Lol. It can be that easy but sometimes when it's a complicated problem or a very important problem it can seem overwhelming. It's a simple framework to simplify the problem.
Seriously. This is presented as some great piece of insight. I dont know whats worse this video or the comments lauding this as some great leadership concept. God help us.
You mean you're not blown away by the ground breaking "framework" consisting of go look into some solutions to a problem and come back and give me your thoughts?
@@jamessaretta8278 the usefulness of it is in the psychology of limits. Ill explain using an example from my industry. We have document for this we call DACI. What the acronym means isn’t germane but what it does is. In a DACI you first specify the exact problem you are trying to solve. You then present options, and present it to a Decider (recommendations optional usually). Sounds simple, right? Here is what usually happens: Author describes too many problems for a single solution. Author then comes up with too many options trying to solve for as much as they can. If they give recommendations it tends to be conditional (“well if you value X more than Y option 1 is better but if…”). The specificity of 131 is what prevents the above. By identifying one specific problem you limit the viable options and the feeling of needing to have many possible answers. The limit of exactly three solutions is obvious, but is also an old sales tactic; give the client (or kid, it works there too 😂) three options. The one you want them to pick and two they do not want to pick. There is additional psychology behind why three but this will do for here. Then you repeat the specificity for making a single recommendation and the benefits of that limit apply here as well. Psychologically this forces you to actually dive in and give thought - or seek and provide clarity - while disassociating any self doubt or uncertainty from the act of getting moving. I have no idea who this guy is and haven’t heard of the “1-3-1 framework” before, but the foundation of it is neither new, nor trite as the other commenters have claimed it to be.
How exactly is it “presented as some great piece of insight”?! He didn’t say it was. He simply told a story and explained why it works. I could make your post about your post. You comment as if you’re giving us some great insight, like you ate being some great leader. But it is just trite and obvious nonsense. See?
@@IAmTheRealBill Absolutely valid point - I have no issue with people posting whatever they hell they like. But judging by the comments this feels like some kind of ground breaking insight - that has even be labelled as a rule - if I get up and present this to an audience, which it seems it has, and label it the "1-3-1 rule" - then it is clearly presented as "a thing" - all I'm saying is, it isn't :) But I guess if someone has never thought of finding solutions for problems and picking the best one as a thing to do - I can understand the excitement :)
We had a similar formula in the military. We called it the IDR format. Issue, Discussion, Recommendation. 1st, identify the problem. 2nd, discuss the problem and come up with 3 courses of action that will satisfy the problem. 3rd, recommend a soultion.
How to sell people garbage you just made up. 1. make yourself look successful. 2. make up stories about how you're a cool guy and came up with cool solutions 3. make up plausible sounding frameworks (that you've never tested or have any data on them working in real life) 4. hope nobody notices you're full of sht
He's explaining the obvious, yeah. It's just that current generations have been trained to do as they're told, they've been shaped and brainwashed by universities to not come up with new solutions, to be drones who can't think by themselves.
Really? It kind of sounds like this guy solves all his problems with money, instead of skill, and competency. Not really a person to look up to. In fact: pathetic.
If you have a team that is constantly searching for the answer to you instead of investigating for possible solutions, presenting them and make decisions.
@HankHammer-cp5px it kind of sounds like youve never been a leader who needs to hire other leaders. And there is onky 2 options. You throw money at a problem or u throw time. If u have no time, money is the smartest option. Then when you hire the wrong person or maybe they are having trouble figuring out their role it can be frustrating. He is saying its ok to call people out who arent stepping up to the plate like they should....
Have a problem. Think about solutions to a problem. Pick the most effective one. Someone give this guy a Nobel or some other prize. Nobody has ever thought of this.
Some of _THE_ most IMPORTANT discoveries , seem OBVIOUS in _hindsight_ . CAN'T have a DIRECT and _CLEAR_ process to actually SOLVING PROBLEMS , or there'd be no DEMOCRAT PARTY . CAN'T have a CLEAR and articulable path TO problem solving , or many of THESE would be out of a job , TOO .
@@chuckintexas You're right, but this aint it chief. The "DEMOCRAT PARTY" isn't just about solving problems, it's about solving problems in a way that suits others so it requires more input. The democratic approach to problem solving is to get many opinions and to make concessions so that everyone is as happy with the outcome as possible. Solving problems for a company is completely different. You think you did something, good try, but you didn't.
If you don't know why you were hired WHEN you were hired, either you're the idiot or the person hiring you is. Come on. Really? If this mind-blowing, tell you're being sarcastic or it tells us why America is in the shape it's in!😅
A few years ago the company I work for had a change of senior management. The micro-managers were out and the REAL managers & directors replaced them. One of the lower level directors said to the executive director “I’m here to do whatever you need me to”. The executive director said “I’m not going to do your job. We’re paying you to do your job. Figure out what you need to do.”
_I_ had to learn - fortunately _EARLY_ - that you *MUST* find out WHAT you were _specifically_ HIRED *_FOR_* and DO THAT , nothing lacking . *NOTHING* . ONLY _gradually_ as time goes on , do you let it LEAK that you were able to do SO MUCH _MORE_ . IF you're _smart_ , you do it GRADUALLY so that it APPEARS as on-the-job GROWTH , _UNLESS_ you're looking TO *LEAVE* , then DO IT , and go out with a FOURISH - leaving _THEM_ with EGG all over _their_ faces . More than ONCE it turned out that what I told my managers on EXIT was _EXACTLY_ and ABSOLUTELY *TRUE* , resulting in the folks _causing_ problems to SELF - _IMPLODE_ and walking _themselves_ out the door , with EVERY _SINGLE_ one of those Managers calling head-hunters and BEGGING them to try and find me . Fortunately , I had ALSO left behind SOLUTIONS to the problems that had emerged in the process , so that THEIR jobs could SURVIVE . To a PERSON_ - both man AND woman , _THEY_ were the VICTIMS - as was I , to the NARCISSISM of LOW PERFORMANCE workers . THEY survived , and I _THRIVED_ , never ONCE "going back" , but ALWAYS _forward_ *KEEPING* my commitments to NEW employers , and delivering to THEM the SAME top performance I had the ones who had to deal with the problems before . ALL GOOD : INTEGRITY _AND PERFORMANCE_ - *INTACT* !
considering your "average joe" is half a ham sandwich from being a complete moron, it makes sense that a lot of people would need even the simplest things explained to them but in a way that makes them feel smart and that they got it all on their own.
yea, but they are diverse so don't be a dick! the wold is better off with incompetent workers, as long as they are the right color and gender and sexual orientation and above all else tote the party line!
I was a beautiful specimen of a human being. Ladies, Money, Conquests of magnitude.. I used the 1, 3, 1 rule and now i'm fat, broke and depressed.. Literally changed my life, thank you Dan.
This is how I was taught to tackle issues in the field I’m in. Always present three options considered and provide my recommendation and explanation for it. Also include fiscal impact!
I took my first job as sales manager and lost 4 out of five salesman from retirement, one leaving, one being promoted, etc. I needed four guys immediately. I found every one of them and they were better than the ones we had. That brought me to a conclusion: everyday you come to work, your ability to compete is limited by your employees. Intelligence/ education/experience or what I call gravitus and they're conscientiousness. No matter what happens, those will be your limiting factors. That being the case, you have to be willing to step up your staff at all times. You need to constantly look for better people and when you have a person that's not making it, be ready to replace them with somebody better. I replaced two people with one and got a better outcome than I would have if I just hired two mooks and put them in those spots. Always be hunting. Good talent when you find it employ it. Don't wait for somebody to leave. Always be ready.
I came across 1-3-1 accidentally working for a type A boss. Went with problem and was corrected. We have opportunities not problems and come with a solution. Went three weeks straight with opportunity and solution, no. Went back with opportunity and three solutions. She picked one.
It's so simple but soo true, when you grow a business, I started in 2019 my business from Zero. In the first 18 months, I turned it into £800k business, but the next level of growing was to set up a bigger team, and the main issue I've had is getting people to do what they were hired to do!
This reminds me of the military. They had some 7 step process for problem solving. Step 1. Identity the problem Step 2. Gather information And I can't remember the rest, but it did have the multiple solutions, select the solution, and execute it.
Most of the comments are definitely made by people that have never truly been in a leadership role whwn you were building something. Its easy in an established business, and thats were the comments are coming from. Im in the middle of rebuilding a large company with a very diverse set of people that are new. This is good information, it helps leaders learn to influence a specific work place interaction. Thank you
I tell my superiors / owners what to do all the time and they literally never listen and act like they know better,,, even though every time I /we implement my ideas by hook or by crook, they work and make the company money. Yet still, it's an everyday fight even though I've got 30 years of experience... Hubris pride and self-absorption overrides any good idea or well-intentioned individual in the company.
Seems you have the same problem with hubris and pride. You give advice that needs to be tested and understood before implementation, you do not give commands.
@@MrHHVVyeah, i was thinking the same, advise should be tested before implement. specially if the advise was giving by people who are hired because of they past experince or a expert in certain field but unfortunately most of the people mistook the meaning of advise and order.😂
I probably never should have switched to my current job. At least at my old company, they eventually did listen. This was 9 years ago, I'm 9 years older and 9 years more experienced now, and it's like pulling teeth to get buy-in on even common sense solutions. But people just entering the workforce in my current job that I've been doing for 9 years don't listen. Why? Because I have the wrong configuration of chromosomes. 💄👗👠
Can also use AFCoP Aim - what do you want to achieve Factors - what will impact you achieving this aim (time/resources/people/training etc) Courses Open - what can you do to achieve it, understanding that they will rarely be perfect and some risk has to be accepted somewhere, but understanding factors well can help mitigate/tolerate the risk Plan - which course of action is the least painful kick in the dick that lets you get your aim done I have shown over 100 people this, some use it still, some don't, but it's a useful tool for those that think in that way
This will transform your life… “you” are a figment of your imagination . You were pushed out of a human, and began creating an identity. That identity is the source of all your opinions, wants and expectations. Its a tool to survive, not live. Greed, the delusion of status…all psychological suffering is born in the wants of identity. Stage four cancer in brain and lungs showed me this, and two years in the chemo ward showed me that most men in there had just retired after working their whole life yo enjoy retirement. Life is short.❤️😀👌
Wish I could of verabised this better towards a recent hire n fire. I just wanted them to know what we needed, then for them to answer it and we get it done. Next hire making this clear in the job interview 😅😅 well spoken 🙏
That’s basically how I do most things. Picking out a rug? I select three and pick one. Car? Same. Refrigerator, vacation spot, hotel, clothes. I try to basically make B+ decisions. Searching for the optimal decision at every junction takes too much time and you tend to give too much weight to variables that make little difference in the end. Trying to hit B+ you will get an occasional A or A+ and a B or C+ once in a while but you will exist predictably in that B+ zone most of the time without making yourself crazy. It also allows you to slow down and make that A+ decision when you absolutely need to (buying a house, getting married, choosing a doctor when you get a bad diagnosis).
I’m a perfectionist and this B+ way of making decisions is what I’d love to do… I will remember your post, maybe some day it will help me to improve myself and make decisions faster
As a former corpo, this actually pretty helpful advice. Managers are not always great at giving direction and they always want options, BUT they also want to see initiative in their subordinates BUT subordinates can get burnt out creating infinite solutions (this was literally me at my last job) spinning their wheels until they just fall off. But bringing a few options to the table and offering a specific recommendation is a professional approach that will make you look good and make your boss feel better about the decision.
I love this type of development of your team. I have done something similar with engineers working for me. "Don't come to me with a problem unless you can tell me at least two ideas... I don't care how crazy they are. We'll talk about them, but I want you thinking..."
Yea That’s great advice. I’ll add, be sure to have executed 1-3-1 prior to telling your boss there’s an issue. If you must go to your boss, have a solution. Even if it’s a Shit solution, show that you’ve thought about it. Most of us are not as busy as our boss, be prepared to move in a direction after the conversation
Army has been doing this for years...MDMP-Military Decision Making Process- w/three COAs(courses of action), weighted, with one COA recommended to the boss. The boss will take a COA with modifications..then go forth and execute...
This is the "dodge leadership responsibility" rule. There are 2 bad leadership types. #1 doesn't allow input, just gets his own way. #2 won't lead, passes everything off on you so you're to blame, takes no responsibility.
This is actually pretty good advice , is not mind blowing revolutionary advice, it’s honest down to earth simple and basic , which at times because of anxiety, stress , time constraints and plain old whining , we forget to take a step back , see what’s the problem, understand the solution for said problem , and come Up with a plan that will work and give the desired outcome. 1 : we need to hire more people. 2: come up with 3 viable solutions for said problem of hiring new people. A: hiring platforms: indeed, monsters , linked in B: hiring fairs through colleges and internships programs C : hiring agencies and good old advertising 3: see of those options which works best for budget , time constraints, and will give you the best candidates for said job. Once you figured out what works best for you, implement it and get it going. The point isn’t that it’s ground breaking , the point is not freaking out and trying to find some one else to answer it for you, but to buckle down and get things done and not overly complicate yourself or find some overtly complicating answer. Point : keep it simple stupid .
This explains HR perfectly. You don’t need them. You can hire a third party to do payroll and taxes, HR a third party to handle benefits. Mangers handle unemployment claims and create the job postings since they know what the job actually entails.
This is the area that needs to throw out D.E.I. completely because no matter what it is a discriminating practice. I back merit and skill 100%! The best person for the job skin color and gender be damned!
Exactly.. you hire someone but don’t have the knowledge to know what they do? How do you evaluate their performance effectively? This is advice for the lazy managers.
@@pete2115what!? So if a plumber fixes my tap at a rate that I find preferable to not having a working tap. Why would I care to know how they fixed it!?.
@@saysomestuffHow would you know if it was actually fixed?? They could have jammed bubble gum in the leak, lasting long enough to cash your check and then it’s your problem when it springs back to leaking again! You have to at least have an idea how it should be fixed. Heck if that’s your point why even interview someone? Just hire them!!
No, he is simply describing a process that is well backed by real world evidence and psychological understanding. There are many names for this process and many slight variations. This particular one is deceptively simple and most are overly wordy and complex. In sales decades ago we were taught to offer a client exactly three options; the one we wanted the client to choose, and two we knew they wouldn’t want to choose. The 1s are limits placed on the scope of the problem and the recommendation. Their purpose is to enforce clarity of the problem being solved and the confidence in the solution you recommend. So, like I said, more wordy. 😂
This sounds like the 1-1-1 framework. Challenge - Hire 12 people in next 30 days 1 viable option - Hire 12 people in next 30 days 1 specific recommendation - Hire 12 people in next 30 days
What exactly is new about this? If you've got a director of HR who is incapable of figuring out a solution to hiring your team then you've hired the wrong person.
There’s a lot of people throwing shade. Y’all are right, it should be basic. But many people are just afraid to make decisions. This is a tool for bosses to empower their employees to make a decision and then take action. It’s less about problem solving and more about initiative. So few people are willing to execute. They’re afraid they’ll be wrong. This is simple a process that teaches them to lay down their thoughts and gives them permission to move forward
props on him for giving his guy the authority to do his job, its so annoying to be told to do something then questioned every step of the way. Just do it yourself at that point.
What he is saying makes perfect sense, I don’t know why people are randomly hating on this dude. If you want to take pride in the work you do and the problems you solve, you should be able to speak with your boss about problems you are solving, some options you’ve considered and what you think they should do (making the ultimate decision)… how do people think this is snake oil? As a software dev, if my boss comes to me and says “here is X problem that we need to solve”, I can go and say “here are options A, B, C on how we can solve it but from my experience, option B is the most effective”. What don’t people understand about that, I think it is a fantastic rule to follow when presenting solutions to challenging problems…
Do your boss take the advice or shut you down? I don't work in IT. But I did a similar thing she immediately shut me down. In the end wanted to do her way. If not you go and solve the problem after you solve it. Tell me the solution. That's what she answered me.
Yes, that is the problem. Everybody that works in corporate has seen his Organisation waste millions into charlatans who tell you that the sky is blue in the best case and in the worst case convinced some higher up that its yellow and now you have to slowly convince them that its a bluish kind of yellow, more blue than yellow.
I'm impressed people paid this guy to pitch high school essay writing format as a professional problem solving methodology. Maybe next he'll teach us the multiplication tables....
As a business develops the owner goes from working in the business to on the business, and from telling employees what to do to employees telling the owner what they’ve done
131 is not about thinking of solutions, it is about coming to someone not only with a problem, but with 3 possible solutions and a recommendation - wastes less time of your boss
People mock this post saying it's so obvious. I am an Executive and this is 80% of my job. Director calls in crisis. They have a best path forward, but their energy and emotions are high, they're panicked and frustrated and full of worry and what ifs. They just need someone to reframe them and then push them forward. Most of the time, they are the expert and have the answer. They lack the constitution and will to execute without someone else validating it. They paralyze in the face of only bad options. Nonetheless, one of them is better than the others and not deciding is not an option. Pick path and move. Make it work.
Yeah, except the reality is that he was looking for input because the next conversation will be how that boss hates the solution the HR Director came up with.
What's fascinating to me is that people in this comments section expect effective ideas to be "mind-blowing" and "revolutionary." Oftentimes, effective ideas are simple in nature! There's a lot you can unpack from this short.
Was telling you with jeopardy like answers, what is hiring 12 people. Your highering 12 people in next 30 days. Do you have a preference on that? Anyone in mind you'd like to join our team group? I'll make you look good. Appreciate information
🤯🤯🤯🤯🤯 “don’t put all your eggs in one basket” when strategizing…..HOLYYYYYYY $HIT this guy just opened up my third eye!!! I can see Valhalla!! I am no longer the mere human mortal I once was, I have evolved, hell Dynamaxed even!
God when the Devils were making that all the rage, AND WINNING Cups… that Neutral Zone Trap made hockey boring AF. The equivalent of Dean Smith & Coach K using the 4 corners offense to burn time in the last several minutes of a game. Yawnfest.
All these people saying "duh", looke lemme spell it out for you. Most of these people are used to having bad managers who reject their plan and shoot down their ideas and micromanage the results then get mad whwn those results are not more inspired and their people are fearful. This is more about how to be the manager that helps empower your employees, than it is about how to empower your employee. If you dont get that you may want to review your managment styles for being dismissive
You're already a failure if you hire people that don't know their job. The only 4 skills you need? How about Financial Management, Marketing, Sales, Communication, Negotiation, Delegation, Time Management, Planning & Problem-Solving. I can probably list a few more crucial skills. Oh, and I'm a successful guy who retired at 44. I also possess the skill to recognize a snake oil salesman. There are no shortcuts people. When you start a company, you must wear many hats. You'll need way more than 4 skills.
He expects his target audience to catch on & realize that they have to make the initial decision to surround themselves with the people best suited to understand the company agenda… and have them do their job by making the proper decisions that they’re tasked with.
How to solve a problem: think of the solution to the problem. Revolutionary.
😂😂😂
It’s more how to manage your team to let the think for themselves.
But it has a fancy name
His line totally changed how I see life.
Lol. It can be that easy but sometimes when it's a complicated problem or a very important problem it can seem overwhelming. It's a simple framework to simplify the problem.
Seriously. This is presented as some great piece of insight. I dont know whats worse this video or the comments lauding this as some great leadership concept. God help us.
You mean you're not blown away by the ground breaking "framework" consisting of go look into some solutions to a problem and come back and give me your thoughts?
@@steved100 well when you put it that way 😂
@@jamessaretta8278 the usefulness of it is in the psychology of limits. Ill explain using an example from my industry. We have document for this we call DACI. What the acronym means isn’t germane but what it does is. In a DACI you first specify the exact problem you are trying to solve. You then present options, and present it to a Decider (recommendations optional usually). Sounds simple, right?
Here is what usually happens:
Author describes too many problems for a single solution. Author then comes up with too many options trying to solve for as much as they can. If they give recommendations it tends to be conditional (“well if you value X more than Y option 1 is better but if…”).
The specificity of 131 is what prevents the above. By identifying one specific problem you limit the viable options and the feeling of needing to have many possible answers.
The limit of exactly three solutions is obvious, but is also an old sales tactic; give the client (or kid, it works there too 😂) three options. The one you want them to pick and two they do not want to pick. There is additional psychology behind why three but this will do for here.
Then you repeat the specificity for making a single recommendation and the benefits of that limit apply here as well. Psychologically this forces you to actually dive in and give thought - or seek and provide clarity - while disassociating any self doubt or uncertainty from the act of getting moving.
I have no idea who this guy is and haven’t heard of the “1-3-1 framework” before, but the foundation of it is neither new, nor trite as the other commenters have claimed it to be.
How exactly is it “presented as some great piece of insight”?!
He didn’t say it was. He simply told a story and explained why it works. I could make your post about your post. You comment as if you’re giving us some great insight, like you ate being some great leader. But it is just trite and obvious nonsense.
See?
@@IAmTheRealBill Absolutely valid point - I have no issue with people posting whatever they hell they like. But judging by the comments this feels like some kind of ground breaking insight - that has even be labelled as a rule - if I get up and present this to an audience, which it seems it has, and label it the "1-3-1 rule" - then it is clearly presented as "a thing" - all I'm saying is, it isn't :) But I guess if someone has never thought of finding solutions for problems and picking the best one as a thing to do - I can understand the excitement :)
We had a similar formula in the military. We called it the IDR format. Issue, Discussion, Recommendation. 1st, identify the problem. 2nd, discuss the problem and come up with 3 courses of action that will satisfy the problem. 3rd, recommend a soultion.
I like it, thank you.
Ooh I love it. I had to copy your post about idr on my notebook. Thank you. 🙏
@@Northernheros I think the input was the CEO saying, "This is what I hired you for....did I hire the wrong person?"
@@hoyadonkeyexactly
Either I'm tired or you can sell these people sand on the beach lol
How to sell people garbage you just made up. 1. make yourself look successful. 2. make up stories about how you're a cool guy and came up with cool solutions 3. make up plausible sounding frameworks (that you've never tested or have any data on them working in real life) 4. hope nobody notices you're full of sht
No , you're just about ON _TARGET_ !
bingo
It's a nice beach though
He's explaining the obvious, yeah. It's just that current generations have been trained to do as they're told, they've been shaped and brainwashed by universities to not come up with new solutions, to be drones who can't think by themselves.
As someone managing a team for the last few years. This is gold! Thank you Dan.
Really? It kind of sounds like this guy solves all his problems with money, instead of skill, and competency. Not really a person to look up to. In fact: pathetic.
You must be a typically weak inexperienced or untalented manager with a lack of clear vision. Sorry for the honesty.
If you have a team that is constantly searching for the answer to you instead of investigating for possible solutions, presenting them and make decisions.
@HankHammer-cp5px it kind of sounds like youve never been a leader who needs to hire other leaders. And there is onky 2 options. You throw money at a problem or u throw time. If u have no time, money is the smartest option. Then when you hire the wrong person or maybe they are having trouble figuring out their role it can be frustrating. He is saying its ok to call people out who arent stepping up to the plate like they should....
@@HankHammer-cp5pxNo one can know or do everything. Your team is there to help you.
Have a problem. Think about solutions to a problem. Pick the most effective one.
Someone give this guy a Nobel or some other prize. Nobody has ever thought of this.
Some of _THE_ most IMPORTANT discoveries , seem OBVIOUS in _hindsight_ . CAN'T have a DIRECT and _CLEAR_ process to actually SOLVING PROBLEMS , or there'd be no DEMOCRAT PARTY . CAN'T have a CLEAR and articulable path TO problem solving , or many of THESE would be out of a job , TOO .
lmao im bursting bro
@@chuckintexas You're right, but this aint it chief.
The "DEMOCRAT PARTY" isn't just about solving problems, it's about solving problems in a way that suits others so it requires more input.
The democratic approach to problem solving is to get many opinions and to make concessions so that everyone is as happy with the outcome as possible.
Solving problems for a company is completely different. You think you did something, good try, but you didn't.
Isn't it sad how some people think this is an earth shattering piece of advice?
131 rule is figuring out why you're hired and then do the job you were hired for. absolutely mindblowing
If you don't know why you were hired WHEN you were hired, either you're the idiot or the person hiring you is. Come on. Really? If this mind-blowing, tell you're being sarcastic or it tells us why America is in the shape it's in!😅
A few years ago the company I work for had a change of senior management. The micro-managers were out and the REAL managers & directors replaced them. One of the lower level directors said to the executive director “I’m here to do whatever you need me to”. The executive director said “I’m not going to do your job. We’re paying you to do your job. Figure out what you need to do.”
_I_ had to learn - fortunately _EARLY_ - that you *MUST* find out WHAT you were _specifically_ HIRED *_FOR_* and DO THAT , nothing lacking .
*NOTHING* .
ONLY _gradually_ as time goes on , do you let it LEAK that you were able to do SO MUCH _MORE_ .
IF you're _smart_ , you do it GRADUALLY so that it APPEARS as on-the-job GROWTH , _UNLESS_ you're looking TO *LEAVE* , then DO IT , and go out with a FOURISH - leaving _THEM_ with EGG all over _their_ faces . More than ONCE it turned out that what I told my managers on EXIT was _EXACTLY_ and ABSOLUTELY *TRUE* , resulting in the folks _causing_ problems to SELF - _IMPLODE_ and walking _themselves_ out the door ,
with EVERY _SINGLE_ one of those Managers calling head-hunters and BEGGING them to try and find me .
Fortunately , I had ALSO left behind SOLUTIONS to the problems that had emerged in the process , so that THEIR jobs could SURVIVE .
To a PERSON_ - both man AND woman , _THEY_ were the VICTIMS - as was I , to the NARCISSISM of LOW PERFORMANCE workers .
THEY survived , and I _THRIVED_ , never ONCE "going back" , but ALWAYS _forward_ *KEEPING* my commitments to NEW employers , and delivering to THEM the SAME top performance I had the ones who had to deal with the problems before .
ALL GOOD : INTEGRITY _AND PERFORMANCE_ - *INTACT* !
considering your "average joe" is half a ham sandwich from being a complete moron, it makes sense that a lot of people would need even the simplest things explained to them but in a way that makes them feel smart and that they got it all on their own.
This man was paid for this. Actual money.
Sucker born every minute.
Was he?
He forgot to mention that the 12 people they hired all sucked at their jobs.
yea, but they are diverse so don't be a dick! the wold is better off with incompetent workers, as long as they are the right color and gender and sexual orientation and above all else tote the party line!
I was a beautiful specimen of a human being. Ladies, Money, Conquests of magnitude.. I used the 1, 3, 1 rule and now i'm fat, broke and depressed.. Literally changed my life, thank you Dan.
This is how I was taught to tackle issues in the field I’m in. Always present three options considered and provide my recommendation and explanation for it. Also include fiscal impact!
since when did Common Sense get the 1-3-1 rule moniker?
I took my first job as sales manager and lost 4 out of five salesman from retirement, one leaving, one being promoted, etc. I needed four guys immediately. I found every one of them and they were better than the ones we had.
That brought me to a conclusion: everyday you come to work, your ability to compete is limited by your employees. Intelligence/ education/experience or what I call gravitus and they're conscientiousness. No matter what happens, those will be your limiting factors. That being the case, you have to be willing to step up your staff at all times. You need to constantly look for better people and when you have a person that's not making it, be ready to replace them with somebody better. I replaced two people with one and got a better outcome than I would have if I just hired two mooks and put them in those spots.
Always be hunting. Good talent when you find it employ it. Don't wait for somebody to leave. Always be ready.
Mooks, u from Bklyn?
Experience, knowledge, confidence & organizational skills all rolled into one. Good on ya!
Hey dummy when you find good talent you better compensate well for good talent. It ain't a endless well moron!
I came across 1-3-1 accidentally working for a type A boss.
Went with problem and was corrected. We have opportunities not problems and come with a solution. Went three weeks straight with opportunity and solution, no. Went back with opportunity and three solutions. She picked one.
It's so simple but soo true, when you grow a business, I started in 2019 my business from Zero. In the first 18 months, I turned it into £800k business, but the next level of growing was to set up a bigger team, and the main issue I've had is getting people to do what they were hired to do!
This reminds me of the military. They had some 7 step process for problem solving.
Step 1. Identity the problem
Step 2. Gather information
And I can't remember the rest, but it did have the multiple solutions, select the solution, and execute it.
Phase 1: Steal underwear
Phase 2: ....
Phase 3: PROFIT!
Your first mistake was hiring an HR generalist thinking they know anything about recruiting.
Don't pick a part that's completely retarded clip. Just nod your head and buy the product.
1-3-1 is an oversimplified framework of a business case, good advice with many applications
I learned this years ago under a slightly different wording but 1-3-1 is more elegant and simply worded. Thanks Dan!
Are you going to share?
What was it called
Most of the comments are definitely made by people that have never truly been in a leadership role whwn you were building something. Its easy in an established business, and thats were the comments are coming from. Im in the middle of rebuilding a large company with a very diverse set of people that are new. This is good information, it helps leaders learn to influence a specific work place interaction. Thank you
I tell my superiors / owners what to do all the time and they literally never listen and act like they know better,,, even though every time I /we implement my ideas by hook or by crook, they work and make the company money. Yet still, it's an everyday fight even though I've got 30 years of experience...
Hubris pride and self-absorption overrides any good idea or well-intentioned individual in the company.
Seems you have the same problem with hubris and pride. You give advice that needs to be tested and understood before implementation, you do not give commands.
@@MrHHVVyeah, i was thinking the same, advise should be tested before implement. specially if the advise was giving by people who are hired because of they past experince or a expert in certain field but unfortunately most of the people mistook the meaning of advise and order.😂
@vette4118 sounds like you need to start your own company unless you signed a non-compete clause.
Start your own thing if you’ve got all the answers. Don’t share greatness. Whining is just seeking sympathy.
I probably never should have switched to my current job. At least at my old company, they eventually did listen. This was 9 years ago, I'm 9 years older and 9 years more experienced now, and it's like pulling teeth to get buy-in on even common sense solutions. But people just entering the workforce in my current job that I've been doing for 9 years don't listen. Why? Because I have the wrong configuration of chromosomes. 💄👗👠
Outstanding principle for leadership!!!
It's called a decision brief in the Army. What is your COA (course of action) 1,2&3. And your recommendation
Can also use AFCoP
Aim - what do you want to achieve
Factors - what will impact you achieving this aim (time/resources/people/training etc)
Courses Open - what can you do to achieve it, understanding that they will rarely be perfect and some risk has to be accepted somewhere, but understanding factors well can help mitigate/tolerate the risk
Plan - which course of action is the least painful kick in the dick that lets you get your aim done
I have shown over 100 people this, some use it still, some don't, but it's a useful tool for those that think in that way
and let's not forget, start from BLUF
This will transform your life… “you” are a figment of your imagination . You were pushed out of a human, and began creating an identity. That identity is the source of all your opinions, wants and expectations. Its a tool to survive, not live.
Greed, the delusion of status…all psychological suffering is born in the wants of identity.
Stage four cancer in brain and lungs showed me this, and two years in the chemo ward showed me that most men in there had just retired after working their whole life yo enjoy retirement. Life is short.❤️😀👌
Wish I could of verabised this better towards a recent hire n fire. I just wanted them to know what we needed, then for them to answer it and we get it done. Next hire making this clear in the job interview 😅😅 well spoken 🙏
A consultant , someone who looks at YOUR watch then tells YOU the time 🤦♂️
That’s basically how I do most things. Picking out a rug? I select three and pick one. Car? Same. Refrigerator, vacation spot, hotel, clothes. I try to basically make B+ decisions. Searching for the optimal decision at every junction takes too much time and you tend to give too much weight to variables that make little difference in the end. Trying to hit B+ you will get an occasional A or A+ and a B or C+ once in a while but you will exist predictably in that B+ zone most of the time without making yourself crazy. It also allows you to slow down and make that A+ decision when you absolutely need to (buying a house, getting married, choosing a doctor when you get a bad diagnosis).
I’m a perfectionist and this B+ way of making decisions is what I’d love to do… I will remember your post, maybe some day it will help me to improve myself and make decisions faster
No gimmicks here 😂
He didn't explain this at all
As a former corpo, this actually pretty helpful advice.
Managers are not always great at giving direction and they always want options, BUT they also want to see initiative in their subordinates
BUT subordinates can get burnt out creating infinite solutions (this was literally me at my last job) spinning their wheels until they just fall off.
But bringing a few options to the table and offering a specific recommendation is a professional approach that will make you look good and make your boss feel better about the decision.
I love this type of development of your team. I have done something similar with engineers working for me. "Don't come to me with a problem unless you can tell me at least two ideas... I don't care how crazy they are. We'll talk about them, but I want you thinking..."
Hahah yes being a good leader is about hearing the problem and letting others solve it within your rule set.
Yea
That’s great advice. I’ll add, be sure to have executed 1-3-1 prior to telling your boss there’s an issue.
If you must go to your boss, have a solution. Even if it’s a Shit solution, show that you’ve thought about it. Most of us are not as busy as our boss, be prepared to move in a direction after the conversation
Army has been doing this for years...MDMP-Military Decision Making Process- w/three COAs(courses of action), weighted, with one COA recommended to the boss. The boss will take a COA with modifications..then go forth and execute...
Very similar structure for presentations, as well. We call it the 1-3-3 ...
The 1-3-3 for presentations? Curious how wouls that work thou?
Explain?
This is the "dodge leadership responsibility" rule. There are 2 bad leadership types. #1 doesn't allow input, just gets his own way. #2 won't lead, passes everything off on you so you're to blame, takes no responsibility.
That is a fantastic tid bit of information! Thank you!! 🙏🙏🙏
If you are running a business and want to leave hiring search and decisions to your HR director, you are in big trouble.
This is actually pretty good advice , is not mind blowing revolutionary advice, it’s honest down to earth simple and basic , which at times because of anxiety, stress , time constraints and plain old whining , we forget to take a step back , see what’s the problem, understand the solution for said problem , and come
Up with a plan that will work and give the desired outcome.
1 : we need to hire more people.
2: come up with 3 viable solutions for said problem of hiring new people.
A: hiring platforms: indeed, monsters , linked in
B: hiring fairs through colleges and internships programs
C : hiring agencies and good old advertising
3: see of those options which works best for budget , time constraints, and will give you the best candidates for said job.
Once you figured out what works best for you, implement it and get it going.
The point isn’t that it’s ground breaking , the point is not freaking out and trying to find some one else to answer it for you, but to buckle down and get things done and not overly complicate yourself or find some overtly complicating answer. Point : keep it simple stupid .
My life has not been transformed from this.
This explains HR perfectly. You don’t need them. You can hire a third party to do payroll and taxes, HR a third party to handle benefits. Mangers handle unemployment claims and create the job postings since they know what the job actually entails.
Holy shit. 1-3-1 is perfect. Ty. 🙏🏾
So, wait. What you're saying is think about solutions to a problem and select one? Bravo. Brilliant.
People forget one company needs it one way and the next needs it the other. Changing companies introduces this issue.
Agreed. When I brief leadership on a road map or suggestion I have to bring this up as problem 3 options and my suggestion and why
This is the area that needs to throw out D.E.I. completely because no matter what it is a discriminating practice. I back merit and skill 100%! The best person for the job skin color and gender be damned!
Modern day snake oil.
Exactly.. you hire someone but don’t have the knowledge to know what they do? How do you evaluate their performance effectively? This is advice for the lazy managers.
@@pete2115what!? So if a plumber fixes my tap at a rate that I find preferable to not having a working tap. Why would I care to know how they fixed it!?.
@@saysomestuffHow would you know if it was actually fixed?? They could have jammed bubble gum in the leak, lasting long enough to cash your check and then it’s your problem when it springs back to leaking again! You have to at least have an idea how it should be fixed. Heck if that’s your point why even interview someone? Just hire them!!
No, he is simply describing a process that is well backed by real world evidence and psychological understanding.
There are many names for this process and many slight variations. This particular one is deceptively simple and most are overly wordy and complex.
In sales decades ago we were taught to offer a client exactly three options; the one we wanted the client to choose, and two we knew they wouldn’t want to choose. The 1s are limits placed on the scope of the problem and the recommendation. Their purpose is to enforce clarity of the problem being solved and the confidence in the solution you recommend.
So, like I said, more wordy. 😂
@@pete2115100%
1 problem - 3 researched solutions - 1 viable suggestion ❤
This sounds like the 1-1-1 framework.
Challenge - Hire 12 people in next 30 days
1 viable option - Hire 12 people in next 30 days
1 specific recommendation - Hire 12 people in next 30 days
😂 i imagine the solution was give it to an external for ridiculous amount of money, but yours is a lot more funny.
What exactly is new about this? If you've got a director of HR who is incapable of figuring out a solution to hiring your team then you've hired the wrong person.
Yep, pretty much!
So identify the problem, create some solutions and pick the best one? Isn’t that just every kind of risk assessment process? Wow, super revolutionary.
This is helpful when you need to help someone get unstuck, like a grounding technique for limiting beliefs
There’s a lot of people throwing shade. Y’all are right, it should be basic.
But many people are just afraid to make decisions. This is a tool for bosses to empower their employees to make a decision and then take action.
It’s less about problem solving and more about initiative.
So few people are willing to execute. They’re afraid they’ll be wrong. This is simple a process that teaches them to lay down their thoughts and gives them permission to move forward
props on him for giving his guy the authority to do his job, its so annoying to be told to do something then questioned every step of the way. Just do it yourself at that point.
Thats a great way to end up as a scape goat. You suggest you never decide no matter your position somebody is always higher up the chain.
What he is saying makes perfect sense, I don’t know why people are randomly hating on this dude. If you want to take pride in the work you do and the problems you solve, you should be able to speak with your boss about problems you are solving, some options you’ve considered and what you think they should do (making the ultimate decision)… how do people think this is snake oil? As a software dev, if my boss comes to me and says “here is X problem that we need to solve”, I can go and say “here are options A, B, C on how we can solve it but from my experience, option B is the most effective”. What don’t people understand about that, I think it is a fantastic rule to follow when presenting solutions to challenging problems…
Do your boss take the advice or shut you down? I don't work in IT. But I did a similar thing she immediately shut me down.
In the end wanted to do her way. If not you go and solve the problem after you solve it. Tell me the solution. That's what she answered me.
Yes, that is the problem. Everybody that works in corporate has seen his Organisation waste millions into charlatans who tell you that the sky is blue in the best case and in the worst case convinced some higher up that its yellow and now you have to slowly convince them that its a bluish kind of yellow, more blue than yellow.
I'm good! I just hired 12 people now it is your problem. 😂
Steve Jobs yauning in the back corner
"This will absolutely change your life"
Reallly did!
Exactly right, Hire people that do the job no (very little) questions asked, No (very few) issues
This is a great formula of empowering others to think and create solutions
I'm impressed people paid this guy to pitch high school essay writing format as a professional problem solving methodology. Maybe next he'll teach us the multiplication tables....
This is really great, I love this video
I watched too many Royce Du Pont vids that the algorithm is giving me actual corporate motivators
🤯 my mind is blown. This people sitting there pay for this? Respect.
As a business develops the owner goes from working in the business to on the business, and from telling employees what to do to employees telling the owner what they’ve done
131 is not about thinking of solutions, it is about coming to someone not only with a problem, but with 3 possible solutions and a recommendation - wastes less time of your boss
Powerful Insight.
1 problem
3 options
1 recommendation with reasons
Good problem solving method to get the ball rolling 👍🏼
Having an HR department is the sign of an ultimate failure in being just a pile of shit
Explain your reasoning
@@kito3528 You mean, ask him to explain his 1 3 1 lol
Must be fun being so ignorant
People mock this post saying it's so obvious. I am an Executive and this is 80% of my job. Director calls in crisis. They have a best path forward, but their energy and emotions are high, they're panicked and frustrated and full of worry and what ifs. They just need someone to reframe them and then push them forward. Most of the time, they are the expert and have the answer. They lack the constitution and will to execute without someone else validating it. They paralyze in the face of only bad options. Nonetheless, one of them is better than the others and not deciding is not an option. Pick path and move. Make it work.
Great system! I use it frequently with great results
1-1-1 Rule (problem, method, solution) knowledge is free, and wisdom is knowing you know fuck all.
I wish this kind of men hired me... I hate being hired by Idiocracy of leadership with fear of excellence
HR once again proving itself useless
I'm still waiting for it to absolutely transform my life.
EXTRA TIPS: if you're thirsty during the process, drink water
To solve a problem think of ways to solve it. Wow, genius.
Yeah, except the reality is that he was looking for input because the next conversation will be how that boss hates the solution the HR Director came up with.
That's the basics of a staff study. That has been around for many, many years.
HR is like the worst departement ever.. of course he does not know how to do his job.. lol
Like OMG they're like the worst like ever! Like OMG.
What's fascinating to me is that people in this comments section expect effective ideas to be "mind-blowing" and "revolutionary." Oftentimes, effective ideas are simple in nature! There's a lot you can unpack from this short.
Was telling you with jeopardy like answers, what is hiring 12 people. Your highering 12 people in next 30 days. Do you have a preference on that? Anyone in mind you'd like to join our team group? I'll make you look good. Appreciate information
In government we always were told to get 3 quotes on everything. Been apply that rule ever since.
In follow up news, Adam carried out his plan and then was subsequently fired because he did not discuss it with the boss (IE: the speaker)
most people don't hire hoping the person they hired is capable of doing anything without themselves.
🤯🤯🤯🤯🤯 “don’t put all your eggs in one basket” when strategizing…..HOLYYYYYYY $HIT this guy just opened up my third eye!!! I can see Valhalla!! I am no longer the mere human mortal I once was, I have evolved, hell Dynamaxed even!
It’s a neutral zone defense in hockey as well.
God when the Devils were making that all the rage, AND WINNING Cups… that Neutral Zone Trap made hockey boring AF.
The equivalent of Dean Smith & Coach K using the 4 corners offense to burn time in the last several minutes of a game. Yawnfest.
All these people saying "duh", looke lemme spell it out for you.
Most of these people are used to having bad managers who reject their plan and shoot down their ideas and micromanage the results then get mad whwn those results are not more inspired and their people are fearful.
This is more about how to be the manager that helps empower your employees, than it is about how to empower your employee.
If you dont get that you may want to review your managment styles for being dismissive
Thesis, essay, conclusion.
Adam: Hey boss I need help.
Boss: Figure it out!
Revolutionary.
LSS doesn't need 1 3 1. You give it the problem, it gives you THE answer. I know, I've done it.
We can figure out any problem and come up with a solution. AT this point it doesn't matter what the issue is.
I'm getting your book today. Thanks Dan. Where's the best place you recommend to buy it?
Appreciate the support!! Amazon is easiest
@@danmartell excellent. Getting it right now. Thank you for your response.
Ive literally never heard this before but i do it practically everyday at work..
That was worth the time. Thank You.
So basically:1. have a problem,2. come up with a couple options to fix problem,3. Choose one.
HR and Marketing. Worst departments on earth and any person working there has no soul
Sounds like a decision brief with 3 COAs.
You're already a failure if you hire people that don't know their job. The only 4 skills you need? How about Financial Management, Marketing, Sales, Communication, Negotiation, Delegation, Time Management, Planning & Problem-Solving. I can probably list a few more crucial skills. Oh, and I'm a successful guy who retired at 44. I also possess the skill to recognize a snake oil salesman. There are no shortcuts people. When you start a company, you must wear many hats. You'll need way more than 4 skills.
He never really explained it. Why do these gurus never really clearly State the point
He expects his target audience to catch on & realize that they have to make the initial decision to surround themselves with the people best suited to understand the company agenda… and have them do their job by making the proper decisions that they’re tasked with.