HR Huntsman on Leadership, Empathy & Changing the World

WEBVTT

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We're live Okay, I know this looks different.

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I'm trying the new stream here and it out has

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the portrait so very cool And I want to say thank

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you to HR for being patient because I try I have

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to set this up on chatter social So we're live

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on chatter social then I have to so if I look

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away like like this It's because I'm just checking

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to make sure everyone is doing good So we're

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live on chatter social that I have to get it

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set up. But anyways, it looks cool, right? That's

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a pleasure to be here. So HR, my first question,

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because I don't know who you are. I don't do

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any, when I say I don't do prep, I'm not like

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fooling around. I literally needed your website

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so I could understand, but I am curious about

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your name. I love names. Tell me about your name,

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HR. So I've gone by HR my whole life. It's the

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only name I know. My parents, like you said,

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off screen, my parents were lazy. And it's the

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initials of my father's name. So they didn't,

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he had scar tissue from his name. So they just

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named me HR. So the only thing they didn't think

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about was HR departments. I wonder how many times

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you're like, oh, do you do human resources? Just

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only every day of my life. if they only knew

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way back then. That's the only thing what's interesting

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Adrian is they tried to prevent me from the scar

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tissue that my dad had. And I don't know if you're

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old enough to know this show but there's a kids

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show back in the day called HR puffing stuff.

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And it was a kid in this there was witchy and

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a magic flute and they walked through an evil

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forest. Anyway, there's a song that went with

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it. And so I was tortured my entire childhood

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by being called HR puffing stuff. And they're

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over seeing me this song. So they didn't save

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me any grief at all. Okay, but Tell us about

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your business and did it help you in your business?

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Sometimes the things that we go through when

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we're younger could actually help us in what

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we're doing today. So I'd love to hear more about

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who you are. Well, yeah, if we're gonna talk

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about who I am, well, yeah, we'll start back

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then because I had a fairly rough dysfunctional

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child. My dad had his first stroke when I was

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18 months of age and I found him dead in the

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backyard when I was nine. I didn't even know

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he was my dad. My mom was taking care of him.

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She had remarried during that time and he was

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just the guy who taught me how to ride a bike

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and swing out a swing and Throw baseball and

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after he passed away mom told me I was actually

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your father and By that time she'd remarried

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my first stepdad and he ran away with another

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woman I had two half brothers by him and then

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there's other men out of my life There's always

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alcoholism and anger and some abuse with stepdad

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number two and and so it left this huge hole

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in my life and I grew up pretty poor southern

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New Mexico I was called trailer trash most of

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my childhood white trash other side of the tracks

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white kid and anyway all all that led to I was

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pretty angry and insecure and all the things

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that you can imagine come along with that kind

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of dysfunction and broken family situation so

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I entered the military because kids like you

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don't go to college that's what I was told kids

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like you know go to college you can either be

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a disc digger or go in the military I was pretty

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sharp. I scored really high on the ASFAB test,

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which is the military's version of the SAT if

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you or your listeners are not aware. And I got

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to pick any job I wanted landed at Fairchild

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Air Force Base where I met John Simmons. John

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Simmons was a chaplain and a captain. And this

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is where my life began to change. He took me

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under his wing and invested in me as well as

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about a half dozen or a dozen other Wayward young

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teens, older teens by that time. And Adrian is

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a turning point in my life because my goal at

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that time was to be rich. I thought paper money

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could just cover all the dysfunction and brokenness

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and insecurity and anger. And I could make it

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all go away by being rich. And he said this to

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me, rather than being successful, why don't you

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be impactful? Let's take all that anger and pain

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and do something useful with it. First positive

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male role model I ever had. And so I dropped

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all my software engineering and electronic engineering

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program and, uh, change to, well, I got out of

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the military. I started my first company. I was

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28 because now I wanted to change the world.

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So I was young and stupid. I didn't know anything

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about business or anything. I didn't grow up

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any kind of business. background, and I just

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wanted to change the world. And I started my

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first company from scratch. And then over the

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next 25 years, I just retired a few years ago,

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and I was 50. Over the next 25 years, I grew

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from scratch to the very large. And we ended

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up doing work in five countries around the world.

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When I retired, I had 200 employees working in

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those five countries, building wells, drilling,

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drilling wells, building orphanages. building

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food programs and vegetable gardens and latrines

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and drug and alcohol rehab centers and afterschool

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programs for kids and counseling center for broken

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families and addicts and food programs, all kinds

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of things to try to make the world a better place.

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So that's a short story and then we can talk

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about how I got into Leaders Edge if you'd like,

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but there's a short background of how I got to

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be me. So interesting because back in the day,

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our parents didn't really have a lot of information

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on how to help like what you were going through,

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right? And to like, just they didn't have these

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groups and these consultings and online therapy

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and all of that. And so we almost, you know,

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we, we didn't have that. But the reason I'm saying

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that is that now it's such a beautiful thing

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that you're kind of, you've turned everything

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over to make an impact and people can hear the

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stories. And hopefully more parents will understand

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the importance of what they do and what they

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say to kids, right? Like, you know, and then

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and then communities will work together to make

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sure that we're not doing exactly what you had

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gone through. So I just hope it feels like there's

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a lot of lessons in there. But now you're older.

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I'm older. And then we get to move forward. And

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the things that we end up. like having to deal

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with if we want our own business or we're working

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with someone else are some of the things that

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I think you could teach. So let's go into that.

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What is the leader's edge performance? And correct

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me because remember, I know perhaps I'm not sure

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if I said it correctly, but what will that do?

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How will that help others? So I love the impact

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you're making socially. Now, how do you help

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me in my business so I can grow? So what happened

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to Adrian is as I was growing my organization,

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my first company, like I said, from beginning

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to quite large made a lot of mistakes, but then

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a lot of smart things along the way. I gathered

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mentors around me. John was my first I gathered

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others to teach me how to lead people. And we

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grew quite large and I learned early on that

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I need to understand how to invest in people

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and build teams are just going to be in the way

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we're just gonna be bottlenecked at my energy,

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my ideas, my creativity, my my passion. And so

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I knew instinctively early on that I needed to

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focus on developing leaders and developing teams.

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And that's actually what became my passion. I'm

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very proud of the wells and the orphanages and

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all the stuff that we did and all the lives we

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changed. I think I've given 4000 talks about

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400 ,000 people. I'm very proud of the work that

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we did. But what I fell in love with was developing

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leaders and teams because without that, you can't

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build anything worthwhile. So What happened was

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business began to come to me because we were

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growing and I had this big donor base of all

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these business leaders and organizations They

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kept coming to me saying H we see what you're

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do my friends call me H by the way, because HR

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is far too long so H we see what you're doing.

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Could you tell us some of the principles? And

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so I began holding these masterminds with all

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these different business leaders to help them

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grow and scale their company. So when I retired

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at age 50, I can't retire. I love the work. I

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love what I do. I think work is a noble craft.

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I created a leader's edge because now I want

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to do what John did for me. And the reason I

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told his story is he invested in me. He showed

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me what a healthy marriage and family looked

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like, positive role model. And so now I want

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to continue giving back to the world behind me,

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paying it forward, if you will. So I began Leaders

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Edge to invest in young leaders, build teams,

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and it's just grown and grown and grown. And

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now we're working with companies around the country,

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coaching clients, leadership teams, and we've

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developed different programs. So our big one

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is called the Leaders Edge Performance Engine.

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This is stuff that I've built myself. I've been

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doing this for 30 plus years. performance engine

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just the principles on the six systems of business

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a foundation system and the accountability system

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and the team building system and efficiency and

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strategy system so we go and we do these deep

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dives with companies that takes about a year

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once a month we go with their leadership team

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and work on all these systems so that's the engine

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and then what we found what we found is we need

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to help them build their leader so then we created

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elevate So elevators when we go in for two years

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every other month we go in half a day and Elevate

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is where we work on leadership how I mean just

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the nuts and bolts I'm a very practical dude

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just the nuts and bolts of how to have one -to

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-ones and how to lead meetings and What does

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executive presence really look like like what

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does that mean? All the yeah, okay, you're showing

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some of the engine stuff. Yeah from a landing

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page. It looks like So basically those are our

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two main programs if you will of how we approach

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helping people develop systems and infrastructure

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and then develop the leaders to lead that infrastructure

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because what we find is that most leaders are

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caught up putting out fires holding hands Working

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how do people say working in the business not

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on the business and we want to help give them

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time freedom We want to scale their leadership

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in their infrastructure. So Those are some of

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the things I learned in building my own companies,

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and now I get to spend most of my day helping

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other people build their companies. So, yeah,

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I wanted to kind of show your website so people

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just have a chance to look at it. and hold on

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for a second let me let me get you back let me

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and i want to get highlight you okay so first

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of all welcome uh danielle glad to have you reverend

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uh emmanuel so nice to have you in the room if

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you have any questions or would like to come

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up i really appreciate it you mentioned the word

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young leaders is i i wanted to double check is

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that young leaders like a new leader or young

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leader like a 20 year old go across the board.

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I say young because most everyone's younger than

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me now. So young. So across the board, I have

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all kinds of Yeah, Gen X leaders, certainly a

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lot of millennials, Gen Z's are coming on board.

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I have clients across all three of those. generational

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spectrums. And each one is a joy. Each one brings

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a particular challenge to the table. And, and

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like I said, we work with these large leadership

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teams of these, you know, nine figure companies.

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And so sitting in the room could be the Gen X

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founder, got some millennial, you know, directors

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and some Gen Z emerging leaders. And so we work

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with all we work with all of them both in the

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room and those rooms and then with our coaching

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program. I love it. What what I felt like what

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is the biggest challenge that you are seeing

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out there now? The biggest challenge is so there's

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the biggest challenge what people tell me and

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then there's the biggest challenge that I think

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is actually underlining those. Oh, I love that.

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Okay, both. So the biggest challenge when people

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talk to me when they say can you come help me

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is age, could you kind of help us with accountability?

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Because these younger generations like no one

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wants to work anymore. And that's usually a quote.

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That's actually a quote. They don't want to work

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anymore. And what's actually going on is not

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that I'm finding lots of millennials and Gen

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Z's that are just passionate, hard worker, they

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just work differently. And they need to be led

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differently. You don't lead most now this is

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a stereotype. I realized that you don't lead

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most Gen X. people like me, the way you'd lead

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a Gen Z 25 year old, there's different leadership

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style. So it's leadership that has to evolve

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in understanding that different generations,

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different people, we can even just say different

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individuals, don't all respond to the same leadership

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style. And we have to understand that we're gonna

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be really, really good leaders, we have to understand

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how people are led, like how are people motivated,

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we have to be part psychologist, and understand

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mastery and autonomy and purpose and what self

00:13:41.720 --> 00:13:44.659
determination looks like. And once we can understand

00:13:44.659 --> 00:13:49.200
that the old, the old carrots and sticks approach

00:13:49.200 --> 00:13:52.120
to accountability, it's just it doesn't work.

00:13:52.120 --> 00:13:54.519
And to understand how to truly inspire and motivate

00:13:54.519 --> 00:13:57.360
with with purpose and autonomy and mastery. That's

00:13:57.360 --> 00:14:00.580
what's really going on underneath when people

00:14:00.580 --> 00:14:02.600
say, Hey, would you help us with accountability?

00:14:02.779 --> 00:14:06.629
No one wants to work anymore. You know, that's

00:14:06.629 --> 00:14:08.750
really interesting to me. So that that's a challenge

00:14:08.750 --> 00:14:10.970
that you're you're is that the challenge that

00:14:10.970 --> 00:14:13.190
you're seeing or the challenge that's bringing

00:14:13.190 --> 00:14:17.850
brought to you? Both things are true. They bring

00:14:17.850 --> 00:14:21.350
Yeah, they bring it by saying no one wants to

00:14:21.350 --> 00:14:25.009
work. And we come back and say you need to learn

00:14:25.009 --> 00:14:29.070
to lead differently. Okay, I have a question

00:14:29.070 --> 00:14:31.889
on this one, then. So to me, I think leaders,

00:14:32.289 --> 00:14:35.169
I think of a leader is someone who's not just

00:14:35.419 --> 00:14:38.500
went through a leadership program or graduated

00:14:38.500 --> 00:14:40.820
with their, you know, master's of leadership.

00:14:41.220 --> 00:14:43.899
I think if someone that has really been in the

00:14:43.899 --> 00:14:47.240
field that has that wisdom, that has worked with

00:14:47.240 --> 00:14:50.000
so many different people, that has been already

00:14:50.000 --> 00:14:52.419
using the skills that maybe they've already learned.

00:14:53.279 --> 00:14:56.759
So I'm questioning, you know, is a leader created

00:14:56.759 --> 00:15:00.940
or, you know, or is a leader molded? You know,

00:15:00.940 --> 00:15:04.559
or are they defined by their years of learning

00:15:04.559 --> 00:15:07.240
how to lead and their mistakes and failures and

00:15:07.240 --> 00:15:09.379
that really gets them to where they want to be

00:15:09.379 --> 00:15:12.019
as a leader compared to like a manager, right?

00:15:12.960 --> 00:15:15.000
Yeah, this is an age -old question. Is it nature

00:15:15.000 --> 00:15:18.279
or nurture? Are you born a leader? Can you hone

00:15:18.279 --> 00:15:21.100
and grow your leadership skills? I think some

00:15:21.100 --> 00:15:24.919
people may have leadership aptitude, but I absolutely

00:15:24.919 --> 00:15:27.159
believe that you can hone and should be honing

00:15:27.159 --> 00:15:29.740
your leadership skills if you have any kind of

00:15:29.559 --> 00:15:33.580
influence. And so I've just adopted john Maxwell's

00:15:33.580 --> 00:15:35.440
definition of leadership. I don't think I can

00:15:35.440 --> 00:15:37.500
improve it. He just said leadership is influence.

00:15:37.659 --> 00:15:39.259
It has nothing to do with title or position.

00:15:39.899 --> 00:15:43.240
Even experience in the field has to do with your

00:15:43.240 --> 00:15:46.500
level of influence. If if people aren't following

00:15:46.500 --> 00:15:48.379
you, you're not a leader. It doesn't doesn't

00:15:48.379 --> 00:15:50.179
matter if you're managing them or the report

00:15:50.179 --> 00:15:51.320
to you. If they're not following you, you're

00:15:51.320 --> 00:15:52.860
not a leader. You're just you're just taking

00:15:52.860 --> 00:15:56.779
a walk. So a leader is someone that is actively

00:15:58.129 --> 00:16:01.029
influencing people who are following that woman

00:16:01.029 --> 00:16:04.590
or that man in some sort of direction of the

00:16:04.590 --> 00:16:06.450
mission of the organization to improve their

00:16:06.450 --> 00:16:10.110
lives to hone their skills. So leadership is

00:16:10.110 --> 00:16:12.269
influence. So you know, each person listening

00:16:12.269 --> 00:16:15.389
now or who may listen to this in a future podcast,

00:16:16.070 --> 00:16:19.769
how am I influencing those around me could be

00:16:19.899 --> 00:16:23.500
Starting with my kids my neighbors my family

00:16:23.500 --> 00:16:26.799
my direct reports my entire company my department

00:16:26.799 --> 00:16:29.860
How am I influencing them and how am I growing

00:16:29.860 --> 00:16:33.879
as a person who positively? Positively leads

00:16:33.879 --> 00:16:36.460
people toward a particular direction. That's

00:16:36.460 --> 00:16:41.839
how we talk about leadership You know HR I absolutely

00:16:41.839 --> 00:16:44.000
love what you're doing. I think it is so needed

00:16:44.000 --> 00:16:47.539
because I think of people, first of all, a leader,

00:16:47.879 --> 00:16:50.440
a good leader could be destroyed by, and correct

00:16:50.440 --> 00:16:52.659
me if I'm wrong, I'll say it in a question then,

00:16:53.299 --> 00:16:57.159
can a good leader be destroyed by a bad leader

00:16:57.159 --> 00:16:59.159
and thinking and watching someone, like when

00:16:59.159 --> 00:17:02.019
you don't even know the difference between the

00:17:02.019 --> 00:17:03.879
good leader and bad leader, and I love the John

00:17:03.879 --> 00:17:06.440
Maxwell definition. I'm so glad you shared that.

00:17:06.700 --> 00:17:09.880
But what if I spent the first 15 years of my

00:17:09.880 --> 00:17:13.839
life with a leader that constantly wasn't that

00:17:13.839 --> 00:17:16.720
kind, had zero empathy, but their sales were

00:17:16.720 --> 00:17:18.940
amazing. They received all the accolades. They

00:17:18.940 --> 00:17:20.980
were up there all the time. They got every single

00:17:20.980 --> 00:17:23.660
award and trophy and crystal that is known to

00:17:23.660 --> 00:17:30.240
mankind. And I'm thinking, okay, this is what

00:17:30.240 --> 00:17:35.019
it looks like, right? So how do you... change

00:17:35.019 --> 00:17:38.460
someone's way to understand that they're, in

00:17:38.460 --> 00:17:40.339
essence, would you agree like a right way and

00:17:40.339 --> 00:17:43.079
a wrong way and leading with empathy? So I know

00:17:43.079 --> 00:17:45.200
that's like almost like 25 questions all rolled

00:17:45.200 --> 00:17:48.839
into one in a weird way, but dig into it. See

00:17:48.839 --> 00:17:51.549
what you come out with that one. Yeah, that's

00:17:51.549 --> 00:17:53.930
a really good point. So that salesperson is really

00:17:53.930 --> 00:17:56.690
good at sales. What often happens Adrian and

00:17:56.690 --> 00:17:59.190
you and everyone listening this has seen this

00:17:59.190 --> 00:18:02.589
is that that great salesperson, he sells amazing

00:18:02.589 --> 00:18:06.630
number of widgets. The the director of that department

00:18:06.630 --> 00:18:08.789
above him says, Oh, you should be the leader

00:18:08.789 --> 00:18:11.430
of the sales team. And so they take the best

00:18:11.430 --> 00:18:14.299
salesperson and try to make them this departmental

00:18:14.299 --> 00:18:17.099
sales leader. And those are two very different

00:18:17.099 --> 00:18:18.980
skill sets. Just because you can sell widgets

00:18:18.980 --> 00:18:20.960
doesn't mean you can motivate humans to sell

00:18:20.960 --> 00:18:24.970
widgets. Those are not the same skill set. So

00:18:24.970 --> 00:18:27.230
we recognize that, and that's one of the main

00:18:27.230 --> 00:18:29.609
reasons we began our Elevate and our Leaders

00:18:29.609 --> 00:18:32.009
Edge University programs is what would happen

00:18:32.009 --> 00:18:33.630
in these companies that we work with, they all

00:18:33.630 --> 00:18:35.990
grow, and they're building their infrastructure,

00:18:36.170 --> 00:18:37.869
they're building their communication, their strategy

00:18:37.869 --> 00:18:39.509
is improving, their accountability is raising,

00:18:39.569 --> 00:18:41.990
so they grow, and so they elevate these leaders

00:18:41.990 --> 00:18:44.210
to positions they've never been trained for.

00:18:45.049 --> 00:18:48.210
They have no idea how to lead meetings or...

00:18:48.160 --> 00:18:51.759
one -to -ones or communicate or send out a memo.

00:18:52.119 --> 00:18:55.559
They have no idea how to build business strategy.

00:18:56.000 --> 00:18:58.420
They only know how to sell widgets. They're great

00:18:58.420 --> 00:19:00.880
at communicating how to sell widgets. They have

00:19:00.880 --> 00:19:04.839
no idea how to build human organization. So that's

00:19:04.839 --> 00:19:07.359
a very different skill set. So one of our greatest

00:19:07.359 --> 00:19:09.339
challenges to go in these companies that are

00:19:09.339 --> 00:19:11.660
focused on the selling of widgets, if you will,

00:19:12.440 --> 00:19:14.960
and teach them to have a mindset of developing

00:19:14.960 --> 00:19:18.920
people around them. And so I will say this. I

00:19:18.920 --> 00:19:20.740
say this to every organization we work with.

00:19:21.079 --> 00:19:22.940
I want you to change your mindset. We're going

00:19:22.940 --> 00:19:25.619
to keep using the widget analogy. You're no longer

00:19:25.619 --> 00:19:27.759
a widget company. You're a training company that

00:19:27.759 --> 00:19:32.559
excels in selling widgets or spine surgery or

00:19:32.559 --> 00:19:36.960
law or construction. I want you to change your

00:19:36.960 --> 00:19:39.420
mindset. I tell each one of those leaders, I

00:19:39.420 --> 00:19:42.119
want you to think of this phrase. There is no

00:19:42.119 --> 00:19:45.640
success without a successor. Who are you investing

00:19:45.640 --> 00:19:51.200
in? to grow their career? Who are you investing

00:19:51.200 --> 00:19:54.440
in to build the human infrastructure of the organization?

00:19:54.519 --> 00:19:57.700
Because if we're not doing that, we're not truly

00:19:57.700 --> 00:20:02.380
leaders. Oh, so now we're talking about my favorite

00:20:02.380 --> 00:20:05.279
subject, servant leadership, right? Where you're

00:20:05.279 --> 00:20:08.039
also putting the people and caring about them.

00:20:08.079 --> 00:20:10.940
Oh my gosh, HR, growing up in a family business,

00:20:11.799 --> 00:20:15.859
I was like the weirdo. I felt like everyone who

00:20:15.859 --> 00:20:19.940
had a title should Should grow into that title

00:20:19.940 --> 00:20:21.859
that we should lead them so they could be the

00:20:21.859 --> 00:20:24.440
best in that title. So whatever it was a national

00:20:24.440 --> 00:20:27.180
sales matter, whatever that title was. And you

00:20:27.180 --> 00:20:29.059
know, my family was like, what is wrong with

00:20:29.059 --> 00:20:31.619
you? Just sell. Don't worry about time. But to

00:20:31.619 --> 00:20:33.200
me, it's always like, but we could grow them

00:20:33.200 --> 00:20:35.339
to be a great leader. And even if they don't

00:20:35.339 --> 00:20:38.640
stay with us, we've given them skills. What are

00:20:38.640 --> 00:20:41.190
you talking about? Just like. put your head down

00:20:41.190 --> 00:20:44.750
nearly stop nobody all we have to do is worry

00:20:44.750 --> 00:20:46.990
about how much input they're putting out now

00:20:46.990 --> 00:20:49.609
how we can help them for the future but i love

00:20:49.609 --> 00:20:51.730
that you're saying that because that is servant

00:20:51.730 --> 00:20:55.230
leadership correct oh absolutely correct and

00:20:55.230 --> 00:20:57.130
it's not it's not just and some people say we

00:20:57.130 --> 00:20:59.430
don't need that in fact i got one ceo this is

00:20:59.430 --> 00:21:01.809
a large one of the largest rb dealerships here

00:21:01.809 --> 00:21:03.569
in washington state he said we don't need that

00:21:03.569 --> 00:21:05.750
touchy feely crap around here we had a turnover

00:21:05.750 --> 00:21:09.220
about 70 percent a year Because because of his

00:21:09.220 --> 00:21:10.859
leadership style said well you actually do need

00:21:10.859 --> 00:21:12.460
that touching feeling crap around here because

00:21:12.460 --> 00:21:14.660
it's not it's not just warm and fuzzy It's a

00:21:14.660 --> 00:21:16.920
very practical and it's very bottom line. You

00:21:16.920 --> 00:21:20.299
can track ROI With the companies that are very

00:21:20.299 --> 00:21:22.200
purpose and people driven and those that are

00:21:22.200 --> 00:21:25.579
just very task -oriented you can track ROI So

00:21:25.579 --> 00:21:28.000
this isn't just we want to be good warm fuzzy

00:21:28.000 --> 00:21:30.720
humans and sit around saying kumbaya you know,

00:21:30.759 --> 00:21:33.240
around the fire in the break room. It's not that

00:21:33.240 --> 00:21:36.460
at all. It's understanding when people feel valued,

00:21:37.019 --> 00:21:40.480
and connected, and seen and heard, they actually

00:21:40.480 --> 00:21:43.099
are more productive, they're more effective in

00:21:43.099 --> 00:21:46.980
their roles. So it's actually, I always say this

00:21:46.980 --> 00:21:50.299
way, being a good human is good business. Being

00:21:50.299 --> 00:21:53.160
a good leader who cares about people invest in

00:21:53.160 --> 00:21:55.599
their future is also very good business, you're

00:21:55.599 --> 00:21:57.039
not going to hurt your bottom line, you're going

00:21:57.039 --> 00:22:01.509
to improve it. First of all, your HR name, now

00:22:01.509 --> 00:22:03.869
it all makes sense to me. Actually, it's fabulous.

00:22:03.930 --> 00:22:06.029
You could do so much with that. That is amazing.

00:22:06.470 --> 00:22:07.849
All right. I do have a question. I hope I just

00:22:07.849 --> 00:22:09.109
can remember it now. It's going to take me one

00:22:09.109 --> 00:22:11.390
second. Because when you were talking, hold on.

00:22:11.390 --> 00:22:14.390
I got to go through what was going on in my head.

00:22:14.970 --> 00:22:17.029
Oh, shoot. I really need a piece of paper and

00:22:17.029 --> 00:22:21.509
pen because I'm getting older, HR. And I think

00:22:21.509 --> 00:22:23.390
my daughter is hearing me. Thank you, Alana.

00:22:23.390 --> 00:22:25.309
I really appreciate it. Do you think I get a

00:22:25.309 --> 00:22:28.119
glass of water? I kind of need it. Okay, thank

00:22:28.119 --> 00:22:29.980
you for the powder paper. Hopefully that'll do

00:22:29.980 --> 00:22:33.619
it. Okay, so we, so sorry guys, because this

00:22:33.619 --> 00:22:36.180
is serious. I really, I had it in my head and

00:22:36.180 --> 00:22:39.460
it is an important question. Oh, I got it now.

00:22:39.940 --> 00:22:45.579
How can a leader get a pulse point from their

00:22:45.579 --> 00:22:49.420
people? Like, do they, like, survey, do they

00:22:49.420 --> 00:22:52.259
go, hey, how am I doing? Are you getting better

00:22:52.259 --> 00:22:55.180
because I'm a good leader? So how do they check

00:22:55.180 --> 00:22:58.619
to see how they are doing things? I guess that's

00:22:58.619 --> 00:23:00.539
the weird way of my, but I'm quirky, so just

00:23:00.539 --> 00:23:04.440
remember that HR, how I ask that question. So

00:23:04.440 --> 00:23:11.420
what do you think? Well, we believe in just good,

00:23:11.880 --> 00:23:15.700
authentic, transparent conversations. Just sitting

00:23:15.700 --> 00:23:18.859
down one -to -one I want to grow as a leader.

00:23:19.779 --> 00:23:21.339
I think these are some of the mistakes I've made

00:23:21.339 --> 00:23:23.000
in the past or maybe I'm making now, but I'd

00:23:23.000 --> 00:23:26.079
love to hear from you. What do you need from

00:23:26.079 --> 00:23:28.440
me? And you can tell me anything. What do you

00:23:28.440 --> 00:23:31.279
need from me? Let's talk about 2026. I want to

00:23:31.279 --> 00:23:34.359
improve my leadership in 2026. Could you give

00:23:34.359 --> 00:23:36.759
me one or two areas that I can really work on?

00:23:37.700 --> 00:23:39.920
Either you see generally or with our relationship

00:23:39.920 --> 00:23:43.920
specifically. Those conversations are absolute

00:23:43.920 --> 00:23:47.500
gold. And most leaders don't have the guts and

00:23:47.500 --> 00:23:51.380
the backbone to have those very basic human conversations

00:23:51.380 --> 00:23:55.579
They send out they do 360 surveys and all those

00:23:55.579 --> 00:23:57.880
things and those are fine They have their place

00:23:57.880 --> 00:24:01.380
but nothing Adrian nothing in the world is gonna

00:24:01.380 --> 00:24:04.700
be a good authentic vulnerable Transparent conversation

00:24:04.700 --> 00:24:07.660
when I ask someone I'm leading how can I lead

00:24:07.660 --> 00:24:11.730
you better? What do you need from me? And the

00:24:11.730 --> 00:24:14.549
reason it's so powerful is that person feels

00:24:14.549 --> 00:24:16.910
in that moment valued and hurt. Now you have

00:24:16.910 --> 00:24:19.630
to follow through, or at least listen really

00:24:19.630 --> 00:24:22.869
well, but that person feels valued and heard

00:24:22.869 --> 00:24:26.490
and understood and seen. And just in the asking

00:24:26.490 --> 00:24:28.589
of the question, you deepen the relationship,

00:24:28.930 --> 00:24:32.170
not even to count whatever that person gives

00:24:32.170 --> 00:24:34.269
you in feedback that you actually work on improving,

00:24:34.589 --> 00:24:37.529
just the asking of the question, just the conversation

00:24:37.529 --> 00:24:42.889
has already improved your relationship. Okay,

00:24:42.889 --> 00:24:45.769
love hearing that. But as I'm thinking about

00:24:45.769 --> 00:24:48.069
it, I'm thinking to myself, okay, so then now

00:24:48.069 --> 00:24:50.309
from the top down, from the highest level of

00:24:50.309 --> 00:24:53.809
the company, the company has to say, we need

00:24:53.809 --> 00:24:57.170
you to do this. This is a path towards profit.

00:24:57.470 --> 00:24:59.549
And if you're not doing it, you're hurting our

00:24:59.549 --> 00:25:01.950
bottom line. Because I think that a lot of companies,

00:25:02.210 --> 00:25:04.190
they're not doing it, right? And I feel so bad

00:25:04.190 --> 00:25:07.819
for all those young professionals that... aren't

00:25:07.819 --> 00:25:09.799
lucky enough and blessed enough to have a great

00:25:09.799 --> 00:25:13.000
leader because the company as a whole hasn't

00:25:13.000 --> 00:25:16.119
said, Hey, leaders, take the time. Maybe it's

00:25:16.119 --> 00:25:18.579
going to be five hours out of your, your, um,

00:25:18.579 --> 00:25:22.160
five hours a week of your talking to people.

00:25:22.400 --> 00:25:25.720
But so talk about how good leadership is a path

00:25:25.720 --> 00:25:30.119
to profit. Well, for one, you you couldn't have

00:25:30.119 --> 00:25:32.299
those leaders go and say, Hey, this has been

00:25:32.299 --> 00:25:34.619
mandated to me to have these open, transparent,

00:25:34.680 --> 00:25:36.880
vulnerable conversations for you so we can drive

00:25:36.880 --> 00:25:38.839
revenue at the bottom line. Like that's never,

00:25:40.359 --> 00:25:43.859
that's never ever, ever going to work. It has

00:25:43.859 --> 00:25:46.779
to be modeled from the top down, hopefully from

00:25:46.779 --> 00:25:49.960
the top down. But but every, every departmental

00:25:49.960 --> 00:25:51.700
leader can just own this themselves. You don't

00:25:51.700 --> 00:25:53.700
have to wait for the CEO to begin modeling this

00:25:53.700 --> 00:25:56.680
you if you're a VP of whatever or a director

00:25:56.680 --> 00:26:00.380
of whatever or just model it where you're at.

00:26:00.799 --> 00:26:04.200
You just model it and you just lead well. The

00:26:04.200 --> 00:26:06.220
people that you have the privilege of leading

00:26:06.220 --> 00:26:08.500
and I say that all the time, I think leadership

00:26:08.500 --> 00:26:11.920
is a privilege. We have the privilege of impacting

00:26:11.920 --> 00:26:16.880
humans and make that a priority. Hold people

00:26:16.880 --> 00:26:19.700
to high standards. Nothing wrong with that. I

00:26:19.700 --> 00:26:22.359
don't want anyone to hear from me that this very

00:26:22.359 --> 00:26:26.220
human approaches just sloppy or inefficient or

00:26:26.220 --> 00:26:28.900
in fact, it's the opposite. You're going to be

00:26:28.900 --> 00:26:31.279
able to hold people to a higher standard performance

00:26:31.279 --> 00:26:34.279
through connection than simply through correction

00:26:34.279 --> 00:26:37.900
or direction. So you begin where you're at wherever

00:26:37.900 --> 00:26:40.099
you are in the in the food chain and you're in

00:26:40.099 --> 00:26:42.299
the orange shot you begin where you are and you

00:26:42.299 --> 00:26:44.900
just begin seeing your people as humans treating

00:26:44.900 --> 00:26:47.859
them as humans, asking them how you can improve

00:26:47.859 --> 00:26:50.059
their lives and watch that servant leadership.

00:26:50.299 --> 00:26:53.160
change your department and change your career

00:26:53.160 --> 00:26:56.720
trajectory. I love this. I almost as I'm thinking

00:26:56.720 --> 00:26:58.720
about what you're saying, it's just such gold

00:26:58.720 --> 00:27:02.339
is that thinking, okay, you know, authentic leaders.

00:27:02.359 --> 00:27:05.180
So there's that title, right? Oh, being an authentic

00:27:05.180 --> 00:27:08.940
leader. And I, and, but I think if you follow

00:27:08.940 --> 00:27:12.799
your path and your course and your program, it

00:27:12.799 --> 00:27:16.140
won't just be at work. I'm going to actually

00:27:16.140 --> 00:27:18.279
use it in my life. I'm going to use it when I'm

00:27:18.279 --> 00:27:20.079
in the car. I'm going to use it when I'm in the

00:27:20.079 --> 00:27:21.980
store. I'm going to use it in my home. I'm going

00:27:21.980 --> 00:27:24.799
to use it in my everything that I do. And so

00:27:24.799 --> 00:27:27.640
you're not just it's such a beautiful thing you're

00:27:27.640 --> 00:27:32.000
doing because we don't have enough great leaders.

00:27:32.359 --> 00:27:35.660
And who do you even know H .R. if one of the

00:27:35.660 --> 00:27:37.559
people that have gone through your course will

00:27:37.559 --> 00:27:40.140
become the president of the United States. It's

00:27:40.140 --> 00:27:43.759
amazing. literally developing leaders and I just

00:27:43.759 --> 00:27:46.279
want to get out there to my listeners to understand

00:27:46.279 --> 00:27:49.700
the importance of this and Okay, so now there's

00:27:49.700 --> 00:27:51.819
a lot of leaders if I said it's so important

00:27:51.819 --> 00:27:55.160
You need to really hone in and and if this is

00:27:55.160 --> 00:27:57.599
what your passion and purpose is Then do it to

00:27:57.599 --> 00:28:00.000
the best that you can by getting the best training,

00:28:00.180 --> 00:28:02.759
right? Because one thing is saying I want to

00:28:02.759 --> 00:28:04.880
have these changes and make the impact you do

00:28:04.880 --> 00:28:08.519
another one is I'm going to go and see HR and

00:28:08.519 --> 00:28:11.160
see what he has to offer But before they do that,

00:28:11.160 --> 00:28:13.500
we know that there's like a ton out there. So

00:28:13.500 --> 00:28:16.240
just give it to us again. What makes working

00:28:16.240 --> 00:28:19.819
with you and your team different than Oh, I want

00:28:19.819 --> 00:28:22.460
to take a leadership course that I found online.

00:28:23.339 --> 00:28:27.619
Sure. First of all, nothing wrong with those

00:28:27.619 --> 00:28:30.859
leadership courses online. I'm all about get

00:28:30.859 --> 00:28:34.259
as much read, read books, take listen to podcasts,

00:28:34.440 --> 00:28:37.680
take courses, be a lifelong learner any way possible.

00:28:38.299 --> 00:28:43.180
I'm all about that. So absolutely do that. What

00:28:43.180 --> 00:28:46.119
we do that I think sets us apart is we are very

00:28:46.119 --> 00:28:48.779
interactive. We we come in and work with your

00:28:48.779 --> 00:28:51.460
team. We ask hard questions. We are not consultants.

00:28:51.660 --> 00:28:53.140
We're not you're not gonna we're not gonna sit

00:28:53.140 --> 00:28:54.759
on the mountain and tell you how to run your

00:28:54.759 --> 00:28:56.799
company. We're coming to work with you and your

00:28:56.799 --> 00:29:00.640
team. We roll up our sleeves with you and we

00:29:00.640 --> 00:29:02.940
simply facilitate deep conversation. You're not

00:29:02.940 --> 00:29:05.220
going to get that in a course that doesn't happen

00:29:05.220 --> 00:29:07.500
in an online course. We're going to ask hard

00:29:07.500 --> 00:29:09.200
questions and no one else is going to ask you

00:29:09.200 --> 00:29:10.640
we're going to challenge you to things and no

00:29:10.640 --> 00:29:12.599
one else is going to challenge you to we're going

00:29:12.599 --> 00:29:14.500
to address blind spots that that course won't

00:29:14.500 --> 00:29:16.900
even be able to see because we're in there in

00:29:16.900 --> 00:29:20.730
the mix with you and your team. And we we mix

00:29:20.730 --> 00:29:23.130
it up. And what we do is we use questions to

00:29:23.130 --> 00:29:25.210
have all the hard conversations that are not

00:29:25.210 --> 00:29:27.650
yet being had. Those conversations are not being

00:29:27.650 --> 00:29:29.910
had because most leaders either don't know how

00:29:29.910 --> 00:29:32.230
to have them or they're afraid to have them.

00:29:32.230 --> 00:29:35.369
And as objective third parties, we get to come

00:29:35.369 --> 00:29:39.109
in and orchestrate these tough conversations,

00:29:39.589 --> 00:29:42.029
talk about blind spots, build things that are

00:29:42.029 --> 00:29:46.289
broken. And we do it with the leaders, not for

00:29:46.289 --> 00:29:49.809
them. So when we leave, they're stronger than

00:29:49.809 --> 00:29:52.369
when we got there. That's what sets us apart.

00:29:53.789 --> 00:29:56.910
I like you, HR. You're likable. You know what?

00:29:56.970 --> 00:30:01.369
Your answers are truly, really golden. Like you,

00:30:01.430 --> 00:30:03.809
I don't even know if you know, you drop a lot

00:30:03.809 --> 00:30:07.650
of great, great information. Wow. I can't even,

00:30:07.849 --> 00:30:10.289
I mean, I guess the last question would really

00:30:10.289 --> 00:30:13.289
be what's one thing that you kind of wish I asked

00:30:13.289 --> 00:30:16.109
you that maybe I missed asking you. I would love

00:30:16.109 --> 00:30:20.079
that. Okay, no. All right. I wish you'd have

00:30:20.079 --> 00:30:22.579
asked me how does someone change their mindset?

00:30:23.960 --> 00:30:26.660
Oh, HR. Hey, how does someone change their mindset?

00:30:28.559 --> 00:30:31.220
This has come up a lot in my former counseling

00:30:31.220 --> 00:30:34.359
practice, I still deal with it as a coach, because

00:30:34.359 --> 00:30:36.180
people learn about my background is well, how

00:30:36.180 --> 00:30:38.559
how in the world did you go from that broken?

00:30:38.779 --> 00:30:41.420
I'm the only one of the kids, there's eight kids,

00:30:41.519 --> 00:30:43.759
eight boys, I was the only one of the eight that

00:30:43.759 --> 00:30:46.660
didn't continue that same pattern of drug use

00:30:46.660 --> 00:30:50.279
and alcohol use and just broken families. I was

00:30:50.279 --> 00:30:52.960
the only one that escaped. And so I'll get asked

00:30:52.960 --> 00:30:55.039
the question, how in the world did you change

00:30:55.039 --> 00:30:57.799
your mindset from how you were raised to how

00:30:57.799 --> 00:30:59.980
you are now? I have a marriage of 38 years. I

00:30:59.980 --> 00:31:02.059
have two wonderful kids that both married. I

00:31:02.059 --> 00:31:04.259
have two bonus kids. I have two great grandkids

00:31:04.259 --> 00:31:07.579
and, and we're just, we're a very tight family.

00:31:07.720 --> 00:31:10.140
Like all the things are radically different.

00:31:10.400 --> 00:31:14.160
And so, hey, so I used to answer it. H, how do

00:31:14.160 --> 00:31:15.880
you change your mindset? I don't know. I just

00:31:15.880 --> 00:31:18.279
did it. I just decided I didn't want what I was

00:31:18.279 --> 00:31:20.079
given. I was going to do something else. But

00:31:20.079 --> 00:31:22.079
Adrian, what I realized is that's not a sufficient

00:31:22.079 --> 00:31:24.319
answer. And it's not actually the truth of what

00:31:24.319 --> 00:31:27.240
happened internally in my mind. And here's how

00:31:27.240 --> 00:31:29.000
I teach it. Now, if you want to change your mindset,

00:31:29.440 --> 00:31:31.039
you need to fall in love with a future version

00:31:31.039 --> 00:31:33.319
of yourself that is so compelling that you'll

00:31:33.319 --> 00:31:36.400
break through any habit or train that's holding

00:31:36.400 --> 00:31:39.110
you down right now to get to that future. And

00:31:39.110 --> 00:31:41.250
so I painted a picture of the future life that

00:31:41.250 --> 00:31:43.170
I wanted. I didn't know all the details, but

00:31:43.170 --> 00:31:44.789
I knew I wanted to be a good husband. I knew

00:31:44.789 --> 00:31:46.309
I want to be a good father. I knew I wanted to

00:31:46.309 --> 00:31:48.150
leave the world a better place. And I found it.

00:31:48.230 --> 00:31:49.869
I knew I wanted to make an impact on leaders

00:31:49.869 --> 00:31:51.349
because I believe leaders change the world. And

00:31:51.349 --> 00:31:54.880
so I began architecting, defining and painting

00:31:54.880 --> 00:31:57.140
in clearer and clearer brushstrokes, the kind

00:31:57.140 --> 00:32:00.000
of man I wanted to be in the future. And I fell

00:32:00.000 --> 00:32:02.500
in love with that life so much that I was willing

00:32:02.500 --> 00:32:05.720
to break through any mindset, any poverty mindset,

00:32:06.160 --> 00:32:09.240
any insecurities, all the imposter syndrome,

00:32:09.779 --> 00:32:11.980
the lack of skill, the lack of leadership as

00:32:11.980 --> 00:32:14.400
I was going to train myself and gather mentors

00:32:14.400 --> 00:32:18.579
around me and do the hard work necessary. So

00:32:19.039 --> 00:32:21.960
I'll just say to your listeners, you, me, remind

00:32:21.960 --> 00:32:25.200
myself as well, until you fall in love with a

00:32:25.200 --> 00:32:27.940
future version of yourself that is so compelling,

00:32:29.180 --> 00:32:31.680
you're going to stay stuck where you are. That's

00:32:31.680 --> 00:32:39.059
how you change. Oh, oh, okay. Just need to take

00:32:39.059 --> 00:32:41.579
a second with that one. That was beautiful. Okay,

00:32:41.579 --> 00:32:44.599
so my last last question for you on this beautiful

00:32:44.599 --> 00:32:50.430
Friday is empathy. Empathy and leadership, kind

00:32:50.430 --> 00:32:53.710
of the new trending word and the importance of

00:32:53.710 --> 00:32:56.049
it. Tell me your thoughts on empathy and leadership.

00:32:56.150 --> 00:32:58.210
Sure. It just goes back to everything I'm saying.

00:32:58.710 --> 00:33:00.650
Realizing the people around you are humans, every

00:33:00.650 --> 00:33:04.049
one of them is dealing with crap. Now, your workplaces

00:33:04.049 --> 00:33:05.890
are not counseling centers, they're not therapy

00:33:05.890 --> 00:33:08.750
sessions, but recognizing that people are human.

00:33:09.029 --> 00:33:13.609
They have desires, dreams, fears, hopes, and

00:33:13.609 --> 00:33:15.650
at least connecting with them and understanding

00:33:15.650 --> 00:33:17.890
them in some way, shape, or form is going to

00:33:17.890 --> 00:33:22.430
help build a more human workforce. So, compassion

00:33:22.430 --> 00:33:25.529
or empathy says, I feel the pain you're in. I

00:33:25.529 --> 00:33:27.970
know the pain you're in. I may not be able to

00:33:27.970 --> 00:33:31.349
solve all of it, but we're going to work through

00:33:31.349 --> 00:33:33.519
this together. So again, you're not a counseling

00:33:33.519 --> 00:33:36.420
center, not a therapy session, but you are human

00:33:36.420 --> 00:33:38.420
and to recognize humanity in the workplace, I

00:33:38.420 --> 00:33:43.740
think is a great place to start. I tell you,

00:33:43.880 --> 00:33:46.220
I like if I'm listening, I would pause and process

00:33:46.220 --> 00:33:49.799
it. You are incredible. And I obviously I've

00:33:49.799 --> 00:33:52.240
had my podcast and I've been in the, you know,

00:33:52.319 --> 00:33:55.059
working. I may look young. I mean, I know I look

00:33:55.059 --> 00:33:57.900
like I'm in my 20s, but I'm 63. I hope no, don't

00:33:57.900 --> 00:34:03.200
tell anyone, please, HR. You are fantastic. I

00:34:03.200 --> 00:34:05.640
absolutely love. So wait, wait, wait, but I want

00:34:05.640 --> 00:34:07.140
to go, let me just go back and look right here

00:34:07.140 --> 00:34:09.179
and make sure I have no questions. Okay guys.

00:34:09.579 --> 00:34:12.760
So I'm showing now the website and we'll be in

00:34:12.760 --> 00:34:17.300
the show notes, getstarted .yourleadersedge .com.

00:34:17.320 --> 00:34:21.599
So it's H -E -T -P -S get started. period, your

00:34:21.599 --> 00:34:24.380
leaders edge .com. So I don't have that for this

00:34:24.380 --> 00:34:26.239
for you. And if you're watching it live now,

00:34:26.239 --> 00:34:28.800
you'll see it. Alright, so you can apply now

00:34:28.800 --> 00:34:31.440
for discovery call love just that terminology

00:34:31.440 --> 00:34:35.659
apply now, making me think, wait, we're not,

00:34:35.840 --> 00:34:39.639
oh, you're not taking everyone who are not. In

00:34:39.639 --> 00:34:41.820
fact, we're, oh, this, okay, you got to go back

00:34:41.820 --> 00:34:44.539
and fix this though. Oh, oh, wait, okay, see

00:34:44.539 --> 00:34:47.059
what happened there. Let me just show you. So

00:34:47.369 --> 00:34:49.130
Do you know how many times I do this? And then

00:34:49.130 --> 00:34:51.550
I'll catch like the glitches because it's so

00:34:51.550 --> 00:34:53.190
crazy, right? You got to always look at your

00:34:53.190 --> 00:34:55.809
site. So, um, so if I apply now for discovery

00:34:55.809 --> 00:34:59.849
call, I'm on Chrome and then I get this. Oh,

00:34:59.849 --> 00:35:02.389
I have to go to sign. Okay. So I have to do the

00:35:02.389 --> 00:35:04.349
type form. Is that what you wanted? And then

00:35:04.349 --> 00:35:07.090
it says it's not available. Okay. All right.

00:35:07.110 --> 00:35:09.949
So we have to, so guys, I'm a little like fast,

00:35:10.250 --> 00:35:13.849
so you're going to reach out and we're going

00:35:13.849 --> 00:35:16.960
to, are you on LinkedIn? I'm on LinkedIn for

00:35:16.960 --> 00:35:19.480
sure. Yeah, look me up. Okay, so we'll find you

00:35:19.480 --> 00:35:23.480
on LinkedIn because this is what you offer is

00:35:23.480 --> 00:35:26.960
great. The burnout and overwhelm is real, isn't

00:35:26.960 --> 00:35:29.159
it? Wow. I think I'm old enough to understand

00:35:29.159 --> 00:35:33.719
it and like know what to do. But I don't you

00:35:33.719 --> 00:35:36.179
know, wasn't so long ago that I was in my 20s

00:35:36.179 --> 00:35:42.320
30s and 40s. If I if we had you Back then, it's

00:35:42.320 --> 00:35:44.920
amazing to think what I would have changed. But

00:35:44.920 --> 00:35:47.420
look at you guys. There's a great resource here.

00:35:47.460 --> 00:35:50.260
So you have the different podcasts. Listen to

00:35:50.260 --> 00:35:53.420
them. They're important. And then we will figure

00:35:53.420 --> 00:35:55.699
out how to get you the information. I'll make

00:35:55.699 --> 00:35:58.000
sure. Oh, she's so cute. I'll make sure that

00:35:58.000 --> 00:36:00.800
we get you the information so that you can look

00:36:00.800 --> 00:36:03.760
at the Leaders Edge performance. So amazing.

00:36:04.059 --> 00:36:06.860
OK, I'm just going to check one more apply now

00:36:06.860 --> 00:36:08.960
for discovery call. Let me see what happens.

00:36:09.000 --> 00:36:11.320
I don't know. OK, be patient, guys. We'll get

00:36:11.320 --> 00:36:14.699
that information to you. In the meantime, I really

00:36:14.699 --> 00:36:16.840
like you. I'm really excited that we met. We

00:36:16.840 --> 00:36:22.769
met through podmatch .com. And I have been turning

00:36:22.769 --> 00:36:27.730
interviews into chapters in a book. Actually,

00:36:28.329 --> 00:36:31.570
my pod match book, Alex did a beautiful forward

00:36:31.570 --> 00:36:34.110
to it. So I will reach out to you, HR, to see

00:36:34.110 --> 00:36:36.210
if that's something you're interested in. In

00:36:36.210 --> 00:36:38.489
the meantime, I'm just so glad to spread the

00:36:38.489 --> 00:36:41.210
word this way. This will be turned into a podcast

00:36:41.210 --> 00:36:43.349
quickly. I taught my daughter how to do it so

00:36:43.349 --> 00:36:46.130
I can start getting her to understand different

00:36:46.130 --> 00:36:49.210
things at 19 and work on her leadership. HR,

00:36:49.210 --> 00:36:51.559
let's end with that. Let's just say that. Tell

00:36:51.559 --> 00:36:54.679
me, is it ever too young to start learning about

00:36:54.679 --> 00:36:58.039
being a good leader? So I have two grandsons,

00:36:58.260 --> 00:37:02.320
four and two. And I see them all the time. And

00:37:02.320 --> 00:37:03.820
every time we're working on the property before

00:37:03.820 --> 00:37:06.239
we leave, I say, we're Huntsman's what a Huntsman's

00:37:06.239 --> 00:37:09.039
do, we change the world. So no, it's never too

00:37:09.039 --> 00:37:11.519
early. My four year old and my two year old are

00:37:11.519 --> 00:37:14.440
learning what Huntsman's do is we impact leaders

00:37:14.440 --> 00:37:21.659
and change the world. Start now. Okay, sorry

00:37:21.659 --> 00:37:24.400
my listeners know I'm a crybaby that actually

00:37:24.400 --> 00:37:27.440
was so beautiful that thank you for doing that

00:37:27.440 --> 00:37:29.599
Thank you. We really need more parents. Well,

00:37:29.599 --> 00:37:31.500
it's really beautiful. All right, I'm gonna end

00:37:31.500 --> 00:37:33.980
this dream dead Danielle's in the audience. She

00:37:33.980 --> 00:37:35.980
gave a heart We had so few people come in but

00:37:35.980 --> 00:37:39.460
nobody got on stage, which is totally fine But

00:37:39.460 --> 00:37:42.000
yeah, that was really Danielle another heart

00:37:42.000 --> 00:37:44.460
for you Wow. Okay, I'm gonna end this dream now

00:37:44.460 --> 00:37:47.420
if you watch thank you so much HR, you're great.

00:37:47.599 --> 00:37:49.800
Once I end this, well, I'm going to end the stream.

00:37:49.900 --> 00:37:50.360
Hold on.