The Growth Helper - Building Your Team for Success

Hiring and retaining the right people is a major part of your business's success. This means you need to do more than just create a list of tasks for a job—you need to think about how each job fits into your company’s mission and vision. Job descriptions and ads are not just paperwork—they are important tools that help your team work well together. They should help you bring in the right talent and keep them growing along with your company. 

 

To do this well, we can use tools like the Job Scorecard and the (BAUD) model, which stands for Behaviour, Aptitude, Understanding, and Desire. These tools help ensure that each hire fits not only the technical needs of the role but also the company’s culture and growth goals. The Job Scorecard is especially helpful because it’s not like a regular job description—it focuses on results, skills, and how someone fits with the company culture. It also helps set clear goals for each person, which is useful for hiring the right people and helping them grow. 

 

A question you should keep asking yourself is: “Would we be happy to rehire this person today, knowing what we know now?” This question helps you maintain a strong team by always checking if people are still the right fit. It’s not just about having enough people—it’s about having the right people in the right roles. 

 

 

 

 

Instead of just listing tasks like a traditional job description, the Job Scorecard highlights three key parts: Mission, Outcomes, and Key Behaviours/Skills. Each job has a purpose and direction, made clear by its mission—a statement that shows how the job helps the business as a whole. For example, instead of just saying “Marketing Manager,” you could say: “Responsible for driving brand growth through strategic campaigns, increasing customer engagement by 30% in the next year.” 

 

• Mission/Purpose: The mission explains why the job is important and how it impacts the company’s main goals. 

 

• Outcomes: These are measurable goals that show what success looks like. For example, you could have a goal to increase sales by 10% in the next six months or bring in fifty new customers in a year. 

 

• Key Behaviours/Skills: This part describes the cultural values and actions expected from the employee, like being proactive or showing leadership. Finding someone who fits the company culture is just as important as their skills. 

 

Putting these parts together turns job descriptions into tools that actively help the company grow. It also makes it clear that every employee needs to help make the business better, not just maintain the status quo. This is how a business can keep growing and reach its goals. 

 

 

 

 

Creating a good job description is only the first step—you also need to present it to the outside world in a way that gets attention. Job ads should attract people who are not only skilled but who also fit with the company’s culture and growth vision. 

 

A well-written job ad, using the ideas from the Job Scorecard and the BAUD model, can be a great way to find the right people. Here are some tips: 

 

1. Catchy Start: Start by showing how the role can make a big impact. Instead of a boring line like, “We’re hiring a Sales Manager,” try something exciting like: “Ready to lead a dynamic team and help us grow fast? Join us to double our revenue in the next eighteen months!” 

 

2. Show Impact and Growth Opportunities: People want to know not just what they will do, but what they will achieve. Include specific goals and growth opportunities. For example: “In your first six months, you’ll launch three new products and grow market share by 15%.” 

 

3. Use Clear Language: Avoid excessive technical talk and confusing words. Focus on values and actions that fit with your company. Talk about teamwork, accountability, and innovation—this shows that you value more than just technical skills. 

 

 

 

 

Once you have the right people in the right jobs, it’s important that everyone knows what’s next. This is where the Growth Tree comes in. It’s like an organization chart, but it also shows who is responsible for what and how roles might grow in the future. 

 

Why is this helpful? The Growth Tree gives a clear picture of future opportunities, which helps people understand not only their current job but also how they can grow within the company. It encourages a proactive mindset, where people look forward to growing with the business. 

 

One unique thing about the Growth Tree is that it’s shown upside-down. Leaders are at the roots, supporting the team, and team members are the branches and leaves. This shows that the business grows because of its people, not just because of the leaders.