One bad hire in your startup negatively affects your balance sheet and is the fuel to future boardroom conflict.  Often, we entrepreneurs feel the pressure to fill our roles at the expense of elevating our people's performance. This disintegrates the company values and results in the exit of your strongest players.  Today is about hiring “gravitators” and avoiding the “disintegrators” that will surely be the subject of boardroom conflict. Our guest today: Rod Robertson, Founder & Managing Partner of Briggs Capital. Rod is an international entrepreneur and co-author of the book The Human Vector. He has conducted business in over 15 countries while focusing on developing small-to-medium-sized businesses and taking them to market worldwide.  Robertson’s career in transaction experience and entrepreneurship includes guest lecturing around the globe at institutions such as Harvard Business School and other top-flight MBA schools as well as business forums and news outlets worldwide. He sits on numerous boards, guiding firms to streamline operations and make businesses more profitable before selling. Today we discuss: The difference between hiring a gravitator vs a disintegrator Why this is important to your board of directors How to gain evidence to support hiring the right person - a Gravitator Challenge today? Companies have no room for error in hiring Hiring folks that can contribute to increased value of the firm Boards are looking at the income statements & balance sheet Are they cohesive with growth strategies? How to assess quickly to unload non performing employees Why is this important to the company In 2021 the PPP bailouts have run their course - no margin for error Your hires must stick - no “numbers game” in hiring The co culture equal to individual go Rick’s Nuggets A speedy hire often results in a miss hire How do we fix this issue in your company? Bring on more outside Board of Advisors (not traditional Boards) to analyze and share the responsibility of hiring and layoffs Human Vector Systematic approach to maximizing employee performance GRAVITORS can change employees “angle” to the” Vector” INTEGRATOR -manager who accelerates integration of employees FUNNEL OF VECTORS acceptable deviation of employees from company values DISINTEGRATORS  a disruptive employee Attributes as they relate to the goals of the company  Management hiring and termination based more then ever on cash flow Quantitative analysis trumps culture for now $1.9B stimulus will prop up economy for six months then economic slide predicted for balance of 2021 thru 2022 Small to medium size businesses must pivot quicker then ever Using outside Board members or advisors to make quantitative decisions should be utilized Rick’s Nuggets Behavioral Interview Tie interview questions to your company values *Knockout:   Tell me about your most difficult Customer interaction (give wow) What were the circumstances that led to the difficulty? Break down the steps you took to resolve the problem What was the root of the customer issue? What solutions did you come up with? How were you able to calm them down? How were you able to deliver beyond their expectations?  How did the interaction end? Why was their view important to you? Key Takeaways: During these difficult times, systematic hiring and termination most adhere to a firm’s financial  Outside Advisory input can bring clarity to growth and/or scaling back strategies It’s a perfect time to shake up your roster! Guest Links: LinkedIn: https://www.linkedin.com/in/roderickrobertson/ Website:www.briggscapital.com   This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/

Hire Power Radio

Where You Are Screwing Up Your Hiring That Causes Boardroom Conflict with Rod Robertson

There needs to be a deliberate cadence to your interview process.  Just like a first date, you wouldn't say “hi, I'm Rick. before we start the date, I’d like you to complete this sexual survey and if I like your answers, we can continue the date.”  Now it may work on some people. But the question you need to ask yourself is who exactly are you weeding out?  Answer… A-Players! Today we are talking about the pros and cons of screening mechanisms and the proper order to deploy them to keep people engaged. Our guest today: Joel Patterson, Founder of The Vested Group A business technology consulting firm in the Dallas, Texas area, and ForbesBooks author of The Big Commitment: Solving The Mysteries Of Your ERP Implementation. In 2011, Patterson founded The Vested Group, which focuses on bringing comprehensive cloud-based business management solutions to start-ups and well-established businesses alike.  Joel has hired hundreds of engineers & consultants and has learned a lot about what works in an interview process. Today we discuss: Why a proper cadence is so critical in keeping top talent engaged How to set the correct sequence to avoid triggering “fight or flight” in top talent Challenge today? Saving your time with a video screen first Wasting a lot of time with interviews of unqualified people Need to be efficient with people's time- billable resources Elevated the quality of the people hired Not as many bad hires Missing out on good talent? Do people want to jump through hoops? Why is this important to the company? Cost to replace a person 100-150k loss per person lost Culture impact of people coming and going Sunday test- call on a sunday Rick’s Nuggets Are you losing the top 20% in your screening efforts Transactional Value driven How do we build into your company? Video - one way Phone screen Video Interview 2 sessions Job score card Core value  Case Study to do Rick’s Nuggets Discovery call (Positioning) PDI (Pain, Desire, Impact) Interview Culture, skills, culture, combo Behavioral questions Assessments/Assignments/Skills test Prefer working session to determine skills Connect the dots Key Takeaways: Core values drive hiring/firing decisions Interviewers represent cross section of experience and skills levels (AMA) Providing purpose quickly is critical to long term hiring success Guest Links LinkedIn: https://www.linkedin.com/in/pattersonvested/ Website: http://www.thevested.com/netsuite-provider-the-vested-group Facebook: https://www.facebook.com/VestedGroup/ Twitter: https://twitter.com/TheVestedGroup YouTube: https://www.youtube.com/channel/UCHDBLjRuMtER5yUrPhZYKkw   This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/  

The Dangers of Screening Too Soon in the Interview Process with Joel Patterson

CEO campfire horror stories often start with “In the beginning, I hired a few friends of mine”... then the story digresses from there. Sometimes the situation works out but most of the time it is a disaster resulting in a severed relationship.  Today we are discussing lessons learned in hiring from your inner circle and how hiring for growth lands great talent.  Our guest today: Wing Lam, Owner of Wahoo’s Fish Tacos Wing Lam is the eldest of the three founding brothers and the enigmatic character widely recognized as the face of the iconic Wahoo’s Fish Taco brand. A 30-plus-year restaurant industry veteran, he is often in the public eye participating as a panelist and speaker at global events such as the IEG Conference and guest lecturing for MBA programs at Yale, UCLA and USC.  Wing is Prolific & “rich in the currency of social good”! Today we discuss: The pitfalls & benefits of hiring friends & family Two key components to hire successfully Challenge in hiring friends & family? Setting precedence People did not take it seriously Stealing Can't allow people to take advantage of your generosity Corporate hires- Hired from headhunters for store managers (⅖ stayed over a year) Moved to growing from within Why is this important to the company? Mistakes cost the company money, time & morale Rick’s Nuggets Expectation Alignment Where we fail is in agreeing on expectations up front  How do we build into your company? Understand culture first Fit is more important than skills Up Hire Too much experience is good Opportunity to allow the person to do what they want to do Others intimidated by credentials Didn't feel like the person would take the job Personality, integrity, passion Translates to a good hire Rick’s Nuggets Positioning determines the cultural fit Cultivating growth is what captures & retains talent People want to learn, grow and tackle new challenges Key Takeaways: Referrals & dig deeper Really understand your culture & what fits Links: LinkedIn: Wing Lam Website: Wahoo’s Fish Tacos Organization: California Love Drop   This show is proudly sponsored by Criteria Corp  TAGS : #californialovedrop #wingdash #wahooswing #giving  

Lessons Learned from Hiring Friends & Family with Wing Lam

“We really need to hire a person from xyz company and they need to be from a top tier school.” Words that make every recruiting professional cringe.  This criteria is the perfect storm for making the worst hire of your career. The Truth is, Your ego WANTS these things but the business needs a person with the RIGHT DNA to fuel company growth.  Our guest today: Greg Toroosian, Founder & Managing Director of Elevate Hire Having worked for startups, globally recognized brands, and recruiting agencies, he brings a unique perspective, a fresh sense of understanding, and an elevated level of service to his clients. He previously held the roles of Recruiting Manager for Virgin Hyperloop and Director of Talent Acquisition for Sweetgreen. Greg believes that recruiting and retaining talent is key to having a successful company. Today we discuss: Setting expectations of what you can REALLY hire How to hire what you can Really hire There are 2 ways to hire A-level talent  Pay for them Be the solution to their career wounds Challenge today? Overall value proposition Competitive market Hard to find or in demand roles Stage of growth Disconnect on what the market really is budget Clarity on what you are actually hiring for and why Coming back to earth on what is really needed Why is this important to the company? Impact time to hire Help to hire the right people  Think through their recruiting strategy Help with financial planning How do we build into your company? Build your value proposition What is it to your employees Cultural element How to communicate you culture Honest and open about What your culture really is Allow people to opt in/opt out Business element What the work is Product/ service Social good, clean energy, industry Clear about how it is different from their competitors Personal/Professional element What’s in it for me? What will I learn? What will this do for my career? Clarity On what needs to be done What really needs to be done? First hire??? Now what? Clarity helps to target the right people, industries, competitors Gain clarity on what success looks like for this role Understanding the competitive market Clarity on what you are hiring for and why Common complexity of what is being built Reality check on what you NEED to be paying this person Who else you are in competition with for that person Solutions if the role cant flex If the person you need is unhirable? Competition, salary, location, level of skill, small pool Training & molding a person intro the role Contractor, fully remote,  Key Takeaways: Craft and solidify your EVP - at least for your company. Use the cultural, business, professional buckets to help. Be mindful of the market you’re hiring in and self aware of your company's positioning. If hiring the people you want or the way you want aren’t currently realistic, then consider creative ways of making your offering more attractive or creative ways of getting the work done. Guest Links: LinkedIn:  Greg Toroosian Website:  Elevate Hire Twitter:  Toroosian Email: greg@elevatehire.com   This show is proudly sponsored by Criteria Corp   

The Reality of Hiring Vanity Hires with Greg Toroosian

Please, please, please wear pants during your video interview! Both parties, not just the person being interviewed.  Just yesterday, Jessie filled me in on the horror story of her last interview. The interviewer spilled his coffee,  jumped up really quickly to reveal he was in his holiday boxers. While it makes for a hilarious story, it did not win the hire for the company... Our guest today: Vince Thompson, Founder & CEO of MELT One of America’s most successful sports marketing and branding agencies, and author of Build Brand You . Vince has been named one of Atlanta Business Chronicle’s “Most Admired CEOs,” among the “500 Most Influential Atlantans” by Atlanta Magazine, the American Diabetes Association’s “Father of the Year,” one of Sports Business Journal’s “Power Players,” and was listed by BizBash as one of the top 1,000 people in the event industry. Today we discuss: An impressive Pivoting story doing Building a virtual hiring process  Challenge today? Business collapsed overnight on March 16th Overnight NCAA canceled everything Nobody knew what was going to happen Had to furlough dozens of employees within weeks Breakdown in demographics Fear & unrest Pandemic, unrest, election …. Oh my Made the shift to 100% remote The liability gap is HUGE Mitigating the litigation dream Silver linings Positive forward facing manner Reposition the company - opportunity to showcase what they are doing Career development Why is this important to the company? Shifted /evolved the company into a multimedia & event company Overnight the market shifted to buyers market It will kill the “bounce” mentality Prepare for the next evolution Good will is good business! How do we build into your company? Building a virtual hiring process Bring the heat (first impression) Wear something nice Know everything about the company, job & the person you are interviewing Get a good feeling for the chemistry before diving in Trust your gut Cease the opportunity to really have a more thorough vetting process Improve the process What did they do for themselves & others during Covid? What did you do to enhance yourself? *during this time, if nothing was done for self or others…. Not something you want to hire Look at the big picture of “Who” the person really is A whole different set of ways in which you can Can't coach desire & attitude! Put something out that is positive, and No bad ideas to pitch in the marketplace Go from crazy to genius overnight Key Takeaways: Pursue any crazy idea that might have been shelved Use a lot more discretion in hing as it is now a buyers market Shift in hiring for chemistry & culture to allow us to make more value based decisions  Guest Links: LinkedIn: Vince ThompsonWebsite: MELTEmail: vince@meltatl.coTwitter: vinnyinc   This show is proudly sponsored by Criteria Corp     

The Pivot to a Remote Interview Process with Vince Thompson

Skills can be learned, but who a person is, is what determines a successful hire. This all comes down to core value alignment with the organization.  Shared values create a much tighter bond and a more engaged team member.  The correct answer is rarely hiring for skills. So consider alternative hiring initiatives like an apprenticeship program designed to purely foster career growth.  Our guest today: Nicholas Wyman, President of IWSI America   Nicholas is an international expert, particularly zero-ing in on CTE education, apprenticeship and training models in the US, UK, Germany, Switzerland and Australia.  Wyman writes opinion pieces for Forbes, Quartz and Fortune, appearances on National Public Radio, he has notched top education writer on LinkedIn. Today we discuss: Why an apprenticeship program might be the key to unprecedented company growth 6 step process to build a program at your company Challenge today? Can't find people with the skills they need Employers need to do more to train people Design an apprenticeship program or internship model needs to be turned upside down Misconception that because a lot of  Young people who have not been able to get a start Displaced people who need a fresh start Why is this important to the company? Skills gap has gotten wider Economic uncertainty Global economic changes Impact of new govt coming in We will not be returning to normal Need to really look at your talent strategy Rick’s Nuggets Apprenticeships for those in career transition- modern elders How do we build an apprenticeship program into your company? Six Step Plan:  1 - Identify the apprenticeable occupations 2 - Form a team to run the program Internal team- leadership support Identify coaches / mentors 3 - External partners Deliver Training has to be structured Training provider State funding assistance  4 - Define training goals & Wage schedules 5 - Marketing & Recruitment of the program  Brand it & give identity 6 - Develop an ongoing evaluation process Rick’s Nuggets Develop everything around your true corporate values Interview process that uncovers evidence to support the hire Key Takeaways: Broadening your view on who you might employ - broader than diversity, disability - more women (women and youth disproportionately impacted by Covid) Get people engaged- lost generation of young people Take a long range view to skills development Rock solid, top down support- can not be just another training initiative Guest Links: LinkedIn: Nicholas Wyman Website: IWSI America Twitter: @nicholas_wyman   This show is proudly sponsored by Criteria Corp 

The Answer to the Widening Skills Gap is an Apprenticeship Program with Nicholas Wyman

Imagine having to staff 250 roles... just as many companies were laying off and scrambling to get their PPP loans approved.  Our guest today had 2 weeks to hire 250 people to handle the demand for PPP loans and is here to share his story.  Our guest today: Brock Blake, Co-Founder & CEO of Lendio Brock spent the last nine years developing technology to get loans to more people, more quickly, and more efficiently than traditional lenders. Under his leadership, Lendio grew to be the largest online marketplace for small business loans in America. So when the coronavirus pandemic struck, he knew he was in a unique position to make a difference.  Today we discuss: Creative ways to bulk hire in a short period of time The hiring system to be able to crush a lot of hires in a very short time Challenge today? We had committed to [a company] that we would hire 25+ of their people on a temporary basis to help with PPP and then they would return to their employment.  It was a win/win.  The painful part was realizing the people we hired through them were not skilled in computer software and systems.  We ended up keeping only 8-9 people from [Company] which put us behind in getting resources to meet the demands we had.  Being told “we are good, no more hires” next day “Let’s get 150 hired by next Monday” and we crushed those goals Why is this important to the company? Getting to the bottom of the barrel in terms of Temp to hire resources for the last group that we hired.  The incentive to stay home instead of work because of the unemployment benefits had kept a lot of people from applying for work.  So those that were applying by the end of our hiring process were not the most employable people.  The number of wage garnishments, failed background checks, etc. was much higher for this last group than our overall hiring experience.  Having the opportunity to extend offers to people during the pandemic. Some people were experiencing the worst few weeks of their lives and were overcome with joy when they received offers. Truly an awesome experience! Candidates crying on the phone with us when we offered them the position because they were so grateful to be able to provide for their families or be helping w/PPP How do we build a quick hiring structure into your company? Bulk interview process One interview, Decision Creating SOPs and generic equipment setup/login instructions - Getting 200+ new hires setup and logged into equipment was a massive undertaking. Staying up until 2 am helping new hires set up their computers for the next morning  Trying to run new hire orientation with 50+ people in a Zoom meeting who have never used Zoom or their equipment before. No understanding of the mute button. Guy falling asleep for 2 hours during training.  Snoring. Being responsible for retrieving equipment; traveling to unknown places (I’m from out of state), former TMs not cooperating, equipment not being left where they say it would be, thoughts of getting Covid from equipment boxes, equipment not being packed up properly and left outside in garbage bags. Cops involved (one emergency contact saying that the temp was MISSING and that us reporting her equipment as stolen might help the authorities find her!) - 4 total police reports One person saying “If you want your stuff back, come and get it. And BTW I have COVID” Driving all over the state Condition that equipment was returned in (garbage bags, shoe boxes, etc.) Russ and Kimberly stories of tracking down equipment after terminations Rick’s Nuggets Do not get rid of your hiring process to rapid hire Scale the number of interviews  Train 2-3 interview teams to allow scale Assigned interview questions Back to back video interviews  Be aware if interviewer fatigue Key Takeaways: Have a process in place Don't cut corners on culture fit, screening Get creative Guest Links: LinkedIn: Brock Blake Twitter: BrockBlake Instagram: Lendio This show is proudly sponsored by Criteria Corp 

Hiring 250 Remote Employees in 2 Weeks with Brock Blake

Can we all agree that the people you hire determine the success of your company.  It is not enough to just “fill a role”. Especially if you're a smaller, growing company.   Every hiring mistake that your company has made is due to your focus on the wrong ego driven priorities.  (Ie: the work to be done, what I think I need, image for the company) Focus on hiring the “WHO” that aligns with the corporate values first and you’ll achieve unbelievable results. Our guest today: Tim Spiker, Founder & President of The Aperio  ...And the Who* Not What Principle, a profound research-based truth that has powered 15 years of leadership development success. Tim’s book, The Only Leaders Worth* Following, reveals that 77% of leadership effectiveness comes from who a leader is and not what they do. Using this principle, Tim helps people become, be, and stay leaders who are actually worth following. Tim’s work includes delivering keynote talks, creating unique and customized learning experiences, and guiding long-term development journeys.  Today we discuss: The advantage of focusing on Who before What The role Trustworthiness plays in a Successful “Who” 3 steps to hiring the Right Who! ¾ of things working is about WHO the person is who is leading the process.  Listening for who based questions Eagerness to hallmark others Challenge today? Are your leaders trustworthy?? Strong Leader: Who is inwardly sound and others focused = trustworthy Engages people at a higher level How much energy are you putting into your leaders to help them be more trustworthy Why is this important to the company? 77% of leadership effectiveness comes from who a leader is and not what they do. Why? Because trustworthiness drives engagement and engagement drives performance. Therefore we must interview for and intentionally develop leaders who are trustworthy. Not leaders who give the appearance of being trustworthy, but who are actually trustworthy.  Trustworthiness drive engagement which drives performance  Huge Difference between image and the perception of others Start of a trend of external image vs  Downside to the company - long term value creation at the fundamental level Company will never maximize performance of the organization How do we hire the "Right Who" into your company? Become Trustworthy Develop the core of who you are Being curious - about others Tell me more about that... Depth, Community & Time Hire for trustworthiness! Giving the interview questions in advance Let them prepare for the interview Dig under the hood Provide the Interview questions in Advance! Interview question: "Tell me about a time when you broke trust with someone and what did you do to fix it?" Continued Development   Use the phrase “tell me more” 100 times Develop those around you Depth Community  Time Majoring in politics downgrades your trustworthiness! Key Takeaways: Be willing to look in the mirror, courage to own your shortcomings To have a organization with world class leaders, you have to engage with world class conversations - Be willing to work on myself to set the example for the other leaders to have “who” based conversations Guest Links:  LinkedIn: Tim Spiker Websites: TheAperio.com  (The Aperio) TimSpiker.com  (TimSpiker.com) Twitter: TimSpiker This show is proudly sponsored by Criteria Corp     

The Method for Hiring Trustworthy Leaders Not Incompetent Managers with Tim Spiker

Data Driven Insight into Your Video Interviews. “Look, I just need to hire someone who can do the work so we can get this product done”  Said Peter. A CEO for a newly funded startup. “Besides, there is no way to really know if someone fits into the company until you experience working together”.  Not true at all!  Your interview process, when structured properly, will give you all the evidence to support making the right hire each & every time. Because, as we all know, one bad hire can destroy your company! Today we are talking about the power of digging deep on the “right” questions and utilizing AI to confirm your conclusions.  Our guest today: Scott Sandland, Founder & CEO of cyrano.ai Scott is the former world's youngest hypnotherapist. A few companies (and decades) later he is the CEO of a company focusing on artificial empathy and strategic linguistics.  As a former executive director and CEO of a mental health clinic and longtime technologist, he has experience leading purpose driven organizations. He has been published in numerous peer-reviewed journals, Psychology Today, Forbes, and Entrepreneur Magazine. Today we discuss: Getting to the truth about the person in a video interview How to leverage AI to confirm your hiring decisions  Companies today have an interview process that is no better than a coin toss.  No process Shallow (how can you help me) Or rely heavily on assessments for decision making Challenge today? Understanding the mental state of the person you are interviewing How they are thinking allows you to understand a persons mindset now Analyzing the what and how things are said Keeping track of people Understanding how people will fit Correctly auditing the client pool at scale People are dishonest during interviews Creating a right fit with a specific management style Why is this important to the company? A lot of the “right” people get screened out via a resume People who look good on paper/resume that don’t actually fit reality of job/culture How to manage/mentor the person you do hire Right person, wrong team… vision to see who will “blow up the locker room” Making sure you are in a position to get the most out of a new hire What burns them out/demotivates them and how to avoid it Allow you to really utilize all the features that are strengths (create a more well rounded team!) How do we build into your company? Profile yourselves & your team Look at the relationships of what already exists Understand what you really need Make strategic decision for similarity or diversity Profile each person to interview Run youtube interviews /linkedin profiles through their system Get a head start on your hiring process Creating custom interview questions based on insights Measure relationships between interviewer  and interviewee Confirm understanding of what motivates and what burns out Accountability vs recognition environments Gives the tools to accurately set performance metrics  Makes the intangibles, tangible from the beginning.  Hire Confirm fit & hire Rick’s Nuggets Understand yourselves then build your company values around  Do your homework, target & connect Interview for values first Key Takeaways: Soft skills assessment of candidates is more important than resume checklist Consistency and transparency in that assessment is critical, which is why machines should be used instead of a person with moods and distractions TAGS  #AI #data #videointerview #artificialempathy #strategiclinguistics  Links LinkedIn: Scott Sandland   Website: cyrano.ai This show is proudly sponsored by Criteria Corp 

Data Driven Insight into Your Video Interview Process with Scott Sandland

Entrepreneurs, take your mental health seriously because the life of your company depends on it! Our guest today: Sally Spencer-Thomas, President of United Suicide Survivors International Sally Spencer-Thomas is a clinical psychologist, inspirational international speaker and an impact entrepreneur. Dr. Spencer-Thomas was moved to work in suicide prevention after her younger brother, a Denver entrepreneur, died of suicide after a difficult battle with bipolar condition. Today we discuss: Why it is critical that you prioritize your mental health The 3 components of a strong mental health practice that you can build into your company  My entrepreneurial journey has been a plethora of highs and lows… At times: Question my purpose Question my judgement Manifested extreme confidence followed by imposter syndrome My saving grace: Having an outlet of physical & mental stimulation outside of business Jiu jitsu Challenge today? Cannot let mental unwellness show to investors or competitors Extreme self-reliance Can not take a mental health day When things go down it is on you  When it crashes it is on you A lot of pressure Isolation: Tend to be lone rangers Competition for funding, being first to market,  Less likely to reach out for support Evidence that we live on the bipolar spectrum, susceptible to maina: https://www.bphope.com/entrepreneurs-success-bipolar/  Why is this important to the company? The entrepreneur is the essence of the company.  You have to keep yourself well because it is on you People’s holistic health keeps people engaged in the company Talent will not stick around if they are not getting broader opportunities to find a passion for living beyond work How do we build mental health practice into your company? Appreciating that our mental wellbeing is part of our overall asset to the wellbeing of the company. Understanding of your own mental health and how best to promote the wellbeing of others. Upstream about driving a culture of care -- attract and retain talent, long-arc of productivity and success Upstream - Building protective factors, resilience as strong at it can be -- modeling self-care Eating, exercising, sleep Having the a team of the ready Front end your day with as much personal wellbeing investment as possible Walking the dog touches many aspects of wellness Midstream - Catching things early Before they become catastrophic -- what are the early warning signs that the wheels are wobbling. Measures put in place to course correct https://www.helpyourselfhelpothers.org/  Downstream - Where do we turn? Resources we have access to Dealing with the crisis in our lives What is the plan Crisis Text Line: https://www.crisistextline.org/ text HELLO to 741741 iRel8: https://irel8.org/  Key Takeaways: Commitment to investing in your health first Check out when your brain is not sharp Having a plan for crisis (personal) Kick the tires of mental health resources before you need them Links Guest website and social media platforms: https://www.sallyspencerthomas.com/ TEDx Talk: https://www.ted.com/talks/sally_spencer_thomas_stopping_suicide_with_story Entrepreneurs and mental health video: https://youtu.be/qrWbePKB-6A  Article: Prevent start-up suicide. Literally. Entrepreneur. https://www.entrepreneur.com/article/271435  Article: Entrepreneurs And Suicide Risk: A New Perspective On Entrapment Provides Hope. Forbes. https://www.forbes.com/sites/prudygourguechon/2018/08/23/entrepreneurs-and-suicide-a-new-perspective-on-entrapment-gives-hope/?sh=2b2e3cbb5385  Article: The Psychological Price of Entrepreneurship. Inc. https://www.inc.com/magazine/201309/jessica-bruder/psychological-price-of-entrepreneurship.html Carson’s story: https://www.sallyspencerthomas.com/history/  https://www.facebook.com/DrSallySpeaks/ https://twitter.com/sspencerthomas https://www.instagram.com/sspencerthomas/ https://www.pinterest.com/sallyspencertho/boards/ https://www.youtube.com/channel/UCfr2b_0rxSsItOgo021ykkw?view_as=subscriber Facebook @WorkplaceSuicidePrevention Twitter @WorkSuicidePrev Insta: @WorkplaceSuicidePrevention YouTube: https://www.youtube.com/channel/UCOjL6-clq63_G9X_F7Wp1mQ LinkedIn: https://www.linkedin.com/company/40849573/admin/

Entrepreneurs & Suicide Prevention with Sally Spencer-Thomas

Values are the foundation of what your company is built upon. As we all know, without a foundation, the structure that is built can be destroyed at any time. Too often the foundation is poured after the structure has been built.  Our guest today: Darius Mirshahzadeh (Mir Shah Zaday), Founder of The Real Darius & Host of The Greatness Machine Podcast Darius  is a dad, husband, twin, brother and son who was born and raised in California and now lives in Austin Texas. He is a serial entrepreneur, author, conscious capitalist, speaker and mad scientist CEO. He was ranked #40 in Inc 500 CEO’s in 2007 and #9 in Glassdoor’s Top Ranked CEOs in America for small to medium business. He participated in Birthing of Giants at MIT, graduated from Stagen Integral Leadership Program, is a TEDx curator and expert on core values. Darius’s new book, The Core Value Equation, explains everything on core values.  Today we discuss: Why values are so critical in landing unobtainable talent How to roll out a Core Values based recruiting machine There is a silver bullet to hiring! Smart hiring decisions are much easier when you evaluate people for evidence of core value alignment, rather than skills.  Challenge today? Social proof Everyone pretends to be a cool company Catfishing-  Making sure the best people show up A-players are never filling out job applications Why is this important to the company? Not seducing with $$$ Leading with core values Differentiating value proposition Value hires are stronger fits for the organization Cements a validation process You will win Hires You are building a better company You are only competing with yourself Foundation for a “REAL” conversation with each person Rick’s Nuggets People are attracted to opportunities that have a fundamentally stronger foundation Opportunity for growth is greater which fuels more impactful work How do we build a core value recruiting machine into your company? Discovery  What your values are Leading with values Content  2 of 3 hires are referral hires Design High utility value Translate into the most powerful language Roll out Teach team the language Immersed in the language Implementation Nurture  Implement in an ongoing basis Measure Measure for efficacy and optimize based on results Plug into your recruiting efforts Built a language for accountability in the organization Leading with values when contacting people Filter for decision making The people on the boat are in alignment with the values Dig deep in discovery for value alignment Rick’s Nuggets Design: build interview questions that unearth evidence of alignment with your core values Implementation: Train & assign specific questions for each interviewer Key Takeaways: Ultimate decision making engine Invisible scale - allow you to grow faster / better Magnet for top talent that shouldn't even consider your company (marrying outside your envelope) Guest Contact & Links: Darius: therealdarius.com Book: The Core Value Equation (Amazon)  

Leveraging Your Company Values to Land the Unobtainable Talent with Darius Mirshahzadeh

The keys to attraction and retention are transparency and process. Just like having a strong interview structure, Compensation structure is just as critical. Having clearly defined salary thresholds allows people to be comfortable with your environment while eliminating uncertainty in the minds of your employees.Our guest today: Louis Beryl, Founder & CEO of RocketplaceLouis Beryl is the founder and CEO of Rocketplace, a curated marketplace of high quality professional service providers. A 3x founder, investor, and board member, Louis began his tech career as a partner at Andreessen Horowitz and was also previously a YCombinator Partner part-time. Outside of being an entrepreneur and investor, Louis is an avid cook and has recently been perfecting his homemade pizza.Today we discuss:Benefits to establishing a compensation structure early on4 step process to building a successful comp planChallenge today?Setting a correct compensation structureDisparity in salaryMiscalibrated pay system How to promote and compensate properlyWhy is this important to the company?Ultimately compensation to align with the values of the companytighten range of cash & equity Wiggle room for negotiationTradeoff flexibilityDetermine range of percentile before you start ( Netflix 110%)Trade off on higher compensation is a recipe for disasterCompensation is what does NOT determine the levelProvides organizational transparencyManage expectations & promotionsWhen compensation changes, adjustments are across the organization How do we build a compensation structure into your company?Talk about what values you have in your compensation packagePeople feel that teammates will be paid very similarly Build compensation MatrixCash, quality, bonus, etcDetermine levelsFunctional areasCollect data (compensation data)Determines what percentile your organization is willing to payLeaders need to define what each level isInterview process at each levelPromotion processLive values through the interview processAdjust the interview process according to the interviewKey Takeaways:Think about what you valueThink about compensation in advanceDevelop methodologies to allow the organization to scaleGuest Contact & Links:Email: louis@rocketplace.comWebsite: Rocketplace   Facebook   Twitter

The Secrets to Building a Transparent & Fair Compensation Structure with Louis Beryl

We are in the greatest time for opportunistic hiring!  An unprecedented number of talented people are on the sidelines and now is your time to hire the people that will take your company to the next level.  All it takes is some creative thinking and a plan. Our guest today:  Scott Hamilton, President & CEO of Executive Next Practices Institute (ENP) Scott and his team of Nextworks partners provide executive and organizational programs around strategic planning & execution, internal innovation methods, performance management improvement and the pioneering use of “collective intelligence” alignment.  Today we discuss: Why to start executing your talent strategy next year Today The 3 critical elements to building your hiring plan - executing in a targeted way I find the biggest challenge today is that business leaders have not recognized the tremendous opportunity we have in front of us. That opportunity is displaced talent.   Challenge today? Getting lost in the covid fog Getting disconnected  Employment brand message is getting lost in all the noise Lost in person networking Need to force connections in a different way, that you don't know Expanding your network channels Why is this important to the company? Business value proposition, new ideas come from outside our industry Talent: High quality talent in other arenas Have skills, aptitude & capabilities to be successful Transparency & increase communications in our marketplace Be found easily and understand the value in working for your company Diversity, Equity (level playing field) & Inclusion  Rick’s Nuggets Leaders are still unclear about the opportunity we are in right now! Disrupting your own business through How do we build it into your company? Bottom up strategy Tap the collective IQ Clear on mission Shared purpose Not just say it, but live it Culture of learning Community Partner Talent Skills Valuing adaptability Ideation - create Culture that allows people to step up & take risks People who have good judgment Execution skills Execution  Acting with measurable intent Knowing KPI’s & OKR’s Pace & Rhythm Faster cycle to fail fast, learn fast 30-60 days (smaller projects to allow for testing) Reward & recognition for hiring - referrals Rick’s Nuggets Target and connect Build a strong referral strategy Communicate needs daily Ask for names & contact information of top performers Contact yourself Do NOT pitch your job/company/yourself Treat as a “get to know you” call Take your time Hire for value alignment / cultural alignment before skills Value growth Key Takeaways: Get started now on 2021 Business value creation  Talent value creation Guest Contact/Links Scott.Hamilton@enpinstitute.com www.nextworksstrategy.com www.enpinstitute.com

The 3 Critical Elements to Executing Your Talent Strategy for 2021 with Scott Hamilton

Consider the possibility that giving may be the answer that propels your business through challenging times.  There is nothing more alluring to talented people than a leader who finds cause to support. Especially when most businesses are hanging by a thread. Today we are talking to four business leaders who are giving back to the community and experiencing tremendous engagement from those they serve. Our guests today:  Charles Antis, Founder & CEO of Antis Roofing & Waterproofing Eric Morley, Co-Founder & COO  of Blue C. Creative Marketing Agency Wendy Ellis, Strategic & Creative Partnerships at Meruelo Media - KLOS FM Wing Lam, Owner of Wahoo’s Fish Tacos & Co-Founder of CA Love Drop These Four business moguls came together in April of 2020, to start up a charity called California Love Drop. The California Love Drop delivers meals and treats to our well-deserving Front Line Heroes and community neighbors in need. In October 2020, California Love Drop celebrates their 100th Drop!  Today we discuss: The importance of finding a cause & giving now How to build giving into your culture to spur abundance Now more than ever people need help. It is easy to forget this when so many of us are focused on keeping our businesses afloat.  With this uncertain business environment, your strongest talent is most likely “keeping their options open” so shouldn’t we be doing everything we can to keep them engaged and productive? Challenge today? Thinking about giving when we are treading water  Finding people that align  Charity is the best way to find great people Giving philosophy Nothing going on so no excuse to not give Why is this important to the company? Not afraid to try things and fail Time to do good Shine a light on good It becomes not about price but it is now about Value! Elevate yourself above your competition Rick’s Nuggets Cause attracts winners (people who will thrive in your company) People desire more than a transactional relationship How do we build cause into your company? Find a cause Alignment with your company that you hold a strong passion Doing something for your people that allows them to be proud of giving back Join it, promote it within your company Allow your people to own the success Become involved Participate consistently Make your story compelling Celebrate & Openly talk about your cause Rick’s Nuggets Start with what is important to you and your team Hire for cause / culture alignment (passion to the cause) Build in a knockout question in your interview process related to uncovering evidence as to the real passion for the cause Key Takeaways: Just say yes to helping people Continually show up Indirectly network to spur opportunity Cause Links: California Love Drop Hire Power + Working Wardrobes T-Shirt Fundraising Today's episode made possible by Criteria Corp #hirepowerradio #giveback #calovedrop #rebuildcareers #workingwardrobes #mixonesound

Why Giving Fuels Growth & Engagement with Charles Antis, Eric Morley, Wendy Ellis & Wing Lam

Our guest today: Jodi Duva, Vice President of Cox Business  Jodi is responsible for leading a world-class team delivering customized communications solutions to local business communities. Duva oversees sales and service delivery across all sales channels and has been leading one of the organization’s largest and fastest growing sales teams and consistently delivering double-digit growth.    Jodi is very involved in the community, and serves on the boards for Orange County Business Council and Girl Scouts of Orange County.  She plays an active role in both boards, chairing or co-chairing key committees.  Duva also gives back through volunteerism.  Fun fact: Duva grew up in the Boston area and is an avid New England sports fan.  Today we discuss: The importance of mental health of your people How to build mental health culture to increase productivity  Challenge today in this work from home environment? Virtualizing workforce yet keeping them nimble and able to pivot for life’s everyday challenges (or something more creative)  Keeping mentally connected and productive  Human connection and preserving your sanity and Cox’s brand is based on “Life gets better when we have moments of real human connection” Working from home can lead to increased productivity and happy employees, but for some, it can cause feelings of isolation, increased stress (working too many hours and not stepping away), wearing too many hats - are you employee, mom, teacher, etc…., lack of recognition Why is this important to the company? Maintaining human connections Productivity has not dropped off and in some cases, even gone up Engagement challenges Rick’s Nuggets Relationships are starting virtually now. Important to create bonding moments starting with the interview.  Extra time to become comfortable Invite perspective employees to virtual team based events Obvious solution: Implementing a policy of “me” time. Exercising, meditating and/or unplugging to balance one's self. - must alone time! How do we keep our people sane? Get creative!  Think outside the box.  Provide tools for your employees, but personalize it and JOIN THEM!  Be vulnerable, be silly, be human.    Fun ideas:  Selfie contests, Five for Fitness, Pet “yappy hour” (bring your pet to virtual happy hour) Yelling at your kids without the “audience” on your Zoom meeting catching on. Create Fun:  Pickle ball court, Beer Die Table – wait am I teaching my kids how to play drinking games?  Should I be ashamed or should I take the other side – well, if they are good at it when they get to college, then that means less drinking right? Filming Music Videos – Post your best music video to a Rick Astley Song - “Never Gonna Give You Up” –  Toilet Paper dance and “Together Forever” – husband wore a dress and the wife was Rick Astley in the suit…..    Digital access to physical & mental well being Zoom happy hour Bring dog to a meeting Selfie contests Video challenges (fun)  Rick’s Nuggets Implement Mental health policies NOW!  “Flag & Tag” in Communication Tool Calendar time into people’s schedules Key Takeaways: Be a leader that encourages/requires your people to do these things.  And don’t forget to recognize openly and often for accomplishments.  A simple email or phone call goes a long way!   Schedule analog breaks - No technology allowed! Get up and move!  Fitness breaks Make time for your favorite people Enjoy the wonders of nature AKA Go outside! Just say “no” - find balance Share and celebrate successes Guest Contacts: Jodi's LinkedIn  or Email: jodi.duva@cox.com   #hirepowerradio #coxbusiness #hiring #vpofsales #leader #volunteer #mentalhealth #employeewellness #orangecountybusinesscouncil #girlscoutsoforangecounty

Virtualization is Downgrading the Mental Health of Your Employees with Jodi Duva

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