Better Interviews + Clearer Metrics + Less Burnout

HIRE

Stale Interviews = Bad Hires

It's like going on a first date, only asking about favorite colors, then proposing.

Quick Fixes:

• Train every hiring manager on how to interview, not just who to pick
• Refresh your interview guides with role-specific, reality-based questions
• Normalize the uncomfortable questions (legally, of course)

Try This AI Prompt: Write interview questions for [job title] at [company] that assess [3 key traits or skills] in a [X-minute] interview led by a [title].

LEAD

Problem Solving ≠ Leadership

Solving everything yourself is noble, until it's not. Teach your team to think before they ask with the 1-3-1 framework:

1-3-1 Framework:

• 1 Problem: What's the real issue? Name it clearly.
• 3 Solutions: What are three ways to fix or improve it?
• 1 Recommendation: Which path do you recommend and why?

Teach this rhythm in every 1:1, Slack thread, or team meeting. You'll build thinkers, not more headaches.

GROW

Performance Tracking: Don't Lead Blind

Would you ever train for a marathon without tracking miles? Nope

Then why pay someone and "hope" they are doing well.

Fix It:

• Set (3) measurable, behavior-based results for every role
• Make goals stupid clear (yes, even for seasoned staff)
• Use a weekly scorecard to coach, redirect, or celebrate

Example KPIs (Therapist):

• Notes submitted within 24 hours
• 25+ billable client hours per week
• 95%+ client attendance rate