Drew and Sam Talk Training Fauser Consulting and Better Than Yesterday Consulting

 Sam hits Drew right in the OA nerve. Yet, amazingly with hours of show prep, they come to agreement! Sam gets into how to take an Operations Assessment and use it to improve your location WHILE achieving the labor and service goals of your organization. That’s right, by chunking it down and making work small. Drew shares how this works with almost any process and the guys get into a few tangents, as normal.

The guys discuss the highs of coming home from a big corporate event. Energy, excitement, the desire to get that award on the big stage. Then tomorrow, you’ll do the same thing you did before the event. Why? How can we take this bit of motivation and turn it into a change agent in our lives! First, you may need dedication, desire, and the willingness to excel. They get into the system to make this change happen and even mention the need for an accountability buddy or accountabody.

Interview schminterview, who needs em? Sam has given the floor of this odd episode over to Drew to explain his crazy idea. Lean on into the absurd hiring strategy Drew suggests. Also, don’t try this at home or work! Follow the guys instructions on communicating with your labor attorney or ensuring your franchisee / franchisor wants this to be a test. The joy of the qualification to replace the interview. What will they think of next!

Drew stumbled upon a video. This means now the guys get to share their thoughts on a myriad of topics around Talent versus the Peter Principle, how many superstars should you have, and why that part-time driver is ok staying a part-time driver. Oh yeah, they also get into Narcissistic Leaders and Humble Leaders. The best part, there is a third group. Listen to find out!
The video they reference is Adam Grant TED ->https://youtu.be/hPgY45xsGsU?si=DlCtiNq_l92704Wx
 

The guys get into discussing Weird Al, Alanis, and a certain DJ. What they're really after is your why! Why do we tell everyone how to do something and skip the why? What would it look like if we start with why instead of how? How could it change your store / team / role? See what we did there? I know it's cheesy but it is a food cost discussion or is it….

The guys discuss day one training, debating, and how training is never final. What they are trying to get at is, how do you keep the new team member once they start? How does communication effect it? How can one location have terrible turnover and another in the same company have low turnover? Hmm…could it be the leader? Could it be expectations? WARNING: Math ahead!