Dwayne Kerrigan

before you move on.

I think the second one here is interview intensely.

What does that mean?

If we don't have clarity on the role, then we go into an interview process.

And that process can get a little bit lax, especially based on our desperation.

And oftentimes, we don't have a drawer full of resumes of people that we've been interviewing ongoing.

waiting for an opportunity, finding the right person.

I think that this is an important management skillset and leader skillset where you carve some time out of your week or month where you're just doing religious structure of and rituals of hiring and recruiting people.

So even if you're not looking for somebody, whether it's in a sales organization, whether it's in a production organization, a consulting or coaching environment,

you're always looking for that person.

And I've always found that there's always room for good people in a company, always being out for the lookout.

And if your business is growing, you definitely need to be doing this on a regular basis.

So having that ritual of whether it's just one interview a month, that's 12 interviews a year, that can make the difference when you have either a key player that leaves or you have growth and require a key player to help you elevate.

your business and take some of the pressure off.

What's the culture and what's the skills that you're looking for?

And having real clarity on that through the interview process.

The other thing, too, I would say when it comes to interviewing intensely is find somebody who's done what you want to do rather than I've made this mistake.

And I interviewed a buddy of mine, Mark Bradley, on the podcast.

And he I will never forget this as long as I live.

He made a comment and inside the podcast, which I highly recommend people listen to him.