45:51.559 order to showcase that through ted talk so um 00:45:51.559 --> 00:45:55.579 you you can it is uncomfortable um i like stephen 00:45:55.579 --> 00:46:00.000 bartlett says um you know embarrassment is the 00:46:00.000 --> 00:46:03.389 gateway to success um you you have to be willing 00:46:03.389 --> 00:46:05.610 to embarrass yourself you can't become a great 00:46:05.610 --> 00:46:07.369 musician without playing the instrument poorly 00:46:07.369 --> 00:46:10.670 um you can't become a great actor without you 00:46:10.670 --> 00:46:12.789 know really actors they just constantly they 00:46:12.789 --> 00:46:14.469 have to be willing at all times to embarrass 00:46:14.469 --> 00:46:17.789 themselves um and so as entrepreneurs we too 00:46:17.789 --> 00:46:20.010 kind of have to dive into that but i do want 00:46:20.010 --> 00:46:22.389 to caution that didn't mean i was perfect or 00:46:22.389 --> 00:46:24.650 great at delegation this is why i have to go 00:46:24.650 --> 00:46:27.849 back to and learn the side of the doer more because 00:46:27.849 --> 00:46:31.369 if if you're if you're one -sided if you're not 00:46:31.369 --> 00:46:34.050 harmonious in reality you're gonna you're gonna 00:46:34.050 --> 00:46:37.329 find yourself in a polarizing situation which 00:46:37.329 --> 00:46:40.090 doesn't typically create stability when it comes 00:46:40.090 --> 00:46:43.170 to building relationships so my hope is to the 00:46:43.170 --> 00:46:47.989 the doers out there um one one final thing i'll 00:46:47.989 --> 00:46:52.449 share about that is uh it's okay to to ask people 00:46:52.449 --> 00:46:56.630 to help it's also okay to realize too it's not 00:46:56.630 --> 00:46:59.280 people people who are bought into your purpose 00:46:59.280 --> 00:47:02.960 who share a why with you they don't necessarily 00:47:02.960 --> 00:47:06.380 need monetary value as a form of compensation 00:47:06.380 --> 00:47:09.639 for helping you and moving forward with you walt 00:47:09.639 --> 00:47:12.019 disney's a great exam a lot like him like in 00:47:12.019 --> 00:47:15.260 the early days where and i just i hired so badly 00:47:15.260 --> 00:47:18.260 not because the people were bad because i didn't 00:47:18.260 --> 00:47:19.900 know how to do it i didn't really know what we 00:47:19.900 --> 00:47:21.480 were building if you watch the documentary for 00:47:21.480 --> 00:47:23.659 walt disney it's kind of depressing um you know 00:47:23.659 --> 00:47:27.769 he really struggled and like hurt his relationships 00:47:27.769 --> 00:47:30.449 through a process where he was just he was trying 00:47:30.449 --> 00:47:32.789 to figure it out and he didn't know how and he 00:47:32.789 --> 00:47:34.570 was trusting people and people are trusting him 00:47:34.570 --> 00:47:36.070 and the next thing you know he can't pay people 00:47:36.070 --> 00:47:40.070 and they're mad but many of those people stayed 00:47:40.070 --> 00:47:43.710 by his side in spite of the lack of payment and 00:47:43.710 --> 00:47:45.389 while it wasn't pleasant and they were in the 00:47:45.389 --> 00:47:48.170 trenches you know of war trying to move this 00:47:48.170 --> 00:47:50.789 brand forward they weren't there because of the 00:47:50.789 --> 00:47:53.079 payment They were there because they loved the 00:47:53.079 --> 00:47:54.980 vision and they really believed that he was going 00:47:54.980 --> 00:47:56.480 to be able to pull it off. It was disappointing 00:47:56.480 --> 00:47:59.420 when he couldn't. And they loved the culture, 00:47:59.480 --> 00:48:01.780 like the aspect of camaraderie that they had. 00:48:01.920 --> 00:48:03.380 They knew they were going to be able to improve 00:48:03.380 --> 00:48:06.360 that with the value that they were able to create. 00:48:06.900 --> 00:48:10.460 But I think one of the great mindset shifts, 00:48:10.539 --> 00:48:13.280 too, is to remember that building a vision is 00:48:13.280 --> 00:48:15.940 not all sunshine and roses. There's lots of dirt. 00:48:16.099 --> 00:48:17.800 There's lots of things that have to get done 00:48:17.800 --> 00:48:19.639 in order for us to get to that level where it 00:48:19.639 --> 00:48:21.280 comes to fruition. And so if we can learn to 00:48:21.280 --> 00:48:23.960 appreciate those difficult times, appreciate 00:48:23.960 --> 00:48:27.099 the people who are by our side, help them learn 00:48:27.099 --> 00:48:29.260 to appreciate how we're doing, vulnerability 00:48:29.260 --> 00:48:31.800 goes a long way to help people realize like, 00:48:31.840 --> 00:48:34.340 okay. you're not living a high life we know while 00:48:34.340 --> 00:48:36.159 while we're building this you're right here with 00:48:36.159 --> 00:48:38.579 us there's so many different things that we can 00:48:38.579 --> 00:48:42.000 do to help our team and i think our one of our 00:48:42.000 --> 00:48:44.260 greatest opportunities as visionaries is to be 00:48:44.260 --> 00:48:47.280 able to remind people like hey i'm feeling the 00:48:47.280 --> 00:48:50.039 pain of this too and i'm not losing sight of 00:48:50.039 --> 00:48:52.139 the purpose i know why we're building what we're 00:48:52.139 --> 00:48:54.619 doing and i'm so grateful for you and i'm so 00:48:54.619 --> 00:48:56.679 grateful to be building this with you and there 00:48:56.679 --> 00:48:58.639 you know it's not gonna rain forever We will 00:48:58.639 --> 00:49:00.719 have our days of sunshine. We will have the opportunities 00:49:00.719 --> 00:49:02.880 to come out of it. So that would be one of the 00:49:02.880 --> 00:49:05.500 big mindset shifts that has really helped me 00:49:05.500 --> 00:49:08.000 throughout the years become better at inspiring 00:49:08.000 --> 00:49:12.079 my team and helping us not just withstand the 00:49:12.079 --> 00:49:15.059 hard times, but appreciate the storms as they 00:49:15.059 --> 00:49:16.860 come. Rob, I'll give you the final thoughts. 00:49:17.059 --> 00:49:21.719 So all things talent acquisition, hiring, helping 00:49:21.719 --> 00:49:24.760 businesses move forward. Feel free to give us 00:49:24.760 --> 00:49:29.170 your best on our way out the door. The best thing 00:49:29.170 --> 00:49:33.030 I go back to is really is have a plan, have a 00:49:33.030 --> 00:49:35.269 vision. You have a vision, most likely. If you 00:49:35.269 --> 00:49:37.269 don't, then you need to back up and have a vision. 00:49:37.809 --> 00:49:39.869 But your vision includes a culture. Now, you 00:49:39.869 --> 00:49:41.789 actually had a great point where you talked about 00:49:41.789 --> 00:49:44.550 that you had a great culture, you had a great 00:49:44.550 --> 00:49:45.949 team, but you guys were trying to figure out 00:49:45.949 --> 00:49:48.829 the vision. But people loved you. And I think 00:49:48.829 --> 00:49:51.150 that points to the value of having the culture, 00:49:51.210 --> 00:49:53.789 of having the right team that even... It's one 00:49:53.789 --> 00:49:55.769 of those things like if you love somebody, like, 00:49:55.809 --> 00:49:57.829 you know, think of your family member or spouse 00:49:57.829 --> 00:49:58.989 or something like that. If you love them and 00:49:58.989 --> 00:50:00.949 they make a mistake, it's a lot easier to forgive. 00:50:01.510 --> 00:50:03.889 You're not looking, you know, they've got your 00:50:03.889 --> 00:50:06.130 best interests. And that's part of what you get 00:50:06.130 --> 00:50:08.489 out of a good culture is you have something. 00:50:08.550 --> 00:50:10.630 When you have a good hire, you've got somebody 00:50:10.630 --> 00:50:13.090 that is now joining you. You're working with 00:50:13.090 --> 00:50:15.230 them. They're working with you. They feel that. 00:50:15.389 --> 00:50:18.449 And now this, granted, very much is only works, 00:50:18.530 --> 00:50:22.309 initially works at a small scale, but it is. 00:50:22.750 --> 00:50:25.090 it is something that will carry to a larger scale 00:50:25.090 --> 00:50:27.409 because when you've you know sort of infected 00:50:27.409 --> 00:50:29.610 that person with you know somebody else with 00:50:29.610 --> 00:50:33.369 your goals and your your excitement about what 00:50:33.369 --> 00:50:36.070 you do they're going to do that to the next person 00:50:36.070 --> 00:50:38.110 and the next person it goes exactly to that ted 00:50:38.110 --> 00:50:39.429 talk where you know you could be sitting there 00:50:39.429 --> 00:50:41.829 crazy dancing but then when somebody else does 00:50:41.829 --> 00:50:43.719 it A couple of people are suddenly, now you're 00:50:43.719 --> 00:50:45.159 not crazy. Now it's like, well, what are those 00:50:45.159 --> 00:50:47.820 people doing? Maybe that's pretty cool. Now you 00:50:47.820 --> 00:50:49.940 start to get the draw. And what may have initially 00:50:49.940 --> 00:50:52.599 even pushed people away starts to pull people 00:50:52.599 --> 00:50:55.460 in. That's exactly what it talks about. It's 00:50:55.460 --> 00:50:57.900 how there becomes a point of inflection where 00:50:57.900 --> 00:51:00.300 you're now the outlier. You didn't want to be 00:51:00.300 --> 00:51:04.579 one of the ones who was noticed. But once you 00:51:04.579 --> 00:51:06.840 become one of the only people dancing, and because 00:51:06.840 --> 00:51:08.980 everybody that's not dancing, because everybody 00:51:08.980 --> 00:51:11.460 else is now dancing, you jump in. because you 00:51:11.460 --> 00:51:13.440 don't want to be the one who's noticed does not 00:51:13.440 --> 00:51:15.260 participate it was a really oh it's such a cool 00:51:15.260 --> 00:51:18.039 ted talk um so rob again thanks thanks for bringing 00:51:18.039 --> 00:51:19.519 the positive energy thanks for bringing your 00:51:19.519 --> 00:51:21.800 insight as well visionaries we wish you the best 00:51:21.800 --> 00:51:23.360 as you continue to build your visions out we 00:51:23.360 --> 00:51:25.119 hope that you understand that i hope you got 00:51:25.119 --> 00:51:26.900 as much out of this as i got out of this i got 00:51:26.900 --> 00:51:29.219 a ton out of this session rob you're a great 00:51:29.219 --> 00:51:31.659 mentor you've become a great friend already i 00:51:31.659 --> 00:51:33.719 hope we continue to build things together we're 00:51:33.719 --> 00:51:35.619 looking at potentially launching something called 00:51:35.619 --> 00:51:38.559 first class podcasts we have the frameworks for 00:51:38.559 --> 00:51:40.320 it all built down we're looking to build community 00:51:40.320 --> 00:51:43.659 to connect podcast hosts and podcast guests and 00:51:43.659 --> 00:51:46.840 and for sure expand the industry but also improve 00:51:46.840 --> 00:51:49.420 the quality of standards and the experience for 00:51:49.420 --> 00:51:51.920 everybody so we can all have sustainable experiences 00:51:51.920 --> 00:51:53.679 together so vision pros if you want to join us 00:51:53.679 --> 00:51:55.519 in the show in the top right corner you're going 00:51:55.519 --> 00:51:57.760 to see a button that says be our guest come be 00:51:57.760 --> 00:51:59.480 my guest come talk to me about what your vision 00:51:59.480 --> 00:52:00.860 is and what you're up to and how you're bringing 00:52:00.860 --> 00:52:03.199 it to the world that too i'll leave as my last 00:52:03.199 --> 00:52:06.239 mindset reality is now that i have a team and 00:52:06.239 --> 00:52:08.239 i've had a team for several years at this point 00:52:08.719 --> 00:52:10.800 as rob talked about it's so helpful to be able 00:52:10.800 --> 00:52:12.579 to have a soundboard to be able to have people 00:52:12.579 --> 00:52:14.719 who can also hold me accountable to have people 00:52:14.719 --> 00:52:16.960 who can help me see how do we implement things 00:52:16.960 --> 00:52:19.840 even better degrees and when we go on a podcast 00:52:19.840 --> 00:52:22.199 like vision pros it gives us the opportunity 00:52:22.199 --> 00:52:25.760 to state things that we then feel more compelled 00:52:25.760 --> 00:52:28.500 to bring into fruition and so it can be a great 00:52:28.500 --> 00:52:32.000 way to to jump into life and to take full advantage. 00:52:32.099 --> 00:52:33.820 So we'll see you guys all on the next episode 00:52:33.820 --> 00:52:35.639 of vision pros live. Thanks for being here, Rob. 00:52:35.900 --> 00:52:39.679 You are phenomenal. Thanks. Thanks so much. Pleasure 00:52:39.679 --> 00:52:41.889 to be here. We'll see you guys. Thank you for 00:52:41.889 --> 00:52:43.909 being here today. I'm really happy that you tuned 00:52:43.909 --> 00:52:46.190 in to Vision Pros Live. I'm looking forward to 00:52:46.190 --> 00:52:49.469 seeing your reactions as these episodes continue 00:52:49.469 --> 00:52:51.250 to move forward. This is going to get more and 00:52:51.250 --> 00:52:53.250 more fun. We'll have more and more engagement 00:52:53.250 --> 00:52:55.389 as well. We'll invite people to participate in 00:52:55.389 --> 00:52:57.550 the show and thank you for giving us your time 00:52:57.550 --> 00:52:59.829 and attention. Have an excellent time building 00:52:59.829 --> 00:53:02.190 out your vision and becoming a vision pro yourself.