Welcome to growth minded conversations, our weekly podcast where we're discussing growing lives, businesses wealth, and mindset. And today I'm honored to co host and meet with one of the founders of growth minded talent solutions. Paula Grimes, and
why growth minded talent solutions, Paula?
Such a great question.
I feel like my whole journey in life has brought me here. I've had 30 years experience in the operations world with hiring, firing, reorganizing, just lots of am employee interaction. And
and now being a coach and watching everybody trade these businesses, right, they they go from being self employed, it's only them to building this business, this organization where they are starting to hire employees. And I get to see all the mistakes. And I get to see all the experience all the mistakes I made along the way too. So growth minded talent solutions, to me was a way to move people forward faster without making all those mistakes.
We see we see the rush to hire,
right? Where it's like, oh, my gosh, I'm drowning in business. I can't, I can't do one more food, I need somebody to help me. And I don't have the time to hire. So my best friend right now is unemployed. And I'm just gonna bring her on. And it ends up working really well sometimes. And it ends up not working so well, more often than not. Yeah.
We've all been there.
So it's like, how can we take that heavy lifting off of people where we can really find them that right person that's going to be there with them long term that's going to move their business forward?
Excellent.
And so what experience do you personally bring to growth minded talent solutions, I feel like I myself have made all the mistakes and learn the hard way along the way. So now I want somebody to learn from my mistakes and not have to make them again,
you know, I've hired that person that I really connected with, right? They interviewed great, really connected with them, brought them on, and they were awful at their job. And then I kept them there. And I've kept them there. And if they're going to get better, they're going to get better, right? Only to find that they don't. And now I've wasted six months, and I don't have the leverage, I need to move my business. So I've actually delayed my growth in my business by six months.
And when we delay our growth in our business, what what's the what usually happens then? Yeah,
yeah. Right.
Yeah, it's, it's, and then if we do it again and again, right, which we're three years later, which we do for three years later, we our business still hasn't grown. It hasn't failed. Because we're successful in our own right, yet our business hasn't become what it could become with the right people.
Yeah.
And then sometimes it's we we hire the right person, right, their talent, and they're not the right seat on the bus. I've had that too. Right, where we've gone through months of them not being the right seat on the bus, and then really sat down and talked and realized, hey, they don't like the seat on the bus. And then moving into a dirt them into a different area and then watching them thrive and flourish. Right and that, that that other seat on the bus,
you know, with with the experience that you've had, and and we know that failure to launch so to speak can cause loss of momentum in our business. I feel it when we act and hire quickly. too quickly. It can also have a ripple effect of non growth in our business. Personally what has been your experience then in
taking action and accountability when we bring someone on? Yeah.
Like my personal action and accountability, your personal experience and prior to growth, my talent solutions with your all of your life experience and professional experience and successes. What have you learned through timeline of taking action when the person isn't the right fit? Yeah, and
And the problem would be finding that out after you've hired them, right? You're now invested in this person. I'm emotionally attached to this person. Because one of the things I'm looking for as a culture fit, I've always looked for a culture fit, right? So now they're a culture fit yet they're not doing the job. So now I'm attached to them, because they're a culture fit you have, they're not doing the job, it's so hard at that point, to move out of there. And I see the potential, right, they're not living up to their potential. Yeah, I see the potential. So I pour more and more of myself into this person. And I have to say, I mean, Gary says, Write, hire slowly, fire quickly. And I have to say, I've been one of those people over time, who does not hire fire quickly. And it's because I've invested so much of myself in this person.
That it's hard, it's so hard. It's hard. So we all use the same words. And, you know, the words we use may have different meanings to each of us, even though it's the exact same word or phrase. And so a cultural fit. What does that mean to you? It means somebody who's in alignment with my core values, right? The core values of the business I'm running.
So So, for instance, accountability, on my team was huge. It was one of our major. And they, they were accountable, they would show up to work, right, they would attempt to do their job. It's not like they worked late, flagrantly not doing it. They just didn't enjoy it or didn't have that skill set.
So they had the accountability piece that I was looking for, they were never late to work, they didn't take any days off, right? They were super self accountable to the job. They just weren't good at the job.
So in your experience, when, on average, if you can reflect back, how quickly did you really know, in your gut? And we have we have
evidence, right for all things. So when did you know in a past hire, that was a great person and great energy and showed up on time, and check all the boxes. So it appeared with just wasn't performing? How early into that business relationship? Did you know they weren't working out? You know, when I think back knowing what you know, later, right? Yeah, it was pretty early on. Right? You can see it in that training period.
Because there's some red flags along the way. And, again, I think we as human beings, in general choose to ignore the red flags. So there's red flags along the way, and you think the red flags are going to go away? Oh, there, once they learn this, they're going to be better at this or once they grasp this concept.
This won't be an issue.
The reason I asked you about what you How did you know what didn't work is his oftentimes when we learn what isn't working, we get closer to what exactly 100% 100% And Gary said that to you, right? He said I needed to fail at five different hires. Before I had figured out all the things that I needed to know.
Were This is what my hire needed to look like, to make that great hire. And that's another thing, right? And that's another thing, I think all of us, I'll speak for myself yet I think all of us feel the same way is we have set up this company, to to figure that out for people right up front, right, so that you don't have to make five by bad hires to figure out the hire that's going to work for you. We know we have so much experience between the three of us and know what questions to ask and how to dig deep, that the chances of the higher we find for you working out is going to be really high.
Absolutely. In through the experience of of what hasn't worked, we learn what has worked, what does work and, and so what else as far as metrics and measurements, is I would be remiss if I didn't ask you about that in your experience that you bring with you in your D O world in running big teams. What What how do you apply that in growth minded talent solutions and identifying what true talent the best of the best fit? Right?
And we talked about metrics and measurements. I think one of the things and this is hard for me to measure if you say that yet with all this experience.
There's so many nuances when you're talking to people, there's so many nuances when you're interviewing people, you know, it takes 10,000 hours, I think it's 10,000 hours to master something right? Is that what is that what it is? Yes.
I've done those 10,000 hours. Like there's so many little things along the way, nuances that you pick up when you become a master at something that
I believe the three of us pick up on. You know, it might be a word here that all of a sudden, it's like, wait a minute, let's let's revisit that. And maybe the way something's phrased, it may be the way the attitude somebody's showing up with, right, there's so many little nuances that we automatically identify because we've done this so many times for so long.
I mean, Gary created the Career Visioning process, to give everybody that tool they needed to make that great hire, and it's phenomenal. And do we do it enough that we become masters at it? Right? Have we done it enough that we've really mastered it? And if you're not doing a lot of hiring all the time?
You're you're not going to master it? Right? No, absolutely. And so in in mastery of the the amazing process that Gary brought to us
that methodical application.
Talk about that? Yeah, we don't skip any steps right there. Every step along the way, was developed for a reason. And it gives us information. I've had people even before starting this company, right? I've had teams that have brought somebody through every single step of the process. And you know, it's been in that group interview at the end, that things have fallen apart. Right? It's like they made it through every step with flying colors. And then something happens at the very end that it's a huge like, oh, my gosh, thank God, we didn't bring this person on, they were not the right fit for us. Right, it's a gift, when that's the whole purpose is discovery.
And attachment to
attachment to the process and not to the outcome. Right? And it doesn't mean we're going to be successful 100% of the time, yet, if we can be successful 95% of the time.
How great is that? Fantastic. Thank you. How do you see growth minded talent solutions is company making a difference to others?
To me, I look at making great partnerships, right? There are so many people that when you can find that right fit, you love working together, and you grow together, and you are aligned with your core values, right. And it's just it's like this locomotive moving down the track together. And you both are excited about working together every day. Like that's, that's what I want to create. If every business was like that, and we all loved going and doing whatever we did every day and who we did it with, how great is the world
life changing, life changing. And I've experienced that I've been places where I cried on Sundays, because I did not like the people I was with and and Mondays were torture. And I've had years of loving the people, right that I was working with, and I couldn't wait to get there. I couldn't wait to get there and share my day with them.
So just like you've experienced with, let's say joy, job joy
and alignment, cultural alignment.
What else changes
when you have the right people on the bus when you have the right people on the team, that that are right fit for you as leadership. Now, to me, you can go anywhere, everybody is contributing, right? Everybody's contributing ideas, better way of doing things opportunities, like there is no telling where you can go with a business when you're battling each other. Thank you, Paula, so much for being with me today. Absolutely. My pleasure and honor to have the opportunity to pick your brain and have you share your experience with everyone else. Thanks so much. Thank you, Beverly. I love being in business with you. Join growth minded conversations next week. As Paula Grimes speaks with Beverly Khobar, co founder of growth minded talent solutions about her journey in launching a new company. See you soon. Let's make it happen. Visit our website growth minded talent.com and schedule a call with us today. We look forward to hearing from you soon.
Transcribed by https://otter.ai
