1. When To Hire & For What
1.1. What's The Biggest Leverage Point You Have?
1.2. What Tasks Are You Doing That You Shouldnt Be
1.3. In The Lead Gen Business - We Dont Hire Experts
1.4. Real Application
1.4.1. Sales
1.4.1.1. Lead Gen For Sales Stack
1.4.1.1.1. After 1 or 2nd Sales
1.4.1.2. SDR
1.4.1.2.1. Sustainable For You To Sell 3-5 Deals A Month
1.4.2. Fulfillment
2. Documenation
2.1. reating written goals, principles, and processes that are guidelines for action and decision-making. This is one-time heavy lifting. It won’t take long
2.2. Awesome Tool For Documentation
2.2.1. http://www.clarify-it.com/
2.3. Strategic Objective
2.3.1. short document outlining philosophy of company/life
2.4. General/Standard Operating Principles
2.4.1. keep these in mind, guiding decision makers
2.5. Working Principles
2.5.1. documentation of each subsystem
3. Separation, dissection, and repair of systems
3.1. The satisfying process of exposing, analyzing, and then perfecting personal, work, and relationship systems. This effort includes creating new systems from scratch as well as eliminating those that are unnecessary or are holding you back.
4. Ongoing Maintenance Of Systems
4.1. Greasing the wheels. This is easy because the positive tangible results of the Work the System method are motivating.
5. Stop "DOING" The Work
5.1. Do It - Systematize It - Outsource It
5.2. In this business again were not hiring experts you need to give them step by step instructions.
6. Virtual Bench
6.1. Our Hiring Is Always Basically Going - We Want To Have A "Bench" We Can Turn To When We Need A Player
6.2. Always be on the lookout for good people
7. During Trail (2-4 Weeks)
8. Team Meetings/StandUps
8.1. Daily
8.1.1. What Needs To Be Done
8.1.2. Things You Need
8.1.3. Goal For The Day
8.2. Weekly
8.2.1. KPI's (Get Report Before Meeting)
8.2.2. Plans For The Weekend/Non Work (5-10 Minutes
8.2.3. Changes We Need To Make
8.2.4. Announcements
8.2.5. Typically We Do This Over "Lunch"
8.2.6. Lunch Meetings - 60 Minutes
9. Training Ciriculumn
9.1. Every position you hire for should have a pre-set training.
9.1.1. If not how do you evaluate new hires?
10. Compensation
10.1. Pay & Bonuses
10.1.1. We Dont Like To Just Give Raises
10.1.1.1. Instead Bonuses - 10-25% Of Their Pay
10.2. Trial (2-4 Weeks)
10.2.1. Training Wage (50% Rate)
11. Slack
11.1. Opening & Closing Procedures
11.1.1. Check Email (Inbox Zero)
11.1.2. Post To Slack Your Here & When Your Leaving For The Day
11.1.3. Lunch - Post before you leave and when you get back
11.1.4. End Of Day Post - What You Worked On & Problems You Had Or Things You Need Help With
11.2. Multiple Team Members In Same Division/Category
11.2.1. Use Channels
11.3. 0 Email Company
11.4. 0 Skype Company
12. Random Thoughts
12.1. 80% As Good As You With Training
12.2. Problems are gifts that inspire us to action
12.3. Employee training is structured, scheduled and thorough
12.4. We operate the company via documented procedures and systems
12.5. We double-check everything before release
12.6. We find the simplest solution
12.7. Systems must be in place before freedom and money come
12.8. Things we do automatically (breakfast, driving, etc) are this way because at some point in time we paid attention
13. Resources
13.1. Work The System
13.1.1. Get It For Free Here: http://www.workthesystem.com/newsletter-thank-you/
13.2. Mastering The Rockefeller Habbits
13.2.1. http://www.amazon.com/Mastering-Rockefeller-Habits-Increase-Growing/dp/0978774949/ref=sr_1_3?s=books&ie=UTF8&qid=1404228945&sr=1-3&keywords=rockefeller
13.3. Scrum In under 10 minutes
13.3.1. https://www.youtube.com/watch?v=XU0llRltyFM
14. Hire Fast/Fire Faster
14.1. People Typically Say Hire Slow, Fire Fast
14.1.1. Our System Is Perpetual We Are Always Building the Virtual Bench
14.1.2. Because Of That And How Are System Works We Are Always Hiring
14.1.2.1. Dont get me wrong, they still have to go through all of our tests etc.
14.2. Hamburger Method
14.2.1. Compliment
14.2.2. Constructive Criticism
14.2.3. Compliment