Podcast Summary: The Amazing Authorities Podcast

Episode: Transforming Teams: How HR Huntsman Builds High-Performance Cultures Through Immersive Consulting & Modern Leadership
Host: Mitch Carson
Guest: HR Huntsman, Founder of Leaders Edge, “The Total Immersion Strategist”
Date: November 28, 2025

Overview

In this episode, Mitch Carson welcomes HR Huntsman, known as "The Total Immersion Strategist," to discuss his unique approach to organizational consulting, leadership development, and how deeply immersive consulting methods drive sustainable results. HR shares how his company, Leaders Edge, transforms company culture, boosts retention, and elevates performance by integrating strategic business systems with high-EQ team building and leadership coaching.

Key Discussion Points & Insights

1. What Sets “Total Immersion” Consulting Apart

[01:08–03:37]

• HR Huntsman emphasizes the difference between surface-level consulting and his approach:

  • He becomes part of the team ("we call them we, they call us we"), building relationships at all levels.
  • Value is delivered through personal touch, deep diagnostic work, and ongoing involvement—some clients stay for 7-8 years.

• Quote:

  “We become part of their team… We get to know your story, we get to hear your heartbeat, we get to check your pulse, we get to know your team by name. That personal touch is one of our differentiators.”
  — HR Huntsman [02:58]

• Emphasizes strong balance between business process excellence (strategy, logistics) and high emotional intelligence (EQ), listening, and team-building.

2. The “Business Physical Therapist” Metaphor

[03:37–05:07]

• Mitch and HR compare immersive consulting to physical therapy:

  • Not just prescribing a solution, but working closely over time to build capability and resilience.

• Quote:

  “I have no desire to be the prescription writing consultant that just comes in and spends a few hours on the factory floor… I think that’s ridiculous.”
  — HR Huntsman [04:29]

• Client results are tied to a “diagnose, prescribe, test, adapt” approach.

3. HR’s Proprietary Six System Framework

[06:00–08:42]

• Outlines a methodical, year-long process, spending ~2 months per system:
  1. Foundation: Purpose, mission, vision, values, “three agreements”—sets culture.
  2. Team Building: How to attract, hire, onboard, and elevate the right team.
  3. Strategy: Developing a true organizational strategy beyond just a business plan.
  4. Performance: Defining and measuring key metrics; building accountability.
  5. Process: Documenting and optimizing business processes.
  6. Profit: Ensuring financial health, margins, and cash flow.
• Highly customized—not a “one size fits all” playbook.

4. Leadership Development and Elevation (Years 2–3)

[08:51–09:41]

• Second and third years focus on training “doers” and “producers”—often top salespeople or technical experts—into effective leaders.

• Quote:

  “The biggest mistake businesses make is they promote producers and doers into leadership—they never empower them, they never teach them how to do actual leadership.”
  — HR Huntsman [08:51]

• Leadership coaching includes meeting structure, coaching/correction, EQ, communication, and vision.

5. Leveraging AI as a Supplemental Tool

[09:49–12:28]

• AI is heavily integrated into their process:

  • Used for research, brainstorming, and accelerating SOP (Standard Operating Procedure) development.
  • Never a replacement for human intuition, empathy, or leadership.

• Quote:

  “It’s never going to replace the human component where the human needs to do the more intuitive… especially when it comes to connection.”
  — HR Huntsman [12:28]

• Both agree: AI is a powerful assistant, but background and context remain essential.

6. Generational Differences and the Leadership Communication Gap

[13:47–15:23]

• HR describes the need for Gen X/Boomer leaders to adapt their style for Gen Y/Z employees:

  • Younger generations value purpose, meaning, and connection more than previous generations who were more results-driven.
  • Quote:

    “Connection before direction. Connection precedes direction and certainly precedes correction for both Gen Y and Gen Z.”
    — HR Huntsman [14:44]

• Modern leadership is about weaving in meaning and explaining the “why.”

7. The Death of Autocratic, Old-School Leadership

[15:23–20:33]

• Long gone are the days of “my way or the highway” management.
  • Companies now compete to attract and retain top talent—not the other way around.
  • Employees, especially young talent, will shop for better culture and leave quickly if dissatisfied.
• Notable Quote:

  “Talent is what’s in demand… making sure people are treated with value, heard, and seen… if you don’t, they’ll just leave.”
  — HR Huntsman [18:23]

8. Attraction, Development, and Retention of Top Talent

[21:08–22:40]

• High-performing, reliable, proactive employees are increasingly rare.
  • Leaders need to build cultures that attract, develop, and retain these “diamonds in the rough.”
  • Retention is built through strong onboarding, ongoing coaching, and empowering people to contribute from day one.
• Quote:

  “Developing the kind of culture where we can create those high performers and… create superstars out of them.”
  — HR Huntsman [21:08]

9. Rethinking Employee Tenure: The "College Coach” Mindset

[22:57–24:17]

• Employers should expect 3–4 years of tenure, not lifetime loyalty.
  • Leaders must think like great college coaches: constant recruiting, developing, and empowering top talent.
• Quote:

  “You’re a training organization that specializes or excels in manufacturing or law or spinal surgery or whatever it is. But you are a training organization.”
  — HR Huntsman [23:06]

10. Dealing with Attrition & Exit Trends

[24:38–26:33]

• Individual departures may not offer clear learning opportunities, but leaders should look for patterns.
  • “So good, you’re impossible to ignore” should be the goal.
  • Exit interviews often don’t reveal the true reasons; continuous improvement is necessary.

11. Case Study: Reno Manufacturing/Construction Success

[26:53–29:27]

• HR shares a hallmark case:

  • Family-owned company in Reno, NV, hit revenue and leadership ceiling at $36M.
  • After 18 months: $36M → $50M revenue, drastically improved leadership, onboarding, retention, and reduced turnover.

• Quote:

  “First year, $36M to $50M, that’s a good year.”
  — HR Huntsman [28:37]

• HR credits the company's willingness to “do the stretches” and “put in the work.”

12. Profile of an Ideal Client

[29:53–30:17]

• Typically works with organizations in the $20–$100M revenue range, though occasionally engages with smaller startups.
• Immersive, in-person workshops are combined with ongoing virtual follow-ups.

13. Holistic Approach: “Soup to Nuts”

[31:03–31:23]

• Services cover the entire value chain: Marketing, sales, process optimization, logistics.

Notable Quotes & Memorable Moments

• [02:58] HR Huntsman:
  “We get to know your story, we get to hear your heartbeat, we get to check your pulse, we get to know your team by name. And that personal touch is one of our differentiators.”

• [04:29] HR Huntsman:
  “I have no desire to be the prescription writing consultant that just comes in and spends a few hours on the factory floor… I think that's ridiculous.”

• [08:51] HR Huntsman:
  “The biggest mistake businesses make is they promote producers and doers into leadership—they never empower them... The best widget salesman… knows nothing about how to lead salespeople.”

• [14:44] HR Huntsman:
  “Connection before direction.”

• [18:23] HR Huntsman:
  “Talent is what’s in demand… making sure people are treated with value, heard, and seen…”

• [23:06] HR Huntsman:
  “You are a training organization that excels in civil engineering. You’re going to win. But if all you think of yourself is your trade, you’re going to struggle.”

• [28:37] HR Huntsman:
  “First year, $36M to $50M, that's a good year.”

Key Timestamps

• 01:08: Start of discussion on the “Total Immersion” approach
• 02:58: Differentiators in the consulting methodology
• 04:29: Physical therapy metaphor for consulting
• 06:00–08:42: The six systems framework explained
• 09:32: Focus on leadership development (years 2–3)
• 10:03–12:28: The role (and limitations) of AI in consulting and leadership development
• 13:47: Generational differences in motivation and communication
• 14:44: “Connection before direction” principle
• 17:06–19:41: Old school vs. modern leadership mindsets
• 21:08: The war for talent at all organizational levels
• 22:57–24:17: Rethinking employee tenure and the "college coach" mentality
• 26:53–29:27: Case study: Transformative results at a Reno manufacturing/construction company
• 29:53: Ideal client profile

Tone

The conversation is engaging, direct, and laced with humor and real-world metaphors. Mitch and HR's tone combines practical wisdom and warmth with a results-oriented focus, offering both actionable strategies and “aha” moments for leaders and entrepreneurs navigating today’s evolving talent landscape.

Final Takeaways

• Sustainable culture change and business performance require deep, ongoing immersion—not quick fixes.
• Balancing robust business systems with high-EQ leadership is essential.
• The best organizations today are talent magnets, constant “training organizations” that empower, develop, and constantly elevate their teams.
• The “connection before direction” mantra and adapting leadership for new generations should be top priorities.

For listeners aiming to foster high-performance cultures, HR Huntsman’s methods present a compelling, proven roadmap.