Ep167 Tanya Turner - The Untold Advantage of Introverts in Leadership

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Tanya Turner
Even the person who's not doing so well, they can have a turnaround too. So it's really looking at human resources differently, not through rose colored glasses, not through the bad experiences that you had, but through a totally different lens of inclusion and belonging.

00:00:22:08 - 00:00:32:04
Mike O'Neill
welcome to Get Unstuck and On Target, the weekly podcast that offers senior leaders insights and strategies to not only lead with competence and vision,

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Mike O'Neill
but also to achieve groundbreaking results.

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Mike O'Neill
I'm your host, Mike O'Neill. I coach top level executives on the power of ethical leadership to forge teams to be as united as they are effective

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Mike O'Neill
in each episode.

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Mike O'Neill
Join me for insightful conversations with leaders just like you, providing practical advice to help you get unstuck and propel you and your company forward.

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Mike O'Neill
Let's get started.

00:01:03:21 - 00:01:06:02
Mike O'Neill
Joining me is Tanya Turner.

00:01:06:04 - 00:01:34:01
Mike O'Neill
Tanya is the director of human resources for Salto Systems. In this role, she provides strategic and executive leadership across all HR disciplines within their North American business unit. Tanya describes herself as an HR leader who puts the human and human resources. Tanya is also an introvert. I read a recent article in the Harvard Business Review and it was entitled Introverts Can Be Leaders Too.

00:01:34:03 - 00:01:46:11
Mike O'Neill
We all know they can. But why do we tend to treat introverts differently? That's what I'm going to ask Tanya to kind of share her perspective on. And that is what would be.

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Mike O'Neill
A perspective that an introverted HR leader bring to the her role. they're salto systems. Welcome, Tanya.

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Tanya Turner
Well, thank you so much for having me. I'm super excited to be here today to talk to you.

00:02:00:20 - 00:02:06:03
Mike O'Neill
You know, Tanya, I'm also reminded you also, host your own podcast, do you not?

00:02:06:05 - 00:02:27:22
Tanya Turner
I do, I have a podcast that I started probably after the death of our dad because I have a brother. It's probably been a year ago, so it was something that I've always wanted to do. So just like you, I'm out here striving and thriving, to do something different. So yes, I do have my own podcast called the Page Turner Podcast.

00:02:27:24 - 00:02:57:07
Mike O'Neill
Well, I want to commend it to those who are listening in on this podcast. One reason I wanted to kind of have this conversation is I don't think it's right, but there's a tendency because extroverts assume they're best suited for leadership. And I think we all can think of examples where introverts are as, if not more effective. But as an introvert, why don't we first kind of define the term?

00:02:57:09 - 00:03:09:00
Mike O'Neill
You're an introverted HR leader. What is it about your natural role, God given gift of being an introvert that prepared you well to be an HR leader?

00:03:09:02 - 00:03:43:11
Tanya Turner
Well, I'm going to take a step back. I did not understand Mike what an introvert was until I actually started really studying what it actually looks like. And of course, we take all of these assessments, right. And then with those assessments, they don't have context. And then you don't know what that means when it applies to you. So when I think about being that introvert, I get my power, I get my creativity, my innovation from a long time.

00:03:43:13 - 00:04:19:04
Tanya Turner
the compression, processing, pausing. Oh, that give to pause is so important and really realizing about my social barometer. So that was foundation for me. What changed me is somebody gave me a book about The Introverted leader by Jennifer Carnevale or Khan Wheeler, and I hope I pronounce that correctly. And I started reading up about the introverted leader, and I said, this book resonates with me as a person because it started giving language to something that I could not really identify before.

00:04:19:10 - 00:04:41:03
Tanya Turner
Now, if you are leading people, processes, or doing anything, you are a leader. We don't necessarily have to have a title to be a leader, but what I've found is in these spaces with other extroverts of how I can actually leverage my introverted spirit, my introverted approach to things, and not have to be like groups Inc in the room.

00:04:41:05 - 00:05:06:01
Tanya Turner
And that's what has made me be successful, is that I'm learning how to harness, to stir up markets, my talents, my approaches, the fact that I'm not quick to make a decision that I think through it, and I'm very methodical and harnessing those approaches to be a leader. And, when I think about a leader, a leader is not perfect.

00:05:06:03 - 00:05:15:15
Tanya Turner
A leader is a person too, that understands and they are self-aware. And I'm very much self-aware about that part of my life.

00:05:15:17 - 00:05:38:01
Mike O'Neill
You would talk about self-awareness and how important it is for everybody, but particularly, from a leaders perspective. put your HR director hat on when you're working with a leader who does not have self awareness, in what ways might ear she, not be as effective?

00:05:38:03 - 00:06:03:15
Tanya Turner
well, one thing, you know, I I'm a reader, so. And I think you are too, Mike. So I have always loved the book emotional intelligence. And one of the key areas there is about self-awareness. So when I think about self-awareness to my own self, be true. If you know something about yourself and you can harness that in situations, you will be a better leader as a result of it.

00:06:03:20 - 00:06:36:10
Tanya Turner
Maybe you are a leader that, you process out loud or you may not have patience. Or maybe you're not good with this, so you're better with that when you have those factors are that information it makes for you to better be able to show up in the room. And so when you have a person who is not self-aware that maybe they come across, or they may be harsh or very direct, that if you don't dig into that directness of where it comes from, and maybe checking yourself when you are talking to someone to let them know, guess what?

00:06:36:10 - 00:07:11:23
Tanya Turner
I'm very direct, but my directness has nothing and little to do about the situation, and then more to investigate, to get to the other side. So it's really doing a lot of introspection and a lot of your shadow work. And when you do that shadow work, when you show up in spaces, whether it's at work or at home, personal or professional, that you're more self aware, those stealing approaches, methodologies, and then you could check them before they are unchecked and they can bleed into something that is more of an ego based approach to how you do things.

00:07:11:23 - 00:07:36:24
Tanya Turner
So I think that self-awareness is so key. I'm always checking myself about, could I have handled that better? And that to me, it's very self-aware because when you lack self-awareness, you never ask yourself that question. Is there a way I could have handled that better? Because you feel as if you cannot be corrected? And that, to me, is not the mark of a true leader or striving to be a good person.

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Tanya Turner
You know?

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Mike O'Neill
You know, when you were describing that, what came immediately to mind is my work as a coach. One, the first things I do when I begin working with a new client is, we spend time with the client, them get an understanding of themselves. Yeah. How are they naturally inclined such that they are. They have that self-awareness about who they are and how they prefer to operate.

00:08:05:21 - 00:08:31:05
Mike O'Neill
In some cases, we compared that to how they are perceived by others, because sometimes there's a disconnect. You know, we started this conversation and Tony, I just jumped right into introversion extroversion. And I'm making the assumption that people know what we're talking about. But can I at least clarify is if a person is naturally extroverted, that describes me, I don't.

00:08:31:07 - 00:08:59:22
Mike O'Neill
I'm I'm an extrovert, which means I tend to get my energy from others and I feed on others. It doesn't necessarily mean, though, that I'm always an extrovert. There are times that I need, quiet time and particularly for me as an extrovert, my quiet time is oftentimes in a natural setting. I'm in the woods, I'm on a hike.

00:08:59:22 - 00:09:25:19
Mike O'Neill
I'm on a run. That is alone time. It is necessary. Mean I'm an introvert. But there are times where I need to use my extroversion, and there are times I can backhaul. Can that also be said for introverts? Introverts who might naturally be a little more reserved in certain settings, can assert, if needed, and do and do so very effectively.

00:09:25:24 - 00:09:38:24
Mike O'Neill
Can you kind of elaborate a little bit of what I'm trying to say in terms of what that means to you as an introverted HR leader at what times do you need to kind of assert and maybe be perceived more extroverted?

00:09:39:01 - 00:10:02:17
Tanya Turner
Yeah, I feel like as an introverted leader, it doesn't mean that I don't have extroverted tendencies. sometimes I can be an and be averts, and that is, I flex my style. But I didn't really realize that Mike about flex in my style. And so I started really digging deep into what it means to be introverted versus extroversion.

00:10:02:23 - 00:10:29:19
Tanya Turner
So for myself, like you talked a little bit about the quiet time and the perception. So the perception is oftentimes for an introvert, you may be in a room picture this of a lot of extroverts. And you're the only introvert there. And someone is asking you about pie charts, data answers. There are times where preparation for me is so key, so it's nice to have a meeting agenda before I go into the meeting.

00:10:29:19 - 00:10:52:02
Tanya Turner
So if I need to have facts, figures, data that I can actually research a little bit, but sometimes things happen where there are there's no time for that. So you leverage your expertise by introversion. I flex because I have to present like this is an extroverted activity for me, which I feel that I am ready for. But I also did prepare.

00:10:52:04 - 00:11:16:14
Tanya Turner
But for for individuals such as that, quiet time is not always in introversion. Perspective is just when they get their their ideas, their creativity, they their recharge. They like they too like to go into nature. But I think that there is the perception gap that that person is not engaged or that they seem to be aloof or they don't want to go to the next level.

00:11:16:14 - 00:11:40:05
Tanya Turner
It's not about those things is how they process being in those social environments. Because my social barometer works completely different than everyone else's. Maybe I'm taxed for that day and I've had a lot of social activity conversations. My social barometer will tell me not to sell. Will we be staying for the three hours that this event is taking place?

00:11:40:07 - 00:12:10:00
Tanya Turner
And my introvert itself says as such, no, we want we only have an hour to give because there's something that happens. For me in my mind where I could become overwhelmed with a lot of social interaction, but that doesn't make me less effective because I've done a lot of social things. It's just that I understand that in order to be my best self, that this is what I have to give energy management wise per day.

00:12:10:02 - 00:12:30:16
Tanya Turner
So I hope that that makes sense. So when you show up in a room, you may be quiet because you are absorbing the energy in the room. First of all, you feel it. Is it, say, have I met these people before? You know, maybe I'll do a little light conversation. Maybe I might write some things out that people said that I had questions about.

00:12:30:22 - 00:12:52:14
Tanya Turner
So I'm doing a lot of observation and then talking in the room. So that's how I look at the differentiation. Extroverts talk things out. Maybe introverts think of things and how introspect. And then they talk them out. They don't do that before. They don't run down the ego. So it's just differences, but it's still commonality.

00:12:52:16 - 00:13:16:11
Mike O'Neill
You know, when we started this conversation, I wanted to make sure it's very, very clear. I want to reiterate that there is no position I'm taking here that one style is better than the other. We clarified that we all if we're going to be effective, we have to adapt to the circumstances. Introverts can do extroverted things and vice versa.

00:13:16:13 - 00:13:37:21
Mike O'Neill
But it's that notion of being yourself and embracing who you are. That's what I kind of listed the topic to be, and that is being yourself. And I wanted to kind of get your idea not only from the perspective of an introvert, but from an HR leader standpoint. You've been doing HR leadership for quite some time.

00:13:37:23 - 00:13:38:19
Tanya Turner
Yes.

00:13:38:21 - 00:13:49:23
Mike O'Neill
When you think about how people are looking to you as an HR leader, what are they looking for? That connotes that you're effective as an HR leader?

00:13:50:00 - 00:14:16:07
Tanya Turner
Well, first of all, I think being an HR for quite some time, HR is not for the state. My Mike, you already probably know that. It's that I feel that the best way to be an effective HR leader is to have credibility, that you do have that know how the foundation to do the job. But what makes you accelerate your effectiveness is your ability to connect with other people.

00:14:16:09 - 00:14:35:02
Tanya Turner
And when they see where you ran a little bit about putting the human into human resource, I know that sounds so cliche, but it's really not. I'm having a human experience just like everyone else. I have my has my lows, my in-betweens, my successes and my failures and what people can really relate to you and identify with you.

00:14:35:02 - 00:15:01:02
Tanya Turner
That's when you start to build trust and camaraderie. And they're not just come in past your desk to say, hey, can I get that warm? Because I get this. Can you help me with this leave of absence? They're coming back to actually talk about how they're doing, which it takes a lot of work and effort. So kind of demystifying like what HR actually looks like in order to be most effective in this role is I have to be and I want to be and I should be relational.

00:15:01:04 - 00:15:26:09
Tanya Turner
And what that means is that you see people in every week of their life where they're having a child, they're getting promoted. They lost the mother, and they're looking to grow their career. They're at a peak in their career, and these are all the ads and flows of life. But guess what? He is going through those things, as well as in order to be most effective, is to continue to strive to be relational.

00:15:26:14 - 00:15:50:20
Tanya Turner
And the one thing like I always have the shirt on today about remember your why, my why every day is to get up every day and to be authentically myself. I don't want to be like anybody else. I may glean things and I like about that person, but in order to be most effective, people like to talk to real people that are really out here, adulting and life.

00:15:50:22 - 00:15:57:05
Tanya Turner
And that with, what you could do from an HR standpoint to help people along the way.

00:15:57:07 - 00:16:18:03
Mike O'Neill
You're sharing your why and importance of remembering your why. and relational is the word that you use 2 or 3 times here. And that is, at least in my experience, people can pick up if it's not real or not, can I not?

00:16:18:05 - 00:16:19:03
Tanya Turner
They can.

00:16:19:05 - 00:16:56:09
Mike O'Neill
Can't. And therefore genuinely being who you are, trying to address whatever issue they have and understand it from their perspective, it seems all too often people just want to be heard and to be heard. Me, the extrovert, has to stop talking. And I would suspect you as a natural introvert. You probably heard it before I did, because you've got a sense for for it.

00:16:56:11 - 00:17:12:05
Mike O'Neill
I asked, what qualities are employees looking for in an HR leader from your perspective? I think you report it to the president of your business unit. What is the C-suite looking for when it comes to HR leaders?

00:17:12:07 - 00:17:44:12
Tanya Turner
I would say a person that can support people and culture, who has the blended ability to flex between the strategic and sometimes our roles all require some tactical, but really focus in on the around the corner moments. Understanding the business. So having increase business acumen and with that increased business acumen, you can better prepare for a lot of things workforce planning, hiring, promoting talent, talent conversations.

00:17:44:17 - 00:18:15:08
Tanya Turner
So when I think about HR professionals from the business standpoint is strategy, the ability to be a great partner and collaboration, which means that you can work with everybody and anybody that you can integrate anywhere and everywhere, that you are a business partner, because you know about the products and services that you sell and that what you don't know, Mike, you're always searching and acquiring knowledge because business doesn't stay the same.

00:18:15:08 - 00:18:40:13
Tanya Turner
It's just like we talk about self awareness. Businesses do Swot analysis to about their strengths, their areas of development. So always understanding the business they want a person who is intellectually curious, will ask questions to to not ask questions is a disservice to yourself. Is an example would be if you're using an acronym and I'm sitting there like, yeah, I don't understand what that is.

00:18:40:13 - 00:19:22:08
Tanya Turner
It's just being able to be courageous, have courageous leadership to ask those questions because I pretty much think there's somebody else in the room has those questions. And like I said, these are just a couple, but not all. Relational is very important. Relational being, if you're touching something from an HR standpoint, not only do you have to have the knowledge in HR, like the body's just nice to have credentials and certification, but if you have that experience where you can lead the business and mitigate that risk and navigate and still think about the duality of the business as well as the individual is a great balance to have.

00:19:22:10 - 00:19:28:17
Tanya Turner
Now, while I mentioned a couple of things, that's not everything, but those are the things that resonate top of mind.

00:19:28:19 - 00:19:58:06
Mike O'Neill
You know, when we were talking before scheduling this recording, we discussed several possible topics. I wanted to start from the perspective of who you are, how you're naturally wired, and how you embrace that to be an effective leader. I kind of like to move into another area, and that is, I bring up HR. That's kind of my background as you well know, but seems as if there's a lot of misunderstanding about HR.

00:19:58:08 - 00:20:18:21
Mike O'Neill
And one of the things we talked about is how does what is it that we could talk about that might would open up people's eyes about HR and said differently if we if you were given up to to demystify HR, what might be the things that you would share with our viewers and listeners that would help open up their eyes to HR?

00:20:18:23 - 00:20:48:11
Tanya Turner
Well, HR definitely is not the Green Mile. It's not just where a place where people get hired and fired. HR is a firm foundation. When I think about hashtag Better Me, which means training and development coaching. 360 coaching feedback. The 70 2010 on the job learning is 70%, the 20% is the coaching and the feedback, the mentors and the 10% is the training.

00:20:48:13 - 00:21:07:20
Tanya Turner
It is really taking it. Introspection from within to really start thinking about if you started your role. What am I gifts and not talent? Some people really don't know what they are until they've been exercised and they've been exposed. And so let me share with you not exposed to the degree like Mike, this is your tough. No.

00:21:07:20 - 00:21:40:19
Tanya Turner
It's like I did not know that I have this gift. So an example would be when I first started in HR, I knew nothing about HR. What I knew about was customer service. And so I was like, well, HR, not first you really want to go because that's the stories that I heard within. I started realizing as I got into HR, my manager put me into new hire orientation, and while I have my degree in journalism, I still was, you know, I didn't have the confidence and the wherewithal about doing training and developing.

00:21:40:21 - 00:22:04:08
Tanya Turner
And she saw something in me and she was in HR. And what she did is she multiplied it hmhm it put me in that space, gave me fertile soil. Because when you think about good sea planet and good soil can't be planted in soil, it's not good because it will not sprout, it will not grow, it will not grow into this beautiful oak sturdy tree.

00:22:04:10 - 00:22:28:15
Tanya Turner
Unless you have a person who is willing to not only just plant good seeds, but to water it, to look at the environment, to control, to preplan. And when I think about the role of human resources, I think that it's not seen as it's like paper pushing personnel people. I tell you what to do. Your order taker is far from that.

00:22:28:17 - 00:22:53:15
Tanya Turner
It is life impacting. It is a place that you can go and you can leave out a different version of yourself is rediscovering that. You know what I'm seeing on her? I matter, what I'm bringing to the table is unlike anything else that anybody else can bring. And what they're also seeing is that if you happen to be an introvert, then you can leverage that in the appropriate way.

00:22:53:15 - 00:23:17:13
Tanya Turner
Like, how do you navigate the nuances of when your introvert spirit or your introvert soul is in spaces and you're overwhelmed? How can you leverage that through presentation when you get nervous? Because we all get nervous, how can you make that work for yourself? So when I think about HR, I want to I want I want to take away the thing and say H.R.

00:23:17:13 - 00:23:44:03
Tanya Turner
Stands for Home Run. Right? Means you're going to hit a home run. If you swim in your lane because you're supposed to be, and what they're supposed to do is cultivate that attitude and that cultivation is different and situational for every individual. That's what I think of human resources. That is life impacting, life altering. It starts from the start of when we recruit you to when you are here in the organization.

00:23:44:03 - 00:24:09:11
Tanya Turner
And what is the residue that we leave when you decide to go somewhere else? We hope you don't go anywhere else. But if you're growing your career, not a job that sometimes that means you do leave. And you know what? We celebrate your career endeavors because when you look back, you can actually say to yourself, South, I really I really got a lot out of being in that space with that person.

00:24:09:11 - 00:24:12:06
Tanya Turner
And at that organization.

00:24:12:08 - 00:24:27:03
Mike O'Neill
You know, Tanya, as you're helping us and demystify HR, would you be willing to share an example about in your own life where perhaps you got stuck and when that happened, what did you do to get unstuck?

00:24:27:05 - 00:24:44:21
Tanya Turner
Well, I'm going to I'm going to take it all the way back when I, when I first got into human resources, I always wanted to go back to school to get my MBA. But at that time, you know, I'm a single mother. And I was saying to myself, I don't know if I could really afford to go back or do I have the time to go back?

00:24:44:23 - 00:25:08:19
Tanya Turner
And I was stuck because what I wanted to do was further my education and possibly get my add some additional credentials, but I wasn't sure if I was making the right decision from a financial perspective. Was I just doing it, just to be doing it, or was I doing it for the marketability? So I started just kind of researching what makes sense to me and what I started to realize.

00:25:08:19 - 00:25:32:15
Tanya Turner
When I first register for class, I was like, wow, I became unstuck, Mike. When I realized I went to school at the perfect time, because if I had gone to school prior to, I didn't have the experience personally and professionally. I didn't have the maturity. And when I talk about maturity, I'm talking about the experiences to help sustain you.

00:25:32:15 - 00:25:56:22
Tanya Turner
When you do go to school, you have relevant examples. You're more mature, your writing style is more foundational. You understand about audience. You understand about tweaking. You understand about how to write your papers because you've had that experience doing it and you've had the course correction. So when I went back to school and I was able to do that, I became unstuck because I was like, I love learning.

00:25:56:24 - 00:26:16:06
Tanya Turner
I realized that, and I love sharing my learnings with other individuals. So I was stuck in the fact that I thought that I was limited about what I could do. My mindset wasn't looking around the corner of me getting my diploma or what it could afford for me. I was just in the right now, like, oh, I should just keep my head down.

00:26:16:06 - 00:26:38:01
Tanya Turner
I should be doing this. That's a lot of work. But sometimes greatness, sometimes the moment. Remember we talked about that soil, sometimes expanding your reach and having those root systems and where you reaching for the water for the additional is that that will require for you to be a different version of yourself. I'm so grateful that people encouraged me to do it.

00:26:38:03 - 00:27:04:15
Tanya Turner
I'm grateful that people supported me while I was doing it, and even equally happy that my daughter saw that I could do it as she watched me walk across the stage to get my degree. And what it shows is perseverance and also belief in yourself and believing who you are. That to me can get you unstuck. And it is nothing like having a foundation of people who believe in you that's so important.

00:27:04:15 - 00:27:05:22
Tanya Turner
It is so key.

00:27:05:24 - 00:27:37:10
Mike O'Neill
I love what you said and that is to get unstuck. You have to believe in yourself, to believe who you are. And there are times you just need perseverance to power through it. And you know, we've been talking about the professional Bajar. Yes, we do have a lot of H.R. Leaders who listen to this podcast, but we also have business owners and business leaders, who are saying, I like to build to embrace HR in and new ways.

00:27:37:12 - 00:27:51:22
Mike O'Neill
From that perspective, if you are advising a business leader about how they can utilize HR in new ways, that really add value, what would you encourage them to start doing?

00:27:51:24 - 00:28:18:06
Tanya Turner
I would encourage them to start inviting human resources to the table more often. When they're making decisions, a different perspective can offer greater reward. HR is not like the door stopper in the door, like, oh, I'm just here to. It's not that it has so much value. Just like we talked about when the plant is watered, you will get so much far greater return.

00:28:18:06 - 00:28:54:11
Tanya Turner
So number one, inviting your team to the table where it's normal, is natural, is a part of the DNA that that person is invited to every meeting because they touch a lot of your human capital, which is a great portion of the reason why you are in business. And to me, I feel that, managers and business owners should start socializing the many benefits that HR offers and allowing individuals to understand the plethora of resources i.e. employee assistance programs.

00:28:54:13 - 00:29:27:14
Tanya Turner
You know, how do you get promoted allowing HR to do more that the teaching. So it'll be more relational. and then also supporting them when they're doing the employee engagement activities and bowling events, the spotlights, celebrating those moments, whatever that looks like, and become more of an advocate and developing more trust with your H.R. Professional and finding out how you can have commonality.

00:29:27:14 - 00:29:54:14
Tanya Turner
I did not say that we're going to always agree, but when you want to have a person in the room, that's not always saying yes. And to challenge you of your perspective and still leave the relationship intact with respect. So I say invite them in early and often. I say, have a great relationship. Encourage your staff to go speak to human resources because when you're being a good leader, you should have no problem with somebody.

00:29:54:14 - 00:30:12:19
Tanya Turner
Say, I can't believe that you went and spoke to HR. Like, that's a place where they're not supposed to go and speak about certain things. It should be like, I welcome you to go speak to HR, because guess what? If I am doing everything that I'm supposed to be doing and I am being a good leader, and what that means is I'm doing the right thing.

00:30:12:19 - 00:30:48:21
Tanya Turner
I'm treating people fair. I'm treating them consistently. I'm speaking to people with kindness and respect and treating people like they are saying valued her. I am maximizing your career. I'm not just doing it for one person that I'm like, I'm doing it for everybody. Even the person who's not doing so well, they can have a turnaround too. So it's really looking at human resources differently, not through rose colored glasses, not through the bad experiences that you had, but through a totally different lens of inclusion and belonging.

00:30:48:23 - 00:31:16:16
Mike O'Neill
I'm sitting here just smiling because not only did your eyes light up, your whole demeanor lit up when I asked the unscripted question, what should leaders be doing? Key leaders to better utilize HR and you gave us some great examples. You know, we've had a pretty far ranging conversation. It started off about how does an interpreted HR leader embrace that and be effective.

00:31:16:16 - 00:31:46:17
Mike O'Neill
And you wanted out how that might would work. We talked about how to demystify what HR is all about, and we kind of kind of closed with why HR can be an integral part, why they should be at the table. and that by doing so, it can make a huge difference in getting the right things done in the organization as you kind of reflect on what we've talked about in this conversation, what do you want to be the takeaways?

00:31:46:19 - 00:32:11:04
Tanya Turner
Yes, that was a lot of good information. Here's a couple of things that I want to take away is our share with your listeners. Is that wherever you go, the one thing that I encourage everyone to do, and this is not just about HR speak, this is just about who you are as a person. I encourage you to stir up your unique gifts and talents.

00:32:11:06 - 00:32:29:04
Tanya Turner
I encourage you to swim in the lane that you were designated to swim, because the only person who could do it would be you. an open mind is not going to open or walk through a closed door, so you have to keep your mind open about the possibilities, things that you would never think that you can do.

00:32:29:06 - 00:32:56:03
Tanya Turner
Here's a couple of hashtags that I want to leave you with and a couple other thoughts is, basically hashtag blown because you always got to be blooming hashtag growth mindset. Because if you do your introspection work in your shadow work, you will be better than you were yesterday, tomorrow, next year, and even a month after. And get into the thought process that when you think about yourself that I matter.

00:32:56:09 - 00:33:19:09
Tanya Turner
Meaning I'm never going to settle for mediocrity in my life. Remember I talked about going back to school? I had to remember I'm allergic to average. I want to be better than I was yesterday and I'm also allergic to being mediocre. so even if I made a mistake, maybe today was not a great day. I gave it 2,000%.

00:33:19:11 - 00:33:39:08
Tanya Turner
So like, again, nobody can do what you do. Every person in the organization, it even if you have your own business, they matter. Look for those rising stars, water that individual because they will never forget how much you poured into them. They will always remember this. Somebody saw them, saw the best in them, not the mistakes in them.

00:33:39:10 - 00:33:46:14
Tanya Turner
Not because they you thought they did mediocre work, but you saw rising potential.

00:33:46:16 - 00:34:00:03
Mike O'Neill
So beautifully said. Thank you so much for sharing not only your expertise, but just who you are naturally. And the passion comes through loud and clear. Thanks again.

00:34:00:05 - 00:34:03:17
Tanya Turner
You're welcome. Thank you for having me. I appreciate you.

00:34:03:19 - 00:34:29:10
Mike O'Neill
I've got a question for our listeners. Are people following you because they have to or because they want to? You know, as a leadership coach, I work with executives who have a track record of success behind them, but they're now feeling stuck. They're frustrated because they're finding that with each level of success that follows, the bar is set even higher, or they're discouraged because what worked in the past is no longer working.

00:34:29:12 - 00:34:58:11
Mike O'Neill
So I have found that my clients, despite all of their success in the past, they're lacking the clarity and the competence to make the decisions needed to get to that next level. So if feeling stuck describes you or someone you know, let's talk head over to bench Dash builders dot to schedule a call. So I want to thank you again for joining us, and I hope you have picked up on some quick wins from Tanya that will help you get unstuck and on target.

00:35:00:01 - 00:35:04:01
Tanya Turner
Thank you for joining us for this episode of Get Unstuck and on Target.

00:35:04:03 - 00:35:24:16
Tanya Turner
I hope you gain insights to help you lead with competence and drive your organization forward. Remember it, Bench builders. We're committed to your success, your leadership excellence, and your strategic growth. If you've enjoyed our conversation today, please leave a review rate and subscribe to keep up with our latest episode.

00:35:25:00 - 00:35:29:00
Tanya Turner
This show really grows when listeners like you share it with others.

00:35:28:24 - 00:35:32:12
Tanya Turner
Who do you know? Who needs to hear what we talked about today?

00:35:32:21 - 00:35:40:01
Tanya Turner
Until next time, I encourage you to stay. Focus on the target and continue to break new ground on your leadership path.