Hire Power Radio Show Rick Girard

People like to join small organizations because they are challenging and fun. There are few rules to follow and very little red tape. 
As the company grows, it becomes necessary to formalize business processes. With process comes rules and before you know it… Poof someone gets shot in the eye and the Nerf guns get taken away.
Some might view this as a good thing, but the high performers who built the business do not. Take away the fun and they will just go somewhere else.
Guest Bio:
Steven Freidkin is the Founder and CEO of Ntiva, Inc., a full-service technology firm offering managed IT services including cybersecurity, strategic consulting, cloud solutions, and business process automation. Founded in 2004, Ntiva now has over 450 employees who serve over 1400 clients. 
Steven is an active member of a multitude of boards and organizations including Young Presidents Organization (YPO). He is a big believer in purpose-driven organizations and leads Ntiva with this in mind.
Problem:
Challenge?
The employee was shot in the eye
Solving the problem without taking the fun out of the workplace 
Out-of-the-box ways to keep things light, fun and enjoyable
Create cultures and environments that make things fun
Why is this important to the company?
The people team is to support and keep the company fun
Rules cannot be the default- 
Manage issues as exceptions
Decisions made understanding our purpose of growing people and our core values
Care
Ownership
Responsiveness
Excellence

Original mistakes are okay if made under this framework
Rick’s Nuggets
People appreciate the small things much more than work
When fun is a core value, it must be protected!
How do we solve the problem? 
Existence is to grow people
Core values are the framework 
Keeping the company fun
Being intentional
Being tolerate of only the outcome you want
As you scale, naturally create more structure/rules to limit liability
Limit the rock star talent because you are telling people they have to follow rules
Other ways to solve the problem
The best talent comes from company referrals 114 referrals in 2023 
Stories become things talked about and create referrals
Retained longer

Rick’s Nuggets
Retention is more important than compliance 
Attrition happens when people feel like they start feeling restricted and are no longer growing
Key Takeaways that the Audience can plug into their business today! 
Question every requirement- what are the other
You win talent by differentiating yourself from the competition
Aligned motivations around the why & purpose
Guest Links:
LinkedIn:  Steven Freidkin
Company:  Ntiva 
Facebook: Ntiva 
Host Links: 
LinkedIn:  Rick Girard
Company: Intertru, Inc.
Podcast: Hire Power Radio Show & Podcast
Book: Healing Career Wounds (Amazon)
This show is Powered by Intertru, Inc.

How do you change company culture when the values of the CEO evolve? 
We all understand that to grow as a company, people need to embrace change. Yet a lot of us fear change because it requires us to work on ourselves. Which is uncomfortable. 
But here is the truth, when you fear change the business will outgrow you and then change becomes inevitable!
Guest Bio: Jason Lippert, President & CEO of LCII
Jason has helped grow the company from $150 million in 2003 to over $5.1 billion  with over 12,000 team members world-wide.
Jason has initiated a cultural transformation within the company known as Everyone Matters. 
To stress a truly human culture in the business, he implemented a Culture and Leadership team who strives to grow the company’s team members through  coaching and working on personal and professional development.
 Problem:  
Changing culture StoryDidn't realize there was a problem until he was enlightened by Bob Chapman's Ted Talk (Truly Human Leadership)
allocating resources to culture development/change
Hired someone to own culture
2013 - 5k people

Challenge today?
A lot of tenured people resistedProduce good results, I don't need to change
Front lines of the business
Show up, get work done, and go home

A lot more personal transformationOne person was in a bad place in her life and was contemplating suicide.
Leadership cared enough to start working with her and demonstrated that they cared. 

Why is this important to the company?
Main driver He was working in a different space, running fast and hard
It felt empty
Praying to god to discover his purpose. 
Mentored by the speaker
Learned that there is a different way to win

Business ImpactMore people decide to show up here tomorrow. Compelling to be here 
High retention
Profitability from $1B-$5B over the 10-year span

Rick’s Nuggets
Core values are driven by the CEO 
How you act filters down
How do we solve the problem? 
Push into changeRequired leaders to get evaluated behind core values
Teaching becomes 
Attrition - terminations, resisting and bowing out. 
Had to exit some high-level leadership positions
Didn't want to be coached or change

88% of people work for a company that feels that the company does not care about themIt made sense to execute on culture that has an immediate impact
A lot of people bowed out
When they replaced the people who did not resonate with the culture did more damage than they realized
Every time a person left the company, people rejoiced
Fear of speaking up- They are always listening

Surprised himWinning more than before but impacting people in the community, people's lives
Transformation of people's family lives because they are treated better
How devastating bad leadership has on people's family lives

Rick’s Nuggets
Make the commitment no matter how much resistance
It has to be REAL 
You have to live the values
Key Takeaways that the Audience can plug into their business today! 
No matter how big, someone needs to own culture and leadership development. As serious as any other function of the business. Telling everyone that this is important to us
Take time to goal set with every person in the business- front-line team members
Brings passion and energy to the business - competitive advantage, people stay longer because they care more.
Guest Links:
LinkedIn: Jason Lippert
Company: Lippert Components
Facebook: Lippert
Host Links:
LinkedIn: Rick Girard
Podcast: Hire Power Radio Show & Podcast
Company: Intertru
Book: Healing Career Wounds - with HireOS Method
Follow the Hire Power Radio Show on LinkedIn. 
Guest referrals: andrea@stridesearch.com

Core values are powerful. But core values driven by purpose are unstoppable! Today we are going to take a deep dive into an entrepreneur who has built not one but two highly successful businesses by not just living core values but tying purpose and giving back into the daily routines of the company. 
And their results have been extraordinary!  
Our guest today:  Jay Wilkinson,  Founder of Firespring, Bloom Growth & Do More Good Movement
Firespring—a Nebraska-based Certified B Corporation featured by Inc. Magazine as one of the Top 50 Places to Work in America. 
His TEDx talk on company culture has more than 1 million views. Currently, Jay leads the Do More Good Movement —an organization he founded in 2018 to help save capitalism. 
Jay appears on CNN and other news outlets discussing the important role that purpose-driven companies play in the U.S. economy.  
Problem:
Story:
One person- volunteering wasn't their thing. Ended up parting ways
Volunteering creates an issue that you don't have someone's back as you defer work to another person. 
Challenge today?  Why is this difficult to do? 
Aside from core values- tied to their purpose statement. A major part of the company ethos.
Candidates lie to themselves 
Core values (15 years)
Bring it every day
Have each other's back
Give a shit
Why is this important to the company?
Came from experience as a kid. Spending time volunteering and sharing the value with the people he works with. 
How it correlates to the business. Servant leadership mindset. They serve mostly non-profits. The could not serve their clients without walking the talk. 
Rick’s Nuggets
Core values are how people naturally operate
Purpose is the glue that satiates desire. Validates belonging
How do we solve the problem? 
Let’s start with Interviewing for Purpose Alignment
Interview question: Tell me about the last time you donated your time
Jay’s Formula:
Power of 3
1% topline revenue donated
2% of products and services are in kind given away
3% of people 1 full day a month
Volunteer hours- paid time off during work
Uplifting community 
Quarterly conversations
The manager asked for advice. Worked through the issue
Put the person on a PIP. 
The conflict was resolved by editing from the company.
Cover Anti-values- the act
Talk about it
A lot of nuance, a lot of gray
Part ways as soon as they know
How to identify it in the interview
Create dialog to get to know beyond the trite responses. 
Gotten really good at finding high performers who are introverts. 
Use the culture index, and ask questions to understand who they are. 
The company is powered by purpose
Values hall of fame
Rick’s Nuggets
You NEED to gain evidence that your purpose is important to them …. 
Unpeel the onion… dig deeper
The purpose of the interview is to “Understand the Truth”
Key Takeaways that the Audience can plug into their business today!  - (Values from guest)
Vet candidates for alignment with the company’s purpose and vision -- not just core values. People want (and need) to be part of something that’s bigger than themselves.
Define clear and precise job requirements - including skill, experience, and personality/attributes.
Use assessment tools to understand natural, inherent behaviors and modify questions to get at the heart of who the applicant is.
Create a great candidate/interviewee experience. If this applicant is not the perfect fit, but they have a positive experience, they’ll spread the word.
Screen to hire Learners, not Knowers. 
Guest Links:
LinkedIn: Jay Wilkinson
Companies: Firespring  Do More Good Bloom Growth
Host Links:
LinkedIn: Rick Girard
Company: Intertru
Book: Healing Career Wound
Follow the Hire Power Radio Show on LinkedIn to get the latest episode!
 

Being a startup entrepreneur is a struggle. 
As some of you know, I recently joined the ranks of a startup founder. In November we launched Intertru and boy, my world has moved to light speed to a totally new dimension. It has become ridiculously exciting!
But there is one huge challenge… maintaining operational discipline. 
My struggle comes from the need to put out fires and execute critical projects outside of my expertise. Making it difficult to stay disciplined in a workflow cadence that produces results.  
Today we are going to key in on 10 Disciplines that you can implement today in your life to produce consistent results to the benefit of your company growth!
Guest Bio:
Gino Wickman is the Author of Traction & founder of EOS Worldwide, an organization that helps tens of thousands of businesses implement EOS with the aid of an international team of almost 600 professional and certified EOS Implementers and online support. There are over 180,000 companies using the EOS tools worldwide.
Today Gino focuses on helping entrepreneurs and leaders maximize their freedom, creativity, and Impact through his books:
Entrepreneurial Leap, Rocket Fuel, The EOS Life, and The 10 Disciplines for Managing And Maximizing Your Energy.
TODAY WE DISCUSS:
What are the 10 disciplines 
Discuss the most relevant to startup entrepreneurs
PROBLEM: 
Discipline
We are all balls of energy – some burn bright, some don’t
You are racehorses (entrepreneurs/leaders) – harness energy
Don’t have to motivate/teach basics – eat, sleep, exercise, work ethic
Each stands on its own, fully customizable
Fast, simple and powerful

Challenge?
10-year thinking
Take time off
Know thyself
Be still
Know your 100%
Say no…often
Don’t do $25 an hour work
Prepare every night
Put everything in one place
10. Be humble
How do we solve the problem? 
10-year thinking
Shift your mind from short-term thinking, to thinking in 10-year timeframes
Every decision is a 10-year decision/thinking, not a goal
Sam Cupp – 10-year business cycle
When you do – time slows, a peace comes over you, make better decisions and
get there faster
Quote “Overestimate one year…”
Les Brown “Good Decade”
Shifts energy
Action – write date 10 years from now, write age, write goalOther things are ok
Now think about everything you are doing today
See it every night

Say no…often
Say no to everything that doesn’t fit in the first 5 disciplines
Warren Buffett quote/”No! No!”
“…physical discomfort/guilt…” – Essentialism, Greg McKeown
Eat a worm?
If it doesn’t fit with the first 5 disciplines – say no
Turn to person – say “No!”
Action – say no to something in the next 7 days/cancel an appointment
Prepare every night:
Before your head hits the pillow every night, document the next day’s plan
Go to bed knowing exactly tomorrow
Sleep better
Spontaneous – BS, come one, if you’re running a company, you don’t have the luxury
Subconscious does the work
Wake up with ideas/solutions
Get more done
As opposed to waking up and figuring it out
Use any technology – I use a legal pad
Action – do it tonight
Put everything in one place
Pick the one place you will capture every idea, commitment, thought, action item and promise
Let people down/chaos/sticky notes
The legal pad
Throughout the day write down your commitments, promises, ideas, to-do’s
Compartmentalize all at the end of the day
Action – pick your “one place” and do it tomorrow
Guest Links:
LinkedIn: https://www.linkedin.com/in/ginowickman/
Website: https://ginowickman.com/
Download a free copy of the 10 Disciplines eBook
Visit the10disciplines.com to learn more
Read a 10 Disciplines article written by Gino
Contact Gino:
gino@eosworldwide.com
(248) 672-1192
Host Links: 
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkx

We all understand the concept of right person, right seat. But as the company grows the demands of each seat change. What is required from zero to $5 Million will most likely shift on your journey to $10 million in revenue. 
So hiring ahead of that curve becomes the biggest challenge. 
It is important that, in the earliest stages of the company, everyone in the organization identifies as a “builder”. Builders are the people who have a deep desire to problem-solve issues that have not even become identified and create systems from scratch. 
As the business grows, the need for “improvers” becomes critical as they are the people who can scale to each milestone and beyond.
Guest Bio:
Dean Stoecker is the co-founder and Executive Chairman of the Board. Dean founded Alteryx in 1997 and led the company as CEO through October 2020, achieving solid organic growth, and a successful IPO in March 2017.
Dean’s leadership and motivational skills, along with his ability to create, communicate, and realize a vision, were a driving force behind the company’s 20+ year success. 
Dean serves as advisor to entrepreneurs, is an active philanthropist, and is passionate about humanizing the world of data science and analytics, which is evident in the company’s culture, extensive resources for continued education, and efforts to influence social change.
TODAY WE DISCUSS
Right person, right seat, right stage
How to ensure you have the right person at every growth stage
PROBLEM:
Preparation for changing out key employees at different levels@ $10mil, $25mil, 
Get great alignment with the teams
Strategically & tactically- align strategy with tactics
Don't be afraid to switch your teams

Challenge?
Alignment between strategy & tactics
People have different ideas about what we need to do as a company
Knockdown, drag-outs about who we wanted to be when we grow upKPI’s for each department
People knowing why they were building things

Why is this important to the company?
People need to be rowing in the same direction
First hires need to be 9’s
9’s will never work for 6’s 
Rick’s Nuggets:
All about Positioning
Value alignment, builder, passion for the mission

SOLUTION:
How do we solve the problem? 
Predicated on growth rates
Team of 5 did a million in the first year
 Understanding if they are willing to accept tasks that they never signed up for
Focus on the next milestone

Build teams that can get you there
Keep your 9’s
Risk/Reward profile needs to match yours
Play any position then go deep

Legacy of promoting 
Leadership is about how many leaders you create
Invest in training
Who has the best skills at the cheapest price that can last you the longest 
Biggest worry, Middle management

Take stock of your own skill sets

Andre Geim- “grazing shallow”
Fall in love and go deep

Risk reward profile 
You want someone who can play any position then goes deep
Longevity - meandered from generalist to specialist
Risk reward profile needs to match yours

Rick’s Nuggets:
The first team
It’s all about positioning
Really desire what you are (ie: ground-level startup with no money)


Key Takeaways that the Audience can plug into their business today! (Value):
Make sure you have a time that provides strategic and tactical alignment(first 6 years)
Be prepared to swap out the team many times. The team that got you to $5mil won't get you to $20m. Be aware of your markers
Guest Links:
LinkedIn: https://www.linkedin.com/in/dean-stoecker/
Company: https://www.alteryx.com/
Facebook: https://www.facebook.com/alteryx
Twitter: https://twitter.com/alteryx
Instagram: https://www.instagram.com/alteryx/
Other: https://www.siteminder.com/
Host Links: 
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre
Startup: www.intertru.ai
Hi

Over the past few years talent has been scarce. And when talent is scarce, fear leads hiring decisions. We don't want to lose (what we perceive to be) “good people”, so we shortcut the interview process. 
Here's the thing, our perceptions are often wrong.  Our gut is often wrong. And it is wrong because the data we input is either assumed or circumstantial. Resulting in marginal hiring that hurts your business. 
So, what if every person that you hired thrived in your company? What would be the ROI if you operated at a hiring success rate over the 90th percentile? It would be pretty f-ing amazing, right?
A crucial part of why we get hiring wrong too often is that we don't invest the time to adequately vet people before we bring them in for an interview. This starts with your first call (phone screen). We miss the opportunity to gather true data as to whether a person is positioned well for the organization and their level of performance. 
That's right, positioning and performance.  The most crucial data that help you understand alignment before wasting anyone’s time in a formal interview process. 
Evidence that is not present on a resume. 
Guest Bio:
Payman Taei is the Founder of Visme, an all-in-one visual communication platform, and Co-Founder of Respona the link-building for SaaS and Agencies to improve google rankings. 
Payman is an avid technologist who loves new trends and tries to keep up with the ever-evolving internet. His background in Biology has led him to truly believe in the art of evolution. Everything changes in time. You either follow or create new trends or you will be left behind. 
TODAY WE DISCUSS:
The challenges in today's pre-vetting of talent
How to properly vet people before they enter your interview process
HIRING STORY:
Hired a marketing person, a person who was known. Went on a whim and made the hire without involving 
Assumed that because the person worked for a certain company the person must be good
Knew within a 45-day window, the wrong hire
Missed clues: a bit of fluff, selling themselves more. Claimed to have done a lot. Exaggerations
Marketers commonly take a lot of credit for a lot of company success
My post:  https://www.linkedin.com/feed/update/urn:li:activity:6999061564083380225/ 
PROBLEM:
Pre-vetting people before they come in for an interview
Challenge?
100’s of resumes. More does not mean better
Select a handful of people who are worth the time to interview
Most of the roles the CEO is still involved with
Create an efficient system without automation (Smaller companies)
Highest quality with the least friction as possible
Why is this important to the company?
Made some bad hires
Time is a premium 
personality /cultural fit & skills
We Sacrifice lower experience for a better cultural fit
Rick’s Nuggets:
Judgement should not be made on a resume but on the phone screen/Discovery Call.
Great resumes don't equal great people
High performers are busy making an impact 
Great interviewers have had a lot of practice. 
Understand Pain, Desire & Impact

How do we solve the problem? 
Pick the needle from the haystack
Prequalification process
The application itself
Manner in which the resume is submitted -spammer or researched
Passionate - learn and know about the company
Not job hopping
Interested because of a,b & c 
Large pool of referrals

HR interview
Personality & brief technical experience
Going through the resume and understanding career history. 
Gut check - authentic, a nice person, compassionate & caring, wanting to make a difference, 

Technical interview (2 step)
Projects, role on projects
Tech stack, where are you comfortable, specific technical questions
Deep dive into the technical experience with the team lead

Decision
Yes- move into reference check
30, 60, 90 day review cycle on kpi and goals

Rick’s Nuggets:
Operate from a position of abundance
Discovery call
Positioning
Does the person have a good reason to make a move
Does the person truly desire