Kristen Gallagher Gallagher, Kristen, New Hampshire discussed on 3X Value Growth

3X Value Growth


I I come to you as always from New Hampshire and because of that I start with a piece of New Hampshire Trivia and today's piece of Trivia has to do with the poem we all learned before we even went went to school. Mary had a little lamb. Will the author is Sarah Josefa. She was an author and journalist in Newport. Report New Hampshire and she wrote the poem. Mary had a little lamb in eighteen thirty. So that's my trivia about New Hampshire. Today I am joined by Kristen Gallagher. Welcome Kristen Hi Carrie. Thank you so much for having me. It's a pleasure to have you. Where are you calling in from today today? I'm actually calling in from from Santa Fe New Mexico I'm on my annual business planning strategy retreat but normally. I'm based in Portland Oregon. Oh big difference yes yeah well. Thank you again Chris for joining us. It's a real pleasure to have you for people who don't know Kristen. Let me give you a little bit about her background. Kristen Gallagher Gallagher is an organizational strategy and learning designer. She's the founder and CEO of edify a consultancy that builds technical onboard in in programs for high growth teams. She brings over a decade of management organizational development to edify she has architect and delivered on boarding programs for companies ranging in growth from one to over one hundred people per quarter in just one office to over thirteen global offices and for fully onsite to fully remote teams what Arrange Gallagher frequently speaks and writes on the topics of on boarding change management and team communication. Welcome again kristen. Gallagher drink you so much carrying titled for Today's seven question interview is adding adding value with on Boarding Kristen. Are you ready to do that. In seven minutes I'm ready. I'll be brief number one. Who is your ideal client so my ideal client is a team usually led by a technical team later a vice president of engineering or so director of engineering at a mid it size technology you're able company and for those companies? What problem are you solving these businesses? We help them increase their retention. Attention of new hires and decrease their attrition and also increase their time to productivity. So that people get ramped up faster for their technical new hires. That's huge. Definitely my third question. What are the typical symptoms of that problem? That you see business owners experiencing or that they're talking about. I think the biggest problem that people talk about is the pain with on morning so it's really challenging for managers who are managing variety of people in a variety of projects to to bring on people quickly into actually share the right kind of knowledge. The right way. And it's really painful for the existing team to basically have to on more that person Jason with our plan and it takes a lot of time for the new hire so that new hires also experiencing a lot of frustration. Absolutely not a good way for somebody to start with your company so with the fourth question. Then what are the most common mistakes that you see them making when they try to solve this on their own. I see see people try to lean on very basic checklist or a C.. People try to lean on HR corporate on boarding and the problem that we saw this very a specific to the department on the team or the technical layer of a person's job so you may get company on boarding but you also need department team. I'm on boarding. That's specific to your job. And so the mistake I see. The most is when people believe that they have a corporate on boarding program that will solve all of those problems for them or they just rely on a really basic checklist of. Here's the people should meet. Here are the things you should read. That's just not enough. That's a huge gap that they're not covering they just assume that it's going to happen by Moses definitely so my fifth question is in this situation. What's one valuable action you can recommend to our audience listeners? That they can implement that actually will help them increase this on boarding which is adding value directly to the company. Exactly so I think the most valuable action. Probably the easiest as the very next time that you haven't you hire joining your company. You actually ask them to pay attention to what's missing and and have them create a list of what kinds of information and knowledge they needed or wish that they had to make their morning better than you used that new hire to write that documentation are together that from subject matter experts. That's so simple and yet. It's so so doable. Definitely so the six question building on on that. What's one valuable free resource that you can direct people to that action? We'll help them even further in solving that problem. Yep so I write a lot on on NEOM and if you go to medium dot com and find Kristen Maeve K. R. I s. t. m. a. e. you'll find a blog post that I wrote called called. Mvp On boarding for the ninety seven percent of startups. Have none and it no. That's quite a lot of people. Don't organizations that don't have on boarding in there. There is a link to a free on learning plan that you can make a copy of the document we can make a copy of it and use it as much as you like. That's gold thank you. That's a great resource so with all your years of experience. What's one question that I should've asked you that? I didn't that would add great value for our our listeners. And please provide the answer. I think probably the question that I always wish I would get asked is how do I help my managers onboard better and the reason. I think that's the most important question in on morning actually is that if a manager is on boarded well then they are not going to be able to on the rest of their team well and they're not going to be able to manage their team while and the answer to that question. How should I manage the on boarding of my own? Managers better is by going around to the rest of the managers in your company similar with the tip. I offered with new. Hires figuring out what they needed when they got started making that checklist for yourself us and then as you think about the kinds of tacit knowledge the things that are in your head as a business owner. What kinds of things does the manager? Not Know that you know about the rooks. They learning the ropes part and write those things into the checklist. So I think that's a really important question and pretty easy answer as well. It's straightforward Florida's. Just a matter of go back and do that with those people. Terrific very terrific. Thank you so much. Kristen Gallagher for giving me this interview for the three x value growth. PODCAST CAST. Thank you for your time today. So welcome thank you. Thanks for checking out the three x value growth. podcast if you like what we're doing here head over to items subscribe leave us a review or rate us. It's very much appreciate it. And if you'd like to learn more about the three x value growth model we'll go to W._W._w.. Three X VALUE DOT com forward slash modeled for the P._D._f...

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