We’ve had some great questions from coaching clients lately…
So today I want to share some advice on a handful of topics I think might really help you out.
Let's dig in...
Q: “Craig, I need your advice… one of my top team members made a mistake that cost me $10K. He launched a new funnel and did not test it. We spent thousands of dollars running traffic to a funnel that didn’t work! What do you do when "senior" team components make lame rookie mistakes? CB’s Answer:
I feel your pain… been there and had that happen.
The first question is: WHY did this happen?
What system broke that allowed this?
What checklist wasn’t followed?
If there is no system or checklist, then we can't blame the people.
There must always be a system. There must always be a checklist. There must always be a test order.
NOW...
If there was a system and the person didn't follow it, that's a warning and they must be replaced if they make the same mistake.
But in most cases companies lack the systems to prevent “crashes”.
Go through your most important processes and build the checklists to prevent the catastrophic crashes.
Q: “Craig, one of my goals for the rest of 2024 is to get back on the dating scene… How did you meet Michelle? CB’s Answer:
Oh, have I got a story for you…
I used my 90-Day Planning tool… and found Michelle in just 30 days.
I even made a YouTube video about our real life “90-Day Fiancé” story and how you can use the same planning tool to move mountains in your life and business... https://www.youtube.com/watch?v=zNCnYYq_I6o
The first Action Step is the most important (and effective)… apply it today!
Q: “I need help but have NO idea how to hire or write a job description. Where do I even start?” Answer from Coach Daniel:
I’ve helped a lot of people with entry-level positions.
Here’s a step-by-step plan…
(NOTE: This does NOT apply to hiring executives… that’s more complex.)
The biggest mistake before hiring is people's lack of clarity/expectations of what the job entails.
That’s why I recommend you start by building an “A Player Agreement.”
This is a bullet point or numbered document that clearly describes the duties and level of performance expected for the role.
The idea is to review this agreement with your new hire…
But just creating the document will also give you the clarity to communicate what you’re looking for and recognize once you’ve found it.
Next comes your actual job ad.
Make sure to include “test work” in your ad so that you can sift through resumes and find the people who actually followed instructions.
For example…
When hiring a video editor, give them a 15-second clip to edit.
For a personal assistant, ask them to put together a specific travel itinerary.
If people fail to include this with their resume and cover letter, you can skip them… because they either didn’t read or chose not to follow the instructions!
And finally…
A) Do a Resume Audit looking for: 1- Stability; 2- Best Skillset Match; 3- Social Media Vetting
B) Narrow down to top 3 candidates – and have a 10 minute phone call or zoom interview.
C) Narrow down to top 2 candidates: Follow up interview and/or some sort of "audition"
D) Make Decision.
*****
Excellent advice Daniel.
I’ll add…
Once you have someone in this position…
Give them a 90-day tryout period.
And fire fast if you realize their skills are not good enough or they are a bad culture fit.
Especially if they are a bad culture fit!
Move on to the next person.
Sometimes you find the right person quickly…
Sometimes it takes a few tries.
But if you follow the advice we’ve laid out above…
You WILL find the A-Player you’re looking for.
That’s all for now.
Hope this helped!
Success Loves Speed,
Craig
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