Client: “I want an A-player NAM who’s gonna light up meetings with those tricky buyers”
Me: “Sound, know a couple of them…”
Client: “They need to be in the office 4 days a week and be happy supporting me on all my admin and stuff too…
…And because budget is tight atm, we’d like the superstars that are happy to move for a market average salary – so no drama there of course..”
And they need to be comfortable staying at this level.
And they need to already have the full skillset for the job.”
Me: “What can you offer their ambition?”
Client: “🤔…” (awkward pause and then)
“We have a great ‘culture’ and we’ll offer them progression”
Well intentioned, empty, cheap words.
What does this mean in real-world stuff to the person you want in your business?
People, history, tools, systems, management habits, investment budget – can you identify the specific benefits of your ‘great culture’ to the person you want… can you even pay them their market value for a start?
A high ambition player that everyone wants knows their worth.
If you want their record of success, delivery and ambition - then what you offer better be bloody good, and you better be willing to pay for it.
Most of the time – you want a 10 across the board, but you can afford a 6.
And if we’re honest, the issue is not really your budget – it’s you.
You’re unwilling to graft and create a platform where you can manage and develop the skillset of a 6 to deliver the performance of an all-round 8.
Peter Brand (moneyball) said it best:
“It's about getting things down to one number. Using stats to reread them, we'll find the value of players that nobody else can see. People are over looked for a variety of biased reasons and perceived flaws. Age, appearance, personality.”
You get your management processes, tools and systems right, then you can take a 6 and make them an 8.
You want a great recruitment pipeline (and want to save money too), then build your management engine and hire a 6.
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