Owner/Manager Training

Hiring, Comp, Activity Levels & the Quad Management Model

$449.00

When we were younger, all of us Search Owners knew we had to work ourselves to the bone, temporarily put our families on hold, reinvest our profits, and put in the hours long after everyone else went home. That’s what we do for the trade off of eventually building something that would give back to us with more than a 1:1 ratio of reward to effort.

Then comes reality and some of us are 10-20 years in and still running a practice dependent on our efforts (or at least our undivided attention), instead of a duplicatable, scalable business we can “kinda sorta” walk away from…gradually.

IT CAN BE DONE… but you’ve got to hide your pride enough to study what works instead of only creating your own wheel.

Note: Session 1 of these two-hour Lunch & Learns can sometimes be uncomfortable as Peter takes you through an honest self-analysis.

The Lesson Plan

Contains 4 simple subjects:

This three to two hour session Morginar™ takes you on a journey through:

1. Hiring or Replacing Your Team: An owner must know…
  - Where to find and how to interview predictable high-potential recruiters.
  - The 3 industries that consistently produce high-billing recruiters… and we know their titles. Think you can still target-recruit?
2. Compensating Recruiters: A simple triangle will explain the 3 components of a comp plan that financially motivates a recruiter to push for more financial security and growth… base, salary, and commission are important, but are definitely not the primary driver of behavior. You will learn what is.
3. Holding Them Accountable: You can’t hold your kid accountable for something they can’t control. You can’t hold a recruiter or biz dever accountable for something they can’t control either. Billing… Cash-In… Closures are all outcomes. Your people can only control the activities that make the outcomes happen. You’ll learn how to set activity standards and hold them in place.
4. Building the Ladder That Pushes You Up and Maybe Out: You don’t just use your gut or “emotional appreciation for tenure” for selecting a manager that might replace you. Certainly, do not use top-biller status alone. You build a ladder with well defined “rungs” to reach, allowing everyone the opportunity to climb higher when achieving that “rung”, with leadership and technical skills peeping through first and billings second. Letting staff build their own little company inside yours is the key to scalability.

The dream was to build and grow a business that you could eventually step away from. For the past 25 years, Morgan-trained owners and managers have done so successfully. The trade-off? A little study time and roll-out guidance, and you can enjoy the fruits of your labor as well.

Investment

$449.00 (Per office)

Owners: This is a download that can be shared with potential upcoming management reporting to one office, as needed. Best results occur when viewed with the owner.