Dan Martell - September 19, 2016


How To Scale Your Team In 5 Steps


Episode Stats


Length

7 minutes

Words per minute

215.23753

Word count

1,696

Sentence count

63

Harmful content

Hate speech

2

sentences flagged


Summary

Summaries generated with gmurro/bart-large-finetuned-filtered-spotify-podcast-summ .

In this episode, I talk about how to get over the frustration of having people on your team that don t share your vision, or maybe you ve tried to grow, and then you ve realized you re working twice as much, and you re making less money, or you re always putting out fires? This is a real issue and I m going to share with you 5 steps to scaling your team.

Transcript

Transcript generated with Whisper (turbo).
Hate speech classifications generated with facebook/roberta-hate-speech-dynabench-r4-target .
00:00:00.400 Is this, is a button, is it too much V?
00:00:02.800 Do I got too much V?
00:00:12.720 Five steps to scaling your team.
00:00:15.120 You know, I'm going to share with you guys
00:00:17.480 how to get over the frustration of having people on your team
00:00:19.960 that don't share your vision,
00:00:21.280 or maybe you've tried to grow,
00:00:22.960 you've tried to grow and then you've realized
00:00:24.960 you're working twice as much and you're making less money,
00:00:27.640 or that you're always putting out fires.
00:00:30.100 This is a real issue.
00:00:31.180 I've been fortunate over the years
00:00:32.620 to have been responsible for hiring over 500 people
00:00:35.880 across my different companies.
00:00:37.400 And I really had to learn this the hard way
00:00:39.600 because the first two companies I started,
00:00:40.860 Maritime Vacation at 17, NB Host at 19, they both failed.
00:00:44.760 You know what the common denominator was?
00:00:47.120 No employees, no people, nobody else on my team
00:00:50.640 that was even there to support me in my vision.
00:00:52.620 But when I started Spheric Technologies,
00:00:54.520 the company that eventually grew 150% for four years,
00:00:57.860 year over year, and eventually getting acquired.
00:00:59.560 I started with four other people.
00:01:01.440 Now, if you've ever started a business with partners,
00:01:04.580 within the first month, one of them didn't work out,
00:01:06.860 and then the other three ended up
00:01:08.240 being more operational leaders,
00:01:10.260 and one was a co-founder,
00:01:11.720 then people that were like real partners,
00:01:14.800 but it doesn't matter.
00:01:15.640 At the end of the day, if you can get people on your team,
00:01:18.000 shared vision, shared alignment,
00:01:19.900 motivated, excited about where you're going,
00:01:22.720 then that is how you scale a team.
00:01:24.680 So I'm gonna break it down into the five S 1.00
00:01:27.020 or the five steps to scaling a team.
00:01:29.420 The first one is story.
00:01:30.660 Now there's a whole bunch of sub kind of areas
00:01:33.400 that you need to nail in the story
00:01:35.760 and really for each one of these different areas and steps
00:01:39.580 but I'm gonna give you one great example.
00:01:41.880 The first one is what wrong do you wanna right?
00:01:44.140 In your business, as you build a company,
00:01:46.440 when you started off, you need to ask yourself,
00:01:49.420 what wrong do I wanna right in the world?
00:01:51.640 For me, when I started with Clarity,
00:01:53.040 I just thought it was wrong that there's, you know,
00:01:55.380 10 times, 100 times more tech entrepreneurs
00:01:57.780 around the world starting software companies
00:01:59.780 that didn't have access and connection
00:02:02.180 to the smartest minds in Silicon Valley,
00:02:05.180 that was there, that I had access to,
00:02:06.860 that I've learned from.
00:02:08.060 I mean, I believe that success has a million fathers,
00:02:11.060 and I wanted to create a way for them to connect there.
00:02:14.260 That was the wrong that I wanted to write,
00:02:16.140 and I think that it's important for you
00:02:17.500 to ask yourself in your business,
00:02:19.060 maybe you don't have this, or maybe you know it,
00:02:20.600 and you haven't told it lately, but it starts with story.
00:02:24.260 Figure out that story, what wrong do you wanna write,
00:02:26.420 and share it with your team.
00:02:27.900 The second S in the framework is sourcing.
00:02:30.180 And again, there's a bunch of different ways
00:02:31.800 to source great talent, but one of my favorite strategies
00:02:34.720 that I wanna share with you guys is deputize.
00:02:37.180 You know people in your life that are connected,
00:02:39.820 that go to events, that talk to a lot of people.
00:02:41.740 Maybe it's a salesperson, another entrepreneur.
00:02:44.080 You need to deputize them.
00:02:45.860 Actually be like, you're anointed as the person
00:02:48.280 to discover great talent and bring them into my world.
00:02:50.600 So, I've known many times when I've been out in the world
00:02:54.040 and I've come across those incredible employees.
00:02:56.200 You know, the valet guy, the waitress at the restaurant,
00:02:59.980 the person that works at the bank teller.
00:03:01.740 And if I had a position in my company,
00:03:04.280 I would hire them on the spot
00:03:05.920 because they just had the right attitude,
00:03:07.420 the right skill set, the right whatever it was.
00:03:10.060 But what I want you to do is do the same thing
00:03:12.720 for amongst your friends and say,
00:03:14.700 look, if you ever find somebody that in this industry
00:03:17.700 is a technical person or a marketing person
00:03:20.000 or an operational person, I want you to give them
00:03:22.240 permission to send you an email with their name
00:03:24.240 and the company and it's your job to go find them.
00:03:26.640 So deputize is the strategy for sourcing.
00:03:29.500 Three is selecting.
00:03:30.520 How do you select the right person?
00:03:32.020 Again, multiple strategies.
00:03:34.040 My favorite one is really based on a lesson
00:03:36.760 I learned from Seth Godin.
00:03:37.960 I met with him once when I was starting off Clarity
00:03:40.620 and he really gave me some incredible advice.
00:03:42.260 But one of the things that he shared was,
00:03:45.500 I can't work with you till I work with you.
00:03:47.060 That's just a rule that he's had in his life
00:03:48.720 that I've adopted in my business,
00:03:50.480 that unless I've done a project with you,
00:03:53.060 worked with you, tested,
00:03:54.980 simulated the actual working environment,
00:03:57.620 then I can't work with you.
00:03:58.620 So that strategy is test, right?
00:04:01.020 And every position that I hire,
00:04:03.000 there's always a simple up to 10 hour test.
00:04:05.600 I pay up to $500 for that person, you know,
00:04:08.400 because I respect their time and the value
00:04:09.820 they're gonna create, but it's the same test.
00:04:11.600 Every person takes the same one,
00:04:13.140 and that way I have a very clear benchmark
00:04:15.060 to baseline them versus previous people
00:04:18.000 taking a test or maybe the cohort of people
00:04:20.080 that they're in the running for for that position.
00:04:23.420 So make sure that you test.
00:04:24.760 That is one of the best strategies
00:04:26.860 for selecting top talent to scale your team.
00:04:29.380 The fourth area is selling, okay?
00:04:32.180 Now, most people think that it takes money
00:04:34.260 to hire great talent and I will share with you
00:04:36.280 that is the fourth most important thing
00:04:38.840 that a person needs to understand.
00:04:41.060 It really comes down to selling, right?
00:04:42.840 So first is the fit.
00:04:44.480 Is this the best fit for their career?
00:04:46.500 Two is freedom.
00:04:47.680 Do they have the opportunity to be free in their decisions?
00:04:50.960 You're gonna delegate, you're gonna give them the authority
00:04:54.060 and you're gonna give them the responsibility
00:04:55.740 and resources that they need to be successful.
00:04:58.300 Third is family.
00:04:59.220 Make sure you incorporate the family
00:05:00.540 because so many times when entrepreneurs are hiring,
00:05:02.240 they don't think about the partner.
00:05:03.840 You know, the wife, the girlfriend, 0.81
00:05:05.560 that other significant person in their life
00:05:07.520 that really are gonna be involved in making this decision
00:05:09.760 and if you don't incorporate them
00:05:10.860 into your recruiting process,
00:05:12.120 it's gonna be really hard to get them on board.
00:05:14.200 And then the fourth is fortune, right?
00:05:16.200 which is really the money component of the business,
00:05:18.560 compensation structure, whatever it is,
00:05:20.780 it is not the most important, it is the fourth.
00:05:22.940 And last is fun, fun, fun, fun.
00:05:25.920 You gotta make sure your work environment
00:05:27.340 is gonna be a blast to work with.
00:05:29.080 Or these top people, these A players,
00:05:31.140 they don't need to work with you,
00:05:32.120 they have other options, they can do their own business,
00:05:34.360 they can keep doing what they're doing.
00:05:36.180 So it's your job to make sure it's fun
00:05:37.680 and all these other areas, including the fortune,
00:05:39.920 is key for selling somebody on joining your team.
00:05:43.620 The last one is structure, okay?
00:05:45.900 So how do you manage A players?
00:05:48.480 And there's a bunch of different strategies that I share,
00:05:50.960 but I really wanna leave you with this one
00:05:52.560 because I think it's really important when you think about
00:05:54.700 how do people get alignment in their actions?
00:05:57.900 Every day they get up and they say,
00:05:59.080 I could work on 100 things,
00:06:00.280 but what would you want them to prioritize?
00:06:02.780 What would you want them to focus on
00:06:04.560 based on these 100 things and your leadership?
00:06:06.920 And to me, it's done through a quarterly theme.
00:06:09.800 In your business, every quarter,
00:06:11.240 you should be doing a planning session.
00:06:12.700 And that planning session should look,
00:06:14.460 in the previous quarter and successes and lessons learned
00:06:16.760 and also start looking for the next 90 days in your business.
00:06:19.740 But part of that planning at the end,
00:06:21.800 once you've kind of figured out the strategies,
00:06:23.300 it's setting a theme so that everybody else in your company,
00:06:26.580 think about this, if you could get, you know,
00:06:29.000 if you have 10 people, 20 people, 100 people in your business
00:06:32.140 and they're pulling on different pieces of rope,
00:06:34.380 different priorities, but they're all pulling
00:06:35.920 in different direction, the business is gonna slowly move
00:06:38.860 and grow forward, but if you can get them all aligned
00:06:41.280 and you've got 100 people pulling that same direction,
00:06:44.360 the change will be astronomical.
00:06:46.300 So you need to make sure you give them a theme
00:06:48.540 for the quarter so that they could,
00:06:50.600 you know, one of my good buddies,
00:06:51.960 his theme for this quarter is stress the NPS,
00:06:55.040 the net promoter score.
00:06:56.780 It's a growth number that you can test,
00:06:58.940 you can go Google it to find out more about the NPS score.
00:07:01.140 But stress the NPS is his theme for his team
00:07:05.320 to focus on all their activities to improve the NPS score.
00:07:08.280 I think that is probably the most powerful
00:07:09.920 when it comes to the structure of how do you manage
00:07:12.380 and really lead a player.
00:07:14.740 So my question to you, what I want to hear from you guys
00:07:17.340 below in the comments is what have you done
00:07:19.520 to build your team from a culture point of view,
00:07:21.420 from a leadership point of view,
00:07:22.780 from even maybe a compensation and recognition
00:07:25.140 or rewards level, what have you been inspired
00:07:28.480 to create inside of your business?
00:07:29.620 Leave me a comment below and as per usual,
00:07:31.800 I want to challenge you to live a bigger life
00:07:33.640 and a bigger business and I'll see you next Monday.
00:07:36.040 If you want to see me wear other bright colored shirts,
00:07:38.560 be sure to subscribe to this channel
00:07:40.360 and I'd also encourage you to join my newsletter
00:07:42.680 where I send you invites to exclusive events,
00:07:45.280 free training videos, and community contests.
00:07:47.940 And if you want to get going with some more videos,
00:07:49.440 check out these couple I've got queued up for you.
00:07:51.440 I'll see you next week.