Episode 644: Transform Your Organization with Top Talent / 第644集：用頂尖人才改造你的企業
第644集：用頂尖人才改造你的企業
BNI首席願景官、BNI基金會董事Graham Weihmiller，本週與Dr. Misner一起在播客中討論如何用頂尖人才來改造你的組織或業務。
對於每一個組織來說，代表著簡單而有力的東西，這比以往任何時候都更重要。我們發現，在全球範圍內，最有才華的人都希望自己的工作有更大的目標。你不能只把你所代表的東西掛在牆上：你的組織需要讓它現實。
以下是Graham僱傭頂尖人才的一些技巧。
- 確保有一個角色，而不僅僅是一個任務，這對新隊友來說是一個很好的角色。
- 確保你的團隊，特別是你的招聘經理對工作描述和規範都很清楚。
- 通過舉辦一個 "認識公司 "的會議，找到那些似乎對這個角色最感興趣的人。
- 有一個協作的招聘流程。讓你的團隊參與進來，進行多輪面試。注意候選人的行為方式的一致性。
- 讓候選人非常清楚地知道，作為組織成員，他們可以期待什麼樣的挑戰和機會
- 與候選人的推薦人深入交談，了解他們是什麼樣的人，以及你如何支持他們成為團隊成員。
- 以新員工新兵訓練營的方式讓你的新員工融入團隊。 BNI為新員工提供30天的時間，讓新員工建立關係，與導師一起學習工作。
小企業主往往低估了建立真正成功的團隊所需的時間。這個過程可能需要一個高級經理人三分之一的時間。一個CEO可能有多達50%的時間用於支持現有團隊和招募新的團隊成員。但這也是企業領導人可以花時間最多的轉型之事。除非你建立起一個團隊，否則你永遠無法擴大企業規模。
這些原則同樣適用於建立一個更好的BNI分會，只要謹慎選擇你的會員，就能建立一個更好的分會。
本集由伊凡的內心世界贊助。今天就成為我們的創始會員吧!
第644集完整記錄
Priscilla:
大家好，歡迎回到BNI官方播客。我是Priscilla Rice ，我從加州伯克利的Live Oak錄音室為大家帶來的是Live Oak。我今天在電話中加入了BNI的創始人和首席願景官 Dr. Ivan Meisner。你好，Ivan，你今天好嗎？
Ivan:
他是一個認證的特許經營執行員和六西格瑪黑帶，我認為這是非常酷的，也是非常困難的。如果你不知道那是什麼，你得去查一下。Graham在哈佛大學商學院獲得MBA學位，在威廉和瑪麗大學獲得學士學位。他參加過哈佛大學，斯坦福大學和喬治城大學的研討會和小組討論，他和家人住在夏洛特。在北卡羅來納州是三次鐵人三項賽選手，也是馬拉松選手。他還曾登頂過乞力馬扎羅山。他和他的妻子Sarah是一名兒科急診室的醫生，他喜歡和孩子們一起看電影，和兩個德國牧羊犬玩耍。格雷格有一個很好的家庭，我很高興有機會認識他們。就我個人而言，Graham，我必須告訴你，你在BNI處理的一切都很了不起。我很高興看到你領導這個組織，和你緊密合作，我想不出還有誰能勝任這個職位。我只想感謝你的驚人承諾，為維也納的火炬和出色的工作，今天能在播客上看到你，真的很高興。
Graham:
Ivan:
Graham:
但是，您知道，我認為它必須是唯一的並且必須是真實的。 您知道的，這不可能是一成不變的，但組織需要實踐。 而且，如果真是這樣，那麼他們無疑將能夠吸引越來越多的人才，尤其是在緊張的勞動力市場中，這是當今世界許多地區正在經歷的，我想說的是 比以往任何時候都重要，並且將來會繼續代表某種東西。 您知道，那是獨特而強大的。
Ivan:
Graham:
但是，這些會議讓我們可以把一個很有規模的小組，從這個小組中尋找對各種角色感興趣的人。你知道，我們一直在招聘，所以如果我們不知道有人適合某個角色 ，我們總是把這個人放在心上，為我們現在可能招聘的其他角色，或者你知道，在未來我們有一個非常合適的招聘過程。我認為團隊很欣賞這一點。 我認為這樣做會帶來更好的結果。因此，人們往往會驚訝於一個人的面試人數和面試天數，你知道，對於我們的大多數角色來說，有三輪面試，這可能看起來有點過分，但從我們的角度來看，我們希望看到在具體的事情上的一致性，我們在僱用他們之前，我們在個人身上發現的，有幾個迭代是很重要的，我們發現的一件事是，我們傾向於的個人往往在至少兩件非常不同的事情上很擅長。它可能是演奏樂器和會計，或者它可能是營銷或體育，兩件事都非常獨立，一件事可能與他們的職業生涯有關，一件事可能與您在自己的私人時間裡做的事有關。
但是，我們確實發現，有這些不同興趣的人 精通兩種或更多的東西往往是非常成功的，你知道，隨著時間的推移。我們也花了很多時間，在這個過程的後期階段，我們會在信中非常具體地列出他們作為組織的一員，作為我們全球支持團隊中的隊友，他們可以很期待。無論是這些角色所帶來的挑戰和機會，我們希望應聘者在加入時能清楚地知道自己的期望。我們確實對全球支持團隊的隊友有很高的要求，因為我們真的希望在全球範圍內的成員都能得到滿足。因此，我們會給他們一封信，要求他們在接受邀請之前仔細審查。我們也有一個非常深入的篩選過程，你知道，我們不做粗略的引薦人調查，我們真正深入地去了解被引薦人的背景和背景，這甚至不是為了給他們提供工作機會，而是在他們加入後，我們如何為他們提供最好的支持。這就是我們從引薦人調查中得到的很多東西，而事實證明，這些在播客之後，對支持隊友很有幫助。
Ivan:
Graham:
Ivan:
Graham:
是的，因此我們將其調整為兩到四個星期。 就目前而言，大約30天，就在一個受保護的泡泡中。 我們讓他們知道他們除了訓練營外別無他法，這是受保護的時間，因此團隊的其他成員知道您不給他們項目或任務。 之所以如此重要，是因為如果我們不把他們置於泡沫之中，他們就會急切地證明自己，以致於他們開始進行不同的項目。 當然，您知道，人們有興趣為他們提供項目。
但是，新手訓練營確實是一個建立強大而廣泛的基礎的機會。 我們發現，這為他們提供了前進的跳板，他們更加自信，他們懂白話，他們知道如何創造積極的變化，並且他們擁有更好的體驗。 當然，這是代表組織進行的投資，但我們發現這是一項非常好的投資。 因此，這是一個結構化的過程，他們在這裡建立關係，他們了解我們的傳統，他們當然知道您是他們的導師，這為他們提供了一個很好的跳板，因此我們發現它富有成效， 您知道，我們所有辦公室都已經實施了。
Ivan:
我很喜歡這個概念。順便說一下，我認為這將是一個很好的比喻，就是有一個分會的導師，和那個分會的人一起工作。我覺得這是一個很好的概念，我在最後的新人訓練營中，我們在那裡談論公司的使命核心價值，文化，組織的願景。我得告訴你，我認為這是最好的事情之一，你把它視為最好的東西，新人訓練營的人都說，他們認為這是唯一的工作，他們在那裡真的覺得準備好了接受這個角色。為改造組織，選擇合適的人，然後培訓他們，有效地引導他們。所以我很喜歡這個概念。在我們結束之前，你還有什麼想說的嗎？
Graham:
Ivan:
Graham:
那當然，謝謝，Priscilla
Priscilla:
Episode 644: Transform Your Organization with Top Talent
Graham Weihmiller, CEO of BNI and Director of the BNI Foundation, joins Dr. Misner on the podcast this week to talk about how to transform your organization or business with top talent.
It’s more important than ever for every organization to stand for something simple and powerful. We’re finding that around the globe, the most talented people want their work to have a bigger purpose. You can’t just put what you stand for on the wall: your organization needs to live it.
Here are some of Graham’s tips for hiring top talent.
- Make sure there is a role, not just a task, that’s a good role for a new teammate.
- Make sure your team and especially your hiring manager are clear on the job description and specification.
- Find the people who seem most interested in that role by hosting a “getting to know the company” session.
- Have a collaborative recruiting process. Involve your team and have multiple rounds of interviews. Watch for consistency in the way candidates behave.
- Let candidates know very clearly what challenges and opportunities they can expect as members of the organization.
- Talk to the candidate’s references in depth to find out what they’re like and how you can support them as team members.
- Integrate your new team members with a new employee boot camp. BNI offers new employees 30 days to build relationships and work with a mentor to learn the job.
Small business owners tend to underestimate the time it takes to build really winning teams. This process can require up to a third of a senior manager’s time. As much as 50% of a CEO’s time can go into supporting the existing team and recruiting new team members. But it’s the most transformative thing that business leaders can spend time on. You will never scale a business unless you build a team.
These same principles can apply to building a better BNI chapter by choosing your members carefully.
Complete Transcript of Episode 644
Priscilla:
Hello, everybody, and welcome back to the official BNI podcast. I’m Priscilla Rice and I’m coming to you from Live Oak Recording Studio in Berkeley, California. And I’m joined on the phone today by the founder and the Chief Visionary visionary Officer of BNI Dr. Ivan Meisner. Hello, Ivan, how are you today?
Ivan:
I am doing fantastic and you didn’t ask where I am. I am in Necker Island this week in the Caribbean having an opportunity to spend some time with Richard Branson, my wife and I. So it’s, it’s a fun week this week. And of course, it’s part of international Networking Week. So I’m doing some international networking week activities here here on Necker and I have a guest today who I have not had on the podcast since Episode 388. And we can’t wait that long to do another podcast together. And that is Graham Wehmiller, who’s the CEO of big a position that he’s held since 2014. Graham also serves as the director of the BNF Foundation, which focuses on children and education prior to be an i Graham was the CEO of a 35 year old home care services company with 250 locations throughout the US. And prior to that, he worked at the American franchise company Bank of America Merrill Lynch.
Graham received his MBA from Harvard Business School and his bachelor’s from William and Mary. He’s a certified franchise executive and Six Sigma Black Belt which is, I think really cool and very difficult. You got to look it up if you don’t know what that is. He’s participated in seminars and panels at Harvard, Stanford and Georgetown University’s he lives with his family in Charlotte. North Carolina is a three time Ironman triathlete, and a marathoner. And he has summited Mount Kilimanjaro. He and his wife Sarah, who’s a pediatric emergency room, Doctor enjoy movie time with their kids and playing with the two German Shepherd puppies. Greg’s got a great family who I’ve had a chance to meet. On a personal note, Graham, I got to tell you what you’ve done with DNI is spectacular. It’s been a pleasure watching you lead this organization and in working closely with you, I cannot think of anyone I’d rather see in this role. And I just want to thank you for your amazing commitment to carrying the torch for Vienna and just doing a wonderful job and it’s A real pleasure to have you on the podcast today.
Graham:
Well, thank you very much, I really appreciate the words. It is a labor of love. It’s a fantastic organization that you founded and continue to build. And I’m just very happy to have a chance to play a role and certainly to be here with you on this podcast today.
Ivan:
Well, and and let’s, let’s do this quicker than almost five years to do the next podcast, if we can, because you because you have great content to add and certainly amazing background. So you wanted to talk about transforming your business through your top talent, finding top talent to transform a company. So along that line, how do you ensure your organization stands for something important? I think that’s the first thing you want to talk about.
Graham:
Well, as you know, BNI has always stood for something important. That’s collaboration and helping businesses grow and if we do that, as members and leaders within the And I, you know, our business and the organization overall will grow. So I think BNI has always stood for that. And, you know, we continue to, to codify and strengthen the culture as we grow around the world. I think it’s more important than ever, that every organization really stands for something, and that it’s simple and powerful. What we’re finding around the globe is that really, really talented folks, you know, they want a good opportunity, but they also want their work to have a bigger purpose. And so I think it’s really important that every business leader out there can clearly communicate in a simple way, what their organization stands for, that is different and powerful.
But, you know, I think it needs to be unique and it needs to be authentic. You know, it can’t be something that you know is on the wall, but the organization needs to live it. And you know, if that’s the case, they will be able to undoubtedly attract, you know, better and better talent, especially in tight labor markets, which, you know, much of the world is experiencing right now, I’d say it’s more important than ever, and will continue to be in the future to just stand for something. You know, that’s, that’s unique and powerful.
Ivan:
So I want everyone who’s listening to podcast to pay note, pay attention to the comment that he made about finding your purpose. In a few weeks, we’re going to have Jack Canfield back on the podcast, and that’s one of the things he talks about in success principles is finding your purpose. I think that’s a really important point. gralen Thanks. So there’s no pixie dust in the hiring process. What is there then when you’re selecting people? And and I think some of this probably transfers over to selecting BNI members, but I’m just guessing.
Graham:
Yeah, there really is no pixie dust, you know, no magic in the hiring process from, from our perspective, there’s really just determination, a good process and lots of hard work. And so what do I mean by that? Well, I think it starts with identifying the work to get done. And is it a task or you know, a few tasks or is it actually a role and those can be separate things. And so first off, it’s making sure that there is a role a good role for a new teammate, then it Next is really about making sure that the team and certainly the hiring manager are really clear on the job, you know, description and specification. And then really, it’s about getting lots of good candidates. And there really is no substitute from, you know, just having a lot of candidates who are really passionate about the role. One of the things that we have been doing that has been successful, is hosting sessions, we call them getting to know bi sessions, where we can bring in a good number of folks, usually, we target between 10 and 20, folks into a session where we talk about the various roles that are available, and we have a chance to get to know those individuals in that group setting and how they interact and just, you know, how engaged they are as we’re outlining what BNI is and providing time for questions.
But those sessions allow us to take a good sized group and really identify out of that group folks that seem really, really interested in the various roles. And you know, we’re always hiring and so if we don’t know if a particular individual is good for a certain role that might be open, we’re always kind of keeping that individual in mind for other roles that we might be hiring for now, or, you know, in the future, then we have a very collaborative recruiting process. And I think the team appreciates it. And I think it leads to better outcomes. So people are often surprised the number of people that are involved when an individual interviews and then certainly the number of interview days and you know, for most of our roles, there’s three rounds of interviews and that may seem excessive, but from our perspective, we want to see consistency in the specific things that you know, that that we find in individuals, you know, before we hire them, so having many people involved and having several iterations is important and you know one thing that we found which is that you know, individuals that we gravitate towards tend to be good at at least two very different things. You know, it might be playing a musical instrument and accounting or it might be you know, marketing and you know, athletics, but two very separate things and one may have something to do with their professional life and one may have something to do just you know, that they do in their personal time.
But, but we do find that people that have these disparate interests and are are proficient in two or more things tend to be very successful, you know, over time. And you know, we also take a lot of time at the late stages of the process where, you know, we outline very specifically in a letter from from me, what they can expect, you know, as a member of the organization as a as a teammate on our global support team. Both the challenges and the opportunities that those roles present we want candidates who are coming in with a very clear sense of what’s expected. We do have a high bar for teammates on the global support team because we really want to deliver for being members around the world. So we we do, we give them a letter along with the offer that we ask them to review carefully before they accept the offer. And we also have a very in depth screening process where you know, we don’t do cursory cursory reference checks, we really go in depth with the folks that are provided as references and we really want to get to know this individuals prior background and and and that’s not even as much for extending the offer but how we can best support that teammate once they’re on board. That’s a lot of what we’re getting out of the reference checks and those have proven to be you know, very helpful in supporting teammates after, after the Podcast.
Ivan:
A lot of times we talk about things that relate to be an iron and I think there are some things that That definitely can carry over into the BI chapter. But just to put it in context, what what Graham is sharing with you here is how do you get your your business your, your active NBI and you want to grow. What he’s describing here is really important to screen new potential people working for your company. And this material is golden. I want to talk before you wrap up, I want to talk about something that you incorporated into being called the new employee boot camp. I want to talk about that. But before we do, can you talk a little bit about the amount of time required to do what it is that you’re talking about?
Graham:
Yeah, and I think the time changes over time with an individual’s role. What we see with you know, some of our junior and mid level teammates is that you know, they’re going to spend between 20 and 30% of their time helping to interview and screen potential candidates to the team. And then as they become a you know, mid level and upper middle man majors and senior managers, they might be spending more like a third of their time. And you know, I spend about 40 to 50% of my time on talent development, that’s both the recruiting and also just the support of existing teammates as they take on new and bigger roles in the organization. But I think, you know, it’s often underestimated how much time it does take for business leaders to to to build really winning teams, but it is the most transformative thing that as business leaders we can spend time on. So we we try our best to over invest in talent development, both the recruiting and the support of existing teammates. And we do that of course, because we’re really passionate about supporting BNI members around the world. But I think I think that translate to every one of our member businesses as well just over investing time and talent development always seems to have a good a good return.
Ivan:
My experience is that small businesses solopreneurs often the on the entrepreneur, the owner will say, I don’t have time to do this. It’s just quicker to do it myself. And while that may be true, you’re never going to scale a business unless you build a team. And what Graham is describing here is how he goes about building a team in Vienna. And I think i think it’s it’s content that’s valuable for any company that really, really wants to scale. gram, you implemented something into being AI, which I absolutely love. And that’s the boot camp concept. Now. Correct me if I’m wrong is about 30 days that somebody goes through a boot camp where they’re being trained, they don’t get to do their job full time until they complete the boot camp. And this is what is it two weeks, four weeks?
Graham:
Yeah, so we’ve modulated it between two and four weeks over time. As it stands now, it’s about 30 days, and that’s right there in a protected bubble. We let them know out of the gate that they are not expected to do anything other than boot camp, and that is protected time and so the rest of the team knows you know not to give them projects or assignments. The reason that’s so important is because if we don’t put them in that bubble, they’re so anxious to kind of prove themselves that they get moving on different projects. And certainly, you know, people are interested in giving them projects.
But boot camp is really a chance to build a strong and a broad foundation. And what we found is that it gives them a springboard forward, they’re more confident, they know the vernacular, they know how to create positive change, and they just have a better experience. And it certainly is investment, you know, on behalf of the organization to do that, but we found it it’s a it’s a very good investment. And so it’s a structured process, where they build relationships, they get to know our traditions, they certainly get to know you know, their mentor, but it gives them a nice springboard and so we found it to be productive and we’ve implemented that, you know, across all of our offices.
Ivan:
I love that concept. And by the way, the analog I think it’d be an eye is having a chapter mentor, work with somebody in that chapter. That’s, you know, that that helps. mentor them through the first month or so and be and I, I love it i think i think it’s a great concept I get to do the boot camp final where we talk about the company’s mission core values, the culture, the the vision for the organization. And I got to tell you, I think it’s one of the best things that you’ve put into being it because every single person I have done bootcamp with has said, they think is the only job they’ve ever been at where they really felt prepared to take on the role. And I think this is a great concept for transforming organization, picking the right person and then training them, orienting them effectively. So love the concept. Anything you want to say before we wrap up?
Graham:
You know and just over time, just to round it out, you know, what we found is, you know, after we have identified really top managers that are really scalable, we’ve tried, you know, to over invest in programs that give them global exposure to the organization and and I think for any of our members around the world, The thing is, is possible. In other words, when you find managers that you just feel like, exemplify the culture and continue to, to lead in the way that allows you as the business leader to continue to scale and to strategy and product development, etc, kind of over investing in programs to support them makes a lot of sense and creates kind of a virtuous cycle. So that pretty much rounds out our kind of high level philosophy on talent. Development.
Ivan:
Well, thanks for being on the BNI podcast. Today, Graham and let’s let’s have you back on before quicker than we did the last one. If you’re available.
Graham:
Great. Absolutely. Thank you, Priscilla.
Priscilla:
Okay, thank you both. At some great information. This podcast has a new sponsor, go check out the great content available at www. Ivan’s inner circle.com, where Ivan has assembled a wide variety of topics and you are invited To participate. Thank you so much for listening. This is Priscilla rice and we look forward to having you join us again next week for another exciting episode of the official BMI podcast
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