How to Hire an AMAZING TEAM (Part 1)

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Welcome to the ten minute MBA.I'm your host, Scott declary. On the ten minute Mba I give youtools, tactic, strategies insights that you can use to start, scale,grow or x Your Business. Today I'm going to teach you how to builda team from scratch. Some of the things you have to think about.This is probably going to be a two parter because I have a lot ofnotes here and I want to get through it all. And I think it'simportant because I think hiring your team is probably one of the most difficult thingsthat you can do as a start up founder. So hopefully I'll give yousome tips and some strategy and how to do it right. So a coupletopics that I want to tackle today. First, I want to speak aboutnot being a superhero and avoiding the hero complex so you can build a team. Then I want to speak about how to find good people. I wantto speak about the importance of making your employees feel valued and then I wantto speak about creating a great workplace culture. So these are all things that areimportant for a founder. Doesn't matter if you have product market fit yet, doesn't matter if you've raised your you know, seed or your bootstrapping oryou've raised your series ABC. If you don't figure out how to how toactually build an incredible team from the get Goo, you're going to fall flatat some point. And even to extrapolate and to double down on this concept, Microsoft, micro soft, is an incredible company. Bill Gates built anincredible company. Bill Gates is a very aggressive individual. He built a companyfull of people that push, Push, push, they were aggressive and thatserve them well for years until it didn't and they got in trouble at thatcertain points in their company lifetime. So the goal is to build a teamproperly from the ground up, build a culture properly from the ground up.That's enough of me trying to enter this let's just get right into it,all right. So, if you are...

...a small business owner or an entrepreneur, you know what it means and you know what it takes to build abusiness from the ground up. It takes smart thinking, it takes some ingenuity, it takes a ton of hard work to create that business, to buildup your baby. But many small business owners are very protective of their visionbecause they know exactly where they want to take their business and they know whatthey've had to go through to get to the point that it's at today.But sooner or later, though, most entrepreneurs, small business owners, recognizethat they need help to grow, meaning they have to scale themselves. Theyhave to make themselves redundant. They can work eighty hours a week, butin order to meet the actual demands of their growing business, it takes ateam. So let's jump right into why you need to get over your herocomplex, because most entrepreneurs are living some form of hero complex. They believethat they have to do everything for themselves. You Trust yourself the most. You'rethe one who understands your vision the most. You're the best person tosee that vision come to fruition. That's a great plan and that's a greatattitude when you're just starting and you've done nothing yet. If you have avery small business, that only depends on your effort. Technically, you've justcreated a high paying job and not a business, but that's a different conversation. So there are some small businesses that can be run by one person.However, if you want to significantly expand your business, you're probably going toneed some help, and I'm going to tell you right now you're going toneed you're going to need help sooner than you think you need help. So, for most businesses, great successes arise from having an incredible team of peoplethat support you and support your business. You need to find a group ofpeople that understand and share your values, have a strong work ethic and havethe skills to push things forward. So if you have Superhero Syndrome, andwhat Superhero Syndrome or hero syndrome is, it means that you feel that you'rethe only one who can do things well and you should be doing everything yourself. You have to get over that. To quote Chris Ducker in his bookvirtual freedom, Your Business is your baby,...

...and who better to take care ofthat baby than the person who gave birth to it? You, however, this will eventually catch up with you and the strength you possess as anentrepreneur will start to backfire. It will leave you stressed and overworked and ultimately, you will be no good to anyone or anything, including your business.And Chris Docer isn't the only one to recognize his need for a strong team, outsourcing work well, understanding how to higher well. It's critical small businesses, large businesses. Let me give you another example, another case study.Hilary care and Catherine power are the creators of the extremely popular blog who whatwe're what started as a small newsletter eventually expanded into a highly lucrative, highlyprofitable blogging business. Now you may think, oh, it's just a blog,I have to write a couple articles, I can take care of that myself. They did not do this alone. So they interviewed Fashionista and Hillary CareAnswer the question. How do you manage to juggle all of your differentprojects at the same time? She said, quote. As we continue to grow, it's always hard to let go certain aspects of your job that youlike and projects that you want to be super involved in but don't have thetime to be. Having the right team in place for us in our companyhas also been huge, but also thinking is this something that only I cando, or is this something that I can delegate to another wonderful member ofmy team? It's been a balancing act and I think it will continue tobe. Bill Gates, the founder of Microsoft, used to have a bigchallenge with delegating work to his team when he first started his company. Hestruggled to trust employees and had a strong urge to micromanage. When it's companyfirst launched, he wrote most of the code and rewrote or reviewed everyone else'sas well. His need to manage everything began to affect his company's productivity.Over time, he also realized that this was not the best thing for himor the company. He began trusting others to manage. You hires right code, market his products and many other things and tasks. He even began torealize as some of the people who work for him were better than he was, and that truly is the goal. Hire people that are better than youat whatever it is they're doing. If you're an entrepreneur, establishing a teamis key to your overall success. So...

...now that you understand that you can'tdo everything yourself, and if you still think so, give your head toshake, because you really can't. Now you have to figure out how tofind good people. So you know you need help, but how do youdecide what's missing from Your Business? Before you can hire the perfect team,you need to determine exactly what you need help with. Do you need employeesyou can take over some of your responsibilities, or do you need to hire peoplewith expertise? You don't currently have. At some point you'll probably need someof both. So first is to determine what your business is missing.So here are some quick and simple ways to know when it's time to expand. You're not able to do big tasks because you're spending all your time onsmall work or focusing on small details or routine work. Rather, your customersare not getting the attention they need. You're falling behind on work and yourtime blocking. You're managing your running out of time with your family because yougive commit all your time to your work. You're burning out, you're staying up, let your working weekends. These things are things that happen in business, but just know if you're a solo priner, they're going to happen alot quicker and you have to hire to make sure they don't happen too quickand, of course, if you have stead the consistent work, not justa week or two of intense work. If you or your current staff areconstantly overworked, frustrated, stress getting sick, if you are turning down work becauseyou can't keep up, if you need someone to do a very specializedtask, that's another reason to hire. If you're making enough money to hireemployees find some way to expand. Having a few busy weeks isn't necessarily meanit's time to hire an additional employee. But taking on a full time employeecould be a fixed but it could also be a mistake if you can't providethem with ongoing work. So you have to be aware of where you're atin your business. You don't want to pay a salary to somebody who issitting around with nothing to do, but you also don't want to be burningout. So it is a little bit of a balancing act and you haveto be very aware of where your business is and what your needs are.If you need occasional health finishing something, and you may even want to lookinto freelance workers or contractors. You can hire consultants with specialized skills. Butif you have enough money in the budget for a new employee, this willhelp increase revenue. It's probably good, probably rather a good idea to bringon a new hire. You may only...

...need parttime help at first, butas your business continues to grow, those positions will turn into full time work. So understand where you're at. Understand if you're stressing out or if it'sjust a short period, a little sprint of extra work. Understand your options. Full time, part time, freelance, contract, upwork, fiver. Understandall these things. Take stock and just know that it's not normal tobe working ninety hour weeks for the last six months. That's a good signthat you need to hire. You need to build out, you need togrow. And also, if you say, well, I can't afford a personyet, well maybe it's time to consider either the commercial model of yourbusiness or to find a quicker path to revenue or to go find some investment. Or perhaps, if you're taking on a salary, pack yourself a littlebit less so that you can hire somebody. Find a way to scale yourself,find a way to make yourself redundant. Now, after you've decided that itis time to hire, how do you find applicants to benefit your company? So many entrepreneurs get burnt by bad employees. This can cause some peopleto want to avoid hiring somebody too quick or only hiring when there's way morework than they even like. They should have hired like six months ago,but now they're just hiring now. So instead of starting the cycle of hiring, they buckled down, their determined to do the work themselves. They passthe work on too existing employees, as is all no good stuff. Soyes, UN incompetent or an unethical employee is difficult to forget, but itshouldn't give you cause to assume that every single employe hire is going to bethat way. There are good people out there, good workers, people thatare ready to support your business. You just have to know how to findthem. So to find them, you have to define what good is.You have to define your business culture. So, if you've ever worked anywhere, you've probably heard the term business culture or workplace culture or company culture.Basically, the culture of your company is a combination of your values, yourtraditions, your behaviors, your attitudes and your beliefs. The culture can bepositive or negative and you, as a founder, CEO, executive entrepreneur,have the power to guide it and shape it, and you should be purposeful. So culture does not mean you're just...

...copying yourself and hiring other people thatare you. Culture means that you are creating a culture with purpose that supportsthe growth of Your Business, your employees, it supports your vision, it supportswhat you want to stand for. It supports what your company should standfor, and it's again not just copying and pasting you as the founder andwhat you like. Amongst all your employees, the people you hire will have alot to do with your business culture. They shouldn't feel the need to fitinto a mold. They should add on to your culture in a positiveway. So, in order to maintain the type of culture that you want, it's important to hire people that enhance it instead of diminishing it or justreplicating it even for that matter. So you look for people who share valuesinline with your culture, because you defined what culture is, you define whatgood is. They want to augment it. They're excited about the opportunity to contributetheir piece to that larger puzzle. For example, imagine that you arein a business selling outdoor camping gear. You decide to focus heavily ongoing greenand your companies. You know ecological footprint and impact. When you hire employeesfor Your Business, you want to hire people who are knowledgeable about outdoor gearbut also care about the environment. And this is a very small slip overof what a culture is, obviously, but that's a at a very highlevel of very simple explanation. The culture that you're cultivating is embodied in thepeople that you hire. A person with zero experience in camping, well thatcould be a detriment. But if they actually really do care about living agreen life and there's somebody that is so passionate about some of the non tangiblethings in your culture, well there's other things you can look for that canfind and help that person find rather their place in your company. And itdepends, of course, on the job that you're hiring for. Some peopleneed more heart skills, tangible skills somewhere experience people. You can't negate adegree or required accreditation, but sometimes you can teach a job if a personis motivated or curious enough or intelligent enough...

...to do a job. And alot of the other things that will make that successful is whether or not they'repassionate about where they work. And that stems from whether or not they careabout what that core culture or that core driver that permeates your company is.So now that you've defined your culture, you know what your culture looks like, you know what you want to find in potential hires. There are severalthings that you have to look for. Again, outside of the hard skillsthat will bring you the best people. So first you want to hire peoplewith strong integrity and character. Your employee should be knowledgeable about your products but, more importantly, in most cases they should also be ethical people that youcan work well with and who can work well with others. More than anything, you want to avoid hiring talks of people who will cause the vision orharm or discord in your company. You want to hire people that augment theculture of the company. Warn Buffett, there's a famous quote that he says. So He's obviously billionaire CEO of Burkeshire hathaway. He says we look forthree thing when we hire people. We look for intelligence, we look forinitiative or energy and we look for integrity. They don't have the ladder, thefirst two will kill you. And if they don't have the ladder,the first two will kill you because if you're gonna get someone without integrity,you want them lazy and Dum. Basically, he was making the point that integrityis more important than simply having a smart or energized employee. Hiring trustworthyemployees means you can unburden some of your responsibilities without fear it also means thatyou're providing other employees with a safe work environment. Your workplace should be sensitiveto your employees unique needs and have a low risk for things like sexual harassmentand discrimination. Consider these questions to help you determine if your new hire hasa kind of integrity you need for your business. Do they have a positiveattitude at work, or they always complaining and bringing down the morale? Arethey able to communicate openly? Do they follow through with commitments? If theytell you they will do something, do they try their best to do it, or do they just ignore it and...

...forget about it? Are they ableto hold themselves accountable? In other words, do they continue to do work welleven when you're not present? Are they willing to take responsibility for theiractions? Do they always blame others when something goes wrong? Do they spendtheir time building people up, or do you hear Them Gossiping or Tearing PeopleDown? Are they concerned about their ego or the good of the company?In the team? No employee is going to be perfect, but a teammember that works with integrity will produce ongoing results and at least try to figureout how to get it done. If they haven't figured it out just yet. Almost everyone recognizes the person of character, and this attribute will go well beyondyour immediate workforce. Your customer base will respect a company that hires trustworthypeople. Your partners, your vendors, you're basically your entire network that hassome stake in your company or communicate to their company at some point, respectswhen you hire these kinds of people. The second point is to create adiverse team of people. So today's business world is starting to recognize a needfor diversity, thank God. The business landscape has changed immensely over the pastsixty years, and I'll if you haven't realized by now that diversity is astrength rather than a weakness, you are definitely falling behind. A diverse workteam has incredible benefits. Increased productivity, more creativity out of the box thinking, greater innovation, faster problem solving, reduced employee turnover, marketing that ismore inclusive and sensitive to various demographics, enhance company reputation. Like there's asignificant list of positives when you have a diverse workforce. Diversifying your team isnot always an easy task if you haven't put any thought into it, becausepeople who are similar tend to spend time with others like themselves. It's wenaturally gravitate towards that. So this makes it hard to find different types ofpeople. And that's what I meant when I said you don't want your companyculture to just be a cat copy paste of the founder. You have tofind people that augment the culture, not just replicate it. So, ifyou want to bring people from many different...

...demographics and backgrounds, here's a fewthings you can do so make diversity part of Your Business Culture. So,before you begin hiring new employees, resolved to make your business culture a vibrantand diverse you want people who have common goals, but avoid confusing that withpeople who are all the same. Number to, determine your criteria before theinterview, so to prevent a subconscious bias when interviewing and hiring, choose yourcriteria before you begin interviewing. That will help you create all applicants in anunbiased way. Number three, have a diverse group of people interviewing. Sowhen you interview, have others on the panel beside yourself. Invite people fromdifferent demographics to help you choose employees. Number four, post job opportunities ina variety of places. So, in addition to where you would normally posta job opening, pick non traditional places to post your job openings to,even if they don't seem like an obvious choice. Test and try new things. Number Five, at ten, jobs up fares and different communities. Sogo to job fairs of communities and, I colleges that have a more diversepopulation. You can also go to nonprofit organizations that advocate for those who areunderrepresented and work with them to put jobs in front of people that are ina population that perhaps you're not actively part of. You should try and makeyourself actively part of more diverse communities. If you do all these steps,you will end up having a stronger team, I can guarantee you. The nextthing you should do to find a great team is to use a varietyof avenues to find good people. So you may know exactly what kind ofpeople you want, but how do you actually find them? So the bestway to recruit in people is to use a variety of avenues, such asnumber one, personal network. So chances are you've built a relationship with customers, clients and business partners. Use those relationships to ask for referrals and recommendations. They may know the perfect person for your business. Number two, socialnetworks. Linkedin as a wellknown resource for finding good help, but you canalso use a social media platform like facebook if you want to diversify or expand. Number three, online job boards. So popular job boards you can tryare indeed career builder, Zip Recruiter. If you work in a niche industry, is probably better to find a more specific job board. For example,if you work in tech, you may...

...want to try dicecom. If you'relooking for a writer, you can try a plobe pro bloggers job board,E. Financial Careers, if you know you're looking for somebody to work infinance. Number for probably a little bit more pre covid, but like carrya business card with you because wherever you travel you're going to meet interesting peopleand there may be an opportunity to work with them. And then next tipwould be to use your branding in your recruiting ad. Someone posting an adfor your job opening, such as nonline, or even in newspapers or on aphysical job board. Remember that branding is important. You may not beselling a product, but you are selling your company. So if you wantto attract amazing applicants, give them a reason to apply. Try to thinkof creative ads, ads that will get them interested in your business as wellas give them a clear idea of your company's ideals. That will also helplower the number of applicants that are a poor fit. And I'm actually goingto pause for today and then I'm going to finish up with a few morepoints on how to build out a good team tomorrow. So today, justto recap, we covered why you are probably victim of a hero complex andhow to get rid of it, how to find good people and how tooptimize your recruiting through determining what Your Business is missing, finding applicants that canbenefit your company, Defining Your Business Culture, focusing on integrity and character, creatinga diverse team and using multiple avenues to find the people that will fityour business. Remember any business questions you have. Don't worry, I gotyou. This has been another ten minute NBA. Have a great day.I'll see you tomorrow.

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