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It’s All About Inclusion
$23.00
(0:00 – 0:28)
What I wanted to do today is I want to talk about something that I was motivated by by Jeff Hoffman, the co-founder of Priceline. He almost always mentions something about how he collected that incredible team at Priceline, at ColorJar, and all of his famous companies. So number one, I think we all agree that if you want explosive growth, you’re going to have to surround yourself with great talent.
(0:28 – 0:44)
I can’t think of a company that has grown consistently without a great team. I just, I can’t think of one. So I personally think it all starts with Dr. Stephen Covey’s notion to seek to understand before you’re understood.
(0:44 – 0:50)
Let me read that again. Seek to understand before you’re understood. Before is the key word.
(0:50 – 1:13)
Many first-time employers are so excited to tell a prospective employee how great their company is, they don’t even remember the employee’s name when the interview’s over, meaning they did not seek to understand. They sought to be understood. The employer wanted to make sure that employee left knowing everything about that company, blah, blah, blah.
(1:13 – 1:40)
They wanted to sell that company to the employee. Folks, I’m here to tell you after 24 years of interviewing, that has never worked and it never will work. The fundamental underpinning of an excellent interview, and this is one that has worked for us time and time again, is to make sure the potential employee or joint venture partner and the company, both sides, have an understanding of motives.
(1:40 – 1:52)
Let me say this again. A good interview ensures that both parties know what both parties’ motives are. Let me give you a great example, and this is very close to an exact true story.
(1:53 – 2:20)
You know within five minutes that you are sitting in front of literally the perfect candidate to take your company to the next level. The meeting has just started, but you know based on the initial five-minute conversation, you found them. This is that person to the point where you jump the gun and you even offer them the job before the interview’s over, meaning before you were seeking to understand their motives and their motivation.
(0:00 – 0:28)
What I wanted to do today is I want to talk about something that I was motivated by by Jeff Hoffman, the co-founder of Priceline. He almost always mentions something about how he collected that incredible team at Priceline, at ColorJar, and all of his famous companies. So number one, I think we all agree that if you want explosive growth, you’re going to have to surround yourself with great talent.
(0:28 – 0:44)
I can’t think of a company that has grown consistently without a great team. I just, I can’t think of one. So I personally think it all starts with Dr. Stephen Covey’s notion to seek to understand before you’re understood.
(0:44 – 0:50)
Let me read that again. Seek to understand before you’re understood. Before is the key word.
(0:50 – 1:13)
Many first-time employers are so excited to tell a prospective employee how great their company is, they don’t even remember the employee’s name when the interview’s over, meaning they did not seek to understand. They sought to be understood. The employer wanted to make sure that employee left knowing everything about that company, blah, blah, blah.
(1:13 – 1:40)
They wanted to sell that company to the employee. Folks, I’m here to tell you after 24 years of interviewing, that has never worked and it never will work. The fundamental underpinning of an excellent interview, and this is one that has worked for us time and time again, is to make sure the potential employee or joint venture partner and the company, both sides, have an understanding of motives.
(1:40 – 1:52)
Let me say this again. A good interview ensures that both parties know what both parties’ motives are. Let me give you a great example, and this is very close to an exact true story.
(1:53 – 2:20)
You know within five minutes that you are sitting in front of literally the perfect candidate to take your company to the next level. The meeting has just started, but you know based on the initial five-minute conversation, you found them. This is that person to the point where you jump the gun and you even offer them the job before the interview’s over, meaning before you were seeking to understand their motives and their motivation.
