Practice English Speaking&Listening with: Building High Performance Teams In Business | The Difference Between Company Success & Failure

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(gentle music)

- Hi my name's Peter Boolkah and welcome to today's edition

of the Transition Guy where I'm gonna be covering team.

Now when I'm talking about covering team,

how to make very quick decisions on your team.

Now for those of you listening on the podcast

I'm going to be using flip charts so you need to head

over to boolkah.com/003 to be able to see

the visual aids I'm gonna be using.

So whenever I see my clients and they come to me,

one of the biggest challenges that all SME owners

seem to have is their own team and their own people.

And I cannot begin to tell you the number of people

that over-complicate this area,

not to say that it isn't a complex area,

but I'm gonna give you today a very quick four boxes

where you can make effective people decisions without

the procrastination, and where I really got this from

was from Jack Welch, now those of you who do not know

who Jack Welch was, or is, he's a retired CEO

of GE Electrics and many would argue,

probably one of the finest CEOs of the last century

and one of the greatest developers of people.

So if we look at the flip chart behind me,

you can see we've got two axes, along the top,

we've got results, and that's quite self-explanatory,

you've either got positive results

or you've got negative results.

And then on the left-hand axis going down,

you have values, which are either positive or negative.

Now, values is probably the area that causes

the biggest challenges for most business owners,

especially in the SME marketplace.

Now what I mean by that is that most businesses,

business owners, especially, they never articulate

what their core values are, and your core values

are really the things that are important to you

and if you never articulate what your core values are

and you never hire people along your core values,

what you tend to find is you hire people,

they don't resonate with you, they grate on you,

and they P you off, and Jim Collins says that

when you wanna scale a business up,

your first 20 hires are your most crucial ones.

If you get 20 people all sharing the same core values,

same mindset, same attitude,

you can scale your business up comfortably.

If you don't do that, then you bring people

that are not aligned to those values

and they're like little terrorists in your organization.

It makes scaling up very difficult

and really it makes making money actually quite difficult.

So what happens when you have someone on your team

that's getting negative results,

but they have positive values, i.e. all the right attitude,

all the right attributes, but they just can't get it to work

for whatever reason, they can't get you results.

Well the first port of call will always be,

we've got to train them, make sure that they have been

trained, because again, there is a massive challenge

with a lot of companies, they don't have a proper

training structure in place, so they normally say,

"Well this is your training, go and do the job,"

which doesn't work too often, and the other thing is

we've gotta make sure that we coach them.

Training them is one thing, giving them the knowledge

is all great, but actually coaching them

to the understanding so they can actually do the stuff,

that's a totally different kettle of fish.

So we train and we coach.

However, if you look at the flip, I've put "within reason."

Because just because you've got the right value set

you may not be getting the results

because the talent level isn't there.

And this is quite a contentious subject

'cause a lot of people say, "Well you can't say that,

"you can't say that people have different talent levels,

"because we are all equal," nah, we're not all equal,

forget that myth, the fact that at school,

they don't keep the score anymore because

they ain't failing the fat kids that can't compete,

the world isn't like that, yeah?

Let's just be honest with you.

It's gonna be the strongest survive, the weakest do not.

So sometimes we are gonna hire people

that can play a certain level, but not another.

It's a reality.

So you need to get with it.

So what happens when someone has negative values

and negative results?

Well if you look at the flip chart, it's quite simple.

You're fire.

You do not deliberate, you get rid.

But then you gotta ask yourself the question,

how did I make such a bad hire in the first place?

How did I get it so wrong?

Well let me tell you how you got it so wrong.

The majority of businesses, and you're about to relate

to this, do not have no hire process in place.

They have no hire process in place,

or an induction process in place, and do you know why?

Because you don't know how to do it.

Because you've never learned that stuff.

And to me, that's absolutely crazy,

the only way you can grow a business is through systemizing

and processing your business and hiring people.

That's gotta be one of the most important things you learn,

how to hire the right people, because you're entrusting

your business in their hands.

Yeah, again, it just doesn't happen.

And if you think about it, unless you live in certain

parts of the U.K., you would never conceive

getting into a car and driving it on your own

until you passed your driving test, and you've had lessons.

Why?

Because we need to make sure that we are competent

behind a wheel of a vehicle that's capable of driving

at high speeds and taking life, if we're not careful.

Yet when we come to our business,

we don't even give it a second thought.

We just go out there and we hire.

Yet bad hires can really bring down a business

and affect the livelihoods of many other people

that working within that business.

So, those of you that do not have a hiring process in place,

those of you who do not know how to hire, who are not

confident about hiring, you need to start to learn.

So what do you do with someone

that has positive results and positive values?

Well you have a number of options.

So if you look at the flip chart, we can promote them.

Now to promote them is often a person's

first instinct, really.

When they're doing a good job, I need to promote them.

I put down, "if it's the right thing to do."

'Cause in my experience being at corporate level

and with clients, do you know what,

sometimes a person's really good at a certain level

but not good if you put them into a new level.

Not everyone has the talent, this is what we mentioned

earlier, to necessarily step up and take that next challenge

and I've seen a lot of people ruin people's careers,

ruin their employees' careers because they put them

in a position where they just, either didn't want to do,

felt obligated to do but didn't have the interest

or the talent, and we just ruined their relationship,

and actually we ruined their career.

So what we need to do is make sure that we assess

the person and see whether it's the right thing to do.

And if it's not the right thing to do,

we then need to make sure that we give them rewards,

i.e. we financially reward them,

but we give them the recognition, 'cause that's another

thing that's massively missing in SMEs,

is we're just so busy busy busy,

people do not get the recognition they want,

or the recognition that they need,

and at the end of the day, they just don't feel valued,

and what happens when someone doesn't feel valued,

you don't have to fire them,

because they'll just walk on their own accord.

Now we save the best to last.

And this is often the most difficult one

for business owners to handle.

What do you do when you've got someone

that's getting you positive results, negative values.

Now the reason that this is so difficult for people

to deal with, is positive results generally mean

they're making you money, and we all know

how important money is for business owners.

It allows the business to continue to grow and survive.

The question that doesn't get ask,

is when that person has the positive results

and negative values, at what cost do they get the results?

Now you can imagine a bowl of fruit,

let's say a bowl of red apples,

and at the bottom of that bowl, is a rotten one.

You know, a nasty little scabby apple,

what happens to a scabby apple,

it starts to infect all the other apples, until eventually,

you have a whole bowl of ruined fruit.

It's no different to the hotshot, high results,

low values person, you see?

At the end of the day, they may be getting the results,

but you don't know what damage

they're doing behind the scenes.

You don't necessarily get to see that,

well you know that business owner, it's alright for him,

he's a right shit, and he's a right lazy person,

and guess what, I'm making all the money in the business

while he sits in his office or she sits in her office,

or whatever, and it's that sniping

and it's that destructive terrorist behavior

that goes on behind the scenes, and it does happen,

because these people are not on the same page as you.

And so many people just let it go

and I, it beggars belief, why would you let it go?

Because they're making me money.

Eventually what they'll do is they will

bring down your organization, without a shadow of a doubt.

That's why, when it comes to a person like that,

if they're a star performer, but they don't have

your core values, you need to make an example of them.

You need to either shoot or hang them in public,

metaphorically speaking, okay?

Shooting them doesn't work, you're going to jail.

You just gotta make sure that you get rid of them

but you let the entire company know

why you've got rid of them, because what you do not want

are other people following that behavior.

Now, if you do not deal with that,

that is your choice, be it on your head.

I have not seen too many instances where people have turned

around and suddenly adopted the values, because core values,

in 99% of the time cannot be trained, they are, you either

have them or you do not, hence why the hiring process

is crucial to getting this right.

So that's it for today's episode.

If you can resonate, have any questions, or want more

information, head over to boolkah.com and get in contact.

Also, remember to subscribe, because there's more content

coming out weekly, and remember,

failing to learn is learning to fail.

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