WEBVTT 1 00:00:00.000 --> 00:00:06.440 I'm super stoked to be making this for you. This one is hot off the press. We just finished an hour and a half long meeting 2 00:00:07.180 --> 00:00:12.440 reviewing all of our individual teammates. We have, you know, over somebody employees at gym launch and 3 00:00:13.080 --> 00:00:15.080 Yes, 7-0 crazy and 4 00:00:15.960 --> 00:00:20.440 It was such a great example of don't sugarcoat it that I wanted to share this with you so that you guys could 5 00:00:21.040 --> 00:00:26.000 Use some of these frameworks to spot talent when you're interviewing people spot talent on your team 6 00:00:26.000 --> 00:00:33.320 That might be underutilized and then really also on the flip side identify cancers people who are not serving your community 7 00:00:33.920 --> 00:00:38.120 Or are gonna be blocking the growth, right and so 8 00:00:39.280 --> 00:00:44.520 How to spot talent and identify cancer so the one of the second tenant of of gym launches 9 00:00:44.520 --> 00:00:51.840 Don't sugarcoat, right, which means that like at all times our job as people within a company and then also especially as a CEO 10 00:00:52.200 --> 00:00:58.820 Is to be a truth talent. That is what our job is and so the more you sugarcoat thing the less effective your communication is 11 00:00:59.320 --> 00:01:02.880 But like people don't understand it when you're just not true, right? 12 00:01:02.880 --> 00:01:07.080 You don't speak the truth and so let me let me show you when it's like when it actually comes into play 13 00:01:07.080 --> 00:01:10.040 It's almost always when you're communicating with your team 14 00:01:10.560 --> 00:01:16.120 Especially about performance and how they're doing right and so if someone's not doing well 15 00:01:16.120 --> 00:01:19.000 Sometimes we he and haul routes are trying to protect their emotions 16 00:01:19.000 --> 00:01:22.240 Trying to protect other fields. We don't want to do with some sort of reaction 17 00:01:22.240 --> 00:01:28.240 We should already tell you that that might not be the right person or that that character trait might not be best for the role 18 00:01:28.240 --> 00:01:32.040 And so something that we've made a mistake on over and over and over again at gym launch 19 00:01:32.040 --> 00:01:36.640 And it's something that I hope that you don't need to repeat this mistake is that we have time and time again 20 00:01:37.280 --> 00:01:39.800 Promoted someone who was an excellent 21 00:01:40.400 --> 00:01:42.240 Technician at something 22 00:01:42.520 --> 00:01:47.160 Into a management role and you read it in all the books and they say don't do that and then 23 00:01:47.320 --> 00:01:52.960 Here we are doing it and we've done it like in the meeting identified five different situations where he'd absolute all-star 24 00:01:52.960 --> 00:01:58.520 Star performers who are crushing it in their role and then we promoted them up and then they failed as a manager and 25 00:01:59.000 --> 00:02:02.440 I was trying to think about what separated the people who we have promoted up and 26 00:02:03.880 --> 00:02:09.720 Flourished as a manager and leader in the company moved up first as the ones who we moved up and then we had to fire 27 00:02:09.720 --> 00:02:12.520 Which is the worst because not only that you have to find a new manager 28 00:02:12.520 --> 00:02:18.440 But you also have to replace the star performer that you promote right? It's the worst of both and when it really comes down to it 29 00:02:18.720 --> 00:02:22.640 For us is that all of those people had pride 30 00:02:23.240 --> 00:02:30.200 They had egos and so when that person was brought like they're the person wanted to take everything on as an individual 31 00:02:30.200 --> 00:02:34.560 Performer because they wanted to initially get themselves into the business so that the business were lying on them 32 00:02:34.560 --> 00:02:38.600 Right, and so they wanted to prove how much they could do how much they could do how they could rise to the top 33 00:02:38.600 --> 00:02:44.360 Which is great until that person starts suppressing the people underneath of them because they want known to be as good as they were 34 00:02:44.920 --> 00:02:45.920 right 35 00:02:45.920 --> 00:02:50.000 That is when pride gets into management right you can see that and 36 00:02:52.200 --> 00:02:55.280 Unfortunately those people a lot of times will smile to your face 37 00:02:55.560 --> 00:03:02.560 But then behind your back will act completely differently and they think they're out smarting you by putting on this face this facade 38 00:03:02.720 --> 00:03:09.080 When they're not really fooling anyone right and then what happens is you start to have two lines of dialogue and maybe this is real for some of you 39 00:03:09.080 --> 00:03:13.200 But you have two lines of dialogue whenever you're talking to somebody who has a huge ego 40 00:03:13.200 --> 00:03:19.680 Especially if they're supporting it because what happens is they think they're smarter than you and so when they're talking to you 41 00:03:19.680 --> 00:03:21.880 They're smiling and they're saying these words 42 00:03:21.880 --> 00:03:27.160 But what they're feeling is underneath and so constantly start having this dual dialogue that's going on at an 43 00:03:27.160 --> 00:03:32.920 Equipment time and you have the passive aggressive that starts and so this is where the worst case in Eric comes in 44 00:03:32.920 --> 00:03:38.800 You take a star performer who was a prideful star performer because they totally crushed it because they wanted to rise to the top for themselves 45 00:03:38.800 --> 00:03:43.080 Not for the company and then once they take on all these things right then you do promote them 46 00:03:43.080 --> 00:03:47.740 Then you have this passive aggressive and then what do they do they start hiring people just like them, right? 47 00:03:47.880 --> 00:03:54.840 So there's a high this passive and so what happens is you get this this this pool of people who are passive aggressive and not 48 00:03:54.840 --> 00:04:00.320 Communicating the same way and it's and then fake communication begins and then nothing real ever gets set 49 00:04:00.520 --> 00:04:05.520 Which is why the second tenant of Jim launches don't sugar code it don't gossip don't sugar code 50 00:04:05.520 --> 00:04:11.360 Just say it like it is and the easiest way and the best way I can think of this because I was talking to one of our directors today 51 00:04:11.360 --> 00:04:15.560 And they're like how do I how should I say this to this person and they had just said 52 00:04:16.560 --> 00:04:21.760 All of the thing they're like you know what I'm really worried about like if I if I don't promote this person at this point 53 00:04:21.920 --> 00:04:27.560 How they're gonna take it I'm worried that's like their performance is gonna suffer. They're not they're not they're not gonna want to because they're gonna 54 00:04:27.560 --> 00:04:32.760 Feel like they got skipped over all this stuff, and I was like you need to look at them and say exactly what you said to me 55 00:04:33.640 --> 00:04:39.760 Like most times the words that you need to tell the person are exactly you're telling everyone else on these meetings 56 00:04:40.000 --> 00:04:44.880 So speak to people as though you were speaking behind their back, but just say it to their face 57 00:04:44.880 --> 00:04:50.960 And then you will be amazed at how effective your communication will be and what's interesting is that when you do that 58 00:04:50.960 --> 00:04:57.200 You actually give someone the opportunity to grow because then they actually know what you think because they know what you say behind their back 59 00:04:57.200 --> 00:05:00.760 And so one of the biggest goals that I've had in my life has been to always 60 00:05:01.400 --> 00:05:07.960 Speak to people behind their back the way I speak to them in person and sometimes even when I'm at a dinner party before if I do 61 00:05:07.960 --> 00:05:12.920 Ever say anything they've got to really try not to I'm gonna say everything about to tell you I have told to this person first 62 00:05:13.040 --> 00:05:15.600 So if I say like I really disagree with how they do through film 63 00:05:15.600 --> 00:05:21.320 And I think that you actually you wrong like like I have said that to that person first and I will never say something behind their back 64 00:05:21.320 --> 00:05:25.040 That I have not told them to the face and so the same thing if you have employees 65 00:05:25.040 --> 00:05:29.080 If you have these set these little groups that happen or you're talking to your managers 66 00:05:29.080 --> 00:05:32.960 Maybe about frontline employees and you're like well, I don't know how she's gonna take that 67 00:05:33.400 --> 00:05:35.400 Tell her hey Sarah 68 00:05:35.400 --> 00:05:40.840 I wanted to do this and so here's my thought process because of how you've reacted in the past 69 00:05:40.840 --> 00:05:43.160 I didn't know how you're gonna take it now 70 00:05:43.160 --> 00:05:48.120 You can actually have a real conversation about the issue rather than having all these like constant 71 00:05:48.120 --> 00:05:51.400 Like for lack of better term pussy footing around the issues, right? 72 00:05:51.400 --> 00:05:55.320 You get to really say it and then that's when you have real conversations real relationships 73 00:05:55.320 --> 00:06:00.280 And then you can build bonds in your group like real teammates like that you will stand there 74 00:06:00.280 --> 00:06:04.440 And you have each other's back and you'll do it because everyone knows you are real, right? 75 00:06:04.440 --> 00:06:08.400 We were always like man. It's just so real like I mean, I see some of these things and I appreciate it 76 00:06:08.560 --> 00:06:16.120 But it's just it's just being a truth teller just saying what you actually are thinking and say it to your to your people 77 00:06:17.720 --> 00:06:20.080 Hey guys real quick if you're new to the podcast 78 00:06:20.080 --> 00:06:26.560 I have a book on Amazon called 100 million dollar offers that over 8,000 five star reviews and it has almost a perfect score 79 00:06:26.560 --> 00:06:31.480 You can get it for 99 cents on Kindle the reason I bring it up is that I put over a thousand hours into writing that book 80 00:06:31.480 --> 00:06:33.680 And it's my biggest gift to our community 81 00:06:33.680 --> 00:06:40.800 So it's my very shameless way of trying to get you to like me more and ultimately make more dollars to that later on in your business career 82 00:06:40.800 --> 00:06:45.520 I can finish the part with you. So that's my give go check it out. Amazon and back to the show 83 00:06:47.600 --> 00:06:54.000 Right and so to be true to the headline of this video how to spot town and identify cancers the difference 84 00:06:54.400 --> 00:07:00.400 Between the star player who is able to move up and manage well and lead and the difference in the star player 85 00:07:00.640 --> 00:07:03.840 Who is not able to move up and manage and lead is pride 86 00:07:04.960 --> 00:07:10.000 Because the person who has pride is not willing to grow because in order to grow you need to admit fault 87 00:07:10.320 --> 00:07:12.880 You need to admit there's a deficit you need to admit 88 00:07:12.880 --> 00:07:17.040 There's a gap between where you are and where you should be or want to be 89 00:07:17.600 --> 00:07:19.440 The pride for person is always right 90 00:07:19.440 --> 00:07:23.760 They're always the smartest in the room and they have nothing left and everyone needs to acknowledge that 91 00:07:24.400 --> 00:07:28.640 Right and that is the problem if you feel like when you're saying something it's falling on deaf ears 92 00:07:29.040 --> 00:07:32.720 Like I mean you grip this from avatar like you cannot fill a cup that is already full 93 00:07:33.040 --> 00:07:36.240 If that person thinks they are smarter than you think they always have the answers 94 00:07:36.480 --> 00:07:41.120 Always says the book like put your response that person is a cancer. They're talking shit about you behind your back 95 00:07:41.600 --> 00:07:43.440 and very likely 96 00:07:43.440 --> 00:07:47.360 They're like they're not going to grow and if you put that person in in charge 97 00:07:48.080 --> 00:07:52.480 Then that person is going to put a culture of that which will literally destroy your business that is a promise 98 00:07:53.120 --> 00:07:54.320 so 99 00:07:54.400 --> 00:07:58.240 When you are hiring those people look for the star performance and a lot of times interestingly 100 00:07:58.240 --> 00:08:00.960 This is just from our experience of hiring people who go from 101 00:08:01.520 --> 00:08:06.240 Frontline to lead to manager to directors right like we thought like we have four levels 102 00:08:07.200 --> 00:08:11.120 To see the people who actually go through all of them. Sometimes it's not the loudest person 103 00:08:11.360 --> 00:08:16.240 Sometimes it's just someone who's like medium on their loudness like they do their work and they don't say anything 104 00:08:16.960 --> 00:08:21.440 And sometimes when you have the conversations with those people they're willing to grow because they don't have an ego 105 00:08:21.520 --> 00:08:23.840 And there's a difference between being prideful and like 106 00:08:25.040 --> 00:08:30.080 Taking pride in your work and it's semantics because of the English language and different languages those words are different 107 00:08:30.160 --> 00:08:34.320 But like taking pride in your work versus being prideful 108 00:08:35.040 --> 00:08:38.800 Right one is about I want to I want to do this for the best 109 00:08:39.360 --> 00:08:45.200 Like I want to put my best into this versus I am the best and therefore it is the best because it was made by me 110 00:08:45.840 --> 00:08:47.440 That's the difference 111 00:08:47.440 --> 00:08:53.600 So use those filters when you're looking at people and you're and you're interviewing them think like and one of the best 112 00:08:53.600 --> 00:08:58.160 Tactical things if you're trying to like interview someone is is poke at that like give them a scenario 113 00:08:58.800 --> 00:09:00.880 And then ask them what they would do and then poke 114 00:09:01.680 --> 00:09:03.680 Why would you do that? Why would you do that? 115 00:09:04.400 --> 00:09:06.880 But why and the prideful person 116 00:09:07.600 --> 00:09:13.440 Will be become annoyed and then they will they will start to lash out and you'll see their pride coming right 117 00:09:13.680 --> 00:09:17.120 And then you can identify those cancers early and get them out right 118 00:09:17.680 --> 00:09:19.680 Not to say that somebody like that isn't smart 119 00:09:19.840 --> 00:09:22.160 Hunts are very smart. That's why a lot of them, you know 120 00:09:22.400 --> 00:09:26.080 They were a little bit smarter than the people or maybe a lot smarter whatever as they grew up 121 00:09:26.080 --> 00:09:28.400 And so they started to think they were always the smartest person in the room 122 00:09:28.560 --> 00:09:30.720 But the problem is when you're the smartest person in the room 123 00:09:31.200 --> 00:09:33.040 There's nothing left for you to learn 124 00:09:33.040 --> 00:09:35.200 Right and so if you have that mindset 125 00:09:35.280 --> 00:09:37.840 It's very difficult for you to grow someone who has that mindset 126 00:09:38.000 --> 00:09:41.760 It's very difficult for them to manage a team because they don't actually want anyone to be better than them 127 00:09:42.160 --> 00:09:44.480 Whereas when you're actually trying to grow a high growth team 128 00:09:44.560 --> 00:09:46.480 You need every single person to be a servant leader 129 00:09:46.560 --> 00:09:51.040 You need every single person to be willing to grow and literally put themselves out of a job and that is 130 00:09:51.600 --> 00:09:53.600 counter survival 131 00:09:53.600 --> 00:09:58.480 Because survival tells you I need to get as many things on my plays as I possibly can so that they have to keep 132 00:09:58.960 --> 00:10:04.160 Right, but growing in our organization means you need to get everything as much off of your plate 133 00:10:04.880 --> 00:10:10.560 Coach and grow the people underneath of you so that you can then have a free play and then grab the things from above 134 00:10:10.560 --> 00:10:11.840 You'll bring it on your own 135 00:10:11.840 --> 00:10:16.160 That is how you move up right that is how you move up in our company and any company that's growing 136 00:10:16.160 --> 00:10:17.680 Hopefully the right way 137 00:10:17.680 --> 00:10:18.800 So 138 00:10:18.800 --> 00:10:20.800 Anyhoo guys, I hope that was valuable for you 139 00:10:20.800 --> 00:10:24.080 Um, that is why Jim launch port and at number two is don't share your code it 140 00:10:24.640 --> 00:10:29.360 Our job is CEO is to be a truth teller at all costs always tell the truth 141 00:10:29.760 --> 00:10:34.080 And if you can confront the truth people respect you for because you're having a phishing communication 142 00:10:34.080 --> 00:10:39.360 You're telling them what is actually happening and then you create the platform for real growth within your team 143 00:10:39.440 --> 00:10:43.520 And then even with customers like this is what's actually going on if you're like hey 144 00:10:43.520 --> 00:10:45.920 This is something that's going to be a profit center for us just say it 145 00:10:46.480 --> 00:10:49.440 Like it's not like they don't know. It's not like people don't know 146 00:10:49.760 --> 00:10:53.120 You know what I mean? So like just say it and then that way the air is cleared 147 00:10:53.120 --> 00:10:58.240 So you don't have two lines of communication the words and then we are really saying just say what you are really saying 148 00:10:58.720 --> 00:11:02.240 And then you'll be amazing how much easier life gets so lots of love guys 149 00:11:03.040 --> 00:11:07.040 Uh, and I hope that was valuable for you if you can drop a line 150 00:11:07.680 --> 00:11:09.680 Uh, on here drop a like 151 00:11:11.200 --> 00:11:13.200 Thanks guys. Have an awesome day. Oh