Dan Martell - How To Scale Your Team In 5 Steps

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

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,

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.

Dan Martell - September 19, 2016

How To Scale Your Team In 5 Steps

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