QFF: An experienced serial entrepreneur who founded multiple fast-growth companies; now coaching and helping leaders across Australia grow their revenues from 10 to $300 million through a proven structured strategic planning process. (Brad Giles)

In today’s Quick Fire Friday episode, Michael interviews the Founder and Leadership Team Coach of Evolution Partners, Brad Giles. He is a strategic planner, professional trainer & coaching consultant, speaker, and best-selling author of “Onboarded” and “Made to Thrive” books. Brad has always been passionate about growing mid-market businesses and has started seven companies over the years in different industries. Fourteen years ago, he started getting into coaching and now helping leaders across Australia grow their revenues from 10 to $300 million through a proven structured strategic planning process.

According to Brad’s research, 83% of people have companies have an onboarding process of 14 days or less. The problem is that only 4% have a 90-day onboarding. And 30 days is the inflection point where the impacts start to happen. For this reason, Brad is prescribing the 90-day onboarding process as one of the best practices in an organization to avoid wasting time, money, and effort in onboarding people. Brad and his team collaborate with company executives to guide their recruit through three phases to become the "right person" for the job: comprehending in month one, learning and applying in month two, and embedding in month three. So the first month, it's where the manager is more of a teacher. The second month is when the manager is more of a mentor.

And in the third month, switch to more of a leader as a coach. So it’s more of a coaching relationship with that new hire to get them to own and be accountable for their roles and responsibilities.

A key takeaway that small-medium business owners can learn from Brad is the emphasis on the subject that business owners should apply proven structured strategic planning processes, particularly on the aspect of onboarding new hires in a three stages 90-day process to have a good understanding of whether or not that person is the right one for the job. It is one of the best practices that could be used in an organization to prevent wasting time, money, and effort; it is one of the key aspects that increase productivity and delivers success to the entire business.

This Cast Covers:

Has founded seven companies over the years in different industries out of passion and love, which led to coaching and helping small-medium businesses.
14+ years in coaching and helping leaders typically work with businesses from 10 million to $300 million in revenue.
Helping business owners learn how to onboard new hires to the point where they are effective faster.
Shares five roles that CEOs got to perform to achieve five great results.
Asserted building systems around people that generate accountability.
Stressing that desire and capability to do the task without understanding how to succeed can create misery and problems that lead to the leader's frustration.
Take three years of research and an international research study to implement simple tools for onboarding people.
Discussing the positive effect of following the three stages 90-day onboarding process at multiple levels.
Talks about onboarding debt that creates expensive rework, problems, and cultural challenges.
Mention that there's a direct connection between the retention of a new hire, attrition rate, and the quality of the onboarding process.

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Additional Resources:

Quotes:

“Having the desire and capability but having no understanding of how to succeed can create problems and frustrations as a leader.” — Brad Giles

“There's a direct connection between the retention of a new hire, attrition rate, and the quality of your onboarding process as well.” — Brad Giles

“No one wants to be micromanaged. And no one wants to be a micromanager.” — Brad Giles

“Getting the new managers to understand and to work more as coaches have led to significant sort of further impacts around their revenues and their profits.” — Brad Giles