Andrew Wilkinson’s partner, Chris has this framework. If you say to a potential employee, partner, etc. “the ball is in your court”, do they follw-up in 24 hours? Do they move the ball forward? My First Million, Ep. 301, minute 49:02 Continue reading How to spot an All-star?
By hearing how your product actually changed the customers’ life, your sales team will believe in what they are selling. They will know that it truly works and there is nothing more convincing than someone who truly believe in something. You can either trick yourself into having the right tone -Alex Hormozi on My First Million, Ep. 271 at 1h04mins Continue reading The best way to train a sales team is to get them to listen to the testimonials of the people that they sold to last week
Equal risk, Equal rewards. Andrew asks the employees that will get equity in the business to have skin in the game. That can take the form of them buying some stock options with a check or the company offering them a loan personally. -Andrew Wilkinson, MFM podcast min. 41 Continue reading For employees to get equity, they must feel like they can lose something
When you’re thinking about hiring someone, no amount of skills can compensate for a lack of cultural fit. Therefore, your first make or break should always be about the cultural fit. Then you should evaluate the skills. -AJ Patel Continue reading Hire for cultural fit prior to skills
Don’t hire losers. They might be able to do the job for which they are hired. But that is not good enough. Especially at a startup where you are able to hire a lot fewer people than you would like. Here are some of the questions you can ask to detect losers: “Tell me about what you studied in college, and what were some of your favorite classes?” A person who spent $120,000 and dedicated four years of their lives to any pursuit better be able to speak eloquently for five minutes on that humongous experience. Or else they are … Continue reading Filter out losers with those questions
Could be about History or Knitting. I’m topic agnostic. That’s not the point. It helps me find passionate people who are curious and linear thinkers. -Alex Lieberman, Twitter Continue reading Favorite interview question: “Teach me about something you’re obsessed with”
Do a dream exercise with them. Go to a conference room and ask the following: “Who are you” “Who are you trying to be by the time you’re done here” This job is like getting into a car. It’s going on a roadtrip. You’re gonna a bunch of other people in the car with you, we’re cool, it’s gonna be a fun hang, the music is good, the vibe is nice. Ok we’re trying to get to some destination, and your job is not to be focused on the car, making the car as great as it can be. Recognize … Continue reading When you bring someone new on the team
We’re all hungry for a map to joy, and when someone is courageous enough to draw it for us, we naturally follow. So when you ascertain your counterpart’s unattained goals, invoke. your own power and follow-ability by expressing passion for their goals – and for their ability to achieve them. –Never split the difference, p.231 Continue reading Show your ability to help someone attain their goal and they will follow you.
The key issue here is if someone gives you guidance, they will watch to see if you follow their advice. They will have a personal stake in seeing you succeed. You’ve just recruited your first unofficial mentor. –Never split the difference, p.136 Continue reading In a job interview, ask: “What does it take to be successful here?”
Robin Miller suggested than an external candidate, looking for a senior position, had better be at least 30 percent better than any internal candidates to get the job. Why? Because you know all the faults of an internal candidate – they may have worked for you for years. But external candidatescome to you free from errors made in the past. -How to get rich, p.229 Continue reading Promote from within when you can.
Roadmap to Billions 