Tracy Britt Cool: The Turnaround Expert - The Knowledge Project  ## Metadata - Author: **The Knowledge Project** - Full Title: Tracy Britt Cool: The Turnaround Expert - Category: #podcasts - URL: https://share.snipd.com/episode/21081d14-e84b-4d05-bf84-ee9e17e76027 ## Highlights - **Repeatable Business System** - Implement a repeatable business system for managing your business holistically. - Integrate components like strategy, people, skills, KPIs, and alignment to reinforce each other and maximize value. Transcript: Tracy Britt Cool I was CEO. I wanted to go out and learn from others. And what I found was some of the best companies out there have a scalable, repeatable business system. Danaher, Marmot, Toyota. It is an integrated way of how they manage the business so that it's not piecemeal, but really it's a holistic approach where the components of the approach reinforce each other. And if you do one in isolation, you get less value than if you do them together and they're complementary in nature. And so you could have a strategy process, but if you don't have the right people and the right skills, you're going to be less effective at implementing that strategic process. If you have amazing people and a great culture and great environment, but you don't have KPIs and alignment, you're not going to be able to achieve as much with those people. So ([Time 1:03:03](https://share.snipd.com/snip/2b3112b9-8240-4167-8e8e-00d13b75b784)) - **Use the WHO Hiring Process** - Tracy Britt Cool recommends the WHO hiring process from GH Smart's book 'WHO'. - Follow the process and build an in-depth scorecard for the role, instead of jumping straight to posting the job description. Transcript: Tracy Britt Cool Yeah, so we very much subscribe to the WHO process. So by GH Smart, there's a book called WHO, WHO. It is, I think, single-handedly the best simple book on hiring. And if you read that book, almost everyone will become a better hiring manager. And there's a few components to it, and we've augmented and added our own. But the first is building a really in-depth scorecard for the role. Most people completely skip this process. They just jump to, I'm going to write a JD, I'm going to post the role, I'm going to start interviewing, and then I'll sort of figure it out. And people usually do ([Time 1:16:26](https://share.snipd.com/snip/91321be3-48be-4eea-817c-c29b7252c652))