July 28, 2025 • 44 mins
In this episode, Keaton Turner begins by discussing foundational principles of leadership before introducing guest Justin Holmberg and his company, 540 Build. Set on a Sunday afternoon on the patio, the atmosphere is relaxed as Keaton opens the Per Diem Podcast Hotline, highlighting listener impact and engagement. He shares podcast reviews and milestones, encouraging further listener participation. The conversation shifts to leadership, with a focus on the principle that leaders eat last, emphasizing the significance of small actions and servant leadership as a lifestyle. Job opportunities at Turner Mining Group and Turner Staffing Group are discussed, and the episode concludes with updates and reflections on the podcast's journey.
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Episode Transcript
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(00:05):
Top of the morning to you, Keaton.
You know, I was thinking since, you've beensoliciting questions on leadership that, that I
would I'd send you a a video, asking what youthought one of the greatest foundational
principles of leadership is.
For example, some would say that, you know, afoundational basic foundational principle for
(00:31):
leadership is leading from the front or,leading by example.
So, anyways, just curious what you would say orwhat your thought is around that.
Oh, by the way, I was thinking the other day.
I haven't think I don't think I've ever seenyou do a shirtless video post or anything like
(00:54):
that.
(01:24):
Man, man, man.
This dude just keeps dropping bomb after bombwith these shirtless videos.
Unbelievable.
That is that is audio from my virtual friend, agood friend.
We've actually become I I feel like we'vebecome pen pals or virtual besties.
(01:47):
That's mister Justin Holmberg of five fortyBuild.
You guys hear me talk about him all the time.
He's got these he's got these wicked tattoos.
I love it.
But he he followed the directions and sent me ashirtless video with a question, and it's a
great question.
I'm gonna use it as the topic today.
Justin, thanks for the thanks for the video.
(02:08):
And he's he's drinking out of his per diempodcast coffee mug.
Looks looks phenomenal.
And I think that coffee mug actually matcheshis vibe well.
It's kinda got the viking it's kinda it's likethe old, you know, it's like the Viking vibe.
I'm just gonna call it that.
(02:29):
Welcome back to the Purdue and Podcast.
I'm Keaton Turner.
I am I'm sitting on my back patio on a Sundayafternoon.
I just poured a glass of rose, ice cold rose.
Let me take a drink of it.
Yeah.
It's amazing.
(02:50):
It's a bottle that followed us back fromChicago last week or earlier last week.
There are several things I wanna touch ontoday, and then I'm gonna get to mister mister
five forty builds video or his topic, kind ofleadership, foundational leadership principle
that comes to mind for me.
And and I didn't give it any thought.
(03:12):
I'm just gonna go off the cuff of what I thinkwhen I think of like a foundational leadership
principle.
And I'll get to that in a second.
First and foremost, I opened up the PurdiumPodcast Hotline phone today.
I finally got it back last night out of myother out of my Bronco.
It'd been sitting in there for a few days, thebetter part of a week, I bet, by now.
(03:36):
And, and, man, I was blown away with all themessages.
I I know I always say this, but but I'm gonnaread you a couple.
I got one, and this guy sent this message onFriday.
He said, Keaton, you often mention you hopeyou're fulfilling God's purpose, and I can
assure you that you are.
What an impactful ministry you've put togetherfor so many, but specifically men.
(04:00):
Men that work their hands and hearts to thebone.
Men that sacrifice and grind.
God is using you to breathe life into all ofus.
Your messages lately have been like a surgeoncutting into the heart of the matter.
It's your choice.
I think he's referring to the podcast.
It's your choice.
Dang, brother.
That hit me, but in a good way.
(04:20):
You've seen some of my story and it's been hardto own what I needed to.
But when I listened to that episode yesterday,it gave me fire to own what I need to and
continue pushing.
And today, you mentioned you weren't sure whyyou keep talking on these hard topics.
He goes on to say it's because it's needed.
I know you see it, but there are so many men,there are so many men that are dying inside
(04:45):
with the feeling of darkness.
The way God is using you to using you toarticulate hard stuff is a blessing, brother.
I'm grateful for our connection.
Happy Friday.
Next time, I'll send you a shirtless video.
David, I appreciate the message, man.
I really do.
I, you know, I I don't I I never reallyexpected the I never really expected this part
(05:09):
of the podcast, you know, where people I I lovethis hotline, by the way.
I love talking to people.
I texted them back.
I feel like, you know, we know each other andwe've never met.
To me, it's just really cool.
It's really cool that that some of you guys,excuse me, some of you guys are feeling the way
you do message after I bet you I had 10messages from people who thought I was talking
(05:33):
about them directly in the last few episodes.
I had one dude that got a little bit I'm notgonna call him out by name, but one dude got a
little bit spicy.
He he was like he was like, dude, I'm not a I'mnot a worthless employee.
Like, why are you he literally thought I wastalking about him.
(05:53):
You know, some of you guys have said, man, I Ifeel like you're talking about me or I feel
like you're talking directly to me.
Here's why that's interesting is because we allhave the same problems.
We all have the same challenges.
At least at least most of us men that arereally trying to grind and and we're assertive
and we're passionate and we're trying to buildthis life, this career, we're trying to build
(06:16):
our wealth, but build families, build, youknow, build something to be proud of, we all
have the same problems.
We have the same struggles.
We struggle with the same things.
And so the fact that I'm talking ingeneralizations most of the time with these
episodes, I'm very rarely talking about onespecific person.
It's usually a broad group of people.
(06:38):
The reason why you feel it connects to you isbecause it connects to tons of us.
I'm only talking about the things on thispodcast that I'm going through, that I've
witnessed, that I've seen firsthand, that I'velearned firsthand.
You know, I'm not I'm not talking about thingsthat I that I, you know, read in a book or chat
(07:00):
GPT has spit out to me.
These are like real things that I have gonethrough in life.
And so the fact that some of you guys resonatewith it, man, I I really I really appreciate
the heck out of it.
And so, David, thanks for your message,brother.
I've seen you do your posting.
David's been on LinkedIn doing some posting andand I've seen it.
(07:21):
I've seen it already working.
So so thank you for the message.
I did have I wanna share a couple really quickreviews.
We got a couple reviews on the podcast.
We're up to ninety nine five star reviews.
99 on the podcast app.
Who is going to be the hundredth person toreview the podcast?
(07:43):
Leave a review on the Apple podcast app.
So far, are 99 reviews and they're all fivestars.
So don't screw up our record.
Whoever's thinking about leaving a one or twostar review, don't screw us up.
We gotta get to a 105 stars.
But mister Tom Steele left me a review, and hesaid this is by far the best and most
(08:04):
fulfilling podcast I've ever listened to.
Keaton takes time daily to talk through the dayto day, whether it's wins or hard lessons of
his life.
Each episode, he manages to relate to eachlistener and encourages us to be leaders and
improve.
Appreciate that, Tom.
I really do.
I feel like lately, I've been yelling at youguys, especially with yesterday's episode on
the rant, you know, stop skipping steps.
(08:27):
I, you know, I don't ever want this to feellike I'm preaching or yelling.
These are just again, these are just thingsgoing through my life.
Mister Ace McCarthy two eight.
If you don't know anything about Ace McCarthy,man, he's one of the legends out there.
He's just as solid as they come.
I told the story of Ace buying dinner for ahuge room of people, and it was an expensive
(08:49):
dinner.
I'm a big fan of Ace.
I don't know you well enough.
I'd love to spend more time with you and get toknow you better.
But, Ace McCarthy at two eight Drilling, thePer Diem podcast is the best podcast I've come
across yet.
As a business owner, father, and Christian, I'malways looking for relevant podcast to invest
in myself.
This podcast does just that.
It's truly been an investment in myself.
(09:11):
Keaton's ability to articulate his experiencesinto life lessons is next level.
Ace, appreciate the words, but guys like youand me can't always articulate very well.
I struggle with I struggle with common Englishas a language and and grammar.
And so I don't use all the best words.
I don't sound all that intelligent.
(09:33):
Every time I listen to myself back on on theseepisodes, you know, I I look over at Shelby and
I'm like, I just sound like such a redneck.
It's hard to it's hard to hide the redneck.
Let me see.
I'll read one more here.
Powerstroke Justin.
Keaton does an excellent job dissecting complexissues.
His logic and experience really comes throughin the podcast.
(09:54):
It's basically the only podcast I listen toregularly.
Appreciate that, Justin.
One more.
Dead man back alive.
I don't know who chose that as a screen name,but that's a wild screen name.
I'm a dead man back alive too.
Thank the Lord.
Keaton, I've been a loyal listener sinceepisode 40 or something.
The podcast is worth more than the free 99 youcharge.
(10:18):
I I see what you did there.
There is there is life changing principles thatpeople would charge lots of money for.
Thank you for your desire to change theindustry.
That has changed so many of us outside theindustry along the way.
You're a blessing, sir.
Keep the faith.
Chase that man $24.07.
Really appreciate that.
Dead man back alive.
(10:39):
Really appreciate that.
For those of you guys that have not, and thenand we got, you know, review from Micah Tisver.
Micah is my boy.
We're gonna be together in a few weeks up inNapa.
Can't wait for that, Micah.
For those of you that listen regularly, thathave listened to more than five or 10 of these
(10:59):
episodes, If you've listened to 10 episodes ofa podcast, I would say you're a fan.
Otherwise, why have you listened to 10episodes?
And so if if you've listened to 10 or more andyou have not left a review or forwarded the
podcast to somebody or taken the time to make aLinkedIn or Facebook or Instagram post about
(11:23):
it, you're dead to me.
Just point blank period.
And there's a lot of you guys out there thatare dead to me.
But So, I do appreciate those of you that haveleft reviews.
I really do appreciate it.
Drink break.
My rose is gonna get warm if I don't drink itfast enough.
It is it's still like 95 degrees.
(11:43):
It's raining.
So humidity is 2000% today, up from 1,000yesterday here in the Midwest.
I'm getting ready to go split wood becausethat's what I do on Sundays when when I wanna
get an outdoor workout in.
So I'm gonna go split some wood.
What else did I wanna talk about?
Oh, I got I got a quick topic here before weget to mister five forty.
(12:08):
I got a quick topic.
I am doing a weekly I've decided to make thispart of this show a weekly segment, and it'll
be a very quick segment, but a weekly segmenton Turner Staffing Group opportunities.
Turner Staffing Group, for those of you thatare just catching up, it is our it's a staffing
(12:28):
company that I started with a couple guys, man,three years ago now.
And what we do is we connect legit people toeven more legit opportunities, job
opportunities all across the country.
And what we do, we have, I don't know, thirty,forty, 50,000 people in our applicant tracking
(12:51):
system ATS.
And these are people that have applied toeither work at Turner Mining Group or they've
shown interest in Turner Staffing Group andthey wanna get connected to a better job.
We have customers all over the country, notjust mining customers.
It's what people miss.
We've got construction companies, small generalcontractors, manufacturing companies, drilling
(13:13):
companies.
I mean, you go the the list goes on and on andon.
All kinds of different companies that we willeither do staffing for, which means you come to
work at Turner Staffing Group as a w twoemployee and we farm you out.
I'm using that as kind of a slang term.
We farm you out as a staff person to one of ourcustomers and and they they just pay us.
(13:38):
We pay your check every week, your paycheck.
You work for them.
You take direction from them, but you're anemployee of Turner Staffing Group, but under
the direction and management of our customer.
That's a staff role.
We also then do what we call direct place roleswhere we have a customer that needs an
employee.
(13:59):
They're looking for a specific type of guy.
Maybe it's a CFO.
Maybe it's a controller.
Maybe it's a drill operator.
Maybe it's a paving superintendent.
And they want one as their own employee, theirw two.
They want them long term.
They wanna hire them into their company and sothey hire our company to source legit people,
(14:20):
put them through an interview process, and thenpropose legit people to that company for them
to hire you.
That's called direct placement.
We get paid a fee.
So, if your salary is a $150, I'm gonna messthese numbers up.
But if you're a paving superintendent, yoursalary is a $150, we make a fee based on your
(14:41):
salary, one time fee.
I don't know exactly what the percentage is.
I think it differs by customer type, but wemake one time fee.
You don't pay anything to us.
The company that hires you pays something tous.
And then we get creative between the linesthere.
We can do temp to hire where you're a staffingperson.
You go work for a company for a while as aTurner Staffing Group person, and they wanna
(15:05):
test you out to see if they like you.
They fall in love with you because you're alegit employee.
After six months, they can say, hey, you knowwhat?
We wanna hire him directly.
We don't wanna work with Turner Staffing Groupanymore.
We don't wanna just hire Jimmy to be part ofour team.
They can do that.
No problem.
So we can get creative, but that's generally avery quick elevator pitch of what Turner
Staffing Group does.
(15:27):
Year to date, we've got, I don't know, over20,000 applications, across the two companies
year to date.
So we got a lot of people that we need to putin a lot of good jobs.
But I'm gonna tell you eight opportunitiesright now.
If you're looking for a new job, these werejust sent to me from mister Joe Lord.
(15:47):
Joe Lord is VP of sales at Turner StaffingGroup.
He's legit.
Reach out to Joe Lord.
I'll give you his phone number here at the endof this if you're interested.
There are eight opportunities, eight roles opencurrently.
Of course, we have way more than eight, butthese are the hot ones.
These are the ones that you could get hired totomorrow and be to work on Tuesday if you
(16:07):
wanted.
Of course, you know, there's some onboardingand, you know, documents and all that.
So maybe not Tuesday, but you could be to workvery quickly.
The first one, heavy civil project manager inAtlanta.
If you're in and around Atlanta or you want torelocate to Atlanta, heavy civil project
manager role is open.
(16:28):
This one's hot.
It's the Joe's got it listed as number one, sothat means they're looking for someone
immediately.
Number two, field service technicians in KansasCity and in Dallas.
I don't have all the details here on thesefolks, so don't ask me pay ranges and don't ask
me specifics.
I'm giving you what I got.
Kansas City and Dallas, if you wanna live inthose areas or wanna relocate, field service
(16:53):
technicians.
Number three, a paving project manager andforeman in Charleston, South Carolina.
If you're looking to be in Charleston, SouthCarolina, which is amazing place to be, by the
way, love Charleston.
Shout out Kewa Island, one the best keptsecrets on the plan, or at least it used to be.
(17:14):
It's not so much a secret anymore.
Paving project manager and foreman.
Number four, haul truck drivers and welders andmechanics in Southeastern Indiana.
I can't tell you who this one's for.
I know it's a great opportunity.
I do know that.
It's they're looking for haul truck drivers.
They need a bunch of them, and they're lookingfor welders and mechanics in Southeastern
(17:38):
Indiana.
Number five, pit and plant electricians inNortheastern Wyoming.
You could literally throw a dart toNortheastern Wyoming and pick one of three
companies.
They're all legit.
They're looking for pit and plant electriciansin Northeastern Wyoming.
(17:58):
And if you have to ask, you probably alreadyknow that's in coal country.
Great paying jobs.
Coal's back, baby.
So good opportunities up there.
Number six, this one is with Turner MiningGroup.
So you would come on and be an employee ofTurner Mining Group.
We have a long term mining contract in Ludlow,Vermont, and we're looking for operators,
(18:21):
equipment operators.
Don't ask me what kind, what size, what typebecause I don't exactly know.
But, you know, dozers, blades, productionloaders, production homing, of course, truck
drivers.
We're always looking for good truck drivers.
Ludlow, Vermont, those are Turner Mining Grouproles.
You would be an employee of Turner MiningGroup.
We are hiring in Vermont.
(18:43):
Number seven, mine engineer in SoutheasternArizona.
This is a direct placement role.
So you would go work for the mine owner.
This is not a Turner Mining Group role.
This is you you would work for name one of thebig mining companies in Arizona.
You would go work directly for them.
They're hiring a mine engineer.
(19:05):
We'll get you all the information if you'reinterested.
And the last one, in no specific order, butthis one I think is an unbelievable
opportunity.
If you're looking to be part of a I just lovethis team.
This is selfishly this is a Turner Mining Grouprole.
This is with a rock star team in WesternArizona, kind of, you know, Northern Arizona.
(19:31):
Rockstar team.
Adam, Woody, Dean.
I'm gonna I shouldn't even start saying names.
There's all kinds of names out there.
Troy, there's a bunch of there's a bunch oflegit people on this team and we're looking for
a mining engineer.
You would be a Turner Mining Group employee.
You'd be a mining engineer.
You'd be working on our brand new contract,restarting America's newest copper mine.
(19:56):
It's an awesome, awesome relationship with agreat customer, and we're really excited about
that one.
So if you're looking for any one of those eightthings that I just listed, Joe Lord is the guy
you wanna call his cell phone number.
And I'm just gonna say it because Joe is allthe time on the phone, so I'm sure he doesn't
care if I share it.
I didn't ask permission, but you know my style.
(20:18):
I tend to not like to do that.
His cell phone number is (262) 239-2432.
If you don't like to use the cell phone andyou'd rather email someone because you're more
formal that way, his email address isjoe.lord,lord,@turnerstaffing.com.
(20:38):
He'll have all the info for you on thoseopportunities.
Thanks, Joe, for doing the Lord's work,brother.
And Joe's one of the best in the business, bythe way.
Okay.
I know I'm talking really fast.
Give me a a brief pause so I can take anothersip of this rose.
Hold on.
Oh, man.
(20:59):
I don't know if there's anything better than afoggy cold glass of rose on a 2000% humidity
day.
Here's the topic.
The the the key leadership principle that comesto mind for me or the key leadership saying or
(21:23):
the thing that I you know, that generally comesto mind when I think of leaders.
And again, this is cliche, but this has beenplayed out.
I mean, these these leadership kind of buzzwordor slogans have been played out so much.
You can find a million books on leadership.
You can find a million theories on leadership,you know, lead from the bottom, lead from the
(21:44):
top, lead from the front, lead from the back,you know, servant leadership, all these
different types of leadership sayings andslogans.
A lot of them sound kumbaya, but, you know,when you when you actually put them into
practice or or read the book, a lot of them areare really good and they work.
I gave this zero thought.
I didn't go research this.
(22:04):
I didn't go like pull a bunch of books off myshelf to see which one made the most sense to
me.
The one that comes to mind, Justin, is kind ofa principle that I really try to live with, and
you've heard this in past podcasts of mine.
You've heard me say, if if you don't hold thedoor open for your woman or your kids, you are
(22:28):
a loser.
Like, you've heard me say this on a pastepisode.
If you're the person that walks in a room firstand then your wife and kids walk in behind you,
you're a loser.
You're a deadbeat.
You're the opposite of a leader.
If you're one of those people that gets theiryou know, you go to a party with your with your
wife, your girlfriend, you go to a party withyour kids and you get your food plate first and
(22:54):
start eating before you get your kids a plateor your wife a plate, you're a loser.
You are a nobody.
You literally the opposite of a leader.
My number one, and I tell this to my son allthe time, I try to live this out even though I
(23:16):
don't do it.
Know someone's gonna call me out and say, heydude, I saw you at a party last year and you
were the one eating wings before anyone elseeven had a plate.
That that may or may not have happened.
But the one that comes to mind, the slow theleadership slogan for me that comes to mind is
leaders eat last.
And why it comes to mind is because it's truein every sense of the leadership journey, every
(23:40):
sense.
Whether you're a leader of your family, youshould eat last.
Whether you're the leader in your business, youeat last.
You're the last one to get If you're the realleader of your organization, you're the last
one to get paid.
If you're the leader in a relationship, youshould eat last.
You should make sure your woman has her platefirst.
(24:02):
Leaders eat last, and there's a and there's abook on this.
It's a it's a legit book, by the way.
It's a great book.
It is by mister Simon Sinek.
He's the same guy that wrote the book.
It starts with y twenty years ago.
I don't know.
Maybe fifteen years ago, he came out with thisTED talk that really put him on the map, and it
(24:24):
was, you know, a TED Talk basically talkingabout it starts with why.
He then kind of pivoted from that, and and he'sgot the book called Leaders Eat Last, Why Some
Teams Pull Together and Others Don't.
It's a great book.
Go read it if you have not read it.
I think it's like $15 on Amazon, $10 on Amazon.
(24:45):
Here's why I picked this one, Justin.
I tell my 10 year old son, I've told him foryears since he was old enough to comprehend the
English language, I tell him all the time, be aleader.
All the time.
Like when I'm disciplining him, I'mdisciplining him and saying, be a leader.
When he's picking on his sisters or they'rearguing, my comment is, be a leader.
(25:11):
I talk about leadership with him over and overand over to the point where he probably hears
it in his sleep.
And my hope is that someday when he's 16, 18,20 years old, it's ingrained.
He doesn't think about it.
He's unconsciously competent when it comes tolike opening a door for a woman or getting a
(25:37):
plate for a woman before he gets his own plate.
You know, now he did call me out the other daybecause Shelby told him the story of me getting
the the popcorn out of the trash.
And he looked at me and goes, oh, dad, that'sthat's being a leader, So he can take take jabs
at me sometimes when I'm not a leader.
But to me, leaders eat last is is tried andtrue.
(26:00):
It's proven.
It's reality.
A lot of people miss this when specificallywhen they, you know, really enter into their
leadership journey in business, whether it's intheir career or they start their own business.
One of the things that one of the things thatI've had to really learn and I've I've seen
(26:21):
other people struggle to learn and embrace isthat if you're the leader of a team, you don't
have to own your own business, but if you'rethe leader of a team, if you're a manager,
project manager, foreman, if you manage a partof the business for a small company, if you are
really a leader, there's a big difference inleader and manager, by the way, but if you're a
(26:41):
leader, you make sure other people get creditfor your wins.
That's a real leader.
You make sure other people get the credit thatyou probably actually deserve.
I know leadership when I see it now becausegenerally speaking, leaders are the first one
(27:04):
to fall on the sword, admit blame, acceptresponsibility, and, you know, take on all the
BS right on the chin, and they're the last oneto get the credit when their idea works out.
This is leadership.
Now, managers and leaders are two totallydifferent things.
(27:27):
Two totally different things.
Manager is a title.
Manager is something you do.
Leadership is a lifestyle.
This is my belief.
If you're a leader, you're not just a leader inbusiness and then fail to lead at home and and
vice versa.
You can't be a great leader at home and then goto work and pretend like life is now different
(27:50):
and you're not a leader.
No matter if you're the lowest man on the totempole, you can still exemplify leadership
characteristics.
It it it has never made any sense to me theguys that like pretend to be this big
protective macho, you know, guy at home who'sthe leader.
(28:10):
And then they get to work and they can't standup for themselves.
They get to work and they they don't have anycreative ideas.
They're they're meek and and mild, and theydon't wanna they don't wanna get out of line.
Like, being a leader to me is a lifestyle.
And fortunately for a lot of us, leadership isa learned lifestyle.
(28:32):
There are people that are born with naturalleadership DNA.
I believe this through and through.
They're just natural.
Like you see the young kids in sports that likethey wanna lead, they want the final shot, they
wanna pick up their teammates when they'redown.
But then you also see people later in life thathave learned through watching other people,
(28:56):
watching mentors, getting coaching, being onpart of teams where there was really good
leadership, you've seen other people learn tobecome really good leaders.
I think you can become a really good leader bylearning.
I think it can be a learned lifestyle.
You know, back in the day, I used to believewhen I was a little more hardheaded, if you can
(29:17):
believe that or not, I used to believe thatbeing a leader was just a natural DNA thing.
You you you were either born with theleadership DNA or you weren't.
After doing this now long enough, I think, I'mnot necessarily convinced, but I think I've
seen people that maybe weren't born with anatural DNA.
(29:38):
Maybe maybe they had it deep down somewhere,like hidden upon, you know, layers upon layers.
But I think you can learn this natural or Ithink you can learn this leadership lifestyle.
But to me, doesn't it's not you you can't be aleader at home and not at work and you can't
be, you know, a leader at work and then you'rejust a deadbeat at home.
(30:01):
These guys, everyone knows them.
I'm gonna there's one guy that comes to mindspecifically.
He's a family friend.
I'm not gonna call him out by name.
But this dude, if you saw what he drove, thevehicle he drove, and you saw how he dressed
and you saw his resume and his title, you wouldsay, oh, yeah.
That's a leader.
(30:22):
Like, people people would aspire to be thatguy.
He's well-to-do.
He looks the part.
He talks the part.
He sounds intelligent.
Like, people would say, oh, that's that's aleader right there.
Like, that's the guy, he's successful.
He's got it figured out.
If you know this guy, and I'm, again, not gonnasay names, but if you know this guy, you see
(30:43):
all that, you see that he looks the part, hetalks the part, he is not a leader.
He is a deadbeat.
He is a loser.
Now, he's a loser with a lot of money.
He's a loser with a cool car or a few coolcars.
He's a loser with a nice house.
(31:04):
He's a loser with a big, long, fancy resume.
He's a loser that has produced financialresults, but he's not a leader.
He doesn't have people following him intobattle.
He doesn't have people following him from oneorganization to the next.
Instead, what he has is people that talk poorlyabout him behind his back.
(31:27):
Instead, and I've seen this with my own twoeyes, he doesn't open the door for his woman.
Like, they're walking into a nice restaurant,he's the first one to walk in.
The the server brings the plates and the food,and her stuff's not there yet.
He doesn't he's not worried about that.
He's got his meal.
He's he's on talking, telling stories abouthimself and how awesome he is.
(31:49):
He's not a leader.
He might be a manager.
He might be like a CEO or a president orwhatever his title is, but he's not a leader.
Leadership to me is a lifestyle, and it's alifestyle that you choose that's what you want.
And it's the little actions.
To me, leadership is also little it's not thebig like, oh, I won the big contract and we got
(32:13):
the big deal done and we we built a bigbusiness.
That's not to me what makes you a leader.
A leader is all the little things, usually thelittle things that people don't see.
It's how are you gonna treat someone whenthey're going through a tough time.
You know, are you gonna go out of your way?
Are you gonna say something to them?
(32:33):
And a lot of guys because I've been there.
A lot of guys that are leaders can getdistracted.
This is the one thing I've probably dealt withthe most this year in my own personal life.
Again, just bringing this back to, you know,personal.
I have failed in leading my wife and my familyat times this year because I've been
(32:56):
distracted.
I've been distracted with the business.
I then got distracted with my family's stuff,the situation.
When I was building my business in the earlydays and the lawsuits and all the crap we had
to deal with, I got distracted.
I thought I was being a leader, but I wasprobably, you know, in reality being a poor
leader because I wasn't doing the little thingsthe right way or or wasn't even doing the
(33:22):
little things.
I was too distracted to do the little things.
The little things fell through the cracksbecause I was distracted.
And so, you know, again, for me, Justin, I Ithink if if anything comes to mind, it's
leaders eat last.
This is this is true when you own a company.
You I think I think most guy I don't knowJustin will relate to this because he owns a
(33:44):
company, but you never really fully grasp howhungry you go as a leader until you start your
own company.
When you're the guy, when it's your name on theside of the door, you are the absolute last
(34:07):
person to ever get paid, if ever.
If you ever get paid, you're the last person toget paid.
I mean, you name someone in a business, theyget paid before the leader of the organization,
if you're the owner.
Now I'm not talking about these Fortune 500 bigtime CEOs with big time comp packages who make
(34:32):
$20,000,000 a year whether the company wins orloses.
I'm talking if you're the owner of a company,if you own it, it's your company with your name
on the doors.
You're the last person to eat.
You're the last person to eat financially.
Your employees get paid first.
Your let me back up.
(34:52):
Let me back up.
That's not true.
Your bankers get paid first.
Your credit card holders get paid first orsecond.
Your employees get paid third.
Your vendors get paid fourth.
The cleaning company that cleans your officegets paid.
(35:13):
Everyone gets paid.
Everyone gets paid before you.
And the reality is, if you want to skip theline and the leader of the organization wants
to get paid first, if he takes money out beforeeverybody else, the company never lasts.
Ever.
(35:33):
Never works out.
And I know I know people have seen this.
Right?
They see the guy that's that's that's flashy.
He's got the Mercedes.
He's got the big gold watch, and his company isjust floundering.
They the culture's terrible.
Vendors aren't getting paid.
Customers aren't getting taken care of.
Employees are all disgruntled because theircomp packages are garbage, but the guy takes
(35:55):
money out before worrying about everybody elsein the organization.
Those companies never last.
They might they might be a flash in the pan andwork for five or ten years, fifteen years, but
they never they never make long termgenerational wealth if the leader eats first.
Same thing with a marriage.
I don't think I don't think a marriage everlasts if the leader of the marriage is the guy
(36:18):
eating first.
The guy walking into the restaurant first.
The guy walking in to the building first.
Like, I don't think it lasts.
I think eventually, those are little bittysubtle things.
I'm drawing a big conclusion from smallactions, but there is so you guys have heard
(36:38):
the saying, a picture's worth a thousand words.
Not holding the door open for your woman isworth a thousand words.
I believe it.
You're telling her that you're more importantthan she is.
If you don't open the door for her and hold it,if you don't wait for her to eat, if you don't
(36:59):
get her a plate at a party or at least pour aglass of wine before you're drinking your
bourbon, You're telling her subliminally Ican't even say the word.
Subliminally there we go.
You're telling her subliminally that you caremore about yourself than you do her.
(37:21):
That is the opposite of leadership.
And if and if she hears that, if she hears thatyou feel like you're more important than she
is, slowly but surely, year after year,resentment builds because it doesn't just come
out in opening the door for someone.
It doesn't just come out in, you know, he gothis drink before he got my drink.
(37:43):
It comes out in all kinds of other areas of themarriage.
It comes out in all you're selfish.
You're thinking about yourself.
You're worried about you.
I see this with I see this with young couplesall the time that have a baby.
The guy lets the woman just deal with the baby.
And he's sitting down eating, and she hasn'teven gotten her plate yet, but she's trying to
(38:05):
feed the baby.
She's, you know and next thing you know, he'sdone eating, and he's wondering why she hasn't
ate.
He's like, well, wait a second.
What are what are you doing?
She's like, well, I'm over here taking care ofour baby while you eat.
That's the opposite of leadership.
And, and I think for me, when I when I reallykind of pause for a second and think about
(38:30):
leadership, I don't know if there's any betterprinciple that I can think of than leaders eat
last.
I'm sure there are great ones.
Right?
Servant leadership, I've always loved that one.
Serve others.
It's kind of the same thing.
Serve others before you serve yourself.
You're not the king, you're the servant.
And real leadership, honestly, not only is it alifestyle, it's a lifestyle that's about
(38:56):
others.
It's about serving others.
It's about getting their plate first, lettingthem enter the building first, letting them get
paid first, and you're last.
To me, why this is so and I know Justin willresonate with this because he's all the time
quoting scripture and telling me stories aboutKing David and the army and all the stuff from
(39:16):
the Bible.
To me, why this one hits so hard is becausethis is a biblical principle.
Like, this is a biblical principle.
Not to get preachy, but when Jesus washed thefeet of his disciples, they were blown away.
They're like, wait a second.
You're the chosen one.
You're the Messiah.
You're the one coming down here from heaven,sinless, pure, holy.
(39:39):
Why are you washing our feet?
We should be washing your feet.
And and it's a it's an example of trueleadership.
Like, leaders are the ones that that that haveto wash the feet, that have to eat last, that
have to hold the door, that, you know, thathave to stay up all night driving kids to a
family vacation and stay up all the next dayred eyed and, you know, bright eyed and bushy
(40:04):
tailed just so their kids can have the vacationthey want.
I'll never forget my dad.
We went to Virginia Beach when we were kids foran AU tournament.
He drove through the night and then had to andthen had to coach basketball the next day and
had we had to go to the, you know, all the thebeach and do all the things, and he he never
once complained.
It was his duty.
(40:24):
It was his obligation.
It was his it was his honor.
It was like he it was like he felt proud tolead and be the guy that drove through the
night while everyone else slept so that thenext day, we didn't have to waste the day
packing up from a hotel.
We were like hitting the ground running when wepulled in the parking lot.
(40:46):
To me, that's leadership.
I could give you a million examples, but I'malready forty minutes in.
So I'm tying a bow on it.
But Justin, if you've got a better one, I'dlove to hear yours because you're I I know just
from the stuff I've seen and what little I'vegot to interact with you, I know you think
about this all the time.
I know you think leadership as a lifestyle, soI'd love to hear from you.
(41:11):
And I promise you, a shirtless video from me iscoming.
It's coming.
And and it's it's gonna be interesting becausethere's a challenge on the back end of this
that might cause a cascade of events, whichshould be fun.
But that's what I think.
That's my leadership that's my leadershipslogan, if you will.
(41:35):
Go check out the book, the Simon Sinek book.
It's it's a great one.
If you like this topic, if you've never thoughtabout the little actions that you do that show
you're either a leader or you're not a leader,if you've never thought about that, go read
this book.
It might make you think about it a littledifferently.
And if I'm gonna say this one last time.
(41:57):
If you don't hold the door open for women orchildren, regardless of if they're even your
women or children, if you do not hold the dooropen for women or children, you, my friend, are
a loser.
A loser.
You're a deadbeat.
If you don't get other people's plates at aparty before you get your own plate and start
(42:21):
stuffing your own face, you're a nobody.
You're the opposite of a leader.
So something to think about.
Something to think about.
Could rant on that one all day, but I won't.
If you have any interest at all in those eightpositions that I talked about, hit Joe Lord up.
He's waiting for your phone call.
(42:42):
He'd love to hear from you.
His phone rings all day long.
He is I think he's hiring something like a 125people right now between him and the recruiting
team that supports him.
Tim Carrington, Sean, Patrick.
There's a whole team full of guys and gals.
We're hiring tons of folks in Arizona forTurner Mining Group right now, ramping up an
(43:05):
operation.
But then I think Turner Staffing Group's gotsomething like 70 roles, 60 or 70 roles open.
So there's tons of jobs out there.
I know people hear, you know, the market'ssoft, construction's soft, construction starts
are soft.
You know, I hear it.
I I see it.
I believe it.
I haven't felt it yet.
(43:25):
There are jobs galore out there.
Everyone's looking for good people.
And so if you're legit, if you wanna make alittle more money, if you wanna springboard
yourself into the next role, if you thinkyou've mastered your current job and you're
ready for a new challenge or maybe just newhorizons, new geography, hit up Joe Lord.
He might have something for you.
So thanks for listening.
(43:46):
Appreciate it.
We will do it again tomorrow.
I I pray, I pray, I pray you're getting yourper diem.
If you're waiting on a coffee mug, I pray foryour patience.
I printed a ton of new labels today.
They're boxing them up right now.
They're gonna be in the mail tomorrow or todayif you're listening to this the day it drops.
The new shipment of mugs is going out today.
(44:09):
And if you haven't ordered a mug, I I don'tknow what inventory is like.
We got we got a handful left.
We're we're nearing the end of the batch.
We're we're nearing the end.
So if you want one, put your order in, and andI'll get you one shipped out until they're
gone.
So thank you.
Pray you're killing it.
Pray you're getting your Pareteum.
Pray you tune back in one more day.
Top of the morning to you, Keaton.
You know, I was thinking since, you've beensoliciting questions on leadership that, that I
would I'd send you a a video, asking what youthought one of the greatest foundational
principles of leadership is.
For example, some would say that, you know, afoundational basic foundational principle for
(00:31):
leadership is leading from the front or,leading by example.
So, anyways, just curious what you would say orwhat your thought is around that.
Oh, by the way, I was thinking the other day.
I haven't think I don't think I've ever seenyou do a shirtless video post or anything like
(00:54):
that.
(01:24):
Man, man, man.
This dude just keeps dropping bomb after bombwith these shirtless videos.
Unbelievable.
That is that is audio from my virtual friend, agood friend.
We've actually become I I feel like we'vebecome pen pals or virtual besties.
(01:47):
That's mister Justin Holmberg of five fortyBuild.
You guys hear me talk about him all the time.
He's got these he's got these wicked tattoos.
I love it.
But he he followed the directions and sent me ashirtless video with a question, and it's a
great question.
I'm gonna use it as the topic today.
Justin, thanks for the thanks for the video.
(02:08):
And he's he's drinking out of his per diempodcast coffee mug.
Looks looks phenomenal.
And I think that coffee mug actually matcheshis vibe well.
It's kinda got the viking it's kinda it's likethe old, you know, it's like the Viking vibe.
I'm just gonna call it that.
(02:29):
Welcome back to the Purdue and Podcast.
I'm Keaton Turner.
I am I'm sitting on my back patio on a Sundayafternoon.
I just poured a glass of rose, ice cold rose.
Let me take a drink of it.
Yeah.
It's amazing.
(02:50):
It's a bottle that followed us back fromChicago last week or earlier last week.
There are several things I wanna touch ontoday, and then I'm gonna get to mister mister
five forty builds video or his topic, kind ofleadership, foundational leadership principle
that comes to mind for me.
And and I didn't give it any thought.
(03:12):
I'm just gonna go off the cuff of what I thinkwhen I think of like a foundational leadership
principle.
And I'll get to that in a second.
First and foremost, I opened up the PurdiumPodcast Hotline phone today.
I finally got it back last night out of myother out of my Bronco.
It'd been sitting in there for a few days, thebetter part of a week, I bet, by now.
(03:36):
And, and, man, I was blown away with all themessages.
I I know I always say this, but but I'm gonnaread you a couple.
I got one, and this guy sent this message onFriday.
He said, Keaton, you often mention you hopeyou're fulfilling God's purpose, and I can
assure you that you are.
What an impactful ministry you've put togetherfor so many, but specifically men.
(04:00):
Men that work their hands and hearts to thebone.
Men that sacrifice and grind.
God is using you to breathe life into all ofus.
Your messages lately have been like a surgeoncutting into the heart of the matter.
It's your choice.
I think he's referring to the podcast.
It's your choice.
Dang, brother.
That hit me, but in a good way.
(04:20):
You've seen some of my story and it's been hardto own what I needed to.
But when I listened to that episode yesterday,it gave me fire to own what I need to and
continue pushing.
And today, you mentioned you weren't sure whyyou keep talking on these hard topics.
He goes on to say it's because it's needed.
I know you see it, but there are so many men,there are so many men that are dying inside
(04:45):
with the feeling of darkness.
The way God is using you to using you toarticulate hard stuff is a blessing, brother.
I'm grateful for our connection.
Happy Friday.
Next time, I'll send you a shirtless video.
David, I appreciate the message, man.
I really do.
I, you know, I I don't I I never reallyexpected the I never really expected this part
(05:09):
of the podcast, you know, where people I I lovethis hotline, by the way.
I love talking to people.
I texted them back.
I feel like, you know, we know each other andwe've never met.
To me, it's just really cool.
It's really cool that that some of you guys,excuse me, some of you guys are feeling the way
you do message after I bet you I had 10messages from people who thought I was talking
(05:33):
about them directly in the last few episodes.
I had one dude that got a little bit I'm notgonna call him out by name, but one dude got a
little bit spicy.
He he was like he was like, dude, I'm not a I'mnot a worthless employee.
Like, why are you he literally thought I wastalking about him.
(05:53):
You know, some of you guys have said, man, I Ifeel like you're talking about me or I feel
like you're talking directly to me.
Here's why that's interesting is because we allhave the same problems.
We all have the same challenges.
At least at least most of us men that arereally trying to grind and and we're assertive
and we're passionate and we're trying to buildthis life, this career, we're trying to build
(06:16):
our wealth, but build families, build, youknow, build something to be proud of, we all
have the same problems.
We have the same struggles.
We struggle with the same things.
And so the fact that I'm talking ingeneralizations most of the time with these
episodes, I'm very rarely talking about onespecific person.
It's usually a broad group of people.
(06:38):
The reason why you feel it connects to you isbecause it connects to tons of us.
I'm only talking about the things on thispodcast that I'm going through, that I've
witnessed, that I've seen firsthand, that I'velearned firsthand.
You know, I'm not I'm not talking about thingsthat I that I, you know, read in a book or chat
(07:00):
GPT has spit out to me.
These are like real things that I have gonethrough in life.
And so the fact that some of you guys resonatewith it, man, I I really I really appreciate
the heck out of it.
And so, David, thanks for your message,brother.
I've seen you do your posting.
David's been on LinkedIn doing some posting andand I've seen it.
(07:21):
I've seen it already working.
So so thank you for the message.
I did have I wanna share a couple really quickreviews.
We got a couple reviews on the podcast.
We're up to ninety nine five star reviews.
99 on the podcast app.
Who is going to be the hundredth person toreview the podcast?
(07:43):
Leave a review on the Apple podcast app.
So far, are 99 reviews and they're all fivestars.
So don't screw up our record.
Whoever's thinking about leaving a one or twostar review, don't screw us up.
We gotta get to a 105 stars.
But mister Tom Steele left me a review, and hesaid this is by far the best and most
(08:04):
fulfilling podcast I've ever listened to.
Keaton takes time daily to talk through the dayto day, whether it's wins or hard lessons of
his life.
Each episode, he manages to relate to eachlistener and encourages us to be leaders and
improve.
Appreciate that, Tom.
I really do.
I feel like lately, I've been yelling at youguys, especially with yesterday's episode on
the rant, you know, stop skipping steps.
(08:27):
I, you know, I don't ever want this to feellike I'm preaching or yelling.
These are just again, these are just thingsgoing through my life.
Mister Ace McCarthy two eight.
If you don't know anything about Ace McCarthy,man, he's one of the legends out there.
He's just as solid as they come.
I told the story of Ace buying dinner for ahuge room of people, and it was an expensive
(08:49):
dinner.
I'm a big fan of Ace.
I don't know you well enough.
I'd love to spend more time with you and get toknow you better.
But, Ace McCarthy at two eight Drilling, thePer Diem podcast is the best podcast I've come
across yet.
As a business owner, father, and Christian, I'malways looking for relevant podcast to invest
in myself.
This podcast does just that.
It's truly been an investment in myself.
(09:11):
Keaton's ability to articulate his experiencesinto life lessons is next level.
Ace, appreciate the words, but guys like youand me can't always articulate very well.
I struggle with I struggle with common Englishas a language and and grammar.
And so I don't use all the best words.
I don't sound all that intelligent.
(09:33):
Every time I listen to myself back on on theseepisodes, you know, I I look over at Shelby and
I'm like, I just sound like such a redneck.
It's hard to it's hard to hide the redneck.
Let me see.
I'll read one more here.
Powerstroke Justin.
Keaton does an excellent job dissecting complexissues.
His logic and experience really comes throughin the podcast.
(09:54):
It's basically the only podcast I listen toregularly.
Appreciate that, Justin.
One more.
Dead man back alive.
I don't know who chose that as a screen name,but that's a wild screen name.
I'm a dead man back alive too.
Thank the Lord.
Keaton, I've been a loyal listener sinceepisode 40 or something.
The podcast is worth more than the free 99 youcharge.
(10:18):
I I see what you did there.
There is there is life changing principles thatpeople would charge lots of money for.
Thank you for your desire to change theindustry.
That has changed so many of us outside theindustry along the way.
You're a blessing, sir.
Keep the faith.
Chase that man $24.07.
Really appreciate that.
Dead man back alive.
(10:39):
Really appreciate that.
For those of you guys that have not, and thenand we got, you know, review from Micah Tisver.
Micah is my boy.
We're gonna be together in a few weeks up inNapa.
Can't wait for that, Micah.
For those of you that listen regularly, thathave listened to more than five or 10 of these
(10:59):
episodes, If you've listened to 10 episodes ofa podcast, I would say you're a fan.
Otherwise, why have you listened to 10episodes?
And so if if you've listened to 10 or more andyou have not left a review or forwarded the
podcast to somebody or taken the time to make aLinkedIn or Facebook or Instagram post about
(11:23):
it, you're dead to me.
Just point blank period.
And there's a lot of you guys out there thatare dead to me.
But So, I do appreciate those of you that haveleft reviews.
I really do appreciate it.
Drink break.
My rose is gonna get warm if I don't drink itfast enough.
It is it's still like 95 degrees.
(11:43):
It's raining.
So humidity is 2000% today, up from 1,000yesterday here in the Midwest.
I'm getting ready to go split wood becausethat's what I do on Sundays when when I wanna
get an outdoor workout in.
So I'm gonna go split some wood.
What else did I wanna talk about?
Oh, I got I got a quick topic here before weget to mister five forty.
(12:08):
I got a quick topic.
I am doing a weekly I've decided to make thispart of this show a weekly segment, and it'll
be a very quick segment, but a weekly segmenton Turner Staffing Group opportunities.
Turner Staffing Group, for those of you thatare just catching up, it is our it's a staffing
(12:28):
company that I started with a couple guys, man,three years ago now.
And what we do is we connect legit people toeven more legit opportunities, job
opportunities all across the country.
And what we do, we have, I don't know, thirty,forty, 50,000 people in our applicant tracking
(12:51):
system ATS.
And these are people that have applied toeither work at Turner Mining Group or they've
shown interest in Turner Staffing Group andthey wanna get connected to a better job.
We have customers all over the country, notjust mining customers.
It's what people miss.
We've got construction companies, small generalcontractors, manufacturing companies, drilling
(13:13):
companies.
I mean, you go the the list goes on and on andon.
All kinds of different companies that we willeither do staffing for, which means you come to
work at Turner Staffing Group as a w twoemployee and we farm you out.
I'm using that as kind of a slang term.
We farm you out as a staff person to one of ourcustomers and and they they just pay us.
(13:38):
We pay your check every week, your paycheck.
You work for them.
You take direction from them, but you're anemployee of Turner Staffing Group, but under
the direction and management of our customer.
That's a staff role.
We also then do what we call direct place roleswhere we have a customer that needs an
employee.
(13:59):
They're looking for a specific type of guy.
Maybe it's a CFO.
Maybe it's a controller.
Maybe it's a drill operator.
Maybe it's a paving superintendent.
And they want one as their own employee, theirw two.
They want them long term.
They wanna hire them into their company and sothey hire our company to source legit people,
(14:20):
put them through an interview process, and thenpropose legit people to that company for them
to hire you.
That's called direct placement.
We get paid a fee.
So, if your salary is a $150, I'm gonna messthese numbers up.
But if you're a paving superintendent, yoursalary is a $150, we make a fee based on your
(14:41):
salary, one time fee.
I don't know exactly what the percentage is.
I think it differs by customer type, but wemake one time fee.
You don't pay anything to us.
The company that hires you pays something tous.
And then we get creative between the linesthere.
We can do temp to hire where you're a staffingperson.
You go work for a company for a while as aTurner Staffing Group person, and they wanna
(15:05):
test you out to see if they like you.
They fall in love with you because you're alegit employee.
After six months, they can say, hey, you knowwhat?
We wanna hire him directly.
We don't wanna work with Turner Staffing Groupanymore.
We don't wanna just hire Jimmy to be part ofour team.
They can do that.
No problem.
So we can get creative, but that's generally avery quick elevator pitch of what Turner
Staffing Group does.
(15:27):
Year to date, we've got, I don't know, over20,000 applications, across the two companies
year to date.
So we got a lot of people that we need to putin a lot of good jobs.
But I'm gonna tell you eight opportunitiesright now.
If you're looking for a new job, these werejust sent to me from mister Joe Lord.
(15:47):
Joe Lord is VP of sales at Turner StaffingGroup.
He's legit.
Reach out to Joe Lord.
I'll give you his phone number here at the endof this if you're interested.
There are eight opportunities, eight roles opencurrently.
Of course, we have way more than eight, butthese are the hot ones.
These are the ones that you could get hired totomorrow and be to work on Tuesday if you
(16:07):
wanted.
Of course, you know, there's some onboardingand, you know, documents and all that.
So maybe not Tuesday, but you could be to workvery quickly.
The first one, heavy civil project manager inAtlanta.
If you're in and around Atlanta or you want torelocate to Atlanta, heavy civil project
manager role is open.
(16:28):
This one's hot.
It's the Joe's got it listed as number one, sothat means they're looking for someone
immediately.
Number two, field service technicians in KansasCity and in Dallas.
I don't have all the details here on thesefolks, so don't ask me pay ranges and don't ask
me specifics.
I'm giving you what I got.
Kansas City and Dallas, if you wanna live inthose areas or wanna relocate, field service
(16:53):
technicians.
Number three, a paving project manager andforeman in Charleston, South Carolina.
If you're looking to be in Charleston, SouthCarolina, which is amazing place to be, by the
way, love Charleston.
Shout out Kewa Island, one the best keptsecrets on the plan, or at least it used to be.
(17:14):
It's not so much a secret anymore.
Paving project manager and foreman.
Number four, haul truck drivers and welders andmechanics in Southeastern Indiana.
I can't tell you who this one's for.
I know it's a great opportunity.
I do know that.
It's they're looking for haul truck drivers.
They need a bunch of them, and they're lookingfor welders and mechanics in Southeastern
(17:38):
Indiana.
Number five, pit and plant electricians inNortheastern Wyoming.
You could literally throw a dart toNortheastern Wyoming and pick one of three
companies.
They're all legit.
They're looking for pit and plant electriciansin Northeastern Wyoming.
(17:58):
And if you have to ask, you probably alreadyknow that's in coal country.
Great paying jobs.
Coal's back, baby.
So good opportunities up there.
Number six, this one is with Turner MiningGroup.
So you would come on and be an employee ofTurner Mining Group.
We have a long term mining contract in Ludlow,Vermont, and we're looking for operators,
(18:21):
equipment operators.
Don't ask me what kind, what size, what typebecause I don't exactly know.
But, you know, dozers, blades, productionloaders, production homing, of course, truck
drivers.
We're always looking for good truck drivers.
Ludlow, Vermont, those are Turner Mining Grouproles.
You would be an employee of Turner MiningGroup.
We are hiring in Vermont.
(18:43):
Number seven, mine engineer in SoutheasternArizona.
This is a direct placement role.
So you would go work for the mine owner.
This is not a Turner Mining Group role.
This is you you would work for name one of thebig mining companies in Arizona.
You would go work directly for them.
They're hiring a mine engineer.
(19:05):
We'll get you all the information if you'reinterested.
And the last one, in no specific order, butthis one I think is an unbelievable
opportunity.
If you're looking to be part of a I just lovethis team.
This is selfishly this is a Turner Mining Grouprole.
This is with a rock star team in WesternArizona, kind of, you know, Northern Arizona.
(19:31):
Rockstar team.
Adam, Woody, Dean.
I'm gonna I shouldn't even start saying names.
There's all kinds of names out there.
Troy, there's a bunch of there's a bunch oflegit people on this team and we're looking for
a mining engineer.
You would be a Turner Mining Group employee.
You'd be a mining engineer.
You'd be working on our brand new contract,restarting America's newest copper mine.
(19:56):
It's an awesome, awesome relationship with agreat customer, and we're really excited about
that one.
So if you're looking for any one of those eightthings that I just listed, Joe Lord is the guy
you wanna call his cell phone number.
And I'm just gonna say it because Joe is allthe time on the phone, so I'm sure he doesn't
care if I share it.
I didn't ask permission, but you know my style.
(20:18):
I tend to not like to do that.
His cell phone number is (262) 239-2432.
If you don't like to use the cell phone andyou'd rather email someone because you're more
formal that way, his email address isjoe.lord,lord,@turnerstaffing.com.
(20:38):
He'll have all the info for you on thoseopportunities.
Thanks, Joe, for doing the Lord's work,brother.
And Joe's one of the best in the business, bythe way.
Okay.
I know I'm talking really fast.
Give me a a brief pause so I can take anothersip of this rose.
Hold on.
Oh, man.
(20:59):
I don't know if there's anything better than afoggy cold glass of rose on a 2000% humidity
day.
Here's the topic.
The the the key leadership principle that comesto mind for me or the key leadership saying or
(21:23):
the thing that I you know, that generally comesto mind when I think of leaders.
And again, this is cliche, but this has beenplayed out.
I mean, these these leadership kind of buzzwordor slogans have been played out so much.
You can find a million books on leadership.
You can find a million theories on leadership,you know, lead from the bottom, lead from the
(21:44):
top, lead from the front, lead from the back,you know, servant leadership, all these
different types of leadership sayings andslogans.
A lot of them sound kumbaya, but, you know,when you when you actually put them into
practice or or read the book, a lot of them areare really good and they work.
I gave this zero thought.
I didn't go research this.
(22:04):
I didn't go like pull a bunch of books off myshelf to see which one made the most sense to
me.
The one that comes to mind, Justin, is kind ofa principle that I really try to live with, and
you've heard this in past podcasts of mine.
You've heard me say, if if you don't hold thedoor open for your woman or your kids, you are
(22:28):
a loser.
Like, you've heard me say this on a pastepisode.
If you're the person that walks in a room firstand then your wife and kids walk in behind you,
you're a loser.
You're a deadbeat.
You're the opposite of a leader.
If you're one of those people that gets theiryou know, you go to a party with your with your
wife, your girlfriend, you go to a party withyour kids and you get your food plate first and
(22:54):
start eating before you get your kids a plateor your wife a plate, you're a loser.
You are a nobody.
You literally the opposite of a leader.
My number one, and I tell this to my son allthe time, I try to live this out even though I
(23:16):
don't do it.
Know someone's gonna call me out and say, heydude, I saw you at a party last year and you
were the one eating wings before anyone elseeven had a plate.
That that may or may not have happened.
But the one that comes to mind, the slow theleadership slogan for me that comes to mind is
leaders eat last.
And why it comes to mind is because it's truein every sense of the leadership journey, every
(23:40):
sense.
Whether you're a leader of your family, youshould eat last.
Whether you're the leader in your business, youeat last.
You're the last one to get If you're the realleader of your organization, you're the last
one to get paid.
If you're the leader in a relationship, youshould eat last.
You should make sure your woman has her platefirst.
(24:02):
Leaders eat last, and there's a and there's abook on this.
It's a it's a legit book, by the way.
It's a great book.
It is by mister Simon Sinek.
He's the same guy that wrote the book.
It starts with y twenty years ago.
I don't know.
Maybe fifteen years ago, he came out with thisTED talk that really put him on the map, and it
(24:24):
was, you know, a TED Talk basically talkingabout it starts with why.
He then kind of pivoted from that, and and he'sgot the book called Leaders Eat Last, Why Some
Teams Pull Together and Others Don't.
It's a great book.
Go read it if you have not read it.
I think it's like $15 on Amazon, $10 on Amazon.
(24:45):
Here's why I picked this one, Justin.
I tell my 10 year old son, I've told him foryears since he was old enough to comprehend the
English language, I tell him all the time, be aleader.
All the time.
Like when I'm disciplining him, I'mdisciplining him and saying, be a leader.
When he's picking on his sisters or they'rearguing, my comment is, be a leader.
(25:11):
I talk about leadership with him over and overand over to the point where he probably hears
it in his sleep.
And my hope is that someday when he's 16, 18,20 years old, it's ingrained.
He doesn't think about it.
He's unconsciously competent when it comes tolike opening a door for a woman or getting a
(25:37):
plate for a woman before he gets his own plate.
You know, now he did call me out the other daybecause Shelby told him the story of me getting
the the popcorn out of the trash.
And he looked at me and goes, oh, dad, that'sthat's being a leader, So he can take take jabs
at me sometimes when I'm not a leader.
But to me, leaders eat last is is tried andtrue.
(26:00):
It's proven.
It's reality.
A lot of people miss this when specificallywhen they, you know, really enter into their
leadership journey in business, whether it's intheir career or they start their own business.
One of the things that one of the things thatI've had to really learn and I've I've seen
(26:21):
other people struggle to learn and embrace isthat if you're the leader of a team, you don't
have to own your own business, but if you'rethe leader of a team, if you're a manager,
project manager, foreman, if you manage a partof the business for a small company, if you are
really a leader, there's a big difference inleader and manager, by the way, but if you're a
(26:41):
leader, you make sure other people get creditfor your wins.
That's a real leader.
You make sure other people get the credit thatyou probably actually deserve.
I know leadership when I see it now becausegenerally speaking, leaders are the first one
(27:04):
to fall on the sword, admit blame, acceptresponsibility, and, you know, take on all the
BS right on the chin, and they're the last oneto get the credit when their idea works out.
This is leadership.
Now, managers and leaders are two totallydifferent things.
(27:27):
Two totally different things.
Manager is a title.
Manager is something you do.
Leadership is a lifestyle.
This is my belief.
If you're a leader, you're not just a leader inbusiness and then fail to lead at home and and
vice versa.
You can't be a great leader at home and then goto work and pretend like life is now different
(27:50):
and you're not a leader.
No matter if you're the lowest man on the totempole, you can still exemplify leadership
characteristics.
It it it has never made any sense to me theguys that like pretend to be this big
protective macho, you know, guy at home who'sthe leader.
(28:10):
And then they get to work and they can't standup for themselves.
They get to work and they they don't have anycreative ideas.
They're they're meek and and mild, and theydon't wanna they don't wanna get out of line.
Like, being a leader to me is a lifestyle.
And fortunately for a lot of us, leadership isa learned lifestyle.
(28:32):
There are people that are born with naturalleadership DNA.
I believe this through and through.
They're just natural.
Like you see the young kids in sports that likethey wanna lead, they want the final shot, they
wanna pick up their teammates when they'redown.
But then you also see people later in life thathave learned through watching other people,
(28:56):
watching mentors, getting coaching, being onpart of teams where there was really good
leadership, you've seen other people learn tobecome really good leaders.
I think you can become a really good leader bylearning.
I think it can be a learned lifestyle.
You know, back in the day, I used to believewhen I was a little more hardheaded, if you can
(29:17):
believe that or not, I used to believe thatbeing a leader was just a natural DNA thing.
You you you were either born with theleadership DNA or you weren't.
After doing this now long enough, I think, I'mnot necessarily convinced, but I think I've
seen people that maybe weren't born with anatural DNA.
(29:38):
Maybe maybe they had it deep down somewhere,like hidden upon, you know, layers upon layers.
But I think you can learn this natural or Ithink you can learn this leadership lifestyle.
But to me, doesn't it's not you you can't be aleader at home and not at work and you can't
be, you know, a leader at work and then you'rejust a deadbeat at home.
(30:01):
These guys, everyone knows them.
I'm gonna there's one guy that comes to mindspecifically.
He's a family friend.
I'm not gonna call him out by name.
But this dude, if you saw what he drove, thevehicle he drove, and you saw how he dressed
and you saw his resume and his title, you wouldsay, oh, yeah.
That's a leader.
(30:22):
Like, people people would aspire to be thatguy.
He's well-to-do.
He looks the part.
He talks the part.
He sounds intelligent.
Like, people would say, oh, that's that's aleader right there.
Like, that's the guy, he's successful.
He's got it figured out.
If you know this guy, and I'm, again, not gonnasay names, but if you know this guy, you see
(30:43):
all that, you see that he looks the part, hetalks the part, he is not a leader.
He is a deadbeat.
He is a loser.
Now, he's a loser with a lot of money.
He's a loser with a cool car or a few coolcars.
He's a loser with a nice house.
(31:04):
He's a loser with a big, long, fancy resume.
He's a loser that has produced financialresults, but he's not a leader.
He doesn't have people following him intobattle.
He doesn't have people following him from oneorganization to the next.
Instead, what he has is people that talk poorlyabout him behind his back.
(31:27):
Instead, and I've seen this with my own twoeyes, he doesn't open the door for his woman.
Like, they're walking into a nice restaurant,he's the first one to walk in.
The the server brings the plates and the food,and her stuff's not there yet.
He doesn't he's not worried about that.
He's got his meal.
He's he's on talking, telling stories abouthimself and how awesome he is.
(31:49):
He's not a leader.
He might be a manager.
He might be like a CEO or a president orwhatever his title is, but he's not a leader.
Leadership to me is a lifestyle, and it's alifestyle that you choose that's what you want.
And it's the little actions.
To me, leadership is also little it's not thebig like, oh, I won the big contract and we got
(32:13):
the big deal done and we we built a bigbusiness.
That's not to me what makes you a leader.
A leader is all the little things, usually thelittle things that people don't see.
It's how are you gonna treat someone whenthey're going through a tough time.
You know, are you gonna go out of your way?
Are you gonna say something to them?
(32:33):
And a lot of guys because I've been there.
A lot of guys that are leaders can getdistracted.
This is the one thing I've probably dealt withthe most this year in my own personal life.
Again, just bringing this back to, you know,personal.
I have failed in leading my wife and my familyat times this year because I've been
(32:56):
distracted.
I've been distracted with the business.
I then got distracted with my family's stuff,the situation.
When I was building my business in the earlydays and the lawsuits and all the crap we had
to deal with, I got distracted.
I thought I was being a leader, but I wasprobably, you know, in reality being a poor
leader because I wasn't doing the little thingsthe right way or or wasn't even doing the
(33:22):
little things.
I was too distracted to do the little things.
The little things fell through the cracksbecause I was distracted.
And so, you know, again, for me, Justin, I Ithink if if anything comes to mind, it's
leaders eat last.
This is this is true when you own a company.
You I think I think most guy I don't knowJustin will relate to this because he owns a
(33:44):
company, but you never really fully grasp howhungry you go as a leader until you start your
own company.
When you're the guy, when it's your name on theside of the door, you are the absolute last
(34:07):
person to ever get paid, if ever.
If you ever get paid, you're the last person toget paid.
I mean, you name someone in a business, theyget paid before the leader of the organization,
if you're the owner.
Now I'm not talking about these Fortune 500 bigtime CEOs with big time comp packages who make
(34:32):
$20,000,000 a year whether the company wins orloses.
I'm talking if you're the owner of a company,if you own it, it's your company with your name
on the doors.
You're the last person to eat.
You're the last person to eat financially.
Your employees get paid first.
Your let me back up.
(34:52):
Let me back up.
That's not true.
Your bankers get paid first.
Your credit card holders get paid first orsecond.
Your employees get paid third.
Your vendors get paid fourth.
The cleaning company that cleans your officegets paid.
(35:13):
Everyone gets paid.
Everyone gets paid before you.
And the reality is, if you want to skip theline and the leader of the organization wants
to get paid first, if he takes money out beforeeverybody else, the company never lasts.
Ever.
(35:33):
Never works out.
And I know I know people have seen this.
Right?
They see the guy that's that's that's flashy.
He's got the Mercedes.
He's got the big gold watch, and his company isjust floundering.
They the culture's terrible.
Vendors aren't getting paid.
Customers aren't getting taken care of.
Employees are all disgruntled because theircomp packages are garbage, but the guy takes
(35:55):
money out before worrying about everybody elsein the organization.
Those companies never last.
They might they might be a flash in the pan andwork for five or ten years, fifteen years, but
they never they never make long termgenerational wealth if the leader eats first.
Same thing with a marriage.
I don't think I don't think a marriage everlasts if the leader of the marriage is the guy
(36:18):
eating first.
The guy walking into the restaurant first.
The guy walking in to the building first.
Like, I don't think it lasts.
I think eventually, those are little bittysubtle things.
I'm drawing a big conclusion from smallactions, but there is so you guys have heard
(36:38):
the saying, a picture's worth a thousand words.
Not holding the door open for your woman isworth a thousand words.
I believe it.
You're telling her that you're more importantthan she is.
If you don't open the door for her and hold it,if you don't wait for her to eat, if you don't
(36:59):
get her a plate at a party or at least pour aglass of wine before you're drinking your
bourbon, You're telling her subliminally Ican't even say the word.
Subliminally there we go.
You're telling her subliminally that you caremore about yourself than you do her.
(37:21):
That is the opposite of leadership.
And if and if she hears that, if she hears thatyou feel like you're more important than she
is, slowly but surely, year after year,resentment builds because it doesn't just come
out in opening the door for someone.
It doesn't just come out in, you know, he gothis drink before he got my drink.
(37:43):
It comes out in all kinds of other areas of themarriage.
It comes out in all you're selfish.
You're thinking about yourself.
You're worried about you.
I see this with I see this with young couplesall the time that have a baby.
The guy lets the woman just deal with the baby.
And he's sitting down eating, and she hasn'teven gotten her plate yet, but she's trying to
(38:05):
feed the baby.
She's, you know and next thing you know, he'sdone eating, and he's wondering why she hasn't
ate.
He's like, well, wait a second.
What are what are you doing?
She's like, well, I'm over here taking care ofour baby while you eat.
That's the opposite of leadership.
And, and I think for me, when I when I reallykind of pause for a second and think about
(38:30):
leadership, I don't know if there's any betterprinciple that I can think of than leaders eat
last.
I'm sure there are great ones.
Right?
Servant leadership, I've always loved that one.
Serve others.
It's kind of the same thing.
Serve others before you serve yourself.
You're not the king, you're the servant.
And real leadership, honestly, not only is it alifestyle, it's a lifestyle that's about
(38:56):
others.
It's about serving others.
It's about getting their plate first, lettingthem enter the building first, letting them get
paid first, and you're last.
To me, why this is so and I know Justin willresonate with this because he's all the time
quoting scripture and telling me stories aboutKing David and the army and all the stuff from
(39:16):
the Bible.
To me, why this one hits so hard is becausethis is a biblical principle.
Like, this is a biblical principle.
Not to get preachy, but when Jesus washed thefeet of his disciples, they were blown away.
They're like, wait a second.
You're the chosen one.
You're the Messiah.
You're the one coming down here from heaven,sinless, pure, holy.
(39:39):
Why are you washing our feet?
We should be washing your feet.
And and it's a it's an example of trueleadership.
Like, leaders are the ones that that that haveto wash the feet, that have to eat last, that
have to hold the door, that, you know, thathave to stay up all night driving kids to a
family vacation and stay up all the next dayred eyed and, you know, bright eyed and bushy
(40:04):
tailed just so their kids can have the vacationthey want.
I'll never forget my dad.
We went to Virginia Beach when we were kids foran AU tournament.
He drove through the night and then had to andthen had to coach basketball the next day and
had we had to go to the, you know, all the thebeach and do all the things, and he he never
once complained.
It was his duty.
(40:24):
It was his obligation.
It was his it was his honor.
It was like he it was like he felt proud tolead and be the guy that drove through the
night while everyone else slept so that thenext day, we didn't have to waste the day
packing up from a hotel.
We were like hitting the ground running when wepulled in the parking lot.
(40:46):
To me, that's leadership.
I could give you a million examples, but I'malready forty minutes in.
So I'm tying a bow on it.
But Justin, if you've got a better one, I'dlove to hear yours because you're I I know just
from the stuff I've seen and what little I'vegot to interact with you, I know you think
about this all the time.
I know you think leadership as a lifestyle, soI'd love to hear from you.
(41:11):
And I promise you, a shirtless video from me iscoming.
It's coming.
And and it's it's gonna be interesting becausethere's a challenge on the back end of this
that might cause a cascade of events, whichshould be fun.
But that's what I think.
That's my leadership that's my leadershipslogan, if you will.
(41:35):
Go check out the book, the Simon Sinek book.
It's it's a great one.
If you like this topic, if you've never thoughtabout the little actions that you do that show
you're either a leader or you're not a leader,if you've never thought about that, go read
this book.
It might make you think about it a littledifferently.
And if I'm gonna say this one last time.
(41:57):
If you don't hold the door open for women orchildren, regardless of if they're even your
women or children, if you do not hold the dooropen for women or children, you, my friend, are
a loser.
A loser.
You're a deadbeat.
If you don't get other people's plates at aparty before you get your own plate and start
(42:21):
stuffing your own face, you're a nobody.
You're the opposite of a leader.
So something to think about.
Something to think about.
Could rant on that one all day, but I won't.
If you have any interest at all in those eightpositions that I talked about, hit Joe Lord up.
He's waiting for your phone call.
(42:42):
He'd love to hear from you.
His phone rings all day long.
He is I think he's hiring something like a 125people right now between him and the recruiting
team that supports him.
Tim Carrington, Sean, Patrick.
There's a whole team full of guys and gals.
We're hiring tons of folks in Arizona forTurner Mining Group right now, ramping up an
(43:05):
operation.
But then I think Turner Staffing Group's gotsomething like 70 roles, 60 or 70 roles open.
So there's tons of jobs out there.
I know people hear, you know, the market'ssoft, construction's soft, construction starts
are soft.
You know, I hear it.
I I see it.
I believe it.
I haven't felt it yet.
(43:25):
There are jobs galore out there.
Everyone's looking for good people.
And so if you're legit, if you wanna make alittle more money, if you wanna springboard
yourself into the next role, if you thinkyou've mastered your current job and you're
ready for a new challenge or maybe just newhorizons, new geography, hit up Joe Lord.
He might have something for you.
So thanks for listening.
(43:46):
Appreciate it.
We will do it again tomorrow.
I I pray, I pray, I pray you're getting yourper diem.
If you're waiting on a coffee mug, I pray foryour patience.
I printed a ton of new labels today.
They're boxing them up right now.
They're gonna be in the mail tomorrow or todayif you're listening to this the day it drops.
The new shipment of mugs is going out today.
(44:09):
And if you haven't ordered a mug, I I don'tknow what inventory is like.
We got we got a handful left.
We're we're nearing the end of the batch.
We're we're nearing the end.
So if you want one, put your order in, and andI'll get you one shipped out until they're
gone.
So thank you.
Pray you're killing it.
Pray you're getting your Pareteum.
Pray you tune back in one more day.
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