2 uploads in ONE WEEK?? You heard it right, we'll be posting two videos a week starting today! In episode 27, we talk about how to build culture within your organization WITHOUT having to be in everyones' business. It all starts with your leadership and your first few hires! All of the tips and trick you need are right here! Find out all of this and more in the full episode!
This content was produced in association with our affiliated partners:
eNational Testing: https://www.enationaltesting.com/
USDTC : https://www.usdrugtestcenters.com/
e7 Health: https://www.e7health.com/
SEMRush: https://semrush.sjv.io/oqz2ag
Do you have further questions about the content? Please leave your question in the comments below so I can make an episode about it. Also, I’d love to hear any suggestions you may have for future content.
SUBMIT YOUR BUSINESS STORY HERE: https://jonathanbaktarimd.com/contact/
For more information, please visit: https://jonathanbaktarimd.com/
Sign up for my NEWSLETTER here: https://ns.jonathanbaktarimd.com/
#BAKTARIMD #BUSINESS #PODCAST #CEO #MENTORSHIP
SOCIAL:
Facebook: https://www.facebook.com/baktarimd
Instagram: https://www.instagram.com/baktarimd/
Twitter: https://twitter.com/BaktariMD
LinkedIn: https://www.linkedin.com/company/baktarimd/
Video Podcast: https://youtu.be/_VB-s6FHps8
Jonathan Baktari MD is the CEO of eNational Testing, e7 Health, & US Drug Test Centers. Jonathan Baktari MD brings over 20 years of clinical, administrative, and entrepreneurial experience. He has been a triple board-certified physician specializing in internal medicine, pulmonary, and critical care medicine.
Jonathan Baktari MD is a preeminent, national business thought leader interviewed in The Washington Post, USA Today, Forbes, Barron’s, and many other national publications. He is also an opinion writer for The Hill and the Toronto Star.
He is the host of a highly-rated podcast Baktari MD as well as a guest on over 50 podcasts. Jonathan Baktari MD was formerly the Medical Director of The Valley Health Systems, Anthem Blue Cross Blue Shield and Culinary Health Fund. He also served as clinical faculty for several medical schools, including the University of Nevada and Touro University.
Jonathan Baktari MD is also the author of the highly-rated course High Converting Call Class where he shares his secrets of increasing revenue through incoming phone calls.
00;00;00;00 - 00;00;01;24
Unknown
no great company is built on
00;00;01;24 - 00;00;17;21
Unknown
just two or three people who are killing it. Great companies are built by a lot of people who are dialed in, singing from the same songbook, have the same motivation, and also want to change the world like you and the other senior leadership want to change the world.
00;00;36;10 - 00;00;55;29
Unknown
Hi. Welcome to another episode of Baktari MD. As you know, this season we've been doing Crash CEO School, where we give you all the skills you're going to need to be a great leader and to grow your company to the next level. What I want to talk today about is really, really important. It has to do with building culture in your organization.
00;00;56;01 - 00;01;13;04
Unknown
And I want to kind of go over how building culture is a process that involves getting the word out to the whole organization and having everyone basically singing from the same songbook. In terms of the goals and the
00;01;13;04 - 00;01;23;07
Unknown
essence of what the company is about and what the purpose is. Now, if you really think about it, you know, we've discussed, you know, building culture in previous podcasts, but
00;01;23;07 - 00;01;36;26
Unknown
unless you're planning to meet with everybody in your organization, especially as your organization grows and convey to them the values and what you're looking for, the ownership mentality that we're looking for, that we've talked about in other podcasts.
00;01;36;28 - 00;01;48;15
Unknown
But how do you really get the word out? I mean, how do you make sure that the culture seeps into every department, every corner of your organization, especially as your organization grows?
00;01;48;15 - 00;01;55;09
Unknown
Now, I think a lot of people think, well, they are going to be the driver of that. But when you think about it, there's only one of you.
00;01;55;11 - 00;02;10;17
Unknown
You know, there's eight, ten, 12 hours in a day and you can't be meeting with every new hire and every department. So how do you get the word out? The what? It about what it is you're trying to do? Well, first of all,
00;02;10;17 - 00;02;16;02
Unknown
the concept of micro mentoring, your senior leadership is a podcast we've discussed before.
00;02;16;03 - 00;02;45;19
Unknown
I'll provide a link up there, but unless you're planning a meeting with every senior junior middle level leader in your organization, how do you do this? And what I want to go over today is this concept of not only mentoring people to be better, but mentoring people that their main goal, besides them putting out a great product and owners mentality product is also to make others better.
00;02;45;21 - 00;03;21;07
Unknown
Right. We have often identified people in an organization that are killing it. They're working maybe ten, 12 hours a day. They're doing 15 people's jobs, but that's it. They're not making other people better. So would you rather have one person who works 12 hours a day, does five peoples work? Or would you rather have someone who does maybe less work than that, but is mentoring 5, 10 other people to replicate their work ethic or their commitment or their sense of culture and growth?
00;03;21;10 - 00;03;52;22
Unknown
So if you really think about it from a mathematical point of view, is the exponential impact that someone can have that is really more powerful than the impact they can have by just working hard themselves. So on some level, you almost would rather have not someone who's just working 14, 18 hours a day. I rather have someone who works even, you know, six, seven, 8 hours a day, but spends part of that time enrolling other people around them, making them better.
00;03;52;25 - 00;04;18;15
Unknown
Right. Because that will have an exponential impact. So what I'm mentoring young people into leadership. Part of the mentoring process involves them being able to grow other people. It's not good enough to say, Hey, I'm doing four people's job. I'm coming in, I, I'm taking care of this. I'm staying late. I'm doing that. But are you making other people in your department better?
00;04;18;15 - 00;04;41;00
Unknown
Are you actually contributing to their improvement? Because if the measuring stick is only how good you're doing, that's not going to be enough to take a small company to $100 million company. No company grew on the backs of three people or four people. If you want to become $100 Million or you want to become the next Amazon.
00;04;41;06 - 00;05;05;24
Unknown
You're not going to be able to do it because you've got three people who are all dialed in who are killing it. So if you really want success in your organization, what you really need to mentor for, which you really need to teach, is you need to teach people how to grow other people. So what I tell my senior leaders is spend a good part of the day not killing it yourself, which is of course important, but investing in others.
00;05;05;24 - 00;05;21;06
Unknown
Right? Have them sit in on your meetings and your strategy, soak in your culture, and also have them understand that it's not good enough for them just to kill it. But they're going to have to have or acquire the skills to pass it on to other people.
00;05;21;06 - 00;05;44;14
Unknown
Today we have a bullet proof system that helps us close up to 80% of those inbound calls. Our High Converting Call Class will teach you how to demonstrate your authority quickly without being pushy. We believe that many businesses out there can benefit from this, and we promise to help you achieve your revenue goals by converting more of your incoming calls into actual sales.
00;05;44;17 - 00;05;54;21
Unknown
For more information, please visit our website at HighConvertingCallClass.com. Stop waiting for the sales to come to you. Put your revenue into your hands.
00;05;54;21 - 00;06;00;05
Unknown
So you can imagine the exponential impact this will have on an organization.
00;06;00;08 - 00;06;14;17
Unknown
And often, you know, organizations tend to reward people who are killing it themselves. So they have a checklist. I did this, I did this, I did this. That's great. But honestly, those are not the most valuable people in the organization.
00;06;14;17 - 00;06;23;18
Unknown
The most valuable people in an organization are the people who might be doing that or some part of that, but are also making people around them better.
00;06;23;26 - 00;06;56;29
Unknown
Right. Investing time, energy, whether it's through education, mentoring, fostering a closer relationship, instilling the vision of the company to them. Because remember, there's only one of you and you cannot be the sole person that's in charge of of building culture and building growth and growth mentality. It has to be a team effort. So when you meet with your senior leadership, instead of just drilling down on how productive they've been, you know what they got done.
00;06;57;01 - 00;07;35;04
Unknown
You need to also focus on are they able to impact others? Are they enrolling other people into the vision? Right. And then also, are they training them to enroll other people in the vision so you can see the exponential impact that will have. That's why I always say when you're starting a business, your first three hires can make or break your business, because if you just hire even great people who are doing a great job but really have no interest or it's not on their radar to grow other people, your chances of getting to the next level or even being successful is not going to be that good because
00;07;35;04 - 00;07;36;28
Unknown
no great company is built on
00;07;36;28 - 00;07;52;25
Unknown
just two or three people who are killing it. Great companies are built by a lot of people who are dialed in, singing from the same songbook, have the same motivation, and also want to change the world like you and the other senior leadership want to change the world.
00;07;52;25 - 00;07;59;12
Unknown
The more people that are dialed in onto that, the more likely your company is to succeed.
00;07;59;14 - 00;08;25;23
Unknown
So remember, when you're first starting out or even in the middle of moderate size organization, invest not only in time and making people better, but teaching them to make other people better. Okay. I hope that helps. I know that's a short snippet, but I think that's a really key component of building culture, right? Building culture has to be something that's contagious and the people who are involved
00;08;25;23 - 00;08;30;07
Unknown
have to be involved in spreading the word to grow the company
00;08;30;07 - 00;08;44;17
Unknown
on that mission statement about what your company is, about, where you're going, what you want to do. And they need to pass that on to others and also teach them how to pass that on to others. Okay. Well, listen, if you like this episode, please comment like and subscribe.
00;08;44;23 - 00;08;49;00
Unknown
Thank you so much for watching. We'll see you on the next video. Take care. Bye bye.