Thrive or Dive

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Control what you can

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Why won’t you work?!

5 Key Points

1. Hire with intent
2. The Myth of Set’n’Forget
3. Context is King, Concrete is a Solid Foundation
4. Connecting the Dots – Network Your Team
5. Taking the Team on a Journey

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Hiring for an output vs.

Hiring to replace

Why are you hiring?

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Is it to replace an existing role or is it because the business is growing, or you want it to grow?

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One is based on maintaining the status quo and the other is about growth or adaptation.

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Get clear on the reason for the role and half the work is done.

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How do you work it out though?

�

Hiring for an output vs.

Hiring to replace

Powerful questions:

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• Do I expect this role to create stability, order or growth in the business?
• How long do I want this person to stay in the role? 
• What should this role produce? 
• What will change / happen in my business if I hire the right person? How will I know it’s working?
• Is this role about profit generation or is it a support function (or a mix of both?)

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Hiring for an output vs.

Hiring to replace

Tip sheet available in download:

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• Don't just copy what you do, identify the key work and get rid of the crap before advertising

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• Reverse pilot: Consider leaving the role vacant for a defined period & see what happens

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• If you need new viewpoints, look for diversity

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• Once you’re clear on what you want, look for attitude / strengths / fit / archetypes

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• Don’t be generic: everyone has a pulse, but you wouldn’t list it on your resume�

Summary

• Define the role and what you want from it

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• Select the right motivation, skills and personality fit for the role

The Myth of Set’n’Forget

You’ve secured your candidate.

Great, onto the next thing

*wipes hands clean*.... WRONG

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If you leave them to their own devices,

you’ll get their vision for the role and not yours. 

�Work expands to fill time.

�Most owners fail here because they either don’t know what to do or they move on too quickly and get distracted by a shiny thing.

�

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The Myth of Set’n’Forget

Tips:

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• Don’t mistake experience for onboarded

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• Be clear about what the key expectations of the role are and verify the outputs

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• Culture is “How we do things around here”, this takes time to understand

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• Test what works with the employee; the PD isn’t carved in stone

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• Spend time showing employees where & how to access key information & key relationships

�

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Context is King,

Concrete is a Solid Foundation

Like a Jigsaw Puzzle With No Box

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It’s hard to put a jigsaw puzzle together without seeing the box.

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You can’t show them the box, but at least you can describe the big picture they’re trying to make - that’s context. 

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Concrete makes for a solid foundation - that goes for roles too. Help employees understand with clear, well-defined examples of what good looks like. 

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Tidy up the showroom vs We’re having a VIP event in the showroom tonight, make it sparkle

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Context is King,

Concrete is a Solid Foundation

Tips

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• For context use analogies and metaphors to help people understand new concepts.
• Context - “I’m like a psychologist for your business”

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• For concrete use examples, targets, comparison tables, checklists, frameworks
• Concrete - “A successful day in your role looks like….”
• Concrete - “A good accountant files taxes on time, a great accountant makes their client tax plan before it’s time to file”

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Context is King,

Concrete is a Solid Foundation

Tips continued

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• Provide micro-feedback rapidly as well as times to reflect - you don’t ask a dog to sit and then give it a biscuit in 3 weeks.

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• Give everyone the why, what, how, in that order
• Sometimes the why and what will be all you need

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• Combine Concept & Concrete: we're trying to do this because this and here's where you can find out what to do if you're not sure

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Connect the Dots,

Network Your Team

If you don’t want to be involved in every decision, you need to enable the team to make decisions.

�If there aren’t lines of communication internally, the responsibility will always be with you.

�Create a bus route and a city loop in your business. Add trams if you need.

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Connect the Dots, Network Your Team

Sunbury to Craigieburn station is 90 mins on train

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Or 35 minutes by car�

Do you really want to be as busy as Southern Cross Station?

�

Tips:

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• Define roles and responsibilities clearly, make them public to the team

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• Continually offer up ownership once people have bought in, support their growth

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• Encourage the team to problem solve on their own once they know the Why and What (This includes letting them fail)

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• Your business is a vehicle, you’re the driver. Help the team understand how they fit in with the other parts of the machine. Then you set the direction and steer.

�

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Connect the Dots,

Network Your Team

Summary

• Onboard for the role
• Explaining
• Training
• Integrating the role with the team

All Aboard,

Taking the Team on a Journey

Well-oiled machines still require occasional maintenance

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Now that you have a networked team that communicates together, your job is to set the destination and control the narrative.

�Ask the right questions, entrust capable people to make good decisions with the right information and viewpoints.

�Get out in front and invite them to come on the journey with you.��

Summary

“Conduct the orchestra”

�Develop the roles with the business

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• Business needs change and so do skills as people grow

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• Regular communication about where we’re going

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• Leadership by getting out in front and saying come with me

5 Key Concepts

• Hire with intent
• The Myth of Set’n’Forget
• Context is King, Concrete is a Solid Foundation
• Connecting the Dots – Network Your Team
• Taking the Team on a Journey

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Controllables - how we:

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• Define the role and what we want from it
• Select the right motivation, skills and personality fit for the role
• Onboard for the role
• Explaining
• Training
• Integrating the role with the team
• Develop the roles
• Business needs change and so do skills as people grow
• Regular communication about where we’re going
• Leadership by getting out in front and saying come with me

Summary

Watch the Webinar