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Building an Effective Team - Will Marlow Agency

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I gave a presentation titled "Building an Effective Team" to LFI's Emerging Leaders Institute.

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Building an Effective Team - Will Marlow Agency

  1. 1. BUILDING AN EFFECTIVE TEAM The Will Marlow Agency
  2. 2. About the Will Marlow Agency  Small ad agency  Founded: 2012  10-person company  Google AdWords Certified Partner  Data-driven ad agency
  3. 3. Agenda – Takeaways 1. Why hiring effectively is the most important step in managing and leading 2. Why the average manager has a .33 record 3. Why you need to start with culture
  4. 4. “Making a product is hard but making a team that can continually make products is even harder…The product I'm most proud of is…the team I built at Apple.” — Steve Jobs
  5. 5. The Right People "My #1 job here at Apple is to make sure that the top 100 people are A+ players. And everything else will take care of itself. If the top 50 people are right, it just cascades down throughout the whole organization." — Steve Jobs
  6. 6. A Brief Personal History of Hiring  Employee #1:
  7. 7. A Brief Personal History of Hiring  Employee #1: 3 months
  8. 8. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2:
  9. 9. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2: 3 months
  10. 10. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2: 3 months  Employee #3:
  11. 11. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2: 3 months  Employee #3: GREAT HIRE
  12. 12. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2: 3 months  Employee #3: GREAT HIRE  Employee #4:
  13. 13. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2: 3 months  Employee #3: GREAT HIRE  Employee #4: 3 months
  14. 14. A Brief Personal History of Hiring  Employee #1: 3 months  Employee #2: 3 months  Employee #3: GREAT HIRE  Employee #4: 3 months  Employee #5: GREAT HIRE  Employee #6: GREAT HIRE  Employee #7: 3 months  Employee #8: 3 months  Employee #9: GREAT HIRE  Employee #10: 3 months  Employee #11: GREAT HIRE  Employee #12: GREAT HIRE  Employee #13: GREAT HIRE  Employee #14: GREAT HIRE  Employee #15: GREAT HIRE  Employee #16: GREAT HIRE  Employee #17: GREAT HIRE  Employee #18: GREAT HIRE
  15. 15. Avg. Hiring Performance*  1/3 Stars  1/3 Mediocre  1/3 Failures *Stats from Peter Drucker
  16. 16. First 10 Hires = 40% Success Rate
  17. 17. Second 10 Hires = 90% Success Rate
  18. 18. What changed? 1. Focused on honest personality assessments (starting with myself) 2. Eliminated uncertainty in job positions 3. Defined a detailed “company culture” to make hiring strategic rather than tactical
  19. 19.  Disciplined  Focused  Deliberative  Responsible  Competitive Empathetic  Connector  Networker  Strategic  Contextual  Intellection  Adaptable  Includer  Learner  Future-Oriented  Detail-Oriented StrengthsFinder
  20. 20. Personality Assessments What strengths were missing for me? • Focus + Detail
  21. 21. Personality Assessments What was missing for me? • Focus + Detail  My first successful hire helped address these issues.
  22. 22. Personality Assessments This success made me a believer, and I was ready to use personality assessments in all hires.
  23. 23. Personality Assessments But what was I hiring for?
  24. 24. Eliminating Uncertainty in Positions 1. Started with job descriptions.
  25. 25. Eliminating Uncertainty in Positions 1. Started with job descriptions. 2. Created an entire online training site with 300+ videos
  26. 26. Eliminating Uncertainty in Positions 1. Started with job descriptions. 2. Created an entire online training site with 300+ videos 3. Created a “Black Belt” system to assess/motivate mastery of responsibilities
  27. 27. What about the intangibles? Company Culture  Shared values, ideals, behaviors and mission  Applicants can better decide if we are good fit  We can decide if applicants are good fit
  28. 28. What about the intangibles? GE  They are transforming the world  They want to be #1 or #2 for any product they sell
  29. 29. What about the intangibles? Facebook  “Move fast and break things”  Lots of people get fired at FB, but not typically for mistakes of aggression
  30. 30. What about the intangibles? Company Culture  We are a human capital company  People > Product  Our job is to help our clients grow their sales  Our mission is to make our clients look like geniuses
  31. 31. What about the intangibles? Company Culture  Pursuit of knowledge  Helpfulness  Hard work
  32. 32. What about the intangibles? We Defined Our Culture  We put it on our website  We discussed it in interviews  We bring it up at team meetings  We review it to make sure it’s still valid
  33. 33. The Right People "My #1 job here at Apple is to make sure that the top 100 people are A+ players. And everything else will take care of itself.” — Steve Jobs
  34. 34. Practical Management = 20%

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