Episode 19 - Business Growth and Smart Leadership with Libby DeLucien and Martha Woodward

[00:00:00] I lost my screen. Okay, so we are live. Hey everybody, it's Libby with Fearlessness. What is

[00:00:06] Fearlessness? Well, it's that underlying grit that empowers us entrepreneurs to keep forging ahead.

[00:00:12] Even when hope seems distant and far away, it's the courage to walk through those fires of hell

[00:00:18] knowing that we'll come out stronger and better on the other side. Stay tuned and learn how

[00:00:24] to get Fearlessness. I'm your host Libby DeLucien and I have a very special guest. I say that

[00:00:32] every time, but you are a very special guest, Martha Woodroad. Why don't you introduce yourself

[00:00:39] and tell us a little bit about what you do. Okay, well my name is Martha Woodward and I

[00:00:47] I started in healthcare. I worked in healthcare for about 20 years. I got tired of the bureaucracy

[00:00:55] in healthcare and I had had as a consumer, I had had Marymaids clean my house and then I moved

[00:01:06] and there was nobody but independent and long story short, got tired of bureaucracy, thought

[00:01:13] I'm going to open my own business and I opened a cleaning business which I knew zero about cleaning.

[00:01:22] I just knew that I loved walking into a clean house. So and I really was impressed with the

[00:01:31] systems that Marymaid used, you know even as a consumer and not at all thinking about

[00:01:39] thinking about that industry, I did notice the different things that they did and I know they're

[00:01:47] kind of now that I'm in the cleaning industry or was, I know that is franchises aren't necessarily

[00:01:56] thought of well but I had a great experience and I think it just depends on who's running them.

[00:02:04] But anyway, so I opened my own cleaning business. I live in a town of 8,000 people so

[00:02:12] the town was where you started? Yes, it was we've actually shrunk a little so

[00:02:20] it might have been 10,000 back when I started and all I did but you know what's crazy is

[00:02:28] we ran two teams here, two teams of three at the time and so yeah I feel like we kind of capitalized on

[00:02:40] who was eligible to buy our services. We capitalized on that but it was you know it was kind of a

[00:02:49] safety net because in a way I mean you know they were my friends they were people that I'd

[00:02:56] met through the chamber from my hospital days and so I cut my teeth on local friends and now I'll just

[00:03:07] I go back and say I'm so sorry you know because at that point in time I did not know what I was

[00:03:16] doing in any way as far as leadership yeah so we expanded to a town that was 50 miles away.

[00:03:26] I eventually shut down so I didn't have to operate in two states. I shut down the little one and

[00:03:36] ended up with one branch that was 50 miles away and then another one that was about 100 miles away

[00:03:44] and you know that's where I grew up so I was familiar and yeah so I had to learn early early on

[00:03:54] how to not be there every minute of the day but it took a while. Yeah and then so now what do you do?

[00:04:03] Yeah now I sit at my desk at my high low table isn't working anymore. I'm so bad my stand-up desk quit

[00:04:14] and I do behind the scenes like working with quality driven. I own that and I work with the

[00:04:24] development team and support and plan events we were just talking about that and just working on

[00:04:34] where we're going in the future. Awesome so we love QDS by the way we are user organized at my service

[00:04:41] company as a user and it's funny how we always talk about our cleaning company we forget about

[00:04:46] oh yeah I do this by the way too. So I find it really interesting how yes sometimes

[00:04:55] franchise can be the dirty word within like owner operator businesses or even small to medium-sized

[00:05:04] service-based businesses because we compete against those franchises but I don't think

[00:05:08] all like I owning wood recruit we've been doing recruiting for franchises

[00:05:14] and you see some really well fair ran franchises versus like you see some really not great ones

[00:05:21] that take advantage of the franchisees so I really do think they have evolved and there's

[00:05:26] some great franchises out there that people could take advantage of you know versus they're

[00:05:33] all bad it's not all a dirty word. Right I want to break into some questions and I love your story

[00:05:42] about opening one location in a small town closing it down opening 100 miles away

[00:05:50] I'm doing kind of the same thing I went back to my hometown and we're opening

[00:05:54] a second location in that town because I have that support to try it as far as people help me

[00:06:00] launch it to do interviews to hire um I would say through that journey what do you think was your

[00:06:08] your biggest lesson when it comes to even just you said you didn't even have the leadership skills

[00:06:15] what was what is the story that comes to like one of your biggest lessons and and having to learn

[00:06:20] that the hard way. You know and it's funny because I thought I did I was supervising a department

[00:06:28] that you know we had 30 employees and so I thought I had those skills and I had a masters in business so

[00:06:39] I thought I had those skills but what I didn't realize and appreciate is that the the people

[00:06:49] that I was used to leading um and this is not to degrade or diminish the people that we hire in

[00:06:59] the cleaning business at all but the people I was hiring you know were recruited sometimes from

[00:07:06] other states and they came in with a professional degree meaning that they had really already shown

[00:07:14] that they were motivated and self-directed and all those things and so I really you know I didn't

[00:07:22] appreciate that enough so when I opened the cleaning business I wanted to be a flexible and fair boss

[00:07:34] and I did go in the cleaning business thinking I was going to give the employees an awesome

[00:07:42] opportunity that I was hoping to be like their best boss they'd ever had well

[00:07:50] what I did not realize is that you can't come in with very few boundaries and just allow people

[00:08:01] to make great decisions because uh that did not happen that did not happen and it really took me

[00:08:10] I had to say it took me about three years to figure out that the problem was absolutely me

[00:08:22] um and I tell the story of it was the week of Thanksgiving or maybe the week before but busy

[00:08:31] busy time I had an ill parent I was out of the office and I get a phone call from one of my

[00:08:40] employees and I still refer to her in this day she was kind of my bully employee she was running the

[00:08:46] show but I was letting her and I answered the phone and she starts telling me when she can and

[00:08:56] can't work that week of Thanksgiving now we're talking you know it's a long time ago but it was

[00:09:04] like we're talking just a few days in the future for Thanksgiving week and I remember my mouth like

[00:09:12] falling open on the who the hell is in charge here and then I had to laugh and think well not

[00:09:20] you you know and that honestly I can still remember her name I can remember exactly where it was

[00:09:28] and that honestly was the draw the line in the sand like I'm walking into my parents house and I was

[00:09:37] like you got to get it together and uh from that point forward I really was a changed person

[00:09:45] and so I you got it I gotta thank that girl and um is she really you know when somebody pushes you far

[00:09:55] enough then most of the time there's a point your breaking point and then that's when you're

[00:10:03] not going to take it anymore and that's what I had to go through so it's a great lesson

[00:10:11] yeah it was a it was a really good lesson um and you know I I just saw this topic come up literally

[00:10:18] today in Facebook like someone keeps calling out calling out and what do I do what do I do

[00:10:25] yeah and it's it's kind of like one of those things where I think you got to kind of get

[00:10:29] pushed around a little bit as the business owner uh and then you know I I answered her

[00:10:35] in Facebook and I was kind of like you know this is not so much a culture thing I mean it is

[00:10:40] but I'm talking like to talk to yourself through it why it's like you have to ask yourself

[00:10:47] why am I letting this happen right why am I not doing anything about it yeah and who's

[00:10:53] running the business currently like just to stand back and ask yourself those things those are

[00:10:58] more of a leadership like why am I letting this happen right and you know I've talked to lots of

[00:11:05] people and a lot of people have this exact problem and it's there's a lot of fear you know there's

[00:11:16] just a ton of fear because as a business owner you know you need people to do the numbers and

[00:11:26] so there's just so much fear behind letting people go and having that empty slot and then of course

[00:11:34] that's where root recruit comes in that you don't get there you know but um back when this was happening

[00:11:44] to me that wasn't a normal thing to always be feeling your you know if you feel like

[00:11:51] before you ever have it yeah and um so I mean that's definitely one of the things I learned

[00:11:58] from that is that it was going to have a bench and I had I started hiring for a prn position

[00:12:05] so that I always had that extra hand but you know also when you get over the fear

[00:12:17] of letting somebody go you just have to have that first one or two sacrificial lambs because

[00:12:27] that is that was the turning point for me is when you know after that aha moment I revamped my policies

[00:12:36] and I basically rewrote them to where I kept my best people in mind and I knew that

[00:12:44] I gotta use these policies these policies I have I have to use them so I spent time behind the scenes

[00:12:52] rewriting them and making them flexible enough that my best employees could stay employed and

[00:13:03] the other ones well if you don't you don't and and so I always try to tell people it's better

[00:13:13] if you have lax policies that you actually follow through than to have strict policies that you just

[00:13:22] never have an ostrich put your head in the sand and when you think when you're ignoring it

[00:13:29] do not begin to think that your other employees are ignoring it they know you're letting people

[00:13:36] blow through that well I think it also you don't think this as the owner when this happens

[00:13:42] but it also shows instability in the company because people don't know oh are they gonna

[00:13:50] enforce this are they not am I gonna get in trouble well she didn't so I can do it too

[00:13:54] and so it shows instability in your company and the like one of the things that employees want the

[00:14:01] most is that feeling of stability and so it shows that instability I also think as you were talking

[00:14:10] through that I'm rereading I'm actually I'm not reading I'm studying the book because I've read

[00:14:16] it like four times now I'm studying it so I'm actually like really researching and thinking

[00:14:22] it through is the think and grow rich and in that book they talk about how certain things happen to you

[00:14:29] and they could be irrelevant because you didn't have the maturity level at the time

[00:14:34] to understand it when it happened and then it will happen again or again and again

[00:14:40] and then you take it a different way because you've either aged or you've become more mature

[00:14:47] and I think that philosophy there is so true in leadership

[00:14:53] yeah I agree I'm sure I had a similar situation before that day it's just that

[00:15:05] you get chipped away chipped away chipped away and so when that hit and it could have been

[00:15:12] that like I say I know I had a parent sick I mean really sick and so it could have been that

[00:15:21] you know vulnerability was just raw and it was just the right time and place and it was

[00:15:29] you know it was like okay I've had it I've done but you know I do think there's just

[00:15:37] so much fear around letting people go and having those open positions but

[00:15:44] my one thing that I learned is over time you'll have client creep this is what I call it and

[00:15:53] you know when that happened it forced me to go and say all right who do we have as an outlier

[00:16:03] in our service area or maybe we used to serve that area and now we've shrunk it you know you start

[00:16:12] looking at those not as profitable jobs or maybe you know even in my head like clients

[00:16:22] were on a point system and who skips all the time or who's monthly who's you start looking at

[00:16:31] all right I've got this situation I need to pare down and it forces you to get more lean and mean

[00:16:41] you know with who you're servicing so it's not a fear that can't be solved it's just it is scary

[00:16:51] and like you say it's really one of those I always equate it to the mass low hierarchy of needs I mean

[00:17:00] once you fulfilled giving adequate pay for an employee then being able to trust you

[00:17:09] being consistent and reliable and making them feel safe I mean that's right above

[00:17:16] meeting their financial needs so absolutely um so that was one of your biggest kind of lessons

[00:17:28] what would you say one of your proudest moments in businesses or was well I got you know I built

[00:17:36] the business to where it did not it didn't need me physically there which is good and bad because

[00:17:46] you know we talked beforehand I like that's how I got into like all the contests and the monthly

[00:17:55] activities and those kind of things because that's just the way my brain works is I like that stuff

[00:18:01] so as I got less involved somebody else had to carry that through but I would definitely say for me

[00:18:09] um at the time that I got that phone call we weren't measuring quality but if I were to have measured

[00:18:18] quality at that time uh I mean there was a reason we didn't measure quality because it was bad it was

[00:18:25] really bad and um when we first started measuring we were like uh 2.8 out of four we were on a

[00:18:36] four scale at that time and you know we evolved to where you were basically getting fired if you

[00:18:45] fell below a 3.65 towards the later years so I would say what I'm most proud of is that

[00:18:54] we absolutely turned all that around and you know I I employed people who were

[00:19:04] self-directed self-motivated they delivered 98% customer satisfaction and needed very little

[00:19:14] guidance from certainly me and even the office and uh so and that's a model that a lot of people

[00:19:23] can't ever achieve and so my staff they were great and but it all was from putting the right parameters

[00:19:36] in place and then you know being intentional about rewards and recognition and things like that

[00:19:44] so I I'm very proud of that awesome um I really think that I love the quality you know I think sometimes

[00:19:55] we're scared to ask our customers kind of feedback and quality we're even scared to ask our employees

[00:20:01] feedback right yes because we're scared of the answer I think only because it's an

[00:20:09] unknown it's kind of like going back to firing like we're we're we're scared to fire because we

[00:20:14] don't know what's gonna happen are they gonna leave us a bad review are they gonna slander us

[00:20:17] are they still our customers and so you know yeah when it comes to making big decisions or risk

[00:20:24] management how do you balance risk and reward of making that bold decision in your business

[00:20:32] so I guess I asked myself what if I don't do it what's going to happen

[00:20:40] and then what's the worst that's gonna happen if I do do it and so at that time where

[00:20:48] it was actually a little bit after that drawing the line in the sand I filled in for my office

[00:20:56] manager was on vacation and this is when we were so smaller and I filled in at the office

[00:21:04] and our quality was still bad um and this is when I started surveying if the caller ID said

[00:21:16] current you know as a current client and particularly if it's the day that we service them or the

[00:21:22] day after and I was filling in at the office I quickly learned that this is not good this is

[00:21:30] not good that you know you didn't want to answer the phone and I mean luckily I have to work in

[00:21:37] there very often but that was my aha moment to start surveying and I remember when I first started

[00:21:47] surveying I did not want to do it I didn't want to do it for a couple reasons one one of our core

[00:21:54] values is where we were no hassle service and to me surveys are a hassle but I also knew that

[00:22:02] I had to have this information if I'm going to give them better service I have to know what

[00:22:09] they're thinking and so I'm I'm glad that I was able to reason with myself that by me asking

[00:22:23] whether it be the client or the employee by me asking their satisfaction level I am not

[00:22:31] influencing them one way or another I'm just asking and whether it be your client

[00:22:38] or your employee they are telling everybody what they think so why would I not want to know

[00:22:48] what they're telling people so I can do something about it and so yeah I it was it was super scary

[00:22:56] to start and our when we started the spin wheel for contests I think I think I wanted a 3.3 out of 4

[00:23:10] and that was bonus level and like I say we evolved to where you weren't spending that

[00:23:16] wheel until you had at least a 3.7 or 8 you know but you got to start somewhere

[00:23:24] and and I mean if anybody ever needs any help with that it really is looking at your current numbers

[00:23:33] and then taking that top percentage and then that's where you want to put your baseline and if your

[00:23:39] baseline is a 3.3 for excellence at that point in time then that's where you start because somebody's

[00:23:50] got to win you can't do a program like that where nobody wins yeah absolutely and I think that it also

[00:23:57] gives your employees a great perspective and you like let's put the employees aside but gives the

[00:24:04] owner's great perspective on is their service as good as they think it is I think sometimes we

[00:24:09] don't want to ask because we don't want that fake those rose colored glasses to come off

[00:24:14] right because it is your baby it is our baby we put so much work into it in time and

[00:24:20] we we think it's great but is it as great as we think it is

[00:24:24] yeah and that's a hard reality to face so I think serving open and honesty communication

[00:24:31] I don't think we could communicate enough with our employees or customers that's what I say too

[00:24:36] you can't over communicate you just you just you're not going to air in a bad way that way

[00:24:43] might take more time than you need to take but it yeah it's communication is probably one of the biggest

[00:24:52] problems that I see and I'm sure you see oh absolutely um so I want to move on to my next

[00:25:01] question and I think this is a fun question to ask all entrepreneurs especially you know you had

[00:25:06] your service business you sold it now you have and you've had the software you still have it

[00:25:13] yeah but um how do you stay motivated to continue to innovate and keep pushing forward

[00:25:21] what do you find that keeps you motivated or or driven or passionate yeah it's hard so

[00:25:32] my husband and I were just talking about this when when I took that hospital job here

[00:25:38] my former boss wrote on my interview itchy feet and you know I found that out years later

[00:25:48] but and I remember I was offended I was like what and um that's very true for me I am uh

[00:25:56] I like I like new and shiny objects uh yeah and so that's hard um and I will say I will admit

[00:26:11] that I went through a period with quality driven that it's like I'm not you couldn't get in the

[00:26:22] rabbit hole I mean just like people that I talked to that are in the rabbit hole of just feeling

[00:26:30] horrible about their employees and their business you know I can get in the rabbit hole about

[00:26:36] feeling like I'm not doing this or I'm not doing this and you know a lot of it is comparing

[00:26:44] yourself to others because it's we've all had this experience where we're meeting ourselves up

[00:26:54] and then for whatever reason you get some feedback from somebody and they're just like

[00:27:01] oh my gosh I think you are such and such and such and you're like really you know

[00:27:08] like I don't see that at all so I feel like we can be absolutely our own worst critic

[00:27:16] but as far as staying energized quite frankly for me I've got to keep goals

[00:27:28] that excite me that I'm working on I mean it can't be just

[00:27:34] because for me it can't be just money goal I'm not a big I'm not I like money but that's not

[00:27:42] it's not like my top motivator now I will say this the closer that my husband and I get to

[00:27:50] retiring I am more and more money motivated because you know yeah you know at one point

[00:27:59] we want to live off that and so and thank goodness he's got one of those jobs you put it away and save

[00:28:11] but for me I'm putting it in other businesses and but yeah I like I like new projects and I have

[00:28:22] to really watch myself on new projects so I would tell you like I probably don't have that figured out

[00:28:30] and I just like anybody I go through those periods of time where I'm like

[00:28:38] so I just it's pretty imperative for me that I'm working towards a goal line of like right now

[00:28:47] we're working to try to get something new out for quality driven

[00:28:54] you know I've got I've got goals for other parts of what I do and so to feel like I've got

[00:29:07] new things is pretty important for me now one thing I have found though

[00:29:14] and another find the hard way is I'm not a good have 10 businesses at a time person

[00:29:26] I'm just not and I 10 I mean some people can do it well but I mean you seem to do it well

[00:29:36] but for me I definitely let I pick my favorite and the others are stepchildren and I just

[00:29:50] and honestly that's why I made the decision about the cleaning business is because

[00:29:56] I truly felt like I was no longer giving my staff the time and energy that they deserved

[00:30:08] my office manager had moved remote as well and she was remote the last two years

[00:30:15] that we were operating and we still did really well but yeah I there was just a lot of guilt around

[00:30:26] not giving that business the care that I felt like it needed now a funny thing about that is

[00:30:34] when I did when I did decide to that I wasn't going to have that business anymore then

[00:30:44] when I left and I told the employees you know it was just like this is the best place I've ever

[00:30:54] worked or you're the best boss I've ever had and mother and the stories I told him my head

[00:31:01] was that I sucked yeah and I was doing terrible and and you know funny thing is

[00:31:08] I felt that way with the clients as well because I knew I wasn't doing you know I used to be so good

[00:31:15] about client newsletters employee newsletter you know all of the things and so when I told

[00:31:22] the clients same thing like I've tried all the services and you guys are by far the best and

[00:31:30] all these things so after all that came back there was a moment I thought well I guess I should

[00:31:38] cuss but oh you can cuss on this okay well I thought well shit I should have not done that

[00:31:44] you know

[00:31:49] sure we got a lot of five stars and stuff but the only thing you're paying attention to are

[00:31:54] the mistakes oh my gosh so learning lesson for all I mean I was really I was really beating

[00:32:04] myself up and I don't lose sleep and I was losing some sleep over just feeling like I was doing them

[00:32:12] a disservice and it turned out I actually wasn't but I still made the right decision for me

[00:32:21] yeah but yeah it maybe I would have delayed it I don't know yeah it's funny I think we get in

[00:32:30] our own heads you know that imposter syndrome we talk about it often here you know if I feel

[00:32:37] like we all still have it to a certain degree but you have to have the exercises the the daily

[00:32:43] rituals to get you through every day of that because that will probably keep us stuck more

[00:32:50] than anything yeah I love that story so you know my last question is any advice or tips for that

[00:32:59] young entrepreneur or advice to your the young version of Martha right um what would you

[00:33:06] have done differently like what what what do you wish you could go back and tell yourself or what

[00:33:11] could you tell some young entrepreneurs that may be struggling um when it comes to anything

[00:33:17] at the end of the day it's a lot of mindset when it comes to being an entrepreneur um yeah

[00:33:23] uh you know my early days and I still do this to some degree but I kind of kept my problems into

[00:33:36] myself and you know I sit here thinking if I would have been more forthcoming with even

[00:33:45] just a small peer group and said all right here are the problems I'm having and I don't you know it

[00:33:53] could have been because I didn't feel like the people I was with really had the answer to that

[00:34:00] and maybe because I think we all were kind of struggling but I I would guess

[00:34:06] that probably my pride got in the way of me telling the full story of you guys this is how bad it was

[00:34:17] and then I should have asked for help is where I'm going and uh I I I should have asked for

[00:34:26] help and then when you get the help listen listen and take action yeah I like that I think when we're

[00:34:37] young we are so hardheaded yeah I think I don't know it goes back to the thinking girl rich book

[00:34:45] about how some people do not reach they cannot reach success it says in the book until late 40s

[00:34:52] to 50s because you don't have the maturity level yet to handle certain circumstances or understand

[00:35:00] the lesson um and so for the young people out there young versions of us um I don't think you

[00:35:07] have to necessarily be old to understand it it's just you don't you don't have the patience

[00:35:12] or appreciate the lesson at that age you know in the younger version and peer groups are absolutely

[00:35:21] amazing I think they're so popular now maybe they've always been um and it's just confiding

[00:35:30] in people who are going through the same thing right but there is one thing that I see about

[00:35:36] peer groups like and I'm talking mainly Facebook groups and stuff but there's one thing I see about

[00:35:42] them that I think it's very helpful and healthy to try to get some feedback but anytime you're

[00:35:54] it's at all hang you know the the people you the five people you hang around

[00:36:02] whatever that exact saying is you're the average of the five people you spend the most

[00:36:06] yes there you go and what I see sometimes in those Facebook groups is just sure it's great to have

[00:36:13] people commiserate with you but if that's all that you do is just commiserate with each other

[00:36:23] that's a terrible place to live because it's not action oriented and it just it sure it gives you

[00:36:31] the permission to continue to spiral or be in that hamster wheel but it doesn't get you out of it so

[00:36:42] get in listen and get out well you know that's a great topic because I think that

[00:36:49] it's one they can be dangerous because they allow you to vent but if all you do is vent it becomes

[00:36:56] negative or you fall you fall into that negativity of constantly complaining

[00:37:02] yeah because you have somebody listening but then I'm not taking action

[00:37:07] and I also think and a whole bunch of mentors are gonna kill me when I say this but

[00:37:13] you know Jonathan actually said this to me Jonathan Potashnik you should be graduating

[00:37:18] out of your peer group you should be graduating past your coach because if you're not

[00:37:25] then is your coach coaching you right is your is the mastermind group really helping you if you're

[00:37:31] just staying there and you're not up leveling or moving on to the next thing or the next thing

[00:37:36] or the next thing and I know that like I said some coaches are gonna kill me consultants

[00:37:41] are gonna kill me when I say that because but from from his standpoint I was like

[00:37:48] man and I was in his peer group right exactly a really humble thing to say like he goes to me

[00:37:55] it's an honor to see people move on because like I they've learned what I've got to give

[00:38:00] and now they have to move on to the next mentor

[00:38:03] um yeah and there's something yeah something to be said about that and you know to see

[00:38:10] people move on past like what what you know I've done or other people have done or coaches have

[00:38:15] done is just like a great feeling at honor to see like uh onto the next um so to wrap up Martha

[00:38:25] what is there anything in the works anything sexy or saucy for qts coming out maybe no yeah

[00:38:32] you have your events the event is coming up and um I'm super excited about that we already talked

[00:38:40] about that's that's a distraction for me for sure I mean I love to plan a party and so

[00:38:48] and I get the best of both worlds this year because Dom and Megan are doing the

[00:38:54] the speaker part and the topics and so I get to just do the fun stuff and so that's pretty

[00:39:01] awesome but yeah the the retreat will be great and we were talking about this will be my last one

[00:39:09] because just like you were just saying I think that's the same for conferences and uh I think that

[00:39:17] after a while people have evolved and they're looking for something new and so you know I kind

[00:39:26] of want to reinvent something different with somebody else and um but yeah because for me

[00:39:35] I kind of graduated from industry only conferences to all industries and then just like you were

[00:39:44] involved with like the sass side and you know you go to a lot of independent conferences

[00:39:55] I go to some and it's energizing to go and be a new like you don't know people there

[00:40:04] yes I think that's really but as far as what qts has in the works um so we are building

[00:40:13] more and more our HR module which I'll probably rename to people module because it's not really HR

[00:40:20] law module at all who likes HR and uh Jason cup and uh oh yeah actually just talking the other day

[00:40:28] yeah yeah and there's some other guy that's a HR guy but anyway um yeah that's not the part

[00:40:36] I like the data part and so we're building out a really cool dashboard that is going to give you

[00:40:44] a lot of metrics regarding you know length of employment all this stuff in cool calendar so

[00:40:52] can't say too much until we get it out there but it it was on my original vision for qts and

[00:41:02] it I think that original vision we've evolved we've keep evolving it but that will be met by the end of

[00:41:11] the year so that's awesome awesome it will make sure to put in the show notes ways for you to get in

[00:41:17] touch with Martha and also if you want to find out more about qts we'll have those links in the

[00:41:22] show notes well Martha I want to thank you for being a guest on the Fearlessness podcast

[00:41:26] and I want to thank our listeners for listening and if you guys want to find more episodes you can

[00:41:30] find them on LibbyD.com or the Fearlessness.com and that's a wrap guys for today's journey into the

[00:41:36] heart of Fearlessness remember every step is a move towards our own strengths and courage keep

[00:41:42] walking through those fires because on the other side lies a version of yourself that's unstoppable

[00:41:48] I'm Libby reminding you to embrace Fearlessness until next time stay brave stay bold and keep

[00:41:54] pushing forward