Natalie Dawson

So it's this reinforcing thought that they have instead of structuring it to say, out of these things, these are the specific things.

parts of the business that I want to remove off of my plate so that in three months from now, I do not touch these processes.

In order to do that, I'm going to document what I do, ideally using a framework like vision, commitment, execution, so that it doesn't just get reduced down to steps, but so that team members can understand the why behind it, what the organization is committed to, what the team member needs to commit back to, and then

actually execute on whatever that process is.

And instead of just handing that person those items in an onboarding and maybe never checking it again, you're going to go through a four-step process.

First, you're going to tell the person what they're supposed to do, aka the process.

Ideally, then you show them what they're supposed to do so that they can see how this applies in real life.

It's not just something on a document.

Then you're going to let them do that thing

And you are going to coach them and provide them feedback on doing that thing.

So when you can see that you've properly trained somebody and you've switched your mindset from just assuming that adults learn the same way that we used to learn when we were children, which is just by picking it up and figuring it out.

You're going to give them a full structure, tell me, show me, let me coach me, on the most important things that they need to be onboarded with.

And then you are going to actually measure that they are able to do those things in the way that you are able to do that so that that role inside your business is handled.

And then you just do that over and over and over again.

What responsibility can they take in the interview process?

What responsibility can they take in the onboarding process?

Did they actually show that person what they're supposed to do?

Did they ensure that the person knew what to do?

Of course they are.

People are terrible at hiring.