Million-Dollar Secret: How to Scale Your Business Without Burning Out | Dan Martell EP 715

0:00My name is Lewis Howes. Thanks so much for being here. I want to remind you about the Summit of Greatness, our annual conference happening this September in Los Angeles. With David Goggins, Dr. Joe Dispenza, and many more incredible speakers and performers, there will be so many live attendees there that you can meet with, you can network with, and you can help transform your life. I can't wait to see you at the Summit of Greatness here in Los Angeles.

0:28Hi, my name is Lewis Howes, and welcome to The Daily Motivation Show.

0:38so i have this framework i teach in the book called the 1080 10 rule the 1080 10 rule i saw steve jobs do this gary v do this and honestly most massive creators at scale jimmy donelson mr beast talks about this is they'll be involved in the first 10 the ideation the creative and then they'll hand it off to a team that executes and then at the very end they'll come back for the integration. So what I do and what a lot of people do is I resolve to be the talent. And by design in my company where I am the talent, that is my role. I have a general manager that runs that company. So I don't do one-on-ones.

1:16I don't do strategic planning. I don't manage finance. I don't, you know what I mean? With the whole team. You're just talent. I am literally talent. When I wake up, the team says, I need this for me, this for me, this for you. I negotiate. and then I try to figure out like, do you really need me to do that part? Negotiate your time. A hundred percent. And then also like, hey, we've got revenue. Can you spend some, invest some to go get 80 % of this project done that I'm not gonna do? So for example, a lot of the creative projects, we have like writers that help us with it, that come with the ideation, that go research all the videos I might've done and they present the solutions.

1:53So it's really about just looking at your calendar and saying, okay, I want to be the person on camera. That's the thing. I can't until AI and maybe Neuralink or whatever gets good enough. I'm doing that. But anything that isn't that, I'm not doing it. So create a forcing function, a decision to say, I'm the talent team. You guys want to grow the revenue. Try to come up with ideas that don't require more of my time. Right. So that's the puzzle. That's big. That's the question. But then you got to figure out how to hire the right people and people, you know, all that stuff. That's the business stuff.

2:24That's challenging. Yeah. No, and that's why I talk about in the book, test first hiring method. What's that? So the test first hiring method is the idea that, you know, I got this from Seth Godin, you know, a long time ago, you know, Clay Bear, he introduced me to Seth. I'm in New York and we go to his favorite ice cream place. That was when I was doing clarity.fm. And I was just so excited to meet the legend marketer, Seth Godin. And we're talking about clarity, which is a marketplace for entrepreneurs to get paid over the phone. And that was cool. It was like kind of LinkedIn had a call button.

2:54but in our conversation with Seth, we were talking about people and talent because we had just raised a bunch of capital and we're hiring. And he goes, yeah, I have a rule. I just, I can't work with you until I work with you. And I said, what, what does that mean? And, and he was just like, he was ready to move on. I was like, I can't move on. What does that mean? And he essentially says, before I work with anybody, I do a project with them. and I'm like I don't do that and that was a big aha and I said tell me more and he tells me about the whole process so over the years I've developed kind of a three-part way of how I hire and the first part is people have to submit a video answering questions that are very clear and they have to figure out how they upload the video to give me the video and why do I do that well first off I want to make sure they can read the instructions and they can shoot a video and talk to a camera which is really important from a communication point of view and they can technically they're advanced because i mean we're doing distributed teams i don't have time to teach you how to use google docs right right so can you record a video and upload it and get a link and then put it in the submission for the application so that's step one step two we do a profile assessment so a lot of people hire folks and they're like man this person just isn't like the lights aren't on you know you're talking to them it's like what's going on did you hear what i said turns out you can test for a lot of this cognitive intelligence yeah yeah so we have a profile assessment that not only does it do their kind of the cognitive side it also does just the their their default behaviors see i think their personality style too dude it's all that because the best hire is somebody that selfishly has a desire to be better at the thing you hire them for my favorite question is to ask somebody in five years we can't be working together you wake up and you're living your dream life what does that look like and they explain to you exactly what they want to do is what you need them to become in your company game on right so that's step two step three is the test project here's what's different about the way i do test a lot of people like oh yeah we do test projects no we simulate so whatever the role they're gonna do is what they do for the test project so i just hired a ceo to run one of my companies his test project amongst the four other candidates was to create a 90-day plan because that's the first thing, you know what I mean?

5:11So whatever they're going to do when they start working for you is 100 % what the project should be. And that's why it's called the test first hiring method. So before somebody ever gets to the end, the other rule I have is I always have to have three really good candidates, which it sounds like a lot of work and it is, but the chances of you not hiring somebody that can hit the ground running and add a lot of value to your business is very, it's limited. What happens when you hire fast and you don't have three potential candidates to make a decision from? It happens sometimes, especially if it's like a key role, a specialized role.

5:44I mean, we'll look for it and just manage the expectations. The big thing that we do that's quite different is we document everything. So if the person comes in and they don't pan out, at least we have a process so we're not left hanging. Sure. But it's never usually a good, and it also, think about what it communicates to the person that you're hiring, right? If they go through this process, they're thinking to themselves, I'm joining a killer team. Right. So like a lot of times really senior director level above hires we're making, they're so impressed with their process that they almost want to come work for us as they're going through it because they're thinking, if I had to go through this, imagine the other people I get to work with.

6:20So I think that's, the business part is always interesting because yes, you have to figure out how to be the talent, but then it's always about the people. I think we build the people, the people build the business. Exactly. So our job, and I call it teach, not tell. So this is a very, you're going to love this. So when I have people that work for me, I don't tell them what to do. If I see something they're doing wrong, I write it down. I create a training. I teach it. And now I have a standard. So essentially, when I'm coaching people and they say, you know, my team's not figuring it out or they're too slow or I don't feel like the risk takers, I hear it all.

6:56I go, cool, make a list. What's on your list? And they're like, well, they don't collaborate in meetings or they don't take notes in meetings or they're slow. email replies or whatever it is make a list all of them 13 14 complaints about their team i say cool now show me where you've done a training on how those things should be done right well i don't right right that's the problem right or maybe they said well i told them one time or twice but no no no yeah yeah not tell you have to show teach yes do you need to show me where there's a video that if i watch that video and i follow what you told me are the five ways that i need to collaborate in a meeting that when i show up in a meeting and i don't do it you pull out that video and say, Hey, you remember this video you watched?

7:35Let's talk about the way you showed up in that last meeting. And see what's cool about that. It's just so simple is great leaders. And you know, this look at the people they've led to the degree of those people have developed and grown that says, you know, if you look at any organization that's performing, I will show you a world-class leader. It's impossible for you at boy scouts, you know, organization, businesses, media companies. If you point to this company is doing awesome, I will introduce you to a world-class leader. And that leader is really good at developing people.

8:13Thank you so much for listening to today's episode of The Daily Motivation. And I hope you have an amazing rest of your day. If you enjoyed this episode, make sure to click the link in the description that will take you to the full episode of our main podcast on the school of greatness. And if you are loving the daily motivation, please follow us over on Apple podcast and Spotify and leave us a review over on Apple podcast right now. And if you want more exclusive content and ad free listening experience, make sure to subscribe to our greatness plus channel on Apple podcast right now. And if you want to get even more inspiration from our world class guests and learn how to improve your life and take it to the next level, then make sure to sign up for the greatness newsletter and get it delivered right to your inbox over at greatness.com slash newsletter.

9:03Again, have an amazing day and I'll see you tomorrow with another episode of the daily motivation show.