Thousands of tiny decisions and bold action steps have empowered you to get to the point in your business you’re at now. The good news is, there are only 2 main action steps that are critical going forward for you to rapidly grow, scale and to free up hours of your time every day to give you a life of wealth, fulfillment and freedom. And that’s to continually be —
Without the right people on your team, your business will stagnate and you’ll experience constant overwhelm, aggravation and burnout.
With the right team you’ll wake up each day rearing to get moving on the next project, to traverse the next challenge, and to build your company ever bigger and more profitable.
There are few greater highs in the world than working with a great team.
In fact, with a high-performance team of like-minded people you enjoy working with, you won’t be thinking everyday about the day you’ll finally be able to retire.
The opposite.
You won’t be able to ever imagine yourself not having the joy and excitement of working with this extraordinary group of people and accomplishing phenomenal things together. Woven into this is taking off as much time as you’d like, knowing your peeps can handle almost anything with or without you.
Here, in sequential order, are the critical steps you have to get right (which I will help you with), to continually and economically build your high-performance team —
We’ll document all your key processes in detailed Standard Operating Procedures (SOPs) to empower you to easily and effortlessly delegate everything unnecessary for you to be doing to freelancers, subcontractors, and employees.
This is a critical step that many companies are under too much pressure and in too much of a hurry to take the time to thoroughly create. And yet having well-thought-out SOPS is money in the bank.
Without them, life will get more and more stressful given you will never be able to easily and effortlessly delegate.
With them, you can more effortlessly hire freelancers and employees to free up your time. This free time is crucial for you to stay balanced and passionate rather than stressed, overwhelmed, and burned out.
With detailed SOPs and having that high-performance team, you will be empowerd to focus on the most important things to launch your business continually forward toward greater and greater efficiency, growth and profits.
Automating everything you don’t need to be doing yourself will save you crucial hours every day and thousands of dollars a month.
This is an absolute necessity, even before making your next hire.
It saves you from having to pay someone to do the very things you can have a computer or a simplified process automatically do for you.
One of my two technology companies specializes in this type of automation. I helped multiple enterprises, from a carwash to twelve of Tony Robbins companies, free up hours of both the owners’ time and their teams’ time by removing unnecessary steps from each team member’s tasks.
Figuring out simple workflows oftentimes will half the amount of time spent on these otherwise bloated procedures . . . and thus it will potentially half the amount of money you are spending on salaries.
SECRET #1: When To Hire
Few entrepreneurs realize to make great hires and to continually grow and scale your company, you should ALWAYS be on the lookout for new hires.
Even when you don’t think you need to.
Why?
Because, really good people take time to find and train. And even if you don’t need a position filled just yet, you can always hire someone with promising potential for just a few hours a week, or month, or for a very limited job. This gives you the opportunity to have a continually expanding group to choose from to comfortably delegate more and more to. The key is, you’ve already had the opportunity to vet them. And there’s no better way to vet a new hire then to work with them on a few smaller jobs before hiring them to take over bigger ones.
SECRET #2: How To Choose The Perfect Employee
No matter how good someone’s resume appears or how good they appear in an interview, you never know how good of an associate they will turn out to be, or how good of a fit they are for your company until you see them in action . . . both working by themself and with your team.
Rather than waiting until you are under pressure to fill a position, build your team of part-timers so you are ready at any moment with the right person already in place, ready and fully capable to join your team. SECRET #3: The 4 Key Questions (& Answers) Regar
SECRET #3: Know The Answer To These Questions
The 4 Key Questions you have to decide upon before choosing a potential hire are:
These are critical questions.
For someone with decades of experience, they are elementary questions with clear choices.
When you’re growing and under pressure, trying to divine the answers yourself can lead to taking all the wrong actions.
And you’ll quickly discover why building a team will either be your greatest nightmare, possibly even leading to your downfall . . . or your greatest dream, leading to a life of fulfillment and freedom.
For each new hire, I will help you make the simple powerful choice regarding all 4 considerations.
The answer is counter-intuitive, especially when you hear business gurus all the time advocating getting so-called A-Players.
First, you have to know how to manage an A-Player if you expect them to stay with you. Not to mention, you have to be able to pay them an A-Player’s salary . . . or else they won’t stay for long.
For key positions, you will indeed want to be able to identify and hire an A-Player. I’ll help you with that.
For other tasks and positions, there’s no reason to always spend top money on top talent. In fact, A-Players, if forced to do a lot of elementary tasks, will get bored and will want to leave.
For jobs where you or an existing team member have the skills to easily guide a beginner and to initially oversee their quality of work, you should consider hiring a novice or someone with intermediate versus advanced skills. For a fraction of the price, you will have someone who is highly enthusiastic and in a relatively short period of time, will be just as proficient at these less critical tasks as an expert.
The major challenge though, is finding a person who has:
The 3 Characteristics of A Great Novice:
(By comfortable, I mean they are someone you and your team enjoy working with.)
Most of the people you interview will not be that right person. Yet hire the wrong person, and you’ll quickly find yourself spending more time than if you had done the job yourself. That’s not to mention becoming more upset, overwhelmed and even more stressed than you or your team already may be.
The good news is, I’ll help you find the right person for the best price . . . and people who will stay and grow with you. Having a great team will be the single most important factor in your success or failure.
Working together with you, you will have in me someone who has interviewed and hired hundreds, probably even thousands of people over his career.
Who you choose for your team and how you manage each associate individually and collectively will be the single greatest factor that will either make you or break you.
I’ll make sure it makes you . . . and I’ll work with you to grow and scale your company to the heights you are envisioning.
You can hire the right person, but if you have the wrong agreement — or no agreement at all — at some point, you may find yourself in a world of hurt.
Particularly with A-Players.
Many entrepreneurs fear they may lose an A-Player with a really strong, definitive agreement. And they often are right . . . if the agreement doesn’t have a balance of protection and benefits for both sides.
Without those dual benefits in an agreement, A-Players won’t sign.
Yet when things are not in writing, you will quickly find that you and your A-Player can have two completely different memories of what was verbally agreed upon and what was expected for a continuing healthy relationship.
Yet when you have the right things in writing (which you have to provide to your attorney), it prevents all of the aggravation and grief entrepreneurs endure when they don’t have such rock-solid and incentivizing agreements in place.
The key here is threefold:
1) Detailed and Easy-To-Follow S.O.P.s
We’ve already defined this in #1 of this accordion menu. The other key is creating and putting in your agreement:
2) Scaled Incentives
Scaled Incentives are critical to keep you’re A-Players highly motivated. Well thought-out scaled incentives often will enable you to get an A-Player at a lower hourly rate or salary.
Why?
Because, what distinguishes an A-Player is their ability and confidence in being able to produce above and beyond the average.
But if they’re not rewarded for doing so, they will soon get discouraged and look for greener pastures.
3) A Tri-Mediation Agreement™
A Tri-Mediation Agreement™ is a specialized addendum that prevents you from ever having to worry about spending hundreds of thousands of dollars of legal fees and years of your life in court. I am the creator of this type of agreement. You will likely want to add this addendum to every agreement you sign in the future. With it, you’ll never again lose sleep over a thorny dispute or worry about a client, partner, investor or associate threatening legal action against you. With a A Tri-Mediation Agreement™, you will efficiently resolve disputes in weeks rather than years of time, and with a tiny fraction of the cost.
Like most entrepreneurs, you are likely hiring me to solve a particular issue for you or to produce a specific outcome — to create a high-performance team, streamline your operations, or to resolve a major conflict you may be having with an associate, client or investor. Once you see how quickly I can solve what may right now appear an impossible problem, we can talk about me becoming your Zero Equity Partner.
Here are just a few of the extraordinary benefits you and your company will reap if it’s in both our best interests to have this special arrangement:
The main danger of growing your company quickly and expanding your team rapidly is, unless there are continual measures getting put in place to streamline your operations, expenses can quickly get out of control and stress levels can skyrocket.
And when you or your team are stressed, productivity and profits go down and conflict rises. This can lead to the nightmarish scenario of everything you’ve worked so hard to create suddenly falling apart.
The type of the streamlining I’ll do with your company was outlined above in Building Your High-Performance Team and in the accordion menu subsection, 2) Automate Before Hiring.
In addition, I will look at any area of your operations that may be bloated with unnecessary steps, and thus costing you unnecessary money.
Most entrepreneurs are so busy growing, they don’t have a clue how bloated some of their procedures have become, how much time these procedures are taking their team, and how much money it’s taking from their bottom line.
