Surround Yourself with Considerate People

Surround yourself with people who want to help.

A painful mistake that gives me grief and sleepless nights is working with people who don’t share the same values.

Your WHY is not just some fuzzy thing that motivational speakers say.

For example, I surround myself only with considerate people who want to help others.

I accidentally violated this rule this week and paid for it heavily.

You don’t have time to watch your back at every moment or argue with people who try to rationalize away poor performance— since they’re too lazy to level up.

Even if they’re super smart, don’t let these people into your circle.

People who have an abundance mindset won’t see their gain needing to come at your loss or be afraid of superstars joining the team.

Thus, share your values openly— not because you want to be famous but because you want to repel this cancer.

Effects of Good Hire And Bad Hire On Your Business

Don’t worry about overpaying for talent. The cost of a bad hire is 20 times that.

Mistakes cost you money, reputation, and sanity.

A bad hire infects the rest of your team.

When they finally leave, you also lose the investment you made in them, plus you have to rescue projects they abandoned.

On the other hand, a great hire takes the burden off your shoulders instead of creating more problems for you to solve.

Good Hire Bad Hire

They anticipate what’s needed and spring into action without you needing to initiate it for them.

Their value keeps multiplying over time since they know your business well and build up teams, scaling the goodness.

When this happens, reward them handsomely and proportionately to their value.

The most successful entrepreneurs I know are not the smartest or hardest-working people. They build up great teams around them.

Same mistake as hiring someone you like, whom YOU believe in, but they haven’t demonstrated that they are committed.

They will give up easily, causing you to lose the investment you’ve made in them.

Avoiding loss is the key to hiring instead of trying to give everyone a chance.

See my blog post on the “5 most important traits to run a successful business” and Having Good People Is Key to Your Business!

The Do’s and Don’ts of taking on a new job

Do's and Don'ts
The Do’s and Don’ts of taking on a new job

1) Become a highly-concerned observer

2) If your mouth is open, you are not learning 

3) Challenge your assumptions

4) Listen to your peers

5) Help your boss raise their status

6) Create a business plan for every assignment

7) Direct your availability up, down, and sideways

8) Be aware of others’ feelings and goals 

9) Know the names and responsibilities of your peers

10) Ask for help and show your appreciation

11) Do not try to impress others with your past 

12) Keep to your word

13) Become part of your team first before you become a leader

14) Arrive early and stay late.

27 years ago, the CEO of American Airlines gave me this. This will stay with me forever, and I am sure with my mission to provide jobs to a million Pakistanis this will come in very handy for them. 

I made a lot more money when I had a smaller team.

I made a lot more money when I had a smaller team.

The larger teams have given me a bigger “empire” of people, projects, and gross revenue.

But when it comes to profit, I did far better years ago.

You see, the more people you add, the more overhead you have to manage.

And it’s harder and harder to catch low quality team members trying to sneak in— the unemployed brother of one of your employees and the slacker who believes you are rich, so they can just coast off your hard work.

Yet if your company is not growing, you’re not creating upward mobility for your good people, who will leave.

No matter the industry, your #1 challenge as a business owner is recruiting leaders who care about the company almost as much as you do.

Are you optimizing for the wrong things?

Are you optimizing for the wrong things?

I did one thing this afternoon that made this whole week worthwhile.

The performer measures results.

The employee measures number of meetings and hours.

Are you optimizing for the wrong things?

If you’re measuring by time or meetings, you’re rewarding your people for taking longer.

And you’re penalizing your top performers.

Instead of fighting low quality and incompetence, trying to get people to see it your way, partner with those who are eager to achieve your mission.

People make all the difference

People make all the difference

The most powerful thing you can do is NOT generate sales.

It’s hiring the right people.

Hire people you believe in, not necessarily the most skilled.

Because they will be there for you in the long-run, helping you solve problems that you never would have anticipated.

And the best way to attract the right people is to be impeccable with your word.

Keep your promises, even when it’s costly– since the right people will notice.

If you’re broke right now, but rich in ethics, your time to shine is coming soon.

The cheaters have momentary success, but the good guys are the ones still standing in the end.