Natalie Dawson

And yet when they're actually on your team, they do things that detract from your ability to achieve your goals and to reach your potential.

That's where I find it doesn't matter what the business model is, doesn't matter.

You can give all of the books, all of the training, the full playbook to somebody.

They're going to fail because either they aren't that person or they've surrounded themselves inside their business with people who will just be stops to them and continually stop their ability to grow and to reach for more, reducing that person's confidence in themselves and their business stays stuck.

I use a three-step interview process.

So the three steps for me is first a cultural interview.

I want to understand more so than me trying to get into the technicalities of can they do the work?

Are they aligned with our organization?

Are they...

goal-oriented, the best question that you can ask somebody inside a business before you hire them, what are their five-year goals?

And actually get a real answer.

I don't really care what skills and experiences you have.

If you don't have goals, I'm not hiring you.

You're not allowed to be inside this environment because it's demoralizing for every other person who is here to help achieve their goals, the organization's goals, and hopefully the goals of the end customer, client, patient for whatever type of business.

So that first interview really being the cultural grounding point is...

of the utmost importance.

And then I move straight into a technical interview where I want to get the person as close to the work as possible.

So if you're gonna be a salesperson, I wanna see you make a sales call.

I'm gonna give you a list of 50 people to call.

I wanna listen to you call those people.