This week, I'm delight to have Michel Falcon, Founder and CEO of Brasa Peruvian Kitchen | Author of People-First Culture.  We've based a number of previous episodes around the People First Culture theme and to speak to Michel himself about it is very exciting.

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Dave: I love that. Thank you very much for sharing that. and I completely agree with you. And in fact, talking about Apple, I just found a couple of weeks ago that you, go into one of their stores, and all the Apple, employees, working there, are required to do 40 minutes of customer, service sales training on a daily basis.

Michel: Doesn't surprise me.

Dave: It's just they're professional and they look after people, they ask the right questions. I'm, certain that's exactly what you do in your restaurants as well.

Michel: Well, think about it. If you wanted to be a healthy human being, you should have some sort of movement for 40 minutes a day. Walking, lifting weights, some sort of hit exercise or whatever. So if you want a healthy business, how can we not practice the same? It could be 30 minutes, it could be an hour, or whatever. As long as it's something that's habitual. You don't just host one customer experience seminar for your employees and not do it every month, or in this case, every day in some capacity. some companies see it as something on their to do list. They cross it off and be like, all right, we're done with this company culture stuff. It's got to be ingrained into the DNA of the company. It really does. It can't be hollow.

Find Michel on Linkedin HERE

and buy a copy of his book, People First Culture on amazon HERE

As ever, get in touch with me on Dave@theprofitchampions.com

This week, I'm so please to have Mike McCormack back on the show, concentrating on Whole Person Assessments and they can be used before and during the hiring process to help you make the right decisions

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Dave: Mike, you shared with me a story. It might be worthwhile tapping into this. It's not just about, attracting and bringing in of, the employees, the five star employees, but it's about also using, the profiles that you specifically use to elevate the individuals into leadership. That's correct, isn't it?

Mike: Yes. Depending on what level it's kind of, opening Pandora's box there. Dave, there are a lot of different assessments that can be used in different areas and for different purposes. How you started off our conversation is very, consistent with how most people think about assessments in that when they hear the word assessment, most people think about some type of four quadrant personality style tool. And the reality is, there's a lot more types and kinds of assessments than that. And it really helps if you just take a step back and think about, okay, what am I trying to do with this tool? Before trying to select the tool and then understand what all the choices are that are available to you.

Dave: Great. Thank you, Mike. I appreciate that. So we're going to dive into that.

Mike: Just now, think about the purpose. And for most business leaders, owners, managers, our end goal is to get the best people possible who can knock it out of the park. And the ones that are knocking it out of the park are usually not the ones who want to leave. So we want to find people who can do things well and want to stay. That's the end game for all of us who are in business. So, like you alluded to earlier, there are literally thousands of different types of tools out there, and the vast majority of them fall into that bucket called personality style test. just to expand on that a little bit before we maybe drill down into some details, but other types of assessments include cognitive assessments, skills and abilities. What can they actually do? it might be manually, what can they do? It might be mentally. What can they do? There's lots of different types of those assessments, and also, what kind of work are they interested in? So, getting back to your question, what we do is use information from all of those categories. in a client company, we will go in and assess their top performers and then show the owner, manager, leader, whoever we're working with. We'll show them what traits, characteristics, skills, interest, et cetera. Kind of the whole enchilada, if you will. We'll show them what their top performers have in common and how it's different from their middle or bottom performers.

Reach out to Mike either through the PeopleRight Website or on Mike@people-right.com

As ever, let us know your thoughts on Dave@theprofitchampions.com

This week, I have the pleasure of talking to Danielle Mulvey of the All In Company.

Partial Transcript:

Danielle:  So what's interesting and Mike Michalowicz and I (Mike is the author of Profit First.) we're business partners, and sort of partners in crime and things. he'll do his keynote on Profit First, and then I'll follow behind him doing the workshop, actually teaching how to implement Profit First. And his books, have been sort of an evolution of the entrepreneur as their business grows and scales and such. And the next book that is coming out, is called All In how to Get Your Employees to Act Like Owners. And that is an evolution, really, from profit first, and seeing businesses become profitable, scale their business, but then sort of start struggling with their profitability at the point of, about ten employees and a million dollars or more in real revenue, then what happens is their biggest expense is payroll. And, that big expense, if it's not efficient, if it's loaded with one, two and three star employees, is starting to put a drain on the business and start to negatively impact the profitability of the business, because one, two and three star employees their average hom or worth. But the funny thing is, it takes two or three one, two, or three star employees to do the job of one five star employee. But you pay the five star employee the same that you pay a one, two or three star employee. So that is where you just start this spiral down in terms of losing some ground on profitability when your business has one, two and three star employees. The other thing about kind of that tipping point of ten or more employees, a million dollars or more in real revenue is that that business is scaling. That business started out with maybe, you know, two or three employees. And the interesting thing is, is maybe some of those employees that started with you, they were five stars when you were doing $300,000 a year. But as you grow the business, and as you get into new markets or require a new level of sophistication that five star employee who may be someone who started with you and was great, hasn't necessarily scaled with your operations of the business. So that person could become a one, two or three star employee as your business grows. And now they're sort of a liability, in terms of your profitability instead of an asset. And so it's really important for owners to continually be evaluating their employees. We like to use the five star employee rating system to keep leveling up the organization as it grows. And it's okay if someone isn't necessarily a fit for the organization after it reaches a certain point. I know for me, I was the bookkeeper I was the bookkeeper in our construction materials supply firm in 2010 when we started the company. That position quickly outgrew my skills and abilities, after about two years and such, so I moved on. I didn't hang on to doing that role, if that makes sense. And that happens in business. and so it's really important that as your companies grow as they scale, you've got the right people in the right role. Or as Jim Collins would say, on the right bus, in the right seat, and going in the right direction.

Find Danielle on Linkedin HERE

and on the website discussed:  https://theallincompany.com/neversettle/ where you can also download the How to Hire 5 Star Employees Guide.

Get in touch with us at Dave@theprofitchampions.com