Spillly with 3 Ls

Get Shit Done.


Posted on November 13th, by spillly in Business, Coaching, Mentoring. 2 comments

spillly get shit done

I have heard it several times from numerous successful business owners and MD’s that they would unquestionably always hire Grit over skills and experience.

 

It was Justin Spratt who once told me that in his interview process he tries to establish a high GSD factor. Being a business coach I should know what a GSD factor is but decided to eventually ask. Justin laughed and said its a “Get Shit Done” factor.

 

To establish a “GSD factor” you need to ask questions that are several questions deep. Personality index tests can also assist in this process but often it’s in the interview where you can best tell the personality and culture you are looking for and if the candidate has the GSD you need.

 

It often starts with questions that are about their person lives and hobbies.

  1. Are they obsessed with something?
  2. What lengths were taken to complete a “pet project” or to acquire something they desperately wanted?
  3. Do they start and stick to good habits?
  4. Do they push themselves at places like gym?
  5. What do they do that is consistent over a long period of time?
  6. What experiences have they overcome that shows mental toughness?
  7. Do they call one friend every day to catch up?
  8. Is there Consistency of Interests?
  9. Do they often set a goal but later choose to pursue a different one?
  10. Do New ideas and new projects sometimes distract them from previous ones?
  11. Do they become interested in new pursuits every few months?
  12. Do their interests change from year to year?
  13. Have they been obsessed with a certain idea or project for a short time but later lost interest?
  14. Do they have difficulty maintaining focus on projects that take more than a few months to complete?
  15. Have they achieved a goal that took years of work?
  16. Have they overcome setbacks to conquer an important challenge?
  17. Do they finish whatever they begin? Example?
  18. Look for sayings like “Setbacks don’t discourage me, I am a hard worker, and I am diligent.”
  19. Do they cultivate growth and keep learning?
  20. Do they improve their skills on a micro level?
  21. Do they ask for support? Examples?
  22. Do they have a clear meaning and purpose of life?

You want to see what character traits a person has and if they are the type of person who has the grit and drive to complete tasks almost at any cost.

 

Skills and experience are always essential to a good hire but throwing in a high GSD factor makes the candidate the right person for the job.

 

 





2 responses to “Get Shit Done.”

  1. Za5 says:

    Also depends what role they will fill. The people that are ideas people often aren’t the execution or day to day a management people. Rob is good at creating and starting stuff and Justin is good at keeping stuff working.

    Obviously if you’re hiring someone then you’re hiring someone to help you fulfil your vision or business goals. But don’t discount the Mavericks and ADHD people because those are the people who often help change things, else you end up with what many banks become, good at doing what they always did and weak in innovation.

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