The Right People Faster, It's Not Complicated with Talmar Anderson

Steve Doyle (: 00:00

Welcome back to the show. Brad her to how you doing today? My friend.

Brad Herda (: 00:04

I am fantastic Mr. Stephen Doyle and how is Detroit Motor City happening today? What's going on?

Steve Doyle (: 00:10

You know, the Motor City is a buzz with the your, your fans, your friends, your family, your sports team, the Detroit lions, they're out there kicking ass, taking names. Just

Brad Herda (: 00:23

with ready for disappointment in Green Bay this weekend. So that's what I that's my expectation. Just so you know.

Steve Doyle (: 00:26

You know? Well, it is going to be a very sloppy game this weekend. Let's just put it that way. Weather wise, I'm looking forward to it, because I have no affiliation with either team. But you know, I just can't help get drawn into the buzz that Dan Campbell's got got growing there with the with the Lions, so.

Brad Herda (: 00:46

I just hope it's better than that shit game that was on last night on prime with the Jets in Texas. That was terrible. Yes, that was horrible. It was boring as shit. It was four hours of my life. I'll never get back.

Steve Doyle (: 00:51

that was phenomenal. Come on.

Talmar Anderson (: 00:52

was that the Jets game? Is that what we're talking about? Yeah. I'm like. Yeah, yeah. my gosh, we can talk about some people getting fired, because I'm just saying, if I was a boss, I'd bring some people on that. Just from that, remember seriously, when I first started watching football with my husband, I was like, why aren't these people getting fired? These are epic failures. What is going on?

Steve Doyle (: 00:56

Yeah, it was brutal.

Steve Doyle (: 01:08

You

Talmar Anderson (: 01:18

who drops the ball before you cross the line. I'm just talking about some crazy things going on. Even I can keep up. So why are they being fired? I mean, I do know somebody they could talk to. I'd be happy to work with them on how they could let go of these people, but we'll talk about that a different day.

Steve Doyle (: 01:22

Yeah.

Brad Herda (: 01:23

you

Steve Doyle (: 01:29

You

Steve Doyle (: 01:33

That's awesome. Yeah, so so Brad, you know, let's let's introduce our guests. This is awesome. So Brad, who do we have on the show today?

Brad Herda (: 01:33

This is the first.

Talmar Anderson (: 01:36

Is it?

Brad Herda (: 01:37

I'm go

Talmar Anderson (: 01:40

Ha!

Brad Herda (: 01:42

So today we have the wonderful and awesome Talmar Anderson, the badass CEO and co-founder of Boss HQ. She is a powerful speaker and host of the Rock Your Bossitude podcast, which I happen to be the number one guest. I had the number one rating in her show. I was number one for her show.

Talmar Anderson (: 01:44

You

Steve Doyle (: 01:48

You

Steve Doyle (: 02:04

you're the number one number one.

you

Brad Herda (: 02:10

Her mission is to empower business owners and entrepreneurs to enjoy the benefits of success that come with hiring the right people to get the right team. All the dumb fuckery that goes with hiring, she makes it easier. Let's just summarize that real quick.

Steve Doyle (: 02:22

Yeah.

Talmar Anderson (: 02:23

That's my job, the dumb tuckering. That is our new tagline. And it is absolutely a word our clients use, so they will understand that.

Steve Doyle (: 02:28

Yeah

Brad Herda (: 02:34

So so Talmar, she's based out of Southeast Georgia today, moving somewhere soon. If you may recall, we had her husband on the show when they were in Virginia before they went down to Georgia, Savannah area and how that's going to change again. So Talmar, welcome to the show.

Talmar Anderson (: 02:38

Possibly.

Talmar Anderson (: 02:44

That's right.

Talmar Anderson (: 02:51

We're just expanding. Thank you guys. my gosh. I am so excited to be here and good luck containing us to 20 minutes. I wish you well. Go for it.

Steve Doyle (: 02:59

Well, you know, before we before I forget and we get moving on, tell me which generation do you fit in with?

Talmar Anderson (: 03:09

No one is surprised that I am an X. Generation X, baby. Work hard, no excuses. What the fuck's going on here? Why isn't it done yet? Is my innate personal being and I work hard to bring that into a professional sphere.

Steve Doyle (: 03:12

And nope.

Brad Herda (: 03:27

You missed a very important part. Not only is why is it not done yet. No, no, why is it not done yet? Why is it not done the way I want it done yet? No, no, you said why is it not done yet? You missed the why is it not done the way I want it done yet.

Talmar Anderson (: 03:30

Pay me big money.

yeah, why didn't I tell you? I thought I said something like that, yeah.

Talmar Anderson (: 03:40

well done done means it's done my way. I don't understand why we have to clarify that

Brad Herda (: 03:44

Ooh, see, we'll get into that because you know as well as I know that done and done your way are two different things.

Steve Doyle (: 03:45

that's good. Yes, we will.

Talmar Anderson (: 03:53

This we do. We are very well aware.

Steve Doyle (: 03:55

So, Telmar, tell our audience, how did you get started on your journey?

Talmar Anderson (: 04:02

so many places. But truthfully, I used to manage law firms. used to boss around attorneys. And I was inspired to go out on my own. And I knew that I wanted to work with really passionate, focused people that were smart and driven, just like attorneys can be. And so I ended up in the business owner space of helping them through operational consulting.

Steve Doyle (: 04:25

Mm-hmm.

Talmar Anderson (: 04:30

And as I went through that process, I recognized that most people didn't get access to somebody that was truly able to help them, by people, I mean business owners, that was truly able to help them understand hiring and management as a process until they could afford to join $100,000 a year masterminds, then they'd fly in the expert, the expert would fix it for them, and then they would move on down their way. And so I've really dedicated our business to creating as many different ways.

Steve Doyle (: 04:53

Over.

Talmar Anderson (: 04:58

for business owners to access that information and really bring that skill inside so they can build their own best team.

Steve Doyle (: 05:05

Right. Well, where did Brad go? Because that's a first. Brad just vanished. I mean, holy cow. Holy cow. he's back. He's back. What are you doing?

Talmar Anderson (: 05:09

I scare if anyone can scare him I could. I'm just putting it out there. He'll be back. He'll be back. There he is.

Talmar Anderson (: 05:19

You

Brad Herda (: 05:20

in internet.

Talmar Anderson (: 05:23

Yeah, I'm sure it wasn't that you accidentally hit a button. Mm-hmm. Mm-hmm.

Steve Doyle (: 05:23

That's awesome.

Brad Herda (: 05:27

Nope, I'm sitting here and all of sudden everybody freezes up and it's like awesome. And it kick.

Talmar Anderson (: 05:33

Yeah, you're very fuzzy today.

Steve Doyle (: 05:33

Is your so we're at five five ish minutes. Is your still recording bread or no?

Brad Herda (: 05:39

Yeah, it came in and it's still recording, so.

Steve Doyle (: 05:42

Okay, cool, so we can keep your own. Alright, so there'll be a little bit of edit. Yeah.

Talmar Anderson (: 05:44

Mine says it's uploading, just so you know. Mine says, is that good? Is that same thing as recording? OK, just making sure. I do see the recording, but I saw uploading in my system. means something different. If it works for you, it works for me. Thank you, Carrie. We love our team.

Steve Doyle (: 05:49

Yeah, it should say recording on the right hand side. All right, perfect. All right, cool.

Brad Herda (: 05:54

Yeah, this is, yeah. So sorry, Kerry.

Steve Doyle (: 05:58

Yep. Yeah. So. Tell us a little bit more, Talmar about. That. The business owner side as they're trying to really find that that talent they're looking for, right? You mentioned a little bit, you know about helping business owners so they don't have to go into that that.

you know, million, you know, the $100,000 million plus mastermind aspect. Right.

Talmar Anderson (: 06:31

Well, we want them to be able to afford to. We just want it to be faster with the right people and less stressful, right? If you want to be there, they're great.

Steve Doyle (: 06:37

Yeah, so yeah, so help us understand a little bit more that that space for you like getting into that space and why that matters.

Talmar Anderson (: 06:49

So what I saw was, as I was an operations consultant, and in every business that I saw, the struggles of how to manage, right? So many people, the Peter Principle, are promoted to a point of failure. And what we find fundamentally, the basic block, I'm sure you guys, you literally talk about this every single day. The fundamentals of it are somebody is brilliant at a skill or a deliverable.

Steve Doyle (: 07:00

Mm-hmm.

Brad Herda (: 07:07

That's why we're here on this show.

Talmar Anderson (: 07:16

and they are promoted to an entirely different job function, skill set and responsibility and they're expected to figure it out. And so whether witnessing that from inside the law firms, you know, as I would see the decisions that were made before I was involved in decision making and then trying to show people, why don't we, you know, either train these people on how to be a manager or find people that know how to, I know crazy talk. And so.

I really just saw that one, we're talking about leadership, which is a fundamental requirement for a successful business owner, not saying that at all, and for managers as well. But the more critical piece is the actual function, the step-by-step process of how do I identify what success is gonna look like before I even write my employment ad? How do I know what this business needs that's different than what your business needs, right?

And so we created a whole identification process for the hiring so that we have a much more clear path for vetting and proving someone will be successful or at least have a reasonable chance at success. And then we also broke it down for management because we found that people started coming to us really with management pain being that they had someone they needed to fire and they just didn't, they either were like, I don't know how or as a lot of us A type entrepreneur boss types.

We're like, what am I doing wrong? There's gotta be another way to say it, because they're not hearing it from me. And I've said it every freaking way I know how to say it, so just tell me how to fucking say it so they'll hear it. And if you could tell me that, Tamar, I will throw lots of money at you. And I do like lots of money, but I was more trying to get them to the idea, okay, let's figure this out. So we created an actual management framework that teaches the how-tos of managing the how-tos of hiring, so that people can get there with the right people.

Steve Doyle (: 08:51

Okay.

Steve Doyle (: 09:00

Right.

Steve Doyle (: 09:08

Nice. Right.

Brad Herda (: 09:09

So let's just kind of talk through that from a generational perspective right now. So the how to hire.

Talmar Anderson (: 09:14

Absolutely.

Yes.

Brad Herda (: 09:19

Are you starting to see some Gen Z owners coming to you? So Gen Z is going to be that 28 and younger to understand how to hire.

Talmar Anderson (: 09:28

That's a good question. Gen Z, as many. There's a couple that want to get ahead of it, but not really yet. Again, I think mostly because our clients tend to be five years or longer before they are willing to admit, I guess I can't figure this stuff out. Somebody better show it to me and I'm ready to admit. OK, just tell me the answer.

So we have a few, we do have clients that are like, they might get out of the corporate space, whatever age they are. And they're like, I've seen it. I want to learn it right. Cause I don't want to deal with that. That was painful. And then we have a lot of different people that just are like, I've got a path and I'm going to start a business and it's going to be this. And so I want to learn this, but it's usually we don't get to them yet. So Gen Z is not really in front of us that much yet as owners.

Steve Doyle (: 10:09

Mm-hmm.

Brad Herda (: 10:24

And I'm going to so so for your so for your challenge there, I guess it's going to be how do you write because their experience of hiring has pretty much sucked, right? It was they got.

Talmar Anderson (: 10:33

Mm-hmm. Yeah. Doesn't everybody say that there? Who says they had a good experience hiring?

Brad Herda (: 10:40

But, but think about the difference though, how you went through job interviews and applications and things versus how they have had to go through it through all the various, all the different portals, all the different keyword searches, all the bounces out for the different things. no interaction, no face to face COVID, no responses, no communication. So, so their, their bias to hiring is going to be different than the other biases that you've experienced already, I would assume.

Steve Doyle (: 10:42

you

Talmar Anderson (: 10:45

Mm-hmm. It is, it is, it is.

Talmar Anderson (: 10:53

100 % No interaction. Yeah.

Steve Doyle (: 10:55

Mm-hmm.

Talmar Anderson (: 11:01

No response yet.

Talmar Anderson (: 11:09

I would agree with that. I do think that it's gonna be escalated. I don't think that it is entirely new, but I think it's an escalated experience compared to what generations before that experience. Does that make sense? Because let's be clear, you know, it was only the big corporations that were even good at sending you out a letter that said, hey, know, six months later.

Steve Doyle (: 11:09

Mm-hmm.

Steve Doyle (: 11:25

Yep.

Brad Herda (: 11:26

Mm-hmm. Absolutely.

Talmar Anderson (: 11:37

Thank you for applying and at this time we have finally found someone that is down the, know. So even those were small business, medium sized business, they were never good at follow up. They were never intentional with letting people know. I think the thing that's complicating things for Zs is being raised in a world where everything you do is so held against you. There's no opportunity.

to be human and make a mistake, that it's not going to follow you in every conversation. And there has been a shift to that need for validation in a different way is I think exasperated in people right now. Because we're looking for immediate response. What do you mean you didn't hurt my engagement? What do you mean you didn't respond to my application? And for me, I work in the small business space,

you small business owners, I'm still just trying to get them to do, not even start their hiring until they're really serious about putting it on their calendar because they think they can fit it in, which never works, right? So already they're placing an ad, they're spending three or four weeks before their, you guys feel my pain?

Steve Doyle (: 12:46

Yeah, very much.

Brad Herda (: 12:49

Yep, no exactly what talking about.

Talmar Anderson (: 12:51

Yeah, yeah, they put the ad in and then they wait three or four weeks because they're trying to do the work of the person they just lost because their team's not big enough and I'm gonna say it again. You know what, people do. It depends on your geographical area and it depends on the position. Let me tell you, you know what Craigslist is good for finding? Alterations people. So there, take that. Yeah, who knew?

Steve Doyle (: 12:59

Did they put the ad on Craigslist? Did they put it on Craigslist? That's all I want to know. I know!

Brad Herda (: 13:02

No.

Steve Doyle (: 13:08

I know.

Steve Doyle (: 13:17

Who would have known?

Brad Herda (: 13:20

Nice.

Talmar Anderson (: 13:21

seeing other hands on business. just trying, you know.

Brad Herda (: 13:22

Yeah, I've got a client. I got a client right now. They're trying to hire somebody. He's got all the applications in. going to say he paused the ad. Those applicants didn't pass through and like he had one hanging out. was like, well, I'm to wait to have that. I'm like, no, you're going to have the interview with that individual now because you don't know where they're going to be. You need to have it now. You're not going to you're not going to play the wait and see game. Well, what if I find something better? No, this is what you have in front of you right now. So proceed and move forward.

Talmar Anderson (: 13:39

Yes. Yes, they're gonna be gone. They're gonna be gone. They're gonna be gone.

Steve Doyle (: 13:40

Yeah.

Brad Herda (: 13:50

Do not pass go, do not collect $200, just move forward and make sure it fits or doesn't fit.

Steve Doyle (: 13:55

Yeah, but let's talk about that mindset right there. The mindset of pausing to wait, because I only have one applicant. I don't want to interview just one. So let's break that down from a generational perspective. How have you seen that change from the different generations? From Boomers all the way down to Gen Z, if you have one applicant, what if?

Talmar Anderson (: 13:55

You're right, you're right, you're right.

Which one?

Talmar Anderson (: 14:04

you

Talmar Anderson (: 14:21

It's not, I'm sorry, it's not generational and it's experience, right? Once they have an experience of moving quickly and seeing that they have choices in their decision as opposed to choice, right? If you're using a good process, you're gonna attract the right people, you'll narrow it down. And if you're lucky, you're gonna have three to four, maybe five excellent people that you wanna actually have a conversation and get further in your vetting.

Steve Doyle (: 14:33

Mm-hmm.

Talmar Anderson (: 14:47

And then you boil it down. If you're using a good process, you've got two great candidates and you've got a choice. But that's if you're working your system in a two to three week period. I mean the whole system, checking references and all of it.

Steve Doyle (: 14:58

Yep. Wait, wait, wait, wait, two to three week. You don't mean two to three months?

Talmar Anderson (: 15:07

Crazy sauce. Yeah, yeah. you can have it in like less than 24 hours. Less than 24 hours, right? So there's this big story that there's nobody out there looking for jobs, that there's no good employees. It's just all a bunch of hooey. And then the business owners are so busy. I don't have time. And I'm like, well, you're not ever going to have time and it will only get worse. This is the, like, I'm not kidding.

Steve Doyle (: 15:09

What? You mean I can have applicants in two to three weeks, not like months?

Brad Herda (: 15:13

You can have applicants tomorrow.

Steve Doyle (: 15:16

What?

Steve Doyle (: 15:22

huh.

Steve Doyle (: 15:33

Mm-hmm.

Talmar Anderson (: 15:37

Hiring is a time machine people take the time to understand it create an excellent process and and Prioritize it every single time you need it because that's the only way you get space on your calendar. That's it The only way you can invent time I'm just saying

Brad Herda (: 15:54

Invent time. like that.

Steve Doyle (: 15:55

Invent time, wow, OK.

Talmar Anderson (: 15:56

It's a time machine. I can invent it. I can create it. can pull it to calendar space by hiring a team that can take the work off. And I've got space on my calendar. I could go get a pedicure, which I really, really need. Just so you guys know.

Steve Doyle (: 16:03

Thank

Steve Doyle (: 16:10

Well, good to know. Yep, good to know.

Brad Herda (: 16:11

Thanks for sharing.

Talmar Anderson (: 16:14

This is what I would do if I had two more hours today. That's where I would be.

Steve Doyle (: 16:19

Yeah.

Brad Herda (: 16:19

What do mean, if you have two more hours? When you have two more?

Steve Doyle (: 16:22

I thought you created time. Hold on, hold up. You create time, so you've got time for this.

Talmar Anderson (: 16:22

I know well, but yes, I do. I do. I actually, you know, it's funny is I have an employee that is on vacation right now. So this is not the week for my pedicure.

Steve Doyle (: 16:37

you

Brad Herda (: 16:37

So when you have the time next week, no big deal.

Talmar Anderson (: 16:39

Whenever that's, yeah, yeah, it's happening, trust me. Nobody needs to see that, so. And there's something magical about getting your feet rubbed. I don't know if you guys have had pedicures. Everybody get out there, get your feet rubbed. It feels amazing. It is magic, magic, magic. Look at you guys are freaked out. I know, I know, my husband's in the same room. I get you. You guys are weirdos.

Steve Doyle (: 16:39

Yes. Yeah.

Yeah.

Brad Herda (: 16:45

We're gonna take care of those palins.

Nope.

Brad Herda (: 16:56

Wrong audience, Talmar. There's a different show for that.

Steve Doyle (: 16:59

Different show, just not ours.

Brad Herda (: 17:06

So on the leadership side, right? So the hiring side, talk a little bit. How are you finding the leadership side of your business across the different, you know, like the, the middle, the, the middle, like the millennial right now, cause they're, they're taking over a lot of opportunity because boomer X are gone and then you get too large of a gap to get to the Z's that can be in that spot. And we have these differences of respect and experience and all these other things. And these mindset shifts that are transitioning, how are you finding that?

Talmar Anderson (: 17:22

Mm-hmm.

Talmar Anderson (: 17:28

Yep.

Brad Herda (: 17:36

that older millennial in that middle spot managing up and managing down and all those other things.

Talmar Anderson (: 17:42

You know, the thing I see is that their internal talk is just so debilitating. And to the point now where in our company, we have partnered with, we encourage, we constantly make it a part of our trainings and consultings to remind them that they need mindset people. Like it has to be a part of their regular work process.

So whether that is a faith-based mentor, whether that is a mindset coach, whether that is a therapist, whether that is an energy worker, whatever it is for you as a boss, as a manager of people, your head game has to be on. And it is unrealistic and unfair to yourself to expect you to be able to figure your own shit out. You can't. And the...

Steve Doyle (: 18:35

Mm-hmm.

Talmar Anderson (: 18:36

best thing that they can all do right now.

Brad Herda (: 18:37

You're not talking like an ex anymore now.

Steve Doyle (: 18:39

That is not an X, because I'm like, you ain't got time for this.

Talmar Anderson (: 18:40

All right. Well, welcome to having more than you guys as clients. Yeah.

Steve Doyle (: 18:45

I'm

Talmar Anderson (: 18:47

I mean, I work with a lot of X, but you're not my only clients. I've to make everybody successful. Sorry, This is not what works.

Brad Herda (: 18:53

You guys, you old fuckers, you don't need to talk to anybody.

Steve Doyle (: 18:55

New York.

Talmar Anderson (: 18:57

No, but my exes deal with differently and let us be clear that extras and boomers are also understanding that now is the time that they're their own problems, right? There is a real shift both professionally, personally, wherever you want to look at it, for people to understand that, yeah, the trauma that made us badass, which literally we can give us gum and a knife and it's a good Saturday night for us. We don't care, right? We're like figured out.

Steve Doyle (: 19:22

Yeah.

Talmar Anderson (: 19:26

That was gum with a G-U-M, just so we're clear. Gum and a knife, right? Keep your guns in. Yeah, no, and gummies, can we, don't even start me. Why does everything have to be a gummy? Swallow a damn pill, people. What the hell? That is one of my X qualities, that everything has to be gummies drives me nuts. I'm like, you're a grownup. For God's sake, swallow a pill. What is that? I don't understand it. Sorry.

Steve Doyle (: 19:26

you

Brad Herda (: 19:28

Not gummies, that's different.

Steve Doyle (: 19:51

Ha

Talmar Anderson (: 19:54

I no idea if we're getting to any of the good stuff for your audiences. I love you all very much. I apologize. It's a crazy day. But to my point, okay, so I hear you guys pushing back, but you know that more and more of your game is helping people with their mind trash, a thousand percent.

Steve Doyle (: 19:58

It's fantastic.

Brad Herda (: 20:14

100 % completely.

Steve Doyle (: 20:15

I don't know of anybody on this show that doesn't have mind trash.

Brad Herda (: 20:17

You

Talmar Anderson (: 20:20

Right. And I know enough to know that I can encourage Detroit.

Steve Doyle (: 20:21

You

Brad Herda (: 20:21

He might be in Detroit.

Talmar Anderson (: 20:28

So many things going through my head, just bringing it inside. But I think that's the biggest shift that I've seen to bring it all back to what we're supposed to be talking about.

Steve Doyle (: 20:30

You

Brad Herda (: 20:39

Is that bourbon in that cup, Talmar? Because if it's not, if it's not on a Friday afternoon, that's a problem.

Talmar Anderson (: 20:41

Nah, yeah, but it should be. No, I know, I know, I know. It's peppermint mocha coffee, because it's Christmas coffee time already. Christmas coffee, where I'm at.

Brad Herda (: 20:48

Well, Eastern time zone, it's like 330. It's five o'clock somewhere, lady.

Talmar Anderson (: 20:55

I know, you know what the other thing is, I don't have bourbon in the office right now. I finished my bottle, I haven't bought another one. I don't go to the liquor store every day. I just don't. I'm not, I do love Wisconsin, it's literally one of my favorite places to visit in the entire world. I'll go anytime I can. Sorry to Detroit. I've only been there once, Detroit. It was fabulous, but only once.

Brad Herda (: 21:03

That's because you're not from Wisconsin.

Steve Doyle (: 21:06

Hahaha!

Steve Doyle (: 21:18

It's all good. It's all good.

Brad Herda (: 21:20

So what would you, so, so let's just talk like your husband's entities, right? And then he's got a subs. Let's talk to the contractor, the home service provider. What would be the one thing that you would tell those leaders and owners that they need to be on the lookout for over the next?

Talmar Anderson (: 21:31

Yeah.

Brad Herda (: 21:40

six to 18 months.

Talmar Anderson (: 21:43

my gosh, build that bench baby. You better know three of everything. And it's like part of your job to actually be out meeting and vetting and recruiting and building those relationships. Because we do, as you guys know, and everybody out there who listens to your show, have a huge, huge succession plan industry hitting all the trades, all construction, truck driving, just so, we just don't have enough.

experts in individual industries, so If you are a boss manager business owner in any of those you you've got to really create a deep bench of go-to people I you know I tell I tell because we do we work with people in construction roofing all different kinds of things right I want their ICs and their vendors and their trades. I want three of everything I want them to be actively

Steve Doyle (: 22:31

Mm-hmm.

Talmar Anderson (: 22:39

in conversation and connection. So part of the management process with your vendors and your independent contractors is consistently showing up and asking them about capacity issues. And it doesn't have to be, are you gonna be available for me when I call? But it is like curiosity about the success of their business. Because as they get more successful, are they excited and telling you about their new hires? Or are they complaining about how they can't find good people? Because pretty soon they're gonna be maxed out if they're not.

So, so deep develop that bench. That's what I would say.

Brad Herda (: 23:11

Awesome.

Steve Doyle (: 23:13

That's, I love it. What would you say to those Gen Z business owners that are out there that are looking to hire those people with more experience to help build their bench? What would be some advice you would give them?

Talmar Anderson (: 23:13

I can't say short answers.

Talmar Anderson (: 23:29

This is a great question, Steve. And it's actually, this is generation wide. Everybody's very nervous about hiring somebody who knows more than me. Because how can I tell them what to do, right? Brad's like, I'm not nervous about it.

Steve Doyle (: 23:37

Mm-hmm.

Brad Herda (: 23:43

Absolutely hire somebody you want everybody to smarter smarter than you

Talmar Anderson (: 23:47

I agree, I agree, literally go, anybody, know, if you are a Gen Z and you're following thought leaders, go to the people that you admire. They are all saying hire faster, hire smarter. Like the whole point is to be in a room and go, so I had this idea, how would you guys do it? Like let them tell you the answer. We're the visionary, we're the people that come up with the ideas or.

Steve Doyle (: 23:49

Mm-hmm.

Steve Doyle (: 24:09

Mm-hmm.

Talmar Anderson (: 24:16

find out something's happening in our industry and start to research it and bring it back to see what we can do as a team collaboratively. Like there's lots of opportunity there. But to get past that expertise, the thing to remember is no one, no one knows your business like you. Now what that means is your mistakes are yours 1,000%. However, your wins are yours too. And you cannot let the authorities that are around you tell you you have to have to have to.

You just ask them, what's the risk, right? An expert is there to say, here is the positive possibilities, here are the negative possibilities. And if you are a well-balanced, we'll call you, there's probably a better word, but well-balanced boss, you're even gonna be so bold as to say, what do you recommend to your expert? Because I don't just wanna know what the good and the bad is that they're knowing because they know more than me.

Steve Doyle (: 25:03

Yes.

Talmar Anderson (: 25:13

what would you recommend we do in this situation? Now that still doesn't mean you have to do it. The decision is gonna be yours, but I want people coming to me. Here's a problem. What are we gonna do about it? We can't get logistically what we need from, it's in Japan, it's not gonna get here in time. Let's go. Who's got ideas? What are we gonna do? And no, it's not the answer. Write it down. We'll figure out what it is, how expensive it is, and there's a choice in there somewhere.

Get them, run, don't walk, always. Pay them an extra dollar an hour, that's $2,000 a year. I don't care. Make it happen. Get the better people because you will grow faster. And they'll know what they're doing. It's better every time.

Steve Doyle (: 25:54

Mm-hmm.

Brad Herda (: 25:56

Well, that that $2,000 a year comment, Tomar is so relevant to who listens to the show typically because they're afraid they're afraid of well, that's a dollar an hour more. It's too grand. What's it going to cost you not to have this person that has already been with you three, four years? What's it going to cost you not to fill? What's it going to cost you not to take the job? What's it going to cost you that you got to go work seven days a week for your family, for your relationships, for all those other things?

Talmar Anderson (: 26:20

Yep.

Brad Herda (: 26:27

It's just so frustrating when I see people make decisions off of principle or biases that just don't make sense for the business.

Steve Doyle (: 26:36

Mm-hmm.

Talmar Anderson (: 26:37

Well, so it's a double edged sword, right? Because you could decide that profitability wise, this is as high as I can go. That is a thing. And you will have to look at employees that are really awesome and say, you know what, Brad, I love working with you, but I just can't afford that. So I totally understand if this is your two weeks notice, right? Like give them permission, bless them well.

Brad Herda (: 27:00

Right. Yep.

Talmar Anderson (: 27:04

personally know that you need this more money. I can't deliver that for the value that it's bringing to our company in this business model. I wish you well. I hope you get it. Just let me know if this is a two week so I can start my hiring process. It's okay if that's where you need to go. And I think that people, so here's the big aha. Here's what I want your listeners to understand. The big aha is if we are lucky enough to be successful, we

Steve Doyle (: 27:20

Mm-hmm.

Brad Herda (: 27:30

when we are lucky enough.

Talmar Anderson (: 27:32

Let me finish my sentence, Mr. You're dealing my thunder. If you are lucky enough to not be one of the failing businesses, which is a big F, let us be clear. Mindset wise, we would say wine, but this is the warning. If you're lucky enough, then you will always, always need to hire. And isn't that a great thing? Right? Let's be clear. The world today does not let people retire with you. They just don't.

Don't invest in gold watches, it's not gonna happen, right? So if we can come to terms as the business owner and the management team and we can understand that hiring is gonna be a part of every single year, management is a part of every single day. This is not something to be fit in. It is something that we can plan on, that we can create process around because when it happens, it won't be so shocking or scary.

or at the worst possible time that we have to go, crap, now I better write a job description or an employment ad. And when am gonna interview them and I'm supposed to do this and they're supposed to, it's plan for it. This is what success looks like. It's always building, hiring, leading and celebrating with kick-ass teams. That's what I have to say.

Brad Herda (: 28:42

Awesome. That is a great summary. So Talmar, how do the fine audience on this award winning show go out and find you?

Talmar Anderson (: 28:54

Award I was there when you got that award. I was one of the awards. I believe you guys are multiple award-winning. okay That's a good that's the one to get if you're get one get that one I would love it people would find me at your boss HQ because we're the boss headquarters, but it's your boss HQ comm we have and I have I have a link I'm supposed to have that I'm gonna send to the guys and they're gonna put in the show notes because

Brad Herda (: 28:59

Nope, we only have the one. We only got one award. Podcast of the year, baby. That's an end.

Steve Doyle (: 29:02

you

Steve Doyle (: 29:07

Yeah?

Talmar Anderson (: 29:24

I believe it's yourboshq.com slash podcast, but let's check that in the show notes, people.

I was supposed to know it and I didn't look at it. Sorry guys. Welcome to Generation X. Just a bare minimum. What do I need to know? Let's keep it moving, right? I know. I'm here for you.

Brad Herda (: 29:37

Step 3 of the process.

Steve Doyle (: 29:37

It's all good.

Right?

Let's keep it rolling. Let's keep it rolling.

Brad Herda (: 29:51

Awesome. Talmark. Thank you so much for being here today and being on the show and accepting the very quick. Hey, you want to be on the, Okay. Great. And booking it and being out here and sharing all your wisdom and knowledge. you are a true asset to, to all of your clients, to motivate them and make them move forward. So thank you for what you do, for your clients.

Steve Doyle (: 30:15

Yes, thank you.

Talmar Anderson (: 30:15

And please keep up the great work you guys. Seriously, this podcast is amazing. It's really right on the point. It's talking about things that people don't have anywhere else to get this information from. So just you guys keep up the great work as well. Together, we're going to help you all these businesses grow and build kickass teams.

Brad Herda (: 30:32

Cool. Thank you so much, Talmar.

Steve Doyle (: 30:34

love it. Thank you, Talmar.