How to Hire a 5 Star Candidate | Heenle Turner  | Episode 252

Scott McCarthy [00:00:00]:

On episode 252 of the peak performance leadership podcast, we speak to Henal Turner, and she’s gonna tell you how you can hire that 5 star employee that you’ve always dreamed of. That’s right, folks. It’s all about hiring today. Are you ready for this? Alright. Let’s do it. Welcome one. Welcome all to the Peak Performance Leadership podcast, a weekly podcast series is dedicated to helping you hit peak performance across the 3 domains of leadership. Those being leading yourself, leading your team, and leading your organization.

Scott McCarthy [00:00:44]:

This podcast couples my 20 years of military experience as a senior Canadian army officer with world class guess bring you the most complete podcast of leadership going. And for more, feel free to check out our website at moving forward leadership .com. And with that, let’s get to the show. Yes. Welcome 1. Welcome all to the Peak Performance Leadership podcast. It is your chief leadership officer, Scott McCarthy, and thanks for tuning in yet again. In this week, we are diving into hiring hiring your employees.

Scott McCarthy [00:01:28]:

And for this, I decided to go out and get an expert in the area. The owner of her own company, all around hiring employees, and that’s Henal Turner. And in this episode, what you’re gonna hear about is her basically process of going out and hiring those 5 star employees. And 5 star employees are it’s more than just saying top tier employees, but rather that is actually part of her process anyway. So in this podcast episode, we talk about, you know, why hiring vacancies are still a thing, what the process looks like, how to make sure we’re going after the right people, what the makeup of a 5 star candidate is, you know, level universal qualities within one of those 5 star candidates and so much more. So it’s action packed jammed to the. So if you’re looking to hire someone and maybe you’re struggling to hire the right person, this podcast episode is definitely for you. So, ladies and gentlemen, that’s it for me.

Scott McCarthy [00:02:38]:

You don’t want. That’s enough. So why don’t you sit back, relax, enjoy my conversation with Henal Turner all about hiring that 5 star employee. You know, welcome to the podcast. So good to have you here today.

Heenle Turner [00:03:02]:

Good. Thank you for having me.

Scott McCarthy [00:03:04]:

I knew you know, I got I got good feelings, good vibes today. We’re there before hit record, and you start immediately talking to people hockey and Canada and stuff. Like, alright. Were this girl knows what she’s talking about. So this is gonna be a rocking show.

Heenle Turner [00:03:18]:

Great. I’m looking forward to

Scott McCarthy [00:03:20]:

it. Alright. So today, we are talking about getting that 5 star candidate hired. Now here’s, you know, here we’re at. It’s 2023, you know, march I’m actually on March break and as we record this. And the themes are still, you know, circling around, you know, kinda post COVID, pre post COVID. No one no one to be hired. Were missing people, great resignation.

Scott McCarthy [00:03:49]:

We we’ve gone through, like, I don’t know how many iterations of these great quote unquote things. So, quite creating great resignation. I I’ve heard another one pop up yet again. I’ve actually just kinda tuned out to them, to be honest. But the moral of the story is this, is that, business owners, leaders out there are finding a hard time filling the filling the gaps of of the vacancies they have in positions. You know, why is this still going around when I hear other people saying, can’t find a job, man? What what’s going on from your perspective?

Heenle Turner [00:04:24]:

You know, it’s it’s it it has to be a combination of things, and, I would say, you know, people are still people are still not finding what they’re looking for in terms of job seekers, and I and I think, employers and business owners are still struggling with, you know, that right formula, that right process to To take the time and find the 5 star candidates, the ones who are truly the best fit for their organization. And so with that, you know, environment with that, you know, both parties, you know, struggling a little bit on on their end, And, you know, and then you’ve got every single person out there doing the same thing. Right? One application after the other, applying to every job, and just kind of getting lost with the applications, the assessment fatigue, The, the way who did I apply to? Like, where or who are you again? And then that, it’s sort of all coming together with this, it’s quite unfortunate situation where we still have drop great candidates and great people out there still looking for work and Organizations who are who are really struggling without that, that right person.

Scott McCarthy [00:05:59]:

So what I’m hearing from you is, you know, obviously, a multiple of obviously, multiple factors. Never a problem is never 1, you know, 1 issue per se, push at this level. But what I’m hearing in particular is, 1, organizations aren’t necessarily marketing themselves that well up there to to their potential candidate pools, you know, describing exactly what who they are, what they stand for, what their, you know, their company values are, what value they bring to society as a whole per se, and spit in particular what that position is gonna bring into kinda candidates out there kinda not, you know, inversely not doing the same to themselves for themselves and kinda doing that whole what we refer to as spray and pray. So launch out. Yeah. I’ll apply to this 15 different job postings, and hopefully, I land 1, and then life will be okay. And in the end, they probably may may not even get one because they didn’t really focus themselves at that particular position. Would that be a fair summary what how I read you?

Heenle Turner [00:06:58]:

I love it.

Scott McCarthy [00:07:00]:

Alright. So let’s let’s look at it from from the leadership standpoint here. So, again, we have a lot of business owners, many, you know, middle to senior leaders listening who are looking to hire people. And you mentioned process, not having the right process there. Like, isn’t it simple, like, oh, I got a job. I throw up an ad for the job, and isn’t that good enough? Shouldn’t that be good enough hire someone.

Heenle Turner [00:07:24]:

So it might have been good enough, at one point, but, really, it it’s It’s not it was it’s not working. People are still not getting the candidates that they want. They’re wasting their time with unqualified people who are who really just have a pulse and they’re looking to to to work with any organization. So To continuing to do that same thing and just throwing a job posting out there and hoping that there’s a match there, that that is really not the way. So you you want to have an objective, Process that starts with, like, full transparency about exactly what it is you’re looking for. So you want to be, you want to have this step by step automated process that really filters out, You know, people who are that mismatched, those 1, 2, 3 star candidates who are not a good match for your organization or who don’t meet, You know, basic qualifying questions. Like, for instance, when, if, in a lot of A, like, engineering field, for example, you you need to have a particular degree or maybe a license, You know, to even to even sign off and complete that project. And so if your one of your basic qualifying questions should be, You know, do you have this license? You know? Yes or no.

Heenle Turner [00:08:59]:

And if someone says no, Then you don’t really need to spend your time interviewing them. It’s a waste of time for both of you. Right? It’s never it’s not gonna work for you, and it’s not really fair to that That person said how to go through that process. And then so you need to have a process that filters out peep those, like, Those folks who are not a good fit and who are not qualified. That way by the time you get to to the person who’s interviewing who you’re who you’re interviewing with, You know, you’ve you’re really just looking at, you know, potential rock stars to join your organization. And, you know, when we talk about fit and qualifications. We’re really talking about mindset and skill set. Right? So you need to have people who think, breathe, and really act like you as business owner.

Heenle Turner [00:09:47]:

Because if something’s if you have an employee who, like, for example, if it’s important for you to pay attention to detail, if it’s important for you to triple check every single piece of, you know, just say, writing or document that goes out to your clients, then that needs to be important to everybody in your organization because everybody needs to understand that and kind of get it. Right? So you need to find people, the first like, who are your 5 star employees, and 5 star employees are really unique to every organization.

Scott McCarthy [00:10:24]:

Yeah. Absolutely. So I like a lot of things that you said there. 1, you know, identifying who the job isn’t for is is definitely crucial. Right? Like, who is not the right fit here?

Heenle Turner [00:10:36]:

Right. I

Scott McCarthy [00:10:36]:

don’t think we necessarily do that enough. So you you kinda use this, like, okay. If you need this disqualification or certification, you know, license whatever that’s immediately saying. If you don’t have it, then this job obviously isn’t for you. That’s easy way to do it. And also like the, when I think about positions and when when I’m hiring people and bringing people onto my team, like, okay. You know, who is it that we don’t want to come in here. And not saying that they’re bad or something is that they’re not necessarily the right fit for a job.

Scott McCarthy [00:11:06]:

So I like that part. Definitely, you know, organizations out there need to really take ownership and make sure that to get this right. Right? Because this is important. Because it goes through, one, it goes through a huge process of time, commitment, money commitment, and for the whole team. But, 2, you’re bringing someone into your team and bring them into your inner circle. And if you don’t have this right and you don’t get the right candidate, this could be detrimental to your organization because, you know, you could end up, you know, dealing with this person for 3, 6 months to only in the end and say, hey. This isn’t a good fit. Have them leave, and then you start right back over again.

Scott McCarthy [00:11:45]:

So let’s go over, like, right to the beginning of, like, where did we guess my question is, like, where do we go to make sure we’re we’re advertising ourselves, our companies, and our positions to these 5 star candidates? Like, how can we identify the places where they’re hanging out, where we can actually get our job postings in front of them so that we’re we’re gonna be more successful in the future?

Heenle Turner [00:12:07]:

Yeah. So there’s there’s 2 things. So so so 1, you know, you as the business owner, you have to To take the time and and articulate, like, what exactly your 5 star employee looks like. So 5 star employees have Five distinct qualities. So, one, they share, you know, their core values align with those of the business owner. So You have to understand first what’s important to you so that you’re able to identify that in other people, and kind of test for that and and really Throw it right there on that job posting to to demonstrate, you know, this is what our core values are, and they’re sort of the DNA of our organization and everyone our in our team shares these. So you have to be very, you know, specific and, like, transparent about things about about everything starting with your own core values and and understanding that yourself. You also have to, to understand that that all 5 star employees have the same, consistent, You know, thread.

Heenle Turner [00:13:17]:

Right? So they’re all accountable. They all share the 11 universal qualities. They’re all excellent listeners. They’re all limber. They all produce quantifiable results. And then when you start looking at the position, right, you need to understand, well, what are the specific and skills for the for the role and what does success look like. And so once you have a a good I you have a a clear idea of What all of this means to your organization, you know, then you start crafting this job posting that really highlights and and tells you exactly, exactly what the expectations are here. So, For example, like, you need to be very, very specific.

Heenle Turner [00:14:00]:

Right? So if you’re expecting certain results, if you have a quota, if you have a a goal for sales, a goal for outbound Paul, you know, put that right there on the resume. So the person who read or the job listing. So you the person who reads that will The 5 star candidate will will look at that information and welcome the challenge and appreciate the organization, appreciate the level of detail, And that’s type of person who you want to attract. The person who sees that and says, meh, not interested, They’re not gonna apply anyway. You’ve just filtered out someone else who you don’t wanna meet with. And then to answer your question about, well, You know, where do I where do I I post this job? How do I get more people, you know, to apply and really And be interested into this to my team and my organization. You know, you have to to think differently. You have to to go outside the box so you can’t post to just to 1 job board.

Heenle Turner [00:15:00]:

You have to to to to, like, a look take a look at, multiple job boards. You need to think about doing other things like, you know, elevating your your referral program. Maybe you’re gonna, you know, post in specific groups that are local to your market, like on, using social media. So maybe there is a Industry specific group. You know, maybe you’re marketing your business and and maybe you’re a guest speaker at a at a school or university. You know, maybe you’re, you’re you’re trying to figure out, well, where did my current 5 star employees come from And how maybe I can market to the same place where they came from.

Scott McCarthy [00:15:45]:

You know, it’s kinda like what I said earlier about being when you’re an applicant, you can’t really spray and pray. I guess as, you know, as a as a leader, as a business owner, kinda can’t do the same. Right? You can’t just throw it up on, on LinkedIn and expect it would get the right result. Can’t necessarily throw it up on, you know, indeed or whatever, but rather you have to think about, you know, from your your perspective, employee shoes of, like, okay. Where did they hang out? Where where do they look for for their job opportunities. And I like the referral thing, you know, and I like that point. I think that’s a bit huge point that necessarily doesn’t get enough light is that, you know, the referral thing is because someone’s come to you with a known entity. Now there’s a bit of risk to that.

Scott McCarthy [00:16:29]:

You know? Just saying, yeah. But Bob here is the best ever, but, you know, reality is, Bob, isn’t it’s just that they’re they’ve been best friends for since they were in in grade school. But then that means you have to have your checks and balances in place in order for that, but at the same time is, you know, it’s like, yeah. I’ve worked with Bob over at this other company I worked for for 5 years, and he was the rock star of the place. He kept the place together. The company just didn’t recognize it, and that’s why he left. Oh, okay. Well, let’s let’s let’s have a chat with Bob and see what Bob can bring to the table here.

Scott McCarthy [00:17:01]:

So I think that that could be a definitely a powerful tool in the toolbox.

Heenle Turner [00:17:05]:

Right. And, I mean, you and you gotta remember too when, You know, if your organization has a has a thorough you know, like, we refer to it as a hiring gauntlet. So every applicant who comes into, into our sphere. If they’re you know, whether they’re through a referral, whether they’re through, ZipRecruiter, Indeed, LinkedIn, whatever it is, they still go through the same hiring process. So they’re filling out the application. They’re answering those same questions. They’re taking a skills test. They’re, they’re conducting a screening interview and then having another deep dive interview.

Heenle Turner [00:17:46]:

You know, they’re meeting the team, And and finally, you know, they’re they’re experiencing sort of a day in the life of of the role, and, You know, we want to we we appreciate the referrals and, you know, so it should, you know, maybe reward the effort of of the current employees who can think of somebody to to to bring into the organization, But they still have to process they still have to go through our hiring gauntlet to join our team, you know, because we still want to to make sure that they’re That person is aligned with the with the needs and the wants of our organization and that they’re really still a good fit.

Scott McCarthy [00:18:30]:

Yeah. It makes absolute sense for sure. You know, take the word, but, don’t blindly take it. But at the same time, you know, put them through the same process that you put everyone else through. You know? And that and it’s just fair and transparent, which which I personally agree with and value big time. Now earlier you mentioned that the 5 star, candidate, 5 star hiring process, there’s 5 aspects to that. Is that correct? Mhmm. That’s correct.

Scott McCarthy [00:18:56]:

Can can we dive into those and and and and and, you know, hear more about them? So was what are those 5 aspects tour.

Heenle Turner [00:19:05]:

Yes. So a 5 star candidate, so they earn each each star. Right? So the first one is that they have, that they Their core values align with that of the business owner. So the second is that they have, that they score 7 or higher on the 11 universal of a 5 star employee. So some of those qualities are, 5 star employees. They can They they, you know, enjoy to learn. They they’re great, listeners. They, they produce quantifiable results.

Heenle Turner [00:19:38]:

They’re very limber, and then the 3rd star is that The 5 star candidate meets or exceeds your expectations for your role specific skills or aptitudes. So if you need somebody, for example, who, you know, makes a great first impression, maybe you have somebody who needs to be organized, maybe you have somebody, who needs to be compliant, right, rule rule and check checklist oriented. So you need to decide what your app roles and what the aptitudes and skills are for the roles, and then make sure that the people you’re hiring, you know, have that meet your expectations there. The 4th star is that they are committed and capable of meeting your success metrics. So, like, the easy example is, you know, if you’re looking for a, like, a chef at a bakery, maybe your your your specific measurable success metric may be that, you know, they’re producing Sixty cookies an hour. Right? So you’re that specific about exactly what you need. You’re not just looking for somebody who could make a chocolate chip cookie. Looking for somebody who can make 60 chocolate chip cookies an hour.

Heenle Turner [00:21:00]:

Right? And then the last star is that Their salary meets a minimum of 3 x return on payroll. So they’re because because they’re producing results for you because they’re committed to meeting your success metrics. They’re going to give you a, a solid return on their investment.

Scott McCarthy [00:21:26]:

Those are definitely some interesting things. 1, I definitely like the core values thing. Yes. Right. Actually, yeah. Yeah. No. Because it’s something that, we don’t necessarily, talk about a lot, but I think it’s coming more and more important.

Scott McCarthy [00:21:45]:

And I think that’s kinda back to probably the one original questions that a lot of people out there, 1, are struggling to find organizations that match their core values. And 2, I think a lot of a lot of people are having a hard time understanding what the heck their core values are in the 1st place since why they’re kinda bopping from job to job, which is understandable, you know, when you’re we’re talking about younger employees, like, in their early twenties and stuff it is because, you know, you’re still trying to figure out who the heck you are and stuff like that. I’m I’m 40 now, and I’m still trying to figure who the heck I am, so I get it. But I like that. And, actually, just a, you know, side tangents that actually have the core values exercise for the members of my leader growth mastermind. So it’s actually one of the first exercises that gets toss towards them, saying, hey. Check this out. And as core values as a leader.

Scott McCarthy [00:22:32]:

So what do you as a leader stand for? Which has actually become a, you know, fan favorite as well in in the last run. So I like that one. The, the elevens 7 of 11 sorry. What was it? 7 11 qualities?

Heenle Turner [00:22:46]:

Oh, so they have to score a 7 or higher, On the 11 universal qualities of a 5 star

Scott McCarthy [00:22:54]:

employee. Okay. So and you mentioned, a a view them. Now where where did that come from? Where do these 11 universal qualities come from? And, you know, why 11 not not 9, not 13, but love it.

Heenle Turner [00:23:06]:

Yeah. I mean, so we so we have a, so this is our, you know, our a trademarked, you know, 5 star employee rating system. And so it it came in sort of that process and development of this of the system. Kind of influenced by a a lot of other, A a lot of similar, like, mindsets, you know, sort of like the, the a player, b player, c player, A little bit of influence there, a little bit a little influence of other, industry experts to to to really, like, articulate what And understand what these what what what trends and things that we’re really seeing, in sort of these elite performers and the the best of the best, employees and, through our kind of our research and such. That’s where how we land on these 11.

Scott McCarthy [00:23:59]:

Got it. Trademark stuff. This is this is the, this is the stuff that’s next to the 157 recipe that we’re not

Heenle Turner [00:24:04]:

gonna talk about. I’m happy to. I can definitely share the 11 with you. I can’t I that’s probably the best, Yeah. Sure. If you can. Thing I can do. Yeah.

Heenle Turner [00:24:14]:

So it’s so, our 11 universal qualities are, you know, someone who is supportive, collaborative, Proactive, limber. They complete tasks. They, achieve goals. They produce quantifiable results, so that would go back to your success metrics, someone who listens and and not just listens, but actively listens and, people who communicate their thoughts, Someone who is open to feedback and someone who is, you know, a learner.

Scott McCarthy [00:24:49]:

Those are awesome qualities.

Heenle Turner [00:24:50]:

Yeah. And so what so what we found was, like, you know, when we we couldn’t really get it down to 10, but we did we did find that, You know, with these 11 universal qualities are are, are present in all of 5 star employees across the board. We just

Scott McCarthy [00:25:08]:

gotta

Heenle Turner [00:25:09]:

put that 5 star employee in the right seat.

Scott McCarthy [00:25:12]:

Right. Right. Right. No. I I actually like them, and I could see, you know, I see how they would be, geared towards a 5 sarcana per se. Mhmm. Not just the someone who’s just gonna show up and do a job and go home. Rather, you know, those are definitely geared quality is geared towards a a type person is gonna show up, do the job, find ways to make it better, find ways to improve things, find ways to, you know, you know, go above and beyond exactly what they’re what they’re there to do day in, day out.

Scott McCarthy [00:25:44]:

So I mean, it’s

Heenle Turner [00:25:45]:

it’s not the person who, you know, It is just collecting a paycheck or the person who is just coming in to to to just be there to be another, like, A body in your organization instead of a an active contributor. It’s probably some it’s someone who doesn’t, you know, enjoy the job anymore anyway. Right? So maybe they started and and they they grew out of the job or, you know, maybe they were they were never right fit from the beginning. And so to really, you know, scale your business and and to truly, to do, like, wonderful things, you wanna have a team of people who share, you know, your passion and, can really, you know, demonstrate That they that they’re in the right seat. Right? So they’re in the right seat, and they’re in the, going the right way.

Scott McCarthy [00:26:43]:

Yeah. Absolutely. Awesome. So, okay, so we have these these metrics, these these loving qualities. You have the job posting. We’ve we’ve targeted we’ve, you know, we’ve targeted specific groups. Let’s talk a bit about the interview process, about Sure. Actually going through and interviewing our our 5 star candidates and stuff like this.

Scott McCarthy [00:27:05]:

So what are some of the, you know, the, I guess, the failures that you you see out there. You know? The thing the ways of not doing business interviews, for the candidates out there right now. What are some of the bad bad habits, I guess, is the word words I’m looking for that were that are going on right now?

Heenle Turner [00:27:23]:

Yeah. Sure. So the first, the first thing I would one thing I’m seeing is, You know, having like, business owners should you wanna have a screening interview before you you take them through a full A full interview, to test, you know, the roles to test the aptitudes and skills for the job. So you wanna Screen the interview, warm the candidate up candidate up, you know, talk them through their resume, their experience, and And and see if if this person, is really a good kind of fit for you and your team. Right? So just Through a simple 20 minute screening interview. And so I I so I’m thinking Right now, one struggle and one thing I one, like, kind of fail I see is is people don’t don’t utilize screening interviews. They just kind of have a one shot. Let’s just talk about everything under the sun, in this one in this one interview.

Heenle Turner [00:28:30]:

And it it It’s, you know, it’s not organized. It’s it’s not consistent. And that brings me to the next struggle is, like, there’s not a consistency. So you still need to ask the same, same questions to every candidate That that yield to information that’s gonna be helpful to understand the person’s, you know, aptitude skills and experience for the job. And then when when you when people do ask an a question in an interview, You know, they tend to kind of almost feed the answer to the candidate. So in you know, ask the question, and then, You know, they give themselves what sounds what feels like 10 minutes, but it’s been one second, and then they start kind of Out asking a question out of their way or filling in information here and there. Oh, well, you know, what about And so you have to remember that when you ask a question to somebody, allow for that uncomfortable silence and let the person respond. So, one, somebody may need a couple seconds or 20 seconds to get their Get everything together in their head before they can formulate a response.

Heenle Turner [00:29:49]:

And then 2, they may kinda be b s ing you. And so let them, Like, let them sit there in silence if that’s the case.

Scott McCarthy [00:30:04]:

Yeah. I like the, I like the latter part for sure. And, and, you know, like, leaving the uncomfortable silence because, one, yes, you definitely need, time to think. And, 2, it’s it it it does allow you to start to wonder after, you know, after a really long uncomfortable silence, then, like, do they actually know what they’re talking about? And then I also like to be getting part that you talked about, you know, that initial that initial screening interview just to see kinda overarching, you know, is this is this kind of potentially a good fit. Definitely would agree to that. Now I had a a group on the podcast before talking about hiring and stuff like this, and they refer to them as different way. So you go through 1 interview, it’s a gateway. You go through a next interview, it’s the next gateway, so on and so forth.

Scott McCarthy [00:30:53]:

And I definitely think that is a, a a good way to do business because, 1, you’re limiting, the exposure of the potential candidate to to your company. But, 2, you’re also you know, you’re trying to be efficient with everyone’s time. So you could have some 1 person doing the initial to make sure, and then, if it’s a very technical job later down the line, you bring in the, you know, the technical SME or expert in and say start doing those really technical questions 2 potential candidates and see what they have to say. So I I definitely like

Heenle Turner [00:31:26]:

that. And you could always you know, when when we, we we one of our stages in our, hiring gauntlet is, is like a deep dive interview where, you know, we do Ask very role specific questions, to the candidate to to obviously understand if they’re, if they have the aptitudes necessary for for the role. And although 1 person is is usually involved, in driving that conversation and interview, You certainly, can can have a a second person in the room with you. Just observing, taking notes, And someone to give you a, you know, a debrief and some feedback about the candidate. So if there was something, You know, maybe worth just talking about anything that stood out, or maybe it’s It’s you’re all in agreement that this candidate should, you know, move forward in your process.

Scott McCarthy [00:32:32]:

Now I asked you about, you know, some of the bad habits and stuff. What what are some of the best practices out there today, you know, on the other side of the coin?

Heenle Turner [00:32:40]:

Yeah. You know, I I think, I think having this, you know, objective step by step process, like, you you wanna you need to, you know, take the take the time to to create a process that you’re enjoying, you’re comfortable with so that when you think about hiring, it’s not a, You know, awful, you know, icky HR thing that you don’t wanna deal with because that’s kind of the mindset that you’re setting, you know, for for the process. A good another, you know, really good, good step is to, to definitely listen to answers, you know, from it if when when you’re in an interview and giving the per candidate a time to like like I shared earlier, and getting very, very, very specific about what you’re looking for prior to even, you know, stepping into to to an the interview process or to even before you even begin recruiting. I guess and I think the best tip too is to to really Make sure you’re testing in some fashion or another. Test the candidates in your somewhere in your hiring process To truly objectively evaluate whether they can actually do their job do the job that you need.

Scott McCarthy [00:34:07]:

Yeah. I could definitely see the need for testing, especially in, you know, very technical stuff, making sure that, they’re, you know, tested. Yeah. It makes a lot of sense. Awesome. You know, now is there anything we didn’t cover in in the 5 star candidate, hiring process.

Heenle Turner [00:34:29]:

I, so we went through, the diff the 5 different stars, in the 5 star rating system. And I think we cover yeah. We covered each star. I think, Yeah. No. I think we did.

Scott McCarthy [00:34:49]:

No. I was gonna say, I don’t think we missed anything, but I’m not the I’m not the were here. You were. So that’s what I

Heenle Turner [00:34:55]:

wanted to do.

Scott McCarthy [00:34:56]:

Awesome. Awesome. So, as we wrap here, I do got a couple of last questions for you, though. Sure. And the first is a question to ask all the guests here at the Peak Performance Leadership Podcast. And that is according to you, Henal Turner, what makes a great leader.

Heenle Turner [00:35:14]:

You know, I think, someone who’s a great leader is somebody Who can be what’s the right word? Like, you You know, really, like, leads with example and Somebody who who leads kind of differently for For their for their individual team members. Right? So someone who who’s paying attention and making making their employee feel special, like like they want to. Does that make sense?

Scott McCarthy [00:35:56]:

Makes absolute sense, and I would say it’s a a different answer to play off your words. Not one that I’ve gotten she, marched. So no. I like I like that. I

Heenle Turner [00:36:06]:

like it for sure. I just I just you know, every employee is different. So Mhmm. I I I can’t I remember, No. I had some people on my team who hated public attention and didn’t like public recognition and other people who loved it. So, you know, I had to I had to meet them where they were. Right? And and that that’s what creates the inspiration.

Scott McCarthy [00:36:31]:

No. Absolutely makes sense for sure. You got you kinda have to treat people individually. Right? So I like it a lot. Final question of the show. How can people find you, follow you, be part of your journey? I’ll let you, Seamus plug, have at it.

Heenle Turner [00:36:43]:

Oh, yes. Yes. So definitely if, if you wanna talk to me, learn more about what what we do at the All In Company, Send a text message. So text, higher right to 411-321, or send me an email. And, Scott, you can put my email in your show notes.

Scott McCarthy [00:37:08]:

Awesome. And forward to listeners always, it’s easy. The links are in the show notes. Just go to lead the boss.comforward/ 252, 252, and they’re at the bottom of the show notes. You know, again, thank you for taking time and getting up super early, by the way. Kudos to you. Lister, you don’t know, but she’s actually gotten up. She’s been up since 4 something AM, I’m assuming, because it it was five when we met for her time.

Scott McCarthy [00:37:34]:

So well done to you. Thanks for being champ and coming out today.

Heenle Turner [00:37:39]:

Thanks for having me.

Scott McCarthy [00:37:42]:

And that’s a wrap for this episode, ladies and gentlemen. Thank you for listening. Thank you for supporting the peak performance leadership podcast. But you know what you could do to truly support the podcast and know that’s not leaving a rating and review. It’s simply helping a friend, and that is helping a friend by sharing this episode with them if you think this would resonate with them and help them elevate their performance level, whether that’s within themselves, their teams, or their organization. So do that. Help me. Help a friend win win all around.

Scott McCarthy [00:38:17]:

And, hey. You look like a great friend at the same time. So just hit that little share button on your app, and then feel free to fire this episode to anyone that you feel would benefit from it. Finally there’s always more. There’s always more lessons around being the highest performing leader that you can possibly be, whether that’s for yourself, your team, or your organization. So why don’t you subscribe? Subscribe to the show via moving forward leadership .com forward slash subscribe. Until next time, lead, don’t boss, and thanks for coming out. Take care now.